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How business partners want to experience adult education:
as a solid training resource – as a resource for employees – as helping me recruit employees
SOAR: Strengths, Opportunities, Aspirations, Resilience
already established connections – business roundtable – job board – solid programs
could adult ed meet our needs in a more timely manner (even more timely)?
employers are less interested in entry-level or laborers and spend quite a bit of time preparing them for the workplace rather than putting them to work
Possible goals and strategies
partner on training – host industry days and guest speakers – connect with graduates to discuss employment opportunities
employers are interested in partnering on Introductory and core training
look into a temp agreement to employ candidates that enroll in our programs – consider earn/learn scenarios
Focus Group 2 - Business Partners (on Zoom)
Join us for a conversation about our future. If interested, please contact umaschke@guhsd.net.
For our running agenda, scroll all the way to the bottom of the page.
Ship Repair - PCE and SDSRA (February 24, 2022, 4 - 5:30 pm)
Key Take-Aways:
The Industry Needs
Projected labor force needed over the next three years 3,000 - 6,000
Employers are less interested in entry-level or laborers and spend quite a bit of time preparing them for the workplace rather than putting them to work.
Currently, every new employee is on a 10-day hold period after hire before they can work onsite or on a Ship. During that time, they have to complete prerequisites such as OSHA Maritime and the “120-180 Standard Items.” This could be an ideal time for a short(est)-term training offered through ERAE.
Intro class could come in with foundational requirements listed above and introduce students to the basics of ship board navigation and industry standard. Students completing the class would enter employment as an "improver" (not a "helper") and be more valuable and less likely to be part of attrition.
Next 2-6 weeks could include other fundamentals such as Ship Board navigation, rules and regulations, reading measurements, etc. that would accelerate onboarding and candidates’ opportunities to progress.
Candidates/students would be exposed to realistic expectations in the industry, possible paths, hours, environment
Additional Points:
Potential employees as well as new hires could take Intro class; employers (SDSRA members) could send new hires to a one-stop for this onboarding
OSHA training and the time spent on standards are often very costly for smaller businesses that don’t have their own training facility
These same businesses can’t afford for a manager to train on the foundational elements instead of doing their own job.
GAE"s and Mtn. EMpire's Welding would be considered “core”
Welders are needed, both now and projected in large numbers, by SDSRA and other industry employers large and small
Welders could be hired as welders and progress to Welder I, II, III or transition into other skill sets such as pipefitting, ship fitting
Welders can also progress into supervision and non-technical project management roles
Outside Machinist (OM) could be a possible core course in demand with PCE and many other SDSRA employers.
OM can be prepared for employment with general skills such as reading measurements, basic hydraulics, basic electrical, pressure testing, reading blueprints, mechanical fundamentals, HVAC and more.
These general skills might be infused into an/the Intro course because of crossover with Welder and other technical trades preparation
OM could be developed as a core course with progressively higher level skills in each of the general preparation areas. Combined this could count towards an SDSRA/Industry recognized certificate in OM.
Shipboard HVAC fundamentals would be a component of the core class because of the difference between salt water and air flow in shipboard systems
Pumps and motors would be included
Foundational classes such as HSD/HSE, Academic writing, Math and English language support are possible areas of need for some employees looking to progress into higher paying positions
PCE, SDSRA members, and other businesses in the industry would like to regularly
Partner with ERAE on training
Host/attend/partner in “Industry Days” connecting with trades students and future students to raise awareness about opportunities in SB and SR.
Guest speak and provide volunteer employment preparation such as resume review and mock interviews in Welding and other related classes
Join career fairs
Connect with graduates to discuss employment opportunities
Grossmont Union High School District
Cajon Valley Unified School District (February 25, 2022)
Key Take-Aways
Projected labor force needed over the next three years 200 - 400
Employers are interested in partnering on Introductory and core training for paraprofessionals such as SPED Aides, as well as Office occupations, and Janitorial/Custodial positions
CVUSD must administer a test for most positions. This is an ESSA requirement for Title 1 schools. Schools can have different passing requirements, number of questions, and determine whether they accept another school's passing certificate.
Students often struggle to pass the exam, especially second language students- those, in many cases, most needed for paraprofessional classroom support
1 in 10 pass
Students can take an abbreviated exam to become a paraprofessional sub, the sub test is 45 ?s in 45 minutes. Subs typically get continuous work
SPED Aides
On a given day there are approx. 20-30 SPED Aide openings
$17-18/hr, 6 hour shifts (typical)
SPED Aides typically make more money than other paraprofessionals (closer to living wage), have multiple openings, offer a greater number of hours and opportunities for growth
A Paraprofessional preparation class could:
Be a short “bootcamp” in preparation for the sub exam and a continuation for current subs, candidates who haven’t passed yet, or new candidates interested in preparing prior to the exam. This is supporting both current and future school district hiring needs, and college education programs.
Some adults schools and COEs offer para-educator certificates:
There is a path for paraprofessionals to become teachers in CA through CCTC
Custodian and Janitorial needed
Day shift 27 school sites, 20 employees at night. Night typically promotes to day so night shift is often the need;12 month, 8hr position
Subs just apply and interview
Winter and Summer subs are needed, scrub, Spring Clean, buff floors
Some Adults schools offer preparation and WE, example below: https://blogs.egusd.net/egace/always-learning/custodial-training/
Office occupations
Sub exam, could accept a preparation course in lieu
No typing certificate required
Class B Bus Driving (Winter and Spring class offered)
Free for CVUSD hires, with commitment
District uses their own instructor, includes 'Behind the Wheel'
Cajon Valley would like to regularly
Follow up strategic planning with shared resources for employment exams, resume and interview volunteer partnership, and referral to shared partners.
Consider development of a core training for paraprofessionals
Flores Financial (March 9, 12:30 - 2 pm)
(provides outsourced accounting services, accountants, bookkeepers, and HR services to San Diego restaurants, grocery and hospitality companies; has hired more than 10 students from ERAE programs over the past 2 years)
Key Take-Aways:
Anticipate high need for entry level positions
typically holds hiring events quarterly
offers new hires a 30/60/90 day onboarding structured as: 30 day training, “show and do”; 60 day apply with clients, “ongoing evaluation”; 90 day evaluation, “meet or not meet” basic requirements of the position
has recently hired a new training team, offering courses in Excel, Communication, and other foundational areas within their departments for new hire development during the first 90 days.
A partnership opportunities could start right away in multi-department foundations ("Foundations of HR") that included:
PC Navigation: scan and file, using windows, general settings
Business/professional correspondence email and phone; writing vs. conversation
Excel: filter, sort, move data - basic excel development (beyond what is currently offered)
Employability/Soft skills: attitude, taking initiative, attendance, following directions
Payroll basics, calculating overtime, CA employment guidelines/laws
Accounting software basics: (Quickbooks is a good foundation but ...)
Flores would like to
look into a temp agreement to employ candidates that enroll in our programs
discuss options for hiring after 90 day training/post program completion
hiring sooner with more rapid mastery of skills; or not hiring permanently if competencies are not met.
Classroom time could be accompanied by 20-28 hours of employment, would stay under 30 hours while temporary
Neighborhood Healthcare (March 9, 2:30 - 4 pm)
Key Take-Aways:
High need for Patient Service Representatives (in languages our students speak)
Strong focus on community and expanding services into the community
Only location with in-house interpreters
Run one of the few behavioral health program in the area
Neighborhood Health is interested in
partnering on Health Interpretation training/hiring
exploring internship program
supporting academic counselor with their behavioral health programs
Agenda
Welcome
The Planning Site and its Components
Breakout Session 1 (Padlet)
In your current role, how do you engage with adult ed to meet your employee needs?
How do you value different types of classes or programs in terms of current workers who may be looking to advance their careers?
What makes certain programs better than others?
What are some challenges in creating and maintaining effective partnerships?
Data Summary (brief presentation)
Breakout Session 2 (Padlet)
How might we ...
Onward - Next Steps
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