A Sense of Urgency
Complexity,
diversity and pace of change will characterize the early part of the
21st century. Consider that -
·
By
2012 man's knowledge will double every year
·
Every
36 months the skills of many technology-related workers need
significant updating
·
The
period of time between creating something and its obsolescence becomes
shorter and shorter, including workers skills.
Numerous factors are converging to create a sense of urgency for
solving workforce and economic development challenges that will exist
through the 21st century.
Globalization
–
The birthrate decline in developed countries and the corresponding
population increases in developing countries will create shifts in
market opportunity, workforce influence and military power. China is
the sleeping giant, poised to compete with 800 million workers willing
to work harder and longer for less money than the 100 million workers
in the U.S.
Science
and Technology –
Emerging industries and jobs will be driven by innovation in such
areas as life sciences, biotechnology, nanotechnology, material
sciences and information technology. This knowledge-based economy is
hastening the obsolescence of traditional industries and processes and
the development of new ones.
Demography
–
The aging of America with all its related implications, plus the
continued influx of ethnically diverse populations is changing
America’s social landscape. Living
longer will require working longer for all Americans. By 2050, less
than 50 percent of the U.S. population will be Caucasian compared with
about 70 percent now, and the fastest growth is happening
in the Hispanic population.
Organizational
Dynamics
–
Close-to-customer and speed-to-market are characteristics of
successful 21st century companies. Innovation is the mantra of the
day, with the pressing need to develop fast and flexible
organizations. This will change the relationship of organizations with
their employees – expanding the use of outsourcing and independent
contractors.
Skills
Gaps and Worker Shortages – An aging society coupled with job growth will lead
to a workforce shortage in the U.S. as severe as 7 million in 2008, 10
million in 2010, and 35 million in 2030. In addition, many within the
current and emerging workforce pool will not have the skills needed by
employers. A "global war for talent" will exist as developed
and developing economies pursue workers with advanced skills.
Source:
Ed Barlow, Creating the Future, Inc
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Strategic Plan Issues, Goals, and Objectives
In
light of these environmental factors, the KWIB identifies strategic
issues – summarized as awareness, alignment, access, and
accountability – (A4) – that must be addressed to
create a competitive economic development and workforce advantage.
Awareness
Creating a sense of urgency at the
state and local level about the importance of a competitive workforce,
and ensuring that industry clusters, employers and workers know of the
workforce development tools and services available to increase their
competitiveness and productivity
Goal 1.
To create a sense of urgency… that will inform and motivate local constituents, state and local
policy makers, business, education and political leaders about the
critical nature of addressing workforce and economic development
challenges
Objectives:
a.
To develop and distribute tools that can be used at multiple
levels to inform policy makers, partners and the public about the
importance and urgency of workforce development
b.
To plan and hold local, regional and statewide meetings to
motivate partners and the public
c.
To identify and
engage traditional and non-traditional partners to assist them in
better understanding the sense of urgency and potential solutions
related to creating a competitive economic development and workforce
advantage for Kentucky
Goal
2.
To
promote the one-stop system…
so that Kentucky WorkNet is known to businesses and individuals
Objectives:
a.
To make the one-stops widely known to Kentucky’s businesses
and individuals
b.
To enhance the quality of services statewide through the
promotion of promising practices
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Alignment
Building
a demand-driven system that clearly reflects the employment needs of
industry clusters, knows the status of the available labor pool, and
promotes strategies to assure a competitive labor pool in terms of
quality and quantity.
Goal 1. To
strengthen partnerships…
among education, workforce, economic development, community
development and business
Objectives:
a.
To leverage resources for increased efficiency and
effectiveness
b.
To increase the flexibility, innovation and responsiveness of
partners to better meet demand and supply customer needs
c.
To ensure that all system stakeholders (professionals and
volunteers) have the skill sets necessary for system success
d.
To strengthen communications and working relationships between
the local WIBs and the KWIB
Goal 2.
To align to business needs…
through a demand driven, agile, responsive system that delivers
workforce solutions to the business community
Objectives:
a.
To develop and promote a demand driven
system approach to workforce and economic development
b.
To facilitate and promote the delivery
of responsive, demand-driven programs and curricula by educational
institutions and other service providers
c.
To ensure that all workers (current,
future and potential) have the skills necessary to meet the changing
needs of business…fill the skills gaps
Goal 3. To enhance
the comprehensive workforce information system…
through an intelligent, future oriented approach
Objectives:
a.
To identify supply and demand needs on
an ongoing basis
b.
To enhance and promote Kentucky’s
workforce information system
c.
To gather up-to-date information (not
available through formal data collection systems) through enhanced
environmental scanning
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Access
Identifying and eliminating barriers that inhibit workers
from getting the education and training needed to be employable and
employers from getting the quantity and quality of the workforce
needed
Goal 1.
To eliminate barriers for individual workers…
students, workforce entrants, dislocated workers and incumbent workers
– so they can easily access and pursue continuous learning
opportunities
Objectives:
a.
To increase access for persons with
disabilities, older workers, non-English speakers, youth and other
targeted populations
b.
To provide exemplary customer service
c.
To create a quality of life environment
that attracts and retains workers
d.
To increase life long learning
opportunities and the ease of transition between/among educational
institutions
e.
To identify additional resources
(grants, etc.) in anticipation of diminishing state and federal
resources
Goal
2. To deliver
“workforce solutions” to the business community…
by increasing access for businesses to workforce services
Objectives:
a.
To make services to businesses seamless
and responsive
b.
To identify additional resources
(grants, etc.) in anticipation of diminishing federal and state
resources
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Accountability
Developing systems to measure and
report the state and local impact of the workforce development system
Goal 1. To measure
and report the quantitative and qualitative workforce system impact… on local, regional, and state economies and
individuals
Objectives:
a.
To develop specific measures/models
that resonate with policy makers, business and other constituents
Goal 2. Ensure
continuous improvement of the Kentucky workforce system
Objectives:
a.
To satisfy business demand side
customers
b.
To satisfy supply side customers
c.
To respond to a continually changing
economic and societal environment
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