Building Effective Employer Partnerships in the Health Care and Financial Services Sectors

Today’s Plan Strategies [sector partnerships!] for engaging with health care and financial services businesses on workforce issues Partner roles in business engagement Trending health care industry workforce challenges Real-world spotlight: What’s working and discussion

Speakers Todd Cohen Director of Strategic Initiatives Maher & Maher Randall Wilson Associate Research Director Jobs for the Future Sonya Francis Director of Mission Resources Goodwill Industries, International

Getting to Know You

Sector Partnerships & Talent Pipelines

What Makes a High Performing Sector Partnership? Puts businesses at the middle Includes system partners Scope is regional, conversations strategic Managed by a qualified convener Sustainable

Sector Partnerships Can Expand The Business Relationship Transactional relationship Transformational relationship Fill job orders Training provided across occupations, skill levels (often employer/industry-paid) Place job candidates Career pathways, worker retention, advancement issues within company/ industry Services loosely informed by employer needs thru survey or one-off engagement Education/training designed in partnership w/ employers One-to-one relationship One-to-many (sector strategies)

Employer roles as a result of sector partnerships

World Class Sector Partnerships

HEALTH CARE and WORKFORCE CHALLENGES

Health care occupations lead in employment growth Major Occupational Group Employment Change 2014-24 Healthcare practitioners and technical 1,348,100 Healthcare support 974,200 Food preparation and serving related 812,900 Personal care and service 792,100 Sales and related 778,000 Education, training, and library 697,600 Construction and extraction 659,000 Business and financial operations 632,400 Computer and mathematical 531,400

Health care occupations are the fastest growing (2014-2024)

Direct care and nursing lead in growth

Jobs growth shifting from acute care to community settings

HEALTH CARE & WORKFORCE: STRENGTHS AND CHALLENGES Strengths of the Sector Challenges of the Sector Variety of occupational pathways and subfields Multiple entry and exit points, ladders and lattices Well-defined subfields and credentials in many cases Good wages for middle-skill jobs (BA not required) Strong demand in many areas Some high demand jobs (i.e. home health care) lack ladders Low wages, high turnover, for direct care workers Education and licensing requirements create steep hurdles; “credential creep” Lack of articulation and alignment within education and industry at many points Uncertain demand picture

health care workforce: Key trends Aging workforce, aging population More diverse patient and workforce population New models of delivering care, including: Home and community-based Emphasis on prevention, non-medical needs Team-based New providers of care (retail, urgent care centers) Roles, tasks, skills are fluid, rapidly changing

Shifts in job roles and skills Changing Jobs Critical Skills Care coordinators, Case managers Community health workers, Patient navigators Peer recovery specialists Community paramedics (Upskilled EMTs) Medical assistants  Health coaches, Scribes, Panel managers Public health dental hygienists, Dental therapists Knowledge of community resources Interpersonal and team skills Understanding the care transition Technology and data analytics

EMPLOYER-LED WORKFORCE PARTNERSHIP: HEALTH CAREERS COLLABORATIVE OF GREATER CINCINNATI Employer led, embracing all major hospitals in the region Partners with higher education, community-based organizations, high schools, public workforce, employers Employer members must adopt learner- friendly practices Research demonstrated 12% return on investment for worker educational programs Bridge programs, work-based learning

Health careers collaborative of greater Louisville Initiated by employer (Norton HealthCare) Ten regional health care employers Community and educational partners Aligns educational standards Collaborates on new training (medical lab tech) Created health career center

Lessons from health care partnerships Measure business impact – make the case for workforce investment Seek strategic relationships – go beyond advisory committees Cast a wide net – engage variety of health care employers Be prepared – bring labor market data for employer discussion Build incrementally – seek early wins Expect uncertainty and rapid changes – be adaptive

Director of Mission Resources Goodwill Industries, International SPOTLIGHT DISCUSSION Sonya Francis Director of Mission Resources Goodwill Industries, International

WHAT ABOUT FINANCIAL SERVICES?

Key trends in financial Services Increased use of technology and analytics, especially around routine tasks (e.g., bookkeeping and basic accounting) Emergence of the “Fin Tech” sector New and emerging roles: Increased focus on computer and mathematical roles, especially those that include: Data analytics Data security and analysis Software and app development Key skills include: Coding Management Critical thinking Entrepreneurialism Source: Jobs for the Future’s Florida Jobs 2030, PWC 2016 Financial Services Trends, and World Economic Forum Employment Trends.

Discussion Examples of business engagement in the financial services sector: Boston Workforce Investment Networks Kentuckiana Works Consider: What similarities / differences do you see in building employer partnerships in the health care and financial services sectors? For TechHire partnerships that are not currently focused on financial services, is this something your program is considering?