1. Dr. Roy A. Church President Retooling Your Workforce for the Future

2. Trends Affecting Talent Recruitment, Retention and Development 1.Globalization We are living in a borderless world, requiring talent to be able work successfully across cultures, time zones and use new technologies 2.Talent and Leadership Development and Growth quest to fill highly skilled, cross-discipline talent, while growing next generation of mid and senior leaders. 3.Virtual Work/Global Mobility creates implications for intercultural communication, business ethics, organizational effectiveness, local-management with global outlook. 4.Employee Engagement: economic crisis has shifted employee’s engagement and priorities. 5.Talent must adapt to ever-changing environment as companies undergo transformation to create new products, adapt to changing market needs or enter new markets.

3. Northeast Ohio Understands Importance of Talent to Economic Competitiveness Build confidence and personal accountability for continuous learning so residents have the skills, training and education needed to support a vibrant economy Align the region’s talent development system so it is market driven and meets the needs of the region’s targeted industry clusters Engage and empower education, workforce and economic development providers to support and sustain a system that increases educational attainment, continuous learning and the confidence and quality of the workforce of the region The Advance Northeast Ohio agenda has four strategic economic priorities and related goals focused on growing jobs, incomes and investments: Business, Talent, Inclusion and Government Collaboration

4. Northeast Ohio Understands Importance of Talent to Economic Competitiveness RITE Board Regional Information Technology Engagement Talent Action Team

5. Globalization Ability to Attract, Retain, Develop Talent Virtual Work/Global Mobility Employee Engagement Ever- changing Environment Other? What trends are most affecting your talent efforts? Discussion

6. 2005 Listening & Learning 2006 Listening & Learning Building a Vision 2007 Sharing the Vision Acting on the Vision A Two Year Process

7. Education Economic Community Cultural Lorain County Community College, an innovative leader in education, economic, community and cultural development, serves as a regional catalyst for change in a global environment through accessible and affordable academic and career-oriented education, lifelong learning and community partnerships. LCCC’s Four Cornerstones

8. 1.Raise the community’s participation and attainment in higher education 2.Prepare globally-competent talent to compete in the innovation economy 3.Accelerate business and job growth to enhance regional competitiveness 4.Connect Lorain County with regional priorities and partners 5.Serve as a catalyst for enhanced community life 6.Build the College’s resource capacity

9. LCCC’s Educational Pipeline K-12 Initiatives Associate Degree and Certificate Programs Bachelor’s and Master’s Degrees through University Partnership Post-Secondary Enrollment Options Early College High School Project Grad Tech Prep 100 plus Associate Degree and Certificate Programs Fall 2009: Alternative Energy Technology, Wind Turbine Major Allied Health and Nursing Arts and Humanities Business (including ENTREPRENEURSHIP!) Engineering Technologies Health, Physical Education and Recreation Science and Math Social Sciences and Human Services Over 40 Bachelor and Master Degree Offerings Ashland University Bowling Green State University Cleveland State University Kent State University Ohio University Ohio State University University of Akron University of Toledo Youngstown State University 14,000 students (120% increase since 2000)3,000students Impacting 21,000 students plus another 11,000 through Continuing Education Offerings Talent Development

10. 8 of Ohio’s leading universities 8 of Ohio’s leading universities 31 bachelor’s degrees31 bachelor’s degrees 11 master’s degrees11 master’s degrees 9 certificate, diploma & licensure programs 9 certificate, diploma & licensure programs

11. Best Value in Higher Education College/University Tuition, Room & Board for 4 years (Actual costs may vary by program) Cost of Bachelor’s Degree Completion at LCCC’s University Partnership Cost savings by pursuing degree through University Partnership Ashland University, B.S. in Education$143,672$35,022$107,866 Bowling Green State University, B.S. in Biology$68,792$19,827$48,965 Cleveland State University, B.A. in Psychology$75,004$20,406$54,598 Kent State University, Bachelor of Business Administration $69,560$21,270$48,290 The University of Akron, B.S. in Sport and Exercise Science $71,901$20,009$51,892 University of Toledo, B.S. in Computer Science & Engineering $72,174$29,845$42,329 Youngstown State University, B.S. in Applied Science, Major in Allied Health $59,197$14,960$44,237 Cost Savings of Attending LCCC’s University Partnership ** LCCC’s in county tuition is $2,570 per year for a full-time student

12. Job Analysis Knowledge and Industry-Specific Assessment 360 Degree Feedback IT Certification Testing for College Credit Element K

13. Mastering Virtual Work Advancements in mobile communications technology enable employees to perform their jobs from any location with a telephone and an Internet connection, including from home, from secondary office locations and while traveling. BADM 194 Course Topics include: Technology and the New Human Interaction Model Technology-Induced Workplace Change Transitioning the Traditional Organization to Mobility Virtual Work: A Manager’s Perspective Establishing a Solid Remote Work Foundation Creating and Managing a Highly Effective Mobile Work Environment Mobility Enabled Change Management Processes The Virtual Office Manager Model of Success Virtual Work: What It Takes to Be Successful Maintaining Relationships and Credibility Managing Your Time, Workload and Performance Home Office Best Practices Shared Workspace Essentials and the Virtual Worker Model of Success

14. Employee Development Programs Leadership High Performance Teamwork Customer Service Employee Performance and Development Competency Analysis Communication/Building Relationships Personal Development Lean Six Sigma Training Alliances DDI (Development Dimensions International)-DDI (Development Dimensions International)-Training for leaders, workforce and teams, Targeted Selection AchieveGlobalAchieveGlobal training (including all Zenger Miller and Kaset International programs) Vision PointVision Point - Integrity, compliance, inclusion, diversity and personal effectiveness Saville Holdsworth Saville Holdsworth Work Profiling System Franklin-Covey Franklin-Covey Seven Habits of Highly Effective People Tom Peters Company Tom Peters Company The Leadership Challenge, Leadership is Everyone's Business, and WOW Projects.

15. an opportunity for business leaders to take a morning coffee (and breakfast) break to tackle common issues that directly impact their bottom line. Topics have included areas such as: Managing Discipline and Discharge and Workplace Bullying Work-Based Learning Internships/Co-ops Consultation on hiring decisions- including a broad range of assessments Outplacement services Job retention programs Job coaching Our state-of-the-art online job-posting system, LCCC CareerLink LCCC CareerLink Career Fairs Employment and Career Services

16. Teach Innovation Plant seeds for new industry Start New Enterprises Developing Entrepreneurial Talent

17. LCCC’s Approach to Talent

18. Internal Brand Statement In support of the college's mission and vision, LCCC encourages collaboration and innovation to provide a challenging and positive work experience. The LCCC culture promotes integrity, respect and meaningful work in a flexible, reliable and responsive environment that supports professional and personal growth.

19. What is meant by Employee Engagement? “The level of commitment and involvement an employee has towards their organization and its values.” Characteristics of engaged employees: Speak positively about the organization to coworkers, potential employees and customers Have a strong desire to be a member of the organization Exert extra effort to contribute to the organization’s success Engaged employees benefit the organization because they will: Stay with the organization Be an advocate of the organization and its products and services Contribute to organization’s success Normally perform better and are more motivated Alpha Measures: Fostering Employee Engagement

20. Measuring Engagement  My opinions seem to matter at this organization.  My job contributes to the purpose of this organization.  I would recommend working here to a friend.  I am willing to go beyond my normal work duties to help our organization succeed.

21. How can Lorain County Community College and other institutions of higher learning, individually and in partnership with the region, best support northeast Ohio’s talent needs? Discussion

22. Dr. Roy A. Church President Retooling Your Workforce for the Future