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

2. 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

3. 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

4. Getting to Know You

5. Sector Partnerships & Talent Pipelines

6. 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

7. 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)

8. Employer roles as a result of sector partnerships

9. World Class Sector Partnerships

10. HEALTH CARE and WORKFORCE CHALLENGES

11. Health care occupations lead in employment growth
Major Occupational Group
Employment Change
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

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

13. Direct care and nursing lead in growth

14. Jobs growth shifting from acute care to community settings

15. 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

16. 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

17. 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

18. 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

19. 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

20. 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

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

22. WHAT ABOUT FINANCIAL SERVICES?

23. 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.

24. 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?