1. AJ Crowell aj.crowell@careertech.ok.gov 405.743.5105

2. What do we know about the job market in Oklahoma?
Workforce Gap Chart
2025: 45% of NEW jobs require post secondary (1 and 2 year Cert/Credential at CT – or Assc.)
2025 TOTAL jobs requires same. 16% decrease in total jobs for HS Diploma
Equates to 600,000 Oklahoman’s upskilling to meet demand
April 2019 – 160,000 open jobs in Oklahoma need filled

4. High Growth Occup
High Earnings

5. Occu examples
ID programs you have to meet this

6. Annual openings with projected retirement

7. Education gaps

8. Something to think about…
Only 27% of college graduates have jobs related to their college major – Washington Post, 2013
The typical American lives only 18 miles from their mother ( We call this the “Mama Rule”) NY Times, 2015
Only 20% live more than couple hours’ drive from their parents – NY Times, 2015
BEFORE revealing slide info
ASK AUDIENCE:
Take 100 random employed individuals. How many have a job related to their major? (27%). Wa Po 2013
Guesstimate how many HS seniors say they’re going to college the spring of senior year?
Most teachers say between 50 – 85%, averaging around 70%
Truth is only about 40% actually show up the following August.
Even worse, only about half of them show up the August after that.
IF we are not talking to students about other options, we are seriously doing them a disservice. They need a plan B, plan C, etc.
MAMA RULE
How many have a kid or parent that lives within 20 miles of them?
Only 20% live more than a few hours away (NY Times 2015)

9. 80 % of your students will live within 2 hours of their home!
MAMA RULES
How are you preparing your students for the most appropriate labor markets?
2 hour circle around Stillwater shows us how to prep our students for most jobs.

11. Work-based learning (WBL) expands academic and technical learning and accelerates advancement along career pathways. WBL develops readiness for work as well as knowledge and skills that support entry or advancement in a particular career field. Employers can use work-based learning opportunities like apprenticeships and internships to attract new talent, fill vacancies in areas where skill gaps have made hiring difficult, and build a specialized talent pipeline to sustain future workforce needs.

12. Apprenticeships and internships are both forms of work-based learning that provide hands-on learning experiences for participants. However, these types of learnerships differ in terms of purpose, length of time, levels of responsibility and more.

13. Designing Quality Internship
Skills and/or knowledge gained are transferable to other employment settings.
There is a defined beginning and end, plus job description and desired qualifications.
Supervision is provided by a professional with expertise and educational and/or professional background in the field of the experience.
Feedback is routinely given by the experienced supervisor.
Resources, equipment, and facilities are provided by the employer to support learning objectives/goals.
Internships should provide a rigorous on-the-job learning experience for participants. A well-designed program not only benefits the intern, but also adds value to you as an employer.

14. Designing Quality Apprenticeship
The apprentice is a full-time, benefit-receiving, paid employee of the sponsoring organization.
The apprenticeship program includes at least 2,000 hours of on-the- job (OJT) and 144 hours of related technical instruction (RTI) per year.
The apprentice receives hands-on training from an experienced mentor at the job site. On-the-job training must be structured, planned, and coordinated.
The apprentice must be paid at least minimum wage, with wages progressing as the apprentice moves through the program.
Registered Apprenticeship (RA) is a structured education and training program that takes place in the workplace and includes formal on-the-job (OJT) training and classroom-based, related technical instruction (RTI). An apprentice is a full- time, paid employee of the sponsoring organization from the start of the program. For each year of the apprenticeship, the apprentice will normally receive 2,000 hours of on-the-job training and a recommended minimum of 144 hours of related classroom instruction. Apprenticeships are typically one to six years in length, with a national average of four years.
An apprenticeship is not an internship, nor is it a short-term training program. Apprentices work full-time and are paid a wage that is subject to minimum wage regulations, but may begin below that of an incumbent worker. As the apprentice hits milestones, such as completing a certain number of program hours or demonstrating job competencies, his or her wages increase according to the agreement signed by the employer and the apprentice at the beginning of the program.

15. Employers benefit from reduced turnover costs and increased employee loyalty, while apprentices start an immediate career path and earn a living while they learn.

16. Youth Apprenticeship is an evolving concept in the U. S
Youth Apprenticeship is an evolving concept in the U.S. with no single, legal definition. Generally, a youth apprenticeship program meets the same four criteria of a Registered Apprenticeship program, but is designed specifically for apprentices that are enrolled as high school students at the start of the program. Because these programs involve high school students, youth apprenticeship programs typically function as a partnership across employers, high schools, and postsecondary institutions. Youth Apprenticeship is a cost- effective option due to the tuition-free programs offered to high school students at CareerTech institutions. Recruiting youth early in the talent pipeline will allow for students to gain communication, problem-solving, and teamwork skills. This facilitates a healthy transition into society and the Oklahoma workforce.

17. DELIVERS
a seamless connection between career interests and local opportunities.
SERVES
students, working adults, educators, businesses, and workforce communities.
PROVIDES
meaningful work experiences for students, job seekers, and seasoned professionals.

18. CONNECT 2 BUSINESS

19. Marketing Intern, Ditch Witch
“Connect 2 Business helps to know which businesses you’d like to interview with and work for. It’s helpful while you're still in school versus when you graduate and you’re trying to find a job.”
Carley Cocknem
Marketing Intern, Ditch Witch

20. Questions? AJ Crowell 405-743-5105 aj.crowell@careertech.ok.gov
Request Training
okcareer.tech/cac
@okcareerguide
@OKcac
((You’ll go live into the system after this slide))
Connect with our office, or request a customized training for your school.
Follow us on Facebook for additional info and tips.
Questions?