2. REGIONAL PARTNERSHIP APPROACH Gateway produced a manufacturing Report with recommendations for collective action. Industry, government, economic development groups, Chamber of Commerce formed coalition. Coalition focused on identifying key jobs skills for top needs over 10 years. College developed specific certificates based on skills needed.

3. Pathway – Grades 7-12 STEM Camps STEM Days Dual Credit Gateway Credential Manufacturing Skill Standards Council Industry & School Partnerships Gateway Recruitment Committee Manufacturing & Trades Division Workforce Solutions Business and Industry Middle & High Schools Partnership for a Competitive Workforce Greater Cincinnati STEM Collaborative PATHWAYS Input High School Graduation High School Diploma 12-24 Credit Hours of Dual Credit Career Ready (KY Dept. of Education) Apprenticeship Ready (Gateway) Outcomes Process Credentials Gateway Certificates in any of the 6 Manufacturing Majors Manufacturing Skill Standards Council National Credential o Certified Production Technician o Certified Logistics Associate Employer Satisfaction Employer Feedback & Needs Assessment Student Matriculation Employer Employee Retention and Gateway Student Retention Workforce Solutions - Pipeline & Training Filling Manufacturing Pipeline Connecting Employers to Apprentice-Ready Workforce Identifying Training Needs of Employer Partners Employer Use of KY WINS for Apprentices and Incumbent Workers Evaluation

4. Manufacturing Network Companies Served STEM Day 721 Students Assessment Center 642 Pre-Hire Assessments Non-credit 1,228 CEU’s 622 Workforce Solutions Customized Performance and Technical Skills Gateway VETS 122 New Vets Enrolled 37 Vets Placed 82 Credentials Awarded Manufacturing and Technology Division KY WINS $2 mil 35 companies Apprenticeships 80+ Dual Credit – 149 students Mechatronics – 38 students 6 Manufacturing Majors

5. WORKFORCE SUPPLY NKY MANUFACTURING TALENT SUPPLY CHAIN MISSION: MEET EMPLOYER DEMAND BY GROWING THE SKILLS OF OUR CURRENT AND FUTURE WORKFORCE, USING AN EMPLOYER-LED, COLLECTIVE IMPACT APPROACH EMPLOYER DEMAND (aggregated from internal Talent Development strategies/plans) 680+ Open positions 2012-2013 2500+ Open Positions 2015-2016 6250+ Open Positions 2022 Assess Employer Needs P – 12 Education Post- Secondary Education and Training Workforce Training & Lifelong Learning CURRENT WORKFORCEFUTURE WORKFORCE Prepare the Pipeline 1.Attract future workers a)Marketing Plan – Design Impact learnings and DIDI b)Ambassador program 2.Prepare future workers a)Curriculum asset and enrollment map – identify gaps, plan to fill b)Career exploration – STEM Days, summer camps, etc. c)Teacher professional development – current and future teachers d)Work based learning experiences – full range of options (expand INTERalliance model to mfg?) e)Employer engagement in project based learning, mentors, role models and work based learning 3.Policy a)Sustainable funding for scholarships, NCRC and industry credentials, dual credit 4.Sustainability a)Develop long term plan Skill Up the Current Workforce 1.Attract Workers a)Marketing Plan – Design Impact learnings and DIDI b)Raise the Floor and 2Gen c)Job Quality Initiative d)Talent attraction into NKY 2.Train New and Incumbent Workers a)Understand “Mfg Technician” skills and develop curriculum b)NAM pgms – MSSC and RSN c)Festo and KY FAME d)Hands on skills for engrs e)Workforce Council f)Implement WIOA to maximize impact 3.Policy a)Identify key policy initiatives and develop advocacy plan b)Employer policy/system change – Job Quality 4.Sustainability a)Identify immed available funds b)Develop long term strategy EMPLOYER SKILL REQUIREMENTS QUALIFIED WORKERS 12/1/2014 Deep employer engagement/leadership throughout these activities

6. The CITI & Gateway Partnership Company Embedded Strategy

7. Citi & Gateway Partnership Origin of Partnership Strategic Plan for the Partnership. The Cornerstone of Citi talent development. The importance of education as a business strategy. The need for a sustainable training program. The need to adjust to economic challenges and financial scrutiny.

8. Establishing the Need  Skill Enhancement  Improve Retention  Encourage College Credential Completion  Prepare employees for professional advancement Your Bottom Line is Our Bottom Line

9. The History Fall 2002 Summer 2003 Study Team of 24 Launch Programs Citi GCTC Chamber of Commerce NKY Economic Partners Pre-Hire Advisor Career Discovery College Courses State Job Center 5 month planning phase

10. The History Career Discovery:  One hour of college credit  Career mapping, shadowing Citi leaders, and creating elevator speeches

11. The History Academic Advisor On-Site: 1,000 employees have received career planning and academic support each year Assistance with Gateway application, enrollment, registration, and financial aid Full career planning services available Will also assist with enrollment in other local colleges and universities

12. The History Operations Management Certificate:  Courses Emphasize: ―Communication Skills ―Foundational Business Knowledge ―Leadership ―Operations Management 43 43 Graduates

13. Measures of Effectiveness 946Successful Graduates 331 Promotions 1,000 Employees Served Per Year 18 Graduates 800 Employees Trained 76 Certificates Earned 1,834 College Course Enrollment 764Online Courses 615 Campus Classes 437 Onsite Classes 22 Modular Online Courses (VLI) 23 Associate Degrees Earned

14. Replication Citi pioneered college certificate programs in the workplace. These companies followed:  Cengage Learning (previously Thomson)  Cincinnati/Northern Kentucky International Airport  Mazak Corporation  Sanitation District No. 1  Staples NAD Customer Service  Valassis Direct Mail  Wagstaff, Inc

15. Replication Citi Call Centers nationwide also followed…  Kansas City, Missouri  Tampa, Florida  Tucson, Arizona  Albuquerque, New Mexico

16. Reflection Have we been successful?  Skill Enhancement – 1,834 Enrolled  Improve Retention – Achieved  Encourage College Credential Completion – 76 Certificates, 23 Associate Degrees  Prepare Employees for Professional Advancement 330 Promotions

17. Questions