1. Successful Contract Training: A Grounded Theory for a Sustainable Business Model presented at the National Council for Workforce Education Conference by Martin Reimer, PhD October 31, 2014

2. Introduction The purpose of this study was to create a sustainable business model that can be used by community colleges and other higher education institutions that wish to increase the enrollment and revenue of their contract training programs.

3. Statement of the Problem There is a shortage of skilled workers in the United States for companies to employ. Training needs of employers have expanded and accelerated Although some community colleges have had some success in establishing sustainable contract training programs to train workers, many community colleges are still operating under the traditional, adult education model.

4. Research Questions What are the primary, or essential, elements that contract training programs need in order to create a sustainable business model? What variables affect these elements and to what extent? What leadership characteristics are common in successful contract training programs?

5. Methodology Mixed Methodology Research Design Multicase Study Interpretive Approach Ground Theory

6. Methodology Instrumentation Learning Management Systems (LMS) variables Financial Results Contact Hours Regional Employment Growth Survey (using 4 point Likert Scale) categories Leadership Outreach General

7. Methodology Data Collection Quantitative: Empirical records from state and community college databases were obtained and a survey was issued to 22 participants from four Iowa community colleges. Qualitative: Interviews with 22 participants from four Iowa community colleges including executive-level leaders, midlevel managers, and other staff.

8. Methodology Data Analysis Processes and Techniques Comparative Method of LMS Empirical Data Descriptive Analysis of Surveys & Interviews

9. Methodology Data Analysis (cont) Coding LMS Empirical Data Revenue Contact Hours Revenue per District Employment Contact Hours per District Employment Revenue per Contact Hour

10. Methodology Data Analysis (cont) Coding Surveys Leadership elements Marketing elements General elements Comparative approach to determine if survey perceptions matched LMS empirical data

11. Methodology Data Analysis (cont) Interviews Comparative approach to determine if interview perceptions matched survey and LMS empirical data Compared similarities and differences between participants and institutions

12. Results: Research Question 1 What are the primary, or essential, elements that contract training programs need in order to create a sustainable business model?

13. Results: Research Question 1 Findings Identified 16 primary, or essential, elements by meeting the criteria of having participants from at least three of the four community college rate the element with a mean score higher than 3.75.

14. Results: Research Question 1 Findings (cont) Essential elementsOverall Community College One Community College Two Community College Three Community College Four Flexible delivery4.00 External partnerships3.954.003.834.00 Customized curriculum3.954.003.834.00 Executive leadership support/direction3.954.00 3.80 Passionate/engaging/entertaining instructors3.914.003.834.003.80 Formalized strategic/operational plan3.914.00 3.60 Consistency in vision3.863.673.834.00 Knowledgeable instructors3.863.504.00 Consistency in execution3.823.833.673.804.00 Professional drive to succeed3.823.67 4.00 Ability to market programs3.824.00 3.60 Focused business-to-business marketing strategy3.823.67 4.00 Formalized mission/vision3.824.003.833.603.80 Culture of innovation3.773.833.673.80 Ability to deliver training onsite3.774.003.333.804.00 Fiscally operating in the black3.733.333.834.003.80 Table 30. Essential Elements for Successful Contract Training

15. Results: Research Question 2 What variables affect these elements and to what extent?

16. Results: Research Question 2 Findings Three common themes emerged Leadership Adaptable and engaging learning Partnerships Unable to determine to what extent variables affect essential elements

17. Results: Research Question 3 What leadership characteristics are common in successful contract training programs?

18. Results: Research Question 3 Findings Leadership characteristics most often rated highest Leadership characteristics needed for successful contract training aligned with identified leadership characteristics deemed important in literature review

19. Conclusions Leadership consistency in vision consistency in execution professional drive to succeed executive leadership support/direction formalized strategic/operational plan formalized mission/vision culture of innovation; and fiscally operating in the black Adaptable and Engaging Learning flexible delivery customized curriculum passionate/engaging/entertaining instructors knowledgeable instructors ability to deliver training onsite Partnerships ability to market programs external partnerships focused business-to-business marketing strategy Successful Contract Training Business Model

20. Does the model work? Source. Annual Condition of Iowa’s Community College Reports

21. Does the model work? Prior to study During study Integrating model after study

22. Conclusions Leadership needs to create a strategic vision Leadership needs to provide support and direction to ensure the department operates in a fiscally positive manner Contract training departments need to have adaptable, engaging education Contract training should not be built on the credit model Curriculum should be competency based and delivered in a customized fashion Trainers need to be both engaging and knowledgeable Contract training departments need a focused business-to- business marketing plan based on long-term partnerships Training cannot be delivered without knowing intimately what clients need and in what manner they need it Contract training programs need to spend time and effort to understand the desired goals of their clients before program creation

23. Recommendations Follow-up study to determine continued success of each institution Collect and analyze both relevant revenue and expenses for each contract training program Examine what determines successful contract training from the point of view of external stakeholders Compare unsuccessful contract training programs to successful contract training programs to determine what essential elements prevent sustainability Study how different forms of curriculum development and delivery play a part in creating a sustainable contract training program