1. Regional Workforce Development Coalition Strategic Planning Process Planning Session I April 8, 2014

2. Session Agenda Purpose: To launch the process of developing a Comprehensive Regional Workforce Development Plan for the Creative Corridor.. I.Welcome & Introductions II.Reviewing the Workforce Coalition’s Purpose and the Planning III.Discussing the Current Workforce Situation IV.Identifying Priority Workforce Issues and Begin Developing Draft Goals V.Session Wrap Up

3. Proposed Operating Principles  We will keep it informal, yet structured, and start on time/end on time unless otherwise agreed  We will encourage maximum participation, being open / candid here in the session  We will listen and not dominate  We will remain constructive  We will focus on and commit to the greater good  We will “be present while we are here” (turning off cell phones)  We will take silence to mean affirmation or informed consent  We will trust the process  We will be specific and use examples to avoid unintended misunderstandings  We will operate with consensus, as defined below

4. Definition of Consensus: A.All team members have an opportunity to give input, exercised or not B.Team members’ ideas have been acknowledged by the group, and each person feels he or she has been “heard” C.Team members indicate that they can live with the outcome of the process; they will not speak negatively or work against the outcome, since the process has been fair; team members agree to move forward D.Team members accept that consensus is not necessarily unanimous agreement, and if a “final vote” is necessary, a majority will determine the decision

5. Coalition Purpose To advise in creation, implementation, and continuous improvement of a comprehensive regional workforce development plan and action agenda.

6. Coalition Purpose Engage stakeholders in development Provide tools that address workforce needs Engage the workforce system in the solutions Encourage collaboration & alignment among organizations that focus on workforce development Encourage employer commitment Identify tracking metrics for impact evaluation Provides council and advise on implementation and periodic assessments of progress

7. Planning Process

8. Process Timeline 2012 & 2013: Situational Analysis Research/Capacity Building; Strategies Emerging April 2014: Planning Session 1 May 2014: Planning Session 2 June 2014: Planning Session 3 June-August 2013: Endorsement & Adoption Process September 2014: Plan unveiling September 2014 and beyond: Action planning by lead entities, implementation, and monitoring of progress.

9. Planning Session I A.Focus on understanding the workforce situation, critical workforce issues and potential opportunities. B.Identify priority workforce issues & opportunities C.Begin to develop draft plan goals

10. Planning Session II A.Validate draft plan goals B.Identify current activities, projects and programs that help accomplish the goals C.Identify additional strategies that should be undertaken that will accomplish the goals. D.Identifying potential timelines and implementing organizations for the strategies/objectives.

11. Planning Session III A.Finalize the draft regional workforce plan B.Discuss and plan the organizational Endorsement and Adoption Process C.Discuss approaches for the long- term governance of the regional workforce plan.

12. Identifying Workforce Priorities Question: Based on your personal and professional experiences, and the information and data presented this morning, what are the top workforce priorities that you feel should be addressed in the regional workforce development Plan?

13. Small Group Tasks 1.Individually complete the worksheet 2.Each small group participant share their responses 3.Small group reach a consensus on what you feel are the Top 3 workforce priorities 4.Write each of your Top 3 workforce priorities on a card

14. Goal Development What actions/strategies should be undertaken to address the workforce priority?  What activities, projects and programs currently exist that address the workforce priority or could address the workforce priority?

15. Questions? Drew Conrad, CEcD Institute for Decision Making University of Northern Iowa www.bcs.uni.edu/idm andrew.conrad@uni.edu 319.273.6977