2015 Program Summary Report -...

Workforce Transformation and Economic Development Model

2015 Program Summary Report

TCI Solutions, LLC

11225 N 28th Dr, Suite D220C

Phoenix, AZ 85029

(877) 880-5842 or (708) 932-6629

www.tcisolutionsllc.com

http://www.tcisolutionsllc.com/

© 2015 TCI Solutions, LLC

1

Overview

While the nation as a whole is recovering from the devastating economic downturn, the energy

industry today stands well-poised for expansion. At the same time, the industry is facing

significant workforce shortages—an estimated 46 percent of the workforce (approx. 200,000

skilled workers) may need to be replaced by 20201, in large part due to the upcoming waves of

baby boomers reaching retirement age in the coming years. At the same time, the industry is

seeing a growing skill gap in applicants ranging from employability skills to academic and

technical skills.

When you add to the skilled worker shortage and aging workforce the constant growth and

development of new technologies in the industry, you get to the core of a critical issue that must

be addressed:

How do we build a diverse, qualified pool of workers who have the right knowledge and

skills to enter critical energy-industry positions at the right time?

In March 2015, a group of 33 people led by Bruce Peterson of the Minnesota Energy Center,

travelled to Arizona for a symposium to learn about the Legacy Iᶟ Workforce Transformation

Program that was implemented in Phoenix Arizona. The purpose in holding and attending this

symposium was to learn about the inner workings of the Arizona program and to consider

whether there is value in attempting to replicate such a program in Minnesota. From this

symposium, participants expressed strong interest in bringing this program home to Minnesota

and establishing a similar engagement of industry and public leaders with the commitment to

success for the future.

In May, a small group of interested folks came together to consider this program and process

more fully. This group of nine expressed strong interest and desire to begin to lay the

groundwork of a broad program for inclusion and diversity growth related to the energy industry

workforce needs in the years to come.

A series of questions were posed and discussed. Participants were asked to provide deeper

consideration to these questions and share responses. What follows immediately are a

collection of those responses and discussions:

What do we wish to accomplish?

Through our discussions we all reached agreement to pursue a pilot program in North

Minneapolis. There are many reasons for this target for the pilot project:

1. Energy companies in Minnesota and beyond need to diversify the candidate pool for

future job opportunities. Many job opportunities already exist for technically

competent candidates, but few candidates currently exist.

1 CEWD – Workforce Development and Career Pathways, February 2012


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2. A major hurdle for North Minneapolis residents is convenient access to necessary

training and focused education.

3. Young people are generally unaware of opportunities for good careers offered

through the energy industry.

4. While industry partners have made many attempts to address these issues, little

success has been realized. A broader partnership is needed to truly have an impact

on the desired changes.

In short, our collective goals are:

1. Bring energy career awareness to underrepresented populations

2. Bring career training to the urban core of the city

3. Reach high school students and those beyond with training about renewable energy

and career ladders beyond the initial entry level positions

4. Build trust in and around the community

5. Positively impact the disparity of minorities and females employed in the energy

industry

6. Provide a highly qualified and diverse technical workforce to replace the anticipated

retirees across the energy industry

The Legacy Iᶟ Program

TCI Solutions created the Legacy Iᶟ Workforce Transformation Program to provide companies

with a low-cost, sustainable method of developing local, diverse talent into viable candidates for

employment. The Legacy Iᶟ Program model is based on a collaborative approach in which we

synchronize and leverage the existing resources from 5 key sectors:

1. The relevant industry

2. Local secondary educational institutes

3. Local post-secondary educational institutes

4. Local/National community based organizations

5. Local, State & Federal government

We help companies to understand and establish the business case for short-term and long-term

talent pipeline development, and ensure that the shared responsibilities of industry, education,

and support organizations are understood and reinforced.


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How does the Legacy Iᶟ Workforce Transformation Program work?

The Legacy Iᶟ Workforce Transformation Program works off of the premise that any industry or

organization can participate in developing individuals into viable employment candidates. Our

development process is simple and straight forward:

1. We align all stakeholders and outline areas of responsibility, and verify that our shared

responsibilities are understood and reinforced.

2. We work with the employer to identify the competencies, skills and knowledge

associated with the desired employment positions.

3. We identify the educational institutions where relevant training is conducted, and we

synchronize their efforts to create a specific career training pathway.

4. We expose students and community members to the employment opportunities,

generate interest, and then select the best candidates for development.

5. We ensure program participants take recommended industry related training courses; as

well as personal development, life and workplace skills training.

6. Through our partners, we provide wrap around support services as needed, to the

participant and their family, to ensure program participants stay the course and are

successful in obtaining the competencies, skills and knowledge required for

employment.

7. We present the employers with a group of diverse candidates, all of whom have

acquired the competencies, skills and knowledge associated with the desired

employment positions.

8. Through our partners, we continue to provide wrap around support to ensure a smooth

transition into the energy industry.

What we provide to employers

Through our partnerships with the 5 key sectors identified above, our program is designed to

provide the following benefits to the Energy Industry employers:

1. Platform to introduce and expose underrepresented populations to the opportunities

within the Energy Industry

2. Virtually unlimited access and engagement opportunities with students and their families

3. Access to local, diverse candidates who are genuinely interested in a career in energy,

and who meet the minimum requirements for employment

4. Opportunity to build brand loyalty, and increase retention rates of new hires

5. Implementation of a strong talent pipeline at a low cost


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What we provide to schools

Through our partnerships, our program is designed to provide the following benefits to the

educational institutes:

1. Assist with the overall increase in participation in AP, IB and CTE College & Career

Readiness programs among underrepresented populations.

2. Improve Marketing and Recruitment of AP/IB and Postsecondary Readiness Programs

3. Increase relevance of student academics to desired career paths

4. Establish and/or Increase Business and Community Partner Engagement

What we provide to the community

Through our partnerships, our program is designed to provide the following benefits to the

community at large:

1. Exposure to the various opportunities within the Energy Industry

2. Pathways to careers

3. Increased engagement from local employers and businesses

4. Financial literacy and stability training


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Our Partners (Arizona)

David Hansen, Vice President of Fossil Generation for Arizona Public Service (APS) and

Executive Sponsor of the Legacy Iᶟ Program , and the APS Energy Ambassadors

Joshua Schwartz, Manager of Apprenticeship & Skills Training for Salt River Project (SRP),

and the SRP team

Tony Marco, Director of Human Resources for Palo Verde Nuclear Generating Station

(PVNGS), and the PVNGS team

Dr. Kent Scribner, Superintendent of the Phoenix Union High School District (PUHSD), and

the Principals and CTE staff of our pilot schools

Charlie Boyce, Director of Community Impact for the Valley of the Sun United Way (VSUW),

and the VSUW team

Kathy DiNolfi, Director of Community Services for A New Leaf/MesaCAN (ANL), and the

ANL team

Kory Fuller, Legacy Program Director for TCI Solutions (TCI), and the Legacy team

Sandra Enriquez, Director of Workforce Development for Friendly House (FH), and the FH

case management team

Dr. Clay Goodman, Vice President of Learning for Estrella Mountain Community College

(EMCC), and the EMCC team

William Higgins, State Apprentice Program Lead for the Arizona Department of Economic

Security (AZDES)

Ann Randazzo, Executive Director of the Center for Energy Workforce Development

(CEWD), and the CEWD team

Our Partners (Minnesota)

MJ Horner, Senior Director for Workforce Strategy and Transformation, Xcel Energy

Bruce Peterson, Executive Dean of Academic Initiatives and Director for the Minnesota

Energy Center (MEC), St Cloud Technical and Community College

Jamez Staples, President, Renewable Energy Partners Inc (REP)

Ann Randazzo, Executive Director, Center for Energy Workforce Development (CEWD)

Terry Henry, Executive Director – Department of Career and College Readiness

Minneapolis Public Schools (MPS)

Daniel Mesick, Principal – Office of College & Career Readiness, St Paul Public Schools

(SPPS)

Jacqueline Buck, Employer Services Director, Minnesota Department of Employment and

Economic Development

Michael Krause, Principal, Kandiyo Consulting

Rose Patzer, Program Manager, Minnesota Energy Center, Minnesota West Community

and Technical College

Stephanie Manning, Executive Director, Minnesota Utilities Contractors Association (MUCA)


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Our Model


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Overall Program Outcomes and Deliverables

The following details the outcomes and deliverables agreed to by all parties and stakeholders.

Students obtaining all certifications and participating in all engagement opportunities will be best

positioned as candidates for employment.

Outcome/Deliverable Description

Student/Parent Information Sessions

Student and parents were provided opportunity to learn about the program

Student/Parent Orientation

Students selected for the program participated in an orientation

Legacy Character & Logic Development Certification

Students learned essential life skills, and how to think critically and make sound decisions

Financial Literacy Certification

Students learned the basics of banking, money management, and importance of financial stability

Health & Wellness Certification

Students learned how their physical, emotional, and mental health contribute to their personal and academic success

Energy Industry Fundamentals Certification

Students will learn about the energy industry, safe and healthy work environments; power generation, transmission and distribution, and career/entry requirements

National Career Readiness Certification

Students will demonstrate proficiency in Applied Mathematics, Locating Information, and Reading for Information

OSHA 10-Hour General Industry Certification

Students will learn general industrial safety standards and practices

Employability Skills Certification

Students will learn the basic employment and life skills that lead to career success

Pre-Employment Test Preparation

Students will learn strategies and techniques to be successful on industry pre-employment exams

Plant/Facility Tours APS provided two tours that included a power plant and facility SRP provided two tours of their training facility

College Campus Tours Students toured Estrella Mountain Community College prior to attending college courses

Completed FAFSA 40 Eligible students/ 40 completed

Job Shadow/Work Experience

14 students participated in a work experience program in STEM related fields. North Star Aerospace, Sun Drop Solar Company, and Thermal Star Energy Efficiency.

Resume/Interview Skills Workshop

Students learned how to prepare a solid resume, and how to interview effectively

Open IDA/Bank Account Students opened up a Wells-Fargo bank savings account, managed by A New Leaf


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Student Demographics

While having access to the highest quality candidates is a top priority of the employers, ensuring

that those high quality candidates represent the diverse backgrounds that make up the

communities in which the employer services, is of equal importance. Through our rigorous

recruitment and screening process, we are able to attract a diverse group of program

participants.

Additional Background Information on Students

56

27 29

52 51

5

0

10

20

30

40

50

60

Total # of Students # of Females # of Males # of EthnicallyDiverse

# of Seniors # of Juniors

General Student Demographics

Who Students Live With

Both Parents 22

Single Parent 21

Parent & Step-Parent

12

Grandparents 1

Average Household Size

5

Average Household Income

$28,000

Primary Language Spoken at Home

Spanish 34

English 21

Somali 1

Grandparents 1

Parent’s Highest Level of Education

8th Grade or Less (Mexico)

12

9th to 12th Grade (Mexico)

15

Bachelor’s Degree (Mexico)

1

12th Grade or Less (USA) 20

Bachelor’s Degree (USA 2

Associate’s Degree (USA) 1

Post-secondary Training 5


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Employer Exposure and Engagement One of the major contributors to the challenges of attracting more diverse candidates to the

Energy Industry is the overall lack of exposure and/or awareness of the career opportunities

within the industry, by underrepresented populations. The Legacy Iᶟ program sought to

demonstrate that through increased exposure to energy career opportunities, alongside of an

increase in employer engagement, an increase in interest from underrepresented populations

would result. This was validated through pre and post surveys of participants.

The first group of questions provided insights on how much participants knew about the

opportunities in the Energy Industry prior to the program and their knowledge level after the

program.

0%

20%

40%

60%

80%

100%

I knew a lot I knew a little I did not knowanything

0%

36%

64%

Exposure Pre-Survey Question

Before participating in Legacy, how much did you know about the Energy Industry and the career opportunities that it has?

I knew a lot

I knew a little

I did not know anything


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The second group of questions provided insights on how much consideration participants gave

to pursuing a career in the Energy Industry prior to the program and their level of consideration

after the program.

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

I know a lot I know a little I still do notknow anything

94%

6% 0%

Exposure Post-Survey Question

Since participating in Legacy, how much do you now know about the Energy Industry and the career opportunities that it has?

I know a lot

I know a little

I still do not know anything

0%

20%

40%

60%

80%

100%

Yes No

25%

75%

Career Consideration Pre-Survey Question

Before participating in Legacy, have you ever considered a career in the Energy Industry?

Yes

No


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The next group of questions provided insights on the level of engagement participants had with

Energy Industry Professionals prior to the program and their engagement level after the

program.

0%

20%

40%

60%

80%

100%

Yes No

100%

0%

Career Consideration Post-Survey Question

Since participating in Legacy, are you considering a career in the Energy Industry?

Yes

No

0%

20%

40%

60%

80%

100%

Yes No

6%

94%

Engagement Level Pre-Survey Question

Before participating in Legacy, did you have any connections with professionals in the Energy Industry?

Yes

No


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The positive change noted in these three groups of survey questions can be attributed to the

high level of engagement of the industry partners; APS, PVNGS, and SRP. The chart below

highlights the various forms of engagement by the employers. This level of engagement by the

employers also helps to establish early forms of brand loyalty, and can result in higher retention

rates of Legacy participants who hire on.

0%

20%

40%

60%

80%

100%

Yes No

89%

11%

Engagement Level Post-Survey Question

Since participating in Legacy, do you have any connections with professionals in the Energy Industry?

Yes

No

AttendedOpening

Ceremony

AttendedCareer Day

AttendedAmbassador

Training

ProvidedFacilityTours

Served as"Guest

Speaker" toStudents

Participatedin Mock

Interviews

AttendedGraduationCeremony

ProvidedFollow-upEmails &Calls to

Students

Industry Partner Engagement

APS

SRP

PVNGS


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Student Perseverance and Performance

When considering the qualities of an ideal candidate for an employment opportunity, our

industry partners have placed a high value on candidates; willingness and desire to learn,

strong academic foundation, critical thinking skills, resilience, attendance record, communication

skills, financial responsibility, integrity, and overall ability to fit into the company culture.

Participants in the Legacy Iᶟ program were provided with a wide range of training and supports

to ensure their readiness for a career in the Energy Industry. The charts below outline their

progress. More than 60% of the participants fall under 70% of the Lower Living Standard

Income Level (LLSIL). This is important, as it demonstrates the students’ level of commitment

and persistence in spite of their lower socio-economic status and the typical challenges that

accompany. It is important to also note that we began the program with a total of 64 students.

56 students completed the program (88% retention rate), and the data is based on program

completers.

Student Academic Metrics

Metric # and % Comments

#/% of youth that have maintained or improved their grade point average

38/69% All 55 students from PHUSD. 1 student, not in PUHSD) is attending an online school and her data is not included.

#/% of youth demonstrating an increase in skills/knowledge specifically targeted by program (over time)

56/100% Obtained Legacy Character and Logic Development Certification

Financial Literacy Certification

Health and Wellness Certification

#/% of youth that demonstrate improvement on specific academic skills

29/53% 29 students increased their GPA while in the Legacy program.

#/% of youth with improved school attendance

13/24%

13/55 students improved on their attendance. Majority of participants did not have attendance issues to begin with.

#/% of youth with decreased behavioral incidents

15/100% Prior to Legacy 15 participants had behavioral incidents, after Legacy 15 out of the 15 students reduced or eliminated their behavioral incidents.

We tracked the overall participation levels of students, to include attendance, service learning

activities, and scheduled tours. Consistency in “showing up” for training as well as volunteer

activities demonstrates that participants are reliable and willing to dedicate their time to assist

other community members in need. These behaviors can translate into a more reliable, team-

oriented candidate who is engaged in their community.


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We also took into account the significance of each participant having a support system in place

for themselves as well as their family members. VSUW and FH, provided a wide range of

support services that assisted with ensuring that the basic needs of the participant and their

families were met. Our participants seemed to perform much better and without as much stress,

knowing that they had a support system in place. The families of the participants also

demonstrated more support for the participant. As their needs were met and they became more

knowledgeable of not only the opportunities for their participant, but for themselves;

communication among the family improved along with an increase in the collective effort to set

and achieve progressive goals.

Candidates with a strong support system, to include family members that understand and

appreciate the demands of a career in the Energy Industry, may be better situated to maintain a

long term relationship with their employer. This potential increase in retention can reduce

employee turnover and positively affect an employer’s bottom line. The chart below lists some of

the supports provided to participants and their families.

Student & Family Support Services Metrics

Metric # and % Comments

# of unduplicated youth served

56 / 100% 50 Seniors, 5 Juniors, 1 Alternative student

# of unduplicated parents served

56 / 100% 56 Total Families

56 56 56 56 56

44

53

43

0

10

20

30

40

50

60

> 90% OverallProgram

AttendanceRate

# Participated inPhoenix

ChildrensHospital Project

# Participated in"Kick Butts" Day

# Participated inCommunityHealth Fair

# AttendedCareer

Awareness Day

# Attended 1stAPS Tour

# Attended SRPTour

# Attended 2ndAPS Tour

Student Participation Metrics


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# of youth (families) provided and/or referred to support services

48 / 85% 48 youth (Families) were given supportive services or referred to support services. Services include, but are not limited to:

Transportation assistance

Utility/Rent/Mortgage Assistance

Immigration services assistance

Occupational or career readiness assistance

GED or English (ESL) education assistance

# of family plans created for case management

56 / 100% No additional Information

# of post-secondary workshops provided

3 Total Workshops

FAFSA Day at Friendly House, College 101 at Friendly House, and Youth Career Fair at Phoenix College Community College

# of youth served through post-secondary readiness workshops

56 / 100% All three workshops were presented on Legacy Saturday Sessions

# of Parents/Families that received financial coaching


# of Parents who demonstrate increased knowledge of how to access community resources


# of Families with increased personal financial literacy knowledge


# of Families who set financial goals


# of Parents/Families who have achieved financial goals and improved their financial health


# of Families who have moved to a higher level on income dimension marks (ie cash and benefits)


# of Students who open an IDA account

52 Opened IDA accounts

4 Students have not opened an IDA account and are not taking the summer courses

# of campus tours 1 Tour A tour to Estrella Mountain prior to college courses

# of plant/facility tours 3 Tours APS 2 tours; SRP 1 tour

There was additional evidence of the participants and their families’ level of perseverance and

dedication to self-improvement, as listed below:

Participants’ Post-Secondary Educational Progress 2015/2016

1 participant is continuing online high school

50 participants graduated high school on time

5 will be seniors

2 are saving up for college (ineligible for pell grant)

1 is joining the military


16

47 are currently enrolled in two summer college courses

23 will be pursuing the 2+2 bachelor’s degree

8 will be continuing their 2 year degree at a community college

16 are enrolled and will be attending a 4 year university

4 were brought on as interns at Northstar Aerospace

3 were brought on as interns at Efficiency First AZ

7 were brought on as interns at Sundrop Solar

1 was hired as a maintenance intern at Palo Verde Nuclear Station

Parents Self-Improvement Progress

15 attended Parent Education Workshops and received certificate

16 parents/families attended Wells Fargo Banking/Financial Education workshop

56 families attended the College 101 workshop

14 families have at least one parent participating in the Workforce Development and

Adult Education programs at Friendly House:

o Attending Adult Education/GED courses

o Attending ELAA/English Classes


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Qualifications

TCI Solutions, LLC, is a minority and veteran owned consulting firm committed to providing the

highest quality of consultation in three key areas: Workforce Talent Pipeline Development,

Corporate Diversity & Inclusion Strategies, and Educational Development Services for

Administrators, Teachers & Students. TCI has serviced over 5000 middle and high school

students, and over 40 organizations and educational facilities throughout Illinois, Minnesota,

Colorado, Georgia, District of Colombia, California, Pennsylvania, and Arizona. Our clients

include:

Phoenix Union High School District (AZ)

Hazelton Area School District (PA)

Rich Township High School District (IL)

Community High School District 218 (IL)

Harrison School District #2 (CO)

Chicago Public Schools (IL)

Arizona Public Service (AZ)

Salt River Project (AZ)

Palo Verde Nuclear Generating Station (AZ)

Maricopa County Community College District (AZ)

Valley of the Sun United Way (AZ)

Phoenix Chamber of Commerce (AZ)

Jobs for Arizona’s Graduates (AZ)

Arizona GEAR UP (AZ)

Nuclear Energy Institute (District of Columbia)

Center for Energy Workforce Development (District of Columbia)

Georgia Power Company (GA)

St. Cloud Technical College (MN)

Friendly House (AZ)

Science Foundation Arizona (AZ)

Arizona State University (AZ)

Tumbleweed Youth Services (AZ)

Minnesota Energy Center (MN)

Universal Technical Institute (AZ)

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