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Day 5: The Future of the Industry

Pathways, Credentials, Careers!

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Session Speakers

Shelly WeirSenior Vice President of Career DevelopmentAmerican Hotel & Lodging Association Foundation

Eric M. SeleznowSenior AdvisorCenter for Apprenticeship & Work-Based LearningJobs for the Future

P R E S E N T E D B Y

Creating Opportunities through Apprenticeships

Eric SeleznowJFF’s Center for Apprenticeship & Work-Based Learning

September 18, 2019

CK Virtual National Summit

Pathways, Credentials & Careers

JFF's Work IsMore Important Than Ever

Meeting Employer NeedsEmployers continue to struggle to find employees with the right skills. For America to thrive in

the global economy, businesses need a steady supply of highly qualified workers.

Preparing People for the Future of Work

Automation, outsourcing, and new contract

arrangements require everyone to begin thinking

and acting differently.

Ensuring Equity in Economic Advancement

Despite overall growth, economic opportunity through education and dignified work

is limited for millions of Americans.

CENTER FOR APPRENTICESHIP & WORK-BASED LEARNINGCenter4Apprenticeship.jff.org

THE LABOR MARKET IS WASTIGHTENING, YET…

• Employers still were struggling to find workerswith the skills they need.

• Impact of Covid 19 and recovery planning.

• Young people & adult workers cannot alwaysafford the costs of post-secondary education.

• Rapid changes in technology in the workplace willcontinue to impact both employers and workers.

• Our nation struggles with a deep misalignmentbetween what the workforce needs and howyoung people are prepared for careers.

• Apprenticeship and WBL are effective ways toprepare and move people into high-paying jobsand careers paths while helping employers meettheir needs for skilled workers.

APPRENTICESHIP AND WORK-BASED LEARNING

MANUFACTURING W ORKFORCE STRATEGIES

The employer hires and trains the apprentice

at the workplace.

EMPLOYER INVOLVEMENT

RELATED INSTRUCTION

Courses, typically held in a classroom, or

increasingly online,

complement the applied work experience.

STRUCTURED ON-THE-JOB

LEARNING

The apprentice learns by doing,

with support from their supervisor or other workplace

mentor.

The more they learn, the more

they earn.

REWARDS FOR SKILL

GAINS

NATIONAL OCCUPATIONAL

CREDENTIAL

Apprentices receive a nationally

recognized credential or

certificate once they complete the

program.

Paid on-the-job training and educational instruction. Registered Apprenticeships meet quality standards for registration

with the U.S. Department of Labor or federally recognized State Apprenticeship Agencies, around five core components:

Since 2015THE FEDERAL GOVERNMENT HAS INVESTED OVER $800M IN APPRENTICESHIPS

$175m American Apprenticeship Initiative

$490m in bi-partisan Congressional appropriations between 2016-2019 to support State expansion and national intermediaries

DOL Funding Opportunities - $250m in grants and contracts for youth and adult programs -

RESULTS: Well over 200,000 apprentices (a 53% increase)

APPRENTICESHIP: QUALITY, RIGOR, STANDARDS

Paid employment with wage increases commensurate with skill gains

Structured on-the-job learning supervised by a qualified mentor, and typically a year or more

Related training and instruction that complements on-the-job learning

Ongoing assessment of skills development

Culminating in a recognized postsecondary credential

TYPES OF WORK-BASED LEARNING STRATEGIES

On-the-Job Training (OJT)

Customized and Incumbent Worker Training

Work Experiences and Internships

Transitional Jobs

Registered Apprenticeship

Non Registered Apprenticeships

Industry Recognized Apprenticeships (new)

Pre-Apprenticeship

Youth Apprenticeship

THE VALUE-ADD OFWORK-BASED LEARNING

Exposes participants to the world

of work

Strengthens academic learning

Exposes participants to a career

field

Enhances professional

skills

Provides a temporary or permanent

job

OUR WORKThe Center provides a range of technical assistance and resources to support employers, colleges, workforce agencies, youth serving organizations, intermediaries, policy makers, and others in advancing apprenticeship & work-based learning strategies. Areas of work include:

Development of High Quality Apprenticeships Development and Expansion of Youth Apprenticeships Expansion of Manufacturing Apprenticeships Strengthening Pre-Apprenticeships Increasing Diversity and Equity In Apprenticeship Technical Assistance and Capacity Building to the Field

The Center’s RECENT PUBLICATIONS

JFF's Framework for a High-Quality Pre-Apprenticeship ProgramProvides a deeper look into the characteristics of a high-quality pre-apprenticeship program, drawing from our work with pre-apprenticeship programs around the country

Growing Equity and Diversity Through Apprenticeship: Business PerspectivesMore than 20 leading employers and industry associations share strategies for making apprenticeship programs more accessible to people from underrepresented populations.

4 Strategies for Incorporating Equity and Diversity in Your Apprenticeship ProgramThis brief pulls up 4 approaches businesses are using to increase equity and diversity in their apprenticeship programs.

Expanding Access and Meeting Employer Needs: More Opportunities for People with DisabilitiesBy educating state vocational rehabilitation agencies about apprenticeship opportunities, we can help increase access to people with disabilities.

How Nontraditional Technology Training Providers Can Strengthen the IT Talent PipelineThis report examines effective approaches nontraditional technology training programs take to become trusted providers of IT talent.

Email

Phone

C O N T A C T

CENTER4APPRENTICESHIP.JFF.ORG

center4apprenticeship.jff.org

ERIC SELEZNOW

eseleznow@jff.org

617-728-4446

State of the Hotel Industry & Apprenticeship

September 2020

COVID-19 Has Erased Past 3.5 Decades of Job

Growth for Lodging Sector

Survey: Most AHLA

Members Expect Hotel

Staffing Levels to Remain

Low Through 2020

Hotel industry 'decimated'

by coronavirus

• Impact worse than 9/11, 2008 recessions combined

• 4 million hotel industry employees are out of work

• Nearly 9 in 10 hotels laid off or furlough workers

• Hotels have lost more than $46 billion in revenue

• Direct state/local tax impacts are estimated -$16.8B

Jobs +

Foreclosure

Survey Shows

Continuing

Impact Jobs + Foreclosure Survey Shows

Continuing Impact

• 87% of hotels report laying off or furloughingstaff

• 36% have been unable to bring ANY staff

• Just 37% of hotels have brought back at leasthalf

• Only 1 in 4 hotels (24%) is back to a minimumof 60% of their pre-COVID staffing levels, whileless than 1 in 3 (29%) is still at or below 20%staffing

Employment Recovery by Occupation

• Housekeeping & guest services show showing strongest rebounds

• Kitchen and F&B positions flat due to lack of events & meetings

Re-Hiring & Education Trends Starting to Develop

• Market by market variations

• Creative strategies being used to retain workers

• Reskilling to adjust to post-COVID world

o New occupations created or merged

o Managers wearing many hats o New safety standards & labor

cost controls

Positive Signs for Education & Training Providers

• Continuing Education & Certifications

o 33% are more likely to go back to school & pursue certifications

o AHLA Foundation offering –20,000 Employees Enrolled

• Interest in industry

o 85% want to continue to work in hospitality

Lodging Manager Apprenticeship Program

Hotel Cook Apprenticeship Program

Apprenticeship Programs Establish Successful New Training Models

Mid-Level Current Employee Focus Entry-Level New or Recent Hire Focus

How the Programs Work

ON-THE-JOB TRAINING

Apprentices receive training from an experienced mentor

RELATED EDUCATION TRAINING

Apprentices participate in related educational lessons online or at

post-secondary school

INCENTIVES

Apprentices receive increases in wages as they gain higher level

skills and an industry certification following program

Hotel Cook Program Overview

Structured On-The Job Training Rotation• Six Learning Domains• 100 Competencies

Related Classroom Instruction• AHLEI Curriculum • Employer Based Training

One Year Program

Department of Labor Minimum Apprenticeship Requirements

16 years old

AGE

High School Diploma or GED Equivalency

upon Completion

EDUCATION

$8.00$10.00$12.00

SUGGESTED WAGE

SCHEDULE

2:1

Ratio of Apprentices

to Fully Skilled

Professionals

What Does It All Mean?

Recovery will be slow.

Hiring not forecasted to resume at significant levels for the next 6 months. Timing of classes will be critical.

Occupational demands in housekeeping and front desk are forming. F&B positions will have less demand until events and conferences resume.

Consider a pivot to placing students in new occupations where skills overlap.

New skills required for enhanced safety & cleaning protocols. Industry certifications & continuing education have strong interest from workforce.