Mobilizing

Employers to

Upskill

Their

Employees

Thank you for attending today’s

webinar! We will begin the

presentation momentarily.

TODAY’S WEBINAR SPEAKERS

Moderator

Bridget Netter Director, Business Education Partnerships Los Angeles Area Chamber of Commerce

Panelist

Greg Laposa Vice President, Education Strategies

St. Louis Regional Chamber

Panelist

Haley Glover Strategy Director

Lumina Foundation

Why Does Post Secondary Education Matter?

Source: Signature Report 7: Some College, No Degree: A National View Of Students With Some College Enrollment, But No Completion. National Student Clearinghouse Research Center. Web. 28 July 2014.

Why Does Messaging for Increasing Post Secondary Education Matter?

Levels of Education for United States Residents, ages 25-64

• Bachelor’s Degree: 19%• Associate Degree: 9%• Some College, but no Degree: 22%• High School Graduate: 27%• 9th-12th Grade: (No Diploma) 7%• Less than 9th Grade: 5%• Graduate or professional Degree 11%

Source, US Census Bureau, 2012 American Community Survey

Employers Play a Key Role

Talent Management Strategy• Developing skills and talent to stay competitive• Investing in training and education program to attract and retain top• Diversifying leadership and talent pipelines• Increasing employee engagement and connectivity

Competitive Advantage Strategy• Increasing productivity and innovation• Improving customer service and loyalty• Managing and reducing budgetary impact

Chambers Play a Key Role

Chambers Role– Trusted partner leveraging its intermediary role to bridge relationships between employers and the education community

• Addressing diverse needs of membership and communities – sizes,

sectors, ethnicities, etc.

• Increasing alignment between businesses and educational institutions

• Engaging C-Suite executives and business leaders

• Connecting emerging industries that drive demand for new degrees,

certifications and degrees

• Developing relevant, sector focused models of collaboration

• Leveraging Chamber voice and advocating for policy revisions and tax

incentives for employers

Degrees That Work Employer Toolkit

Purpose:

• Promote positive changes in workplace practices that facilitate increased attainment levels for working adults

• Foster employer engagement and leadership in the regional effort to increase educational attainment of adults living and working in St. Louis

Major Components:

• A Business Case

• Identified best Practices to support working adults

• A self-assessment to diagnose current workplace supports

• A scorecard to evaluate progress in meeting goals

Best Practices

Encourage: Emphasize importance of college completionIncorporate learning into career development plansRecognize and celebrate completion of degrees, certifications, or classes

Inform: Empower employees to be smart consumersProvide information to employees on financial assistanceMake credit and financial aid (FAFSA) counseling available

Facilitate: Help Drive Down CostsEstablish or expand your tuition reimbursement programsEnsure flexibility in the work schedule for those seeking to pursue college degrees

Engage: Encourage Peer SupportIdentify a College Advocate to provide guidance and leadership of the initiative at your companyEncourage mentoring and peer study opportunitiesEngage alumni to provide support to returning students

Degrees That Work Program Development

We envision the Degrees That Work program increasing the educational attainment of working adults in St. Louis by:

• Fostering employer engagement • Offering college advising and navigational coaching to working adults• Identifying and sharing best practices to support adult learners

Key

Level 1

Level 2

Level 3 Level 4

Revenue

ROI for Program

Productivity

Indirect Benefits

Employee / Education Investment Costs

Training Costs

Opportunity Costs

Employee Salary & Benefits

Replacement Cost

Productivity Loss

Training / Tuition Fees

Other Costs & Expenses

Administration & Evaluation

Productivity Output

Product / Service Innovation

New Skills

Time Savings & Efficiency

Risk Avoidance

Costs

Brand Recognition

Customer Satisfaction

Employee Engagement

Loyalty

Hypothesis: Positive ROI on Employee

Credentialing Programs leads to

more effective spend and translates to shareholder value

Talent Management Costs

Operational Costs

Promotions

Turnover

Absenteeism

Internal Transfers

Tota

l Ben

efit

/Lo

ssTo

tal I

nve

stm

ent

Factors Explored in Cigna Study

…Cigna got its dollar back

and saved another $1.29 in

talent management costs.

…frontline* employees using ERP

achieved 43% incremental

wage gains and had more career

opportunities than non-participants.

The value created is based on increased rates of promotions, transfers, and retention for employees participating in ERP versus non-participants.

Investment

Value Created

Based On

+7.5% lateral

transfers

+8% retention+10% promotions

Education Reimbursement Program (ERP)

For every dollar Cigna invested in tuition assistance from 2012 to 2014…

Business Employees

Any questions for today’s speakers?

Build awareness of EDWD

issues among chambers and

inspire them to get involved

in EDWD issues

Develop and provide

resources to COC’s that

demonstrate how to do

EDWD work

Provide targeted direct TA to

chambers via consulting,

programs and access to

experts

Facilitate connections,

and enable growth of

peer-to-peer learning

networks

Activate skilled

advocates, champions,

leaders within chambers

and among the business

community

Education Attainment Division (EAD) Resources

• Connect with ACCE’s EAD consultants who provide support to ACCE members looking to expand their education and workforce development agenda

• Check out the EAD’s new Chamberpedia page on Mobilizing Employers to Upskill their Employees. Webpage URL:

http://www.acce.org/wiki/mobilizing-employers-to-upskill-their-employees/

• Register today for ACCE’s 2016 Annual Convention, which offers a full education and workforce development track– August 9- 12. Learn more at:

http://convention.acce.org/

For more information, email Analidia Blakely at ablakely@acce.org or visit acce.org/ead.