LRNG: Elevating Skills and Competencies Through Badges
LRNG is a platform for digital badging, currently operating in 11 cities across the U.S. LRNG launched in 2016 – emerging from the MacArthur Foundation’s funded research on “Connected Learning” and the “Cities of Learning” pilots – with the mission to close the opportunity gap by connecting youth to meaningful learning and workforce opportunities.
Join this session on “badge currency”: How does digital badging effectively become mainstream, serving as a portable, credible, and recognizable credentialing system that is meaningful to adults (prospective employers, post-secondary educational leaders) and youth alike?
Speaker: Connie Yowell, CEO, Collective Shift
The Lodging Industry: Shifting to New Competency Strategies
With more than 50 percent of hotel General Managers and many in the C-Suite starting their careers in entry-level positions, the hotel industry has a long tradition of grooming talent and growing careers, supporting some 8 million jobs across the U.S. Through three integrated projects, the American Hotel & Lodging Association (AHLA) is working with its member hotels to upskill the industry, better connect the fields of learning and work, and provide a clear path to the American Dream for its workforce. During this 60 minute presentation, AHLA will showcase its competency based strategy of hiring and advancing the workforce with its youth employment initiative, apprenticeship program, and cost-free tuition consortium to better serve the needs of job seekers and employers alike.
Education the Utah Way: Industry-Driven Pathways Programs
When Utah diesel companies identified a shared talent shortage, they decided collaboration was the ticket to success. Partnering with education and community leaders, the companies helped create an innovative solution: a pathways program. Diesel Tech Pathways trains high school students and adult learners, providing hands-on experience, standard certification and a clear path to a promising career. Come learn how these companies support Utah’s talent pipeline.
Moderator: Kimberlee Carlile, Director of Industry and Talent Initiatives, Utah Governor’s Office of Economic Development
The Business Case for Two-Generation Strategies – How Supporting Whole Families Expands Talent Pools and Improves Retention
Learn how emerging two-generation strategies, that focus on whole family approaches to supporting working parents and their children, can improve business operations and reveal existing talent pools. Too often employers lose potential and existing talent to the daily challenges faced by a working parent that must balance their employer’s expectations with those of their family. This session will explore how two-generation strategies, growing rapidly nationally, are one solution that can work for businesses and for families.
Moderator: Sarah Griffen, Senior Consultant, Innovate+Educate
Panelists: Nancy Fishman, Deputy Director, Ready Nation, Mardia Shands, Sr. Director, Human Resources, Miami Valley Gaming,Janice Urbanik, Executive Director, Partners for a Competitive Workforce, United Way of Greater Cincinnati, Milinda Ysasi, Executive Director, The Source
Supporting Parents at Work: Partnerships with Workforce Development and Early Childhood Organizations
Two-generation strategies are often rooted in strong partnerships that support parents and children simultaneously, thereby helping both to succeed – parents at work, and children in preparing for school and future labor force participation. Learn how these partnerships are furthering parent’s capacity to secure jobs, retain, and advance, while also helping children and youth thrive.
Moderator: Marissa Mahoney, Senior Program Associate, Ascend at the Aspen Institute
Panelists: Alecia Jackson, Early Education Division Director, Maricopa County Human Services, Jessica Newsome, Director of Training Services, Jane Addams Resource Corporation (JARC), Demetria Robinson,Vice President, Workforce Solutions Greater Dallas
The Future of Sourcing, Hiring and Advancing Talent: A Competency-Based Approach
Competency-based hiring increases access to employment for job candidates who have the required skills and attitudes but lack the credentials or experience traditionally used for screening. This approach to sourcing is driven by employers and supported by workforce development organizations, community colleges, social service agencies, and adult basic education organizations. Employers will demonstrate how they developed a collaborative approach to competency-based hiring that resulted in expanded employment opportunities for jobseekers.