The Greater Seattle Sector Academy helped Fellows grow and support sectoral workforce development strategies in the Central Puget Sound region. The model, originally designed by the Aspen Institute, creates a venue for different constituencies (community-based organizations, community colleges, workforce investment boards, government agencies, labor-management groups, etc.) to learn about and pool their talents and resources to influence local sectoral workforce strategies. SkillUp Washington is pleased to present this report on the 2016 Greater Seattle Sector Skills Academy. [Full Resource “Sector Skills Academy Summary Report”]Download "Sector Skills Academy Summary Report"
In 2015 SkillUp Washington received a two-year “Delivering the TDL Workforce” grant from Jobs for the Future funded by the Walmart Foundation. Three main strategies were supported:
1) The expansion of Airport University, a program of Port Jobs a Seattle-Tacoma International Airport (SeaTac Airport) sited program, which simultaneously services as a primary recruitment tool for many airport job seekers and incumbent workers; 2) A partnership between Seattle Goodwill and South Seattle College, resulting in the launch of a 16-week Industrial Vehicle Program (IVP); and 3) The opportunity to establish a TDL Community of Practice, dedicated to convening TDL partners to review progress on the above two strategies, share lessons learned, leverage resources, and jointly construct stronger aviation career pathways and tuck driver pipelines. [Full Resource “Delivering the TDL Workforce Summary Report”]Download "Delivering the TDL Workforce Summary Report"
SkillUp Washington was a awarded a one-year Generation Work planning grant from the Annie E. Casey Foundation. Generation Work is a multi-site, national initiative focused on connecting young adults, ages 18-29, to good jobs and career pathways. To initiate this practice and approach, during the 2016 planning year, thirty-two young adults were interviewed by SkillUp Washington. The interviews conducted garner recommendations of young adults for the type of training and support needed to connect them to jobs offering a decent wage and potential for growth. [Full Resource “Generation Work Young Adult Interviews”]Download "Generation Work Young Adult Interviews"
In order to meet the diverse needs of airport employers, Port Jobs engages employers, posts jobs, facilitates hiring events, and provides job seekers and incumbent workers with assistance to pursue and advance in jobs. Ongoing surveys of employers ensure that the services provided at Airport Jobs are current and well-informed.
Port Jobs also ensures that community and technical colleges, K-12 and other partners, including those working as part of the multi-year Annie E. Casey Foundation-funded Generation Work initiative, are aware of career pathway opportunities in the airport. [Full Resource “SeaTac Airport Company Survey”]Download "SeaTac Airport Company Survey"
In 2014, Alaska Airlines made a generous investment in Port Jobs’ Airport University program, and established a scholarship fund open to all airport workers, regardless of employer. This scholarship program is now in its second year, and more than $100,000 has been distributed to help airport workers
pursue studies ranging from Aviation Maintenance Technology to Mechanical Engineering. [Full Resource “Port Jobs Alaska Airlines-Airport University Scholarships”]
In Milwaukee, the Wisconsin Regional Training Partnership (WRTP)/BIG STEP has spearheaded the creation of a new registered apprenticeship in response to these dynamic forces. Industrial Manufacturing Technicians (IMT) are now working and being trained at firms across the upper Midwest. The success of this apprenticeship derives directly from the WRTP/BIG STEP’s long-standing and deep relationships with manufacturing firms and labor unions built over the course of two decades. [Full Resource “Moving Apprenticeship Into Manufacturing’s Future”]Download "Moving Apprenticeship Into Manufacturing’s Future"
MAPP partners have taken many bold and innovative actions to align their resources, and increase their understanding of where and how the manufacturing career pathway could be strengthened to meet the current and emerging needs of employers. As part of their next step capacity building efforts the MAPP partners decided to survey a subgroup of employers whom they felt could provide more in depth information.
[Full Resource “Manufacturing Employer Survey”]
In 2014 SkillUp Washington began working with the Seattle Housing Authority (SHA), Seattle College District (SCD) and Workforce Development Council of Seattle-King County (WDC) to explore ways to strategically support the Workforce Opportunities System (WOS). To address this need, SkillUp dedicated a portion of their Social Innovation Fund (SIF) grant to SCD for an Industry Partnership Navigator.
[Full Resource “Workforce Opportunity System: The Pivotal Role of the Industry Partnership Navigator”]
When SkillUp Washington, a workforce funding collaborative, received a three year grant from the Boeing Company in 2012 to support the implementation of the Manufacturing Advancement Pathways Project (MAPP) at four community and technical colleges in the Puget Sound region all MAPP partners were excited. They regarded this grant as an opportunity to increase the capacity of their manufacturing programs, and engage in discussions about how to better align, coordinate and combine resources. [Full Resource “IBEST CNC Machinist Certificate Program”]Download "IBEST CNC Machinist Certificate Program"
When it comes to caring for our aging population, the numbers are clear: We have a crisis on our hands.
A significant part of the solution to this crisis is creating a strong, vibrant and enduring Home Care Aide (HCA) workforce. Attracting people to the profession requires establishing home care as a desired career. There are several ways to do this — by building strong wages, addressing on-the-job injuries, offering good health and retirement benefits, and establishing training standards. But an important piece to building a strong HCA workforce is to offer a pathway to those who might be interested in a career in health care that goes beyond home care. [Full Resource “From Home Care Aide to Nurse: Feasibility Study”]