These 2-day sessions are packed with
everything your organization needs to breathe life into your strategic plan and
business plans. Actions plans are designed to take strategic intent to the
operational level across divisional and department divisions. Action plans
address the who, what, and how of your strategic and business plans.
Career Ladder Maps
Career ladder maps identify career paths
that individuals may follow (across or within industries and firms) as they
increase in knowledge and capabilities. Career ladders help counselors, job
seekers, high school students, the underemployed, and the incumbent worker see
the natural progressions within their career pathways.
Career ladder maps are particularly useful to job-seekers and training
professionals. The career ladder maps shown in JobsEQ® details the
vertical relationships among occupations. Within each occupation family, a
worker in lower-level occupations can move to higher-level occupations through
proper training and experience.
The below example of a career ladder is the nursing occupation family which is
embedded in the Medicine and Dentistry Ladder. A worker can move from low-level
occupations such as Home Health Aides, to Nursing Aides, to Licensed Practical
and Vocational Nurses, all the way to Registered Nurses. We use characteristics
of the occupations to create vertical links. The numbers on the career ladder
maps shown in parentheses represent an estimate of the number of individuals in
the given region that are employed in that occupation.
High school students who
understand how their current studies will help them in their future careers is
often more motivated to learn than those who do not understand the importance
of their coursework. Moreover, students who can see a career path along with
the salaries that are obtained with increased education can set realistic
goals. The result is a decrease in drop-out rates. JobsEQ® provides
the linkages that give high school students the information they need to
develop their skills for the careers they are seeking.
Changes in industry structure and
occupations brought on by the technological revolution in a global market have
intensified the need for workforce development plans that are dynamic and
forward looking. Particularly in rural regions where the breadth of jobs is not
as deep when compared with metropolitan areas, such plans need to look at the
past to identify the discouraged workforce that is made up of jobless
individuals from declining industries such as textiles and apparel who have
been unable to find jobs with comparable incomes.
Analyzing and linking industries and occupations in a region provides a baseline
to begin drawing plans that will allow a region to create strategies to move
forward. First, industry and cluster analysis provides a snapshot of the 'As
Is' workforce model. Second, Chmura's method of linking regional industry data to
occupational data enables profiling a specific regional workforce size
(inventory of jobs), skills, and aggregate needs for retooling toward a
knowledge-driven workforce. Assessing future labor force needs, educational
offerings and degrees granted from high schools, community colleges, and
universities provide an estimate of emerging workforce skills. Together with
industry and occupation forecasts, these tools identify potential supply and
demand trends in workforce training ultimately enabling users to develop
workforce 'Should Be' models for their communities that are based on a
realistic and informed analysis of where the community is and where it is
headed relative to the region, state, and nation.
Whether the workforce is rural or urban, Chmura helps a region develop short-term
strategies that are critical links to delivering desired policies and best
practices that characterize an empowered workforce.
Download an example
of a Community Audit/Demand Plan prepared by Chmura.
Visit our Education services page
for more information.
See our Focus Groups page to read more about Chmura's focus group services.
Labor Market Studies
JobsEQ® is an interactive web-based tool that takes community audit
results away from the static as is view of the region to a dynamic
forward-looking information-based outlook. By combining the information needed
to perform comprehensive economic development with workforce readiness skills
and job availabilities, JobsEQ® moves regions toward desired job
creation, reduced unemployment, and increased wealth by improving target
marketing and rapid response to candidate firms.
Visit our JobsEQ website to learn more
about Chmura's workforce software.
Strategic planning is a sub-process of
business process improvement processes. It is dynamic and must be flexible
enough to meet the rapidly changing environment for fluid organizations poised
toward adaptation. Strategic plans are made or broken by the quality of key
link strategies. Chmura's strategic plans are designed to link organizations to key
initiatives by well designed key local strategic initiatives and response
strategies that include KRAs (key result areas) and MIOs (major improvement
opportunities). Chmura strategic plans are carefully designed to link the
organization to key initiatives ensuring optimal opportunities of achieving
customer satisfaction while simultaneously focusing the organization for
continual process improvements resulting in a healthier bottom line.
Download a sample strategic plan prepared by Chmura for Workforce Investment
Area 15 in Virginia.
us to request more information about this topic.