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Roundtable on Talent Competitiveness: Accessing Opportunities to Advance an Outstanding Talent Pipeline in Central Florida

III. Problem Statements and Questions The following questions were developed to represent the repeated concerns of all participants and draw, from many pages of feedback, a long list of areas for potential regional action. What do we need to do as a regional team to ensure the likely, strong near-term economic growth does not lead to a barrier or slow down because of a talent shortage or a perception of talent gaps? How do we do our part in matching talent with available jobs? How do we help leaders make the change to a cradle-to-career posture? How do we build on a great base of talent? How do we keep the promises we are making to our customers that construction/infrastructure will be built with quality and ontime when there is a current or potential talent deficit? What more can my organization do to gather employment and skills data from local businesses and connect them to talent? Talent is a chief concern for our target industries so how do we present the most compelling and credible talent pipeline information as we market the region? Should the talent pipeline work go hand-in-hand with the work we must do to diversity our economy? All of the U.S. has talent pipeline problems, but what are the unique opportunities that allow Central Florida to leap in competitiveness? How do we meet our members’ expectations that we connect them to talent resources and help take on skills gaps? How do we ensure that we are not too slow in making change? How do we help move our region from single issue approaches to talent, such as a college-only focus, to a holistic view? How do the target industries of the region help us focus on what matters most, and how closely should our talent agenda be guided by the targets? Is there a way to connect a regional commitment to talent pipeline to equal access to business opportunities for all people? What does it mean to be the best talent pipeline and can we get on the same page when it comes to regional measures of success? How do we use measures of success to work together to separate ourselves from the pack of other markets? How do we extend and support the Career Academy movement?2 2 Under the Florida Career and Professional Education Act, “A ‘career and professional academy’ is a research-based program that integrates a rigorous academic curriculum with an industry-specific curriculum aligned directly to priority workforce needs established by the regional workforce board or the Department of Economic Opportunity. Career and professional academies shall be offered by public schools and school districts.” Specific mandates are in the Act, including: […] “(2) Each district school board shall develop, in collaboration with regional workforce boards, economic development agencies, and postsecondary institutions approved to operate in the state, a strategic 3-year plan to address and meet local and regional workforce demands.[…] (3) The strategic 3-year plan developed jointly by the local school district, regional workforce boards, economic development agencies, and state-approved postsecondary institutions shall be constructed and based on: Strategies to develop and implement career academies or career-themed Prepared by Fairfield Index, Inc.

Are we all, in some way, accountable for connecting employer needs to the job seeker? How do we demonstrate that Talent is the lifeblood of the economy to our Regional peers? In some sectors, there was a significant talent exit during the Great Recession – What do we need to do to recover and ensure we are prepared for future changes? How do we use a diverse set of venues and communications tools to connect with each other for common agenda items? How much impact are regulations causing in our workforce delivery system when the ability to change and anticipate new opportunities matter most – Is the workforce delivery system too restrictive to meet the changing needs of industry? What are the realities v. mythologies when it comes to the assumed brain drain from the region? How do we inform students, families, adult career-builders, and career-changers about the real career opportunities in the region; and what approaches are needed to reach a very diverse market? Are we building pipeline projects and communications with the right audience in-mind, with special consideration to the 18-25 year-old demographic? As an enterprise with a role and a responsibility to convene, is this an area we can sink our teeth into? How do we build confidence with the leaders of businesses of all sizes in all sectors that sharing their current and outlook data on talent will be worth the time and resources? What considerations must we keep-in mind as we confront the fact that talent migrates with opportunity and distress, and the marketplace for skills is more and more global? Are the supply side thinkers working as closely together as they can on a regional platform; and are we isolating research, dollars, sharing, leveraging, and duplicating programs unnecessarily? Are we underestimating our talent strengths and ability to collaborate for improvement – What are the benchmarks that matter most? Are we confident in our ability to identify, use and interpret, and market measures of regional success in talent?3 How do we land on common metrics and goals as a group of regional leaders? courses based on those careers determined to be high-wage, high-skill, and high-demand.” Florida Career and Professional Education Act, F.S. 1003.493 (1)(a), F.S. 1003.491 (2)-(3). Retrieved 14 Apr. 2014. Web. <>. 3 Participants were asked to rate themselves during the Roundtable on their understanding of globally-relevant measures of success for the region’s talent pipeline on a scale of 1 (no understanding) to 5 (expert understanding) and the average score from both sessions was 2.5. This supports the general Roundtable call for learning and alignment across disciplines and sectors on metrics pipeline performance.


Roundtable on Talent Competitiveness  

Accessing Opportunities to Advance an Outstanding Talent Pipeline in Central Florida Session Notes from Roundtable Discussions of March 28 a...