Villager Corridor education

Covering business

in the DTC & Denver south

the

A supplement to The Villager Newspaper October 22, 2015

Focus on education and job training Denver south’s role as a post secondary education hub

BY JAN WONDRA STAFF WRITER

It’s incredible what a difference a few decades makes when it comes to higher education. The entire landscape of education has changed, and the Denver south corridor finds itself at the center of some major educational shifts.

They include the shift from allcampus courses to becoming an epicenter of online programs, moving from set semester scheduling to a 24/7 digital learning environment, and a major workforce shift from a singular focus on young adult higher education, to a workplace-centered focus on adult learners.

One of the more obvious aspects is that the educational facilities have moved closer to the population growth areas and the business corridor. No less than 414 post-secondary education entities now call the Denver south corridor, from I-25 and Colorado south, home. This includes fouryear degree university campuses from CSU-Global, the University of Denver, Regis University of Denver Tech Center Campus, CU-South and Metropolitan State University, to the workhorse of our post-secondary educational system, Colorado community colleges. This includes a full range of post-secondary education, from flight training, apprentice-

ship training, and technical and trade schools, to fine arts schools, sports and recreation instruction, language schools and computer training.

“Education isn’t reported as its own sector because it supports all the other workforce sectors,” said Patrick Holwell, a workforce economist for Arapahoe County Workforce Center. “Education is considered a cooperation area focusing on developing a skilled workforce so that businesses can compete. For instance, we’re looking at advanced manufacturing and technology, both of which require STEM (science, technology engineering and math) backgrounds.”

According to a Colorado Department of Higher Education report pulled exclusively for Villager Media Group, as of second quarter, 2015 shows that across 15 NAICS codes, 5,185 of those jobs are in Arapahoe and Douglas counties, representing more than $37 million in 2015 wages, with the prediction of 6,140 jobs by 2020.

“The backdrop to all this is that in Arapahoe County, our unemployment rate is 3 percent,” said Holwell. “That’s considered full employment. Businesses are experiencing shortages in skilled labor areas like software programming, graphic design, the health care fields – especially nursing.”

Sector Partnerships

“We’ve formed what we call sector partnerships,” said Dawn

Gardner, a sector coordinator at the Arapahoe County Workforce Center. “Businesses are finding that if they cooperate and share information on critical sector jobs that it can help all. One example: the entire state is focusing on the health care sector as a critical shortage area.

“Here in the Denver south area, we’re considered a national hub, with a regional concentration of these critical business categories, telecoms, broadcast and cable, computer systems design, data hosting and finance.

We work directly with these industries to project their needs and define which jobs and roles are most needed.”

Adult learners are entering and re-entering the educational system to polish their skills, prepare for career advancements, and retool their resumes to get ready to change careers and categories.

This isn’t simply a matter of personal interests. It has become an economic necessity not just for job advancement, but for job retention, and higher-ed is responding.

“The average age of our students is 35,” said Becky TaketaTinker, president of CSU-Global, which is the nation’s first 100 percent online four-year and master’s degree university. “Every 18 to 24 months, we conduct a full review and upgrade of our courses to ensure that courses are relevant to the workplace.”

Lifelong benefits

According to research by the Leeds School of Business’s Business Research Division on the Continued on page 2

University and higher education campuses in Denver south Name

Address

Year Established

Audience

Type

Course Focus

Arapahoe Community College

5900 S. Santa Fe Drive, Littleton, CO 80120

1965

Young adult and adult learners

2-year, public

Campus, online – 100 degree and 50 certification programs

Colorado Christian University – Denver Tech Center

304 Inverness Way South, Suite 150, Englewood, CO 80112

2008 – DTC

Adult and graduate learners

4-year and graduate programs

Campus and online – 50 programs, associate to master’s degrees

Colorado Technical University

3151 S. Vaughn Way, #150, Aurora, CO 80014

1965

Young adult

4-year and MBA degrees, for-profit

Accelerated campus, online courses, five study program areas

7800 E. Orchard Rd, Greenwood Village, CO 80111

2007 – Global campus

CSU-Global

2199 S. University Blvd.

Denver, CO 80208 Front Range Community 3645 W. 112th Ave., Westminster, College CO 80031 University of Denver

CU-Denver – South Campus Metropolitan State University Satellite Campus Regis University Denver Tech Center Campus Westwood College-Denver South

10035 S. Peoria St., Parker, CO 80134 80111, 5660 Greenwood Plaza Blvd., Greenwood Village, CO 80111 6380 S. Fiddlers Green Circle, #200, Greenwood Village, CO 80111 Aurora Campus, 350 Blackhawk St., Aurora, CO 80011

1864 1968

Young adult and adult learners

2002 – South campus 1987 – south campus 2010 South campus 1953

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PAGE 2 | THE VILLAGER • October 22, 2015 the

EDUCATION & JOB TRAINING ATP’s location key to addressing shortage of commercial pilots

BY JAN WONDRA STAFF WRITER

ATP, the largest pilot training facility at Centennial Airport, uses the Gamin G500 equipped Piper Seminole as its primary training vehicle at Centennial.

Take a close look at the cockpit next time you board a commercial airplane. Odds are that at least one of those pilots will retire within the next few years. That is not good news. America is facing a severe commercial pilot shortage that shows no signs of abating.

“It’s a perfect storm of circumstances,” said Michael Arnold, director of marketing for ATP Flight School, from his office in Florida.

“Passenger demand is on the rise.

The country is not getting the pilots coming out of the military in the numbers we once were. But … the bigger issue is that in 2013, federal regulations mandated that airline first-officers have 1,500 hours total flight time as a pilot. This roughly 1,000 hour increase from what pilots were being hired at has created a strong demand for qualified pilots by regional airlines.”

Post-secondary education hub Continued from Page 1 direct financial benefit of post secondary education is lifelong and far-reaching. Their October 2013 study on the economic impacts of improved educational performance and the impacts of alternative education funding on the Colorado economy shows a worker’s average weekly wage consistently rises the more education a person attains, rising from a weekly $471 for a high school drop-out to $1,624 for a worker with a doctoral degree.

The impact is both personal and societal. In fact, since 20072008 Colorado’s continuing successful effort to lower its high school drop-out rate has resulted in positive economic impact. If the downward trend continues, predictions for 2018

show a real potential annual differential of more than $23.5 million in earnings into the Colorado economy.

“Greater educational attainment results not only in higher wages for the individuals,” according to the report, “but

workers are presumably more productive, lowering the cost of production, increasing output per worker.”

This change coincides with another industry change, where the mandatory commercial pilot retirement age was raised from 60 to 65.

“Pilots who were supposed to retire years ago are retiring now,” said Arnold.

ATP, which stands for Airline Transport Professionals, has 40 locations nationwide, including a strong center at Centennial Airport.

The 30-year-old company is the largest commercial pilot school in the country, with more than 3,900 FAA certificates issued annually to ATP students.

“Our focus is to provide professional airline-oriented to dedicated, career-bound students,” said Arnold, who is a pilot and certified flight instructor himself. “Whether you’ve flown a plane or are coming in with zero flight training, our Airline Career Pilot Program takes students from zero time to airline pilot in just two years.”

The ATP pilot training program does something else besides train commercial pilots. It guarantees program graduates a full-time certified flight instructor training position upon graduation.

“This accomplishes two things,” said Arnold. “It provides a career track for new pilots to enter the field, where they can fly up to 100 hours per month to build toward their 1,500 flight hours faster than anywhere else. It also provides an immediate income, up to $42,000 annually with tuition reimbursement.”

Becoming a commercial airline pilot with enough hours to access the top commercial jobs can be an expensive investment – some say approaching a quarter million dollars, including training, flight time and fuel.

Arnold said, “ATP uses fixedcost pricing. The 180-day Airline Career Pilot Program costs $59,995.

That’s it. ATP has designed the program with enough flight time for the vast majority of students to be successful and guarantees the fixed-cost quoted to you at the time of scheduling.”

In another move to encourage pilot applicants, ATP has set up a tuition reimbursement program with four regional feeder airlines. The four, Mesa Airlines, Compass Airlines, GoJet and Trans States Airlines, each provides at least $11,000 in reimbursement for flight training to commercial pilots they hire who train with ATP. “We train on the world’s largest multi-engine training fleet,” said Arnold. “At Centennial, where we have four flight instructors, our training fleet features 2012 and newer Gamin Piper Seminoles. Equipped with the Garmin G500 Electronic Flight Deck. They are a great training platform.”

ATP, while the largest, is obviously not the only flight school at Centennial Airport. Among other flight schools are the Executive Flight Training group, Independence Aviation and Flights Inc. Flight Training says it is the only FAA-certified flight school at Centennial. Also based at Centennial are two flying clubs, the Aspen Flying Club and Centennial Fliers. Aspen Flying Club has participated in the student scholar programs sponsored by the Tuskegee Airmen, which encourages teens to consider an aviation career path.

October 22, 2015 • THE VILLAGER | PAGE 3 the

Education capital adds to the bottom line, too!

Two critical factors of Denver south’s economic success

BY MIKE FITZGERALD, PRESIDENT AND CEO DENVER SOUTH EDP The Denver south region is known for its diverse economy, highly educated labor force and outdoor recreational opportunities.

Companies are increasingly choosing Denver as the site for corporate expansions, and national and global relocations. Denver was recently ranked No. 1 on Forbes’ 2015 list of the best places for business and careers because of the areas highly educated workforce and rich opportunities for education and job training.

Workforce quality is unquestionably one of the most important assets to retain expand, start and recruit new business.

Denver south has one of the most educated and high-tech workforces anywhere in the U.S. The Denver south region has an employment base of more than 213,000 workers, representing more than 14 percent of total metro Denver employment. The region’s employment is highly concentrated in professional and business services, financial activities, and wholesale and retail trade industries. These three industries represent more than 56 percent of the region’s total employment and 8 percent of metro Denver employment.

More than one-third of metro Denver financial activities employment is concentrated in the Denver south region, including Charles Schwab, Western Union, Great-West, CoBank and Fidelity Investments, while 33.6 percent of metro Denver information sector employment is concentrated in the region.

Training and education for this growing workforce is essential for the regions continued growth, diversification and long-term success.

The addition of two major universities, CU South Denver and CSU Denver South, to the Denver south region has helped bring undergraduate, graduate and professional programs aligned with Colorado’s evolving demographics and workforce needs.

University of Colorado added space at the Liniger Building for the fall 2014 semester with the opening of CU South Denver. Classes are offered for degree-seeking and continuing education students, and include opportunist including nursing, engineering, education and business. All four CU campuses — CU Anschutz Medical Campus, CU Boulder, CU Colorado Springs and CU Denver — collaborate in the success of the CU South Denver expansion.

Colorado State University partnered with Douglas Countybased CH2M to offer two graduate-level courses that are part of a system’s engineering program offered by the schools’ College of Engineering.

Through the CSU Denver South initiative, the fourcourse program began in early 2014 and includes two classes taught on CH2M’s Englewood campus and two classes available online, which cover the core curriculum needed for

BY DOUG TISDALE, SOUTH METRO DENVER CHAMBER EXECUTIVE VICE PRESIDENT It’s autumn and once again we are consumed with polls. Election polls. Football polls. College polls. For the past 30 years, U.S. News and World Report has published a list of universities ranked according to criteria the magazine believes reflects the quality of the schools. Some people question the poll’s validity, while others proclaim it. (We’re No. 82.) While such polls have a place, if only to keep us focused on the importance of education, the several hundred schools listed represent only a small fraction of the 18 million or so people enrolled in post-secondary institutions in any given year.

Large research academic institutions are critical in our society and contribute greatly to our economic development. There’s no question that we are a better state for having the Colorado School of Mines in our backyard, for having the University of Colorado at Boulder, and for having Colorado State University in Fort Collins, and the rest of our great learning centers.

That said, two remarkably strong currents in education have gained traction in recent years – all to the benefit of south metro Denver and the corridor.

First, higher education has learned that the classic model of a central campus in a somewhat removed location no longer serves all students. The diversity of students desiring – and needing – post secondary education has grown exponentially. Not all students want or can afford the luxury of an isolated campus experience. And our colleges have reacted to this, understanding what Francis Bacon said 400 years ago, “If the mountain will not come to Mahomet, Mahomet will go to the mountain.”

The “pioneer” in this effort in Colorado is, of course, the University of Denver, which relocated from downtown Denver to its

completion of a master’s or Ph.D. in systems engineering from CSU. CSU Denver South provides convenient educational opportunities to students where they live and work, and to business executives for continued education.

A variety of educational opportunities are also available through Metro State University Denver South, Regis University, Webster University and Arapahoe Community College – all located within the Denver south region.

Denver south is also home to Arapahoe/Douglas Works!

– one of the best workforce centers – that is a member of the Colorado Department of Labor and Employment’s statewide network of workforce centers, which provides a variety of no-cost services to job seekers and businesses. ADW! serves as a critical resource to connect people and businesses in Arapahoe and Douglas counties, and throughout the Denver/ Aurora metropolitan region.

The Denver south region has more than 20,000 business, eight industry sectors and more than 20 business parks. It has become one of the most dynamic economic regions in the U.S. Education and workforcequality are among the most important factors for continued success. TheCorridor.biz is sure to showcase more education and workforce training programs, as The Villager showcases the impressive assets of Denver south region.

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campus in the south more than 130 years ago. Metropolitan State University of Denver opened its MSU Denver South campus 40 years ago, just 10 years after setting its main campus on the Auraria site.

Regis University, implementing a vision of having a campus within a one hour commute for any student, began establishing campuses in many parts of the state, including South Metro, serving students there who need to be close to work and school, and with more than 40 percent of Regis graduates earning their degree online. Colorado State University has extended this 21st century trend to its logical conclusion, creating the CSU-Global Campus, the nation’s first, independent, 100 percent online public university serving adult learners in Colorado and beyond with career relevant degree programs. The newest entrant in this southern expansion is the venerable University of Colorado, which (thanks to the generosity of the Dave Liniger family and The Wildlife Experience) has now opened its CU South Denver facility in Parker.

Years ago, my good friend Lee Bollinger, president of Columbia University and a former officemate of mine in law school, said there would always be the need for a central campus experience and direct personal interaction between faculty and students, but we agreed the explosion of technology would provide an attractive alternative for many other students. Satellite campuses here in south metro serving the needs of F

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a changing student demographic, supplemented by online course study, are the logical outgrowth of those thoughts.

The second “sea-change” that higher education has experienced is responding to the critical needs of employers for a trained workforce. The traditional model of employers providing on-the-job training has faded, as employers are driven by the need to provide shareholders with consistent and reliable returns on investment.

And the need for this skilled workforce to receive directly applicable training has been driven by our increased awareness of the importance of STEM education. The teaching of science, technology, engineering and math has gained a welcome momentum in our elementary and high schools. Our school districts have responded eagerly to this need, and they have found partners in our institutions of higher education institutions, who take custody of our students after they finish these formative years and continue their education to prepare themselves for productive futures.

Whether you think of the newly dedicated state-of-the-art Advanced Manufacturing Facility at the Community College of Denver (whose slogan is “CCD: Start here, go anywhere”), or the under-construction Aerospace and Engineering Sciences Building at MSU Denver, or the terrific employer-responsive programming at Arapahoe Community College (celebrating its 50th anniversary here in south metro), or the innovative engineering co-op education program that the chamber has launched with DU, you cannot help but observe that our universities have responded meaningfully and effectively to the needs of education in this area. Our Education Capital Account, just like our Elected Capital Account, adds to our bottom line.

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PAGE 4 | THE VILLAGER • October 22, 2015 the

Arapahoe/Douglas Works! brings jobs, workers to all

BY ARAPAHOE COUNTY COMMISSIONER NANCY N. SHARPE Diane had recently lost her job when she came to Arapahoe/ Douglas Works! After working with her workforce specialist on her confidence, resume, networking and interview skills, Diane was able to obtain a position as a director of IT projects making $147,000 a year.

Aurora Public Schools partnered with Arapahoe/Douglas Works! on a job fair to fill a variety of transportation positions.

Through their partnership, APS was able to fill 30 bus driver positions, and Arapahoe/Douglas Works! saved the district nearly $420,000 in recruitment costs.

Will had been unemployed for more than nine months and participated in a federal program through ADW! to updates his IT skills. After completing two certifications, he obtained an IT position earning $140,000, an increase of $49,000 a year from his previous position.

What do all these stories have in common?

They are real citizens and companies alike that have benefited from the services of the nationally award-winning ADW!, a publicly-funded workforce center with locations in Centennial, Aurora and Castle Rock. ADW! provides free services to both businesses and job seekers to ensure Arapahoe and Douglas counties workforce and economy remain strong.

ADW! offers an array of tools to support job seekers, including resources and workshops, to guide job searches, as well as oneon-one employment counseling

A NKING

and in-demand occupational training assistance.

Are you a veteran? Are you older than the age of 50? Are you a teen or young adult just entering the workforce? If so, ADW! has programs to help reach any career goal.

“It doesn’t matter your age, your background, your education level, whether you’ve been in the workforce for years or just starting on career, our goal is to help job seekers reach their full potential and connect companies to the skilled workers they need to add jobs, increase earnings and sales and maintain competitiveness,” said Joe Barela, ADW! division manager.

Between July 1, 2013, and June 30, 2014, the workforce center helped 16,628 people find employment. Of those, 15,965 were still working six months later, and they earned an average $49,302 a year. Citizens who did not use the workforce center earned an average $13,824 less – nearly one-third lower than ADW! customers.

ADW! determined the 15,965 customers still working six months later added a value of $220.7

ntee • May Lose Value

million to the local economy – funds that are invested in communities in the form of increased spending on goods and services.

For every $1 spent by the workforce center on its programs and operations, $24.66 was returned to the economy through these increased earnings.

But, what really sets ADW! are the services provided to economic development organizations, chambers of commerce, employers and potential employers interested in expanding or locating to Arapahoe and Douglas counties.

“They are our No. 1 partner.

We love them,” said Lynn Myers, vice president of economic development for the Denver South Economic Development Partnership.

“They provide excellent data and service to existing companies, and their research and customer service is a key component in helping companies decide to relocate or expand their business. As economic development has become more sophisticated, Arapahoe/ Douglas Works! provides the best quality work that we know of in the country. We couldn’t get along without them.”

Myers knows first-hand the service provided by ADW!, both from an employee and employer perspective.

“I’m one of their success stories,” Myers added. “When my county commissioner term was over, I didn’t have a resume, and I didn’t know how to put one together as I never needed one during my 20-plus years in real estate. I was their model candidate.

They helped me put one together, and it helped me land a job.”

Now is a good time to invest SUBMITTED BY CHARLES SCHWAB Investors see the current environment as a good time to invest despite concerns about the strength of the U.S. stock market, says a new survey of more than 1,000 investors-at-large and 300 active traders conducted by Charles Schwab in the first five days following the September Fed meeting.

Fifty-eight percent of investors and 82 percent of active traders surveyed say now is a good time to invest in the U.S. equities market.

That said, investors in the general population appear to be bracing for continued choppiness in the short term with 55 percent calling themselves bearish about the U.S. stock market in the next three to six months, and 51 percent bearish about the fixed income market during the same time period.

Longer term, however, 43 percent believe the current bull market will last another six to 12 months and nearly a quarter thinks positive market conditions will continue for another one to two years.

Investors list their top concerns about investing in the U.S. stock market as the overall strength of the U.S. economy (27 percent) and uncertainty due to increased market volatility (19 percent).

Fifty-eight percent of investors call market volatility their “foe,” while 42 percent see it as their “friend.”

Since the extreme market volatility in late August, 27 percent of investors say they have increased the level of cash in their portfolio, and 35 percent say they now have a lower tolerance for risk. But a significant percentage of investors surveyed are staying the course: 57 percent say they have made no changes to the amount of cash in their portfolio and 43 percent say their tolerance for risk has not changed.

“It’s important for investors to keep their emotions in check through short term market events and stay focused on their plan and goals,” said Kelli Keough, senior vice president of trading services at Charles Schwab. “People who are engaged and informed about their investment strategy and have a plan in place are typically more likely to ride out volatility like we’ve seen since August.

“Periods of market volatility do give investors the chance to revisit their emotional and financial tolerance for risk, and a significant move up or down in the market can be an opportunity to think about portfolio rebalancing – two important things for investors to consider relative to their broader plan and goals.”

the U.S. stock market. Forty-four percent think the prospect of a Fed rate increase poses a threat to the current bull market, while 23 percent do not believe an increase poses a threat, and one-third say they aren’t sure how rising rates could influence the stock market.

W h e n asked about how rising rates will impact their own financial well being, investors are also divided.

Thirty-eight percent think it will have a negative impact, 35 percent believe it will have a positive impact and 27 percent say it won’t make any difference.

There is more consensus, however, about the path the Fed will take once it begins raising rates.

Nearly three-quarters of investors (74 percent) believe the Fed will increase rates slowly over time, while 26 percent think rates will go up quickly.

Outlook Schwab found greater optimism about the U.S. stock market and investing landscape in the companion survey of 300 active traders. Fifty-four percent are bullish about the U.S. stock market over the next three to six months, and the same percentage is bullish about the fixed income market over the same time period.

While the broader population of investors sees market volatility as a cause for some concern, 60 percent of traders surveyed see volatility as their “friend.” Since volatility spiked in August, 55 percent of traders say they have increased their cash allocations, possibly suggesting that they are looking to take advantage of buying opportunities amidst the market’s ups and downs. In fact, 42 percent of traders say they plan to trade more between now and the end of the year compared to their level of trading during the first three quarters of 2015 – nearly double the number who expect to trade less (22 percent).

“While some traders are approaching recent market uncertainty with caution and a quarter have concerns over the strength of the U.S. economy, the majority believe opportunities can be found in market swings and have an optimistic outlook in the nearterm,” added Keough.

Fifty-eight percent of active traders think the Fed moving to raise interest rates poses a threat to the U.S. bull market, compared to 28 percent who say it does not.

However, they are more positive than general investors about how an increase in rates will impact their financial well-being – nearly half (49 percent) believe rising rates will have a positive impact in this regard. Active traders also foresee the Fed taking a slow and steady approach – 63 percent say the Fed will raise rates slowly once the process begins.

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Investor uncertainty over the Fed and interest rates Investors are divided over the impact rising rates might have on

October 22, 2015 • THE VILLAGER | PAGE 5 the

Encouraging lifelong learning Skilled workforce seen

BY DR. BECKY experts in their re- have their diplomas opened more spective work areas, job and promotion possibilities, but TAKEDA-TINKER, as critical to maintaining PRESIDENT AND able to enhance their that their enhanced abilities to conknowledge and skills duct research, analyze information, state’s competitive edge CEO OF CSUto meet ever-evolv- ask the right questions, make effec-

But realize, encouraging STEM training can STAFF WRITER level this gap.”

“Business should be Colorado, in fact, concerned about eduoutperforms the nationcation and job training al average for womenprecisely because the owned businesses and next 30 years will reeducation underlies this quire a different skillset fact. than the last 30 years,” “We often use the said Colorado Lt. Gov. term ‘mom and pop Joe Garcia. “Colorado businesses,’ for retail has to get ready for the businesses like dry Colorado Lt. Gov. jobs of the future.” cleaners, restaurants, Garcia has been Joe Garcia has talking about the im- been an outspoken retail shops, when, in fact, they are ‘mom portance of job training advocate of and the increasing bar- skilled job training, businesses,’” Garcia said. rier posed by the rising certifications and A gap continues for cost of post-secondary tuition support. educational opportunieducation all over the state this year. His concern is not just ties for minority workers.

“This should concern all busifor high school graduates, but for those workers and returning workers ness,” said Garcia, “since minorities will represent over one third of Coltrying to learn a new skill.

“Seventy-four percent of the orado’s workforce in the future. But coming jobs will require some post- they are under-represented in high secondary credential. Our citizens school advanced placement classes, have to prepare for the jobs of the in colleges, universities and training future, and we are extremely con- programs.”

Some of the under-representation cerned that the continual rise of the cost of education is going to leave is often related to the encouragepeople behind at the very moment ment of students, and some is related that we need skilled workers. We to financial opportunity. Tuition reimbursement programs may not fill have to solve the cost of education.

“It’s expensive and it’s getting that gap.

“Reimbursemore expensive. ment programs Of course we want assume you have to see more busithe money to start nesses considering classes,” said Gartuition reimbursecia. “For minorment as an investity and multiracial ment in their future. families, that initial It’s not just fourfunding is often not year college costs. available. Second, Certifications in the minority commuskilled trades, manities have a trachining, welding, ditional hesitance electricians, face - Lt. Gov. about loans for rising costs because training and educathe equipment for Joe Garcia tion. They may be the skilled trades is afraid they can’t qualify for loans, or expensive.”

According to Garcia, while edu- culturally, they can’t see a quantificational facilities have expanded able result. It isn’t seen as real.”

Gov. John Hickenlooper has reor moved to the Denver south area following the population growth cently taken steps to address the gap in greater numbers in recent years, with a taskforce focused on engagtrade schools aren’t as represented ing business in helping to align eduin the area. This may be because the cational opportunity with workforce work is more concentrated in other needs. The Business ExperientialLearning Commission has been creparts of the Denver metro area.

“We’re encouraging companies ated, which had its first meeting in to consider on-the-job training, in- September. It is focused on helping ternships and apprenticeships. The unemployed and under-employed state wants to see a range of trades workers enter skilled occupations.

– from home and commercial con- It engages business, state agencies struction, machine and welding and local system partners to connect shops, brick-layers, paving compa- people with careers and match emnies, plumbing firms – take people ployers with skilled talent. on to get on-the-job training.”

“Its a public-private partnership The largest workforce shortfall in working with the Colorado DepartColorado, says Garcia, is in qualified ment of Labor that will create a digicandidates in the STEM fields. tal badging system to provide stu“We’re encouraging schools to dents, interns, apprentices and workfocus on these areas. Colorado’s eco- ers a way to document skills they nomic growth means that we aren’t have obtained in the work-place,” producing this skillset fast enough Garcia said. here. We’re importing workers. Not This data can be used to docuthat that is bad, but it shouldn’t dis- ment real-time training competenplace people already here, willing to cies and help cut training costs, as work, and willing to learn.” well as align this training with actual There have been great strides classroom instruction. The turnkey made in post-secondary education nature of the system means that it for women, as well as in women- can be implemented across a broad owned business in Colorado. array of trades. The first report on its “More women complete post success will be due a year from now -secondary education in Colorado in September 2016. than men do,” said Garcia. “They “For Hispanic youth in particuoutnumber men in all our higher ed- lar, we need to identify them, engage ucation institutions except the Colo- them, encourage STEM training and rado School of Mines, where the skilled trade programs,” said Garcia. percentage of men to women is 65 “Not to do this risks the future of our percent men and 35 percent women. state.”

BY JAN WONDRA

Colorado has to get ready for the jobs of the future.

GLOBAL At Colorado State UniversityGlobal Campus, we have a unique perspective on the ways lifelong learning can help shape the success of an organization. As a state institution, we are deeply invested in this philosophy because we believe its value contributes to the professional success of employees, organizations, and the U.S. and world economies.

What we repeatedly hear from our corporate partners around the U.S. is that the employees who tend to achieve professional success are the ones who are committed to lifelong learning. It used to be that a trade certificate or even a bachelor’s degree was sufficient through to retirement, but based on that marketplace feedback, knowing what lifelong learning is and how to encourage it are essential in today’s business climate.

Why do we need Lifelong Learning?

Lifelong learning has been defined as all learning activity with the aim of improving knowledge, skills and competencies. It is selfdetermined by the learner to be important and involves not only wanting to learn new things but also knowing how to learn.

Today’s global and knowledgebased economy brings new challenges that require new and innovative solutions. Furthermore, increased and advanced use of technology has resulted in a heightened pace of change. In order to survive and thrive, organizations and individuals must be able to quickly adapt and make better decisions.

For most organizations, this means that employees need to be trusted

ing needs.

At an individual level, becoming and staying an expert means keeping up with the latest research, trends, processes and knowledge requirements in a particular field or area. By constantly learning, evaluating, testing and reviewing new information being uncovered, staff experts are finding ways to be more effective, more efficient or just better at their jobs.

At an organizational level, embracing this type of learning culture will develop organizational intellectual capital that is flexible and adaptive to change as well as capable of catalyzing real innovation.

How can lifelong learning be encouraged?

While these outcomes sound, and are, far more advantageous than not, getting there takes collective and engaged participation from individuals and organizations alike.

For the individual it takes an internal drive, a spark, and a shift in mindset sometimes to make lifelong learning a reality. We see it all the time at CSU-Global. Our student body is mostly working adults and is on average 35 years old.

They are earning a degree or a certificate of completion in addition to their work, family and community responsibilities because they understand the importance of it. These students are not only indicative of today’s trends, they are leading the way to personal, professional and organizational success.

Surprisingly though, the feedback we get from our alumni is that the bachelor’s or master’s degree they have earned is only one part of their workplace success. What our graduates report is that not only

tive decisions, and communicate more effectively have strengthened their workplace contributions and organizational standing. It is these intangibles that benefit an organization in its daily operations and allow for organic and sustainable growth.

In addition to academic learning and degrees as a structured pathway, organizations can encourage lifelong learning in a variety of ways. From workshops and conference presentations to industry associations and customized training courses, organizations can develop opportunities based on their specific needs to both retain and develop employees. Whether provided in a face-to-face or online format, best practices for effective learning include knowledge sharing, interactive exercises, assessments with immediate feedback, and the availability of additional resources that support learning. These factors are important in providing a quality learning experience that embraces lifelong learning and the achievement of knowledgeable employees in their effort to be competitive in a dynamic marketplace.

Final thoughts Globalization and the evolution of technology have made for an uncertain world through which the acquisition of knowledge and skills will be necessary for individuals and organizations to collectively manage unforeseen dynamics. It is the organizations that invest in the development of their employees, and the individuals who push the boundaries of their expertise through lifelong learning, that will lead the future of our communities, state, and nation towards ongoing prosperity.

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PAGE 6 | THE VILLAGER • October 22, 2015 the

Englewood Schools gives students unprecedented opportunities SUBMITTED BY JULIE R. MCGINLEY, ENGLEWOOD SCHOOLS COMMUNICATIONS COORDINATOR One of the smaller districts in the Denver metro area , Englewood Schools uses its small size to its advantage by being nimble enough to offer specialized programs and opportunities to all of its students.

One example of this is offering each student in grades K-12 a district-issued iPad. “In today’s changing world, we want students to have as many resources as possible at their fingertips. iPads help students learn how to use technology responsibly and effectively for research and projects,” said Matt Kuhn, director of technology for Englewood Schools.

“Students use the iPads in class, as well as at home in order to continue work on projects or homework.”

Another way Englewood is preparing students for the future is by offering career preparatory programs that are unique in the Denver metro area. These are programs that

are predicted to be valuable in the changing Denver job market, and they also match student interests as a way to keep students engaged in learning about what they care about.

These programs include culinary arts and hospitality, cosmetology, audio production and more. Students pursuing these programs can leave high school with certification that will launch them into the job market or prepare them to continue studying at a postsecondary institution.

All high school students in Englewood are also encouraged to take college-level classes while still in high school. This allows students to prepare for college and saves parents money on tuition.

“College and career readiness is critical to the future success of students,” said Diana Zakhem, director of Postsecondary and Workforce Readiness. “We encourage students to find their interests and use high school as a chance to become as

Englewood Schools prides itself on being a smaller district able to provide specialized programs and opportunities to all its students.

Courtesy photo prepared as possible for their future.”

As part of this, 66 percent of the graduating class of 2015 earned college credit while still in high school with Englewood’s concurrent enrollment program.

Englewood’s close-knit and supportive community offers an

opportunity for student interests to shine through and pursue them to the extent the student chooses. For example, it’s not uncommon for a student to be a star on the football field and in the school play. Just some reasons that Englewood is a small district with big opportunities.

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10/15/15 11:23 AM

Excellence is a moving target in CCSD

BY DR. HARRY BULL, CHERRY CREEK SCHOOL DISTRICT SUPERINTENDENT Since the district was founded in 1950, our dedication to excellence has been a common priority for administrators, teachers and staff alike. For 65 years, it’s been a key component in providing all students every opportunity to think, to learn, to achieve and to care. But just as every student has his or her own path to success, the meaning of excellence can vary from individual to individual. At Cherry Creek, we’re committed to seeing that every student realizes their fullest potential; we’re dedicated to a definition of excellence that’s inclusive and expansive, one that keeps up with the constantly shifting metrics of 21st century learning.

I’d like to share a vision for the district that draws on that commitment to excellence for all students.

As we look to the future, we know that our graduates will face a changing world, one where good careers are more and more competitive and one where professional training is all the more critical.

Imagine a public school district where all students have the opportunity to properly prepare for that world, whether they choose to head to college, the military or directly into the workforce. Imagine a standalone facility where students can learn viable and marketable professional skills, real world training that will give them opportunities and options as soon as they graduate.

Imagine a Career Academy where students can build bridges directly from high school to a promising career.

The idea isn’t new in the CCSD. We already boast a robust Career and Technical Education program that provides quality educational programs emphasizing core academic content, postsecondary and workforce readiness competencies, technical skills and seamless transitions to future education or employment.

The concept of an independent Career Academy would serve to further that vision, to give students valuable routes to a wide range of careers. Such a facility would also give members of the Cherry Creek community an opportunity to have a direct role in their future – a Career Academy could incorporate expertise and resources from local business owners and professionals looking to inspire the next generation of business owners and professionals. If a student wants to become a world-class chef or a successful hotel manager, we want to make sure we give them all the tools they need to see their dreams come true.

Such a facility would keep CCSD on the cutting edge of K-12 education, all while remaining true to our core values. The commitment to excellence has always been at the heart of our district’s identity, and finding ways to give our students expanded access to professional training follows in that proud tradition. I invite you to think about what the standard of success will look like in the coming decades, and ponder what a Career Academy could mean to the next generation of scholars and professionals.

Ocotober 22 , 2015 • THE VILLAGER | PAGE 7 the

We are

Cherry Creek! ✔

More than 95,000 graduates and counting since 1955.

✔ The Class of 2015 earned more than $58 million in scholarships.

✔

The Cherry Creek School District is one of just 10 school districts in Colorado to make the College Board’s 5th Annual AP District Honor Roll for increasing access to AP® course work while at the same time maintaining or increasing the percentage of students earning scores of 3 or higher on Advanced Placement Exams.

✔

Cherry Creek Schools has “What Parents Want.” SchoolMatch®, an independent, nationwide service, has recognized the Cherry Creek School District as among only 16% of school districts nationwide with its “What Parents Want Award” for 25 consecutive years.

✔

America’s Best Employers. Forbes business magazine has named the Cherry Creek School District one of the 2015 Best Employers.

✔

Cherry Creek Schools has the third most National Board Certified Teachers in Colorado.

✔

Cherry Creek Schools offers opportunities for high school students to participate in 22 Colorado High School Activities Association sanctioned sports and four team sports at Cherry Creek middle schools. The programs have garnered 187 Team State Championships and 235 Individual Champions in just the past 14 years.

✔

The Cherry Creek School District has been honored by the Association of School Business Officials International as one of only 23 school districts nationwide to receive the Meritorious Budget Certificate of Excellence for at least 15 consecutive years. The award recognizes school entities that demonstrate excellence and transparency in school budget presentation.

Financial Plan 2015-2016 Budget for Fiscal Year July 1, 2015 – June 30, 2016

Cherry Creek School District No. 5 4700 South Yosemite Street Greenwood Village, CO 80111 Arapahoe County, Colorado www.cherrycreekschools.org

“All children deserve a great school in their neighborhood, one they can walk or ride the bus to with their friends. These friendships between children and their families unite communities and make them stronger.”

Dr. Harry Bull, Superintendent

303.773.1184

|

www.cherrycreekschools.org

Cherry Creek Schools

PAGE 8 | THE VILLAGER • October 22, 2015 the