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4a.
Task: To identify the optimal tool to integrating 4a.1  and 4a.2

Lead: Norma Cervantes

Result (Deliverable, Outcome, Output): Integration of the data for analysis purposes.

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1a4.
Task:

Lead:

Result (Deliverable, Outcome, Output):

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1b4.
Task:

Lead:

Result (Deliverable, Outcome, Output):

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1b3.
Task: use relationship manager model to coordinate efforts/outreach

Lead: Employer engagement team

Result (Deliverable, Outcome, Output):

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1c4.
Task:

Lead:

Result (Deliverable, Outcome, Output):

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1d4.
Task:

Lead:

Result (Deliverable, Outcome, Output):

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1d3.
Task:

Lead:

Result (Deliverable, Outcome, Output):

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4a.
Task: Capture employer requirements for their WBL opportunities.

Lead: Outreach Manager for apprenticeships (Dawnn Moore)

Result (Deliverable, Outcome, Output): Excel Spreadsheet , opportunity to be reported out of Simplicity?

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1d2.
Task:

Lead:

Result (Deliverable, Outcome, Output):

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1d1.
Task:

Lead:

Result (Deliverable, Outcome, Output):

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1c3.
Task:

Lead:

Result (Deliverable, Outcome, Output):

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1c2.
Task:

Lead:

Result (Deliverable, Outcome, Output):

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1a3.
Task: Devise a workflow that will document the intake and create a feedback review plan for employers wanting to engage with CNM

Lead: Employer Engagement dept of WCS division

Result (Deliverable, Outcome, Output): automated workflow and reporting structure and provide service excellence to employers

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1c1.
Task: decide how to prioritize/divvy up relationship leads

Lead:

Result (Deliverable, Outcome, Output):

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1b1.
Task: review "partner" list/matrix to prioritize focus

Lead: WCS Partnership team and CS2

Result (Deliverable, Outcome, Output):

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4a.
Task: Define what student employment categories exist

Lead: Brenden

Result (Deliverable, Outcome, Output): Excel spreadsheet of the current inventory (two columns: Category, Definition)

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1b2.
Task: finalize the "menu of options"/service list and assign internal points of contact/leads for each service area

Lead: Selena and Employer relations team

Result (Deliverable, Outcome, Output): collateral that can be used over and over and responsibility for follow-up/expectations are clear

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1a2.
Task: Create a web page redesign plan with MCO.

Lead: Clint

Result (Deliverable, Outcome, Output): Redesigned webpage (subsite) employers can access.

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1a1.
Task: Create an asset map of relevant information for employers.

Lead: Selena

Result (Deliverable, Outcome, Output): Visual asset map of CNM assets relevant to employers.

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1m. Designate a CNM Point of Contact with employers that include WBL- Campaign Creation, and a dedicated team that knows the breadth of what CNM has to offer and the connectors to bring them in with a centralized decision tree.

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1d.
Develop centralized process and SOPs to train CNM employees to manage employers.

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3d. Design and define workflow between systems with a process mapping visual.

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5L.
Have more conversations across the College about micro-credentialing to get the nuts and bolts from employers so we can better tailor to students

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3n. create a visual systems roadmap; understand system's best capability - (Combined)

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3c. Secure buy in from  Deans, Associate Deans and Executive committee.

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1n. Include a program targeted towards employers that includes facets of testimonials, brands, support options, and clear feedback loop.

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4b. Capture learning outcomes of all programs

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6. Which ideas can the CS1 team recommend for W&CS to start working on right away? 

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6. Which ideas can the CS1 team recommend for W&CS to start working on right away? 

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5. How can we operationalize micro-credentials to consistently document workplace skills that completing students have developed?

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5. How can we operationalize micro-credentials to consistently document workplace skills that completing students have developed?

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Top Ideas 4 - Student Employment Strategy

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Top Ideas 4 - Student Employment Strategy

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4. We need to create a "Student Employment Strategy" that matches student employment job categories and job descriptions to CNM/Ingenuity programs. Where do we start?

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4. We need to create a "Student Employment Strategy" that matches student employment job categories and job descriptions to CNM/Ingenuity programs. Where do we start?

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3. How can we integrate systems/data tracking for WBL student placements?

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3. How can we integrate systems/data tracking for WBL student placements?

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6c.

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6b.

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6a.

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4c. Establish a culture of (lifelong) partnership - amongst CNM, employers, and students/alumni

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4d. Create a centralized (student-facing) repository/tool to store student career interests (resume, program major, etc...). Link this tool to a process where we send a package of interested students to employer so they can identify candidates. Goal: 1 application for all employers that is facilitated by CNM.

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2b. Develop intake process to determine how/where we can meet employer needs and pair students to their WBL opps

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4e. Match employer needs to student employment categories

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4b. Capture learning outcomes of all programs and match to student employment categories

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4c. Capture employer requirements for their WBL opps

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3k. ensure integration is part of the overall ITS and ODS enterprise

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3j. secure dedicated IT for consulting resources for implementation

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3h. clearly define success for WBL

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3g. develop protocols and training

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3f. develop a common system / develop a communication strategy

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3b. Assign data stewards for Data integrity ( aka, Simplicity). Assign appropriate personnel to data entry for each system or process. Define what data integrity for each system means so the data steward knows what information needs to be kept up to date.

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3d. Understand all inputs / develop a list of all work-based learning inputs and supporting roles

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3c. develop agreement required data points for tracking workplace student success

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3a. Have consistent vernacular and language around work-based learning

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2e. (move as task under 2d) Investigate ways to scale up and formalize informal employment opportunity sharing mechanisms into standard processes that involve the whole WBL team.

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2d. Train faculty and staff on a standard process for connecting employers they know personally with the WBL process & team of specialists

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2e. Develop a "talent database" of student resumes that can be shared with employers when they have a specific staffing need

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2d. Create a system that keeps alumni/post-grads engaged with WBL opportunities after they leave CNM coursework

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2c. Create a catalog of employers featuring their different options for WBL that students can use to research opportunities

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4a. - Define what student employment categories exist
- Capture employer requirements for their WBL opps

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3a. create agreement layer where the source of truth is for each element of data

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1a. Create a one-stop portal that is employer focused and provides necessary options of programming, job placement, and other training solutions.

that includes a feedback loop that can lead to consultation via an interactive intake process

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5k.
Discuss which aspects of micro-credentialing could be grant funded

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5j.
Discuss micro-credential objectives in syllabi to encourage students to put on resume.

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5b.
Embed micro-credentials in existing core courses to meet requirements earlier (makes it primary and integrates into daily system)

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5g.
Teach students how to recognize what their soft skills are after they take certain classes/credentials

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5c.
Teach students how to highlight their soft skills on their resume, cover letters, and how to talk about them in interviews

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5d.
Make credentials more important to the industry by establishing concrete buy-in (define the micro-credentials)

Ask employers what need then assign/create based upon those needs to create buy-in.

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5d.
Determine which training we want to use and what they are focused on

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5a.
Standardize what our micro-credentials are and determine which are the most valuable to employers and students

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5b.
Identify a class that could be made mandatory for students to take to earn credentials

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1c.
Create cross-promotional opportunities with employer partners so CNM is visible at the employer location and employer is visible at CNM.

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1b.
Create a feedback loop for employers including an employers only portal. (could be added to 1a)

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2c. Develop an intake/decision matrix to help students decide if WBL options at a particular employer fit their needs/limitations

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2a. (2b and 2c could be tasks under 2a concept). Create a standardized employer intake process that addresses operational needs required by CNM, as well as the needs/goals of the employer

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1j. determine the responsibilities to create a relationship with the employer.

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1k. Create an internal communication strategy that facilitates a relationship with a designated point of contact with a marketing plan

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1h.
Create a list of questions for employers, the answers to which will support our students as they apply for and get jobs.

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1c.
Dedicate a staff member or a team to employer consultation and creating Salesforce/Pardot campaigns.

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1e.
CNM employer consultation - provide services to employers.

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1b.
Create a comprehensive marketing plan/strategy to employer partners about what CNM can offer, i.e., a "menu of options" that can be used to create CRM campaigns for employer and community outreach.

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1. Lots of consistency across each of the work streams. One workstream may significantly assist another or may high influence the work.
2. the small groups seemed to expedite the conversation/get more done in a quicker way
3. Agree with both statements above
4. The work we have done over the past 20 months is starting to shape into a systemwide plan.

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1. More time to reflect on our work and what it means next.
2. yes we ran out of time but it was a great experience.looking forward to more discussion in the next few CS1 mtgs to hash it all out and come up with a clear plan and sub teams
3. Break up into to small groups at the start and each group work on each topic then come together in a large group after doting.
3. More time would have been useful here, especially to read all the ideas and really think about combinations and overlaps. Hopefully we can circle back to this.

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1. Lots of information and ideas covered in a systematic and accessible way.
2. felt like we got so much done in a short amount of time!
3. Everyone had a voice and participated.
4. Online Technology (Padlet, etc) made sharing of information useful and easy to access.
5. Felt like we had the right people in the room and a wide variety of experiences and opinions from across the college.
6. The compression planning tool worked well, and it was helpful to have a facilitator.
7. The "rules" were followed and everyone was polite, but not afraid to ask questions or speak up to really dig into ideas.

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1.

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1. Email
2. SDOC meeting
3. Exec Team Meeting
4. Governing Board Committee meetings
5. Newslink
6. Mogli

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1. Bob
2. Mary
3. Martha
4. Caesar
5. Marcy
6. Patrick

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1. Students (2, 6, 8, 10)
2. 3,4,5
3. Audience
4. 2,4
5. 1-10
6. 7,8,9

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1. Samantha Sengel
2. Ann Lyn Hall
3. Dawnn Moore
4. CS2 Team
5. Faculty
6. MCO
7. Employer Partners (general)
8. Employer Partners (specifically) i.e. Sandia Labs
9. Executive Team
10. SDOC
11. Governing Board
12. Students

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1. A new employer portal with a "menu" of options will be available on the public-facing CNM website.
2.
3.
4.
5.
6.
7.
8.
9.
10.