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State CTE Policy Update: Expansion and Growth in Idaho CTE

May 30th, 2023

Idaho is looking at innovative ways to support its career technical education (CTE) ecosystem by giving learners earlier access to CTE opportunities. However, they are also focused on matching program design with local workforce needs. One piece of legislation passed during the 2023 legislative session explores an innovative approach to both approving and funding local CTE programs. 

On March 31, 2023, Idaho’s governor signed into law House Bill 267 which established the Idaho Career Ready Students Program. This program creates additional opportunities for students in grades seven through twelve to experience CTE through the creation of an eleven-person governing council and a pool of grant funding to be given to new CTE programs proposed by local education agencies (LEAs). This is a supplemental, separate initiative from the state’s current CTE program of study approval process. 

The primary function of this council is to determine the eligibility of CTE programs at an individual or regional level. They will also be tasked with determining the costs associated with building these programs, including any initial costs of investing in industry partnerships and local school systems. Additionally, they will have access to $10 million in grant money to invest in the expansion and modernization of CTE programs which will be divided evenly between secondary and postsecondary opportunities.

This council will also oversee an ongoing $5 million in funding to invest in middle school CTE, including ensuring that students in grades seven and eight receive career exploration opportunities. Middle school learners will be expected to complete a learner plan as part of their “first step standards,” a plan to align their high school experiences with their choices in career exploration.

The eleven-member council is housed within the Department of Education that is led by the state superintendent of public instruction. Council membership consists of the CTE state director, two secondary-level CTE instructors, one postsecondary CTE instructor, three governor-appointed industry representatives, one representative from the Idaho workforce development council, one member of the state House of Representatives as appointed by the speaker, as well as one member of the state senate as appointed by the president pro tempore of the state senate.

Through this law, the goal is to create 180 new local CTE programs as well as provide financial literacy courses to all high school seniors. This works in conjunction with Idaho’s continuing investment in CTE, which is to facilitate an overall increase in funding to $34 million from 2020-2024. The council must also develop a long-term method to fund successful programs through the creation of an added-cost funding formula. The state superintendent, along with the state CTE director, is required to provide reports to the legislature on both program effectiveness and any added costs.

Appropriating funding for middle school CTE programming is an action many states are beginning to look into since the earlier learners have exposure to different career pathways, the more likely they are to embrace pathways outside of the ones they witness in their immediate environment. Allowing experts from the secondary and postsecondary CTE field, experts representing state workforce needs and the legislature to work together to disseminate the funding creates an interesting opportunity to collaboratively steer local CTE programs in the direction learners need to thrive in the workforce. This policy is an innovative way to leverage the expertise of those leading Idaho forward in workforce development and CTE through funding that states may be interested in adapting.

Connect to the 2022 Year in Review for additional ideas for innovative funding policies.

Brice Thomas, Policy Associate

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Legislative Update: Lawmakers Near A Debt Limit Deal

May 26th, 2023

This week President Biden and congressional leaders have continued to work to find agreement on the need to raise the nation’s debt limit. 

Debt Ceiling Negotiations Continue

This week, Congress and the Biden Administration have continued to vigorously debate the contours of a deal to raise the nation’s borrowing authority, also known informally as the debt limit or debt ceiling. This borrowing cap must be raised to pay for expenses lawmakers in Congress have already incurred. The U.S. Treasury Department estimates that the federal government will exhaust current options to service these debt obligations by early June. Failure to raise the debt limit would result in an unprecedented default on the United States’ debt and would have severe economic consequences for the nation’s economy.

Despite the urgency of the situation, negotiations between House Speaker Kevin McCarthy (R-CA) and the Biden administration have yet to culminate in a deal. As shared previously, House Republicans have sought significant spending and policy concessions from Democrats and President Biden in exchange for raising the nation’s borrowing authority. According to recent reports, an emerging agreement does seem to be near which would raise the debt ceiling for the next two years while creating new limits on discretionary spending during that time period. The deal also reportedly would have a mechanism to incentivize Congress to pass all 12 annual spending bills through the existing budget and appropriations process aligned with this wider, emerging agreement. 

However, negotiators have still been unable to find agreement on several other Republican priorities including the imposition of new work requirements for certain social safety net programs and permitting reforms, both of which Republicans are seeking in a final deal. Most recently, House appropriations leaders have cancelled planned markups for several fiscal year 2024 (FY24) spending bills—an acknowledgment that the ongoing debt limit negotiations are likely to set new overall spending constraints for the upcoming federal fiscal year.

At this time these discussions remain extremely fluid. As these negotiations continue, Advance CTE  will continue to closely monitor developments related to this situation and the potential impacts a final deal may have on the Career Technical Education (CTE) community.

Steve Voytek, Policy Advisor 

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ECMCF Fellow Feature: Dr. Kisha Aites

May 26th, 2023

In September 2022, Advance CTE and ECMC Foundation announced the second cohort of The Postsecondary State Career Technical Education (CTE) Leaders Fellowship at Advance CTE—Sponsored by ECMC Foundation. The Advance CTE — ECMCF Fellows include representation across multiple demographic categories reflecting the Fellowship’s goal of intentionally building a postsecondary leadership pipeline for underserved populations in Career Technical Education (CTE)  that closes racial representation gaps and removes equity barriers to postsecondary leadership advancement. For this first blog in the ECMCF Fellow Feature series, we interviewed  ECMCF Fellow Dr. Kisha Aites (GA)   who discussed her process for designing virtual experiences for learners to receive workplace skills training.

Tell us more about your journey to the Fellowship.

My journey to the Fellowship began while reading through both my Career Tech Update and the ACTE News in early 2022.  As I read through both digital journals, an article titled, “The Impact & Promise of [Comprehensive Local Needs Assessments] CLNAs”, stood out.  I clicked on the link for more information and was intrigued by what I read.  I began to do weekly check-ins on the Advance CTE site and ran across the advertisement for the fellowship.

What are the skills or content areas where you’ve experienced the most growth through your participation in the Fellowship? 

I would have to say data assessment.  In order to be successful, equity-driven, Career Technical Education (CTE) leaders, doing a deep dive, identifying, collecting and accurately analyzing CTE data is paramount.  I have grown immensely in this area.  It has also helped me to determine where programs are, gauge program outcomes and adjust programming to ensure program quality.

Have you been tapped for new or more advanced roles within your organization as a result of your experience in the Fellowship? 

Yes. I was selected to participate in the University System of Georgia (USG) Executive Leadership Institute. The purpose of the Executive Leadership Institute is to build and sustain a culture of leadership excellence by continuously developing talent with the USG. The Executive Leadership Institute is a comprehensive 120-hour development program facilitated by foremost experts in leadership.  Participants in the Institute commit to enhancing their leadership skills to prepare for potential high-level advancement within the University System of Georgia.

The topics and experiences in the Fellowship have greatly helped me reinvest in my CTE background and have reignited my passion for career and technical development and ensuring that my institution is connected and is strengthening the pipeline from high school career pathways, to college degree programs, to careers.  

How has the Fellowship expanded your network? 

I value the collaborations made with other scholars and others in the profession.  New connections haven’t changed my expectations but have allowed me to focus on the perceptions and lived experiences of other CTE professionals.  I have also contributed to a newfound political astuteness that allows one to maneuver through political situations while negotiating and conferring with others to reach an agreement.  This in turn has opened my eyes to future possibilities in a CTE role at the state level.

Tell us about your Real-World Project which focuses on developing and implementing a soft skills training module for a cohort of upperclassmen students at Savannah State University. 

Historically, academic units at universities tended to focus on learners meeting the academic requirements necessary to graduate with a degree; however, recent research suggests learners also need to work toward mastering essential employability skills including social and emotional skills in the workplace known as soft skills, or professional skills.  Graduates at 4-year institutions, particularly HBCUs, need to demonstrate that they are: communicators, thinkers and problem solvers, inquirers, collaborators, adaptable, principled and ethical, responsible and professional, and lifelong learners. The overall goal of the project is to:

  1. Provide virtual simulation opportunities for undergraduate learners to practice, receive feedback on, and reflect on professional workplace practices;
  2. Provide opportunities for learners to practice, receive feedback on, and reflect on adult-to-adult interactions (e.g., with colleagues, parents, community, and in evaluation and coaching situations); and
  3. Provide wraparound workforce development experiences (in partnership with SSU Career Services) for select learners that provide individual and targeted workforce education/professional development.

 

While it might be early to think about this, what are the ways that your project could be replicated in other institutions/states? 

The mixed reality approach enables each simulation to be hyper-responsive to the unique live performance of each individual learner and fully immerse themselves to produce significant and lasting changes in practice. Amplified by a suite of wrap-around services to include learner support and digital badges, the VR simulations will allow learners to convey aspects of their learning in persuasive ways to educators and employers.  Schools could utilize similar virtual simulations and apply our evidence-based “prescription” of wraparound services that were helpful to our student’s growth and their employer’s satisfaction with their newfound workplace soft skills.

If you have any questions, contact Dr. Kisha Aites by email at aitesk@savannahstate.edu

Amy Hodge, Policy Associate

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Pushing the Limits: South Carolina

May 25th, 2023

Without Limits: A Shared Vision for the Future of Career Technical Education (CTE Without Limits) was released in March 2020 with the support of over 40 national organizations. In October 2021, Advance CTE launched a technical assistance opportunity called Advancing CTE Without  Limits, which sought to support states in a project to coordinate systems, improve equity goals, strengthen policy or otherwise align with a CTE Without Limits principle. The year-long Advancing CTE Without Limits project ran from March 2022 to March 2023. This blog series shares the details, outcomes and lessons learned from projects across the three participating Pushing the Limits state teams – Colorado, Nebraska and South Carolina. 

Project Focus

South Carolina has made it a priority to build and create aligned state systems that can support all CTE learners to move seamlessly through their education and career journey. To accomplish this vision, South Carolina approached their Advancing CTE Without limits work through the lens of Principle 1: Each learner engages in a cohesive, flexible and responsive career preparation ecosystem.

South Carolina focused on three main objectives:

  1. Needs Assessment: Conduct a needs assessment to identify strengths and gaps within the state’s comprehensive local needs assessment (CLNA) process and outcomes (i.e., rural, middle school and students with disabilities). 
  2. Guidance and Support for Local Implementation of Comprehensive Local Needs Assessment (CLNA): Provide strategic collaboration, peer learning, training and support to implement a more strategic process around CLNA.
  3. Building State Leader Data Literacy: Participate in professional development through Advance CTE’s Opportunity Gap Analysis to learn the root cause analysis process and get technical assistance to increase data literacy to address learner opportunity gaps. 

 

Project Outcomes

Through monthly coaching and technical assistance provided by Advance CTE and Association for Career and Technical Education (ACTE) staff, South Carolina focused on evaluating its comprehensive local needs assessment process and outcomes with an emphasis on continuous improvement. Surveys were developed for state and local stakeholders to gather their input on both the implementation of the CLNA and the practical application of results of the CLNA process. Results of the survey showed that the CLNA process itself had been valuable, and it had served to strengthen connections across the career preparation ecosystem. However, at the state and local levels, stakeholders were not fully utilizing the information gleaned from the CLNA process. At the state level in particular, leaders from across agencies were not as engaged with each other around the CLNA results as the state desired.  

This led the state CTE agency to start a quarterly interagency meeting to increase cross-sector team collaboration and support a high-quality career preparation ecosystem. To ensure sustainability of this strategic collaboration among their state agencies, South Carolina has put into practice a shared-ownership structure, where a different agency takes the lead in developing the shared agenda and leads the conversations. The first meeting included sharing results from the CLNA and the survey. 

South Carolina also used the CLNA to inform the development of regional “snapshots” of data. The snapshots were published accompanied by a workshop and guidance to support the regional perspective being used in the state for the CLNA. 

South Carolina has also designed differentiated support for the regions based on the needs assessment and survey of regions. These efforts have helped increase knowledge and staff capacity in the strategic use of data for the CLNA process. 

The South Carolina team also participated in the Opportunity Gap Analysis workshop to learn to conduct root cause analysis, identify ways to address opportunity gaps for all learners and provide guidance to their local educators on how to build a comprehensive career preparation ecosystem.  

Lessons Learned

One of the primary lessons learned through this project for South Carolina was to focus on making sure that the results of the CLNA are being used and not treated as a compliance exercise. 

Recommendations

States are highly encouraged to look at CLNA results across all their eligible entities or regions and to identify common themes with a lens towards developing new policies, programs, technical assistance and professional development to help address the needs commonly identified across the state. In addition, states should make it common practice to provide technical assistance to local districts on how they can change their behaviors to better address needs.

Stay tuned for future updates about South Carolina’s continued efforts and for more information about other states’ Advancing CTE Without Limits projects. For more information about CTE Without Limits, visit https://careertech.org/without-limits.  

To learn more about planning and implementing the principles of CTE Without Limits in your state, check out Pushing the Limits: A Roadmap for Advancing CTE Without Limits.

For more information on better using the CLNA to drive quality and equity within CTE systems and programs of study, read Lessons in Collaboration and Innovation: The Impact and Promise of the Comprehensive Local Needs Assessment.

Nithya Govindasamy, Senior Advisor

Alisha Hyslop, Senior Director of Public Policy, ACTE

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ECMCF Fellow Feature: Leisa Mathews

May 25th, 2023

In September 2022, Advance CTE and ECMC Foundation announced the second cohort of The Postsecondary State Career Technical Education (CTE) Leaders Fellowship at Advance CTE—Sponsored by ECMC Foundation. The Advance CTE — ECMCF Fellows include representation across multiple demographic categories reflecting the Fellowship’s goal of intentionally building a postsecondary leadership pipeline for underserved populations in Career Technical Education (CTE)  that closes racial representation gaps and removes equity barriers to postsecondary leadership advancement. For this next blog in the ECMCF Fellow Feature series, we interviewed ECMCF Fellow Leisa Mathews who shared how her life experience drives her passion for creating opportunities for learners.

Tell us about your journey to the Fellowship.

Being from a very small town in Wyoming, I never thought that I could be a part of something so impactful.  I may have never applied for this Fellowship without the encouragement of Dr. Michelle Aldrich, the Wyoming State Director of Career & Technical Education and Perkins Funding.

We worked together when I worked as the Workforce Development Coordinator and Perkins Coordinator for Western Wyoming Community College. Dr. Aldrich was a great resource for me when I was completing the Comprehensive Local Needs Assessments (CLNA) and managing the Strengthening Career Technical Education for the 21st Century Act (Perkins V) Grant. After working together, she got to know me, and she suggested that I apply.

I’m here because I’ve seen the gaps in achievement and access through my work, and this Fellowship presented an opportunity to make a change. As a product of the system, as a mother, and as someone who has worked in both academics and the workforce, I know how to approach this work to serve those learners that fall through the cracks. 

What are the skills or areas where you’ve experienced the most growth in the program? 

My experience in the Fellowship is helping me change the culture of the workplace. Through networking with others in the Fellowship and attending the ECMC Convening, I’ve been able to listen and learn from others’ perspectives, and it helped me consider new ways to approach this work. Working with Perkins Grants, I recognized the gaps between groups of learners and the huge differences in representation. As a proud Asian woman, I can literally see myself represented in this data and understand the consequences when we don’t see or reach those small percentages of learners.

We have an influx of immigrant families entering this area, and high school counselors have difficulty going after them to let them know about the different career path options available. Without these relationships and awareness of their options, learners are missing out. I saw this play out with my own kids and witnessed how they had different opportunities offered to them; my younger daughter was in an energy academy program and due to that was encouraged to take dual and concurrent enrollment courses, but my other kids weren’t given that same support or options. Unless changes are made, this will continue to occur. Career counseling and the messages that our kids receive, whether implicit or explicit, can significantly impact their trajectories.

To be a change agent- I’m thinking about how we can implement changes that aren’t only addressing the problems, but that are also sustainable. This Fellowship is giving me the opportunity to learn so much more about how I can reach learners and leverage data to make sustainable change. 

Have you been tapped for new or more advanced roles within your organization as a result of your experience in the Fellowship? 

Since participating in the Fellowship, I have made career changes. While I am currently no longer in the field of education, I am fortunate enough that my employers in my current position, support my continued involvement and see the value in the Fellowship. I’ve been able to steer my organization to market new career opportunities for training for students. I want to visit the high schools and local technical schools to recruit students and emphasize the high-quality instruction and training programs that are available to them. As a small town, we’re invested in retaining talent, and this is an opportunity to reach students early and let them know about the great career options available to them.

I’ve been able to show that I have the confidence to approach these partners and find creative ways to engage our future workforce. After being in the Fellowship and learning about what folks are doing elsewhere, I started to ask, “Why can’t we do that here in our town?” and I’ve been able to make things happen. I recently received a shoutout at our company’s quarterly meeting for bringing innovative practices to connect young people to our work. I’m passionate about creating pathways for learners because they don’t currently exist outside of traditional academic programs. They need to know that these opportunities for continued education exist and that employers are excited to invest in them.

How has your experience in the fellowship helped you explore new spaces or positions in postsecondary state CTE leadership? 

I want to make a difference. Working at the state level, such as in the Wyoming Department of Education, would provide me with the resources and contacts to make a significant impact. My current organization is incredibly supportive of me being in the Fellowship and they share my passion for growing our community. My strengths lie in finding the right person or resource and positioning them to have the biggest reach for the community, whether it’s students or families.

How has the Fellowship expanded your network? 

I wish I’d known what I know now about analyzing data or about different templates that states are using for their CLNAs. The Fellowship is giving me the missing context for connecting all of these dots, and everything started clicking together in my head.  The ideas for change have always been a part of me, but I now have the network and resources to bring those ideas to reality. 

This national lens has been incredibly valuable, and certainly, the amount of knowledge at my disposal through the other Fellows isn’t something that you can get anywhere else.

If you have any questions, contact Leisa Mathews by email at leisa2you@msn.com     

Amy Hodge, Policy Associate

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Welcome Dr. Monique Faulkner as the new State Director of Career Technical and Adult Education for the US Virgin Islands!

May 24th, 2023

The US Virgin Islands (USVI) Department of Education has recently named Virgin Islands native Dr. Monique Faulkner as the State Director of Career Technical and Adult Education. The Department oversees the development and execution of Career, Technical and Adult Education programs in the Territory’s public education system, in alignment with the Strengthening Career Technical Education for the 21st Century Act (Perkins V) and the Adult Education Family and Literacy Act (AEFLA).

Monique discovered CTE like many do as a path to reskill after an economic shift. After the mortgage industry collapse in 2007, Monique was forced to redirect her career path from a financial-focused background as a Mortgage Residential Underwriter to education. Monique went back to school and earned a Bachelor of Science in Education.

While pursuing a master’s degree in Education Administration with a concentration in Adult Education, Monique accepted a position as a Program Manager at the USVI Department of Education’s State Office of Career, Technical & Adult Education. Monique shared, “It was [there] that my full passion emerged, as I began to see a vision for how the two programs certainly complemented each other and if integrated correctly, could change the lives of individuals (secondary students and adult learners).”

In order to increase her exposure and gain additional knowledge of Career and Technical Education (CTE) and Adult Education, Monique relocated to Georgia where she served as the Adult Education Dean at Atlanta Technical College. In this role, Monique gained hands-on experience with building sustainable programs that bridged learners from Adult Education into CTE pathways. In collaboration with the technical program deans, Monique created accelerated Career, Technical and Adult Education (CTAE) training programs for students, which focused on stackable credentialing. 

The experience Monique gained working directly with learners and educators fueled her passion for CTE and led to a federal position at the  U.S. Department of Education, Office of Career, Technical and Adult Education (OCTAE), while dually pursuing her doctorate in Education. Her dissertation, A Change Management Plan: Expanding the Knowledge of Adult Education to Improve Program Performance, incorporated the rigor of academics with the relevance of technical education.  

In her new role as the State Director of CTAE, Monique is excited about CTE’s ability to not only build real-world skills but to change the trajectory of one’s future: “I am passionate about CTE because CTE is shaping the future. It is the foundation on which the world stands, economies are sustained, crime and recidivism are reduced drastically and strong communities thrive.  CTE is the driving force behind business and industry and economically self-sufficient communities.  When all of the aforementioned happens in a community, businesses are attracted like a magnet, the economy begins to blossom and greater levels of self-sufficiency among adults in that community are attained.”

For the year ahead, Monique’s priorities for CTE systems in the USVI are to create stronger connections between state and local CTE leaders given the territory’s unique structure of one state education agency and just two local education agencies.  

Monique shared that the concentrated team efforts for the next year are:

  • Rolling out extensive training and professional development to increase awareness and understanding of CTE and how high-quality CTE can be delivered in the territory. 
  • Conversing with stakeholders and district-level staff and professionals to gain their feedback, perspective and insight about CTE and how their contributions are needed for continued growth.
  • Reviewing programs and curriculum to develop a cohesive integrated curriculum framework for the territory (inclusive of new program offerings which align with the demand pathways for each respective island and for the territory).

Another priority is changing the mindset around CTE from the “old voc-ed” mentality to a better understanding of the benefits of modern CTE with a culturally responsive lens. Due to the geographically separated nature of the islands, it can be challenging to share and spread information. Monique emphasizes that “The ability to change mindsets through informing and engaging adults of and in changes … requires a concerted, bottom-up effort that is deeply rooted in … the cultural norms of communication to gain a receptive and motivated audience that … can become an integral part of the change.”

A published poet and writer, outside of the office Monique also enjoys creating unique jewelry (“wrist candy”) and “delicious 100 percent natural juices.”

Welcome Monique to Advance CTE!

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Why CTE Without Borders?

May 22nd, 2023

Advance CTE’s new resource, the CTE Without Borders Policy Playbook, calls on leaders to truly meet the needs of learners by removing the geographic barriers that limit access and opportunities, particularly for learners in rural communities. This work is essential to ensure that each learner can access CTE without borders — one of the five principles of Advance CTE’s Without Limits: A Shared Vision for the Future of Career Technical Education. Policies and programs should enable, not limit, mobility and access. States should come together to develop and expand new models of collaboration by investing in expanded-access systems that allow access both within and across states.

The first release in the CTE Without Borders series highlights the importance of expanded access and introduces two of the six focus areas critical to expanding access to high-quality CTE and work-based learning: Aligning Partners, Values and Vision and Driving Decisions With Data.

State CTE leaders can learn how expanded access to high-quality CTE and work-based learning opportunities benefits learners, industry, institutions and state labor market demands; consider how to assess current CTE systems to actualize CTE without borders; and prepare their state for expanded access within and across states. 

This first release features promising state and local practices from across the country including California, Kansas, Tennessee, Utah and more; strategies to actualize each focus area; and resources to support state and local leaders in providing expanded access within and across states.

Visit the Learning that Works Resource Center to read the first two releases in the series and for additional resources to support CTE Without Borders.

Haley Wing, Senior Policy Associate

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Legislative Update: ED Proposes New Gainful Employment Rule While Debt Limit Impasse Continues

May 19th, 2023

This week top congressional leaders continued to try and find consensus on the need to raise the nation’s statutory borrowing authority, while lawmakers in the House examined recent congressional budget requests from the Biden administration for the U.S. Department of Education (ED). Elsewhere, ED has proposed new rules for certain postsecondary programs and new priorities for competitive grants for Career Technical Education (CTE). 

Debt Limit Deadline Nears 

For the last few weeks, congressional leaders and President Biden have been intensely debating whether and how to raise the nation’s statutory borrowing authority, known informally as the debt limit or debt ceiling. Current forecasts estimate that the federal government will breach this borrowing authority—which is intended to pay for debts Congress has already incurred—in early June. Failure to raise the debt limit would have catastrophic consequences for the nation’s economy. This week, lawmakers continued to meet and negotiate but have made little progress.

More recently, these discussions have been limited to senior staff representing the Biden administration and House Speaker Kevin McCarthy—a development that has been widely viewed to mean that these discussions are narrowing a potential set of issues that could compose a compromise. These issues reportedly include a number of Republican priorities including permitting reform, work requirements for social safety net programs and, of particular note for the CTE community, potential caps on the overall size of the federal budget for the next several years. As shared previously, House Republicans are insisting on concessions from Democrats on these topics in exchange for raising the debt limit. As of this writing, these discussions remain extremely fluid.

Advance CTE is closely monitoring this situation and related developments, particularly for the potential impacts it may have on CTE and the Carl D. Perkins Career and Technical Education Act as amended by the Strengthening Career and Technical Education for the 21st Century Act (Perkins V). 

Secretary Cardona Testifies in the House

On Tuesday, May 16, the House Education and Workforce Committee held a hearing examining the U.S. Department of Education’s (ED) federal fiscal year 2024 (FY24) budget request and related priorities. U.S. Secretary of Education Miguel Cardona testified before the panel regarding a wide range of topics including recently proposed Title IX rules, critical race theory, parent’s rights and many other hot-button education issues. While lawmakers on both sides of the aisle disagreed on many of these issues, the need to reform postsecondary financial aid policies– primarily by expanding federal Pell Grant eligibility for shorter-term, high-quality postsecondary CTE programs– was a rare area of agreement which was also echoed by Secretary Cardona. Advance CTE has also long championed legislation that would achieve this. 

During the hearing, Rep. Joe Courtney (D-CT) highlighted a recent visit he and Secretary Cardona made to a local CTE high school noting that “. . . they are turning away hundreds of kids who would love to take advantage of the benefit of career and technical education” due to a lack of capacity and related resources. Rep. Courtney highlighted the importance of formula funding for Perkins V, which he noted the administration has proposed to increase by $43 million in FY24. Despite this encouraging aspect of the President’s budget request, ED has also requested $200 million in funding for the creation of a new competitive grant program. Advance CTE and partners have previously shared concerns regarding this proposal, which ED estimates would only serve 32 programs in total, particularly given growing demand for CTE programs across the country. An archived webcast of the hearing, including opening statements, can be found here.

ED Outlines Priorities for Perkins I&M Grants

On Monday, ED published proposed priorities for Perkins V’s Innovation and Modernization (I&M) grant program. Last year, Congress provided an additional $25 million for Perkins V’s I&M account to advance innovative approaches to delivering CTE programs. The priorities proposed by the Department include career advisement and counseling, dual and concurrent enrollment, work-based learning and industry-recognized credentials. These priorities align with ED’s wider “Career Connected High Schools” initiative, which is conceived using these same priority areas. As mentioned elsewhere, ED has been seeking an additional $200 million for this initiative in the ongoing FY24 appropriations process. ED is inviting feedback on these priorities for the next 30 days. More information can be accessed here.

ED Proposes New Gainful Employment Rule 

Earlier today, ED proposed a new and highly-anticipated “gainful employment” (GE) rule as part of a wider package of other postsecondary regulations recently negotiated by the department and other stakeholders last year. The regulations would apply to certain postsecondary career education programs and determine their eligibility for federal student financial aid from Title IV of the Higher Education Act (HEA) based on programs meeting certain performance standards related to graduates’ earnings and ability to pay back student loans. Earlier iterations of this rule were first proposed by the Obama administration over a decade ago and finalized in 2014 which were later rescinded by the Trump administration a few years later after a series of legal challenges. 

This newly proposed GE rule would require certain postsecondary programs to demonstrate that at least half of their graduates earn higher wages than a typical high school graduate in their state within a three-year period. The rule would also apply a debt-to-earnings ratio, similar to previous versions of GE rules, which would require a graduate’s debt to amount to no more than eight percent of a graduate’s overall earnings and no more than 20 percent of their discretionary income. Programs would be evaluated using both of these performance measures and those that fail to meet these thresholds twice within three years, would lose access to federal student aid funding derived from HEA. Based on this current timeline, ED is likely to promulgate a final GE rule by November 1, 2023, which could take effect July 1, 2024.

In addition, ED is also proposing supplementary data collections from all postsecondary institutions and programs, including those not covered by GE, to develop a new website providing learners and families with more information regarding these programs. This proposal is related to a recent request for information from ED earlier this year regarding the potential creation of a list of “low financial value” postsecondary programs. The regulatory package also includes changes to existing ability-to-benefit rules, which govern how learners without a high school diploma can qualify for federal student aid as they pursue postsecondary education. Currently, this rules package is open for public review and feedback until June 20, 2023. 

Steve Voytek, Policy Advisor 

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Welcome Kyllie Freeman as the new State CTE Director in Connecticut!

May 17th, 2023

The Connecticut State Department of Education has named Kyllie Freeman as the State Director of Career Technical Education. The Department oversees all secondary and postsecondary Career Technical Education (CTE) programs as well as CTE for justice-connected individuals and youth and pre-apprenticeship programs.

Kyllie discovered her passion for CTE in the classroom as a culinary instructor of 15 years and fondly recalls seeing her high school learners’ “faces [light up] when they made something” as they gained valuable skills in her classes. “Some [learners] hadn’t even washed a dish before.”

Originally a nutritionist major in college, Kyllie switched to culinary arts to continue a career connected to food and nutrition without the intense focus on math and science. During her teaching tenure, Kyllie worked on her district’s grant for the Strengthening Career Technical Education for the 21st Century Act (Perkins V) which led to her taking a Perkins Grant Manager role at the state level. Kyllie oversaw the Hospitality and Tourism and the Information Technology, Education and Training Clusters®, explaining “I wanted to keep supporting Perkins but in a different role. ”

In her new role as State Director, Kyllie is excited to increase partnerships, aligning school districts, community colleges and industry partners to increase accessibility to high-quality CTE and success for learners across Connecticut.

In the year ahead, Kyllie is focused on supporting districts by remapping CTE School Courses for the Exchange of Data (SCED) codes to better align with the National Career Clusters Framework®, giving districts more flexibility in how they award credit. Kyllie is excited to offer technical assistance to district administrators to facilitate this process.

Kyllie is also focused on helping learners know more about the college and career opportunities available to them through CTE. She plans to accomplish this by better aligning course selection with learner interests. Kyllie will also support learners by updating the Student Success Plan and embedding CTE into the plan for better alignment with the opportunities available to learners.

One of the biggest challenges for CTE in Connecticut, teacher recruitment and retention, is not unique to the state; it is a national issue. The availability of qualified teachers in a particular pathway dictates where certain courses can be offered, thereby limiting course offerings for learners where teachers are in short supply.

In addition to addressing the top challenge of CTE instructor recruitment and retention, an issue facing CTE programs nationwide, Kyllie would also like to help change the perception of who should be participating in CTE. This shift would raise awareness that learners should be focused on college and career readiness, not just readiness for college. “CTE is huge and so many [skills] are transferrable.”

Coming from a long line of restaurant owners, Kyllie loves cooking outside of her State Director role. While she will “cook anything,” Kyllie enjoys cooking Italian food the most. Outside of the kitchen, Kyllie enjoys kayaking.

Welcome Kyllie to Advance CTE!

Jodi Langellotti, Communications Associate

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Advancing Equity in CTE: A Review on the Current State of CTE Leadership Programs and Diversification Efforts

May 16th, 2023

This is the second in a series of four blogs about the Postsecondary State Career Technical Education Leaders Fellowship at Advance CTE – Sponsored by ECMC Foundation and offers a review of several states’ Career Technical Education (CTE) leadership training initiatives and current efforts to diversify the pool of qualified candidates, specific to racial diversity. 

In the first blog of this series, Advancing Equity in CTE: Making the Case for Diverse Leadership Pipelines in Career Technical Education, we shared data that highlighted the increase of diversity of learners in CTE programs and in comparison, the reality that state CTE leadership has remained mostly White, with approximately 13 percent of State CTE Directors identifying as non-White. As we seek to achieve a more demographically representative state CTE leadership, as called for in Without Limits: A Shared Vision for the Future of Career Technical Education (CTE Without Limits), this blog reviews the state of the CTE leadership pipeline in three states – Pennsylvania, Texas and Ohio. These states can both serve as exemplars and a starting point to evaluate the needs of state CTE systems to create more robust and diverse talent pipelines. 

Overview

The current state of CTE leadership training programs vary based on state requirements to become a CTE administrator and how states and organizations without certification or licensure requirements decide to offer training opportunities. As of 2017 only 16 states require CTE administrators to attain a certification or licensure to teach at the secondary level.  In the postsecondary space, the number of institutions of higher learning offering coursework specific to administrating and leading a CTE program are consistently declining; just nine states offer formal preparation programs 1. Administrative training for CTE is increasingly being offered in the form of mentorship programs, contracted hybrid virtual training typically modules, conference workshops or training academies offered by state CTE agencies and CTE affiliated organizations. 

Pennsylvania

The state offers leadership training through centers supported by the Pennsylvania Department of Education (PDE) at three sites, the state’s eastern site is located at Temple University, the central site is located at Penn State University and the western site is located at Indiana University of Pennsylvania. The programs offer a CTE Director’s Certificate for grades 7-12 which can be completed in two years and a Master of Education degree option in a virtual setting with a window of completion of two to three years. Additional or alternative training in the form of mentorship programs and conference workshops is also available through the Pennsylvania Department of Education Bureau of Career and Technical Education (BCTE) and the Pennsylvania Association for Career and Technical Administrators (PACTA). These efforts are bolstered by the requirement as mandated by the Pennsylvania Legislature and facilitated through the PA Inspired Leadership (PIL) Program for a CTE administrator to complete a certification process, Praxis Series School Leaders Licensure Assessment. A recent effort to establish CTE leadership standards is the development of a set of knowledge and skill core competencies (KSCC) resulting from the triangulated research conducted at Penn State University 2. The core competencies addressed are:

  • Workforce Education Management
  • Curriculum and Instructional Leadership in Workforce Education
  • Fiscal and Facilities Management
  • Ethical Issues in Workforce Education
  • Administering Personnel Services
  • History and Philosophy of Workforce Education
  • The Law and Education

To date, the PDE has requested alignment between the research-developed KSCCs and the CTE Director Certificate offered in Pennsylvania. 

Texas

Secondary CTE administrator training in Texas is offered by the Texas Education Agency (TEA) and the Career & Technical Association of Texas (CTAT). The New CTE Administrator and Counselor Sessions, professional training modules provided to local education agencies by the TEA at no cost, focuses on preparing administrators to develop CTE systems aligned to the state’s college, career and military readiness (CCMR) standards ensuring access and equity in CTE programming. The NextGen Administrators, training designed for mid-level administrators such as CTE coordinators, specialists and instructional coaches with less than five years of experience, is a virtual option offered by CTAT with aspiring leaders meeting on a monthly basis for 13 months. The program explicitly lists as session topics Terminology and Best Practices in Cultural Diversity and Differentiated Instruction for Special Populations. The state agency no cost training was provided through the use of the state’s Carl D. Perkins Act leadership funds. 

Ohio

The Ohio Association for Career and Technical Education supports CTE administrators for secondary and postsecondary leadership through the Byrl R. Shoemaker CTE Institute. A one-year hybrid program which includes beginning and ending with a legislative seminar, site visits to secondary LEAs and local higher education institutions, conference attendance, networking opportunities with local and state leaders and the completion of a team project.  

Diversification of the CTE Talent Pipeline

While the states reviewed do not specifically outline a process to recruit diverse aspiring CTE administrators, leadership pipeline training opportunities are accessible and prominently featured on state and CTE support organizations’ websites. As identified in the first blog of this series and in alignment with CTE Without Limits Principle 2, the nation’s rapidly changing demographics create a sense of urgency related to the intentional recruitment of diverse leaders into the currently limited administrator pipelines available to CTE professionals. 

In the next blog in this series, we will explore how state CTE leaders can (and why they should) lead with an equity lens. To learn more about the need for equity in CTE, visit Making Good on the Promise: Understanding the Equity Challenge in CTE in the Advance CTE Resource Center.

Dr. Kevin Johnson, Sr., Senior Advisor

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