UpSkill America, part of the Aspen Institute’s Economic Opportunities Program, recently released its Upskilling Playbook. This document highlights promising practices and examples of employer upskilling strategies, and offers guidance on how other employers can implement these practices. Through upskilling, an employer can invest in the long-term competitiveness and success by encouraging existing employees to gain new skills and advance through a company. Research shows that upskilling can help company bottom lines, and increase employee retention, as most employees expect some version of upskilling as a benefit of employment.
The playbook offers several models for companies to adopt, including apprenticeship, pre-employment training, as well as providing support and incentives for completion of certifications and postsecondary degrees. One example cited is Amazon’s Career Choice Program, which will pre-pay 95% of tuition and fees for an employee to earn a certificate or associate degree in a high-demand occupation.
Even companies who already provide tuition assistance may not be fully realizing the potential of upskilling, according to recent research carried about by UpSkill America. Many companies see these benefits merely as recruitment tools when looking for new hires. The playbook argues that companies should imbed upskilling as a cornerstone of company culture.
Report Explores Effective Teacher Professional Development Models
A new report from the Learning Policy Institute (LPI) explores the question of effective professional development for teachers through a review of 35 methodologically rigorous studies that have demonstrated a positive link between teacher professional development, teaching practices, and student outcomes. Their research found that effective professional development, including professional learning communities, incorporates the following elements:
- Is content focused
- Incorporates active learning
- Supports collaboration
- Uses models of effective practice
- Provides coaching and expert support
- Offers feedback and reflection
- Is of sustained duration
Unfortunately, realities within institutions can hinder effective professional development, including insufficient resources (in both time and funding), as well as a poor school climate. LPI recommends evaluating the use and time of school schedules to create more opportunities for professional learning, as well as regularly conducting needs assessments and gathering feedback from educators to determine the areas of highest need for professional learning.
Odds and Ends
The American Youth Policy Forum (AYPF) has been creating and compiling resources related to foster, juvenile justice and crossover youth. Included in those resources are several recorded webinars detailing promising practices in providing career pathways for systems-involved youth. While there are many challenges and barriers to success for these youth and the organizations devoted to helping them, several institutions have uncovered some promising strategies worth exploring further.
The National Coalition for Women and Girls in Education (NCWGE) recently released a report about the history and progress of Title IX, which prohibits sex-based discrimination in federally funded education programs. While the report covers many topics, there is an entire section devoted to gender disparities Career Technical Education (CTE). The report finds that though progress has been made in CTE, large gaps remain, and there is certainly more work to be done.
Two publications have recently ranked institutions that effectively fight the nation’s skills gap. The first, from The New York Times, describes seven postsecondary institutions that take innovative approaches to supporting students through completion. The second, from Forbes, ranks two-year institutions based on the same “return on investment” focus of their rankings of four-year institutions.
Ashleigh McFadden, State Policy Manager
Tags: CTE teachers, juvenile justice, professional development, skills gap, Title IX, upskilling