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ECMCF Fellow Feature: Dominique Footes

Monday, June 5th, 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 Dominique Footes (MD) who is passionate about elevating CTE and using data to advance equity for every learner.

Tell me more about your journey to the Fellowship.

I was drawn to the Fellowship’s focus on using data as a tool to advocate for equity, and I had previously worked with Dr. Kevin Johnson through the Association of Career and Technical Education’s (ACTE) Inclusion, Access, Equity and Diversity Mentorship program, so I was confident that the professional development through this experience would be rigorous. He’s the type of mentor that will encourage and push you to analyze DEI issues on a deeper level and asks questions that you’ve never considered before. I knew that I was up to the challenge, and I knew that this would be an incredible opportunity for growth.

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

I’ve noticed a change in my confidence and the way that I communicate. Fellowships can be intimidating, from the expert speakers to the caliber of my fellow cohort members and having the confidence to navigate these spaces is a huge success. I know that my experience as a practitioner is valuable, and now I have more confidence to ask questions to translate what might be happening in another state to apply it to our own context in Maryland. Engaging with speakers has been the highlight of this experience for me.

Engaging with other Fellows has been great. I’ve been able to learn more about how others have leveraged DEI in their work and applied similar approaches to conversations I am having with my organization’s leadership. My program is centered around career development for minority students and I’ve had the confidence to pose challenging questions that they’ve been very receptive to.

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

The topics we’ve explored in the Fellowship are timely with my current projects as a Special Programs Administrator. We’re looking to engage more minorities in STEM spaces and have the knowledge of how to approach this work with fidelity.

I have a lot of experience working with students. When I combine this experience with the postsecondary knowledge that I’m gaining through the Fellowship, I’ve seen that my colleagues are more willing to listen to the needs of students to support their career development experiences. I am able to speak directly about the process for re-engaging them post-COVID and what we need to do to equip them to return to the classroom.

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

My conversations and relationship with my mentor have been really valuable in helping me realize the professional opportunities that exist to support postsecondary work. Initially, I wasn’t sure of the direction I wanted to go in, but learning more about organizations that do work externally to support postsecondary programs and elevate their work with students has been really rewarding.

I’m grateful for this thought partnership, and I’ve been able to reflect on how I can continue to build a strong foundation to do meaningful work.

I feel like we’ve reached a point where we have to start looking at CTE as a starting point rather than a stop. This is a huge part of the work that I’m doing and I want to ensure that I am highlighting these programs for students so that they understand that they can access them wherever they are in their journey.

Academic exploration needs to go hand-in-hand with skills training and we need to consider how we’re reflecting this in the marketing of these programs. This work is done through advocacy and increasing awareness of what CTE is. For example, students may not understand that STEM programs fall under CTE. They need to know about all the different pathways and the spectrum within these programs for upskilling.

Tell us more about your Real-World Project which focuses on using data to provide more supportive programming for women entering STEM industry programs.

I know that engaging women in these spaces is really important and there is definitely a need to increase the number of young women in STEM programs. This issue became more urgent after the pandemic because of the disproportionate burden that was placed on women. There is acknowledgment across the STEM field and a desire to see women succeed but we need to understand the best way to support them.

My project evaluates the tools that we’re providing learners to understand the impact on their persistence in and completion of their programs. We also want to understand how they’re being prepared to transition into the workforce. I saw an opportunity to leverage and organize the data we’ve collected on women participating in CTE. I am developing a tool that aggregates the available data to develop a program that targets the specific challenges women in STEM programs are encountering.

Making sure the student is self-sufficient when they leave us and have the necessary language and tools to succeed in these industries and hopefully turn around and uplift that next group is important.

If you have any questions, contact Dominique Footes by email at [email protected]

Amy Hodge, Policy Associate

By Jodi Langellotti in Achieving Equitable and Inclusive CTE
Tags: CTE Leadership, Leadership Pipeline, Maryland, postsecondary cte, STEM education

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

Tuesday, 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.

Read the full blog series

Blog 1: Advancing Equity in CTE: Making the Case for Diverse Leadership Pipelines in Career Technical Education

Blog 3: Advancing Equity in CTE: The Equity-Minded Leadership Framework

Blog 4: Advancing Equity in CTE: Administrative Policy Review – An Assessment of Equitable Practices

Dr. Kevin Johnson, Sr., Senior Advisor

By Jodi Langellotti in Achieving Equitable and Inclusive CTE, Advancing Equity in CTE
Tags: Access and Equity, Administrator Pipeline, CTE Leadership, Ohio, Pennsylvania, postsecondary cte, professional development, PSCTE Fellowship, texas

Research Round-up: New Reports on Work-Based Learning Address Impacts for Learners and Institutions

Tuesday, December 6th, 2022

Advance CTE’s “Research Round-Up” blog series features summaries of relevant research reports and studies to elevate evidence-backed Career Technical Educational (CTE) policies and practices and topics related to college and career readiness. This month’s focus supports a vision for the future of CTE where statewide systems and institutions effectively support each learner to earn credentials that are counted, valued, and portable.

Two recent reports from JFF and New America highlight the benefits of different workforce development programs; apprenticeships and work-based learning (WBL), and the opportunity to increase equitable access to these programs for every learner.

Addressing disparities in apprenticeship participation may fast-track non-traditional learners into living wage jobs.

JFF’s Center for Apprenticeship & Work-Based Learning published a report analyzing young people’s apprenticeship participation through an equity lens. The Current State of Diversity and Equity in U.S. Apprenticeships for Young People utilizes data from the U.S. Department of Labor’s Registered Apprenticeship Partners Information Database System to analyze youth apprenticeship participation from fiscal years 2010-2020.

This report showed that, in total, 389,8860 young people (ages 16-24) started a Registered Apprenticeship program between 2010-2020. This rate outpaced overall youth employment.
The average exit wage of $30 per hour for young people completing apprenticeships is much higher than the median wages among all young people, which suggests that work-based learning facilitates movement into well-paid jobs.
The data demonstrate that learners participating in apprenticeships are more likely to be white than non-white (63 percent compared to 35 percent) and more likely to be male.

Average Hourly Exit Wage by Gender and Race/ Ethnicity for All Youth Participants in Apprenticeships, FY 2010-2020

This report identified “occupational segregation” as the explanation for the drastic differences in exit wages across lines of race and gender. For example, the data showed that the top occupation for female learners, pharmacy technician, paid $12 per hour compared with $26 per hour for the top male occupation of electrician. Similarly, these findings suggest that Black apprentices’ average exit wage of $23 (compared to $32 for Hispanic workers and $30 for white workers) is likely attributable to the large share of Black apprentices participating in heavy trucking and tractor-trailer programs, which paid $18 in exit wages.
This report noted the shared benefits of increasing equitable access to workforce training programs: “When employers tap into a broader swath of talent, they often see a positive return on investment via healthier bottom lines and greater innovation, thanks to the wide range of backgrounds and experiences these apprentices bring to the job.”

Paid, postsecondary work-based learning pilot programs may be an effective tool for improving learner retention.

New America recently published case studies of postsecondary institutions that have piloted paid work-based learning programs. This report, “What Everyone Should Know about Designing Equity-Minded Paid Work-Based Learning Opportunities for College Students” highlights the findings from case studies of emerging paid WBL program models across the country to understand the motivation, goals, and design of paid WBL opportunities available at two-year colleges. The findings include implications for state policymakers and college stakeholders in career services, academic advising, and workforce development.

Paid WBL programs appear to correlate with improved learner retention strategy. Learners appear to value and engage more in paid WBL opportunities on campus or in the local community since transportation was previously an obstacle.
Institutions featured in these case studies funded paid WBL programs through multiple sources, from Higher Education Emergency Relief Funds (HEERF), Pell grants to supplement student employment, and internal funding sources from the institution’s general operating budget.

While the learner populations across these reports vary, common themes can be drawn from the key findings of these two reports:

Workforce programs benefit participants by increasing earnings and providing opportunities to gain in-demand skills, and in turn, these benefits are also enjoyed by adjacent stakeholders, including employers and postsecondary institutions.
Understanding learner barriers can create more equitable access for underrepresented learners in these programs.
- Braiding funding sources can allow states to design more equitable programs and supports that facilitate young adults’ transition into competitive wage jobs.
States and postsecondary institutions still need support in collecting data on longitudinal workforce outcomes for those who complete work-based learning and apprenticeship programs.

Additional Resources

Amy Hodge, Policy Associate

By Stacy Whitehouse in Research
Tags: Access and Equity, apprenticeship, postsecondary cte, work-based learning, workforce development

Legislative Update: Congress in Recess Through the Midterms

Friday, October 28th, 2022

The last two weeks, lawmakers in Congress have remained in recess ahead of the upcoming midterm elections set to take place November 8. Meanwhile, the U.S. Department of Education (ED) released new CTE data while the agency finalized new rules for postsecondary education.

Congress Focuses on Midterms, Will Return Next Month

Both the Senate and House are currently only holding pro forma sessions until after the fast-approaching midterm elections take place on November 8. Lawmakers will return to Washington, D.C. to resume debate regarding the federal fiscal year 2023 (FY23) appropriations process and other year-end priorities on November 14 as part of the “lame duck” session of the current 117th Congress. Advance CTE expects this year-end session to continue until December 16 when temporary federal funding legislation is scheduled to expire and could extend as far as December 24 before adjourning.

ED Releases New CAR Report Data

This week the U.S. Department of Education’s Office of Career, Technical, and Adult Education (OCTAE) published performance and enrollment data from states’ Consolidated Annual Report (CAR) submissions as part of the Carl D. Perkins Career and Technical Education Act (Perkins V). These data reflect learner performance during the 2020-21 program year and represents the first year that state performance data has been published under Perkins V since its reauthorization in 2018. Notably, these data make use of Perkins V’s new concentrator and participant definitions and also include new secondary CTE program quality indicators introduced by the legislation among several other changes.

The data indicate a slight uptick in CTE enrollments, with 12 million CTE participants across the nation, including 8.3 million at the secondary level and 3.5 million at the postsecondary level. In addition, CTE concentrators had a graduation rate of 96 percent– substantially higher than the national average for all learners . The full set of data can be found here. Advance CTE is continuing to analyze and evaluate these data for other important trends and findings and will share those with the broader CTE community in the future.

ED Publishes New Postsecondary Rules

Yesterday, the U.S. Department of Education finalized a new set of postsecondary rules intended to restrict proprietary school access to federal student aid and expand access to these funds for incarcerated learners. This final set of regulations was developed as part of a negotiated rulemaking panel tasked with finding consensus on these and several other issues of importance to postsecondary education. The first regulation– known informally as the 90/10 rule–stipulates that for-profit institutions cannot derive more than 90 percent of their revenue from federal sources. This new rule further limits what funding “counts” towards this calculation. The second rule focuses on whether and how for-profit institutions can convert to nonprofit status (known as change in ownership). The third and final major component of this rules package expands Pell grant program eligibility to include justice-connected learners.

These new regulatory changes are set to go into effect July 2023. The full announcement can be found here.

Nation’s Report Card Shows National Drop in Academic Achievement

On Monday, October 24, the U.S. Department of Education’s National Center for Education Statistics (NCES) published results from the National Assessment of Education Progress (NAEP). Known informally as the nation’s report card, the NAEP is a nationally representative assessment that measures learner academic achievement in grades 4 and 8 in core academic subjects such as reading, math, science and other fields of study. The results released this week illustrate troubling trends in learner scores in math and reading between 2019 and 2022, with the majority of states reporting a decline in learner achievement in these subject areas for learners at both grade levels and across socio-economic and other learner subpopulations.

Reacting to the NAEP results, U.S. Secretary of Education Miguel Cardona said, in part, “The results released today from the National Assessment of Educational Progress are appalling, unacceptable, and a reminder of the impact that this pandemic has had on our learners. The data also represent a call to action for the important work we must do now for our students—especially those who have suffered the most during the pandemic.”

Department of Energy Unveils School Infrastructure Grants

On Wednesday, October 26, the U.S. Department of Energy (DOE) announced $80 million in new funding availability to support K-12 schools in making needed infrastructure upgrades and related improvements. The funding was authorized as part of last year’s American Rescue Plan which authorized a “Renew America’s Schools” program and allotted $500 million for similar activities. K-12 schools, charter school boards and local education agencies can all apply for this first tranche of funding ahead of a January 2023 application deadline. More information on the program can be found here.

Steve Voytek, Policy Advisor

By Stacy Whitehouse in Public Policy
Tags: CAR data, Department of Education, Infrastructure, NAEP, pell grants, postsecondary cte

2022 Advance Fall Meeting Recap – Forward Together: Supporting Every Learner

Friday, October 28th, 2022

Advance CTE’s 2022 Fall Meeting, held last week, included five breakout sessions that equipped state leaders to support every learner in CTE by tailoring support to meet unique and intersecting learner population needs.

Keep reading for key takeaways and resources from each session shared by state CTE leaders and our Advance CTE-ECMC Fellows!

Serving Middle Grades Learners through Career Supports

Career advising and development supports geared towards middle grades learners to improve access and achieve high-quality and equitable secondary CTE programs prove to be an early opportunity to develop an occupational identity and better build social capital. Ohio discussed the policy structures the state has put into place to support learners in CTE programs before they enter high school, including funding mechanisms and alignment of middle grades programs of study. Michigan Advance CTE-ECMC Fellow Tony Warren shared how states and regions can broaden a middle schoolers mindset by focusing on the challenge they want to solve and helping develop a pathway to achieve a goal centered on their intrinsic motivations. Fellow Donald Walker provided local examples of carrying out state policy and practice at the Detroit School of the Arts showcased how one school is putting state policy into practice and action.

Supporting CTE Learners in Rural Communities

Representatives from Montana and California shed light on the challenges and opportunities faced by CTE students who reside in rural areas of the United States. With a majority of Montana (46 out of 56 counties) being part of the frontier, the state has implemented the Hub & Spoke model for several programs. One such example is healthcare, which enabled a main campus to establish a healthcare program, complemented by satellite campuses through partnerships with local secondary and post-secondary institutions that offer limited services distributed across the other counties.

Fellow Jean Claude Mbomeda shared California’s approach for reviewing disaggregated data to identify gaps in CTE programs in rural communities colleges in California, which was discussed as a necessary first step to unearth opportunities and develop supports for learners.

Ensuring the Basic Needs of Postsecondary and Adult Learners are Met

An education consultant and a state leader from Wisconsin provided an overview of programs that support learners basic needs, while elevating that many programs still create barriers for learners to complete credentials. Immediate next steps that were shared included making integrated benefits applications for federal assistance programs available online and inviting benefits coordinators to provide services on campus. Wisconsin highlighted their steps to create affinity groups with faculty and staff, with Dr. Colleen McCabe stating “To understand the effects of poverty, you have to explore learners’ multiple identities.”

Maximizing the CTE Experience for Learners with Disabilities

Maryland and Nebraska equipped attendees with state-level strategies to leverage Perkins state plans, the Comprehensive Local Needs Assessment (CLNA) and interagency partnerships to provide sustainable support to learners with disabilities. With one in four Americans identifying as having a disability, discussions centered on viewing disability as a spectrum, both visible and hidden, and centering learners as people rather than just a population. Maryland shared practices for empowering local leaders to identify and act on opportunity gaps for learners with disabilities through and the CLNA. Nebraska emphasized the importance of developing consistent cross-agency routines, and highlighted their recent achievement of a tri-agency conference across, CTE, vocational rehabilitation and special education.

Equitably Serving CTE Learners in Correctional Education

With more than 30,000 youth being incarcerated in the United States each year in the juvenile justice system, Texas joined by Advance CTE-ECMC Fellows Richard Crosby and Janelle Washington discussed the differences in secondary and postsecondary CTE programs, as well as some of the intricacies of carceral justice-connected program designs. Texas highlighted barriers for this learner populations, including unfair placement testing that occurs days after sentencing and the availability of CTE programs that will not incentivize recidivism. The panelists shared that establishing meaningful and collaborative partnerships with correctional agencies and state CTE departments are paramount to creating better and more equitable programming opportunities for carceral students.

Here are additional resources to support every learner in CTE:

Nithya Govindasamy, Senior Advisor

By Stacy Whitehouse in Resources
Tags: Adult Learners, California, Correctional Education, CTE Fall Meeting, Maryland, Michigan, Middle Grades CTE, Montana, Nebraska, Ohio, postsecondary cte, Rural CTE, students with disabilities, texas, wisconsin

Welcome Jon Wickert as the New State CTE Director in Delaware!

Monday, September 19th, 2022

The Delaware Department of Education recently named Jon Wickert as its new Director, Career and Technical Education (CTE) and Science, Technology, Engineering, and Mathematics (STEM) Initiatives. His path to state CTE leadership reflects the power of career exploration and social capital that will sustain ‘The First State’s’ strong record of innovation and transformation of CTE systems.

Jon’s wide-ranging career began working with justice-connected youth in outdoor programs for the Maryland Forest Service. After a year in procurement in the nuclear power industry, he pursued his passion for ecotourism and water-based recreation by launching and operating a kayaking business. However, Jon missed working with learners and returned to the classroom as a high school social studies teacher. This led to his introduction to CTE through his support of Career Technical Student Organization (CTSO) competitions, volunteerism with Junior Achievement of Delaware, and supporting professional learning communities that allowed him to reconnect with his knowledge of natural systems and entrepreneurship.

Jon’s desire to expand his impact led him to the Delaware State Park System, where he led public and private programs, nature centers and exhibits, the visitor and customer experiences. strategy. During this time, he remained connected to CTE through curriculum review and STEM program development. He joined the Delaware CTE team three years ago where he led postsecondary system development, work-based learning, and registered apprenticeship initiatives.

Jon has been a very active member of Advance CTE prior to his promotion to State Director, participating in the Postsecondary Data Initiative, contributing to Advance CTE’s research on area technical centers and developing an environmental literacy framework through the Bay Watershed Education Training (BWET) initiative. He emphasized the immense value of Advance CTE’s support in helping him to “connect the dots” in his work and connect to leaders in other states.

Jon is most enthusiastic about continuing current work to equitably update the statewide programs of study, which will focus on centering program requirements with labor market information and wage data, identifying metrics for credential recognition and alignment course mapping with Advanced Placement, dual enrollment courses, and other early postsecondary opportunities. Not surprisingly, Jon’s list of other priorities was quite extensive – internal role realignment, middle grade CTE standard development and a statewide framework for Credit for Prior Learning, among others- , and his enthusiasm for all of them is apparent. Jon is committed to ensuring each Delawean has access to high quality education that centers individual identity within a recession-resistant career, is efficient and affordable, and results in a wealth-generating wage.

Jon encourages fellow new State Directors to be patient with themselves, especially with new work, and use it as an opportunity to facilitate collaboration: “You don’t need to have the answer right now. Start slowly so you can go faster later — this is an opportunity for more voices to be heard.”

Jon earned a Doctorate of Education in curriculum, instruction and assessment from Walden University. He earned both a master’s degree in education and a bachelor’s degree in social science and secondary education from Frostburg University. Jon and his wife, Sinead, have a 10 year old son named Sean. They love hiking, camping, kayaking, and enjoying the outdoors as much as possible. Please join us in welcoming Jon to Advance CTE!

Stacy Whitehouse, Senior Associate Communications and State Engagement

By Stacy Whitehouse in Advance CTE State Director
Tags: Advance CTE State Director, Area Technical Centers, Credit for Prior Learning, Delaware, Early Postsecondary Opportunities, Equity and Access, Middle Grades CTE, postsecondary cte

Getting to Know the Advance CTE – ECMCF Fellows

Thursday, December 16th, 2021

In November, Advance CTE and ECMC Foundation announced the inaugural 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 which emphasizes the Fellowship’s goal of intentionally building a postsecondary leadership pipeline for underserved populations in CTE that closes racial representation gaps and removes equity barriers to postsecondary leadership advancement.

Over the next few months, this blog series will introduce each Fellow who represents 12 states and are 13 professionals of color.

Carlos Lopez (Colorado) has over a decade of experience as an instructor, program coordinator and academic advisor at secondary and postsecondary institutions focused on historically marginalized learners. Carlos currently serves as the Associate Dean for the College of Health Sciences and Administration at Emily Griffith Technical College. They earned a bachelor’s degree in Psychology from Metropolitan State University of Denver and master’s degrees in Liberal Arts and Education Leadership and Policy Studies, Higher Education from St. John’s College – Santa Fe and University of Texas – San Antonio, respectively.

Curtis Scales (Arkansas) began his career in management training in the healthcare industry and translated his passion for wellness and supporting underserved populations into a career in education. He currently serves as the Program Manager for Special Populations at the Arkansas Department of Education. He earned a bachelor’s degree in Recreation Administration from the University of Arkansas, and master’s degrees in Management and Leadership and Human Resource Management from Webster University.

Dr. Dimitria Harding (Minnesota) has over 15 years of experience in the CTE field working as a cytotechnologist before pursuing a career in higher education. Dr. Harding currently serves as a Dean of Health Sciences and Career and Technical Education at Minnesota State College. She received a bachelor’s degree in Health Science and a master’s degree in Community Health from Old Dominion University, and a doctorate in Organizational Leadership.

Click here to learn more about the Fellowship and each Fellow.

Brittany Cannady, Senior Associate Digital Media

By admin in Uncategorized
Tags: Arkansas, Colorado, CTE Leadership, Minnesota, postsecondary cte, PSCTE Fellowship

Getting to Know CTE in Michigan

Thursday, September 23rd, 2021

The “Getting to Know” blog series will feature the work of State CTE Directors, state and federal policies, innovative programs and new initiatives from the Advance CTE staff. Learn more about each one of these topics and the unique contributions to advancing Career Technical Education (CTE) that Advance CTE’s members work on every day.

Meet CTE in Michigan!
The Michigan Department of Education – Office of Career and Technical Education (MDE-OCTE) works closely with regional CTE administrators to provide support and technical assistance to implement and improve current operating CTE programs, as well as to support the development of new CTE programs. CTE Secondary Programs are intentionally structured into 27 Perkins regions and 53 Career and Education Planning Districts. This regional structure provides access to state-approved CTE programs for students throughout the state of Michigan. Programs for secondary students are available through area career centers, intermediate school districts, public school academies, and local education agencies.

Postsecondary CTE Programs in Michigan are structured into 28 community colleges, three postsecondary associate-degree-granting institutions, and one Tribal College. The Michigan Department of Labor and Economic Opportunity, Workforce Development (LEO-WD) works in close collaboration with the MDE-OCTE to implement postsecondary CTE programs.

Q: What are a few ways Michigan uses learner data to inform policy and practice?

A: Michigan uses learner data to help Perkins subrecipients prioritize use of their Perkins funds through the Comprehensive Local Needs Assessment. Data on student enrollment and completion by CIP Code, race, gender and special populations are compared to labor market information and other data to identify areas of need. At the state level, learner data helps to identify professional development needs and are used in evaluation of Perkins grant applications to ensure that Perkins-funded activities align with areas of greatest need. Michigan also utilizes learner data to assess equity and access in CTE.

Q: What partnerships within your state have been most impactful in developing your data ecosystem?

A: MDE-OCTE partners with other state agencies, as well as with university researchers, to create data reports that inform policy, promote program improvement and support effective program evaluation. A major partner is the Center for Educational Performance and Information (CEPI). CEPI is responsible for collecting, managing, and reporting K-12 and postsecondary education data in Michigan. MDE-OCTE links CTE data to other K-12 and postsecondary data to compare CTE students to all students and to evaluate post-high school outcomes. CEPI produces data reports based on linked secondary, postsecondary and wage record data. These reports are available on Michigan’s student data portal www.MISchoolData.org.

See for example: Median Annual Wages by Educational Attainment and High School CTE Status2, https://www.mischooldata.org/high-school-cte-status-by-educational-attainment/ and https://www.mischooldata.org/cte-programs-offered/.

MDE-OCTE also partners with the Department of Labor and Economic Opportunity – Workforce Development which oversees postsecondary CTE programs and collaborates on CTE reporting.

MDE-OCTE partners with the University of Michigan Youth Policy Lab (YPL) on collaborative projects to better understand CTE in Michigan. YPL is currently working with MDE-OCTE to describe CTE delivery models in Michigan and develop a picture of access to CTE throughout the state. Other projects have included examination of CTE in Michigan for students with disabilities, and access to CTE in Michigan by race and gender.

Additionally, MDE-OCTE is a member of the Career & Technical Education Policy Exchange (CTEx)–a multi-state policy lab dedicated to improving the quality of high school career and technical education (CTE) programs. CTEx has provided MDE-OCTE with valuable data-based insights and improved the department’s ability to collect data of value to districts and policymakers. MDE-OCTE’s research partnerships extend the department’s data analysis capacity and support work such as analyses for the Perkins State Plan.

Q: What challenges and opportunities are there for data sharing between the state and local levels?

A: The greatest challenges to sharing data for program evaluation and decision making are handling small cell sizes and accessing and linking to employment data. In order to protect student privacy, cells with fewer than 10 students are suppressed. This makes it difficult to analyze data for small groups of students such as by race or special populations, or at the program level. This can be overcome by summarizing data over multiple years, but this could mask changes over time. Legal and policy limitations on the use of employment data and logistical challenges in linking education and employment data prevent many states, including Michigan, from fully utilizing employment data to evaluate educational outcomes, including outcomes of CTE.

Q: What advice would you give to state CTE leaders regarding data-driven decisionmaking?

A: Effective data-driven decisionmaking requires investment in data and research capacity–both within the state education agency and in partnerships with other state agencies and outside partners. Investing in capacity and partnerships enhances our ability to carry out meaningful analyses that lead to new insights. In order to maximize understanding of the data, individual student data are needed to break the data into key groups and understand impact. The ability to accurately link secondary CTE student data to other K-12 and postsecondary education data, as well as to wage and employment data, is required to be able to effectively evaluate CTE outcomes.

Brittany Cannady, Senior Associate Digital Media, Advance CTE
Jill Kroll, Supervisor, Grants, Assessments, Monitoring and Evaluation Unit, MDE-OCTE
Brian Pyles, State CTE Director, MDE-OCTE

By admin in Uncategorized
Tags: CTE Data, Michigan, postsecondary cte, Secodary CTE, Stakeholder engagement

New Postsecondary State CTE Fellowship Takes Equity-Centered Approach to Address Leadership Talent Pipeline Diversity

Monday, August 2nd, 2021

Today, Advance CTE and ECMC Foundation announced a new initiative to strengthen and diversify the postsecondary state Career Technical Education (CTE) talent pipeline. The Postsecondary State CTE Leaders Fellowship at Advance CTE—Sponsored by ECMC Foundation (Fellowship), will announce its first cohort in October 2021.

Building state CTE systems where learners of color feel welcome, supported and have the means to succeed is critical to improving equitable CTE access and outcomes. To accomplish this, learners need to see themselves in the educators and administrators of our educational institutions and systems. Simply put, we need more diversity in the state CTE leadership pipeline. While CTE learner populations overall mirror the nation’s demographics, our state CTE leadership composition is largely White. This Fellowship aspires to take a first step at building a more robust and diverse state postsecondary CTE leadership pipeline.

Fellowship Design and Support

The Fellowship recruitment process is designed with intentional actions to reach professionals of color, with the goal of the majority of the Advance CTE- ECMCF Fellows being racially diverse. The strengths-based curriculum is designed to build strategic leadership skills rooted in equity and collaboration. Finally, the individualized supports, including coaches, will meet the aspiring leader where they are at. Here is a bit more about the Fellowship:

Collaboration and Input from Leaders of Color: Advance CTE established a National Advisory Committee for the Fellowship, consisting of national organizations and state-level institutions and eight CTE leaders of color. This National Advisory Committee is guiding every step of the Fellowship – from curriculum to the evaluation of outcomes; and will help select each cohort of Fellows.
Intentional and Individualized Supports: The Fellowship includes several features that strive to remove barriers to participation, including a $1,800 stipend; conducting workshops virtually; monthly, individual coaching sessions from national and state CTE leaders; and access to all Fellowship coaches to build connections and receive support from topic-area experts.
Spaces to Build Meaningful Networks and Build Social Capital: Each Fellowship cohort is intentionally small, with a maximum of 15 Fellows, to allow for the development of meaningful connections, and networking spaces will be provided outside of the workshop sessions. Additionally, Fellows will attend and be given the opportunity to present at meetings and conferences hosted by Advance CTE and the ECMC Foundation as another means to build connections, social capital and gain visibility at a national level.
Project with Professional Impact: Fellows must complete a real-world project in their workplace or community. Fellows will receive individualized support from their coach throughout the design, planning and execution of the project and will present the project’s results and impact with the National Advisory Committee.

Visit the Fellowship web page for more information and a promotional toolkit to share the Fellowship with a potential applicant. The deadline for applications for the first cohort is September 15, 2021.

Visit the Learning that Works Resource Center for more resources to enhance equity and access in CTE programs and talent pipeline initiatives.

Stacy Whitehouse, Senior Associate for Communications and State Engagement

By Stacy Whitehouse in Uncategorized
Tags: Equity and Access, postsecondary cte, professional development

Voices of the Workforce: Navigating Career Change in a Crisis

Thursday, September 24th, 2020

COVID-19 (coronavirus) has affected our workforce systems drastically, forcing unemployment rates to soar and industry sectors to rapidly transition to new ways of seeking and retaining talent. The nation is grappling with how to resolve the economic downturn, while also ensuring that the unemployed, which has disproportionately affected women, Latinx, and Black Americans – are able to get back to work and on track to receive opportunities that advance their livelihoods.

Some job losses resulting from the pandemic may be permanent causing many American workers to look for ways to reskill and upskill as they reenter into the workforce. The Strada Education Network has committed to building the space for collaboration between industry leaders, state leaders and American adult workers, preparing solutions that are lasting for both. Last week, the Strada Education Network held The Voices of the Workforce: Navigating Career Change in a Crisis webinar, intentionally focusing on sharing the voices from workers displaced from their jobs, navigating a new normal while enrolled in reskilling and upskilling courses. Below are a number of findings from the webinars, and how states have tackled some of these important issues in the past.

Time is a Major Factor

Data shows that 38 percent of workers who lost employment during the pandemic are more likely to now further their education. However, time is posed as a major barrier to enrolling and completing courses. Knowing that 86 percent of adult learners who complete postsecondary Career Technical Education (CTE) courses are employed within six months of completing a program – CTE is a safe bet for those looking to reskill or upskill in order to gain in-demand and living-wage careers. However, postsecondary institutions must create partnerships with the workforce and industry leaders to attract learners seeking programs that have reduced completion times and offer earn and learn programs to support family-sustaining careers.

Earn and learn programs, such as apprenticeships, paid internship programs and other work-based learning arrangements play a critical role in supporting workers that need to obtain some income while in school. View Quality Pathways: Employer Leadership in Earn and Learn Opportunities in our Learning that Works Resource Center for core design elements and steps stakeholders can take to ensure their pathways meet the voices of American workers.

Supporting Learners in Postsecondary Programs

The webinar identified a number of areas that postsecondary institutions may want to focus on to best support learners enrolling in programs including financial assistance, hands-on opportunities and help with finding employment upon program completion. Additionally, some adult learners returning back to school have not been in a school setting in many years and may struggle with basic academic schoolwork. States can play a vital role in implementing policies to help support learners in their transition, such as Washington’s Integrated Basic Education Skills Training (I-BEST), which aims to help adult learners obtain academic and technical skills to better prepare for college-level work.

To tackle the financial burden that many learners likely face, states can learn from North Carolina’s Finish Line Grants program. The grants are operated by the North Carolina Department of Commerce and are administered locally through a partnership between community colleges and local workforce development boards.

Continued on the Job Training

CTE programs prepare learners for high-skill jobs in professions that require regular upskilling due to new technology or shifts in the industry. In many cases, this has been accelerated due to the pandemic as companies have moved to fully and partially-virtual workplaces. However, the coronavirus has limited many opportunities for hands-on job training experiences to continue. American workers encourage employers to continue skills training and certification attainment for newly hired employees. American workers share that they’re not only looking for a job that meets their interests and talents, they are also looking for companies that will invest in them. Companies and industry leaders can sit down with their employees and help to guide them in the direction of upward mobility within the company and within the industry.

The most important factor in designing programs, supports and policies that the webinar drives home is the need to include and center the people that you are trying to best serve in order to lead to a more equitable path toward upward mobility for all American workers. The full recording of The Voices of the Workforce: Navigating Career Change in a Crisis webinar can be viewed here.

Other resources for state leaders, policymakers, employers and other key stakeholders:

Brittany Cannady, Digital Media Associate

By admin in Resources
Tags: Adult Learners, COVID-19, North Carolina, postsecondary cte, Washington State, workforce development

Posts Tagged ‘postsecondary cte’