Education - House and Senate

Good afternoon. Everybody please have a seat and we will call this meeting to order. Yeah representative evans you have remarks okay we need a emotion to approve the may fifteenth and july seventeenth meeting minutes motion a second on favor i'll pose thank you very much okay so today we are very fortunate to have with us some folks I know you all remember early on in january and february we have a light of activity around the education and career readiness and a couple of really important things happen we had the learns act. Which in my mind says. Every child who starts kindergarten thirteen years later he is going to be able to come out of that institution with the education and a path way for their future that's the next decades of their wife so today one of the things we're going to do is on your desk you have a one of the governors executive orders and that was to create the workforce cabinet in the chief work force officer which is really critically important if you're going to try and align kindergarten through career. With all of the different agencies that we have. With all the different agencies that we have both in kind of garden in education but throughout state government so I is my pleasure today to introduce mr mike rogers who is the chief work force officer. Aone that mister ken warden who is the director of higher education mr white who is the director of career education. Current technical education and colleague wait to as their head of the officer skills development so gentlemen mike if you would introduce yourself and pull your microphone out because it's really hard sometimes to hear and each one of you identify yourselves and then you will be free to get started. Oh yes excuse me just one moment first thing I need to do is I need to introduce our folks here who who are here from sreb were so pleased to have steven pruett is the executive director of SR b and leposy who is the state policy director for sreb so we're pleased to have them would you stand up please we work a lot with their sorry me we get a lot of information from them and we have a lot of they provide us with a lot of information but we also use them a lot for just conversations on how to do things better so thank you very much for being here mister writers. Thank you said english plug and add that I think that the way this is going to go it's going to bring in some slide transitions that were not intentional so i'm not going back and make a setting. At the first screenshot that you see. Moral introductions or. Pull your microphone up the little bit if you can speak aloudly okay that better yes alright the word follow it identify on the monitor is a visualisation of what if someone executive order so each of these seven agencies. Have either a director indirect peace to work force. And as we work together you'll see several touch points. That were often maybe unknown or not fully leveraged. I try to set these app and a course for that on our tenth provision this is a project that to do in the executive order by october first. But that's a sunday so get that information together and brought to the governor I will have a review of that soon but it's still very much in development as we go through. From the previous lied you'll see the first balloon now starts kind of expanding reconc the different touch points within commerce in so sense. This is cories will house if you wanna can I go over these pieces. Yes director offset skills development argued some apartment commerce when we start looking at this we obviously broke it up into a few different categories obviously the three band areas that touch work force within the department of commerce are the also skills development the division of work for services and the economic development commission as most of you probably know in our ware of write a lot of the unemployment insurance previously tan f somewhere that we always type funding stream so adult this located worker and youth are all house within the department of the division of work for services so as you start to look through some of the flow charts here and as the work flows happen you'll see eighty w s identified rehab also falls within arguments are rehabilitation services also files within the division of work for services as well as unemployment as you can start moving more closely towards the end on the right side of that slide you see in common workers secondary apprenticeship a lot of those pieces really far within the scope of the officer skills development on the income at worker piece obviously that's our osd grant program where we award dollars to employers or nonprofits for profit private business in different areas to offset expenses for work force training programs that's grown significantly over the last since about two thousand sixteen when o s d was actually created so we've seen great strides there and great improvements they are just in terms of the number of grants reward in the number of dollars awarded in the number of our cans and strained the secondary career centers is is kind of a partnership with the division of current tech largely the department of that and o s d where we help oversee and manage the funds of the operation of those career centers currently there's thirty one of those centers that are obviously dual enrollment concurrent credit centers where we're teaching kids you know a lot of the trades and manufacturing type skill sads log with healthcare it things that nature at again thirty one locations and really roughly more than fifty plus locations across the state in an effort to serve every school this are every student in the state and then lastly a printership uh is kind of another another one of those it's been growing rapidly over the last six seven years seen significant growth and obviously we manage those funds in the operational aspect that comes out of. Appreciate period in the officer skills development and then an adc kind of going back to the far left in the yellow column over there you have the existing business resource division and some of the things that they do to work with businesses across the state of arkansas manufacturing solutions is a big part of those operations where they're going out and identifying with companies how they might get a mitigate waste and reduce risk and do different things and what for two streamlined their operations and things that nature so certainly there's a lot that we can dive into there but for the second time to make sure that we have time to get through the full for work flows today i'll stop there. That some assembly required on this part i've got most of it back already wanted to try to look at how we do corrections. In terms of work force and i've been used example of. Receiving and shipping and if I were to ship the product the way that I received it and go bankrupt. If I ship the product worse and I received it. And get sued. And I start applying those ideas just remain faction background above was our process we are we don't really good job of getting our encarcer individuals. Our neighbors are cousins or friends our brothers and her parents. We're getting ready to transition back so this concept comes to instead of where prisons would be. Housing inmates based on crime and of sentence in demographic geographic location it would be. And then take system where we can go through and find out what they have what they need where they want to go what that looks like in terms of a career based on some other outliers you'll see mentioned. And then creating this assessment piece is really true for every aspect of anyone who's a job seeker. It's getting a kind of a dna a digital profile of a person based on iq on eq on their at the two capabilities or demonstration of skills so the situational. Situation would be things like child care elderly care transportation we also include. Digital letter say language literacy and reincomprehension so how do I really capture a person in terms of their digital. Assessment so that they can go because you know about the example i've been using is my can't go to six thousand employers but digital might can end up have a digital. Interface that allows for the employer so that's kind of part of this and you'll see that come back when we get to the transformation insured services peace but then at once there are assessment summer may go directly to work release because of the crime and offense was not severe. Or may they need to go back to high school and get their dd or possibly the training on site all we out to reentry but it's an intentional process flow that helps lower residentialism taxpayer burden and frustration of institutes and being institutional so it really it's it's cover thinking that allows for. The inmates to use that time. When they might have limitations on other ways of being used. And i'll deferred a my colleagues on the left good afternoon killed warden over commissioner division of a hard cash. Afternoon rose what director of the division of cream technical education. So as you can see on our work flow many of the things that we do transcend one arena as encouraged resolution concurrent credit education train seems about the categories the education hire education and then the degree attainment and how you align those things also kind of flows through ross is takes care of our career technical side as you may know the ca twelve career technical education has recently closer land with the vision of our education which I think it gives us some opportunities to take it better better advantage of of both sides of that hire secondary education peace but I think ross has more comments on the actual process flow across that next plan so to give us a little snapshot of k twelve obviously you all are very familiar with learns in the peace that's within it if we look specific towards our workforce development our crew education side of it most of our work is really focused towards you know we have to have that foundational peace with the numerous sea literacy and so that how is that in impact in our career pathways and so we have sixty three programs of study we offer within the k twelve world that are available to our high schools across the state and so ensuring that that piece is embedded there and then they continual work our work groups is focusing on the early career awareness so what is that exploration o'clock in earlier grades i'm sorry pathways are typically something that a student would take between grades not in twelve and so as taking the time to really develop a exploration model for great six eight and that expectation of what that looks like for schools and what kind of activities that can include and then what are those minimum number are part of our working groups that they're working on and at this time then of course with our student success plans that have been in place becomes a lot more conversation around the career diploma and as having that designation available for students and so ensuring that there is one high school diploma but that we have students who are able to designate they have chosen a career path. Way and have a and robust opportunity to earn that pathway and I think here in the second will have a additional slide on it we also have some work around attitude in interest assessments and that is something we find very important that our students are at an earlier age looking at what our interest and then what are aptitudes and how do we use that to make informed decisions regarding their pathways in high school and so to be able to understand these are my interest in these are the skills that i'm naturally good at are obviously very important still got their next slide. So this and graphic will start the on the right hand side actually talks a little bit about our pathways and I think that support that becomes really important is that for a student to have a successful pathway we really look at this graphic is kind of a guiding for said there are the courses and that we look at and that there are what we call level one level two level three courses but courses that are sequential and have a sequence have a purpose obviously we're building the skill set they need it within that career pathway and then we look at industry recognize credentials and what are things that we can give our students as a tool when they leave us that they have a credential showing that they have obtained a certain skill said or ability that they have gave through those courses and then of course work based learning and that has become more and more popular i'm over the past few years but our students having engaging with employers while in high school through a recognize an organized experience that they are able to go out and through maybe what could be an apprentice at peace with cody could be we called career practice which is something it's very much aligned to the path where they've been involved in or an internship which can just be work of really any type wage or no wage i'm giving them work experience and so that's really what we build those pathways on and that's where when we start to look at this diploma peace as armed working groups finalize those details and and we put those out for approval this is a big piece of that work is what intells a career upon what is that pathway look clock and so as ensuring we have the course work that's a line to their regional work force needs but then also there are experiences beyond just the course work because we know the course work is not going to be enough that there has there has to be engagement in the engagement has to happen with the business and industry partners in their communities and then throughout the other some other things mentioned on the slot I could spend hours that peer talking to you all about it I think that's important as we do mention our career coach program that is something that i'm you of invested in for many years and we see a continual expansion of that. And that is another really important piece that we have those available to schools and students to really work with students on what that career painting looks like in the metrics that go along with that and you know we still sit out right fifty two of the seventy five counties and we're sitting at about a hundred and one career coaches for this school year and tell not everybody has the opportunity there but that expansion in opportunity as it exists to this so we can ensure we're preparing students for and that life after high school graduation. So I think what you see in this light is a little bit about how our educational education plugs in and maybe we're looking at doing a few things differently is particularly in the short term credentials of fact the matter is we need credentials across the board where those are short term non degree credentials or there you know grad school credentials we need all those things I think that what we're doing in the twelve space with cte and career coaching earlier we can expose these folks these these core opportunities and help their own understand where they are now and what it's going to take to get there is a big deal for us so that the career pathways are from that sense is is a part of the part of the conversation but also helping instance to incinerate these with their institutions our institutions across the state we have a lot of access in arkansas we have community colleges and and for your schools in all sectors of the state and I think that we need to make better use of of some of our facilities in some of our resets particularly when it comes to incentivising institutions to engage in non credit activity we don't currently do that we reward schools for producing a degrees and an academic credentials but maybe we look a little more at the non degree couldn't credential peace that can be bottled up and stacked to academic credentials should a student so choose. A few other assets that are mentioned the career pathways initiative is a tool that we used to support parents that are engaging these activity so we have a career pathways in an academic pathway to to a career but we also have a career pathways initiative that helped rod funds for for castodian noncastodial parents the way we map what a credential of value is is important so the founding that so that knowledge someone getting a credential but they're getting a credential that's going to end up in a highway journal man job credential for credential sake is is not what we're looking for it's credentials for to enhance the economy of arkansas to enhance the the the opportunities for for those individuals there are a lot of other opportunities you can see in the slot and i'm happy to go into a lot more detail but I think some you know being intentional about working across the sectors. Is it in delivered about that is very important to all of our work it's going to make all of us are stronger. Human services is another touch point that hit several different pieces you'll see the transition that code alluded to a tain of being moved from commerce department work for services into human services states do it both ways at arkansas triggered it with human services and so the wrap around kind of piece is kind of where we're starting to really come to but we learned a lot unfortunately through there. Tornado event and that disaster leave present practice try to figure out how to have a store credentials for people in terms of their employment records and some of the things they would need to get a job so we've had a lot of different perspectives and viewpoints around how we got a market. Labor licensing would really be that almost the engage because it's how do we keep our cans and safe and then what does that look like in terms of the license trades and there's a a myriad of those on here from the code enforcement to the licensing. But it's a. It's a challenge you know what you think about every time you get on elevator and you see it's been inspected by the apartment labor but yet. An insurance company will pay three times more than with the state pays for an inspector so the fire martial every building that that's done code enforcement is just a a lot of moving parts. Really trying to create a almost a value ad where someone might start a line in an entry level position within the growled themselves to the career and grow there they're earning potential and the different things that they can do the department of labor really helps identify that more cleanly. There is a lot of dimension for our tss group what's shown here is really that started with the vision that. The. Majority of us were in whenever I asked for I wanted something that looks like it's hard to do to sit down I want to somewhere like eharmony meets indeed I needed I needed them to match the eq but culture of the value of a person for long term relations with both parties were attracted to each other. But then I need that. The job part I need to make sure that they're they're getting connected with the an employer to job seeker because I don't think the companies have as much of a talent acquisition problem. II think the other matching problem I don't think they know who to date I don't think they know who to go to center visit how to have a core to them in bring them in so taking that kind of idea but on the other dimension I asked for to look like. Google may apps meets netflix because i'm here I think I want to go there and actually the job that i'm going to end up doing i'd never even heard of whenever i'm making the decision at sixteen years old for the next fifty years my life no pressure. But how do we navigate that thing and based on your reason you know all the different types of we call meliards but learning employment records from the pathways from the credentials from things i've learned about myself in public education or incarceration or so veteran. That I can start making very intelligent decisions about where I might go and it really takes that level of career navigation to a whole new plato but this is a part of that that would allow for the interactibility and where an employer could put their job postings in a in a job border than the rss feed automatically brings that back I can api all seven faces of our agencies it's represented on the root of course cabinet together so believe or not in state government we could fill out a form. Once and they could cascade to any of the other forms I ever wanted to fill out again. I mean that be as easy as ordering a strawberry milkshake from sonic. So that we could use technology just a simple parts because so many people won't use state services it's too difficult it's too challenging and we don't have the end user in mind so this is all about the end user it's all about the user experience and being able to be agnostic if i'm on a tablet or a mona desktop or from on my phone maybe the scenario else were my learning restrictions or there are my digital literacy isn't there maybe it's a language so I can do it a little bit with some language stuff at the misdialect and that sort of thing but we're trying to create opportunities for the might be key asks or a tour guide so I can help walk them through and are department work for services offers that would be like a tour guide to help them get through this piece or they can find out how to integrate how to have a good job and then at the end of this all this data collection and a little so we can actually measure our why and we can see or. Our engagement from our our job seekers employers and and no real time what the job market demands are in the taken the certificates in the diplomas in the degrees and spend it out into a competency because the truth is that matter where you learned it if you can demonstrate you know how to do it employees are ready for to go to work. And so i've i've kind of balances ideas off a cody for a long time but it's a the praise I use about last time i'm sure by this rooms are been pulled over but if you are. And the place after walk up to your window they never asked for your drivers at diploma. Could they run out care what you know they care which you can demonstrate if your license is good nor can so it's good about any other states you want to go to long as it's in in sculpts all those kinds of things how do we having bundle this to place where we're moving barriers for people that want to get a job they don't have a long time to do it. It needs to be able to be facilitated easily to make sense and it's something that's actually. A boost and empowerment so that's kind of what this portal that has just kinda it's it's in development i've got with work of dis the next four years mapped out of stage gates every quarter so we've got q one f five twenty four plans q two and all the stage gates are going to place but I started this conversation. And it went into a sandbox september first so it's not just talk anymore it's actually their reproving it out I called a poco event poker is the japanese word for error proofing but we don't get many chances of their employers we've got to get really good for arkansas and who we are in arkansas large employers so how do we build that out for us so we can keep our position staffed and the things that go like that. But it'll be released to the public for ui and for the schools january first so q one twenty four and then every quarter at that we're going to keep adding stage gates to it that you map across. How it comes into it with kpi's diminish our business. The. This plays a big part of it for me because we have eight hundred and sixty seven thousand veterans that have been identified in the state that a long time so we don't make the connection whenever they're released with their d two fourteen even though those records are may older it sent to that in affairs we don't have we will have a way of of connecting that so this portal allow for a person to take their most of their affects cs to be able to. Crosswalk into experiences from a military perspective into civilian deployment because some of these these individuals that are reitering fine frustration. And if we're all allowing them to just be redeployed with new service in very streamlined it'll make a whole lot of ease for their connections on those sides so that's come out this has mapped out even to the connect piece where we could have a a clearing house library of employers that. That find returning transitioning military vet that has a security clearance or maybe they work in the nuclear part of a sudden rain and now we need to send them to the russian bill to get a job at nuclear one what does that look like in terms of I was a medic or how do I get my empty and those are already hard wired but the same thing for tracking through the systems. And then they'll have one of four choices either I need to need a quick in and out just to brush up of one week class or a one semester class or maybe it's a technical diploma a tc technical certificate there might be two three semesters and then how all that then stage gates and particulate suitable process in the end so that I don't have to go back and redo things and not know how i'm i'm navigating the whole thing but the in goal is getting into a meaningful place to employment. And I just I got a comment and tell you that. The meaningful this this is really not about work force. This is about break and generational curses poverty cycles of mental health suicide encourageration this about providing a way for people to contribute to a place that allows for them to have a streamline of ability. To be impactful in communities and so it's such a a big passion for me to see that and near during my heart of the veterans several which I used to employ. That are they don't have a. A streamlined process of going to the next deployment. So might say this is outdated if you were to look at that he got a consequent with your eyes close this little bit see up there it's a two thousand five document. This process is twenty years old and we still have the same problems. We have the working poor. We had the poverty the lack of social skills. You know such what we're describing and I was best in earlier today and in the I use a phrase I said I don't think we have a work force probably ever we offer people problem we have a cultural probably have a work ethic problem we have a lack of knowledge and awareness we capture the work force in a pains the picture and gives you an idea what it is but it's really it's a people saying it's a it's a psychological barrier. And workforce can help overcome there so make it a tangible to where they can contribute but this. I just want to put that on there because it rings true to me because my first real work force conversation even though I was in educator for twenty years. My first workforce conversation of intentionally going to work forced meeting was in two thousand five. And we're still talking about it. And we're still talking about it and I can't let another election another term go by that we're still talking about not addressing it. So how do we get assistant so robust that everybody's working together seamlessly to point where the rewind the outcome or so so anticipate that it's a successful system that it'll weather the next elections. To change our arkansas. A better map may be as a quicker path. To all the different options and choices and decisions that. I can't have one chance of that that may's chase out and try to figure you know we we can't do this and ink we need to build allow for. Trial and error and figure it out and in try to really navigate from where I am now based on what i've done in the past and how do I keep moving forward so this is it's a lot I can interstate with on rams and off rams and maybe i'd i'm not going to go directly to work I might take the service straight over here in golden military or I might do the route about and come over here to a different role in an internship but we the days of mapping people out what used to be smart core and the other. Even if you don't say it insinuated that you're not good enough and traumatic ever by fit into a certain size whole is is a better mistake we've got to meet people where they are we got a cast of theirs and we let them see the potential of what they can do and put them in the driver seat and that's what this work for strategies intended to do for the governor and for the state. So these are place holders I haven't. Reviewed this with the governor as far as places but i'm trying to think of what's the was our state look like what are we really really good at. How do we celebrate the strings because we have so many tremendous assets but we can all be like central arkansas no matter how we try we can't move the silicon car by. To miss the big county and we can't take the melry cycling and all the the steel and put it down there in the the southwest. And if you'd try to move smackover's lithing deposits you're not going to get very far some some decisions aren't based on work forces it's natural resources but we've got to make a product. It all sitters round a product because without a product I don't need transportation logistics apply change it hr finance only legal it starts the product that's what keeps it markets also have a celebrate the strength of her state. Strategically across several different. Lattice works and several of these exist today and then other show opportunity so you'll notice in industrial minister refrigeration this is. Close to its it's a building it's got a lot of the the core equipment it's not finalized but it it's there so how do we we make that work and then the music center which if you've not heard the music center I was at one of it the chips functions which is allowing the resorring back to the united states or not we can lesser for opinions on some of the semi conductors. And I thought when I first shared we're open up another hard many main dollar music so I thought. Now it doesn't make products that I found out is just an accurate him so I calm down a little bit but multi silicon carbide is music in case you're hearing it for the first time and. Bring in that that uh rnd side back to the the event engineering and the it space is there. You'll see again you can kind of map out peak center is there and. I don't know that we can fit we we can't just pin the teledonkey and say this is only placed manufacturing happens we get that but we're trying to try to target where does this subject matter expert go work what is the national hub the focus area where people come all around the nation to go to this one school to get really really really good at something. The alternative energy the smack or deposit rather than the arkansas texas line tremendous amount of runway potential the schools there magnolia's got just a tremendous about a all field experience and now lithium would which was once a buy product of the patrol in industry is starting to gain some traction and opportunities for us I had a kind of a fallacy when I was looking at eurospace and defense. Because that was bundled together and then I toured lockheed and a so and there's about forty percent of overlap that they need but. Where. The sounds gonna need composition would travel in the building to soul fine leather. Make it a high more missile and to only data skills what it what those look like and so i'm looking at the you know the how industrial park in how that area in camden fits but then when you saw one probably you typically create two more because in its. It's infrastructure it's housing its child care it's transportation as all these different things so it's it's a big solve it's a long term. Short term in midterm kind of approach. The four street modern seller and you know we've got some really great resources they are with the language universities in the way that they network through their their hubs the aerospace is as I mentioned. The idea around kind of the the soul the trying out there there craft carrier people. I call precision air culture my my field of dreams I met with secretary westward this morning in some of his staff. And. No we have to talk about the deal today to tell you the people moving out the delta though I have to let you know that we do not have a plan. For the how do we. Brain people to the delta as a preferred place to live and i've i've seen this as that that ten fifteen year vision a place where a precision agriculture mobility drones GIS gps all the tractor manufacturers that are switching to electric power for twenty five horsepower tractors and under the letter of chain silence the weather is a reason we let lost has cavana. Is because loads was shift into a different product and it was eb. But I say you think hard we've got a thing holistically about how do we go to market in preserve this and I want to celebrate the strengths of brow crop in the their culture part of that piece of our state this doesn't exist today but you can go on up the line and see that the steel and c's been doing some great stuff we go up there and and I tour I see a third of the license plates from zero the other third from tennessee. And some of the work that codies do and is is creating cover. A model where the the one I wanted to all want to cover book camp the basic levels are kind of brought down into five. For five different schools down into the state country this more takes we can get people off of the state line and bring them from arkansas keep amendmer develop it so all that's cover a wrap of focus areas and we've got. Each broke down you'll see kind of a couple of examples these are intensity left blank because we have our first public employers for a meeting on the seventh so thursday this month were the state needs to hear for employers what skills do they value what the but job demands. We've not done a good job of this at the state of listing to the customer but the voice of the customer would allow for the companies that specialize in this to tell us what they need and then as respond to it so that's a purpose of this this whole peace of bringing together from in the end the resources for advance made factory I can go to. The department labor federal side I can get you know you look at the grey area which is how the skills that come into this fundamental foundational skills and I go up in the may be one or one. So I get a my content relevant to my job to want to keep going up these focus centers are going to be the top of the pyramid. And how the the in the high rare the two years of four year all that count kind comes together support that lived so we can celebrate our strengths and get really good of what we don't say having twenty mediocres we have one. Focus area and then celebrate that as we keep faith in the whole system so that's kind of the these next slides will go much quicker because you'll see it. If I brought stroke that advanced manufacturing with the. Little an aid introller there's a certain amount of I can't go back and get without something smaller so this is going to the trembrush. And colleagues been working on this project for some time of how we get a. I kind of be probably proud top model but for training that would go to the employee or some park for a week and let their incumbent workers get that same level train because they miss that window of the miss that window of key twelve now obviously go back in the the high red bottle that now they've got jobs and families they can't take off work we're going to go do it they can do some online classes but it's hard how I go go get just a one week really focus in tenth training on. Electrical fundamentals then I go back to work for a couple more months I put those prices to work then I advanced about controls. I could really get a motor controls and I keep progressing through this because when you hear out of base and you think robots. And the next thing people often think is robots put people out of jobs. In automations done correctly it targets that directly the dole and the difficult job in a opens up. The amount of labor we need upstream and downstream and i've seen this process work and fit manufacturing for years but how do we create this culture this talent where we can go we can broad stroke with them and go back and really detail fine brush that area what's really cannot unique this just a markup of a rendition that it could look like but eighty percent of every manufacturer needs. This material and i'm gonna have that validate again on thursday. So I mentioned previously this is more around there the defense side. And then you can see the the scale you can read that rego but it's in your your deck. It's really more about thinking than a content this is the aircraft and this is the way. Large exporter defense it was based on offense in our so it just gives that state wide view of really creating something that were really really good at and keep it i'm here in recruiting more it is a shame to recruit talent when you can't take care of the ones you already have. So how do we bring all that together to one place and that's kind of labor market that of this alternative energy. There's a lot to it you know where I see a lot of wind in arkansas. Let alot of informs soldiers can happen with without this probably. We don't pretty good with natural gas though over the years and that's on the way in some of the top bidding for the hydrogen plant but how do we really cover celebrate a place that would allow for us to do some r and d and get really in the weeds and and understand this alternative energy opportunity that we have. I mentioned chips previously. And the music center. And how that mapped out. This was the filter dreams I learned to the processing. So it is a little bit of that and I i've changed mining I put that on the side but it's. It's around the fundamentals of electronics the barry technology. The drowns with mobility and leads all way down to the small agri power tight battery charge tools what is the drill or a chainsar we are law more there are for a clafter. Twenty five horsepower tractor that great ways fixing the sale have no idea how to send their technicians to get the train because that mean invented yet. All the way out to g p SG IS and utilizing all the resources we have. With inr or egg spaces such a strong state. So we've had some conversations with the account with the corrections about. What is the work at least program look like. Codies deployed in international let you talk about the the boot count. Yes or so earlier this year we are significant about the money to organize on released and college to large camp obviously targeting unemployed individuals recent high school graduates you know community corrections involved individuals and trying to target them for those as michael littered to earlier type one I want to a one type skill sets in order to gain fully be employed by the still bills this was also in coordination worth you know colleges and universities he's in the region the as she knew courts these darks you itself you know black river and others there in the region that are also going to be a part of this effort to try to capture as many art kansas as we can to put in that pipeline so that we are employed more arkansas license plated says as michael ludito earlier in less missouri in less tennessee but you know that's just one one you know bullet that we're using in order to you know address the worker shortage not web to find nine hundred eleven hundred jobs to satisfy that need in northeast arkansas and so it's gonna take you know this effort plus many others in order to make sure that we have the type of work force there that that can accomplish the goals and skills as required by all the steel manufacturers in the region. You own a take this one. I looked to earlier that we have you know many access points across the state you could see it all those if you are you know if you count our our four year schools or or two year schools are private schools we have a significant number of those across the state and their their fairly well geographically dispersed on top of this we also have another hundred and seventy short term private crew technical school so eggs was a welding or xyz cosmetology or what have you on top of these step that we see around at state I will say that I think as far as access goes. You could just from just about any place in arkansas you could run a boss before an hour and beyond college campus no matter where you relocated so yeah I think to max point focusing our efforts that differentiate our schools from one another you know maybe we need a thirty welding programs or or thirty nursing programs across our state but maybe there's some other places where we can really have some differentiating factors factors that make our campus is stronger and our state stronger at the same time. Seeing the map like this and then think about that eharmony indeed peace. As a job seeker wondering what my future could be. And unlimited by transportation or maybe it's funding but I could go to the map and I could start saying I can click on. A landmark and find out where do I take these classes one of the courses look like what's the degree programs and we we've recently we spent a couple of weeks a bringer by together to get that map built. So that people can really navigate their their future and see what that potential might be in it feeds well with this is kind of the the segway it probably starts here with the the crew centers. Yeah you know some of you probably are aware because it's impacted the districts that you represent obviously but over the last number of years we've been pretty strategic around approving certain centers into your colleges and or for your universities to become second day crew centers ensuring that access piece right and so we know that providing access was the first piece to solving the problem in developing a stronger work force of the k twelve secondary crucial level but as you know as most of these are on the backs of a two year college or for you university built in that concurrent credit peace and so while previously we had a number of students elect access almost every suited at least our or every student in the state has access to a crucial but we've got to improve on the programming at at those centers and make sure that it's industry driven it's regionally you know aligned and whether it's this study of that study that's been done I think we have to have better alignment I know that the work that we're all doing and what mike's leading is going to lead to better alignment but I think this represents a stronger you know state wide movement of where those cruise centers are because if you look at that four years ago uaccb wasn't up there ozarka college was an up there you know UA CC moralton wasn't represented as it's a year college secondary crew center it was being done by the high school there but by opening that up and transitioning that to you ACC worlds and we created better access to programming concurrent credit opportunities for those students and those are just a couple of examples of those who have now been served and have improved the access that we're talking about over the last number of years. Getting these two torrent together you don't want it the things that kind of has stuck with me over the years of being on when I could ease boards. Is that an lpn does the equal and LP and in arkansas. He says example we didn't take the right anatomy and physiology classes. And we we have all these little new answers but one of the efforts that. Kind of leading is to resolve that yeah so we think that doing a better job of common course grows across the state would make our concurrent credit in our hired opportunities more intuitive so we are exploring how we might go about looking at common course crowds across public institutions in the state and aligning those we have some some folks are in the in the state that are already starting at work and so we're looking at how do we make best use of that and make our our academic programming a little more lined and consistent from from one school of the accident so it's all it worked to it of an easily more easily navigated parking there so I think we've got some good work to do in that arena it's really just about an exchange rate if you travel internationally you're trying to exchange a pay so a bit coin for US dollar. How do we get that exchange rate words it's all very fluid in monetized. The diversity gonna see from the previous slides and work flows was essentially the focus areas. Which isn't to say let's not negate the importance of similar things that the state needs but these are programs that likely are already exist how we make the moral bus how we build them out flesh them to support this would be maybe there one or one two or one they could go to the three o one for a one type of retraining but. It cannot maps across here where each one of these and might be multiple areas. Where I realize. The you they says my federal has their center of excellence for poultry but i've been debates for and I know they have a need for it too so what is that look like in terms of. Roll crops isn't just a one place how do we get that kind of brought together across it it might be. Menels in one place and capitalist another but it's still awkward culture so how does that out of each school then take you that they got their big building blocks in there with the the focus center but now they start kind of bridge it in together behind that to create more structural strength. And just a couple of visuals to identify how important this is for the state what it represents. The majority of employers I speak with individually or is a group tells me that they could expand the production if they had. Time money and work force and they may know how to get the time and the money. They don't know how to get the work force. So a lot of this is back in the getting our current. Employer staffed but it's also in the brown fields where businesses are going to read too ling and going with the different ski or product. And then the greenfield on top of even just expansions into a green green filler nothing there been built before. Then we have. The initiatives are bringing in people inside the state inbound how we have we bring all that together so it's very methodical intentional about what that looks like the broadband piece has been a really interesting faster because it started the proof of concept in an idea that now we think we can scale. So probably around eighteen months ago we had a meeting at the argued sales state chaber of commercial out of that discussion came a small working group of employers from across the state who came together with us at commerce to develop. A few locations that were going to you know really focus on broadband work force training we call a broadband and tell the communications are now it's actually known as the arguments all fibre academy we put some marketing and pieces together to help make sure that we're marketing the people all across the state of argument saw to learn about what this could do for your career we've partnered with the association of community colleges who's a great partner of ours in this effort as well as asu three rivers you acc world in costa taught as our training providers and one of the things we actually did was we we we've looked at some federal department of labor of printership standards for some of these occupations and we took those apart and we built it for arkansas and so it wasn't something that we just took hot in hole but we took those pieces out of that content in that curriculum how are employers that them in three smaller groups one focused on aerial one focused on no airline workers tower clibbing in an underground directional drilling and what came out of that were three high quality programs that are that are now beginning to yield outcomes in terms of people who are graduating just recently out of one of ours out of a community college in moral ten we had I believe three or four graduates that had just finished and they were unemployed prior to and now they were making north of fifty seven thousand dollars with like a sixty hundred dollar day predium. And so you know while we have to have that at scale then we know we have to scale that dozer just three of those areas that we've been working in and now we're starting to look at the fiber spicing piece of it and so how do we how do we take the fibre spicing piece that is relevant across a number of different areas of the state and start to work with some of our other to your colleges to help implement the fiber spicing pieces and so I know bikes been having conversations about that we've been connecting with some of our two year college partners on on how we can kind of grow that and so that's kind of the next phase of our fibre broadband and telecommunications please i'm trying fasting about this project is every one of these regards to where the cable is that. Has to have a fabratic technician has to have infrastructure the networking peace everything from as simple as line locating two utility don't work. So one point zero two billion dollars. And we don't have the workers we don't have the programs to to support that so that means like arkansas got a really good reputation. For sending trades people skill labor out to other states to travel but will have to bring people in tower concert to expand. And sold a lot of things like that that I think were right there on the the bleeding edge of getting that to a point where the fiber optics class. Is a forty hour class and it makes sixty thousand dollars on average for salary. And I just see something different potentials of plug in that and across our network. Mike and and on that just one more quick point I think it's important to know any of those three programs the then the length of time is three or four weeks to completion so it's not something that spans out over the course of six months for a year it's three to four weeks short term and come a worker training forty hours on the front and and then another three weeks of really technical skilled competence is within that one one occupation and so that the part of what I get to do is I can I can listen to that and then I can go this way and say hey buddy was a look like if we have all these monitors to activate pieces that. So what I will say is that you have to be careful we do the short term training of it so that they're not terminal so that when the job changes like it does so frequently now some of the jobs that are oscar students are going to have five ten years now we don't know what those jobs are yet so make sure that they had those opportunities and have the ability to there's a lot of different buzz buzzwords around that badge or or scale or scaffled or stack how do we take those short term opportunities. Find ways that we can bond all those in create academic credit so when when the individual when if the individual is ready they don't have a terminal job opportunity to have an opportunity to stand on what they learn in the short term classes and all the all all of what they learned on the job to get to higher agree attainment these things aren't mutually exclusive short term training and and traditional what you think of high education can go together and should and so that's what we're looking at ways to meet meet our citizens where they are getting into the work force but also make sure that when they're ready and they come out of our art or what decline that the career latter that the pathways are clear and evident to what they need to do next in the what they did. Is not disregarded that it's moved them down. Down the road this might be too simple other and observation but if the person had four of these maybe all seven. And can currently there take an online classes for their academics they get their associates to agree and they become the bass of the person they were when they before they had the degree in it just insists it's the interstate on rams are frames in the creativity that takes not to to lesson the quality of instruction but to do this and do it right we can't use the same funding formulas been used. The funning formula needs to map out too. Placement in delta dollars of how much money the person was worth when they started how much are worth when they're done and that's a factor of it I think we include retention I think we need to include up skilling in different consequent progression in that overall formula but we can't keep doing things the way we have in the past and expect different results they construction you might say will this we have this holiday place and come into tell me but we don't have enough and we don't have any or limited on the commercial still reaction in the industrial side of really building out the main factory spaces we've got a pretty fair amount on some residential things but it's it's body we either have too much of a location up in the another but how we get that spread out those are all challenges. Well this one and it's been revised about ten times since this but when you're saying now. I change pathways to printership because i'm gonna show you mister cover these are the the schools that currently have a nursing program and I feel pretty confident that the majority of them would tell me and have that where I can pass the week we can't take any more students before and there is barriers of things like that clinical from the the amount of time that I can get to a space for having the oversight one do my clinical and i've got to take the inclined so I got a time all the stuff out i'm not employed the whole time there are some great work obviously came through the legislation that has a fully hit action yet on the earn while you learn peace but it's common it was a great step forward but we're trying to creatively imagine what what all this look like if they're employed the whole time. And instead of or maybe not instead but while they're doing their clinicals they're meet with their preceptor and they're not happy to take off work to do at twelve or eighteen month program and then they can keep working and go from a cna to a pca or from an LPN to an area and based on that it's a really based on a pretty simple observation that I have and and i'm not going to say this is absolute but it's my opinion that rans quite because they don't do and work. But a hospital or long term care they only have enough funding to afford one position they're going to get the position they could do it all. But it it just feeds on itself the lack of retention ability to to relate fast relationships and build people out so were comparing this to other opportunities that might. Come into an arkansas model that would get used to a printership in the health care space. But if you look at that the number in and this is it's a lot day it said I think I spent about three weeks have a conversation. We mean we need more nurses well what nurses do you need and it all depends on if you're asking long term care if you're asking the house is clinic if you're asking a family practice you're asking a hospital or what type of house but you get a different answer everywhere but it's always there's a shortage of north of nurses and it took about three weeks to get a pretty good number the whole team was trying to what is the target. Because it's it's really just it's a thought and we don't see it but once you can go to map it out these are the programs that have. And p and program and maybe it's dated but it's it's pretty close twenty five. And they're their fault. Social degree in nursing. A bsn. So it would be put another straw on the same drink to give them a path. So that it all kind of saturates the market. Course this is very soft expenditure obviously like many of the others have been but these these are important we need. The focus but it's not gonna be a one of. We need it and probably every campus we need entrepreneurship and every community we need supervisory leadership skills every community supply chain maybe every other community finance. Every sixteen year old. So that's can't map it out and you're gonna see this goal a bit quicker just because it's you start seeing that the standardization of the aflo this is a hard one because it's not. With all the respect it's not high school in high wage. Traditionally now I realize that upper corner the marine yes it absolutely is the management piece if you make it through the other parts but it's often seasonal it's often plagued by kinds of factors that are outside of the intro level persons about her to faster change but it's a huge revenue for the state it's a huge reason why people come to arkansas the comfort features in the life quality and all kinds of things are so important. What does this look like insult trying to employee map out of an idea of where maybe it's a while i'm retired but I can make so much money or i'm a student but II wonder if two days a week had a way right target the audience and and bring this to a place where we can get this when demonstrated so a lot. Thought process there. The. Not done a whole lot with interest eight but a eighteen year old my understanding is they can get their c b l to drive interest at. Lot of times if you wait till the twenty one of the high school you're going to go to buffer for ten years without a direction so how do we get them into a a place so much opportunities with with helena for its method little rock miss be county on the the the port side of her. Are the places that product come and go in maybe. And utilize to some degree compared to other states. I didn't forget our existing utilities all the alternative. Energy and things you'd want to imagine I won't be twenty percent of what this total utility program is. I've got a former stood in the electrical engineer nuclear one and I member when it is fourteen years old and I taught him the first thing about omes ampson. Volts and now is it nuclear engineer. Well there was a path for that for him i'm not sure I found it. But they're also was it a program for it. How do we built more intentional and really predicated ourselves on mapping you know II see so many opportunities with you build up a large area. Minors in our state strengthen. The infrastructure goes with it from the sewer the waste water. The water in general that landfills I was kind of things all so they're on here because they're important. But they're several places that need to offer some programs. And then you'll see a couple more. You know how it was the education a principle look like teacher printership how do I get a. A senior who could go home. To get there period pro where they could stay and be a teacher aid. And make a little bit of money. And then transition is a teacher apprenticeship in start work in that non traditional pass for licensing. Same thing with there's the military or every branch of the services days have a hard time getting. Quotes to staff to what they need. And I can imagine would be like to be a. Guard in a prison. All right place officer today. All the different aspects of a birth of our work. From. The engineering at the highest level to all the pieces in between. This might be close to the last line that looks like. The. Yeah. Center english is or anything else that you'd like to know wow that's alot of information. A lot of information so we have a couple of folks who have questioned center hammer irregulate thank you mapped here and thanks for the presidential day it did have one question on your comment about nursing when you said you talked to the nursing programs and they said they are full are they for or they are capacity based on staffing and other things that might determine for example they might be able to put three hundred seats or put three hundred students in the sea but limitations and things like constructors might keep them at the hundred and fifty mark how deep of a dive did you do on that information or could you talk about that pleasant is really pretty superficial but I was i'm gonna say that the comments that i've received replied on the latter then the former and colleagues would have the same conversations with a holdout but would he all hear in. Senator hammer you and I have had this conversation and and others have in the room as well and you know it's it's the latter rat I mean cause we just had this meeting earlier this week or maybe that was last week. And it definitely went earlier this week we have been here but yeah I mean it's it's certainly the ratios played impact in that right because colleges are having to you know figure out what they're staffing to pick up you know capabilities can be based off the dollars and revenue they can bring in and if they can't afford that third instructor did increase that that you know that head count in their classroom sure the the died active piece isn't an issue the classroom training piece it's the clinical rotation p send the you know the ability to have that eight to one ratio to care setting their tend to one and twelve to one I mean we could all you know most of the snow as numbers so anything that we can do there you know is something that I think would would benefit us because again what they'll say is yeah we're we're not a hundred percent at capacity but again doesn't go back to the fact that while we could take another six students but that requires the hire another instructor we can't afford it. Do you find that to me universal across all the areas not just nursing but you know whether it's welders or or whatever the case may be that that instructors are where we're being limited as parts are capability to grow. I think that's probably a fair statement I mean I can't I don't want to ping with a broadband but I mean again I mean the ability to hire instructors quality instructors and be able to keep them and retain them for a period of time when you know and they may spend three or four years at a college or two year twelve and then have a good advisory group then that someone in that advisory council hires them out for twenty thirty forty thousand dollars more I mean that's just the nature of it right so certainly but finding an in retaining quality talent is a major issue thank you I heard god alarming statistic whenever I met with the nine deans of engineering authorities all schools and a. Doctorate math teacher for engineering makes on average fifty eight thousand dollars a year. But the good news is is just six years to get that degree. The. There's solutions in what you're asking though and that's what I like to talk about because the adjunct piece of bringing in a sub somebody from the industry that will come and do a class one night a week. And bring that expertise back to the class from the approach of the non traditional principle there's so many different ways to address those barriers and that's what we get to do is find out where the barriers are and start moving the ones that are these used to get to in the one's long term we plan for but there really is a a really good strategy around how we're going to market on those issues. I would add that II think that tount retention is one probably is the north risk factor in harass case at this point. Attracting a retained talented factly members cost money and you know if you look at the consumer price index of the last three years with an eight percent eight percent a three percent over the last three years respectively. We haven't seen a nineteen percent raises across our faculty and so those fact those folks have have real challenges to and our schools it's it's tough to keep those and I will I will save with all the things that we do in higher education. A factory member makes the difference at the end of the day faculty members retain students faculty members graduate call qualified graduates or so it's important to us and if there is there is some risk in that in our industry. The. Stone. Yes I had a question you were talking about I think CD l's commercial driver last week while ago in this someone that even if the age of eighteen may be able to get a last is to drive interstate. But how do you get your cdal in the end you're excited you just graduated and then you've hit with the issue of regulation that I won't assure you it if if you're not a minimum of twenty three years of age and or I have three years ago and experience or how do you have come that bury. What i've seen with former students and even mount children is what times that the farm type work being able to go out and do things as a helper and being a part of a group that may be moves equipment or run some that staff that might be one of the the areas there certain barriers that like you mention which is a great great example. I don't know if the answer is to that but how do you how do you get a eighteen year old realisy that you could drive this you know you could and can I just give them a capability of knowing that it's an option forum. And you know there's nothing out I don't think that any others are going to find a silver bullet for work force or for and scenario there are it to your point and just a tremendous amount of challenge and barriers but i'm curious about the ones that the states made i'm curious about the ones that I could impact i'm curious about the ones that you vote on i'm curious how to we how do we make a process how do we get something really methodical thinking working together a way that we can take care of what we can and we might not have a sole for that today but we keep moving that direction or we can less and less than some of the restraints. I am. Well um I mean I like what you've said this morning and i'm not against you for you in the perhaps deal i'm i've been in the truck and this is for forty four years we have a severe trucking shortage so it's not that the eighteen year old didn't realize that cdls available to is it wad guard go get it and then i've got a white five years before i'm in importable so they just don't go you know a run of woodyard and we'll have thirty a forty trucks coming there today. And ninety percent of the drivers are age fifty and half of them per sixty and older you don't see twenty year olds in the truck anymore because they can they can't get the jobs on that person i'm being trying to look for a solution how do we satisfy the issues because they become in a very too employment but I understand what they won't twenty three year old driver in there because there's a lot of responsibility a and lawsuit to go along with drugs for various reasons so we gather some altogether blank or we have to get past the impact because in a ten years you don't we got a truck and shoulders now our truck driver should wait ten years let this next generation dial for retired and they're not coming to replace it I mean I live that every day and have had every day for the last forty four years. You're comments are very valid. In on thinking about three reactions first is that there's some eighteen years I went trust on a bicycle a second is that an eighteen year old browsers younger is an eighteen year old like today in every fastest it's a the cultural things. But the creativity of what does it look like for somebody who might be working in a. Calling equipment where they use the equipment in around the industry in our in the the pit they're change in the world and do the tires and work in with the breaks and and they're in the industry even though they can't go drive yet but the how do we get that kind of interest spawned in them were they. They stay on the hook as we come through a big part of its marketing a big part of it is celebrating what you know and i've got a lot of of background trucking in its it's freedom to some degree you have certain levels of freedom but some of the things that we have been creatively looking to solve that issues we just started three pilot programs. Where the restore hope in the correctional facilities to take in mates that are about to be released and get them a cdl training to be able to you know what. I'm imagine how it's better but i'm maginners maybe one correctional facility that's fall of people that they had a place to go that they wouldn't be there. But if they were able to be released. Based on sentence crime while the different parts a lot of factors then they had a sleeper. Representative. The. Thank you down chair I am curious about a statement that you made earlier you said an lpn in arkansas doesn't make me LPN your explanation for that was it that there are different requirements in different programs and sound software so at that bridge me to my question my question is given we had we have institutions of higher learning that obviously set these alpha of programs up how did they get to different locations another words how they get you know this came up with this group or classes and requirement and b came up with this how do they get there. Thank you for that question I will say that there is there is that there are board of nursing approves programs in the state so there's a minimum set of it expectations that all programs must meet in order to graduate and **** that can set for the enclaque's exam how they get to that to those ins is really incumbent upon the program some programs might have three four hour classes and other might have four three hour classes one might have three six hour clinical rotations another one happen and eighteen hour so it it's as long as it is wide at the end of the day the problem is is that the details of the program can can very fairly significantly one school might have a a class that's another bin physiology and other school might have been an enemy class in the physiology class so I think that that's where the the problem wise I don't i've never found a school that didn't take credit somewhere in the provos to the dane look at those like what can I do to keep this student out of your less typical not the case what they did we could do what is everything I can legitimately grant the student so they have shorter time in less expense to their degree so I believe that about all our schools I truly do but if we were a little more consistent and how we did things and expanded upon our we have arkansas course transfer system that in general education if you're going to take this set of courses or these courses in a one public school the other schools must take them back barely okay so if we were to expand a little bit on there to help some of our more technical programs meet those needs or be consistent I think it would do all of us a little good it's going to take a little a little differentiate are a little work on everybody's part because is different schools have different classes that you must take some have a finance class that ever student last state some have a freshman seven our success class all of those things have merit that also some schools choose them differently than others. It's just going to take a little willingness and effort to make these things more consistent across the state but I think that the into the day that be good for arkansas so we're working on that it won't we can get her overnight it'll take some minute to to be more consistent I hope that answers the questions for parliament yeah I appreciate that but now you've got me and says one of the questions great another question right so if i'm understand what you're saying you're saying well what we have is we have maybe a nab class here that were taught separately at one institution three hour class and they're talk together and another institution has a six hour cloud or whatever i'm just gonna throw numbers round there but so. Is it. Is it is it a way things are being taught or is it the. The things that are being taught you following signed the courses is that the actual that we you know someone's taken I know nothing about medical i'm sorry but so somewhere second of course on. Cardiovascular way in this groupover here says now you don't really need that table deal is at that type of thing or suggest that we're doing it so. I'm sorry for the long wait and answer so many dollars back just a little bit the board of nursing says that this individual must know this continent and I have experience at these experiences by the time they graduate how institution organized the running outcomes and those experiences can vary. Thank you in a family are just a couple more comments on that I mean to the point that doctor words trying to make around the variance right it could be one institutions required four hundred hours of clinical rotations once requiring three hundred and twenty right there's no set. State wide number but the other piece is it's not necessarily sometimes about the wood it could also be about the. The hoost teaching it right and so if a certain level of instructor perhaps is in teaching it at one institution as in another institution could require that individual to retake a course and so I think that's where sometimes might get back to the lp is not an LPN is if I have my opinion license I shouldn't have to retake any course that already took as an opinion that should look forward right and so I think that's the piece that sometimes we get caught up in if I take an and I get my license and i've passed by it collects why would I have to retake a course that i've already passed. Thank you. Representative hardest. The. Thank you manager. This was earlier on one of the first few slides that I wanted to ask about if you can go back or you you may not need to but the sliders says arkansas focus areas. As well and ask if you can kind of explain a little bit more what what does it mean to be in the focus area and then if you could kind of share about the process and decision making and and how you are arrived at what are the focus areas. To be a focus area would mean that there's one or two locations. And surveying as a cabinet and as a working group. Look at the labor market data meaning with the employers asking them what they validate what they would incident what they would hire for. So it's been covered grass roots collective. Opportunity I understand about seven percent of these already exists but they have it got the funding. To be able to fully be brought up to a place so. Some of the state resources that are available to arpa or. Being considered i've make those investments to bring about an outcome that would allow for the state to be more competitive with other states. Okay so if you're on this list then you're saying there is some amount of money coming from arpa that these institutions may qualify for that others may not qualify for it. There'll be an rfp pro says that right now this these replace holders this presentations about three weeks old and try to bring all of it together with the labor data that we have and looking at the the open job postings in the never factors of programs that are out there. And then meeting with the other secretaries even beyond the cabinet of trying to really see what maximizers are investment as the state. But that goal really would would be leverage arpa dollars to be seen money so that employers would also match phones. The rfp process that codes followed in the past and even some that whenever I was a on the private sector side investing in schools. If a company is not one investment I don't know the state should. So we're trying to get to where we can match dollars with a community that might be through private public partnerships might be through the other resource that they have from their funding streams and then bring that together we could go do one or two places with just arped. But I like to better my toast all the cross I want to get it where it's it's really championing who we are as a stay using that labor data. Okay so just so I understand so if if an institutions not on this list then would they not qualify for that funding now this is just a just of a first cover litmus test of does this make sense that you know a lot of times you have to start with something even if it's wrong. And so you know there's a whitten with we talked about precision ag you know the way I looked at this list a lot of different ways and in the governor two should should say well I would make sure the school systems independence the assume that you have that everybody's getting a pretty good you know representation based on their demographics and she has approved the slide it's just that. Sixty percent approach of this is what I think makes sense and then as we're building it out the cabinet will continue to review will continue to wait in and other meetings throughout and even if we we were to. Say we pick a place. And they don't want it then there's going to be their process but the whole work will be finalized with a formal rf just like codi dead with the broadband expansion and put it out there you know as especially the state we can be very fair and how we. Allow people to access funds and to pursue things. But the background of it for example is a and sea for the steel around straight in AC. There is a incident so it's a they're one of three million call centers in the world. One and france or one in germany and the others in miss because arkansas. So I don't know that any other school can compete with that or the lithium piece. There's some gaps in some of the mapping of where programs are but again this hasn't been embedded across. The enterprise yet to the game that buying understood yeah I know I know it's always a challenge in europe you know making decisions like this any time you you pick anything. You know it's kind of like if everything is the priority nothing else I get you can have to make those decisions but I think it's always just. Important for us to know who is making those decisions and then what is the ratio now for that decision so I think that's what's important to me I do have another question but I will get back in the queue thank you i'll come in just as the objectively in fairness. As a focus centers are the. The number eleven here I think but then you start looking over the latter spread with the the programs on top of that so that you can be some intersections for there'll be some places that. They don't have a center but yet they qualify for a an expenditure program. And then looking at other funding streams later whether it be through federal dollars and grants incentives employer match whatever that might be to to go and keep on cut you know building out the model. Yeah. That comma chair couple quick ones. The you think the education this ties under representative beck's question all go do you think the education institution should have control of the say so the curriculum or do you think that's where there's going to have to be some stepping and say if you go through an LPM program it out of its same correct when requirement crossed the board or if you're going to go through welding it i'd be saying crickling across board and will have a concern that maybe there's some ad on courses that are driving up to call shopping which school you go to their outside the parameter of what's really quiet to pay a set you know final exam the tax are going to get your your license understanding also there's some federal dollars to attach that you know pass the accreditation requirement so if you if you're willing to answer what do you think is going to take to get the institution signed up to where there's not such diversity of requirements and it could be more consistent. I think so I would say that. The. You can never. Get enough industry and put. The jobs and the degrees are changing so fast that you've always got to make sure that you are constantly communicating with your intro parker to help drive that curriculum we have things in the state that that help in cynifize or mitigate people growing programs out beyond the point of of effectness we have our productivity formula values that thirty hours sixty hour hundred and twenty hour production so there are reasons why that we as a state do all do what we can do to mitigate that it are their opportunities for efficiencies and are or inconsistencies and trying to standard awesome things absolutely and work we are are already starting some of those conversations are going to continue those to see where we can institutional differences. There are some good reasons for some of those that we know who can go into detail about that but I think that there are opportunities for us some standardization that they'll help us and then the same question is do you have any conversations. With dhs as far as those people that are on maybe government assistance programs and and are you doing a partnership with fight as all I can state agencies with tanner from the other ones you'll sometimes I wonder if is it a matter that we obviously we have a work for shortage i'm not i'm not denying that i'm just curious about the conversations that occur with the agencies that are providing government assistance to try to weed out those that might need a little bit more encouragement to get off the government assistance and get into the work force and I was here what dialogue you're having with those agencies. There's been a lot of. Thought partnership on. Putting people back to work that are capable. And so i've i've spent several hours with secretary putting them to describe scenarios of what will be that. The hand up versus the hand out in and supervising so as you see really DHS and DWS really working close together because sometimes ten for fund a training provider that the w s office uses and we're trying to move out comma wrap round service for a connecting it. There'll be people that as I talked to employers and whether. No contention seas is i'll have people come to an interview and i'll offer the job and they'll say nice to be the interview to so I get my my state funds. Well will be to know more of those things as reulizing this portal of the reason why I didn't get the job and be able to to doubles things in cultural closer closer but in the the short term it's going to be the people that want to be. A contributor. Then we'll come back with another strategy that to encourage those who may be later doctors. And I don't yet have a assault on the non adopter site. But where we want to work through the early adopters first. To help them get to where they to go and really assist them like the state in federal dollars were incinevised to do and then motivate. The later doctors. And despite our best efforts to clab ration I would imagine that always been non adopted. Do you. Those individuals show up say they just need to check the box do you know that that information we've encouraged employers to report that you know two dws so that they would be nine they're unemployment do you do you link those back to the other agencies that so that that information shared or said something you're working on because quite honestly if they checked that box on out one that believes they are to get aint government support assistance they need to be cut off at that moment and I realize there's challenges to that but getting any information back to the appropriate agencies so that they can make that determination have you is that is that stood up now or is that under development where that information be channel directly quickly. It's gonna be under development that is a factor consideration that will be. Maybe a year and a half out in the state he is eligible back and look at the list. But there were some. They use their changes I believe that shortened ui from a period time about eighty percent down and in that restriction keeps coming back so just kind of that there's nudges that are coming but as far as the the broad push. We wouldn't be able to to facilitate even. Before this cabinet was even a symbol than. And networking together. I would be very doubtful if one person who the other person would have been in that other building. Much less when they were available and what how to track at any kind of dashboard. Okay thanks senator hammer I would just say briefly that we certainly work across with and we have another organizations and use the proper funding stream you know what we're talking about the cdl programs. We have requirements and language drafted in there that ten or for fun if eligible participants and welfare on those that are. Yeah. Representative flowers thank you madame chair I have a couple of things I noticed on the arkansas focus areas graphic in front of us. The. A great deal of the gaps that exist exist in the delta southeast arkansas and north central. And. Yeah. Sorry about that and so I would ask you and really in the context of um you know all of the areas of focus out there and in thinking about the tourism in the hospitality industry being our second largest how does that fit and what are your thoughts about how we can fill those gaps in the delta and southeast arkansas especially given that none of the focus areas reflect our second largest industry. The program sucrease centers. And through the high red map. Take the program piece so. The focus area. Is the. Wander mentioned of a lattice work the programs goes band fills in the other places to wear. I would think every school on this map should be able to say I want to do this were really good this I want this a program this is what you want to do and continue to drive that forward. And this work will change every year as we find as we start measuring as we start looking for more opportunity but there's a finite number of dollars. And unless we tap. Into the private sectors funding which is the best success because you have ownership on both sides of the equation. Those don't fully exist. In those areas you mentioned today which doesn't take away their importance but I think about for example pine bluff and a program around during design was since he's logged habin and they were gonna fund and instructor to do a jewelry design was at sixty five thousand dollars salary of the graduates to see in those who are areas that come to get more pixelated. Not though the arab dollars investments but through officer skills development so. Cody has the program that I think brings that a lot of the the dimension into the the local areas and I don't know of a place that gets refused that there's employer return. No I mean very rarely will we not fund anything I mean I think we fun plus ninety plus percent I mean I think it's like we have to have industry demand you know what the return of investment is what the average wages are of graduates coming out. I mean certainly there's times where we don't approve a grant but for the most part I mean everything is proved I think about that near hundred percent approval that you have for the reimbursement of training seventy five to twenty five ratio that if an employer is one of invest not you always pay at thirty five yeah yeah well it's sometimes i'm done with seventy five twenty five split sometimes it's fifty fifty split whenever the breakdown is but yes. So it is opportunity for that in all aspects in every region of the state how I would say that there is an opportunity for a lot of industries and sectors are just you know i'm i'm looking at this and listening to. Um. How we can connect. Education with industry and again given that. You know we have a whole. Agency you know a department of heritage and parks and tourism. Um you know we tax. So that we can create some investments and grow tourism. And i'm just I just see a big old gap and an ad there if we're gonna identify. You know what the areas of focus that should exist in what we should be investing in the investment is already being made but it seems like there is not a lot of fart about how we can make connection between. Our second largest industry which you know and many of those jobs are not necessarily high paying. When you look at just the restaurant industry but hospitality and especially when you connect arts and and stam. To what other states are doing to create incentives to grow that. Um and drive that industry here I just feel like we're missing out on a lot and not even identifying it as a focus area. And that identifying the different programs in our two year colleges as well as ca through twelve and went back at me to grow arts and hospitality and heritage tourism here in in the state so. It might help to know that just because it's not on their slide if if I put everyone else programs in mapped out of the potential areas where they might go we couldn't even see it. So the programs the secondary centers the higher red pieces all the different programs pathways diplomats in emphasis. Is here. It's not this layer but it's the next is that the layer underneath this with twelve it's a later above that was secondary center as the layer below this too that would be the the two year school so just has done this layer doesn't mean that's not on our writer it madam chair one more question please. I'm sorry oh thank you thank you and then earlier you mentioned our focus on are enterprintership and can you tell me how we can grow that and connect that between industry and education thank you a big part of the entrepreneur. Visibility is is actually coming from secretary humid donald of looking at the state in all of the entrepreneurship that's occurred in our state internal growth and and development so it's listed in the program areas for the the in the two years goals and and mapped out that part. But it could be looked very different based on geography of the state in what a person's thought is there is actually I think probably a certain level of. Entrepreneurship within each of these focus areas in each of the programs and every level above that there's contributorship is pretty saying space because there's a lot of. Vision capabilities so it is hard to quantify those values. Representative harder. Thank you very much. Real quick I just wanted to mention or ask about so that the funding formula was mentioned in higher at a long of mister rogers or doctor warden one. Takes this but since it was mentioned I think mr mentioned the funding formula potentially changing to include some factors regarding placement and delta dollars was the phrase that you used which I do think there could be some merit to but I just kind of wanted to see which are thinking about funding formula because if i'm correct I think that most of the phoning for our hire and institutions comes in the rsa which I think is around eight almost eight hundred million dollars but up you know between the institutions. And then the productivity formula has we have now as a set ten million dollars a year and that's the productivity numbers you get it sold about dividing up just that ten million dollar part. And so with rso phones. Yeah there's no formula there there's no rimal reason why any one institution gets what they get you could have five hundred students and you could have ten thousand students and it doesn't make a difference in in terms of what you're saying is going to be. And so i'm just kind of curious what your thinking about if you're. Saying you're potentially exploring changing the way we fund higher if it if that's the case are you looking at just that productivity peace are you looking at all of hiring more generally. You know you've got such a vast background working in higher read that I don't have to me it was a simple observation of of we're not incinevising non credit outcomes like we are degrees seeking. That was my simple observation this other simple observation was that. We look at a graduation as opposed to. A success of a person using their education. And so I would advocate. That we look at all funding for a higher red to see if it's equitable and if it's right and if it's what's going to promote the growth of our workforce going forward and it may be as yes. But I doubt it. That's a that's a big question representative you know our productivity formula is is is you know there's there's a lot of of a lot of critical thought that went into that when it was put in place it takes into account a lot of measures has a lot of multipliers. It's complicated frankly if I tried to explain that our education funding for me to my mother she would probably say I don't are eat the challenge birth what can you just tell me how this works really know but and I don't mean to I think there's some ways to some things that we can do to probably the improve that formula may be make it not quite so complicated but meet the same ends. And there may be some things that we can do. Within our side from that to to insinivise these non degree up training opportunities that we all know exist out there especially with this new generation that wants smaller chunks of education to improve their career opportunities and there are there there are way life. So I think it's a very high level. Thought. That is going to take some very deliberate. Thought and and consideration. To make it right so we're not there yet those conversations are used as what are you thinking I think those are very hard will conversations about what can we do. To inside of ours. Are higher education institutions. To do the things that we think we need that arkansas needs. To create more opportunities for prosperity. For well for up for the three disopulator bob one is it's three legal store you've got to take care of of the state the institutions you've got to take care of our our companies are employers but you also had to keep care of the students and so I think we have to find a formula that does all three of those things so we have our students. And our institutions and our employers all in the conversation so i'm sorry to be so negulous with that but I think there's a lot of thought in detail that needs to go into that work to make improving the formula. Effect. Representative back thank you mountain chair. I do like the approach of I may word a little bit different I like if you show high school students. Apparent to where they want to go they they tend to to have that way and and you give them the main to get there but one of the restrictions and I my question is is that if that path in both appreciates. Are programs and does that does have age restrictions on them which sometimes. The. Can write the person and get the academic aspects of the but now they're the whole things out of balance right i'll use electrical as in an internet call you typically you should you start your printership program you start your hours and you start your training and you go up through the journeymen hopefully ending up at a masters license but because the uk. At sixteen you can't be prince right. But so graduated in out as were describing license trades versus nontraditional there's a couple for that. But today senior can start a senior in high school in electrical program can start their first year printership and use rti account towards that or j t that would then supply them to be qualified to get their journeymen. The. There's no there is no age restriction on there. The the only age restriction for an opportunity to positive to be sixteen years of age or older anything you can be in a prince at the age of sixteen thank you sir. And I would just say only a printer just briefly you know we're worth layering preparing to stuff down youth printer stuff down indoor k twelve c t c centers so the more ct centers that we have doing construction projects right we're we're starting to you know get their introduced too you know whether it's inccr core stuff right level one and getting those rti hours to count towards their printership hours towards the journeymen certain you know license and things that nature so whether it's plumbing electrical which are licensed or whether it's you know anything else that's not license but is in coordination with a program sponsor we're layering those things down in the k twelve level as preparing to send you the produce opportunities. Yeah. Sure no that's not that's not right that's that's true I mean some companies will hesitate to employer printesses because of the insurance liability issues or workers compared things that nature but you could still be in a printer at the age of sixteen years of age of employers are willing to take on that risk and a lot of other fault places you know that are doing it they're using third party contract organizations to take on that liability issues so that they're not in employer or the the apprentice underneath the age of eighteen is in an employee of the company but they're contracted employee back to so there's ways around that that peace for employers that we've been doing and other states have been doing as well. Sir representative painter. Thank you madame chair how are we doing as a state when it comes to a better population of curt service members in the guard of the reserve converting their military education to either in the work force or or two higher education. I think that my require three answers the the first is most of the work has been done that space is done by nonprofit today. The second answer to that piece is there's not been a formal crosswalk done by the state there is some federal help the deal will it does that in the third piece and i'll refer this to commissioner warden but the higher ad has a team of folks that specialize on the giant bill and getting that engagement with the colleges in the veteran. So I don't have those numbers in front of me but I can certainly get those for you sir and I mean follow up manager. Maybe not addressing the gi bill itself but you know like electrician in the military you know the in in the army at least being in a reserves you know we have electrician carpeters plumbers nuclear radiologists all those kind of folks in there just making sure that that type of training that they spend you know months and years on is you know if they want to go to the private sector or further their education that's. Being counted or they're getting some type of credit. The on the opportunity side yes so I know whether their electrician or plumber we have committees that meet once a month and approve experience credit requests from whether their transitioning then from another state or from the military would have you and so in most cases they don't get a hundred percent credit but they are getting some percentage of that credit towards a license you're in arkansas and we do have bob several programs in the state I don't have the number of the top of my head that do a prior learning assessment and look at transitioning whatever they're in o s was with their expertise and experience in the military that can transition in the academic environment so we can move them as far as we can down the degree path without double debiting for like a better way to make them take course work where they already have expertise thank you. Okay that looks like all the questions anybody else have any more. Spent quite a session. Air with all learned a white and I think will probably invite you back in a couple of three months the continue this conversation mostly because this is all new to everybody and we need to have an opportunity to absorb some of it. But then begin to understand how do we make it all happen. Yeah I think that will be critically important. So anybody nobody else has any questions appreciate very much. Gentlemen for being here thank you very much did you have anything else who want to say. Okay thank you appreciate it. Okay. So we have the consideration of adoption for the interim study proposal i'm proposing that we batch these study proposals any objections to that. You are here emotion. I have emotional second old favor i'll post. Thank you very much okay then we are adjourned until tomorrow morning out more o'clock thank you very much. This.