WORKFORCE

Students are placed into and succeed in high-demand, high-wage jobs.

By 2025, employers in Indiana will need to fill one million high-demand, high-wage jobs. Approximately half of those jobs will require a high-quality, post-secondary degree or certificate. Ivy Tech Community College will play a central role in preparing Indiana’s workforce by being student-centric, demand-driven, and aligned with the state’s key economic sectors.

HOW WE GET THERE

STRATEGY 4.1 Ensure campuses focus on high-wage, high-demand jobs by offering the right programs at the right places.

Create employer-endorsed programs. Expand faculty paid externships. Develop early college pathways aligned to high-wage, high-demand careers.

STRATEGY 4.2 Increase work-and-learn experiences for all programs related to high-wage, high-demand jobs.

Establish a strong career development program on each campus. Build an integrated work-and-learn experience for highest demand programs.

STRATEGY 4.3 Engage employers to ensure job placements meet workforce needs.

Create college-wide, high-demand sector employer councils. Implement an adjunct engagement model that includes employer data capture and facilitates connections between students and their employers. Design resources and programs that help students with career readiness.

STRATEGY 4.4 Focus career development on placement of students in high-demand, high-wage jobs.

Develop career advising intervention for students considering the General Studies program. Create a career-ready certificate that demonstrates to employers that students are workforce ready.

STRATEGY 4.1

Ensure campuses focus on high-wage, high-demand jobs by offering the right programs at the right places.

Create employer-endorsed programs. Expand faculty paid externships. Develop early college pathways aligned to high-wage, high-demand careers.

STRATEGY 4.2

Increase work-and-learn experiences for all programs related to high-wage, high-demand jobs.

Establish a strong career development program on each campus. Build an integrated work-and-learn experience for highest demand programs.

STRATEGY 4.3

Engage employers to ensure job placements meet workforce needs.

Create college-wide, high-demand sector employer councils. Implement an adjunct engagement model that includes employer data capture and facilitates connections between students and their employers. Design resources and programs that help students with career readiness.

STRATEGY 4.4

Focus career development on placement of students in high-demand, high-wage jobs.

Develop career advising intervention for students considering the General Studies program. Create a career-ready certificate that demonstrates to employers that students are workforce ready.

ANGELA’S JOURNEY

“By partnering with Ivy Tech, Honda Manufacturing of Indiana is working to address the shortage of technical workers that Indiana faces.”

Angela Topper

Team Manager Organizational Development, Honda Manufacturing of Indiana

Honda Manufacturing of Indiana and Ivy Tech Community College became partners shortly after the automaker located to Greensburg, Indiana. Together, Honda and Ivy Tech have created multiple opportunities for Hoosiers to gain required training for and ultimately succeed in high-demand, high-value job opportunities.

“Honda Manufacturing of Indiana is working to address the shortage of technical workers that Indiana faces. Partnering with Ivy Tech to train students and individuals makes sense to us because we are creating an employment pool of stronger and more qualified associates who ultimately will help our company’s future growth,” shared Angela Topper, Team Manager Organizational Development for Honda Manufacturing of Indiana.

Since inception, Honda has grown their technical training program to include advanced automotive robotics technology, mechanical technology, industrial engineering, fluid power, programmable logic controls, and other certificate programs. Honda has also worked with Ivy Tech to develop customized leadership training for managers which include topics such as conflict resolution, diversity, accountability and coaching skills.

“Ivy Tech worked with us to understand the types of training we needed and then developed a program which met our expectations. The instructors from Ivy Tech were able to train employees at our location and during all of our shifts,” shared Topper.

Hundreds of people have been trained through the Honda and Ivy Tech partnership, and both organizations are committed to expanding efforts to fill workforce demands. Together, Honda and Ivy Tech worked with the local career and technical education programs to develop early college opportunities for high school juniors and seniors.

“As Ivy Tech continues to grow and reach more people with opportunities, we are glad to be part of the partnership. It helps with our supply and demand for our future workforce pipeline,” said Topper.

METRICS

Year 1

Year 3

Year 5

Percent Completions in High-Demand/Low-Supply Programs

70%

40%

10%

Percent Completions in High-Demand/Limited-Enrollment Programs

12.5%

10.5%

5%

Percent Completions in Low-Demand/High-Supply Programs

7.5%

6.5%

5%

Percent Completions in Demand/Supply Equilibrium Programs

10%

43%

80%

Median Wages at Year One (Percent Above State Median)

41%

53%

80%

METRICS

PERCENT COMPLETIONS IN HIGH-DEMAND / LOW-SUPPLY PROGRAMS

Year 1: 70%
Year 3: 40%
Year 5: 10%

PERCENT COMPLETIONS IN HIGH-DEMAND / LIMITED-ENROLLMENT PROGRAMS

Year 1: 12.5%
Year 3: 10.5%
Year 5: 5%

PERCENT COMPLETIONS IN LOW-DEMAND / HIGH-SUPPLY PROGRAMS

Year 1: 7.5%
Year 3: 6.5%
Year 5: 5%

PERCENT COMPLETIONS IN DEMAND / SUPPLY EQUILIBRIUM PROGRAMS

Year 1: 10%
Year 3: 43%
Year 5: 80%

MEDIAN WAGES AT YEAR ONE (PERCENT ABOVE STATE MEDIAN)

Year 1: 41%
Year 3: 53%
Year 5: 80%

(888) IVY-LINE
© 2018 Ivy Tech Community College

(888) IVY-LINE
© 2017 Ivy Tech Community College