1. education
2. graduate school
3. college

Agenda
1.The Need for High Impact Programs
2.The Power of SUNY
3.Why Co-op/Internships
4.Benefits to Business/Industry, Students and
New York State
5.SUNY Works - Research/Campus Activities
6.Questions/Discussion
Scope of the Challenge
• Two-thirds of all jobs now
require some college
• Seven of the top ten fastestgrowing occupations require
a postsecondary degree
• By 2018, one-third of all
newly-created jobs will
require an associate degree
21st Century Skills
• Between 2008 and 2018 of the nearly 47
million anticipated “middle – skill” job
openings, 63% will require at least some
college education and strong basic skills in
math, science, and other technical areas.
Higher Education and the Labor Market
63% of all jobs will require some college or better by 2018.
28%
63%
Source: Analysis of March CPS data,
Center on Education and the Workforce
Middle Skills Jobs-New York
• Middle skills jobs account for
nearly half (46%) of all current
jobs in New York State and a
substantial share of future job
openings, However….
Middle Skills Jobs-New York
• ....only 39% of New York’s workforce has the
educational credentials to fill those positions.
• Ensuring an adequate number of middle-skill
workers will require providing “high impact”
post-secondary educational opportunities.
Levels of Education for NY Residents
Ages 25-64
5.6% - less than 9th grade
14.6% - graduate or
professional degree
20.0% Bachelor’s
degrees
9.1% Associate’s
degrees
7.7% - 9th-12th grade;
no diploma
25.7% - H.S. graduate or
equivalency
17.3% - some college, no degree
How Strong is the Education Pipeline?
In New York, for every 100 ninth grade students…
…57 students graduate from high school four years later.
…41 students immediately enter college.
…31 students are still enrolled in their second year.
…19 students in New York, graduate with either an associate’s degree within
three years or a bachelor’s degree within six years.
Student Debt Load
Official Calls for Urgency
on College Costs
College seniors with loans now graduate with an
average debt load of more than $25,000. With
outstanding student debt nearing $1trillion –
and exceeding credit card debt.
market place
The Power of SUNY
SUNY will be a key engine of
revitalization for New York State’s economy
and enhance the quality of life for the
state’s citizens.
12
Six Big Ideas
SUNY and the
Entrepreneurial Century
SUNY and the Seamless
Education Pipeline
SUNY and a
Healthier
New York
SUNY and an EnergySmart New York
SUNY and
the World
SUNY and the Vibrant Community
Fixing the Education Pipeline
SUNY and the Seamless
Education Pipeline
ECHS
S-TEN
Experiential
Education
Experiential Education
SUNY EXPERIENTIAL EDUCATION
SUNY Works
• Co-op
placements
• Internships
----------------• Work study
• Clinical
placements
SUNY Serves
• Service Learning
• Community
Service
• Young
professional
development
SUNY Discovers
• Research
• Entrepreneurship
• Field Study
Why Co-op/Internships?
1. Career Readiness
2. Increase College
Completion
3. College Affordability
3. Career Opportunities & Economic Development
Career Readiness
Classroom
Workplace
HARD SKILLS
SOFT SKILLS
Rule-based
Technological/scientific
Industrial/Mechanical
Tools/techniques
Specialized
Procedural
Replicable
Predictable
Experience-based
People related
Attitudinal
Behavioral
Non-domain specific
General
Transitional
Non-technical
Career Ready
Improve College Completion:
1. Willingness to take on more difficult
tasks increases
2. Improved problem solving: Analytical
thinking
3. Improved performance in the classroom
4. Increased commitment to educational
goals
5. Increased GPA
6. Absenteeism decreases
7. Disciplined thinking increases
8. MORE STUDENTS GRADUATE
A recent U.S. Census Report
determined that 71% of the
nation's undergraduates were
working while attending
school…..
20
Career Opportunities/Economic
Development
• 95% of co-op students find jobs immediately upon
graduation
• More than 60% of co-op students nationally accept
permanent jobs from their co-op employers
•
•
Employers expect to increase internship hiring by almost 7% and Co-op positions
by nearly 9%
Internships and co-op programs are clearly connected to retention: After one-year
on the job, hires drawn from an employer’s own internship or co-op program were
retained at a rate of 75.8%. By contrast, 60.7% came on board without any
internship/co-op work experience
Paid Experiences Do “PAY”
Offer Rates for Paid and Unpaid Interns
Sector
Offer Rate
Paid Intern
Offer Rate
Unpaid Intern
Offer Rate
No Internship
For-Profit
64%
38%
*
Nonprofit
42%
36.8%
*
Federal Government
59%
39.5%
*
State/Local
Government
49%
31.9%
*
Overall
59.9%
37.1%
35.7%
Source: 2012 Student Survey, National Association of Colleges and Employers
Benefits
Business/Industry
Students
New York State
Find Future Employees
•A year-round supply of
highly motivated and
capable students from many
different disciplines who can
bring novel perspectives,
fresh ideas and specialized
strengths and skill sets to
your organization
Test-Drive
the Talent
t
•HR reality – a new employee makes a solid
impression in the interview – but just might not
gel with your current team or your company’s
way of doing things.
•Hiring a co-op/inter is the most effective way to
evaluate their potential as a fulltime employee
•“try out” the talent
•Avoid the pitfall of training a new hire –only to find
out they are not a good fit for your organization
Increase
t Productivity
•Employers can meet short term needs due to
vacation schedules, transfers, promotions,
training commitments, peak workloads or
special projects by hiring co-op/internship
students
•The ability to increase effective utilization of
permanent employees and opportunity for
employee development in the area of co-op
student supervision
Decrease Costs
t
•Co-op and intern students are an inexpensive resource. Their
salaries are usually lower than staff employees, and you are not
obligated to pay unemployment or a severance package should
you not hire them on fulltime.
•Benefits often account for 25 to 35 percent of personnel costs.
Using Co-op/Internship students can significantly lower these
costs.
•Reduced recruitment and hiring costs-cost effective means of
evaluating future employees
Increase Employee-Retention
Rate
t
The retention rates of full-time hires who originated from an
organization’s own internship/co-op program are markedly greater
than the rates of hires without such
experience.
•After 1 year on the job, internships/co-op program
hires were retained at a rate of :
•almost 76%
• non-internships/co-op hires were retained at a
rate of 66%
•After 5 years the difference is even more evident•Internships/co-op hires-almost 63%
•Non-internships/co-op hires – 48%
Give Back to
t the Community
• Give back to the community
– Creating an internship program is an excellent way
to give back. Hiring interns not only helps
students in your community get started; it
enhances the local workforce as a whole
– Share in the training and development of our
students to help them become productive
members of society and potential leaders
Employer Contribution
Employers provide critically important feedback on the
degree to which students master the qualities required for
success in the workplace. As such, business leaders
contribute to the effectiveness of higher education by
helping define the learning outcomes a global society
requires
Employers provide direct knowledge of changes occurring
within given industries and a keen sense of changing skill
requirements for current and future employees
Benefits to Students
Competitive Edge
• A well rounded
education, enriched by
practical application of
classroom learning
• Financial compensation
which help to defray
educational costs (paid
positions)
• Enhanced Resume’ and
career portfolio
• Competitive edge in the
job market
• Develop a network of
contacts in their chosen
field for future
opportunities and
references
• Learn about workplace
culture and develop and
apply 21st century skills
Benefits to Institution
Institutional Benefits
• Increased retention rates
• Increased graduation rates
• Increased enrollment as co-op
programs attract top quality,
superior, highly motivated
students
• Well-qualified graduates who are
prepared to assume a productive
role in the society and the
workforce
• Feedback from employers on the
quality and relevance of program
curriculum
• Classroom learning environments
are enhanced by the presence of
co-op/intern students who have
had relevant work experience
• The opportunity for faculty to
influence the career path/life of
talented young students
SUNY Works
 SUNY Works is a Co-operative Education and
Structured Internship Program that includes a solid
partnership between students, SUNY colleges and
business and industry.
 Students are engaged in a structured educational
program integrating classroom studies with learning
through productive work experiences in a field
related to the student’s academic career goals.
 SUNY Works presents a win-win for everyone. Students get hands-on work experience to
enrich their academic program, employers have an opportunity to engage young thinkers
and doers, evaluating and mentoring them in a safe environment, colleges and universities
increase their retention and graduation rates and the state benefits from an enhanced
workforce; that will stay in New York State.
 Funding - Nearly one million dollar start-up grant from Lumina Foundation
 $500,000 scale-up grant from Carnegie Corporation
Research
Research
Half of the employers surveyed recently by The Chronicle
and American Public Media's Marketplace said they had
trouble finding recent graduates qualified to fill positions
at their company or organization. And they dinged
bachelor's-degree holders for:
lacking basic workplace proficiencies, like adaptability,
communication skills, and the ability to solve complex
problems.
While fresh hires had the right technical know-how for
the job, said most employers in the survey, they
grumbled that colleges weren't adequately preparing
students in:
written and oral communication, decision-making, and
analytical and research skills.
Research
Employers articulate the skill sets that new
entrants—recently hired graduates from high
school, two-year colleges or technical schools,
and four-year colleges—need to succeed in
the workplace
Among the most important skills cited by
employers:
• Professionalism/Work Ethic
• Oral and Written Communications
• Teamwork/Collaboration and
• Critical Thinking/Problem Solving
SUNY Works
Formal Internships
•Paid or Unpaid Experiences
•Model-Usually a One time
Experience
•Not Necessarily integrated into
academic curriculum
College
Student
Co-op
•Paid Experiences
•Model-Alternating/Parallel
Combination
•Progressive learning
experiences
•Integrated into academic
curriculum
Learning outcomes
Student – Employer evaluations
Formal academic recognition
Faculty Involvement
Related to students program of
study
Employer involvement
Student reflection
Employer
SUNY Works -Phase 1-Pilot Campuses
Cayuga Community College
Fashion Institute of Technology
Fulton-Montgomery Community College
Hudson Valley Community College
Monroe Community College
Onondaga Community College
Schenectady Community College
Suffolk Community College
Stony Brook University
SUNY Works -Phase 2-Pilot Campuses
Adirondack Community College
Broome Community College
Niagara Community College
Orange Community College
Rockland Community College
Buffalo State
Oswego
U Albany
Oneonta
Binghamton U-Prep Curriculum
Business/Industry Partnerships
42
Pilot Campus Activities
43
Outreach/Marketing
t
EFFECTS-Students
1. Willingness to take on more difficult
tasks increases
2. Improved problem solving:
Analytical thinking
3. Improved performance in the
classroom
4. Decreased student debt load
5. Increased GPA
6. Absenteeism decreases
7. Disciplined thinking increases
8. MORE STUDENTS GRADUATE
45
EFFECTS-Employers
1. A year-round supply of highly motivated and capable
students from many different disciplines to perform
specific tasks
2. Reduced recruitment and hiring costs-cost
3. Test drive the talent – extended interview
4. Increase productivity
5. Decrease cost and enhance perspective
6. Increase employee retention rate
7. Input into curriculum development-Employers
provide direct knowledge of changing skill
requirements
46
EFFECTS-New York State
95% of co-op students
nationally find jobs
immediately upon
graduation; more
importantly 60% are hired by
their co-op employer
Students work and STAY in
New York State!
465, 000 Work-Savvy
Graduates upon full
scale-up!
Becoming a Co-op Employer
• Decide which areas of the organization would be best served
by a SUNY co-op student.
• Determine who will select, supervise, mentor, and evaluate the
student.
• Develop an orientation and training plan for the co-op student.
• Contact SUNY at SUNY [email protected] to discuss your needs
and provide information necessary for student recruitment.
• Or go to the SUNY Career Development Organization website
at http://www.sunycdo.org/cdo/employers/ and post a co-op
and/or internship. SUNYCDO represents a consortium of SUNY
career service professionals throughout New York connecting
talented students and alumni with employers.
SUNY Works Contact
Paula Perna
Project Director/SUNY Works Cooperative
Education Program
Office (518) 320-1274
Email: [email protected]
[email protected]