In today’s economy, career readiness is receiving increased attention at the state and federal policy levels and in our schools. Much of this is driven by growing interest in improving student transitions to both college and employment.
Recent federal legislation, such as the Every Student Succeeds Act, has brought national attention to improving both college and career readiness. Career development is a critical component, but there is widespread dissatisfaction with the quality of today’s services. Best practices are well-positioned to better inform and prepare students for the world of work; however, there is one notable limitation—they are not designed to foster employer leadership. As companies look to create a pipeline of talent to compete on a global stage, how can the business community secure and maintain the supports it needs to play an expanded role in career development?
The U.S. Chamber of Commerce Foundation (USCCF) proposes a transformational approach to prepare youth to develop stronger innovation and workplace skills through real-world experiences. By placing a stronger emphasis on employer-led problem based learning at all education levels, innovation moves from the periphery to the center of the curriculum.
In December 2015, Congress passed the Every Student Succeeds Act (ESSA), returning power back to the states for the creation of their education accountability systems.
Improving educational opportunities and experiences for all students in the United States is a national imperative. Although doing so is complicated and arduous, there are important lessons to glean from success stories.
The U.S. Chamber of Commerce Foundation (USCCF) and USA Funds are working together to explore strategies and solutions for addressing the skills gap facing America’s business community, while promoting “completion with a purpose” for our nation’s graduates.
* Please note, this is an advanced preview and the final paper will be released in February, 2016.
This implementation guide builds on the foundation set forth in the 2014 white paper, Managing the Talent Pipeline: A New Approach to Closing the Skills Gap, which identified how employers could leverage lesso