Indiana’s New Career Pathway

Preparing More Hoosiers For Success After High School

A NEW PATH TO A REWARDING CAREER

Hoosiers need more options when deciding what comes next after high school, and a group of Indiana leaders has a plan for creating a new pathway to opportunity.

The new professional education and training pathway combines classroom education with on-the-job training to prepare high school students for careers and develop a new talent pipeline for employers seeking to address workforce needs. As an alternative learning route for students, the professional pathway will complement the existing high school-to-college pathway and provide new opportunities to tens of thousands of Hoosiers, including many who otherwise may not have opted to attend college or pursue training after high school.

THE NEED FOR A SYSTEM SERVING ALL HOOSIERS

Indiana must take bold action to deliver better outcomes for individuals, employers, and the state’s economy.

INDIANA’S EDUCATION AND SKILLS MISMATCH

By 2031, 72% of U.S. jobs will require an education beyond high school, but Indiana is not on track to meet that need.1

39%
of Indiana adults 25 or older have an associate degree, bachelor’s degree, or other advanced degree.2
×

吸烟对印第安纳州雇主的影响

吸烟休息费用
$0
吸烟者
00%
生产力低于非吸烟者
吸烟者缺勤天数比不吸烟者多,给印第安纳州雇主带来损失
$0
53%
of Indiana’s 2022 high school graduates enrolled in college within one year.3
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吸烟对雇主医疗成本的影响

每家企业支付预计
$0
每名吸烟员工每年都要承担额外的医疗保健费用。
47%
of Indiana’s college students graduate on time, and 67% graduate within six years.4
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$2/Pack 税收增加的好处

0%
青少年吸烟率下降
0
防止青少年成为成年吸烟者
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预防因吸烟导致的过早死亡
<40%
of each high school cohort graduates from high school and earns a college degree.5
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使用电子烟的成年人比例

2016
0%
0%
2021
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0%
美国
印第安纳州

Seeking A New Path For Hoosiers

To address talent demands, Indiana is building a new professional education and training pathway. This path is inspired by Switzerland’s acclaimed professional and vocational education and training system, where employers and educators collaborate to develop skilled talent starting in high school.

A group of leaders from Indiana studied the Swiss system with the help of experts from the Center on the Economics and Management of Education and Training Systems (CEMETS) at the Chair of Education Systems, ETH Zurich.

The key learning is
Employers must lead this new pathway by:

Identifying in-demand occupations and the related knowledge, skills, and competencies.

Collaborating with educators to develop the education and training content.

Delivering a significant portion of the education and training through on-the-job learning.

A successful pathway also requires:

Education and training opportunities to be available statewide.

The creation of formal credentials for students recognized by higher education and employers.

With these pieces in place, the traditional college pathway and this new professional pathway can merge into a comprehensive system, offering Indiana students diverse opportunities for preparing for rewarding, well-paying careers.

了解更多

“There are a lot of talented students who don’t know about our industry or who think you need a college degree to work in it. By bringing students to work in banks during high school when they’re still mapping out their futures, the industry will give young people the chance to experience the workplace and learn about their opportunities.”

– Mike Ash, Region President, Fifth Third Bank

Testing a potential solution and identifying barriers

Using learnings from the Swiss system, the first pilot program in Indiana launched in Goshen in 2019. In 2020, with funding from the 理查德·费尔班克斯基金会, 登上印第安纳州 launched a youth apprenticeship pilot program in Marion County as well as a statewide Community of Practice to ensure lessons learned were shared across all Indiana communities working to design and implement pilot programs.

Indiana’s existing apprenticeship model is a three-year, paid program that begins in the 11th grade and leads to a high school diploma, college credit, and an industry credential. There are seven youth apprenticeship pilot sites in operation across the state, serving 100 employers, 40 schools, and 450 students across 13 counties.

While Indiana’s pilot programs created new opportunities for students, several challenges also emerged:
  • Lack of standardized, industry-created occupations and curriculum. Because industry doesn’t speak with one voice, apprenticeship programs are currently customized to meet individual employer needs. This makes it difficult to scale the system because there is no uniform set of knowledge, skill, and competency requirements for each occupation at the industry level.

  • Inflexible high school schedules. High school diploma credit hour requirements limit the amount of time apprentices can spend on-site at an employer. This impacts their ability to learn workplace skills and become productive employees, which reduces the return on investment for employers.

  • Few transportation options. Because of limited time out of the high school building combined with customized apprenticeship programs, it is difficult for schools and employers to identify cost-effective transportation.

  • Lack of labor market-aligned career advising for students. School counselors lack the time to provide comprehensive career guidance to every student. Further, they lack access to real-time, statewide labor market projections, making it challenging for students to select the best education and training pathway for their desired career.

  • No formally recognized credential that accounts for skills learned at the workplace. Today, an apprentice’s only option for a credential recognized by employers and the higher education system is to earn an associate degree or higher. This has led some apprentices to leave their programs early to pursue college degrees, limiting the return on investment for employers.

  • A fragmented work-based learning landscape. Indiana’s current work-based learning landscape is fragmented and involves multiple education, intermediary and government actors. This makes it challenging for employers to navigate work-based learning program options and can result in multiple entities trying to engage separately with the same employer, which is burdensome for businesses.

了解更多

Building A New Career Pathway

In December 2023, the 理查德·费尔班克斯基金会 invited leaders from existing Indiana pilot programs as well as participants from the September 2023 Indy Chamber Leadership Exchange trip to Zurich, Switzerland, to form CEMETS iLab Indiana, a coalition of nearly 200 leaders from a variety of sectors interested in building a new education and training pathway rooted in a youth apprenticeship experience starting in high school.

Within this new pathway, students will be paid for the duration of the year-round, three-year experience, which begins in 11th grade, and they will receive a degree recognizing both their academic and workplace learning.

iLab members have identified essential criteria for the new pathwayaddress previous barriersmeet the needs of students, employers, colleges, and K-12 schools:

  • Occupations should align with projected labor market needs and be identified by employers speaking as one voice for their industry.

  • The pathway should begin in high school, combining on-the-job experience with related academic instruction.

  • Work-based learning must be a paid, year-round experience, with the apprentices as both students and employees.

  • To maximize value for both the apprentice and employer, at least 50% (ideally 65%) of training should occur at the employer site.

  • Academic instruction should vary by occupation. For example, a healthcare apprentice should study biology and anatomy, while a banking apprentice should study math and economics.

  • High school classroom time requirements should be reduced to give students more time for on-the-job learning while also allowing flexibility to participate in extracurricular activities.

了解更多

“I’m all-in because I see what’s happening around the state in those school districts that are empowering kids and offering these types of experiences. The schools that are most impactful on students tend to be those that allow personalization and allow kids to go after their dreams, and that includes having experiences outside of the classroom walls that pique their interest.”

– Katie Jenner, Indiana Secretary of Education

Priorities To Make The Path A Reality

The strategic plan identifies four immediate priorities, with the most critical being for industry to unify its voice on talent needs. Once organized, K-12, higher education, and government partners can develop systems to scale youth apprenticeship programs.

PRIORITY ONE:

ESTABLISH TALENT ASSOCIATIONS 

To help industry organize as one voice regarding its talent needs, form industry talent associations to select priority occupations, identify required knowledge and skills, and develop curricula in partnership with educators. The first talent associations planned as part of the system are in industry sectors facing increasing talent shortages – banking, healthcare, life sciences, and advanced manufacturing and logistics.

PRIORITY TWO:

ESTABLISH MECHANISMS TO PROGRESS UP, ACROSS PATHWAYS

Create structured mechanisms for students to progress up the professional pathway or transition across the college and professional pathways. This will require the development of degrees that acknowledge skills gained via work-based learning that are recognized by employers and higher education.

PRIORITY THREE:

DESIGN A LABOR MARKET-ALIGNED CAREER ADVISING SYSTEM

Ensure students receive career guidance and can engage in career exploration activities starting in middle school, so they are equipped to enter the professional pathway if that’s what they and their families choose.

PRIORITY FOUR:

DEFINE CLEAR ROLES AND RESPONSIBILITIES 

Define roles and responsibilities for employers, educators, government, and other stakeholders to transition Indiana to a coordinated, output-oriented governance structure for the professional pathway. Define funding mechanisms based on these roles.

了解更多

FOCUS INDUSTRIES + THE DEMAND FOR SKILLED TALENT

The first step is the establishment of industry “talent associations,” standalone organizations that create professional pathways starting in high school that work for all employers within their industry. Talent associations will select occupations, identify the required skills and competencies, and collaborate with educators to develop education and training content.

The first set of talent associations are within industries facing projected talent shortfalls that also have the strong support of industry executives:

Advanced
Manufacturing

银行业

Healthcare

生命科学

“We talked with a number of kids [Swiss apprentices] who started on one track, didn’t like it, and then switched. It’s structured for people to on-ramp and off-ramp.”

– Dennis Murphy, President and CEO, Indiana University Health

ABOUT CEMETS iLAB INDIANA

CEMETS iLab Indiana is a coalition of nearly 200 Hoosier leaders representing a variety of sectors including business, K-12 education, higher education, and government. The coalition’s members joined forces in 2023 to design a new statewide professional education and training system rooted in a youth apprenticeship experience starting in high school.

iLAB COMMITTEE MEMBERS

The iLab’s members are divided into committees that focus on the roles of relevant stakeholder groups.

联合主席

  • David Becker, Chairman & CEO, First Internet Bank
  • Claire Fiddian-Green, President & CEO, Richard M. Fairbanks Foundation

成员

  • 麦克·阿什(Mike Ash),五三银行地区总裁
  • 印第安纳州参议院临时议长罗德·布雷参议员
  • 公民能源集团总裁兼首席执行官杰夫·哈里森
  • 印第安纳州众议院议长托德·休斯顿代表
  • 印第安纳州教育部长凯蒂·詹纳博士
  • 梅丽娜·肯尼迪(Melina Kennedy),印第安纳州中部企业合作组织首席执行官
  • 印第安纳州高等教育专员克里斯·洛厄里
  • 印地商会总裁兼首席执行官 Matt Mindrum
  • 丹尼斯·墨菲,印第安纳大学健康中心总裁兼首席执行官
  • 印第安纳波利斯机场管理局执行董事马里奥·罗德里格斯
  • 印第安纳商会总裁兼首席执行官 Vanessa Green Sinders
  • 印第安纳州银行家协会主席兼首席执行官 Amber Van Til
  • 帕梅拉·惠顿(Pamela Whitten),印第安纳大学校长
  • BioCrossroads 总裁兼首席执行官 Vince Wong

委员会人员配备

  • Erica Viar, Vice President of Consulting, Ascend Indiana

联合主席

  • Mike Ash, Region President, Fifth Third Bank
  • Dennis Murphy, President and CEO, Indiana University Health

行业代表

银行业

  • 星空金融银行南部地区总裁 Scott Bove
  • Kyra Clark,Lake City Bank 高级副总裁兼首席人力资源官
  • Jason Eckerle,PNC 金融服务集团中部和南部印第安纳州地区总裁
  • 戴维·芬德利 (David Findlay),湖城银行董事长兼首席执行官
  • Juan Gonzalez,印第安纳州中部 KeyBank 总裁
  • 史蒂夫·哈里斯(Steve Harris),第一商业银行高级副总裁兼首席人力资源官
  • 安妮·希尔斯(Annie Hills),老国家银行幕僚长
  • 印第安纳波利斯国民银行第一副总裁兼首席人力资源官 Carrie Houston
  • Rod Lasley, Chief Operating Officer, Indiana Bankers Association
  • Lucia Mar,美国银行高级副总裁兼市场主管
  • 印第安纳波利斯国民银行高级副总裁兼首席市场开发官 Ann Merkel
  • Christina Moungey, Managing Director, Ohio Indiana Region Manager, JP Morgan Chase
  • Lorraine Ortiz,第一网络银行第一副总裁兼首席人才官
  • 詹姆斯·瑞安三世(James Ryan III),老国家银行首席执行官
  • 第一金融银行商业市场总裁 Jake Sappenfield
  • PNC 金融服务集团人才管理高级副总裁 Robert Senz
  • 迈克尔·斯图尔特(Michael Stewart),第一商人集团和第一商人银行总裁
  • 印第安纳州银行家协会主席兼首席执行官 Amber Van Til

保险

  • 印第安纳农民保险公司人力资源副总裁 Lisa Cameron
  • OneAmerica 董事长、总裁兼首席执行官 Scott Davison
  • Drew Dean,Burns & Wilcox 副总裁、董事总经理
  • Brittany Graman,Gibson Insurance 人力资源总监
  • 托德·杰克逊 (Todd Jackson),麦高恩保险集团合伙人
  • Sheila Kemp, Senior HR, FCCI Insurance Group
  • Greg Kramer, Senior VP, FCCI Insurance Group
  • Jon Loftin,MJ Insurance 总裁兼首席运营官
  • Amanda Pennington,UnitedHealth Group 销售支持副总裁
  • Andy Roe, Executive VP and Chief Operating Officer, Arlington/Roe
  • Jim Roe, President & CEO, Arlington/Roe
  • Karin Sarratt,OneAmerica 执行副总裁
  • Kim Thomas,OneAmerica DEI 和社区事务副总裁
  • Maggie Watkins,Shepherd Insurance 人力资源总监
  • Kevin Wheeler, Eastern Advisory Manager, Angela Adams Consulting

卫生保健

  • Laura Barnett, Senior Recruiter, Hancock Health
  • Karly Cope,社区健康网络人才管理副总裁
  • Mario Ellis, Chief Human Resources Officer, Beacon Health System
  • Melora Ferren, Vice President of Learning & Development, IU Health
  • Nancy Foster,Ascension St. Vincent 市场首席人力资源官
  • Beacon Health System 首席执行官 Kreg Gruber
  • Lisa Harris 医学博士,Eskenazi Health 首席执行官
  • 埃斯肯纳齐健康公司首席人力资源官克里斯蒂娅·希克斯 (Christia Hicks)
  • David Hyatt, CEO, Riverview Health
  • Dena Jacquay, Chief Administrative Officer, Parkview Health
  • Erin LaCross,DNP、RN、NEA-BC、CENP,Parkview Health 护理专业发展高级副总裁
  • Melinda Lebofsky,Deaconess Health System 高级副总裁兼首席人力资源官
  • Michelle Mahaffey,社区健康网络执行副总裁兼首席人力资源官
  • Tammi Nash,Riverview Health 副总裁兼首席护理官
  • Mary Schabes, Director Talent Acquisition, Beacon Health System
  • Heather Schoegler, Director of Strategic Educational Partnership, Parkview Health
  • Michael Schroyer,RN,MSN,FACHE,Baptist Health Floyd 总裁
  • Christopher Scott, VP of Clinical Services, Eskenazi Health
  • Dr. Adrienne Sims, Senior Vice President & Chief Human Resources Officer, Indiana University Health
  • 玛丽·乔·史密斯 (Mary Jo Smith),方济各会联盟人力资源高级副总裁
  • Jason Troutwine, Vice President/Reid Foundation President, Reid Health
  • Ram Yeleti 医学博士,社区卫生网络执行副总裁、首席医师执行官

生命科学

  • 罗氏诊断公司人才与文化主管 Bridget Boyle
  • Medartis 质量与监管副总裁 Travis Chrisman
  • 凯利·科佩斯-安德森 (Kelly Copes-Anderson),礼来公司副总裁兼多元化、公平和包容性全球负责人
  • Laurent Ellenrieder, Head Manufacturing Engineering, Medartis
  • Babette Gann, VP of HR for Ops, Supply Chain, QA & RA, Zimmer Biomet
  • Erin Hughes,Medartis 高级人力资源经理
  • 莫里斯·泰勒 (Maurice Taylor),礼来公司人才吸引、招聘营销和劳动力公平计划执行董事

先进制造业

  • Nicole Adamopoulos,BP 惠廷炼油厂安全与运营学习、学习交付经理
  • Kevin Ahaus,Ahaus 总裁兼首席执行官
  • 斯巴鲁印第安纳公司总裁兼首席运营官 Scott Brand
  • Chris Brunner,Hitachi Astemo Greenfield, LLC 人力资本 AM 区域人才战略和营销经理
  • Julia Buckley,Reliable MicroSystems, LLC 首席运营官
  • PTG Silicones 总裁 Brendan Cahill
  • PMC SMART Solutions 培训与发展经理 Chris Clark
  • Andrew Davies, Engineering Skills Team Leader, Rolls-Royce North America
  • James Deffendall, HR Manager, Plastic Recycling, Inc.
  • Scott Farrisee, Vice President of Engineering, Polygon Company
  • Brooke Firestine, Global Resourcing Business Partner – Defence; Talent Acquisition GBS People Services, Rolls-Royce North America
  • Fiorella Gambetta-Gibson,Allison Transmission 全球包容性、多样性和企业社会责任总监
  • Katrin Gerig,Telamon 人力资源副总裁
  • Chad Goldsmith,丰田北美制造公司人力资源组织发展、人才管理分析师
  • 丹妮特·霍华德(Dannette Howard),康明斯公司企业责任全球教育总监
  • Kiersten Janik,Heritage 集团 Heritage Construction & Materials 首席人才官
  • Sarah Johnston,Sanko Gosei Technologies USA 人力资源经理
  • James Keilman, Executive Director of HR, URSCHEL
  • 土屋集团北美总裁 Amy Ketcham
  • Andrew Kossack, Executive Vice President, Partnerships and General Counsel, ARI
  • Shawn Maple,Global Plastics, Inc. 董事
  • 马克·墨菲 (Mark Murphy),PRD 公司总裁
  • Bill Obras, General Manager Americas, Rego-Fix
  • Nicole Otte,Endress+Hauser 美国公司劳动力发展总监
  • Rose Pedreros, HR Manager, George Utz
  • Tony Robinson,MAPP 协会 MAPP 会员总监
  • Randy Sible,Kimball Medical Solutions KEIND 总经理
  • INDEX Corporation 总裁兼首席执行官 Crispin Taylor
  • Patrick Industries IMPACT/领导力与文化发展项目经理 Marissa Ulrich
  • Toby Walsman,Batesville Tool & Die.,Inc. 项目协调员
  • Josh Wilber,Grote Industries 人力资源总监
  • Sabrina Wilson, SVP Human Resources, dormakaba

Construction

  • Dan Becker, President, Danco Roofing Services
  • Thomas Dapp, Chairman and CEO, Gradex Inc.

国家和中介合作伙伴

  • 印第安纳州劳动力发展部工作学习与学徒办公室区域主任 Claire Berger
  • Judy Bueckert, Executive Director, Southern Indiana Education Center (SIEC)
  • Bryce Carpenter, Senior Vice President, Industry Engagement, Conexus Indiana
  • Fred Cartwright, President and CEO, Conexus Indiana
  • Gregory Deason, Senior VP Alliances & Placemaking, Purdue Research Foundation
  • Allyn Decker,OrthoWorx Indiana 运营与参与副总裁
  • 印第安纳州经济发展公司劳动力与人才执行副总裁 Tony Denhart
  • Steve Duff, Executive Director, The Big I (Independent Insurance Agents Association)
  • Lorenzo Esters, President, Central Indiana Community Foundation
  • Trevor Foughty,Heartland BioWorks 公共事务副总裁
  • Larry Fuesler, Assistant Director of Talent Development, Southern Indiana Education Center (SIEC)
  • Libby Gardner, Independent Insurance Agent of Indiana (PIA)
  • Sandy Gray, State Executive Director, NAIFA
  • Lyndsey Grayson, Director of Operations, BioCrossroads
  • Gus Linde, CEO, Eastern Indiana Works (EIW)
  • Kimberly Mau, Assistant Vice President for Nursing, Ivy Tech Community College
  • Michi McClaine,区域机会计划人才发展副总裁
  • 印地商会总裁兼首席执行官 Matt Mindrum
  • Cheryl Morphew, Director of Economic Development, City of Crawfordsville
  • Richard Paulk, Commissioner, Indiana Department of Workforce Development

委员会人员配备

  • Alex Maggos, Director of Consulting, Ascend Indiana

联合主席

  • 康科德社区学校校长 Dan Funston
  • 肯特·克莱默 (Kent Kramer),印第安纳州中部和南部善意组织总裁兼首席执行官

学区或特许学校网络成员

  • 安迪·艾伦 (Andy Allen),贝茨维尔社区学校公司高中校长
  • Jennifer Barrett, Director of Teaching & Learning, Richland-Bean Blossom Community School Corporation
  • 亚当·巴顿,东汉考克社区学校高中校长
  • 塔拉·毕晓普 (Tara Bishop),佩里中央社区学校校长
  • Jeff Butts 博士,MSD Wayne Township 主管
  • Rebecca Daugherty-Saunders,MSD Wayne Township 大学和职业准备地区主任
  • 贝琪·德尔加多 (Betsy Delgado),印第安纳州中部和南部善意组织高级副总裁兼首席使命和教育官
  • Brian Disney, Superintendent of Catholic Schools, Catholic Schools Archdiocese of Indianapolis
  • Nick Duvall, President and CEO, TeenWorks
  • Jody French,佩里中央社区学校初中/高中校长
  • 华沙社区学校校长 David Hoffert 博士
  • 巴尔-里夫社区学校校长 Andrea Huff
  • 印第安纳波利斯公立学校校长 Aleesia Johnson 博士
  • 丽莎·肯德尔博士,康科德社区学校助理校长
  • 贝茨维尔社区学校公司负责人 Paul Ketcham
  • 华沙社区学校大学和人脉职业经理 Melissa Kissling
  • Robert McDermott,Duneland 学校集团助理校长
  • Chip Pettit,Duneland 学校集团主管
  • 乔治·菲尔豪尔博士,东汉考克社区学校公司校长
  • Tim Pletcher,Baugo 社区学校高中校长
  • Michele Riise, Assistant Superintendent of Academics, School City of Hammond
  • Kerchell Rolling, K-12 Director, School City of Hammond
  • 拜伦·桑德斯 (Byron Sanders),巴戈社区学校校长
  • Dr. Jerry Sanders, Superintendent, Richland-Bean Blossom Community School Corporation
  • 布朗县学校校长艾米丽·特蕾西
  • 普渡理工高中首席执行官 Keanna Warren 博士
  • BJ Watts,Evansville-Vanderburgh 学校集团 OptIN 执行董事

国家和中介合作伙伴

  • 贝丝·布雷 (Beth Bray),沃尔顿家族基金会教育项目项目官员
  • Chris Brunson, Associate Executive Director, Indiana Non-Public Education Association
  • Erika Seydel Cheney,EmployIndy 职业相关学习 K-12 部门副总裁
  • Lisa Deck, Program Manager of Education Workforce, IN-MaC, Purdue University
  • Brittany Dougherty, VP of Research & Strategy, Southern Indiana Works
  • Patrick Haney, Executive Director, East Central Education Center
  • Tony Harl, Associate Commissioner for K-12 Strategy and State Director for CTE, Indiana Commission for Higher Education
  • 印第安纳州商会劳动力卓越研究所执行董事托德·赫斯特
  • Sarah Koontz,CareerWise 青年学徒项目主任,CareerWise Elkhart County
  • Katie Lash 博士,Ivy Tech 社区学院 K-14 和战略计划副总裁
  • Sara Nicodemus, CTE Director, Central Indiana Career & Technical Education Co-Op
  • Summer Runyan, Director of Career Coaching, Horizon Education Alliance

委员会人员配备

  • Alex Maggos, Director of Consulting, Ascend Indiana

联合主席

  • 印第安纳州众议院第 91 选区众议院教育委员会主席 Bob Behning 众议员
  • 印第安纳州第 27 参议院选区教育和职业发展委员会主席 Jeff Raatz 参议员

众议员/参议员

  • 印第安纳州第 46 参议院选区参议员 Andrea Hunley
  • Representative Julie McGuire Indiana House District 93
  • Representative Vernon Smith, Indiana House District 14

国家、企业和中介合作伙伴

  • 印第安纳商会教育与劳动力发展副总裁 Jason Bearce
  • 苏珊·布洛克·威廉姆斯 (Susan Brock-Williams),礼来公司州政府事务副总裁
  • 印第安纳州教育部政策与特别项目主任 David Buyze
  • Horizon Education Alliance CareerWise Elkhart County 合作伙伴经理 Miranda Cripe
  • 惠特尼·埃特尔,州长劳动力内阁执行董事
  • 印第安纳州高等教育委员会高级副专员兼参谋长乔希·加里森 (Josh Garrison)
  • 泰勒·休斯 (Taylor Hughes),印第商会政策与战略副总裁
  • 印第安纳州众议院共和党政策主管丹尼·凯利
  • EmployIndy 总裁兼首席执行官 Marie Mackintosh
  • 蒂娜·彼得森 (Tina Peterson),区域机会倡议总裁兼首席执行官 贝齐·威利 (Betsy Wiley),优质教育研究所总裁兼首席执行官
  • 贝琪·威利(Betsy Wiley),印第安纳州优质教育协会总裁兼首席执行官

委员会人员配备

  • Alex Maggos, Director of Consulting, Ascend Indiana

联合主席

  • Kenith Britt, COO & Chancellor, Marian University
  • 苏·埃尔斯珀曼(Sue Ellspermann),常春藤技术社区学院校长

高等教育机构

  • 巴特勒大学首席战略官梅丽莎·贝克维斯
  • Daniel Castro-Lacouture, Dean, Purdue Polytechnic Institute
  • 莫莉·道奇 (Molly Dodge),艾维技术社区学院劳动力与职业发展高级副总裁
  • 肖恩·赫德尔斯顿 (Sean Huddleston),马丁大学校长
  • 印第安纳州独立学院总裁兼首席执行官 Dottie King
  • 印第安纳波利斯大学企业与社区合作副总裁 Andrew Kocher
  • Leah Nellis 博士,创新和特别项目副校长;印第安纳大学学校伙伴关系办公室学术计划战略负责人;印第安纳大学教育学教授
  • 文森斯大学 K-12 项目与合作副教务长 Lori Pence 博士

国家和中介合作伙伴

  • 印第安纳州高等教育委员会高级副专员兼首席项目官 Michelle Ashcraft 博士
  • 印第安纳商会教育与劳动力发展副总裁 Jason Bearce
  • Betsy Revell,EmployIndy 职业相关学习高级副总裁
  • Brian Wiebe,地平线教育联盟总裁兼首席执行官

委员会人员配备

  • Alex Maggos, Director of Consulting, Ascend Indiana

Note: Member roster current as of Oct. 14, 2024.

iLAB LEADERSHIP AND ADMINISTRATION

Leading the iLab are Co-chairs David Becker, chairman and CEO of 第一网上银行, and Claire Fiddian-Green, president & CEO of the 理查德·费尔班克斯基金会

Because of the Fairbanks Foundation’s years-long investment to research youth apprenticeship and build a system in Indiana, Fiddian-Green and other members of the Foundation’s staff are leading the initial phases of the plan’s implementation and overseeing the work of all iLab committees in close partnership with Ascend Indiana,人才和劳动力发展计划 印第安纳州中部企业伙伴关系

登上印第安纳州Indy Chamber are providing ongoing project management and other administrative support in support of iLab efforts.

Members of the iLab’s Industry Committee visited Switzerland in March 2024 to learn about apprenticeships in the healthcare and life sciences industries.

资源

Below, you’ll find additional information about CEMETS iLab Indiana and youth apprenticeship.

The iLab announced the formation of the coalition and their vision to build a new statewide education and training system in January 2024.

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The iLab released their strategic plan for building a new statewide professional education and training system in September 2024.

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Education systems expert Katie Caves, PhD, explains the Swiss system and the lessons that are helping inform the creation of Indiana’s new professional education and training pathway.

WATCH

Indiana currently has seven youth apprenticeship pilot sites in operation across the state, serving 100 employers, 40 schools, and 450 students across 13 counties. Two additional pilot sites are in the planning stages.

SEE THE MAP

In 2016, Hoosier leaders began laying the groundwork for a new pathway that combines classroom education with on-the-job training. Read more about the years of work that have gone into studying, planning, and building this new pathway.

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