Slide 1 – Facilitators
Creator is 21st Century Employability Skills
By Rajinder Gill, 21st Century Skills Director, New World of Work, Feather River College
Slide 2 – Partnerships
New World of Work: Funded by the California Community College Chancellor's Office through the Doing What Matters Initiative. Collaborates with employers, workforce development boards, educators, and research organizations across the country to build 21st Century Employability Skills
Partners Include:
•	CA Community Colleges Chancellor’s Office
•	Foundation for CA Community Colleges
•	National Association for Community College Entrepreneurship 
•	Mozilla Foundation 
•	MDRC National Research Group
•	CalHR 
•	Jobs for the Future
Slide 3 – Connecting Educators, Employers, & Students: Ranker Interview
Video on YouTube: https://www.youtube.com/watch?v=OYMSJa9i5cc 
Slide 4 – New World of Work Timeline
2012-13 Research & Skills Panels
2013-14 Created Curriculum & Pilot at Feather River
2015 Pilot at 10 CCC, NACCE, Foundation CCC, and CalHR Partnerships
2016 Digital Badging & Evaluation, Expanded Pilot to 13 CCC, Mozilla, MDRC & JFF Partnerships 
Slide 5 – Timeline of the New World of Work
2012
•	Started in 2012 at Feather River College through CTE/EWD program
•	Career development research and futurist projections on emerging “knowledge” or “human” economy: work skills that can’t be automated, growing focus on freelance/contract work 
2013
•	Skills panels were conducted to align  research with input from employers, recruiters, educators and students
•	Created the “Top 10” list of essential 21st Century Employability Skills 
Slide 6 – “Top 10” 21st Century Skills
1.	Adaptability
2.	Analysis/Solution Mindset
3.	Collaboration
4.	Communication
5.	Digital Fluency
6.	Entrepreneurial Mindset
7.	Empathy
8.	Resilience
9.	Self-Awareness
10.	Social/Diversity Awareness
Slide 7 - 21st Century Skills: Fast Track to the Future
•	Go by many names: 
o	Competencies, cross-disciplinary skills, college/career readiness skills, transferable skills, employability skills, and soft skills.
•	What they are:
o	Knowledge, work habits, and character traits necessary to succeed in this rapidly changing world.
•	The good news:
o	Just like any other subject, 21st Century Skills can be taught, practiced, and incorporated into everyone’s life.
Slide 8 - Timeline of the New World of Work
2014
•	Funding from Adult Education, CTE, and EWD grants, used to create 2 modules per skill, for a total of 20 lessons
•	Each module contains a lesson plan for instructors,  presentation, a “what not to do” video teaser or longer video assessment, and handouts
2015
•	Lessons first tested with over 200 students at Feather River College in conjunction with workplace learning
•	The NWoW website was created to host all modules with free download access 
o	www.newworldofwork.org
•	IDRC grant allowed expansion to a pilot of 10 partner community colleges, just added 3 additional colleges
Slide 9 -  Current Curriculum Pilot in California
•	ARC
•	San Diego Miramar College
•	Santa Rosa Junior College
•	Hartnell College
•	Skyline College
•	West Hills College Coalinga
•	Shasta College
•	Folsom Lake College
•	Pasadena City College
•	Santa Barbara City College
Slide 10 -  Timeline of the New World of Work
2015
•	With the CSI project, New World of Work was one of the models under review while the state determined if there would be a shift to competency based talent management
•	NWoW was chosen as the model of reference as CalHR designs new foundational guidelines for competencies  
2016
•	NWoW partnering with FCCC to create ten 21st Century Skills badges for postsecondary students
•	Badges will be hosted through the Foundation’s LaunchPath site www.launchpath.com 
•	Fall 2016, will begin to integrate 21st Century Skills workshops in prison education settings
Slide 11 -  What are Digital Badges?
•	Online visual representation of learning
•	Used in education and workforce as marker of achievement, skill, knowledge, and work-readiness
•	Mozilla Open Badge Eco-System allows public recognition of badges
•	Learners can display  badges across multiple sites such as FB, Twitter, LinkedIn
•	Visual way for employer to understand skillset of potential applicants at a glance
•	The 21st Century Skills badges will have the option for embedded employer verification, which provides the bridge from skills to competencies 
Slide 12 - Anatomy of a digital badge
•	Image of “Teamwork” and an image of “Critical Thinking”
•	Badge Name
•	Description
•	Criteria
•	Issuer
•	Evidence
•	Date Issued
Slide 13 – Questions
Slide 14 – Social-Diversity Awareness Lesson 2:
Disabilities, Diversity, Multi-Generations
Slide 15 – Multi-Generational Workforces
Reference Book: Unlocking Generational CODES, Anna Liotta --Learning how to incorporate communication, collaboration, and other core skills to navigate differences in the workforce.
Slide 16 – Due to longer average life spans, developmental definitions are changing:
•	0-20 is considered Child Life Stage
•	21-41 is considered Young Adult Life Stage
•	42-62 is Mid-Life
•	63-83 is Elderhood
•	84+ is Bonus Elderhood
Slide 17 – Generational Definitions
•	What factors are taken into account when establishing different generations? What defines a generation?
•	Can you name the current generations in the US Workforce?
Slide 18 – Four Generations exist in the US Workforce
•	Veterans/ Traditionalists: 1927-1945, 7.6% of workforce (Those who are working are often in part-time/consulting positions)
•	Baby Boomers: 1946-1963, 27.2% of workforce (A split between those who’ve put off retirement and those who will be retiring soon)
•	Generation Xers: 1964-1979, 33.2% of workforce (Age range from 37-52 yrs old, so represent both leaders and prime age workers)
•	Generation Y/ Millennials: 1980-1999, 32% of workforce (Age range from 17-36 yrs. old, the rising majority in the workforce along with Gen X) 
•	The generation from 2000- Present is still under definition/ research for workforce impact. Many names: Nexters, Founders, End Millennials
Slide 19 – What are the stereotypes for each generation?
•	Veterans/ Traditionalists  - 1927-1945
•	Baby Boomers -  1946-1963
•	Generation X - 1964-1979
•	Millennials - 1980-1999
•	Nexters/Founders - 2000- Present 
Slide –  20 Trends in Generations
•	Traditionalists were shaped by a time of crisis (Great Depression & WWII) so aware of scarcity, money conservation, and sacrifice for the greater good
•	Baby Boomers were born in a time of rebuilding and then social change, so a large and diverse group that both shaped our current institutions and questioned them
•	Xers were influenced by  growing access to higher education, and represent a desire for both career goals and family goals rather than sacrificing one for the other
•	Millennials are part of  technology and social media growth, so their focus has been more global and they have contributed to a youth based focus in marketing
Slide –  21 Nexters, Founders, Gen ???
http://time.com/4130679/millennials-mtv-generation/ 
Slide –  22 Nexters/Founders 2000-Present
•	Many had parents who lost jobs/income in the Great Recession
•	This has made them less risk adverse, more entrepreneurial
•	They see opportunities without traditional structure:
o	News comes from Google, Facebook
o	Movies are YouTube
o	Airbnb and Uber instead of hotels and taxis
Slide –  23 Working in a Multi-Generational Setting: Millennials
•	Millennials value speed and 24/7 access to digital connections, knowing where and how to access what you need is key
•	Millennials want to share ideas and be part of collaboration, don’t see length of time/experience as necessary to provide equal input
•	Millennials see work ethic as applying the strategies to get the best results in the quickest time, more flexibility
•	Many are digital natives, actively use social media for professional purposes
Slide –  24 Working in a Multi-Generational Setting: Millennials
•	Millennials don’t just work for a paycheck — they want a purpose. 
•	Millennials are not pursuing job satisfaction — they are pursuing development. 
•	Millennials don’t want bosses — they want coaches. 
•	Millennials don’t want annual reviews — want ongoing conversations. 
•	Millennials don’t want to focus on  their weaknesses — they want to develop their strengths. 
•	It is not just a job — it’s a part of their lives. 
Source - Gallup Report: How Millennials Want to Work and Live , 2016
Slide –  25 Pew Research, Generational Quiz:
How Millennial Are You?
http://www.pewresearch.org/quiz/how-millennial-are-you/
Slide –  26 Working in a Multi-Generational Setting: Xers
•	Xers want core messaging to be clear and concise, value easy and open access to information
•	Xers (and Millennials) want to get to important information quickly. Like a facts first approach.
•	Xers believe in quality, focused work done in specific time frames to allow for more freedom, project based rather than 9-5
•	Make up the current majority of the workforce with rising numbers of Millennials
Slide –  27 Working in a Multi-Generational Setting: Boomers
•	Boomers value individuality & recognition based on verified accomplishments
•	Boomers see face-to-face time and longer hours as the way to career success
•	Many Boomers are delaying retirement for financial reasons and/or due to longer life spans
•	With a lifetime of work, often in same job or industry, many Boomers are in positions that inexperienced workers couldn’t go directly into
Slide –  28 Working in a Multi-Generational Setting: Traditionalists
•	For Traditionalists, face-to-face contact is considered the norm, technology is often seen as disrupting how things used to be done
•	Work ethic for Traditionalists is the more time/loyalty you put in the more you should get back
•	Traditionalists (and Boomers) tend to communicate at a slower, more dignified pace
•	If working, they are often in part time positions, consulting, or act as board members
Slide –  29 How can you accommodate and encourage all these different styles in one workplace?
Share-Pair Activity: Scenarios
•	A Gen X director has a Millennial assistant. The director wants to give detailed, sequenced verbal instructions of the tasks for the week. The assistant wants shorter instructions so he can get right to work. 
•	How can this communication be improved?
•	A Board of Directors is made up of Traditionalists and Boomers, while the CEO and staff are a mix of Millennials and “Founder” interns. 
•	The staff feels the Board doesn’t know enough about the latest trends and technology. The Board feels the staff doesn’t take their advice into consideration.
•	How can each group see the strengths and contributions of the other?
Slide –  30 Thank you!
Stay connected with New World of Work
•	Website- http://www.newworldofwork.org/ 
•	Facebook- New World of Work at Feather River College
•	LinkedIn- WOW: The New World of Work
•	Twitter- @FRC_NWOW 
•	Rajinder Gill, rgill@frc.edu