2016 Segment 4 - IT Workforce Pipeline

[Paul Terlemezian]

Outcome: Assure that all IT positions are filled when needed and that attrition is subjectively a non-factor.

Panelists:

• Mike Addison https://www.linkedin.com/in/mike-addison-b5b2a42
• Michael Robertson https://www.linkedin.com/in/michaelrobertsonatl
• Brian Srikanchana https://www.linkedin.com/in/brian-srikanchana-01091a7
• David Wood https://www.linkedin.com/in/david-wood-29b42772

"Remarkable" Speaker:  TBD

Moderator:    Terry Barber https://www.linkedin.com/in/terrybarberinspires

How might we build a solution that results in the stated outcome?

Is the stated outcome desirable? Attainable?

How can you help us achieve it? Or - is there a better outcome that you can suggest?

[Paul Terlemezian]

This model trains people over a twelve week period (pays them minimum wage vs. charging them) and then places them on 2 year assignments.

What can we learn from it?

https://www.washingtonpost.com/local/education/a-coding-school-wher...

[Paul Terlemezian]

The process we have outlined is described here and includes in bolded parentheses the potential for partners:

1. Hire individuals into non-IT jobs first (companies willing to hire or help place people)
2. Gain a commitment to work for an agreed upon time in exchange for receiving IT Training (IT Training organizations or service providers who can increase ability of candidates to be hired)
3. The individual will also work on micro-projects (Companies with projects)
4. Career "fairs" will be held to accelerate the hiring into IT careers (Companies willing to hire)
5. (Companies willing to develop the software to manage this process and have the work done by the individuals we are helping get hired.)