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The News-Press Market Watch / WORKFORCE NOW
8 a.m.: Welcome
Mei-Mei Chan, President and Publisher,
The News-Press Media Group,
Florida Regional President, Gannett East Group
Dr. Wilson Bradshaw, President,
Florida Gulf Coast University
Sara Stensrud, Executive Vice President
and Chief HR Officer, Chicos, FAS, Inc.
8:30 a.m.:
Overviewof the Southwest Florida workforce
Gary L. Jackson, Ph.D. Assistant Professor of Economics
Lutgert College of Business, Florida Gulf Coast University
9 a.m.: Keynote
Florida Governor Rick Scott
9:20 a.m.:
Key themes fromWorkforce Nowresearch projects
John Meyer, Dean, School of Business
&Technology, Edison State College
Aysegul Timur, ProgramChair of Business/Public
Administration, Professor: Business Administration
and Public Administration
9:40 a.m.: Success stories sparked by Workforce Now
MODERATOR: Aysegul Timur
Mike Boose, Human Resources Manager, Arthrex
Anne Frazier, President and CEO, Junior Achievement
of Southwest Florida
Dwayne Ingram, Chairman, Workforce Florida
Pamela Johnston, Dean of Academic Affairs,
Keiser University Fort Myers
KimSpiezio, Executive Vice President of Academic
Affairs and Provost, Hodges University
10 a.m.: Technical center leaders in Southwest Florida
Bernard Duffy, Charlotte County Technical School
Yolanda Flores, Lorenzo Walker Technical School
WilliamMcCormick, Fort Myers Institute of Technology
Dorin Oxender, Immokalee Technical Center
Michael Schiffer, Lee County High Tech North
10:45 a.m.: Going forward - interactive conversation
Mei-Mei Chan, roadmap to success as a community
11:50 a.m.: Closing remarks
John Cox, President &CEO,
Greater Naples Chamber of Commerce
Networking, partner booths
WELCOME The News-Press Market Watch / WORKFORCE NOW
For the past two years, The
News-Press has brought together
thought leaders across five coun-
ties to focus on education as a
business imperative during our
Market Watch summits.
We all know that a top-quality
workforce is essential for success
in a global economy. The stakes
are high and the competition is
fierce. So we must work together,
with all due urgency, to align our
strategies to close the talent gap
and build a world-class workforce
here in Southwest Florida.
These landmark regional Market
Watch conversations have high-
lighted and accelerated momentum
around the critical need to educate,
develop, recruit and retain talent.
Among the outcomes was a
first-ever unified roadmap from
The Alliance of Educational Lead-
ers, representing the superintend-
ents and presidents of the five
school districts and six post-sec-
ondary institutions in Southwest
Florida. Its updated progress
report is included in this program
Florida Gov. Rick Scott kicked
off both Education Summits and is
here again today. In 2012, he
launched his education agenda at
our event, restoring $1 billion to K-
12. Jobs have been Scotts No. 1 pri-
ority; Florida has created 365,500
private sector jobs since Decem-
ber 2010 with Southwest Floridas
coastal counties among the fastest
growing at 5 percent, or a gain of
nearly 18,000 jobs.
A fundamental need we uncov-
ered during these Summits was
the lack of timely local data about
business needs, today and into the
future. So last year, we created
Workforce Now, a research initia-
tive to identify the current and
future employment gaps and
The mission of Workforce Now
is to provide clarity about critical
employment gaps, both short and
long term, so that educators can
adapt curriculum to better meet
the existing and emerging work-
force needs of Southwest Florida.
Workforce Now has 11 founding
investors including a unique col-
laboration among Florida Gulf
Coast University, Edison State Col-
lege and Hodges University.
We have held two forums and
crafted four reports, two of which
are being unveiled today. We inter-
viewed 35 businesses and educa-
tional leaders to quantify what
both stakeholders need. (Youll
find executive summaries of all
four reports in this program.)
Did you know there are over
7,800 vacant jobs in Southwest
Florida right now, with income
worth a minimum of $245 million?
Or that there is unanimous agree-
ment that fundamental workforce
skills are vital, especially critical
thinking and active listening?
Today, you will hear the key
findings around critical talent
gaps, what educational leaders are
doing in response, and our recom-
mended roadmap to better align
business and education. We also
will share an in-depth overview of
the Southwest Florida workforce
and the implications around jobs
going unfilled, along with the
employment outlook into 2020.
Workforce Now is envisioned as
an ongoing localized, systematic
process. We welcome your sup-
portall net proceeds from today
will enable ongoing Workforce
Now efforts.
The News-Press Media Group,
nearing our 129th anniversary as
Southwest Floridas trusted home-
town source, is honored to lead
this effort on behalf of our many
partners. We are dedicated to
bringing the community together
as we are today to drive productive
conversations and convert ideas
into action. We invite you to listen,
learn, question and engage.
President and Publisher,
The News-Press Media Group
Florida Regional President,
Gannett East Group
Busey Bank
Chicos FAS
Edison State College
Florida Gulf Coast University
Hodges University
Manhattan Construction
Partnership for Collier's
Future Economy
The Lee County Industrial
Development Authority
The News-Press Media Group
The Southwest Florida
Workforce Development Board
KEYNOTE The News-Press Market Watch / WORKFORCE NOW
Thank you for participating in the
Market Watch: Workforce NOWforum.
Your conversation today can help
develop business and educational
strategies that help families throughout
Southwest Florida and strengthen Flori-
das future.
As you develop these strategies,
know that I remain focused on three
goals for our state: making sure every
Floridian who wants a job is able to get
one, ensuring Floridas children have
access to a quality education that will
prepare them for success in college or a
career, and keeping the cost of living
low for Florida families.
The pro-growth policies we are put-
ting in place are creating a business cli-
mate where Floridas private sector can
create jobs. Reducing the tax burden on
Florida families and businesses has led
to an economic turnaround in the Sun-
shine State that continues to outpace
the national recovery. Florida has seen
the first budget surplus in six years,
which has allowed record investments
in education, transportation, and our
environment. In addition, Floridas
General Revenue forecast for 2014-2015
will be the highest ever.
Our historic investments in educa-
tion include more than $2 billion in two
years for K-12 education. The Floridas
Families First budget I signed earlier
this year includes $480 million for
teacher salary increases and an average
of $250 for each teacher to purchase
classroom supplies.
To help lower college costs for Flori-
da families, we have made a major
change in how higher education in
Florida is funded by changing it from a
system that relied on students and fam-
ilies to cover rising costs, to one that
awards funding based on how universi-
ties serve students as they earn degrees
and secure well-paying jobs in our state.
The work you do daily helps to
ensure Florida schools nurture an edu-
cated, college and career-ready work-
force. The foundation of any thriving
economy and successful workforce
begins in the classroom. As we
strengthen our schools and give our
dedicated educators the tools they
need, Florida students will gain the
skills and knowledge to realize their
RICK SCOTT is the 45th governor
of the great state of Florida. As prom-
ised during his campaign, Scott is
focused on creating jobs and turning
Floridas economy around. Born in
Bloomington, Ill., and raised in Kansas
City, Mo., his father was in the 82nd
Airborne during World War II. After
the war, Gov. Scotts father was a city
bus driver and then a truck driver. His
mother worked as a JCPenney clerk.
At times the family struggled finan-
cially, and when Gov. Scott started
public school, they lived in public
housing. In high school, he met Ann,
and the high school sweethearts have
been married for 40 years and have
two married daughters, Allison and
Jordan, and a grandson, Auguste.
After attending high school and
community college, Gov. Scott enlist-
ed in the United States Navy, where he
served on active duty aboard the USS
Glover as a radar man. The G.I. Bill
enabled him to attend college and law
school. While enrolled at the Univer-
sity of Missouri-Kansas City and
working full-time at a local grocery
store, he and Ann made their first sig-
nificant foray into the business world
by buying two Kansas City doughnut
shops for his mother to manage. Fol-
lowing graduation with a degree in
business administration, he earned a
law degree from Southern Methodist
After law school, Gov. Scott stayed
in Dallas, working for the citys largest
law firm, Johnson & Swanson, prima-
rily representing companies in the
health care, oil and gas and communi-
cation industries. In 1987, while still
practicing law, Gov. Scott made an
offer to purchase HCA Inc. When the
offer was rejected, Gov. Scott started
Columbia Hospital Corp. with his and
Anns entire life savings of $125,000.
Gov. Scott left Columbia in 1997 at
age 44. It had grown to become the
worlds largest health care company
with more than 340 hospitals, 135 sur-
gery centers, and 550 home health
locations. Columbia employed more
than 285,000 people.
Before moving to Tallahassee, the
Scott family lived in Naples. When
they are back home, they still attend
Naples Community Church, which
Rick and Ann helped start in 2006.
Throughout their lives, Gov. Scott and
First Lady Ann have served their com-
munity through volunteer and charita-
ble work.
SARA K. STENSRUD joined Fort
Myers-based Chicos FAS
in July 2010, and is the
executive vice president
and chief human
resources officer. She
leads talent acquisition,
learning and development,
associate engagement and
relations, along with compensation and
benefits for the womens specialty retail
family of brands.
She says her career highlight is working
for an organization that believes people
are its No. 1 asset. She likes helping to
build a sustainable workplace culture in
which not only achieving results matters,
but how one obtains those results matters.
She speaks of motivating and inspiring
associates to deliver an amazing personal
service experience to customers as well as
to their teams, peers and leaders.
Previously, Stensrud was employed with
Shopko Stores Inc. and spent the majority
of her 17-year career there as senior vice
president of Human Resources. She has
more than 20 years of experience in the
retail industry and also worked for Fred
Meyer Stores Inc. and Gottschalks Stores.
She has a Bachelor of Arts in Communi-
cation from California State University in
Chico, California. A native of the Golden
Gate State, she lives in Fort Myers with her
husband and 11-year-old daughter.
Avid for adventure and wellness, Sten-
srud loves to run daily with her Springer
Spaniel and bicycle on the weekends with
her daughter, exploring the land and
seascapes of Southwest Florida.
DR. GARYL. JACKSONis the Director
of the Regional Economic
Research Institute and an
assistant professor of eco-
nomics at the Lutgert Col-
lege of Business at Florida
Gulf Coast University.
He is the editor of the
monthly Southwest Flori-
da Regional Economic Indicator Report
and the quarterly Horizon Council FGCU
Business Climate Report.
The institute provides expertise to the
region and provides students with experi-
ence completing economic research. The
institute has access to a diverse faculty
able to work on regional economic issues
and projects.
Current projects include leading a
research team for the Southwest Florida
Workforce Now project and developing
information for a Southwest Florida
regional economic development website.
Jackson received his doctorate in eco-
nomics from the University of Massachu-
setts and a master's degree in economics
and a bachelor's degree in mathematics
fromFlorida Atlantic University.
He served in various management posi-
tions for 23 years with the Tennessee Val-
ley Authority working in the areas of eco-
nomic analysis, forecasting, strategic plan-
ning, system operations and power trading.
Jackson also served on committees deal-
ing with electricity and natural gas mar-
kets, risk management, and policy.
serves as President of
Florida Gulf Coast Uni-
versity (FGCU). On
August 25, 2007 the
Universitys tenth
anniversary the FGCU
Board of Trustees unani-
mously selected Dr. Brad-
shaw to become the institutions third
President Bradshawcame to FGCU
fromMetropolitan State University in St.
Paul, Minnesota, where he served for
seven years as President. His previous
positions include Provost and Vice Presi-
dent for Academic Affairs at Bloomsburg
University of Pennsylvania, Vice Presi-
dent and Dean for Graduate Studies and
Research at Georgia Southern University,
and Dean of Graduate Studies at Florida
Atlantic University.
Born in Sanford, Florida, and raised in
West PalmBeach, Dr. Bradshaw earned
his associate of arts degree fromPalm
Beach Community (Jr.) College, bache-
lors and masters degrees in psychology
fromFlorida Atlantic University, and doc-
torate in psychobiology from the Univer-
sity of Pittsburgh. He was awarded a Post
Doctoral Fellowship at the Laboratory of
Neural and Endocrine Regulation at
Massachusetts Institute of Technology
President Bradshaw is active in civic,
educational, and philanthropic initiatives
in FGCUs Southwest Florida region and
beyond. He serves on the Alliance of
Educational Leaders Board of Directors;
Naples Botanical Gardens Board of
Directors; Lee County Education Founda-
tion; Searching for Solutions, Inc. Board
of Directors; Campus Compact Board of
Directors; and American Association of
State Colleges and Universities (AASCU)
Board of Directors.
President Bradshawand his wife,
Jo Anna, have three adult sons.
Administration and Public Administration
programs at Hodges University's Johnson
School of Business.
Her areas of specialization include busi-
ness policy and organizational development,
quality control, statistics for strategic plan-
ning, health (especially pharmaceutical pric-
ing), and international economics.
Timur, whois alsoa professor at Hodges, receivedher doc-
toral degree in business administration, majoring in econom-
ics, fromthe Universityof SouthFlorida. She earnedher mas-
ters and bachelors degrees in business administration at the
University of Istanbul.
She has been at Hodges University since 2000. Her
researchworkhas beenpublishedinseveral journals andpre-
sented in international and national conferences.
Timur is also a management consultant and corporate
trainer for local companies in Southwest Florida.
Regarding her service to her profession and community,
Timur has memberships in the Sigma Beta Delta and Beta
Gamma Sigma International honor societies; the Southern
Economic Association; the International Health Economics
Association; the AmericanSocietyof HealthEconomists; and
the Naples Council on World Affairs, among other organiza-
MIKEBOOSEis active in supporting the development of man-
ufacturing training programs designed to teach the
local workforce skills to become competitive for
hiring in todays high tech workplaces.
Boose is currently the humanresources manager
for Naples-based Arthrex Manufacturing Inc. He
formerly served for two years as the Collier Work-
force Readiness human resources director.
On his path to a career with Arthrex, Boose has
had a variety of other jobs, from probation officer to forklift opera-
tor to supervisory positions with Caterpillar.
Boose has had plant level responsibility for employee relations,
safety, benefits administration, and training while working for
Caterpillar, ThyssenKrupp, and CNH.
Hewas alsopart of thelabor relations teamwith Archer Daniels
Midland and participated in contract negotiations in the United
States, Canada, and Grenada.
Boose has a history degree from the University of Illinois and
earned his senior professional in human resources certification in
Boose moved to Naples in 2009. His wife Georgia also works for
Arthrex. His sonWill is aGulf Coast HighSchool senior andhis son
Casey manages GNCstores in Illinois.
ANNE FRAZIER has been the President and CEO for Junior
Achievement of Southwest Florida since Novem-
ber 2011.
The non-profit organization's mission is to
inspire and prepare young people to succeed in a
global economy.
Previously, Frazier served as the executive
director of Drug Free Collier. Before moving to
Naples in June 2010, she was the executive director
and chief professional officer of the Boys &Girls Clubs of the Blue
Ridge in Martinsville, Va.
Frazier has two degrees fromVirginia Tech and completed Duke
University's Certificate in Non-Profit Management course.
Frazier is a graduate of the Boys & Girls Clubs of Americas
Advanced Leadership program.
Frazier is also a graduate of the Leadership Collier Foundations
Best Classes; the 2010 Class of the Growing Associates in Naples
programand the 2012 Class of Leadership Collier.
Frazier serves ontheboardof theLeadershipCollier Foundation
and on the Leadership Collier Alumni Leadership Lunch Speaker
Series committee. Sheis aSpecial Olympics of Collier Countyexec-
utive committee member and a board member of the Greater
Naples Area Planned Giving Council.
DWAYNE INGRAMis a partner at Avasant, a global manage-
ment and technology advisory services firm.
He joined Avasant as part of the companys
acquisition of Sourcingboard, where he also was a
partner. Previously, Ingram was executive vice
president of Amadeus, a travel industry informa-
tion technology provider based in Spain, and was
instrumental inbuildingthe companys ITbusiness
in the United States.
Ingramalso spent 21 years at IBM, where he last ran the Appli-
cation Services business, a $2.5 billion unit of IBMGlobal Services,
and held other executive management positions during his tenure.
He has led several management consulting practices as well.
Ingram has a background in executive management and more
than 17 years in the travel and transportation industry.
Ingram is also Chairman of the Board of Workforce Florida, a
governor-appointedroleinFlorida leadingthestates public-private
partnership that focuses on job creation, placement, retention and
skills and talent development.
PAMELAJOHNSTON, the Dean of Academic Affairs at Keiser
University's Fort Myers campus, believes educa-
tional programs should be real and relevant.
When developing new programs and curricular
initiatives, Johnston said that Academic Affairs
should focus on employability and job placement
in preparing students to join the workforce.
This includes current trends in student learning
and instruction, she said.
Withover 28years inhigher educationexperienceat BostonUni-
versity, Rutgers University, Columbia University, and currently
Keiser University, Johnston has extensive experience not only as a
faculty member, but also in student development and academic
Concentrating on student development and academic success,
Johnston has developed many co-curricular programs to augment
classroom experiences, as well as many more discipline specific
academic curricula in traditional and non-traditional student insti-
She joined Keiser University in 2006.
KIMEDWARDSPIEZIOserves as executive vice president of
Academic Affairs and provost at Hodges Universi-
During his 25- year career in higher education,
Spiezio has held faculty appointments in political
science at the University of Minnesota, Virginia
Tech and Cedar Crest College.
His research and teaching interests have been in
the areas of public policy analysis, international
security issues and U.S. education policy.
Prior to joining Hodges University, Spiezio also served in a num-
ber of administrative positions, including department chair, execu-
tive academic director of a $1.2 million dollar grant, founding dean
of Adult and Graduate Education, and associate vice president of
Adult Education at Simmons College in Boston.
In his current position at Hodges, Spiezios chief responsibility is
to promote the university's academic quality and integrity by lead-
ing the development of a long-term strategy of balanced and sus-
tainable institutional growth across the schools of business, tech-
nology, health, professional studies and the liberal arts.
MODERATOR: JOHNMEYER, Dean of the School of
Business and Technology at Edison State
College, has been in public and private edu-
cation for over 16 years and has more than 20
years of business and leadership experience,
particularly in the automotive field.
For instance, Meyer owned and operated
privately held automotive ventures, conduct-
ed corporate training and practiced manage-
rial consulting.
His areas of academic interest include the relationships
that organizational and occupational cultures have on human
behavior and, by extension, the success of organizations.
Meyer is anactive researcher andauthor onthe Workforce
Nowproject, a regional research initiative to identify current
and future talent requirements for the five counties of South-
west Florida.
The Workforce Nowinitiative is designedtoprovide better
informationonworkforce gaps including employee skills and
characteristics desired by regional employers.
Meyer believes that workforce education has never been
more significant than it is today.
Meyer holds a Doctorate of Business Administration in
Management from Argosy University and a Master of Busi-
ness Administration fromHodges University.
BERNARDA. DUFFY, director of Charlotte Technical Center,
has more than 40 years' experience in education.
He has spent most of that time in Charlotte
County, but was also a teacher in New Jersey
before moving to Florida.
At Charlotte Technical, Duffy oversees the tech-
nical and skills education of more than 1,000 stu-
Before that, he held a number of positions,
including principal of Charlotte High School, principal of Charlotte
Harbor School, principal of Port Charlotte High School, district
coordinator of testing and assessment for Charlotte County Public
Schools, and a teacher of English, history and social studies at
schools in NewJersey.
Duffy has a bachelor's degree in elementary education, English
and social studies and a master's degree in educational administra-
tion and supervision, both from Seton Hall University. He was in
the University of South Florida's doctoral program of interdiscipli-
nary studies from1994-99.
In 2002, Duffy was named principal of the year by the National
Association of Secondary School Principals.
YOLANDA FLORES. As the principal
of the LorenzoWalker Insti-
tute of Technology and
Lorenzo Walker Technical
High School, Yolanda Flo-
res saidshehas apassionfor
helping todays teenagers
become thriving members
of tomorrows workforce.
She said she also takes pride in prepar-
ing thousands of adults to gain the neces-
sary skills to move from a jobs to true
The principal of the areas only adult
and high school technical centers in the
same location, Flores said she has the daily
opportunity to see teachers make the
world of work come alive in each and
every classroom.
With more than two decades of experi-
ence in career-focused programs, Flores
understands that education must work
closely with business and industry.
With this understanding, she said she
strives to dramatically increase workforce
partnerships, partnerships that will create
more authentic learning opportunities for
students while meeting the needs of the
areas employers.
director of the Cape Coral
Institute of Technology for
15 years.
During his 30 years in
education, he was a career
specialist at five Lee Coun-
ty middle schools before
becoming assistant director
at Lee County High Tech Center Central.
Born in California into a military family,
Schiffer was raised in Alaska, Hawaii and
Florida. He received aircraft engine
mechanic training in Long Beach, Califor-
nia, then pursued an Associate of Arts
degree at Edison Junior College in Fort
Myers. This was followed by a Bachelor of
Arts degree and a masters degree ineduca-
tional leadership from the University of
South Florida and vocational director certi-
fication from Florida International Univer-
Believing in the benefits of hands-on
skills training, Schiffer is a member of the
Florida Association for Career & Techni-
cal Education the Florida Career & Tech-
nical Educators. He is alsoa member of the
Lee County Educational Administrators
Association and the Cape Coral Chamber
of Commerce.
Schiffer and his wife Barbara have been
married for 25 years and have one daugh-
DORIN OXENDER knows what it's like to work his way up
through the ranks in both the restaurant industry
and the field of education.
He spent 12 years in the hospitality industry in
Michigan, rising frombusboy to management and
then becoming president of Hospitality Manage-
ment Systems by age 28.
Oxender applied market research and organiza-
tional theory to new and existing restaurants and
bars, focusing on concept development including restaurant design,
menu design, andoperational systems.
Transitioning to education, Oxender was a teachers assistant in
a vocational culinary training school while working on his bache-
lors degree.
Oxender and his family then moved to Fort Myers and he began
teaching English as a second language at Immokalee High School.
He subsequently became the vocational department chair at the
high school.
Oxender became deanandthen assistant principal before being
hired to develop and open the Immokalee Technical Center in
Oxender has a bachelor's degree in Business Administration
from Central Michigan University and a Master of Education in
Educational Leadership degree fromFlorida Gulf Coast University.
He and his wife, Sheila have one daughter, Shea, 14.
BILL MCCORMICK, Army veteran, is the director of the Fort
Myers Institute of Technology.
He was appointed to that job in June 2009 and
has been on the school's staff for more than 13
Prior to becoming the school's director,
McCormick served as assistant director of opera-
tions and finance from2001 to 2009.
Before joining the Lee County School District in
1996, McCormick was an officer in the United States Army. His
assignments included Germany, Saudi Arabia, Kuwait, and for a
brief time, Iraq. His last assignment with the Department of
Defense was assistant professor of Public Affairs at the Defense
Information School at Fort Meade, Maryland.
McCormick currently serves on the Board of Directors of the
Florida Leadership for Career and Technical Education. He also is
a member of the Florida Technical Center Steering Committee
which is currently working with the Florida Legislature to develop
improvements in the way post-secondary technical education is
delivered throughout the state.
McCormickhas a bachelor's degreeincommunications fromthe
University of Central Florida and a master's degree in public
administration fromCentral Michigan University.
A Regional Research Initiative
Workforce Now is a regional research initiative to identify current and future
talent requirements for the five counties of Southwest Florida. The initiative was
created in October 2012 as an outcome of the Education Summits produced by The
News-Press Media Group. It is designed as a systematic, multi-year program to
provide better information on workforce gaps including skills and characteristics
desired by regional employers, and to understand and meet the critical workforce
needs in the Southwest Florida region. For the purposes of Workforce Now, the
Southwest Florida region is defined as Collier, Glades, Hendry, and Lee counties.
The first study assessed the
Workforce Methodology and the
needs of three major employers,
Arthrex, Chicos FAS, and Lee
Memorial Health System.
The second assessed the needs
of three major sectors: Finance,
Construction/ Manufacturing,
and Tourism/Hospitality.
The third study gained insights
from public and private educa-
tional institutions representing
universities, colleges, technical
schools, and K-12 school systems.
The fourth study is an overview
of the Southwest Florida labor
market today and projected to
Researchers: Dr. Gary Jackson
and Dr. Arthur Rubens, Florida
Gulf Coast University; Dr. John
Meyer, Edison State College;
and Dr. Aysegul Timur and
Prof. Anke Stugk, Hodges
Reports are available at
Report 1
Three Major Employers
in Southwest Florida:
Identification of Critical
Position/Skill Gaps
April 5, 2013
This report is a summary of
the information gained from a
17-question survey and inter-
views of three large estab-
lished employers in Southwest
Florida. Each company told its
story of workforce gaps and
needs today and what it fore-
casts for the next five years at
a Workforce Now Forum held
on February 4, 2013.
The companies interviewed
Arthrex, a medical device
and supply company which
designs and manufactures
innovative surgical devices
and implants to help surgeons
treat their patients better and
advance minimally invasive
Chicos FAS, a vertically-
integrated womens fashion
specialty retailer that manages
four brands including Chicos,
White House Black Market,
Soma, and Boston Proper;
Lee Memorial Health Sys-
tem (LMHS), an integrated
health system consisting of
four acute care, a children's
and rehabilitation hospital.
LMHS provides services
through physician offices, out-
patient facilities, a regional
cancer center, a skilled nurs-
ing facility and home health
agency and is the fifth largest
non-tax supported health sys-
tem in the United States.
Some common study find-
ings across the three organiza-
tions were identified as fol-
A. The organizations have
to recruit from outside the
region to fill critical positions;
B. It is expensive to recruit
from outside the region given
the travel and relocation costs;
C. Many of the recruits
from outside the region have
trailing spouses. This makes
it difficult to recruit a
prospective employee if there
are no positions available for
the spouse;
D. Each organization offers
in-house training and intern-
ships. Some are offering in-
house training, residencies, or
E. The companies want to
work more closely with the
educational systems and insti-
tutions to develop the needed
workforce and skills. There is
a sense of urgency and impa-
F. There is a desire to help
students at a young age see
the benefits of learning sci-
ence, technology, engineering,
and mathematics (STEM);
G. All three organizations
identified their culture as
requiring employees to be
able to operate at a very fast
speed or pace. Bringing new
products or services to market
before the competition does
provides a competitive advan-
H. Arthrex and Lee Memor-
ial Health System are highly-
regulated organizations and
employees with a knowledge
of FDA, ISO 9000, HIPAA,
clinical licensure health regu-
lations, and quality assurance
are highly desirable;
I. Acommon theme was the
need for supply-chain man-
agement knowledge and
J. The general feeling is that
technology is driving change
in each organization and each
will need employees with
basic business knowledge
who can adapt to change;
K. Information technology
positions were identified as
one of the top employment
gaps. Arthrex needs IT Busi-
ness Analysts with experience
in a wide range of applica-
tions including those provid-
ed by Oracle and SAP. Chicos
needs business analysts and
Infrastructure Technicians
with certifications in applica-
tions provided by Microsoft,
Oracle, and Cisco. Lee Memo-
rial Health System has a criti-
cal need for Business System
Analysts with knowledge of
Microsoft Project and Office,
electronic medical record sys-
tems (EPIC), and business,
financial and clinical systems
building and interface knowl-
L. The common founda-
tional workforce skills that
needed strengthening include
the following:
Active listening
Critical thinking
Interpersonal skills
Problem solving
Reading comprehension
Finance and basic business
Details of each company
along with the positions these
companies identified as cen-
tral and very difficult to fill
are provided in this report.
Report 2
Identification of Critical
Position and Skill Gaps for:
May 14, 2013
This study looked at three
key business sectors; 13 firms
volunteered their time to
share their workforce gaps
and skill requirements,
which were shared at a
Workforce Now Forum, held
on March 19, 2013.
The common themes were
that regulation and technolo-
gy are changing the way
companies do business and
requiring workers to acquire
new skills and knowledge to
be competitive in the work-
place. Information technolo-
gy applications are becoming
much more common, com-
bining old world craftsman-
ship with 21st century tech-
All the employers indicat-
ed a need for continuous
learning and good written
and oral communication
skills, basic computer and
business mathematics skills,
critical thinking, problem
solving, and teamwork.
The key findings for the
business sector are that
technology, including PC-
based and mobile-device
activity, has changed the
way customers interface
with the bank. This sector is
under increased government
regulation, the tax codes are
changing, and the housing
industry remains in recovery.
The study found few
employment gaps at the pres-
ent time but there is increas-
ing demand for compliance
and regulatory professionals.
Another growth area is for
information technology posi-
tions including social media,
as well as computer engi-
neering. Some positions,
such as financial planners
and insurance advisors, are
more entrepreneurial, so the
incumbent must be self-
reliant and a self-starter. Cur-
rent downsizing and realign-
ments have limited the num-
ber of individuals training for
this business sector. incum-
Continued on page 17
bent must be self-reliant and
a self-starter. Current down-
sizing and realignments have
limited the number of indi-
viduals training for this busi-
ness sector.
The key findings for the
business sector are that more
skills are required in the use
of technology to communi-
cate, schedule, manage, order,
look up specifications, and
track projects. Computerized
machines such as robotic and
CNC machines are becoming
more widely used. The com-
panies want old world crafts-
manship with 21st century
Building Integrated Model-
ing (BIM) software knowl-
edge and experience are
becoming more important.
Companies need employees
who can move from Comput-
er-Aided Drafting (CAD)
design to Computer-Aided
Manufacturing (CAM).
The expected trend is to
more sophisticated comput-
erized controls for buildings
that will require advanced
technical computer skills
installation and service per-
sonnel. There is a concern
among the construction exec-
utives about a potential short-
age of skilled trade workers,
such as plumbers and carpen-
ters, when housing construc-
tion activity increases.
The key findings for the
Tourism/Hospitality busi-
ness sector are communica-
tion technology including
websites and applications for
social media are changing
the way that customers and
companies communicate.
There is concern that costs
might rise due to healthcare
and immigration legislation
and other regulations.
Many of the jobs are entry-
level that are taken to gain
experience and to provide
income support while pursu-
ing an education or another
career. Those are typically
hard to fill. Many of the
resorts fill management posi-
tions and a college degree is
Report 3
Key Stakeholders
Educational Institutions
October 29, 2013
This study summarizes
interviews with 18 key stake-
holders from both public and
private educational institutions
in the region. Interviewees
spanned K-12 school systems,
technical schools, colleges, and
universities. The information
was gathered from June 11 to
September 16, 2013.
The Key Respondents
cited multiple ways that they
receive information about the
regions workforce, including
Workforce Development
Boards (Southwest Florida
and Cape Coral); U.S. Bureau
of Labor Statistics (BLS);
Employer and Business Advi-
sory Groups, Local Chambers
of Commerce,
and Economic Development
Offices (EDOs). Universities,
colleges, and, in particular,
privately-owned schools and
technical schools stated that
this information is used in
planning and development of
The Key Respondents stat-
ed that the most common type
of information that they
receive is employment vacan-
cies, usually on an annual or
semi-annual basis.
A majority reported that
they do not conduct their own
primary labor force research
studies. A small number of
higher educational institu-
tions conduct labor studies,
primarily through focus
groups with employers and
Alumni and Employer sur-
On the whole, most stated
that they have advisory
groups aligned with many of
their programs and/or areas of
discipline (K-12 School Sys-
tems have them primarily in
their Technical Centers), and
that these advisory groups
provide them with workforce
information and advice about
positions and skills specific to
the programs or disciplines.
The Key Respondents
indicated they would like
additional workforce informa-
tion including industry and
occupational growth trends
and projections; new ventures
and existing companies
expansions; specific indica-
tors of job skills; and needs of
different sizes of business; e.g.,
small businesses. Ideally,
they would like to receive this
workforce information at least
quarterly, which would help
private entities that can more
readily create or modify pro-
grams to meet market
Most of the Key Respon-
dents reported that they are
familiar with the Workforce
Now initiative and they have
seen or read the reports from
the previous two studies.
Two private universities
said the information con-
tained in the previous Work-
force Now studies led them to
modify and create programs
in IT to meet the needs for IT
Analysts and IT Technicians.
One of the technical centers,
with the help of corporate
sponsorship, is creating a pro-
gram in CNC/Robotics.
The Key Respondents
stated the fundamental
workforce skills, as reported
in the two earlier Workforce
Now Reports, were of critical
importance. The most often-
cited skills are critical think-
ing and active listening.
Most of the Key Respon-
dents stated that they intend
to incorporate the Workforce
Now report into their pro-
grams and curriculum strate-
gic planning and develop-
ment, with several private
institutions stating that they
had already made changes to
their curriculum based on the
Workforce Now Report.
1. Suggestions to enhance
Workforce Now providing a
better understanding of skills,
knowledge, and tasks of occu-
pations; adding online forums
for discussion; linking hiring
agents (employer HR) and
Career Development Centers
at schools.
Most Key Respondents
from public institutions said it
takes 2-3 years to modify or
implement a new program,
while private entities reported
1 year or less. All require fund-
ing, which may require legisla-
tive action, especially in the
area of student aid, and neces
sary resources to hire faculty
and support the operation of
new programs. In addition,
most of the institutions have
accreditation requirements
that must be met.
The key respondents indi-
cated that the capital expense
and startup funding make it
Continued on page 18
The News-Press Market Watch / WORKFORCE NOW
difficult to start a new pro-
gram that will only be needed
for a couple of years.
Changes that would allow
Key Respondents to be more
responsive to workforce
needs include: Knowledge
about how marketable and
sustainable the programs are
(i.e. long-term demand);
current placement needs;
autonomy; better communi-
cation across schools and
businesses; more strategic
approach to regional educa-
tional development; sharing
best practices; more funding.
1. Future studies should
include specific information
about occupational knowl-
edge, skills, and talents.
2. Workforce information
should include the needs of
both large and small busi-
nesses and organizations.
3. In order to develop
trends and forecasts for the
workforce, the educational
institutions need information
about new companies and
their needs, as well as expan-
sions, additions, and mergers
of existing companies.
4. The respondents stated
that it was critical that the
workforce know the Funda-
mental Workforce Skills
identified in Workforce Now
previous reports.
5. Dialogue around work-
force needs to be ongoing
throughout the year perhaps
through online forums, with
a focus on sharing best prac-
tices, and better aligning
business and education.
Report 4
Southwest Florida Labor
Market Overview
October 29, 2013
This fourth study presents a
retrospective/prospective data
analysis of the Southwest Flori-
da labor market. It identifies
the mix of industries, the indus-
try growth trends, occupational
mix, current employment gaps,
and the average annual project-
ed demand for regional occupa-
tions through the year 2020.
Primary data collection and
analysis were conducted by Dr.
Gary Jackson and the Regional
Economic Research Institute at
Florida Gulf Coast University
from July 2013 to October 2013,
with data from Florida Depart-
ment of Economic Opportunity.
For the purposes of this study
the Southwest Florida region is
defined as Collier, Glades,
Hendry, and Lee Counties.
The average 2012 monthly
employment in the region is
376,000 with an average annual
wage of $38,897. The largest
industries are retail trade, health
care, hospitality, construction,
and education. Compared to the
state, the Southwest Florida
region has a higher percentage of
its workforce in health care, retail
trade, hospitality, recreation, and
especially construction.
The fastest-growing indus-
tries from 2009 to 2012 have
been accommodation and food
services, retail trade, health care,
Continued on page 19
(% of total employment)
(%of total wages)
and professional and technical
services increasing regional
employ ment by 11,157. The slow-
est-growing industries were
construction, public administra-
tion, finance and insurance, and
information, which lost a total of
5,185 employees.
The highest 2012 average
annual wages were in manage-
ment of companies at $118,595,
followed by finance and insur-
ance at $71,506, utilities at $64,919,
and professional and technical
services at $58,738. The lowest
2012 average annual wages were
in accommodation and food
services at $20,336, followed by
retail trade at $27,088, agriculture
at $27,404, and other services at
Five groups account for
206,350 employees or appro-
ximately 55 percent of the
total Southwest Florida
Office and Administrative
Support Occupations;
Sales and Related Occupa-
Food Preparation and Serv-
ing Related Occupations;
Healthcare Practitioners and
Technical Occupations; and
Construction and Extraction.
The overall current employ-
ment gap is approximately 7,800
positions. A conservative esti-
mate of the potential income lost
due to the employment gaps is
$245 million.
The top 10 current employ-
ment gaps total 2,545 positions
with an estimated total annual
income of $133.4 million. The
highest paid among the top 10
occupations was physical thera-
pists at $39 per hour which
required a masters degree while
the lowest wage was for retail
salespersons earning $12 per hour
which required a high school
According to the Florida
Department of Economic Oppor-
tunity, these are the top forecast-
ed employees in Southwest Flori-
da for the period 2012 to 2020.
Other occupations in demand
were first line supervisors of
retail sales and office workers;
restaurant cooks; receptionists
and information clerks; elemen-
tary school teachers; carpenters;
food preparation workers; book-
keeping, accounting, and auditing
clerks; first-line supervisors of
construction trades; dishwashers;
sales representatives; executive
secretaries; accountants, host and
hostesses; laborers; maintenance
and repair workers.
The study finally looked at
long-run occupational growth by
identifying the fastest-growing
occupations by the minimal edu-
cational requirement:
Post-Secondary Adult Voca-
tional Training: Customer service
representatives, secretaries and
administrative assistants, super-
visors of retail sales workers,
cooks, carpenters, sales represen-
tatives, executive secretaries,
maintenance and repair workers,
licensed practical and vocational
nurses, and heavy and tractor
truck drivers.
Some College: Registered
nurses, bookkeeping, accounting,
andauditing clerks, first-line con-
struction supervisors, general
and operations managers, busi-
ness operations specialists, con-
struction managers, food service
managers, cost estimators, and
preschool teachers.
Bachelors Degree: teachers,
accountants, management ana-
lysts, securities and financial
sales agents, chief executives,
financial advisors, and civil engi-
Masters Degree: lawyers,
physicians and surgeons, phar-
macists, physical therapists, guid-
ance counselors, dentists, librari-
ans, speech-language patholo-
gists, mental health and sub-
stance abuse social workers, and
child, family and school social
Continued on page 20
Southwest Florida long-term
employment growth top 10
occupations for 2012-2020
1. Cashiers
2. Waiters and waitresses
3. Retail salespersons
4. Registered nurses
5. Store clerks
and order fillers
6. Landscaping and
7. Customer service
8. Food preparation and
serving workers
9. Secretaries and
administrative assistants
10. Office clerks
Moving Forward
Thanks to Mei-Mei Chan, President and
Publisher of The News-Press Media Group,
for leading the effort, and to Dr. Gary Jackson
and Dr. Arthur Rubens, Florida Gulf Coast
University, Dr. John Meyer, Edison State Col-
lege, and Dr. Aysegul Timur and Prof. Anke
Stugk, Hodges University, for providing the
research leadership to complete these initial
Workforce Now reports.
Additional contributors to the Workforce
Now Research Team are: Janet Watermeier
and Warren Baucom, the Lee County Industri-
al Development Authority and the Horizon
Council; Cotrenia Hood, Partnership for Col-
liers Economic Future; Mike Boose, Arthrex;
Julia East, Florida Gulf Coast University; and
Jim Wall, The Southwest Florida Workforce
Development Board.
Workforce Now
Roadmap recommendation
to better align business
and education
Sept. 9, 2013
In reviewing the years
worth of research, interviews
and analysis, the Workforce
Now team recommends the
following roadmap:
A. Annual overview of cur-
rent and forecasted workforce:
Workforce Now
B. Deep dive into key occu-
pational groups, starting with
IT in 2014, identifying educa-
tion requirements: Workforce
C. Work with educational
institutions to assist in program
needs analysis. Pilot one study
in 2014: Workforce Now
D. Create a digital regional
Workforce Resource Guide for
education and training by
years end: Horizon Council
Workforce Task Force
E. Propose a certificate pro-
gram for fundamental life
skills; ensure students and
businesses embrace the value:
Horizon Council Workforce
Task Force
F. Develop integration
resources for newcomers relo-
cating to area: HorizonCouncil
Workforce Task Force
G. Engage The Alliance of
Educational Leaders to take a
larger role in the mission of
Workforce Now by working
more closely with business
leaders as an organization.
H. The state Workforce
Boards should have more flexi-
bility to assist with funding for
emerging programs, not just
existing ones.
I. The state should provide
local control/flexibility to local
educators to more easily
respond in timely fashion to
local business needs.
J. The Vocational/Technical
institutions are providing many
critical services but require a
robust marketing initiative to
communicate to all stakehold-
The News-Press Market Watch / WORKFORCE NOW
Key progress/initiatives toward
elevating the quality of education:
Over the 18 months, the Alliance of
Educational Leaders welcomed three
new superintendents and two new pres-
idents. Both
Glades and
elected new
educational CEOs; Scott Bass and Paul
Puletti, respectively, are now the super-
intendents of their public school dis-
tricts. Most recently, Dr. Nancy Graham
was appointed superintendent of the
Lee County Public Schools. Dr. Jeanette
Brock seamlessly moved into the presi-
dency of Hodges University; and Dr. Jeff
Allbritten returned to Southwest Florida
to become president of Edison State
College. As chairman of the Alliance
and Keiser University campus president,
Ms. Nancy Tedros has ensured that the
momentum in Southwest Florida contin-
ues. The regional conversation and
efforts to seek mutual understanding
and collaboration between education
and business sectors continued through-
out 2012 and into 2013. Individual
Alliance member organizations have
begun to see emerging trends indicative
of the regional progress sought.
Challenges faced:
Readiness continues to be the com-
mon factor in the challenges faced by
the Alliance educational institutions.
Programmatically, students must be
ready to begin all educational levels
from kindergarten to post-secondary
and, ultimately, to enter the workforce.
Readiness in the workforce is required
to enable teachers and staff to success-
fully implement the Common Core
State Standards which center on rigor-
ous and relevant course work and 21st
Century skills to prepare students for
continuously evolving jobs. To close
the ever increasing technology gap,
ensure workforce readiness, and sup-
port the economic need for higher edu-
cation, the Legislature must be ready to
invest. Most importantly, parents, stake-
holders and the business community
must be ready to work as partners for
the success of students and our future.
Looking forward:
One Region-One Voice strategic plan
has put in place a mechanism to track
the progress Southwest Florida is mak-
ing on vital educational benchmarks.
Going forward, professional develop-
ment and communication will be essen-
tial to successfully meet the goals. The
superintendents and presidents look
forward to the challenges and promise
the future holds.
For more information, contact
Pat Riley at
Key progress/initiatives toward
elevating the quality of education:
Scientific Learnings Fast Forward
program, which uses the latest in brain
research to enhance students abilities
to recall, process,
and organize infor-
mation, has been
fully implemented
in grades kinder-
garten through 12.
Preliminary results have shown statisti-
cally significant improvement to memo-
ry, organization and attention span in
as little as 6 to 8 weeks.
i-Ready, a reading and math
progress monitoring and diagnostic
tool, is being used to identify gaps in
reading and math and recommend spe-
cific activities to address those areas
and manage the data.
The Dolly Parton Imagination
Library program that provides books on
a monthly basis to children from birth
to age 5 has grown by over 400 families.
District Strategic Plan, the most
comprehensive in 3 decades, was com-
The Alliance of Educational Leaders was
formed in 1999 by the late Dr. WilliamMerwin,
former President of Florida Gulf Coast University,
in order to bring together the superintendents of
the five counties in Southwest Florida and the
presidents of the nonprofit, regionally accredited
public and private/independent colleges and uni-
versities. The members include the Superinten-
dents of Charlotte, Collier, Glades, Hendry and
Lee Public School Districts and the Presidents of
Edison State College, Florida Gulf Coast Universi-
ty, Hodges University, Barry University, Keiser
University and Nova Southeastern University.
Members of the Alliance of Educational Leaders
are focused on building a strong future for South-
west Florida and are committed to serving the
educational needs of the citizens. Their belief in
strong, effective partnerships led to early unique
projects such as the award of the highly competi-
tive Reading First Grant to an alliance of Char-
lotte, Collier and Lee School Districts and the
Southwest Florida Workforce Development Board
(SFWDB). The Alliance and SFWDB have been
recipients of numerous grants to address areas of
high need in the region. The Alliance has been
core to the development and execution of numer-
ous regional initiatives including a series of Edu-
cation-Workforce-Economic Summits (2006, 2007,
2008,); Regional Issues (2004, 2005); Issues and
Solutions (2006); and, most recently, The
News-Press Market Watch Education Summits
(2011, 2012) and Workforce Now (2013).
Continued on page 23
The News-Press Market Watch / WORKFORCE NOW
pleted and focuses on reading, math,
and leadership.
Kahn Academy, a free on-line edu-
cation program using videos, has been
implemented in grades 3-12 including
at least 1 flipped classroom in grades 3-
4 in every elementary school.
STEM programs continued expan-
sion the middle and high school and
work continues with the Gulf Coast
Foundation and the pilot STEM pro-
gram in the west county schools.
Challenges faced:
Some of the critical challenges facing
Charlotte County Public Schools (and
other school districts around the State
and Nation) include:
Sufficient time for professional
development for teachers, specifically
using the model of professional devel-
opment in the classroom.
Transition from Next Generation
Sunshine State Standards to Common
Core State Standards.
Uncertainty of future assessments,
noting that the FCAT is not aligned to
the Common Core and the State is
adverse to anticipated PARCC.
Looking forward:
The Charlotte School District will be
focused on:
Increasing the number of profes-
sional development days from 3 to 10
over two years.
Meeting the strategic plan goal of
90% of Charlotte Public Schools gradu-
ating students who are career and col-
lege ready to 90% by 2023. Statewide,
the superintendents are crafting pro-
posals for the state Legislature that will
revise SB 736 to ensure that accounta-
bility is relevant and achievable.
For more information contact Superin-
tendent Doug Whittaker at (941) 255-
0808 or
Key progress/initiatives toward
elevating the quality of education:
Collier County Public Schools contin-
ues to focus intensely on identifying
instructional practices and resources
proven to improve
student achievement
and the quality of rig-
orous, differentiated
coursework leading to
college and career
readiness for all stu-
Focus on increasing enrollment in
Advanced International Certificate in
Education (AICE) and Advanced Place-
ment (AP) courses.
Increase in the number of industry
certifications/technical skill attain-
Introduction of Bring Your Own
Device (BYOD) initiative.
Creation of CASTLE (Collier Area
STEMTeaching and Learning Environ-
ment) group to promote collaboration
among education, business and govern-
ment professionals to ensure that educa-
tion systems graduate a well-educated,
diverse workforce that is scientifically,
technologically and quantitatively liter-
Implementation of an Entrepreneur-
ial course for 11th graders in all high
schools during 7th period. Districts
technology resources will be leveraged
to allow students in all high schools to
benefit from a guest speaker in a single
Year of Planning for National Acad-
emies Foundation (NAF) including an
Engineering Academy at each high
Focus on increasing student partici-
pation in STEMcompetitions at the dis-
trict, state and national levels.
Third annual STEMConference
300 participants on a Saturday.
Strategic Plan 2014-2016 focused
on student achievement, STEM, Work-
force Development.
Challenges faced:
Collier County Public Schools faces
several challenges in moving forward.
These include:
Maintaining and enhancing instruc-
tional programs after years of funding
Meeting the additional technology
online course requirements imposed by
Senate Bill 1076, and preparing the infra-
structure and purchasing required hard-
ware to support upcoming online test-
Addressing and implementing leg-
islative mandates, many of which are
4th highest percent for English Lan-
guage Learners (ELL) of Floridas 67
Providing time and funding for pro-
fessional learning opportunities in sup-
port of implementation of Common
Core State Standards (CCSS);
Uncertainty of state assessment for
next school year, 2014;
Providing additional time for
teacher planning for high quality, rigor-
ous and differentiated instruction for all
Meeting the needs of all students in
a diverse student population.
Looking forward:
As we move forward in providing a
high quality education for all students,
major initiatives include:
Implementation of the College and
Career Pathways Plan to implement;
National Academies Foundations
Academies, CCPS is currently in the Year
of Planning for 14 NAF Academies. Every
high school will have a NAF Academy at
the start of the 2014-15 school year;
Bring Your Own Device (BYOD) at
all schools by August 2014;
The Collier Area STEMTeaching
and Learning Environment (CASTLE)
committee to empower the regions
capacity to develop a talented, robust
and eclectic science, technology, engi-
neering and mathematics (STEM) ori-
ented workforce, capable of performing,
adapting and thriving in a dynamic
knowledge-driven economy;
Expand Entrepreneurial courses at
all high schools to 12th grade;
STEMeducation, competitions and
Increased enrollment in rigorous
coursework (A.P. and A.I.C.E.);
Increased number of industry certi-
fications/technical attainments;
An annual STEMConference,
Continued on page 24
enhanced for students and regional par-
A District Advisory Council for each
academy and one overall;
iPortfolio, an electronic showcase
portfolio implemented in grades 6-12 and
piloted in 5 elementary schools this year;
Develop annual strategies, where
need, in Three Year Strategic Plan;
An enhanced, tiered Leadership
Development Program.
For more information, contact: Luis
Solano, Associate Superintendent for Cur-
riculumand Instruction,
Key progress/initiatives toward
elevating the quality of education:
Glades County Public Schools has
focused on its critical areas of need:
1. Improve reading and math achieve-
ment. GCPS continues to strengthen its
progress monitoring sys-
tems that enable data to
be interpreted and ana-
lyzed to identify
instructional material
and strategies that
align with the needs of
2. Improve graduation rates. Targeted
instructional strategies are being imple-
mented with middle and high school stu-
dents scoring in the lowest quartileon
FCAT. In partnership with the Southwest
Florida Workforce Development Board,
the Destination Graduation program has
been established at Moore Haven High
School. This unique initiative pairs a
workforce professional with 25 of the
most at-risk high school students to pro-
vide whatever it takes (mentoring,
tutoring, course identification) to ensure
students graduate high school.
3. Enhance the professional develop-
ment of teachers. With Common Core
State Standards and its correlating only
two years away, it is critical that GCPS
teachers be given the targeted and high-
quality professional development that is
necessary for their and, ultimately, the
students success.
Challenges faced:
The largest challenge facing Glades
County Public Schools continues to be
the budget. Each year, budgets are neg-
atively impacted by reductions and/or
additional requirements/mandates/
A component of the budget challenge
is support for the professional develop-
ment required to ensure teachers have
access to the latest research and innova-
tive teaching and learning strategies that
will enable students to master the high-
er-level thinking skills needed for the
Common Core State Standards and suc-
cess in 21st Century world.
Looking forward:
The clear focus for Glades Public
Schools is the preparation of staff and
students for the implementation of the
Common Core State Standards and
related assessments. Glades is also
committed to continuing the value
places on other important educational
lessons such as character education,
personal finance and workforce skills.
For more information contact Michael
Carter, Supervisor of Support Services, at
Key progress/initiatives toward
elevating the quality of education:
The Hendry County School District
recognizes the importance of well-trained
teachers in the classroom. To that end, a
first-ever pre-planning
week took place where
a variety of learning
needs were met by
teachers over a
five-day period.
More than 65 per-
cent of the districts
teaching staff took
advantage of this opportunity. This effort
will dovetail with already established Pro-
fessional Learning Communities, where
teachers will seek best practices in K-12
instructional strategies, assessments and
data analysis.
Challenges faced:
The challenges facing the School Dis-
trict of Hendry County continue to be a
scarcity of resources to meet state
requirements for the 2014-15 school year.
Developing End of Course Exams, prepar-
ing for the Common Core Standards,
aligning assessments, and implementing a
performance pay plan will be stretching
the districts time, talent, and resources.
Looking forward:
Hendry School District has been
involved in STEMinitiatives partnering
with other interior counties. It is intended
for those efforts to continue to growas
we endeavor to increase the research and
workplace experiences for students. In
partnership with the Southwest Florida
Workforce Development Board, Hendry
District is looking forward to improving
graduation rates through the Destination
Graduation project. The effort and
resources needed to ensure a successful
transition to the focused and relevant
Common Core State Standards and the
corresponding PARCC assessment will
be the challenges facing Glades over the
next decade.
For more information call the Hendry
County School Board at (863) 674-4642
Key progress/initiatives toward
elevating the quality of education:
The School District of Lee County
continues to elevate the quality of
instruction in the areas of reading as
evidenced by student
scores on FCAT 2.0
meeting or exceeding
the state average in
grades 3-9. Mathe-
matics student scores
met or exceeded the
state average in five of
the six tested grade levels. The percent-
age of students meeting proficiency
standards in science equaled the state
average in grade 5 and exceeded the
state in grade 8.
Continued on page 25
The District has increased by 7.3% the
participation of students in acceleration
options in advanced coursework such as
Dual Enrollment, Advanced Placement
(AP), International Baccalaureate (IB),
and Advanced International Certificate
of Education (AICE).
The creation of a department for the
sole purpose of developing school-based
administrators as instructional leaders
has begun to change the culture of our
schools. The Executive Directors for
School Development and the Districts
Director for Turnaround Schools work
directly with principals and assistant
principals to improve their schools.
Teachers, academic coaches and
administrators regularly participate in
Professional Learning Communities
(PLC) where the focus is on individual
student learning. The PLC meets regu-
larly to discuss interventions for strug-
gling students as well as enrichment for
those who have already mastered the
Challenges faced:
The challenges facing Lee County
schools are shared by many other
school districts in the state. Student
performance, as measured by the raw
score of the FCAT 2.0, proves improve-
ment by public schools while the school
grades based on the states accountabili-
ty system have dropped. The falling
school grades give the impression that
performance is eroding. This message
is misleading and inaccurate.
The number of unfunded mandates
has increased in recent years, putting a
strain on not only Lee County but also
school districts across the state. While
many of the ideas propelling the man-
dates have merit, they require districts
to make difficult choices and decisions
regarding current programs and servic-
Looking forward:
The School District of Lee County
will be participating in a site visit as
part of the AdvancEd accreditation
process in March 2014. The accredita-
tion process is a voluntary method of
quality assurance. By participating in
the external review, District personnel
will receive both commendation for cur-
rent practices and recommendations to
further drive student performance and
the organizational effectiveness of the
district. This process involves not just
the school district employees and the
community members.
The District looks forward to the
results of this site visit in anticipation of
using them to begin a Strategic Planning
process involving representatives
throughout the District and community.
For more information contact Superin-
tendent Dr. Nancy J. Grahamat Nan-
Key progress/initiatives toward
elevating the quality of education:
Barry University recognizes the need
to match the university output with the
job demand. In support
of Barry Universitys
mission, Barry
remains dedicated to
providing students
with a strong liberal
arts foundation. The
School of Adult and Con-
tinuing education has undergone a com-
plete curriculum revision to better
address the needs of todays adult learn-
er. We have designed adult learner spe-
cific distribution courses and carefully
assessed all course content to ensure
that principles of adult teaching and
learning are weaved throughout our
programs. We recognize that the work-
force capabilities do not only include
technology ability and the ability to
work collaboratively and flexibly but
also recognition, awareness, and inter-
nalization of civic responsibility. We
believe that Barry Universitys focus on
service learning provides important
opportunities for reflection and growth
that can lead to social change and com-
munity engagement.
Challenges faced:
One of the most significant chal-
lenges is the need to retain talent in the
Region. Barry University recognizes the
need to supply a workforce that pos-
sesses degrees that are attractive to
employers. We work directly with local
organizations and agencies by bringing
our programs to the community and tai-
lor them to meet the needs of the
employers. We maximize flexibility in
the offering of our programs in loca-
tions and times to meet the needs of
employers and students. We are proud
to facilitate career advancement for our
students and believe that doing so con-
tributes significantly to the retention of
talent in the community.
Looking forward:
Barry University is committed to
working collaboratively with the
Alliance of Educational Leaders to pro-
vide appropriate educational opportuni-
ties for the members of the SWFL com-
munity. Barry University is a strong pro-
ponent of an adult-focused scientific-
practitioner model. We collaborate with
community partners to increase relevan-
cy of course content and will continue
to provide flexibility for students and
employers with our program delivery
For more information contact Dr.
Charles Bell, Associate Dean at
Key progress/initiatives toward
elevating the quality of education:
Revise and expand high school
academy and
technical center
articulation agree-
ments in work-
force related areas
Expand and
increase scope of
community input
for needed cours-
es and programs
through increased outreach to business
and industry in the five-county area and
enhanced input from Advisory Councils.
Continued focus on student reten-
tion and success through expansion of
the First Year Experience program.
Increase student interest in work-
force related College Credit Certificate
and AS degree programs.
Provided cutting-edge technologies
The News-Press Market Watch / WORKFORCE NOW
Continued on page 26
for the Lee Campus classroom building
and the Allen & Marla Weiss Health Sci-
ences Hall on the Collier Campus.
Increased focus on students earning
relevant industry certifications in work-
force education areas.
Provided Charlotte and Collier stu-
dents additional computer lab and com-
puter classroom spaces.
Emphasize assessment and demon-
strated student gains in general educa-
tion competencies, which correlate to
foundational skills needs.
Expand internship opportunities
for students.
Focus on attracting additional grant
funding to help provide training to a
broader population.
Addition of advanced 3D imaging
equipment and AFIX electronic finger-
print recognition technology equipment
in the Law and Public Safety programs.
Challenges faced:
Low state funding levels.
Meeting the increasing accountabil-
ity measures from state and accrediting
Addressing the needs of several
aging facilities while also maintaining a
high level of technology to deliver
instruction using modern methods
Continuing to evolve the organiza-
tional structure of the College to better
serve the students
Creating new workforce education
program offerings in the face of incom-
plete workforce and demographic trend
data to rely upon
Looking forward:
Exploring new partnerships in
workforce education, expanding access
and options in the Associate in Science
programs and increasing STEMoppor-
tunities throughout all program offer-
Stabilizing enrollment growth pat-
Determining alternative funding for
ongoing maintenance needs of facilities.
Continued direct study of regional
workforce needs through the Workforce
Now initiative.
For more information contact Dr. John
Meyer, Dean, School of Business &Tech-
nology, Edison State College, at (239)
Key progress/initiatives toward
elevating the quality of education:
Our student success initiative
received $6.5 million in recurring fund-
ing from the Legislature this year. This
is allowing us to boost quality by
enhancing academic advising, academic
support, hiring
additional faculty,
establishing a
Teaching Academy
for new faculty,
promoting our first-
year residential
experience for stu-
dents, and more
closely monitoring student academic
Challenges faced:
The greatest challenge currently con-
fronting the university is state funding
for capital facilities. In order to meet
additional demand for an FGCU educa-
tion, new facilities will be needed. The
state Public Education Capital Outlay
program requires a new funding mecha-
nism to sustain system growth. As a
result, we have had to slow our growth
Looking forward:
FGCU graduates will continue to
exhibit among the highest post-gradua-
tion employment rates in Florida among
institutions within the State University
System. FGCU will continue to increase
STEMdegree production and will con-
tinue to be a leader in environmental
sustainability and in efficiency among
the SUS.
For more information contact the
Office of the Provost, FGCU, phone:
(239) 590-7000
Key progress/initiatives toward
elevating the quality of education:
Hodges University provides scholar-
ship opportunities to students who
attend the Boys & Girls Club of Collier
County. Hodges conducts workshops
for these students on an annual basis,
informing them of
the academic
preparation needed
for various careers.
At the end of these
workshops, stu-
dents write an
essay about what a
college education would mean to them.
These essays are the basis for the selec-
tion of the scholarship recipients, avail-
able to one girl and one boy each year.
Hodges University offers several
accelerated academic programs, both at
the bachelors level and the masters
level. The newest degree program
offered in an accelerated format is a
Master of Accountancy which will begin
September 2013. Hodges University will
implement its Quality Enhancement
Plan in January 2014. This plan, Writ-
ing-Your Path to Success, focuses on
teaching students to write in their disci-
plines to prepare them for working in
these fields upon graduation. Areas
addressed include medical, legal,
accounting, business, technology, and
Challenges faced:
The challenges faced by Hodges Uni-
versity and its peers around the State
and Country are (1) College Readiness
and (2) Student Academic Success.
To address the college readiness gap,
Hodges University offers tutoring serv-
ices for its students through Academic
Achievement Services, Supplemental
Instruction Labs, and the online tutoring
service of Smarthinking. Academic
Achievement Services is peer led with
tutors certified by the College Reading
and Learning Association.
To support student post-secondary
success, Supplemental Instruction Labs
are staffed by faculty members who
assist students with designated topics
Continued on page 27
such as math, English, computers, and
accounting. Additionally, Smarthinking
provides students with online support
in many different topics of study.
Looking forward:
Hodges University has selected a
quality enhancement plan (a require-
ment of its accreditation agency) that
focuses on improving student written
communication skills, specifically in the
disciplines. The ultimate goal of this
plan is to teach students how to write
effectively in their disciplines so that
they can transfer this ability to their
current or future career. The University
will be investing significant dollars to
ensure this goal is met. The QEP is a
five-year plan which will begin as soon
as the accreditation agency approves the
plan at its December 2013 meeting.
For more information contact Dr.
Jeanette Brock, President at
Key progress/initiatives toward
elevating the quality of education:
Keiser University course delivery is
deliberately learner friendly and career
focused. Delivery format is such that
both adult learners and new high school
graduates can
be immersed in
course work.
The one-class-
at-a-time, for
one-month-at-a-time allows students to
focus on only one class and allows
instructors to focus on the success of
their class of students. Small class sizes
provide increased teacher support of
students and create a collaborative and
interactive learning community. In
every KU course, faculty build curricu-
lum that incorporates professional and
career oriented content. Experiential,
hands-on learning activities and assess-
ments meet academic AND career ori-
ented learning objectives. The ultimate
goal is graduate employability and
placement upon graduation.
A key initiative aimed at exposing
area high school students to the college
experience is College Exploration. This
program gives high school seniors an
opportunity to explore different career
areas of interest, earn college credit in
career focused courses and become
familiar with the post-secondary envi-
Challenges faced:
The competitive job market creates
challenges and opportunities for
employers in retraining their top talent
and employees seeking a professional
edge and career advancement.
Attracting and hiring qualified faculty
to meet the rigor of the disciplines and
accrediting bodies standards will
remain a challenge in certain fields.
Looking forward:
Keiser University is a private, level VI
regionally accredited, institution and a
member of The Independent Colleges
and Universities of Florida (ICUF).
Many of our majors focus on STEMdis-
ciplines including: Diagnostic Medical
Sonography, Occupational Therapy
Assistant, Sports Medicine and Fitness
Technology, Biomedical Sciences,
Forensic Investigation and Information
Technology. We will continue to add
bachelors and masters degree program
offerings as workforce needs dictate.
Keiser University's educational reach
extends globally through its internation-
al programs, including the Latin Divi-
sion, a cooperative agreement in the
Eastern European nation of Moldova, a
campus in Shanghai, China, and the
newest campus in Nicaragua.
For more information contact Nancy
Tedros, FTMCampus President at nte-
Key progress/initiatives toward
elevating the quality of education:
> During the school year 2012-2013,
Nova Southeastern University deter-
mined the success of our students could
be assisted by adding education tutors
to support students. This addition was
found to be beneficial and the program
has been expanded in the school year
> Through
the Interna-
tional Teacher
Education Pro-
gram (ITEP),
Nova South-
eastern Univer-
sity Fort Myers Campus will be offer-
ing a new Masters in Education which
provides a career solution for Spanish-
speaking individuals holding foreign
university degrees and who seek a new
professional path in the United States.
> The H. Wayne Huzienga School of
Business and Entrepreneurship at Nova
Southeastern University- Fort Myers
Campus will be offering a Masters
Degree in Business Administration with
financial assistance being offered to
government employees in the Southwest
Florida community.
> The College of Health Care Sci-
ences and The College of Nursing con-
tinue to provide community health
screening in Southwest Florida by pro-
viding no cost health assessment to stu-
dents at local elementary/middle/high
Challenges faced:
Nova Southeastern University- Fort
Myers Campus continues to look at the
educational needs of the Southwest
Florida community and work with the
academic departments at the Nova
Southeastern University-Fort Laud-
erdale Campus to attempt to deliver
educational programs to meet the iden-
tified needs.
Looking forward:
The partnerships/collaboration estab-
lished with the members of the Alliance
of Educational Leaders provides a colle-
gial setting to discuss the educational
needs of the Southwest Florida commu-
nity. Nova Southeastern University
Fort Myers will work to fill the identi-
fied needs of the community.
For more information contact Kevin
Hunter, Nova Southeastern University
Lee Campus Director, at
The News-Press Market Watch / WORKFORCE NOW
Through the Workforce Now initiative, we worked
with area educators, employers and researchers to get a
clearer picture of the gaps between demand for certain
jobs and the applicants available to fill those jobs.
The gaps are frequently in areas with specific educa-
tional requirements, including physical therapists, regis-
tered nurses or financial services representatives. How-
ever, some of the largest gaps can be found in professions
where the demand for workers is outstripping supply
even though the education requirement is lower.
We also sent a reporter to Asia for three weeks to find
out why Asia nations tend to outperform American stu-
dents in key areas.
Our team then pulled additional data and did dozens
of interviews to narrow the focus on key data and solu-
tions that will help Southwest Florida have the work-
force it needs going forward.
How well are graduates of schools
and colleges in Southwest Florida
matching up with what employers
in the region need?
Terry Eberle
Vice President
and Executive Editor
Steve McQuilkin
The News-Press Media Group Team Members
New Economy and
Education Editor
Dave Breitenstein
Higher Education Reporter
Ashley Smith
K-12 Education Reporter
Tim Engstrom
Local Economy and
Small Business Reporter
Michael Donlan
Graphics Team Leader
EDUCATION The News-Press Market Watch / WORKFORCE NOW
EDUCATION The News-Press Market Watch / WORKFORCE NOW
EDUCATION The News-Press Market Watch / WORKFORCE NOW
EDUCATION The News-Press Market Watch / WORKFORCE NOW
EDUCATION The News-Press Market Watch / WORKFORCE NOW
EDUCATION The News-Press Market Watch / WORKFORCE NOW
EDUCATION The News-Press Market Watch / WORKFORCE NOW
EDUCATION The News-Press Market Watch / WORKFORCE NOW
BUSINESS The News-Press Market Watch / WORKFORCE NOW
BUSINESS The News-Press Market Watch / WORKFORCE NOW
EDUCATIONThe News-Press Market Watch / WORKFORCE NOW
EDUCATION The News-Press Market Watch / WORKFORCE NOW
NOTES The News-Press Market Watch / WORKFORCE NOW
NOTES The News-Press Market Watch / WORKFORCE NOW
The News-Press Market Watch / WORKFORCE NOW
GET INVOLVED The News-Press Market Watch / WORKFORCE NOW
A Regional Research Initiative
For more information, contact:
Workforce Now is a regional research initiative to identify current and
future talent requirements for the five counties of Southwest Florida.
The initiative was created in October 2012 as an outcome of the Education
Summits produced by The News-Press Media Group. It is designed as a
systematic, multi-year program to provide better information on workforce
gaps including skills and characteristics desired by regional employers, and
to understand and meet the critical workforce needs in the Southwest
Florida region. For the purposes of Workforce Now, the Southwest Florida
region is defined as Collier, Glades, Hendry, and Lee counties.
Mei-Mei Chan, President and Publisher,
The News-Press Media Group,
Florida Regional President, Gannett East Group
Fort Myers Institute of Technology
Lee Memorial Health System
Nova Southeastern University
Bank of America
Child Care of Southwest Florida, Inc.,
Kindergarten Is Too Late
Heather Fitzenhagen
Pavese LawFirm
Wayne & Donna Smith Charitable Foundation
Florida Gulf Coast University
Dr. Wilson Bradshaw
Dr. Ron Toll
Edison State College
Dr. Jeff Allbritten
Hodges University
Dr. Jeanette Brock
Dr. Terry McMahan
Greater Naples Chamber of Commerce,
Partnership for Colliers Future Economy
Dr. Mike Reagen
John Cox
Lee County Industrial Development Authority
Lee Countys Economic Development Office
Glen Salyer
SWFL Workforce Development Board
Joe Paterno
Reinhold Schmieding
Busey Bank
Ken ODonnell
Chicos FAS, Inc.
Karen Beebe
Manhattan Construction
Bob Koenig
The News-Press Media Group
Mei-Mei Chan
Florida Gulf Coast University
Dr. Gary Jackson
Julia East
Dr. Arthur J. Rubens
Edison State College
Dr. John Meyer
Hodges University
Professor Anke Stugk
Dr. Aysegul Timur
Greater Naples Chamber of Commerce,
Partnership for Colliers Future
Cotrenia Hood
Horizon Council, Workforce Task Force Chair
Janet Watermeier
Lee Countys Economic Development Office
Warren Baucom
SWFL Workforce Development Board
Michael Boose
The News-Press Media Group
Mei-Mei Chan
John Meyer, Dean, School of Business
& Technology, Edison State College
Aysegul Timur, ProgramChair of Business
/Public Administration, Professor: Business
Administration and Public Administration
Mike Boose, Human Resources
Manager, Arthrex
Bernard Duffy, Charlotte County
Technical School
Yolanda Flores, Lorenzo Walker
Technical School
Anne Frazier, President and CEO,
Junior Achievement of Southwest Florida
Dwayne Ingram, Chairman, Workforce Florida
Pamela Johnston, Dean of Academic Affairs,
Keiser University Fort Myers
WilliamMcCormick, Fort Myers
Institute of Technology
Dorin Oxender, Immokalee Technical Center
Michael Schiffer, Lee County High Tech North
KimSpiezio, Executive Vice President of
Academic Affairs and Provost, Hodges University
Dr. Wilson Bradshaw, President,
Florida Gulf Coast University
John Cox, President & CEO,
Greater Naples Chamber of Commerce
Sara Stensrud, Executive Vice President
and Chief HR Officer, Chicos FAS
Florida Governor Rick Scott
Dave Breitenstein
Mei-Mei Chan
Emma Campos
Karin Cherwick-Skala
Brenda Diamond-Schlicht
Mike Dolan
Terry Eberle
Kathryn Kinsey
JoAnn Landry
Julianne Ledbetter
Steve McQuilkin
Ashley Smith
Dennis Wright
Thank you