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A
C
A
President,
we
do
have
a
quorum
and
are
duly
constituted
to
conduct
business
today
at
this
moment.
At
this
time,
I'd
like
in
a
motion
and
a
second
for
the
approval
of
the
june
minutes
representative
elliott
motion
senator
schroeder
ii,
all
those
in
favor
aye
aye
any
opposed.
No,
the
minutes
are
approved
very
good.
Before
we
get
into
our
presentation
today,
I
would
like
to
recognize
a
guest
here.
We
have
the
new
senator
from
the
10th
district,
senator
matt
dineen
from
elizabethtown
he'll
be
taking
office
in
january
representing
hardin
county.
A
So
he
and
I
will
have
some
of
the
area
to
represent,
as
well
as
representative
callaway
and
I'm
trying
to
see
no
one
else
here
from
hardin
county.
So
we
want
to
welcome
you
matt
today
to
the
economic
development
committee
meeting
at
this
time
we're
going
to
hear
a
discussion
on
the
apprenticeship
program.
A
It's
it's
an
area
that
I've
had
an
interest
in
in
the
past
and
I
think
it's
a
an
area
that
this
committee
has
shown
interest
in
and
we're
always
interested
in
updates
on
that
and
I've
asked
folks
to
come
here
today
and
to
give
us
an
update
at
this
time.
I'm
going
to
ask
you
to
introduce
yourself
for
the
record
and
after
you've
done
that
you
can
begin
the
presentation.
F
Okay,
hello,
everyone
good
morning
and
thank
you,
mr
chairman.
We
are
happy
to
be
here
with
you
all
and
to
share
some
information
about
our
department.
So,
as
many
of
you
know,
we
are
now
the
department
of
workforce
development
and
we
are
housed
in
the
education
and
labor
cabinet
within
our
department
we
have
the
office
of
employer
and
apprenticeship
services.
F
We
have
the
office
of
adult
education,
the
office
of
the
kentucky
workforce,
innovation
board,
the
office
of
vocational
rehabilitation,
and
we
also
have
the
division
of
technical
assistance
and,
with
all
of
these
agencies,
one
of
the
the
most
important
ones
that
we
are
interested
in
growing
and
providing
some
support
is
with
the
office
of
employer
and
apprenticeship
services.
And
so
we
have
our
executive
director
here
to
share
some
more
information
about
that
program.
G
Thank
you,
dr
price,
and
thank
you
again.
Everyone
on
the
committee-
I'm
excited
to
be
here
today
to
give
you
an
update,
I'm
extremely
passionate
and
proud
of
the
office
of
employer
and
apprenticeship
services,
we're
a
small
but
mighty
dynamic
team.
Let
me
give
everyone
a
brief
overview
of
what
is
registered
apprenticeship
registered
apprenticeship
is
a
talent
development
strategy,
a
workforce
solution
for
employers
who
are
having
workforce
pain
points.
G
If
you
take
classroom
instruction
or
related
technical
instruction
and
you
pair
it
with
on-the-job
training
with
a
wage
progression,
it
will
lead
to
a
skilled,
certified
workforce
and
there
are
numerous
benefits
to
registered
apprenticeship.
It's
all
driven
brings
alignment
between
education
and
workforce
development,
and
it
is
a
solution
for
employers
to
address
recruitment
retention
and
and
yeah
retainment
recruitment,
training
and
retention.
G
Kentucky
registered
apprenticeship
involves
a
diverse
range
of
industries
here
in
the
commonwealth
of
kentucky.
We
have
apprenticeship
programs
in
a
multitude
of
industries.
It
is
grown
and
expanded
from
the
skilled,
trades
and
construction
to
healthcare,
to
I.t
manufacturing
to
the
hospitality
industry.
We
have
apprenticeship
programs
in
all
of
the
industries
and
all
of
our
apprenticeship
programs
are
posted
on
the
cabinet
for
education
and
labor
website.
G
We
are
currently
funding
registered
apprenticeship
with
two
federal
grants
in
state
general
funds.
As
you
can
see
from
this
bar
graph,
40,
almost
45
percent
of
the
program
is
supported
through
federal
funding
with
as
general
funds
from
this
general
fund
budget.
G
Let
me
give
you
a
statistical
snapshot
here
is
just
some
numbers
of
where
registered
apprenticeship
was
as
of
june,
30
or
july.
7Th
is
when
we
collect
this
information.
Every
registered
apprenticeship
program
is
dedicated
to
a
specific
occupation,
and
many
employers
have
multiple
programs.
So
we
have
623
programs
in
the
commonwealth
with
359
unique
sponsors
covering
216
occupations.
G
We
are
trending
at
an
average
of
4
000
apprentices
and
we're
always
advocating
to
reach
minorities,
women
and
veterans.
We
had
a
successful
year
last
year,
even
through
the
pandemic,
with
604
completions.
So
these
are
604
individuals
who
completed
their
registered
apprenticeship
program
who
are
working
in
kentucky.
G
Here
are
new
registered
apprenticeship
programs
in
the
this
calendar
year
of
2022
as
of
january
through
june,
we've
added
25
programs
from
career
development,
technicians
to
maintenance
repair,
and
I
highlighted-
or
I
wanted
to
bold,
the
early
childhood
administrator
director
credential
as
a
state
apprenticeship,
approving
agency
of
the
united
states
department
of
labor
in
kentucky
as
saa.
If
we
can't
find
a
work
process
or
a
work
plan
to
meet
the
employer's
specific
workforce
needs,
kentucky
can
work
with
the
industry
and
develop
and
design
a
registered
apprenticeship
program.
G
G
Top
registered
apprenticeship
enrollments-
this
is
where
a
registered
apprenticeship
is,
is
just
booming
and
the
these
are
our
registered
apprenticeship
sponsors
who
have
apprentices
in
over
the
hundreds.
So
I
wanted
to
show
you
that
trilogy
health
services,
louisville
electric
davis,
h
elliott,
is
our
line
director,
one
of
our
leading
registered
apprenticeship,
programs,
plumbers
and
pipefitters.
So
these
are
the
top.
I
couldn't
give
you
all
600
programs,
because
we
didn't
want
this-
to
be
death
by
powerpoint,
so.
G
I
trying
to
think
interesting
ones,
so
just
I
wanted
to
show
you
how
we're
growing
and
expanding
one
of
the
initiatives
or
expansions
or
program
development
we've
done.
We
now
produce
and
publish,
produce
and
publish
on
the
cabinet
website.
A
logistical
map
of
where
registered
apprenticeship
is
in
the
in
kentucky.
If
you
follow
this
link
or
if
you
go
to
the
cabinet's
website
and
you
mouse
over
one
of
the
little
dots,
where
is
a
registered
apprenticeship
program,
it'll
give
all
of
the
information
about
the
program
on
what
the
program
is.
G
G
Employment
outcomes
in
kentucky
one
year
out
for
apprenticeships
programs.
The
kentucky
center
for
statistics
is
helping
us
monitor
and
track
the
completions
and
successful
data
of
registered
apprenticeship.
As
you
can
see,
we've
since
2007,
the
completer's
number
of
completions
have
continually
increased
and
those
folks
are
employed
and
here's
the
the
mean
and
the
medium
wage
for
the
completions
of
registered
apprenticeship.
G
I
also
have
for
you
and
I
brought
for
visual,
display
the
certificates
and
credentials
that
we
provide
employers.
So
if
an
employer
registers
a
a
has
a
registered
apprenticeship
program,
they
are
recognized
with
the
businesses
recognized
as
a
as
a
employer
of
choice
and
the
apprentice
after
completion
of
their
registered
apprenticeship
program
is
issued.
This
credential,
which
is
kept
in
a
national
data
system
to
validate
and
verify
that
that
apprentice
is
skilled
in
that
occupation.
G
I'm
also
we're
also
partnering
with
the
office
of
apprenticeship
technical
assistance
contractors.
If
you
recently
recall,
I
believe,
two
weeks
ago
we
issued
a
press
release
about
a
partnering
with
manhattan
strategy
group,
who
is
a
whom
is
a
federal
contractor,
who
has
incentive
funds
to
help
employers
either
grow,
registered
apprenticeship
programs
in
the
supply
chain,
automation
or
expand
their
programs
in
supply
chain
automation.
G
We
are
partnering
with
manhattan
strategy
group
and
the
supply
chain,
automation
to
help
our
employers
grow
and
expand,
registered
apprenticeship
programs,
and
they
have
incentive
funds
for
employers
from
up
to
forty
thousand
dollars
to
help
them
build
and
establish
and
grow
their
registered
apprenticeship
programs.
We've
done
this
type
of
partnership
with
cyber
security,
the
trucking
industry.
G
So
we
will.
We
will
continue
to
do
that.
Continue
that
partnership
and
expansion
of
initiatives
we
partner,
custom,
the
custom
designed
registered
apprenticeship
occupations.
This
goes
back
to
the
early
childhood
administrator
director,
we're
currently
working
on
a
master
school
bus
driver
to
address
the
school
bus
driver
shortage,
a
vulcanizing
or
conveyor
belt
technician
and
cable
construction
occupations.
G
F
Price,
thank
you
michelle,
so,
as
you
can
see
a
lot
going
on
and
efforts
made
to
grow
apprenticeship
across
the
state.
In
addition
to
that,
we
wanted
to
highlight
some
bright
spots
that
were
identified
by
local
and
state
leaders,
and
we've
listed
these
by
federally
funded
programs,
state
funded
and
privately
funded,
and
I
think
I
may
have
missed
saying
that
the
career
development
office
is
now
a
part
of
the
department
of
workforce
development,
which
is
a
very,
very,
very
important
department
and
office
for
us.
F
This
seems
to
be
a
preferred
way
to
engage
in
workforce
education
and
training,
and
so
we
are
really
excited
about
continuing
to
grow
virtual
support.
We
also
have,
and
I'm
not
going
to
go
through
every
single
one,
but
just
so
you
can
know
that
some
of
these
efforts
are
continuing
to
grow
across
the
state.
F
F
We
are
really
interested
in
helping
support
folks,
if
they're,
if
they
would
like
to
explore
a
different
career
path,
but
may
need
some
support
and
then,
when
we
look
at
the
state,
funded
programs,
of
course,
the
governor's
program
everybody
counts
has
been
really
successful,
and
that
is
a
program.
That's
focused
on
building
college
and
career
pathways.
F
It
was
a
guarantee
to
jcps
graduates
that
they
can
have
two
years
free
tuition
and
or
a
job
that
is,
that
is
guaranteed
from
kroger
ups
ford
and
ge
appliances,
and
we
really
would
love
to
grow
that
across
the
state.
So
we
thank
you
for
your
support
with
the
budget
to
continue
to
do
that,
and
then
we
also
want
to
highlight
the
kentucky
talent
pipeline
management
program
that
has
been
really
successful
and
highlighted
across
the
nation
as
best
practice
to
to
really
respond
to
the
workforce
opportunities
that
we
have
here
in
kentucky.
F
F
We
talk
about
public-private
partnerships
and
really
successful
programs
kentucky
fame,
which
is
obviously
has
grown
and
is
nationally
recognized
as
well
to
grow
the
advanced
manufacturing
pipeline,
and
then
we
also
wanted
to
highlight
that
the
ups
transitional
learning
center
is
a
best
practice
to
really
work
with
folks
who
have
disabilities
and
it's
a
really
intentional
effort
to
make
sure
that
their
support
within
the
company.
So
those
are
some
bright
spots
that
we
wanted
to
highlight.
F
Sorry.
We
also
have
recommendations
for
improving
existing
programs,
so
fair
chance
employment.
We
are
really
trying
to
encourage
employers
to
understand
that
hiring
from
those
who
have
been
justice
involved
is
a
hiring
solution
and
providing
support
for
employers
to
understand
the
benefits
that
we
offer,
that
the
federal
government
offers,
through
fair
transponding
and
also
the
watsi
program
with
the
high
school
equivalent
equivalency
pathway,
we're
looking
at
a
third
pathway,
and
we
think
that
that
could
be
helpful
for
the
state
of
kentucky.
F
That
is
not
just
a
diploma
or
ged,
but
that
we
have
another
way
of
trying
to
help
people
to
get
to
that
high
school
equivalency,
wrap
around
support
funding
is
needed
desperately
it's
not
just
about
getting
a
job
and
getting
to
the
job.
It's.
How
do
you
get
there?
How
do
you?
How
are
you
supported
while
you're
there?
How
is
your
family
supported?
F
We
know
that
you
know
if
you,
the
quality
of
your
life
comes
into
the
into
your
work
and
the
quality
of
your
work.
Employer
design
programs
was
also
lifted
up
as
another
opportunity
to
really
refocus
how
we
do
things
and
seeking
information
from
the
employers
when
we're
building
out
training
programs
and
education
programs,
and
then,
when
we
look
at
the
cradle
to
career
pipeline
and
what
we're
really
trying
to
do
in
this
space
learner
and
employment
record
systems
are
helpful.
F
F
F
And
then
just
a
few
recommendations
for
support
really
investing
in
our
youth
career
exploration,
career
counselors
and
local
high
schools,
more
paid
co-op
opportunities
for
high
school
students
and
summer
programs,
and
some
may
say:
well
what
do
we
mean
by
that?
Because
don't
you
have
a
lot
of
money
that
you
get
from
federal
government?
Well,
that
comes
with
a
lot
of
restrictions,
so
our
local
leaders
are
recommending
that
we
have
more
state
support
to
invest
in
those
opportunities.
F
Funding
has
kind
of
dried
up
for
those
programs
as
well,
and
then
continued
support
is
needed
from
the
legislative
legislature
to
make
sure
we
have
the
required
general
funds
to
match
the
federal
dollars
that
we
receive
and
then
the
last
recommendation
investing
in
workforce
development,
technology,
app
development,
and
we
just
recently
the
secretary
of
our
cabinet
secretary
link
and
michelle,
and
I
we
all
had
an
opportunity
to
go
down
to
bowling
green
and
spoke
with
some
leaders
there
that
were
very
interested
in
app
development.
F
There
are
apps
that
currently
exist
where,
if
there's
a
need
for
a
vacancy
to
be
filled
that
that
can
be
done
in
real
time,
and
if
someone
is
in
a
space
where
maybe
mentally
they're
not
ready
to
support
on
that
day,
they
don't
have
to
show
up
and
that's
okay,
because
it's
a
it's
more
of
a
kind
of
a
a
pay,
a
pay
for
service
when
you
are
ready
to
work,
if
that
makes
any
sense,
so
these
are
recommendations
that
we
think
would
really
be
helpful.
F
G
I'd
like
to
just
close,
and
how
can
you
help
registered
apprenticeship
continue
to
spread
the
word.
Please
share,
registered
apprenticeship
or
connect
any
inquiries
you
may
receive.
We
brought
you
gift
bags
and
remind
you
to
register
apprenticeship
as
a
solution
for
employers.
If
you
didn't
get
one,
I
do
apologize.
I
may
have
been
short.
Please
let
crystal
know
and
she'll
make
sure
that
I
get
she
she'll
get
with
me
and
I'll
make
sure
that
you
get
one.
So
I
thank
you
again
for
your
continued
support
of
the
work
that
we're
doing.
That
concludes
our
presentation.
A
Thank
you.
We
do
have
a
number
of
questions.
I've
got
a
request
and
then
a
couple
questions
that
I
will
lead
off
with
the
first
is
commissioner
price.
If
we
could
get
an
organizational
chart
of
the
new
cabinet,
if
you
could
provide
that
to
staff,
I
would
appreciate
that
and
then
absolutely.
F
A
I
would-
and
I
would
appreciate
that
so
what
I
want
to
lead
off
with,
as
we've
we've
heard
from
the
apprenticeship
program
in
the
past,
and
as
I
stated
earlier,
I
like
having
you,
come
and
give
these
updates
and
there's
a
lot
of
great
things
that
I
see
coming
with
this
program,
for
example,
we're
seeing
a
significant
increase
in
the
minority
participation
up
from
eight
percent
to
25
percent.
A
G
I
can
answer
that
question.
We
are
currently
doing
a
registered
approach.
I
don't
want
to
say
clean
up
the
the
decline
is.
We
are
addressing
programs
that
registered
and
did
not
have
any
apprentices
so
so
operationally.
G
A
lot
of
that
decline
is
employers
who
started
a
program
and
just
couldn't
finish
or
weren't
ready,
yet
so
that
adjustment
in
number
of
occupations
is
program,
maintenance
and
we
are
they
have
I
reached
out
to
every
every
every
employer
on
the
sponsor
list
and
well
we're
just
not
ready
to
have
a
program
at
this
time,
so
their
program
was
either
cancelled
or
postponed
at
this
time.
So
that
could
explain
the
number
of
occupations.
A
Okay,
follow
up
on
that.
Can
you
provide
us
with
those
those
career
fields,
I'd
like
to
see,
if
there's
a
sure,
there's
a
pattern:
yeah.
A
If
we
have
a
segment
of
the
of
the
workforce,
employers
out
there
that
they're
not
prepared
for
it
some
things
that
we
might
do
on
our
end.
Sure.
A
The
second
question
before
I
get
to
other
members,
I
frequently
am
asked
to
speak
to
various
groups
about
our
workforce
participation
problems
in
the
state,
how
we
encourage
specifically
young
people
to
look
toward
future
careers
and,
as
we
see
here,
we
do
have
some
some
well-paying
jobs
that
fall
under
the
apprenticeship
program.
A
And
recently
I
had
a
discussion
where,
where,
in
the
past,
we've
talked
about
reaching
out
to
high
school
students
and
getting
them
involved
and
kind
of
in
tune
with
what
careers
may
be
available,
I
think
we're
going
to
have
to
lower
that
that
target
group
to
middle
school
and
begin
getting
middle
schoolers
looking
at
what
are
potential
careers
and
occupations
out
there.
And
so
can.
A
Can
you
enlighten
us
on
on
what
you're
doing
to
work
with
employers
to
get
them
to
reach
out
to
even
middle
school
or
any
school
group,
but
specifically
the
middle
school
program
middle
school
ages?
To
begin
looking
at
these
apprenticeships
and
not
necessarily
focused
on
on
a
four-year
college
degree,
but
a
trader
occupation
that
would
fall
under
under
this
program.
G
It
off
sure,
representative
weber,
I'd
like
to
answer
your
question
on
this.
So
what
are
we
doing?
Is
the
administration
has
empowered
the
office
of
employer
and
apprenticeship
services
for
a
new
website
design,
and
we
have
been
working
with
a
brand
new
website
which
the
goal
is
to
have
it
launched.
This
fall
ky
works
at
ky.gov,
which
will
have
dedicated
registered
apprenticeship
and
career
interest,
opportunity,
information
with
videos
regarding
occupations
so
reaching
out
and
educating
employers
in
the
workforce
of
what
career
options
are
available.
G
F
And
I'd
like
to
add
to
that,
thank
you
michelle.
We
also
are
looking
at
virtual
tours
this
past
year,
we've
hosted
some
virtual
tours
with
the
kentucky
chamber
foundation
and
what
that
means
is
really
the
employers
are
sharing.
What
the
job
looks
like
in
real
time
and
that
happens
in
the
classroom,
so
the
teachers
sign
up
for
these
sessions
and
their
classes
are
able
to
engage
with
employers
to
get
a
better
idea
of
what
the
field
looks
like.
We
did
this
with
everybody
counts,
and
it
was.
F
We
got
a
lot
of
good
feedback
from
that.
So
I
think
that's
one
way.
Another
way
is
a
lot
of
the
companies
that
are
now
looking
to
find
a
home
here
in
kentucky
are
interested
in
building
the
pipeline
for
the
future,
and
so
they
have
backtrack,
not
just
from
a
middle
school,
but
even
elementary.
So
we've
been
talking
about
innovative
ways,
virtual
reality
to
engage
young
learners
and
get
them
excited
about
career
fields.
A
A
We've
all
been
young
people,
we
know
we
delay
and
procrastinate.
First
question
representative
king.
C
Thank
you,
mr
chair,
a
brief
comment
and
a
brief
question.
If
I
may.
Thank
you.
Thank
you
very
much
at
our
I
believe
june
meeting
in
northern
kentucky,
we
received
wonderful,
powerpoint,
slides
about
the
skilled
trades
and
their
estimates
of
job
needs
in
certain
categories
by
the
year
2029
just
this
week
for
a
mercer
county
chamber
of
commerce
meeting.
C
I
printed
out
that
slide
and
took
it
with
me,
because
we
were
visiting
with
campbellsville
university,
the
herdsburg
site
in
some
skilled
trade
training
that
they
have
and
the
folks
there
were
were
so
pleased
to
have
that
information.
It's
supporting
the
work
that
they
are
doing
there
and,
as
the
chair
mentioned
these
these
one
year
out
of
completion
wages
are
are
so
encouraging.
So
I'm
going
to
be
taking
this
slide
to
my
local
chambers
as
well,
and
the
higher
education
folks
that
I
have
in
each
of
the
three
counties.
C
G
Yeah
yeah
definitely
definitely
connect
them
to
suggest
registered
apprenticeship
and
the
team
will
meet
with
individuals
and
deploy
in
will
meet
with
employers
individually,
complete
a
needs
assessment
and
offer
solutions
for
their
workforce
needs,
so
direct
referral
is
is
key
and
then,
when
we
launch
our
new
website,
if
you
could
share
our
website
with
information
about
career
education
and
outreach,
so
word
of
mouth
is
the
greatest
way
to
provide
outreach
and
education.
So
if
you
could
just
continue
to
message,
have
you
connected
with
the
education
and
labor
cabinet?
G
F
Absolutely-
and
I
would
add
to
that-
the
reach
out
efforts
to
families
and
to
children
really
sharing
with
them
the
the
pathways.
F
I
think
to
mr
the
mr
chairman's
point
about
how
are
we
sharing
this
messaging
with
families
and
a
lot
of
folks
may
have
come
from
old
school,
where
it's
college
college
college
and
that's
the
only
way
and
of
course
we
want
to
encourage
post-secondary
education,
but
there
are
lucrative
pathways
that
are
more
along
the
lines
of
the
apprenticeship
model
that
we'd
like
to
encourage
and
have
people
to
understand
that.
That
is
something
that
they
should
consider.
D
Yes,
sir,
thank
you,
mr
chair.
Thank
you
all
for
the
presentation
appreciate
the
time
that
y'all
taken
out
to
come
speak
with
us
today.
I
do
have
kind
of
a
twofold
question
around
the
financial
assistance
that's
provided
to
students.
Could
you
touch
a
little
bit
on
that
and
what
type
of
financial
assistance
that
they
can
receive
and
the
other
part
of
that
is:
how
can
we
better
connect
our
young
people
with
this
assistance
so
that
they
understand
the
help
that
would
be
provided?
Should
they
go
start
looking
at
an
apprenticeship
type
program?
Okay,.
F
Well,
I
will
highlight
so
one
of
the
pathways
for
free
tuition
is
through
the
work,
ready
kentucky
scholarship
through
kia,
and
that
is
a
guarantee
for
two
years
of
free
tuition
up
to
60
credits,
I
believe,
in
order
to
get
an
associate's
degree,
so
that
that
is
one
way
that
is
free
completely
free.
F
I
reference
the
everybody
counts
effort
and
in
jcps
there
is
another
opportunity
through
the
eval
502
scholarship,
in
which
they
can
get
two
years:
free
tuition
in
jctc
or
simmons
college
of
kentucky,
and
so
with
the
work
ready,
kentucky
scholarship.
That
applies
to
any
of
the
kctcs
institutions.
G
For
registered
apprenticeship,
if
you
were
not
aware
a
kentucky
educational
scholarship
funds,
a
a
an
apprentice
who
has
kentucky
educational
scholarship
funds
participating
in
a
registered
apprenticeship
program
could
be,
can
request
reimbursement,
so
their
their
scholarship
accounts
can
assist
them
in
their
registered
apprenticeship
opportunities.
And
if
you
look
at
kia's
website,
it
specifically
addresses
how
students
in
a
registered
apprenticeship
program
can
submit
receipts
of
expenses
for
their
registered
apprenticeship
for
reimbursement.
D
F
H
Thank
you,
mr
chairman,
thank
you
for
the
presentation
today.
I
would
just
say
that
I
think
programs
like
this
and
other
programs
that
we
have
going
are
the
future
of
kentucky's
workforce,
and
so
I
thank
you
for
your
efforts.
I
I
do
have
one
comment
and
one
question
real,
quick
and
my
comment
is
that
I
don't
know
if
you're
aware
of
this,
but
in
orleansborough
we
have
a
pilot
program
working
with
the
pritchard
committee
for
early
childhood
development.
I
H
Want
to
make
sure
if
you
haven't
been
in
touch
with
them,
because
this
obviously
would
coincide
well,
if
you
haven't
contacted
them,
please
do
make
sure
we
we
close
that
gap,
and
my
question
is
because
I'm
looking
at
early
childhood
development-
and
I
see
what
we've
gotten
you
three,
our
three
new
reps,
three
new
ones
for
childhood
development.
Can
you
expand
on
what
that
path
leads
to
a
little
bit
more
about
childhood
programs,
because
I
see
that
they're
childhood
developers
do
they
become
their
own
employer?
H
G
This
gives
that
workforce
a
goal,
a
pathway
for
advancing
in
their
particular
industry,
and
what
registered
apprenticeship
does
is.
It
gives
related
tactical
instruction,
along
with
on-the-job,
training,
the
credentialing
to
expand
in
that
industry.
Some
if
a
child
development,
specialist
apprentice
apprentice
may
want
to
be
go
to
a
child
teacher
or
director
or
administrator
in
their
particular
industry.
So
it's
a
pathway
for
expanding
child
care
in
our
state.
Did
I
answer
your
question.
B
Thank
you,
mr
chair.
My
question
is:
what
is
the
cabinet.
G
G
E
Thank
you,
mr
chairman,
and
thank
you
all
for
your
presentation.
One
of
the
things
we've
been
hearing
about,
and
it's
kind
of
across
you
know
about
any
committee
you
set
on
is:
we've
got
critical
workforce
shortages
in
a
lot
of
different
fields,
especially
healthcare.
The
hospital
association
testified
yesterday
that
they
were
they're
down.
4
000
nurses,
we've
heard
from
the
kentucky
manufacturers
association,
especially
in
dealing
with
advanced
manufacturing,
are
you
all
is?
Is
there
any
kind
of
push
to
fill
apprenticeships
in
these
critical
shortage
needs
high
demand
areas.
J
J
My
request,
if
you
will
the
last
couple
of
years,
I
know
that
since
I've
been
elected,
I've
worked
really
hard
on
trying
to
work
with
folks
with
the
keys
money
to
allow
them
to
go
to
trade
schools,
and
I
know
that
senator
storm
and
I
had
filed
a
bill
this
year
and
senator
storm's
senate
bill
163
had
that
language
in
there
that
was
going
to
allow
students
and
even
folks
with
felonies,
to
be
able
to
use
some
of
those.
J
J
I
would
love
to
work
with
you
guys
and
know
that
we
have
your
support
as
we
move
forward
to
make
sure
that
that
bill
goes
through
next
year
and
that
we
are
not
just
talking
about
workforce
development,
but
we're
actually
moving
in
the
right
direction
and
getting
bills
passed
that
are
going
to
make
real
differences.
Thank
you
guys.
Thank.
F
D
Thank
you,
mr
chair,
excuse
me
and
thank
you
guys
for
presenting
this
morning
and
let
me
first
say
that
I'm
a
big
supporter
of
apprenticeship
programs
in
general
and
we've
had
workforce
challenges
here
for
several
years.
As
I'm
sure
you
know,
and
if
you
could
go
back
on
your
slide
before
I
get
into
my
question
to
the
employment
outcomes
in
kentucky
one
year
out
for
apprenticeship
programs,
yeah
they're,
great
awesome,.
D
My
question
is,
you
know:
I've
been
here
since
2017
and
we've
been
working
on
work
and
I've
sat
on
this
committee
since
then,
as
well.
We've
been
working
on
workforce
challenges.
All
that
time.
You
know
it
was.
It
was
right
after
we
created
the
work,
ready,
scholarship
program
and
we
started
growing
apprenticeship
programs
across
the
state.
D
So
my
question
is:
if
you
go
back
to
2017
2017
1819
under
median
wage,
I'm
seeing
a
decline
of
actually
over
10
percent
from
17
to
19..
So
my
first
question
is:
could
do
you
want
to
comment
on
that
at
all,
and
I
see
there's
no
numbers
for
2020
2021.
Do
we
know
where
we
are
going?
This
is
a
very
alarming
situation
and-
and
maybe
this
is
is-
is
an
anomaly,
but
can
you
comment
on
that
at
all
and
where
are
we
now?
D
D
Okay,
I
appreciate
that,
if
you
could
share
it
with
all
the
committee
members
too,
that
that's
something
that's
vitally
important
to
us.
I
think-
and
you
know
I've
said
all
along
if
we
can
put
people
to
work
and
jobs
every
day.
A
lot
of
our
social
problems
will
go
away,
but
we
have
to
have
programs
that
are
pushing
towards
self-sustainability
and
I
think
everybody
wants
that
everybody
needs
that
we
need
to
be
able
to
increase
our
opportunities
and
and
get
people
doing
that.
But
it's
important
that
we
have
quality
jobs.
D
G
Thank
you
and
to
comment
too,
and
to
respond
to
your
comment
of
watering
down
the
program.
This
is
where
dedicated
registered
apprenticeship
staff
comes
in
staff.
Look
at
the
department
of
labor
documented
standards
for
that
occupation
to
make
sure
all
of
what
that
apprentice
is
learning
is
quality
and
the
alignment
between
the
related
technical
instruction
and
also
dedicated
staff
will
look
and
monitor.
The
program.
Registered
apprenticeship
requires
a
a
program
review
where
staff
would
meet
with
the
employer
meet
with
the
apprentice
review.
The
program
for
quality
maintenance.
D
Thank
you,
mr
chairman,
thank
you
for
the
presentation
this
morning
and
you
mentioned
workforce
development
technology
like
the
app
development.
Are
there
other
programs
I'd
like
to
see
if
other
states
are
doing
things
that
kentucky
might
could
be
doing,
programs
that
are
already
in
place.
D
F
Statement
for
sure
thank
you
for
that.
But
yes,
we
are
working
with
a
part.
We
are
part
of
the
national
governors,
association,
skills,
driven
states,
community
of
practice,
looking
at
that
kind
of
development,
and
there
are
states
that
are
using
apps
to
support
this
kind
of
work.
So
we're
looking
to
get
more
information
about
it
and
hopefully
provide
some
information
to
you
all
to
advocate
for
those
those
platforms
to
be
used.
K
Thank
you,
mr
chair,
a
couple
of
questions.
If
I
might
thank
you
all
for
your
presentation,
this
is
a
lot
of
really
important
information.
I
had
a
couple
of
questions
pertaining
to
the
employer
side
outreach.
So
we've
talked
a
lot
about
getting
people
educated
and
informed
about
joining
the
apprenticeship
programs.
K
You
know
workers,
so
both
of
those
questions,
I
think,
are
fairly
related.
So
if
you,
if
you
don't
mind,
answering
absolutely.
G
I'll
take
the
size
registered
apprenticeship
is
a
model,
it's
a
philosophy.
Of
course
I
showed
you,
the
the
employers,
larger
employers
who
have
a
larger
number
of
apprentices,
but
on
the
other
end
of
the
scale,
I
have
a
large
number
of
employers
who
have
one
or
two
apprentices
for
a
registered
apprenticeship
program.
You
need
one
employer
and
one
apprentice,
so
there
is
no
there's
no
limitation
on
size.
Does
that
answer
your
question.
K
It
does,
and
then
you
mentioned
you
just
listed
some
of
the
larger
employers.
What
is
the
smallest
employer
that
you
have
as
a
sponsor.
G
K
G
F
I
was
just
talking
with
ge
appliances,
some
folks
from
ge
appliances
and
thinking
through
you
know
the
fact
that
they
wanted
to
start
hiring
more
people
from
the
immigrant
populations
and
what
how
what
would
that
look
like?
How
do
we
provide
support
and
that
there's
a
need
for
translation
services
and
that
there
were
employee
employees
within
the
company
that
could
provide
those
translation
services.
So
it's
really
more
about
that
tactical
approach
from
the
employer's
perspective
and
then
from
our
level
we're
trying
to
uplift
and
provide
that
support
so
that
other
folks
know
that
there
are.
A
Commissioner
and
director,
I
want
to
thank
you
all
for
presenting
today.
We
do
have
another
presentation
afterwards
that
we
want
to
allow
time
for
that,
any
questions
that
may
evolve
from
that
again.
Thank
you
for
your
presentation.
I
think
we
had
a
good
discussion
today.
We
will
be
having
you
back
at
some
future
point,
and
I
appreciate
that.
Thank
you.
A
I'd
like
to
ask
our
next
presenters
to
come
forward
before
they
begin
co-chair.
Senator
schroeder
has
a
comment.
E
Thank
you
chair
russell.
I
just
wanted
to
go
back
to
the
minutes
for
a
second,
I
meant
to
make
this
comment
and
forgot.
There
was
a
discussion
last
meeting
on
sustainable
aviation
fuel
seth
cutter
from
cincinnati
northern
kentucky
international
airport
had
sent
us
an
update.
There
was
a
question
at
that
meeting
about
the
current
price
of
jet
fuel
and
he
had
said
that
it
was
approximately
two
dollars
and
15
cents
a
gallon.
He
sent
us
an
email
saying
in
may
of
2022
was
at
an
all-time
high
of
390.
E
A
L
A
I
Thank
you
very
much
and
for
the
opportunity
to
be
here,
mrs
slaughter
and
I
are
here
to
share
updates
on
career
and
technical
education
for
secondary
students
within
the
state,
including
improvements
and
future
needs.
So
you
can
see
in
the
first
slide
this
past
year,
70
of
kentucky's
high
school
students
in
were
enrolled
in
career
and
technical
education
pathways,
and
so
that's
over
and
forty
thousand
of
our
students
that
were
involved
in
that
also
kentucky's
unique
in
our
secondary
cte
delivery
system.
But
we
did
offer
three
different
venues.
L
So
we've
talked
a
lot
about
the
the
skilled
pipeline
and
we
know
that
that
begins
in
the
k-12
system
and
it's
really
important
to
us
that,
as
we
build
career
pathways
for
our
secondary
students
that
we're
doing
that
in
collaboration
with
our
business
and
industry
partners,
as
well
as
our
post-secondary
partners.
L
Whatever
that
may
be,
and
we'll
talk
more
about
that
in
a
moment.
We
also
like
to
refer
to
the
career
pathway
experience
as
a
total
package
for
a
secondary
student
and
what
we
mean
by
that
is
that
again,
not
just
through
coursework,
but
through
experiential
learning
and
student
leadership
opportunities.
L
L
We
do
have
a
state
end
of
program
assessment
model
where
students
can
take
assessments
that
lead
to
articulated
post-secondary
credit
in
their
particular
pathway.
Obviously,
these
pathways
do
embed
a
lot
of
dual
credit
as
well,
where
that
aligns,
as
well
as
advanced
placement
coursework
when
those
opportunities
align.
L
We
obviously
cannot
do
this
work
without
our
partnerships
with
business
and
industry,
and
I
think
we
take
a
lot
of
pride
in
what
those
systems
look
like
for
us.
So
we
want
to
share
with
you
a
few
examples
of
how
we
engage
employers
and
business
and
industry
leaders
in
our
work.
The
first
is
through
what
we
call
our
beat
teams
or
our
business
and
education
alignment
teams.
L
They
are
also
the
groups
that
come
together
when
we
see
new
and
emerging
pathway
opportunities
that
need
to
be
created,
so
they
are
helping
drive
what
those
new
pathways
would
look
like.
Additionally,
we
have
a
process
that
is
actually
defined
in
statute
for
how
we
approve
our
industry
credentials
for
k-12
accountability
on
an
annual
basis,
so
the
flow
chart
you
see
here
articulates
that
process
with
our
partnership
with
the
kentucky
workforce
innovation
board.
L
L
And
then
there
is
a
process
by
which
the
k
web
reviews
those
actually
quarterly.
Now
we
used
to
just
do
that
annually,
but
we
created
a
more
dynamic
opportunity
to
review
things
as
those
opportunities
change.
L
Additionally,
we
have
a
great
partnership
with
ky.
Stats
cannot
go
on
record,
not
saying
something
positive
about
ky
stats,
because
I
think
I've
learned
through
this
work
that
we
are
blessed
as
a
commonwealth
to
have
the
longitudinal
data
system
we
have,
and
it
is
certainly
not
something
that
other
states
can
say
that
they
they
benefit
from
often
so
we
utilize
their
reports
extensively
in
our
continuous
improvement
efforts
at
the
state
level
in
terms
of
determining
programs
or
pathways
that
need
to
be
phased
out
or
maybe
kind
of
you
know,
retooled.
L
L
All
of
the
the
vital
data
that
ky
stats
provides
us,
those
high
school
feedback
reports,
the
cte
feedback
reports.
If
you've
not
had
a
chance
to
browse
those.
I
encourage
you
to
go
out
to
ky
stats
and
and
take
a
look
at
those
because
they
provide
valuable
information
on
how
to
ensure
alignment
to
the
state's
workforce
demands
at
a
regional
level
and
then
obviously,
we
always
keep
our
eye
on
new
and
emerging
areas
where
we
can
scale
and
grow
new
opportunities
for
our
k-12
students.
L
So
obviously
we
are
a
great
partner
in
the
work
happening
right
now
with
ford
and
thinking
through
what
the
skilled
workforce
needs
to
look
like
to
really
scale
that
project
transportation,
distribution
and
logistics
is
a
an
ever-evolving
area
for
us,
energy
stem
pre-med
and
even
education
and
training,
and
I
cannot
talk
about
education
and
training
without
plugging
some
work,
we're
doing
with
the
university
of
louisville
right
now
and
in
partnership
with
the
office
of
employer
and
apprenticeship
services.
L
L
we
had
an
in-depth
report
that
was
done
on
the
secondary
cte
system
as
far
as
funding
analysis
and
and
needs,
and
there
were
really
two
things
that
came
to
light
in
that
report
in
2015
that
have
driven
a
lot
of
our
efforts
moving
forward,
the
the
two
things
were
really
around
adequacy
of
funding
and
then
equitable
distribution
of
the
state
dollars.
L
So
the
first
priority
that
we
have
been
focused
on
again
is
adequacy,
and
I
have
to
to
thank
you,
as
members
of
the
general
assembly
for
the
significant
and
historic
investment
that
we
saw
in
the
biennial
budget
this
year.
For
for
career
and
technical
education,
we
can
say
that
we
doubled
our
cte
investment
and
I'll
show
you
here
in
terms
of
the
number
of
schools
and
locations
that
we
can
now
say
are
reaping
the
reward
of
state
funding.
L
We
have
grown
the
number
of
cte
schools
that
were
state
funded
from
96
to
316,
and
that
is
thanks
to
you.
So
we
are
incredibly
grateful
for
that
investment.
It
is.
It
is
something
that
our
our
programs
have
been
waiting
patiently
for
for
a
very
long
time.
They
have
a
lot
of
programmatic
needs
and
this
funding
will
go
a
very
long
way
in
helping
them
to
purchase
necessary
equipment,
upgrade
facilities,
have
an
operational
budget
for
supplies
and
and
other
things
that
they
need
on
a
day-to-day
basis.
L
Moving
forward,
we
will
begin
discussions
with
members
of
the
general
assembly
around
how
we
want
to
move
this
funding
to
a
more
equitable
formula.
So
right
now
we
have
separate
allocations
that
are
distributed
in
different
ways
depending
on
whether
you
are
a
state-operated
center
or
you
al
or
you
are
a
locally
operated
career
and
technical
education
school,
and
so
we
have
a
vision
for
blending
those
allocations
in
the
future
and
coming
up
with
a
more
equitable
formula
that
would
incentivize
and
recognize
the
implementation
of
high
quality
programs
of
study.
L
Lastly,
we
wanted
to
pitch
a
few
of
the
strategic
projects
that
we're
working
on
that
align
beautifully
with
some
of
the
conversation
you
all
had
with
previous
presenters.
We
do
have
a
kentucky
work
based
learning
manual
that
helps
and
assists
our
secondary
schools
with
implementation
of
work-based
learning
and
oftentimes.
When
we
talk
about
work-based
learning,
the
first
thing
that
comes
to
mind
are
paid
experiences,
a
lot
of
people,
think
of
internships
and
co-op
programs
or
registered
apprenticeships,
and
those
are
vitally
important.
L
But
we
also
talk
about
the
work
based
learning
continuum,
and
this
manual
does
a
great
job
of
helping
schools,
even
in
the
upper
elementary
grades,
begin
to
think
about
how
that
they
can
create
a
work-based
learning
continuum
that
starts
with
things
like
shadowing
programs,
mentoring,
programs
scaling
school
enterprises.
We
have
programs
in
our
schools
that
actually
operate
businesses;
they
they
provide
retail
services
or
they
they
do
culinary
and
catering
events
and
the
list
could
go
on,
but
we
really
try
hard
to
help.
L
We
are
doing
a
lot
of
work
to
this
manual
right
now
and
it
will
be
going
to
the
state
board
of
education
in
a
couple
of
weeks
at
their
august,
regular
meeting
for
amendments
and
then
we'll
be
ultimately
coming
to
you
as
part
of
the
administrative
regulation
review
subcommittee
for
approval
over
the
course
of
the
next
year.
But
we're
really
proud
of
this
resource
and
building
out
a
lot
of
additional
infographics
and
pull
and
plug
documents
that
our
schools
can
utilize.
When
they're
partnering
with
employers
or
they're.
L
Talking
to
students
about
these
opportunities,
we
have
utilized
some
of
our
esser
federal
relief
relief
funding
to
create
a
tri-sponsored
project.
So
this
sponsored
project
is
in
partnership
with
the
council
on
post-secondary
education
as
well
as
ky
stats,
and
it
doesn't
have
a
name
yet,
although
we
will
be
branding
it
but
we're
referring
to
it
right
now,
as
the
statewide
comprehensive
college
and
career
advising
platform.
L
So
the
idea
behind
this
is
to
create
a
one-stop
shop
for
all
things,
college
and
career
advising,
and
I
want
to
be
clear
that
the
reason
this
is
a
tri-sponsored
project
is
because
it
is
not
intended
to
just
be
for
k-12
users.
We
are
going
to
create
a
platform
or
a
space
where
all
learners
across
the
education
continuum
can
come
to.
You
know
explore
careers,
find
important
reports
and
labor
market
information,
so
integrating
all
of
ky
stats
resources,
program,
location
information,
so
we've
talked
about
if
I'm
interested
in
a
particular
career.
L
Where
can
I
go
to
pursue
post-secondary
education
or
training
for
that
particular
career?
So
having
a
way
to
articulate
not
what
the
path
should
be,
but
all
of
the
past
that
exist
for
training,
for
that
particular
career
is
going
to
be
really
important,
as
well
as
integrating
our
registered
apprenticeship
programs
and
where
those
will
provide
opportunities,
post-secondary,
affordability,
resources.
L
So
this
is
where
we
will
partner
extensively
with
kia
to
integrate
all
of
their
affordability,
resources,
around
aids,
scholarships
opportunities,
etc,
and
then
the
the
part
I'm
most
excited
about
is
actually
the
last
bullet
here,
which
is
the
ability
for
the
platform
to
serve
as
a
space
where
employers
can
virtually
engage
with
users.
So
we
are
having
conversations
with
the
kentucky
chamber
right
now
about
the
new
talent
hub
platform.
That's
been
developed
if
you're
not
familiar
with
that.
L
We
want
to
take
that
and
and
really
kind
of
put
it
on
steroids
and
say
in
addition
to
that,
could
you
also
be
promoting
work,
work-based
learning,
opportunities
to
k-12
students
and
post-secondary
students,
and
could
we
even
create
a
space
where
you
could
potentially
engage
with
learners
across
the
continuum
through
virtual
mentoring,
shadowing
programs,
maybe
even
some
virtual
internships,
that
the
opportunities
are
really
endless
there?
We're
really
excited
about
what
this
platform
will
be
able
to
do.
L
L
So
the
intent
of
this
project
is
to
bring
them
into
one
seamless
platform
where
they
make
sense,
and
people
can
navigate
all
those
important
tools
in
a
way
that
is
helpful
for
all
learners,
so
that
that's
the
goal
here
this
project
is
it's
knee
deep
right
now
in
development
discussions,
we've
had
several
focus
groups
with
all
of
our
intended
audiences
and
stakeholders.
L
We've
done
several
requirement
sessions
and
a
programmer
has
been
hired,
so
we're
kind
of
ready
to
start
the
development
of
this,
but
we
won't
see
the
fruits
of
this
labor
until
next
fall.
So
2023
is
the
launch
date
for
this
particular
platform,
and
then,
lastly-
and
we've
talked
a
lot
this
morning
about
how
we're
ensuring
that
not
just
students,
but
parents
and
families,
know
about
these
career
and
technical
education
opportunities,
and
so
we
have
been
focused
for
the
last
two
years
on
a
branding
initiative.
L
You
see
in
the
lower
left
hand
corner
of
the
screen,
the
new
kentucky
cte
logo.
It's
kentucky
cte,
empowered
today's
career
in
technical
education.
We've
focused
this
work
in
two
phases.
The
first
was
the
logo
and
tagline
development
which
we're
really
proud
of,
and
then
we
are
are
now
living
out
the
second
phase
of
this
work
and
will
continue
to
for
some
time.
We
have
radio
and
tv
advertisements
that
are
getting
ready
to
come.
We're
super
excited
about
that.
L
We've
developed
a
lot
of
print
materials,
pull
and
plug
videos
and
resources
for
schools
to
be
able
to
utilize
and
we've
targeted
those
videos
by
audience.
So
the
message
is
the
same,
but
but
kind
of
communicated
differently,
depending
upon
whether
we're
wanting
to
talk
to
parents
or
students,
or
even
employers
or
other
educators.
L
To
reflect
this
new
brand,
so
this
is
one
concerted
effort
that
we've
placed
a
lot
of
attention
on
in
terms
of
making
sure
that
all
of
our
audiences
understand
what
21st
century
career
and
technical
education
really
is,
and
what
it's
not.
So,
with
that,
we
would
like
to
entertain
any
questions
you
may
have.
A
Well,
thank
you.
That
was
a
very
exciting
presentation
and
I
think
you've
you
hit
the
nail
on
the
head
with
a
number
of
things
that
I
know.
Members
of
this
committee
and
and
other
members
in
the
general
assembly
have
seen
that
we
do
have
to
be
very
proactive
and
take
a
different
approach
to
reaching
folks.
We
do
have
a
problem
on
our
hands
on
the
workforce
issue.
It
won't
be
solved
overnight,
but
but
we
do
have
to
develop
a
strategy
for
dealing
with
it.
A
I
do
have
a
question
to
ask
you
and
then
I
want
to
make
a
comment.
You
you
mentioned
that
there
are
150
pathway
options
out
there.
Can
you
provide
us
with
a
list
of
all
of
those
and
also
the
number
of
school
districts
and
I'd
love
to
know
the
the
specific
school
districts?
If
they
all
offer
it,
then
all
150?
That
would
be
great,
but.
L
A
A
To
comment
about
the
advertising
campaign,
I
I
don't
know
what
point
you
would
be
available
to
come
back
and
and
show
the
commercials
to
us
sure
in
the
material
promotional
materials.
But
if
you
can
get
with
staff
and
let
us
know
at
a
time
you
would
be
available
to
do
that.
I'd
certainly
like
to
to
move
you
into
the
schedule,
maybe
not
for
a
lengthy
presentation,
but
just
a
preview
of
that,
and
then
you
know,
there's.
A
There
is
so
much
available,
as
you
mentioned,
to
to
young
people
and
individuals
in
terms
of
careers,
whether
it's
a
a
four-year
college
program
or
or
an
apprenticeship
program
or
a
program
through
the
career
and
technical
program.
There's
a
lot
out
there
right.
You've
got
your
dual
credits.
I
just
came
back
from
a
conference
in
atlanta
and
and
the
dual
credit
is
is
huge
and
I
wish
those
things
have
been
available
when
I
was
in
high
school.
A
You
know
you
talked
about
ky
stats
and
the
information
that's
available
there
at
that
same
conference
in
atlanta
kentucky
really
was
highlighted
because
most
states
don't
have
that
information
available
to
them.
The
tremendous
resources
we
have
financial
resources,
and
so
I
I
will
ask
that
you
keep
us
updated
as
to
how
things
are
progressing
with
the
advertising
campaign
and
the
development
campaign
and
how
things
are
going
with
that.
Be.
F
A
E
Thank
you,
mr
chairman.
I
am
always
impressed
with
what
you
all
do.
My
dad
got
a
certification
in
high
school,
some
gosh.
I
guess
that
was
50
60
years
ago,
something
like
that
that
led
to
his
first
job
right
out
of
high
school
and
led
to
a
career
in
manufacturing.
E
I've
always
like,
I
said,
appreciate
what
you
all
do
and
I
do
think
you
play
a
huge
part
in
the
future
of
workforce
development
as
we
kind
of
get
get
rid
of
the
stigma
of
technical
school
and
all
that
going
forward
this,
I
guess
it
was
a
spring.
Before
last
I
was
able
to
tour
our
atc
and
kind
of
see
all
the
programs
they
offered
and
they've
got
some
great
stuff
that
leads
into
health
care.
E
You
know
you
can
graduate
with
the
certification
as
a
lpn
and
then
you're
immediately
lined
up
for
a
job
and
then
with
the
local
hospital,
and
then
they've
got
a
pathway
to
get
you.
You
know
your
rn,
and
so
you
can
advance
your
career.
So
I
guess
my
question
is
how
many
students
graduate
high
school
with
some
kind
of
credential
through
you
all.
L
So
we
can
get
you
the
exact
number.
It
is
a
good
percentage,
so
they
are
held
accountable
federally
for
what
we
call
technical
skill
attainment
so
either
through
one
of
those
recognized
credentials
or
certifications
or
through
the
state's
designed
end
of
program
assessment.
They
are
demonstrating
that
technical
skill,
competency,
I
don't
have
a
percentage
off
the
top
of
my
head,
but
I'm
happy
to
get
you
that.
M
Thank
you
for
the
presentation
as
an
educator.
This
is
something
that
I'm
extremely
passionate
about.
I
spent
15
plus
years
in
the
high
school
algebra
classroom,
trying
to
teach
students,
you
know
to
solve
quadratic
functions
and
me
sitting
there,
knowing
that
those
students
would
be
served
much
better
in
a
mechanics
classroom
or
a
construction
classroom
or
many
other
classrooms
offered
in
the
cte
program.
So
this
really
isn't
a
question.
It's
kind
of
a
statement
I
guess,
but
for
me
probably
the
biggest
obstacle
that
I
see
is
high
school
require
graduation
requirements.
M
I've
got
some
lrc
staff
working
on
some
things
right
now,
but
I
would
love
to
work
with
you
guys
in
some
way
of
seeing
if
there
was
a
way
that
we
could
change
some
of
these
high
school
graduation
requirements
to
where
offer
a
little
more
flexibility
to
where
students
could
spend
more
time
at
an
earlier
age,
maybe
even
drop
it
down
to
middle
school.
You
know
are
freshmen
a
lot
of
times
in
in
the
vocational
schools.
M
Those
are
reserved
mostly
for
you
know,
juniors
and
seniors.
So
it
would
be
a
great
idea
if
we
could
work
together
in
some
way
to
give
a
little
more
flexibility
to
some
of
these
graduation
requirements.
Do
you
all
agree
with
that.
I
Absolutely-
and
we
heard
from
the
last
presentation
too
about
moving
this
down
to
the
middle
school
level
and
truly,
we
would
like
to
see
it
move
down
to
the
elementary
level.
You
know
it's
one
thing
to
take
elementary
students
on
a
field
trip
to
the
fire
department,
but
why
not
have
that
curriculum?
Truly,
you
know
ready
and
talking
to
them
about
the
careers,
because
we
feel
like
once
you
get
to
high
school.
I
That
decision
should
already
be
made
now
we
understand
there
are
always
going
to
be
times
when
a
student
wants
to
change
a
career
pathway,
but
still
yet
the
earlier
that
we
can
show
them
what's
available
as
far
as
career
opportunities
and
wages.
You
know
that
they
can
get.
We
feel
like
the
better
off
we
are,
and
so
we
are
working
within
our
office
on
the
curriculum
for
middle
school
and
partnering
with
them
to
get
that
into
the
lower
areas.
And
really
you
know
we
can
take
freshmen.
I
In
fact,
some
we
do
have
some
middle
school
students
that
are
actually
in
career
pathways.
Of
course,
we
have
to
be
careful
because
of
the
different
safety
aspects,
but
for
say
a
business
class
or
even
a
family,
consumer
science
class
and-
and
there
are
others,
but
we
can
put
those
students
into
get
them
started
in
middle
school
and
as
long
as
the
high
school
is
willing
to
transcript
it,
they
can
go
ahead
and
start
that
pathway.
L
Representative,
I
will
also
say
I
agree
with
you
and
I
think
there
are
opportunities
for
thinking
more
innovatively
about
that
flexibility
that
you
speak
of.
There
are
a
few
districts
that
I
would
hold
up
as
best
practices
that
I
do
think
are
thinking
innovatively
about
that
and
have
some
models
that
I
don't
mind
to
share
with
you.
We
can
certainly
talk
offline
about
that,
but
I
I
would
love
for
you
to
see
what
a
few
districts
are
doing
to
think
differently
about
grad
requirements
and
pathway
experiences.
So.
I
And
if
I
could
also
throw
this
in
one
thing
that
we
work
on
as
well
is
teaching
those
academics
through
the
lens
of
cte.
So
it
makes
it
much
easier
for
the
algebra
teacher
when
those
students
can
see
the
application
to
say
carpentry.
And
so,
if
we
can
get
collaboration
between
our
academic
teachers
and
our
cte
instructors,
then
it
brings
it
to
a
whole
new
level
of
understanding.
C
Thank
you,
mr
chair,
and
thank
you
presenters.
You
must
have
been
reading
my
mind
when
you
drafted
your
coming
soon
slide,
so
that
really
got
my
attention.
That's
where
my
question
will
be
focused,
I'm
thrilled
to
see
that
you
had
a
bullet
point
on
that
slide.
Talking
about
all
learners.
My
question
is,
and
it
I'm
not
sure
I
think
it's
for
you
all,
but
it
could
be
our
first
set
of
presenters.
Is
there
a
gap
between
the
opportunities
available
if
it's
a
high
school
student
or
do
they
expire
when
they
are
growing
into
adulthood?
C
I
We
do
have
seamless
pathways
that
take
them
all
the
way
through.
You
know
post-secondary,
but
you
know
at
the
secondary
level,
they're
earning
credentials
and
they
have
the
opportunity
to
take
those
courses
to
complete
that
pathway.
Now
some
of
those
credentials
will
expire
but
leslie
I'll.
Let
you
tag
on
to
this
and
I.
L
I
think
that,
depending
upon
where
they're
coming
back
into
their
education
and
training
continuum,
the
supports
might
look
a
little
different
like
the
resources
that
exist.
We
heard
about
some
scholarship
programs
and
things
like
that
today
that
that
are
targeted
for
certain
types
of
learners
or
audiences,
but
I
don't
believe,
there's
gaps
in
opportunity
at
all.
L
I
think
it's
a
matter
of
taking
that
learner
again,
wherever
they're,
trying
to
re-enter
or
enter
for
the
first
time
that
education
and
training
journey
and
and
figure
out
how
to
put
them
on
the
path
to
that
high
demand
career,
so
yeah
and
that's
really.
The
exciting
thing
about
the
platform
is
to
help
every
learner
navigate
that
in
a
way
that
is
not
overwhelming
yeah.
H
Thank
you,
mr
chairman,
and
actually
I
have
a
couple
of
questions
if
you'll
enjoy
indulge
I'll,
be
very
brief.
Early
in
your
presentation,
you,
you
mentioned
the
cte
locations
and
one
of
the
categories
was
the
16
other.
What
are
those.
I
L
There
are
a
small
number
of
secondary
students
that
are
served
by
kctcs
campuses
for
programs
that
they
may
not
have
access
to
in
their
local
district
or
their
regional
itc.
So
those
other
locations
are
primarily
some
of
the
16
kctcs
colleges
or
the
djj
facilities.
Otherwise,
we're
talking
about
our
state
operated,
regional,
centers
or
district
high
schools
and
centers.
H
Great
thank
you
for
that
next
question:
going
to
work,
ready
scholarships,
the
work
ready,
scholarship
programs.
Can
you
tell
me
what
career
tracks
or
what
credits
do
they
get
for
that
during
the
two-year
period?
And
what
I'm
pointing
at
is.
I
would
hate
to
think
that
we've
got
two
years
of
free
college
or
free
studies
for
general
studies,
or
you
know
I'm
not
knocking
english
lit,
but
we're
looking
for
career
paths.
Do
these
scholarships
specifically
go
towards
careers
or
are
they
they.
L
Do
general
college
credits
so
so
there
is
the
work
ready,
scholarship
program
that
you
mentioned
and
then
that
bleeds
down
into
what
we
utilize
as
the
work
ready
dual
credit
scholarship
program
in
the
secondary
space,
so
in
the
postsecondary
space
for
for
an
adult
learner
it's
two
years
and
it
is
focused
on
the
state's
top
five
industry
sectors.
Now,
there's
been
a
lot
of
conversation
about
expanding
that
and
I
think
that
is
important
conversation
to
have.
L
But
yes,
it
is
strategically
focused
and
narrowed
on
on
some
of
the
most
in
demand,
occupations
and
associates
degrees
that
are
needed
so
for
us
in
the
k-12
space,
students
can
utilize
up
to
eight
dual
credit
scholarships
as
part
of
that
work,
ready
scholarship
program
to
start
taking
dual
credit
cte
coursework
as
early
as
ninth
grade,
so
they
get
two
per
year.
Eight
total
scholarships
over
the
course
of
that
pathway,
experience
and
that's
approved
for
any
career
pathway
that
we
offer,
and
there
is
some
assurance
there
that
that
our
pathways
are
aligned.
L
Because
again,
we
are
very
strategically
focused
on
phasing
out
programs
of
study
that
don't
align
to
the
state's
most
in
demand
career
opportunities.
Those
are
very
regularly
re-evaluated
so
for
our
secondary
students,
the
scholarship
program
has
been
a
game
changer
and
really
puts
them
on
a
very
accelerated
path
to
degree
completion.
We
actually
have
in
a
few
models
some
students
who
are
completing
those
associate's
degrees
before
they
graduate
high
school.
H
We
actually
see
that
in
a
couple
of
our
schools
in
owensboro,
very.
H
So
I'm
glad
to
hear
that
all
for
the
expansion,
I
would
just
caution
to
make
sure
that
we
keep
our
focus
on.
You
know:
what's
what's
primary
purpose,
absolutely.
C
H
Question,
if
I
make
mr
chairman
so
going
to
programs
for
recruiting
and
training
and
where
we
have
employers
being
involved,
such
as
and
once
where
we
have
the
go
fame
program
and
a
couple
of
other
programs
that
I
think
are
doing
well,
but
we
don't
have
as
many
in
as
we
should.
So
how
do
we
get
the
message
across
to
employers
the
benefits
of
things
like
go,
fame
and
those?
What
do
we
need
to
do
that?
We're
not
doing
so
far
to
get
them
more
involved.
L
Well,
I
would
agree
with
some
remarks
from
the
pre
previous
presentation
just
about
word
of
mouth.
I
think
that
is
a
start,
I
think.
For
us.
We
have
found
that
some
of
the
most
fruitful
partnerships
that
have
come
with
business
and
industry
have
come
from
just
having
business
and
industry
liaisons
within
districts
or
even
our
own
office.
We
have
two
dedicated
staff
that
do
nothing,
but
business
and
industry
engagement
all
day
every
day
and
so
having
an
intermediary
that
can
speak
both
education
and
workforce
language.
L
A
B
L
H
L
Say
some
positive
peer
pressure?
Sometimes
so
we,
a
few
years
ago,
we
did
like
a
regional
road,
show
and
kind
of
went
on
a
across
the
the
state
and
did
some
employer
engagement
sessions
with
employers
from
every
workforce
sector
in
in
all
of
the
web
district
areas,
and
we
made
sure
to
spotlight
employers
who
were
doing
our
registered
apprenticeship
programs
or
who
were
utilizing
work
based
learning
as
a
strategy
for
recruitment
into
their
opportunities.
And
so
I
think
sometimes
just
seeing
that
others
are
doing
those
things
and
utilizing.
L
C
Thank
you
for
this
presentation.
I
love
it.
A
couple
questions
the
are
schools
giving
teachers
time
off
to
learn
like,
for
example,
representative
truitt's
algebra
example,
an
algebra
teacher
to
go,
learn
how
to
teach
you
know
make
it
relevant.
Are
they
giving
that
time?
In
your
experience.
L
I
would
like
to
see
more
of
it
represented
banta,
but
I
will
say
that
there
is
a
growing
model
known
as
the
academies
model
across
the
country,
really
where
they
are
again
learning
those
general
education
concepts
through
the
lens
of
those
pathway,
experiences
and
so,
in
those
cases,
those
gen
ed
teachers
are
required
to
do
summer,
externships
with
industry
partners
that
kind
of
align
to
their
particular
area
of
expertise,
and
they
will
tell
you
that
those
are
life-changing
experiences
to
be
able
to
see
and
experience
an
industry
that
they
knew
nothing
about,
that
their
students
are
interested
in
pursuing
and
and
it
does
impact
their
ability
to
contextually
teach
in
a
much
more
effective
way.
L
I
believe,
but
again,
that
model
is
really
the
only
place
where
I
see
intentionality
right
now
in
engaging
general
education
teachers
in
more
of
that
kind
of
professional
learning
model
and.
L
Pockets
across
the
state
there
are
districts
that
are
very
focused.
Obviously,
jefferson
and
fayette
are
moving
to
what
we
call
wall
to
wall
academies
most
of
their
their
high
schools
are,
are
moving
in
that
direction,
and
then
we
have
a
lot
of
regional
academies
and
area
technology
centers
that
have
that
focus,
but
it.
I
Really
depends
on
the
district,
and
so
that
is
something
that
we're
working
with
trying
to
develop
those
increase
those
relationships
and
to
talk
about
item
things
like
that,
as
leslie
said,
once
they
do
it,
it's
life-changing
and
they
see
the
benefit
of
it
and
then
the
teachers
are
requesting
to
do
it.
So
again,
it's
getting
that
word
out
and
making
sure
that
they
understand
the
benefits.
C
Maybe
even
changing
the
pd
model
so
that
they're
available
to
do
it
we
put
so
much
on
teachers
and
without
pay
or
time.
I
just
don't
want
to
see
anything
like
that
and
finally,
when
you
talked
about
having
this
just
a
suggestion
from
a
nobody,
but
when
you
talked
about
having
those
liaisons
between
the
education
and
the
business,
it
would
be
really
cool
for
retired
teachers.
Yes,
yes,.
I
D
Thank
you,
mr
chairman.
I
don't
have
a
question
just
to
comment.
I
take
a
look
at
all
the
people
who
who
go
to
college
for
a
particular
degree
and
shortly
after
they
get
out
of
college,
they
take
a
job
that
is
far
away
from
their
degree
field,
and
with
that
it
seems
to
me
that
you
all
have
to
be
very,
very
careful
about
middle
schoolers.
D
Yes,
a
middle
schooler
can
want
to
be
a
a
a
teacher
one
day,
an
astronaut
the
next
day,
and
I
really
think
you
ought
to
take
a
re-look
at
that,
because
I
think
we
can
end
up
pushing
pushing
kids
into
fields
that
they
don't
want
and
are
wasting
money
on
on
middle
schoolers
when
they're
not
going
to
go
ahead
and
go
through
what
they
did
absolutely.
I
And
we
certainly
understand
your
point
and
appreciate
that
because-
and
that
is
something
of
course,
we're
not
tying
the
hands
of
the
students-
we
know
that
they
have
the
opportunity
to
to
change
their
minds
and,
of
course
that's.
The
worst
thing
that
could
happen
is
for
someone
to
get
into
a
career
that
they
don't
enjoy.
So
we
appreciate
that
and
absolutely
take
that
into
consideration.
I
L
Our
approach
more
recently
has
been
at
the
elementary
ages
and
stage
it's
really
about
awareness
right,
just
knowing
what
careers
exist
and
what
opportunities
are
out
there
at
the
middle
school
age
and
stage.
It's
really
about
exploration
so
beginning
to
learn
a
little
bit
more
about
what
a
day
in
the
life
of
a
particular
career
really
looks
like,
but
not
necessarily
technically
preparing
for
that
particular
occupation
and
then
high
school
is
where
they
do
have
that
choice.
L
To
begin
what
we
call
preparation
right-
and
that
is
not
to
say
to
your
point-
that
they
will
not
change
their
mind
or
move
into
a
completely
different
sector.
I
almost
moved
completely
away
from
education.
I
changed
my
degree
in
in
college
and
then
hopped
back,
because
I
realized
I'd
made
a
mistake,
and
so
that
happens
right.
L
That
happens
a
lot,
and
so
I
think
the
one
thing
that
I
believe
our
pathways
are
also
designed
to
do
is
integrate
a
lot
of
those
transferable
skills
right,
so
the
essential
employability
skills
that,
regardless
of
which
workforce
sector
you
go
into,
are
going
to
prepare
you
to
be
an
effective
and
efficient
employee
are
what
are
most
important
at
the
secondary
level,
and
if
the
student
does
know
what
they
want
to
pursue,
giving
them
that
opportunity
again
to
have
an
accelerated
path
is
really
critical
for
them.
But
I
agree
with
you,
representative
beckler.
B
Dr
hargis
and
ms
slaughter,
okay,
I
just
want
to
tell
you
I
could
not
agree
with
representative
becker
moore.
I
think
he
is
right
on
point.
Look
I.
I
am
a
strong
believer
that
college
is
not
for
everyone
and
we
can
certainly
identify
in
high
school
those
students.
You
know
who
who
really
college
is
not
their
best
pursuit
and
and
and
we
should
move
them
into
other
pathways.
I'm
a
complete
agree,
a
complete
believer
in
that,
but
to
say
we're
going
to
drill
down
in
an
elementary
school
and
start
your
own
pathways.
B
B
I
I
can
submit
to
you
today
that
you
got
a
lot
of
students
in
college
who
really
don't
know
what
they
want
to
do
and
have
a
hard
time
deciding
what
they
want
to
major
in
that's
the
reality
we
have
today,
and
so
I
I
I
agree
with
representative
beckler
100
that
that
that
is
not
a
smart
way
to
go
to
say
we're
going
to
identify
pathways
for
middle
schoolers
and
elementary
schoolers
high
schoolers,
absolutely,
but
not
elementary
schoolers
and
middle
schools.
I
just
want
to
know,
I
agree
with
you.
100.
L
Thank
you
senator,
and
I
do
want
to
clarify
we're
not
talking
about
pathway
experiences
in
elementary
and
middle
school.
We
are
talking
about
exploration
and
awareness
of
careers,
so
it's
really
a
system
that
that
helps
them
determine
their
aptitudes,
interests,
skills
and
abilities
so
that
they
can
make
informed
decisions
when
they're
ready.
But
I
I
appreciate
your
comments.
Thank
you.
Thank
you.
A
Thank
you
and
on
that
note
we
will
get
ready
to
adjourn
here.
I
do
have
one
item
for
other
business.
We
will
have
the
next
meeting
of
the
interim
joint
committee
on
economic
development
and
workforce
investment
will
take
place
at
the
kentucky
state
fair
on
august,
the
25th
and
we
will
be
meeting
at
3
p.m.