Career readiness is an area of increasing interest in states and communities and one that can ensure students make a meaningful transition to good paying jobs and careers. The Southern Regional Education Board (SREB) has long recognized the importance of career readiness in our schools and recently launched a new Advanced Career (AC) curricula that helps prepare high school students to meet local and state economic needs by joining career pathway studies with college preparatory academic studies.
The U.S. Chamber of Commerce Foundation publishes content on K-12 education and related issues. Find and access current and archived items in our database.
States and districts continue to explore how best to define and measure both college and career readiness. These efforts could now get a boost with introduction of a new indicator and support from the business community.
New Paper Recommends Career Readiness Indicator in Accountability Systems
In today’s economy, career readiness is receiving increased attention at the state and federal policy levels and in our schools. Much of this is driven by growing interest in improving student transitions to both college and employment.
Imagine interviewing a candidate who lacks interpersonal skills and has less-than-average communication abilities. Immediately, the candidate may be moved to the bottom stack of applicants, regardless of his or her education and experience.
As summer winds down, millions of parents nationwide with school-aged children will send their kids back to school. It’s an exciting new beginning, but often packed with challenges as parents rush to prepare their children for a new academic year.
Recent federal legislation, such as the Every Student Succeeds Act, has brought national attention to improving both college and career readiness. Career development is a critical component, but there is widespread dissatisfaction with the quality of today’s services. Best practices are well-positioned to better inform and prepare students for the world of work; however, there is one notable limitation—they are not designed to foster employer leadership. As companies look to create a pipeline of talent to compete on a global stage, how can the business community secure and maintain the supports it needs to play an expanded role in career development?