Straight Talk About STC Programs
By Bob Pearlman, Autodesk Foundation President, 1996-2000
In the early 1990s, when new information age technological tools began transforming many U.S. businesses into high-tech workplaces,
Straight Talk About STC Programs
By Bob Pearlman, Autodesk Foundation President, 1996-2000
In the early 1990s, when new information age technological tools began transforming many U.S. businesses into high-tech workplaces, a common concern arose: "Where will we find enough skilled workers?" Recruiting people who were proficient with computers and who had good communication and teamwork skills was becoming a problem. In search of a solution, many partnerships between businesses and schools cropped up across the country with the aim of helping students acquire the skills needed to be productive twenty-first century workers and citizens. The effort became known as the "School-to-Work" or "School-to-Career" movement.
While many companies are still unaware of the benefits of school-to-career programs, others are unclear about what it takes to make a successful program work. In this interview, Bob Pearlman, President of the Autodesk Foundation, shares sage insights about the movement and explains the vision behind Autodesk's exemplar internship program.
Q: Some people view school-to-career partnerships as a means to help students chart a vocational path. Others see it as a way for businesses to give something back to the community. How would you explain it?
A: School-to-career programs are not a vocational path; students aren't just learning skills focused in one area. These programs are for all kids, whether they're college-bound or pursuing a career. They are mind-opening and mind-bending opportunities that help students get a better concept of what they're going to do and what they need to know...as workers and as citizens.
In many places, companies get involved in school-to-career activities mostly out of moral conviction. But often employees don't understand it; they think it's a thing where you take time away from your job to work with kids. At Autodesk, managers work with the student interns just as they would with other employees, and it pays off in terms of productivity.
That's why studies such as the return-on-investment report of the National Employer Leadership Council are so important. Companies need to know that besides fulfilling their role as a good corporate and local citizens, they can actually achieve productivity gains in the workplace and get help with their recruiting needs.
Q: Why is it important for businesses to be involved in providing learning opportunities for young people?
A: School-based academic learning by itself just doesn't do the job; it's not a rich enough experience. Through worksite opportunities, students can work with adults in a way that's not possible in school.
A lot of studies coming out now support this, such as "The Teaching Firm" report from the Center for Workforce Development. It shows that most learning takes place on the job through informal teaching and learning embedded in work activities.
Studies like this really verify what our interns are telling us. They go to work on the job and they learn like crazy. And they're able to relate to adults in a very productive manner--in a way that school-based experiences don't allow. It's one thing to have a teacher who directs your work. It's another to have coworkers and a project manager and be part of a team that is actually producing something. These kinds of experiences are very, very rich for kids.
Q: Why aren't more companies involved?
A: Many people don't know that much about these practices because they aren't that widespread right now. A lot of school-to-career opportunities don't exist in large measure yet. With a better understanding of this topic, many companies could get involved in providing tremendous workplace opportunities for students.
Q: What are some of the lessons that can be learned from Autodesk's internship program?
A: High-school students can be awesomely productive...in this case, in high-tech workplaces. I think it will help a lot for other companies to learn about our program. If they structure programs in the way that we have, then the payoff to the company is going to be significant.
This has been a tremendous program for Autodesk, which is reflected in what a lot of the managers tell us. It's not only helped them get the work done, but it's created a very productive recruitment stream for them.
Q: How do internship programs help companies meet recruitment needs?
A: Many companies need highly skilled people and often they say that these are "technical people." The truth is that the people these companies are seeking have to have a whole variety of skills that aren't normally talked about, the biggest being communication skills. They need to be able to write in a way that other people understand what they are talking about. They need to be able to get into a meeting group and work productively, which is not easy because very few people had that kind of experience in school. They have got to be able to work as part of a team, and plan, and do project man