4. • Between 2010 and 2020, employment growth and
retirements will require more than 9,000new
application and web developers in Minnesota.
(source: DEED Occupational Projections through 2020)
• In 2010, Minnesota universities awarded 832
bachelor degrees in computer and information
science, down from more than 1,100 in 2005.
(source: Minnesota Office of Higher Education )
• 37% of employers report difficulty hiring new
grads, due to skill mismatches and lack of
candidates. (source: DEED 2013 survey of employers.)
TALENT SHORTAGE
5. • Technology skills used to produce
actual products and solutions
• The capacity to work effectively with
others and be part of a team
• The perspective to appreciate business
goals and customer requirements
THE EXPERIENCE GAP
Students are often lacking real-
world project experience:
6. • Limited capacity to provide “real-world”
applied experience
• University curriculum tends to be
discipline based rather than
competency based
• Students often question faculty advice
regarding employer expectations
THE EDUCATION CHALLENGE
Educators struggle to keep pace
with changing market demands
and technologies:
7. A NEW APPROACH
The new paradigm for IT
talent development and acquisition
8. Definition:
“The binding of two or more things, tangible or
intangible, into something new that possesses
properties of both.”
EDUCATORS
+ EMPLOYERS
New generation of
students, highly
employable and
prepared for the
demands of the market.
FUSION
9. EMPLOYER ENGAGED EDUCATION
Employers working with educators to create a new generation of
graduates educated in the web and app development fields.
• Employers may engage by:
– Helping to shape and evolve
curriculum based on business needs
– Leading educational sessions and
mentoring students
– Providing feedback to educators as
market and technology demands
change
– Endorsing students for admittance to
program
• Employers will benefit by:
– Students graduating with a practical
blend of professional, technical and
hand-on skills
– Gaining privileged access to a
continuous pipeline of talent
– Talent acquisition process that
matches skills with business needs
through a unique, IT residency
program
11. • Curriculum developed in conjunction with
employers
• Years 3 & 4 of a bachelor’s degree program
offered at Metropolitan State University
and Minnesota State University-Mankato
• Typical pathway into program is from 2-
year institutions with students already
competent in entry level technical skills
• Concurrent IT residency program provides
credit for graduation
• Employer partners evaluate and select
student residents through an online
endorsement process
FUSION PROGRAM SPECIFICS
12. • Self-management; those skills that
underlie personal and professional
success;
• Working effectively with others, those
skills and attributes that enable individuals
to work productively and enjoyably with
others, including people from dissimilar
backgrounds or perspectives;
• Contextual awareness of and
responsiveness; understanding the
industry, business and customer
perspective
• Thinking and process skills, the framework
and techniques needed for analysis,
decision making and innovation.
FUSION WORKPLACE OUTCOMES
13. • Proficiency with current programming
languages and platforms (e.g. Java, Java
Script, HTML 5, .net)
• The ability to apply software
development methodologies and
standards to product development
• Design and implement a computer-
based system, process, component, or
program to meet desired needs
• The capacity to analyze existing systems
and add features or enhance solutions
within that environment
• Awareness of the need and options to
maintain skills through continuous
professional development
FUSION TECHNICAL OUTCOMES
14. FUSION PROGRAM AMBITIONS
Mission
Provide a rewarding career
opportunity for students and
produce the quality of application
development talent needed by
Minnesota employers
Vision
Create a community of learners,
educators and employers that
help fuel innovation and
entrepreneurship in Minnesota’s
application and web development
community
16. ENGAGEMENT OPPORTUNITIES
Employer engagement is centered around the IT Residency program, but there are
many other opportunities to be involved as well.
Program Development
• Program continuous improvement
• Scholarship funding
• Advocacy initiatives
Employer Led Learning
• Guest speaking
• Adjunct faculty role
• Project sponsorship
• Cooperative research
• Competitions/Challenges
Career Guidance
• Bi-monthly forums
• Informational interviews
• Business showcase visits
• Mentoring
Employer
Program
Development
Employer
Career
Guidance
Employer
Led
Learning
IT
Residency
17. FUSION IT RESIDENCY
The cornerstone of employer involvement and student success
• Provides up to 2000+ hours of work experience
• Applicants are pre-screened by employer partners
• Students are embedded on project teams and contribute to coding, testing,
business analysis, and other roles as needed
• Students are employed by the University, simplifying the Residency
relationship for employer partners
• Optional added-value role with Maverick Software as intermediary
• A resident’s elective coursework may be tailored to employer technologies
• Employers have access to proven performers for subsequent employment
The IT Residency is an extended part-time work experience that utilizes student talent on
application and web development teams in roles determined by the employer partner.
18. Step 1 Business Letter of Interest
Step 2
Residency Employment
Agreement
Step 3 Initial Resident Selection
Step 4 IT Residency Begins
IT RESIDENCY TIMELINE
The initial timeline for each residency takes approximately 3-4 months.
Resident start times are typically May, September, and January.
19. EMPLOYER SUPPORTERS
Join these forward-thinking employers who have helped shape
the Fusion program to date:
• Blue Earth Interactive
• Digineer
• Maverick Software Consulting
• Minnesota Headhunter, LLC
• MOJO Minnesota
• The Nerdery
• Project Skyway
• Yugma
20. NEXT STEPS
• You spoke, we listened, and now we need you to participate
• Employer residency slots are available
• Complete a business letter of interest
• Residency employment agreement
Bruce Lindberg Amy Lane
Executive Director Director of FUSION program
Advance IT Minnesota Advance IT Minnesota
bruce.lindberg@metrostate.edu amy.lane@metrostate.edu
612-659-7228 651-793-7225
22. FUSION IT RESIDENCY HIRING OPTIONS
Contract directly with university
• Advance IT provides FUSION director as a single point of contact to resolve any
issues that may arise, including reassignment
• University assumes payroll and W2 responsibilities
• Employer provides supervision, coaching, and project management
• Employer provides any supplemental training that may be needed
• Employer provides equipment and security provisions
• Employer tracks hours and submits reports to the university via online system
Cost is $18.00/hour
For both alternatives:
Employer partner always makes the selection decision
Residents are employed as student workers by the university
Residents receive 64 hours of workplace professionalism training course
Resident starting pay is $14.00 per hour (with option for increase)
23. FUSION IT RESIDENCY HIRING OPTIONS
Maverick Partnership Option
Maverick Software Consulting pioneered the effective use of student workers with Thomson
Reuters and has seven years of experience delivering project results for over a dozen company
clients. Maverick provides the following value-added services:
• Resident supervision, coaching and supplemental training for project
• Resolution of performance issues as needed
• Project liaison with company PMs
• Provision of secure, monitored laptops
• Automated reporting of student work time and contributions
• Manage contracts and payroll with universities
Comparative Cost is approximately $23/hour, but negotiated for each client based on terms
