Kentucky Derby

From the K.E.E.P. Media Team:

On Monday, May 20, 2019, K.E.E.P. and the Kentucky Chamber of Commerce will be hosting an event in collaboration with Churchill Dows on the backside of the famed and historic Twin Spires. Meeting will begin at 10 a.m. ET.

The event has been set up to assist trainers, assistant trainers and others on the backside identify what types of expertise and experience is need to work with horses and both horsemen and horsewomen on a daily basis.

A “Question & Answer” time will allow trainers to help provide information on the number of employees that are needed; the experience of employees that is needed; and the levels of expertise that is currently needed to help house, feed, bathe and care for the hundred of horses that are currently being stabled on the grounds, and others around the Commonwealth.

The time slot will also allow representatives from Churchill Downs, KEEP and the Kentucky Chamber to learn more about the employment needs of those that are making their daily living in the horse industry.

All of the sponsors are hoping that the backside community will show up on Monday — at the track’s Recreation Hall on the backside — to take advantage of this important opportunity to help identify possible new employees and allow others to help recruit new people to fill those important jobs and responsibilities.

Here’s a closer look at the program:

Talent Pipeline ManagementTM empowers businesses to create and manage talent supply chains through projecting talent needs and aligning those with education and workforce development systems. The strategy is comprised of the following 6 steps:

Strategy 1: Organize Employer Collaboratives

Employers agreeing to work together to solve shared talent pain points and address collective workforce challenges

Strategy 2: Engage in Demand Planning

Employers conducting real-time, demand projections of targeted critical jobs

Strategy 3: Communicate Competency and Credential Requirements

Employers qualifying and prioritizing skills, credentials, and competencies vital for critical jobs

Strategy 4: Analyze Talent Flows

Employers identifying greatest sources of talent, evaluating educator/training provider capacity and building asset maps

Strategy 5: Implement Performance Measures and align incentives

Employers determining Key Performance Indicators (KPIs) for collaborative success and aligning incentives to create/manage talent pipelines

Strategy 6: Continuous Improvement

Using KPIs to regularly measure talent pipeline performance and Employer ROI

What is the equine workforce initiative

A demand-driven, employer-led approach aimed at closing the workforce shortage in the equine industry. The demands of today’s industry require a strategic cooperation between employers, educational stakeholders, and community partners to garner long lasting, effective results. Through collaboratives established within the initiative, employers play an expanded leadership role as “end-customers” of the education, training and recruitment systems that are vital to the success of the industry. It’s a workforce strategy that can meet the needs of our ever-changing working environment.

Why be involved in the collaborative- Ability to discuss shared workforce challenges with industry peers:

– Individual employers voices are heard equally
– Ability to speak in one voice regarding workforce needs

– Lean on shared expertise to solve an industry problem as an industry – Increased brand recognition by being a part of the conversation

Impact of workforce initiative on industry:

– – – –

Increase the number of qualified employees in the industry Streamline recruitment of talented potential employees
Increase retainment of trained employees
Facilitate growth of industry statewide and throughout the nation