Talent Pipeline Management Progress Report
- Highlights progress by the Chamber Foundation Talent Pipeline Management® (TPM) initiative and its growing network of leaders.
- In 2020, the Chamber Foundation supported six TPM Academy cohorts, hosted two virtual TPM National Learning Network (NLN) summits with close to 150 participants each, and organized two volunteer committees to guide action on network-wide priorities.
- This network of more than 400 professionals faces new challenges now that it has grown. This report highlights NLN Network feedback and provides recommendations for the future.
TPM: Best Practices and Common Challenges
- With collaboratives now established in more than 30 industries across 36 states, the Chamber Foundation has learned a lot about best practices and common challenges associated with launching and managing TPM employer collaboratives.
- This report captures what the Chamber Foundation and its partners have learned to date to benefit current practitioners as they develop and enhance their own TPM projects.
- Gives an overview of the TPM approach and how it differs from existing workforce development strategies, highlights findings from a national survey of TPM participants facilitated in conjunction with the Center for Regional Economic Competitiveness (CREC), and provides a detailed comparative analysis of survey results and focus group takeaways from two states that have been engaged in TPM implementation: Michigan and Kentucky.
TPM Resource Guide: Connecting Opportunity Population
Talent to Better Career Pathways
- Employers in a variety of industries face skill shortages and explore many strategies to work with education and training partners to address talent attraction, sourcing, retention, diversity and equity needs.
- Community-based, nonprofit, and other opportunity population-serving organizations (OPSOs) are exploring new strategies that improve their responsiveness to employer needs and abilities to train, support, and retain opportunity population talent.
- Complementing this objective is the increasing interest among employers to diversify their talent pipelines and create more inclusive and equitable workplaces.
- This guide provides a set of resources that can be used to explore how TPM can be leveraged—as a framework as well as a set of strategies—to build stronger employer and opportunity population partnerships.
TPM Resource Guide: A Compendium for High-Quality CTE
- Provides a set of resources that can be used to explore how TPM can be leveraged as a framework as well as a set of strategies, to build stronger employer and CTE partnerships.
- Designed to both introduce newcomers to TPM as well as enhance the existing TPM movement.
- The guide is composed of three core resources:
- Resource 1: CTE Orientation to the Employer Community
- Resource 2: Employer Orientation to the CTE Community
- Resource 3: Improving Employer Engagement in CTE through TPM
Hiring in the Modern Talent Marketplace
- There has been a lack of skilled talent among the available workforce in recent years. Nearly three-quarters (74%) of respondents agreed.
- Employers and hiring managers are preparing for a world where competencies – not degrees – are the most important factors when filling a job.
- Respondents (78%) acknowledged the need to overhaul their hiring practices to make this shift to focus on competencies.
- Employers are working with higher education to align what is taught in the classroom with the needs of the economy.
Upskilling with Talent Pipeline Management (TPM)
- Employers must foster a new relationship with workers where maintaining and growing their skills is an imperative for business success.
- This report examines how to apply successful Talent Pipeline Management (TPM) strategies to build internal pipelines and upskill an existing workforce.
Quality Pathways: Employer Leadership in Earn and Learn Opportunities
- An employer-led approach to stronger earn and learn pathways, in partnership with the National Association of Manufacturers (NAM).
- A road map for incorporating stronger earn and learn pathways into new public-private education and workforce systems with quality assured and risk managed.
Clearer Signals: Building an Employer-Led Job Registry for Talent Pipeline Management
- Proposes to develop and pilot test an employer-led job registry service that can assist employers and their HR technology partners.
- Outlines how the job registry could be developed and organized.
- Explains why the time is right for this approach to be pilot tested.
- Expands on the work of the 2014 white paper, Managing the Talent Pipeline: A New Approach to Closing the Skills Gap.
- Shows how key practices in supply chain management can inform employer action in organizing and managing the talent pipeline.
- Examines the challenge and need for a “demand-driven” system.
- Introduces supply chain management and explores key lessons that inform how employers can improve their partnerships with education and workforce providers.
- Identifies three foundational principles for a new talent pipeline management system.
- Highlights implications for key stakeholders, including employers, education and workforce providers, students and workers, and policymakers.
- Provides an overview of TPM and lessons learned from supply chain management in supplier quality assurance and certification.
- Presents two approaches for expanding the employer role in higher education accreditation.
- Presents a roadmap for developing an independent, employer-driven system.
- Addresses implications for scaling and sustaining this new approach.
Analyzing Talent Flow: Identifying Opportunities for Improvement
- Defines Talent Flow Analysis as a process for describing and analyzing the flow of workers into and out of a targeted set of jobs that are most critical for the competitiveness of employers and the region in which they do business.
- Explains the talent flow analysis approach and tees up the “how to” steps for public-private economic and workforce development initiatives to implement talent flow analysis.