Modernizing America's Workforce Data Through a Public-Private Approach
This report summarizes the results from this planning process. It first presents the need for a new public-private approach. It then describes the JEDx mission, a vision of how this public-private mission will be realized, and a set of principles that will guide the effort. Next, the report details an initial focus on three major stakeholder use cases. The report then presents a roadmap for moving from the current planning phase to a design and test phase. This design and test phase starts with four proposed demonstration projects, which address one or more stakeholder use cases and test facets of a public-private data trust. The report concludes with a discussion of next steps in launching the JEDx initiative.Published: June 2021
Developing and Using Public-Private Data Standards for Employment and Earnings Records
This report contains six sections: Section I summarizes the need for the T3 Network project; Section II provides an overview of the project and its objectives and major work activities; Section III summarizes the work of the HR Open Work Group, including major use cases, data models, and standards developed; Section IV presents an overview of the types of benefits, costs, and challenges discussed in the stakeholder forums, follow-up meetings and interviews, and previous research projects and reports; Section V explores different approaches and options in using the standards to improve data quality and reduce costs in government reporting; and Section VI proposes next steps in further exploring the application of these standards for enhancing state UI wage records and improving overall federal and state data collection systems.Published: February 2021
Job Data Exchange Phase 1 Pilot: Executive Summary
The JDX is being co-designed and pilot tested with pilot partner teams across eight states, to improve job descriptions and share them with their talent sourcing partners. Pilot partners were announced via press release in February 2019.
In February 2020, we gathered feedback on the pilot testing and released a report outlining the findings of this initial exploration.Published: February 2020
Public-Private Standards Development and Use by Government
The United States has developed a unique public-private approach to standards development and use. As data from public and private sources is increasingly leveraged to address challenges in the talent marketplace it is more important than ever to break down silos within and across sectors. The T3 Network is exploring how the unique U.S. approach to standards development can be most effectively applied.
This paper makes recommendations on how to further strengthen public and private collaboration in the development and use of voluntary consensus standards. It includes recommendations for implementing guidelines reflected in A-119 and the leading practices of existing standards development organizations (SDOs) as well as federal and state policy. It also recommends the formation of a public-private standards collaborative (SC) with a work plan that promotes the benefits of public-private collaboration, strengthens government engagement at all levels, and addresses immediate opportunities to show impact starting with work on comprehensive learner/worker/military records.Published: December 2019
Clearer Signals: Building an Employer-Led Job Registry for Talent Pipeline Management
Employers today are struggling to fill open positions because of a growing skills gap. Many have argued that the skills gap is caused, in part, by an inability of employers to signal their hiring requirements consistently and at scale in a rapidly changing talent marketplace. Prior attempts to improve employer signaling have been met with limited success. Employer signaling will remain elusive and the skills gap will continue to grow unless employers have the tools needed to provide clearer signals in talent markets especially to their education, training, and credentialing partners.
The U.S. Chamber of Commerce Foundation’s (USCCF’s) Talent Pipeline Management (TPM) initiative is exploring how employers can close the skills gap by improving how they communicate or “signal” their hiring requirements. Based on lessons learned from TPM, the USCCF now proposes to develop and pilot test an employer-led job registry service that can assist employers and their HR technology partners.
By developing more accurate, complete, and comparable job descriptions aligned across industries that can better communicate competency and credentialing requirements, and distributing these more structured and comparable descriptions and requirements through multiple talent sourcing channels, we can connect the right candidates to the right positions more efficiently.Published: September 2017
Model Roles & Processes in Standards DevelopmentBoth data standards and the standards development organizations (SDO) that develop, set, and maintain standards have grown in quantity and use over the years. This has been especially true for data standards relevant to the dynamic talent marketplace addressed by the T3 Innovation Network (T3 Network).
The focus of this paper is the U.S. approach to standards development and its application to data standards used in the talent marketplace by education and workforce partners. This paper complements and builds on the “Public-Private Standards Development and Use by Government for the Talent Marketplace” paper by further exploring the key roles of public and private stakeholders in the standards development process including employers, government agencies, and education, training and credentialing organizations with a special focus on the role of the business owner—who represent the process owners of their organization’s work, product, or solution and anyone that has a use case important to their work. This paper outlines and explains a model approach for standards development to clarify when and how business owners and technical participants from stakeholder organizations should participate in the process to maintain the necessary balance for achieving results that matter to both public and private stakeholders.Published: April 2020
Phase One Report
Competency is the new currency.
This report summarizes and brings to a close phase one of the T3 Network. The report is divided into two parts. Part I focuses on the T3 Network’s vision, guiding principles, and profiles the work groups. FInal reports from each of the work groups can be found below.
Part II highlights the T3 Network’s recommendations, organized as a list of pilot projects that together provide the foundation for an open, distributed, public-private data infrastructure that supports access and opportunity for the American student and worker. The report concludes with next steps and acknowledgements.Published: October 2018
Improving the Talent Marketplace Through the Application of Web 3.0 Technologies
In early 2018, the U.S. Chamber of Commerce Foundation and Lumina Foundation launched the T3 Innovation Network to bring businesses, postsecondary institutions, technical standards organizations, and human resource professionals and their technology vendors together to explore emerging Web 3.0 technologies in an increasingly open and decentralized public-private data ecosystem.
The Network has since grown from a kickoff meeting of 60 individuals to a thriving network of over 300 organizations. In its first six months of existence, the T3 Innovation Network held ten webinars, produced a background paper, four work group reports (see below), and identified 50 use cases resulting in ten pilot projects, which are being addressed in Phase Two of the project.
The T3 Network has become the go-to space to explore new and emerging technologies—such as Semantic Web, AI, machine learning, and distributed ledger technologies—and to advance recommendations for an open, shared data infrastructure for learners and workers alike.