TPM Glossary

Business Function: The type of business or economic activity that is critical in making products and/or providing services at one or more establishments. It may or may not be defined as a primary activity for purposes of NAICS coding of business establishments, and it may be carried out by one or more occupations. Examples include logistics planning, warehousing, precision machining, engineering, and nursing.

Competency: What someone should know or be able to do as communicated through tasks performed, tools and technologies used, and knowledge, skills, and abilities, including workplace or essential skills.

Credentials: Documents attesting to qualifications and assuring the attainment of competencies, usually in the form of education degrees and certificates, industry and professional certifications, badges, and licenses.

Demand Driven: A focus on skilled jobs that are in demand, based on labor market information.

Demand Planning: The process of developing annual or short-term projections of job openings based on a set of assumptions and time period chosen by an employer collaborative.

Employability Skills: Essential workplace skills needed to be successful in any job, including what are commonly referred to as “soft skills,” such as problem-solving, critical thinking, communication, and teamwork.

Employer Collaborative: A partnership organized by employers, for employers to collectively address shared workforce needs. The collaborative is bolstered by management support provided through a new or existing employer-led organization of the collaborative members’ choice. Employer collaboratives are different from most public-private partnerships in that they are organized and managed to maximize responsiveness to employers as end-customers and to deliver an employer return on investment.

End-Customer: The leadership role an employer plays in a talent supply chain. As the end-use customer of talent, the employer determines the hiring requirements and makes the decision on whether to hire talent based on these requirements.

Establishment: A single physical location, though administratively distinct operations at a single location may be treated as distinct establishments. Examples include industrial machinery manufacturing, computer systems design and related services, and general medical and surgical hospitals.

Hiring Requirements: The competencies, credentials, experience, and other characteristics (e.g., ability to pass a drug test) associated with one or more jobs related to a business function wanted by employers. Can be preferred or required.

Host Organization: The entity that “houses” and provides the staff and management support for one or more employer collaboratives. Host organizations are different from traditional intermediaries in that they are business member organizations (e.g., chambers of commerce, industry sector-based associations) or economic development organizations dedicated to business growth and competitiveness and are chosen by the employer members to manage and staff employer collaboratives.

Industry: The type of “primary” business or economic activity carried out in a business establishment as typically defined under the North American Industry Classification System (NAICS). Examples include manufacturing, health care, and information technology.

Knowledge: What a person should understand in terms of facts, theories, principles, concepts, and procedures related to general or specific domains including disciplines and professions.

Labor Market Information (LMI): Quantitative or qualitative data related to employment and workforce trends in national, state, and regional/local labor markets.

Occupation: The type of job or job family that is typically used to classify workers into occupational categories based on the Standard Occupational Classification system. Employers use a variety of job titles that can be cross-walked to one or more occupations. Examples include registered nurse, machinist, and engineer.

Primary Labor Market Information (Primary LMI): Labor market information provided directly by employers and other participants in labor markets (e.g., workers). TPM uses primary labor market information from employers in a collaborative regarding their level of workforce demand by establishment.

Provider: The role education and workforce partners play in providing education and training services designed to deliver talent for employer end-customers in a talent supply chain.

Real-Time Labor Market Information (Real-Time LMI): Aggregated job openings and skills data generated by using web technologies to capture and analyze job postings from job boards and websites. Real-time LMI also includes “supply side” analysis using resumes and job board worker profiles.

Secondary Labor Market Information (Secondary LMI): Information and analysis about the level of workforce demand by industry generated through reviewing labor market information reports (e.g., state occupational projections) or through aggregating job posting data (e.g., real-time LMI).

Shared Pain Point: One or more business functions and occupations within an industry that represent a common area of need across employers that have come together to form an employer collaborative; shared pain point should provide the starting point in defining the focus of an employer collaborative.

Shared Value: The value that is created for education and workforce systems and the students and workers they serve—as well as society in general—when employers play an expanded leadership role as end-customers of talent supply chains.

Skills: Ability to apply knowledge and perform work tasks.

State Occupational Projections: State government projections of short-term (2-year) and long-term (10-year) job openings due to new jobs and replacement of existing jobs. State occupational projections are based on government-defined occupational classifications and are produced at the state and sub-state levels.

Survey: Employer collaboratives conduct two types of surveys:

1)    Needs Assessment Surveys address employer projections of job openings through demand planning (as presented here in Strategy 2) and competency, credentialing, and other hiring requirements (Strategy 3).

2)    Talent Flow Analysis Surveys back-map the sources of talent from providers and provide the basis for linkages with other data for more comprehensive talent flow analysis (Strategy 4).

Talent: Individuals who have the skills and credentials that drive competitive advantage within a company and industry.

Talent Supply Chain: An end-to-end talent management process made up of employers as “end-customers” and education and workforce partners as “providers,” with each handoff adding value in the development of talent.

Value Proposition: The unique value that is created by employers working together through a collaborative to advance their interest and accomplish their goals, including achieving a return on investment.

Work Tasks: Work performed in carrying out job roles, functions, and responsibilities.