TPM Academy™

June 4, 2018
Talent Pipeline Management (TPM) Curriculum

The U.S. Chamber of Commerce Foundation Talent Pipeline ManagementTM (TPM) initiative is an effort to mobilize the business community to close the skills gap by applying lessons learned from supply chain management to its education and workforce partnerships. The idea is that if employers play an expanded leadership role as “end-customers” of a talent supply chain, they will be more effective at organizing performance-driven partnerships with responsive preferred education and workforce training providers.

The TPM Academy™ is an in-person training for state and local chamber, business association, and economic development agency leaders, as well as employers, to learn the TPM approach to drive partnerships with their education and training providers based on industry need.

Facilitated by the U.S. Chamber Foundation, the TPM Academy is supported by a customized curriculum that serves as an employer handbook and gives participants the knowledge, skills, and abilities to implement talent supply chain solutions on behalf of their employer collaborative members. In addition, the corresponding TPM web tool activates the six TPM strategies to streamline data collection and visualization for employer partners.

TPM Academy graduates become members of the TPM National Learning Network (NLN), ambassadors of the TPM approach that regularly collaborate to learn from one another’s successes and challenges implementing TPM projects, and collectively continue to grow the initiative.


The Curriculum

Before diving into the six TPM strategies, the TPM curriculum begins with a brief orientation designed to familiarize you with some of the basics of the TPM™ initiative and orient you toward the design of the curriculum that you are about to explore.

  • Getting to Know TPM
  • Key TPM Terms and Definitions
  • Introducing TPM to your Network
  • TPM Support Resources

Download the Curriculum

Orientation Overview

Strategy 1: Organize Employer Collaboratives

Create a collaborative that organizes employers to identify the most promising opportunities for engagement around similar workforce needs.

Strategy 3: Communicate Competency and Credential Requirements

Create a shared language to better communicate hiring requirements of critical jobs to improve employer signaling.

Strategy 5: Build Talent Supply Chains

Build and manage the performance of talent supply chains to create a positive return on investment for all partners.

Strategy 2: Engage in Demand Planning

Develop projections for job openings to determine with accuracy the type of talent and how much of it employers need.

Strategy 4: Analyze Talent Flows

Identify where employers historically source their most qualified talent and analyze the capacity of those sources—as well as untapped talent sources—to meet projected demand.

Strategy 6: Continuous Improvement

Use data from your talent supply chain to identify the most promising improvement opportunities to generate a better return on investment in the future.