TPM Academy™ Curriculum

June 4, 2018
Talent Pipeline Management (TPM) Curriculum

The U.S. Chamber of Commerce Foundation Talent Pipeline ManagementTM (TPM) initiative started in 2014 as 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.

Building on lessons learned from piloting this initiative, the TPM Academy was organized. This in-person, six strategy training focuses on developing the capacity of business organizations seeking to organize employer members and orchestrate talent supply chains. The TPM Academy is supported by a curriculum and related software tools that will give staff inside these organizations the knowledge, skills, and ability to implement talent supply chain solutions on behalf of their employer members. 

This curriculum was originally released in October of 2017, updated as Edition 2 in June 2018, and updated as Edition 3 in November 2018. The curriculum contains six major sections, all of which are available for download. 

Welcome to the TPM Academy.

This brief orientation is designed to familiarize you with some of the basics of the TPM™ initiative and to 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

TPM Academy Orientation

Strategy 1: Plan and Implement an Employer Collaborative

Talent Pipeline Management (TPM) is an employer-led approach that organizes the business community into employer collaboratives to address its most critical workforce needs.

Strategy 1 One-Pager

Strategy 2: Engage in Demand Planning

Demand Planning is a process to project future openings for its most critical jobs. This is a necessary first step to ensure a collaborative has actionable data that will allow it to create value for employer members through talent supply chain solutions.

Strategy 2 One-Pager

Strategy 3: Communicate Competency and Credential Requirements

Now we need to turn to the final piece of information—quality—by addressing the competency, credential, and other hiring requirements for these jobs. 

Strategy 3 One-Pager

Strategy 4: Analyze Talent Flows

Where have employers traditionally found talent, and do they have the necessary flows of talent from those partners to meet our projected demand? What is the potential capacity of this pipeline to maintain and increase these flows now and into the future? 

Strategy 4 One-Pager

Strategy 5: Build Talent Supply Chains

This strategy addresses how to establish performance measures to build talent supply chains and utilize and incentives to manage them. 

Strategy 5 One-Pager

Strategy 6: Continuous Improvement

TPM encourages employer collaboratives to manage their talent pipelines through a process of TPM continuous improvement in cooperation with their talent-provider partners. 

Strategy 6 One-Pager