The right approach for closing the skills gap.
The U.S Chamber Foundation Talent Pipeline Management (TPM) initiative, our signature workforce initiative that develops the foundation for other work in this space, uses supply chain principles to call on business and public policy leaders to transform education and workforce systems to be employer-led and demand-driven. The TPM Academy builds on this foundation to train state and local leaders, business associations, employers, and economic development agencies to drive partnerships with their education and training providers based on need.
What is Talent Pipeline Management?
The TPM Academy
The Chamber Foundation worked with a board of advisors to develop a training curriculum designed to walk business-led organizations through the process of implementing TPM principles. The curriculum starts at Strategy 0, gathering appropriate stakeholders and generating buy-in for the process, through Strategy 6, post-implementation continuous improvement.
Three chohorts of TPM Academy participants completed the national training program in 2015, a total of 65 hand-selected participants, who now make up the TPM Peer Advisor network. State-based TPM Academies have begun and we look forward to the growth of the TPM movement through the groundswell of support we have seen and the success of the TPM solutions implemented to date.
Initiative Overview & HistoryManaging the Talent Pipeline: A New Approach to Closing the Skills Gap. In November of that year, we held our first national conference to invite the ready and willing to be a part of the TPM Pilot Program.
In 2015, we launched the TPM Pilot Program with seven business-led organizations participating in webinars, in-person meetings, and other activities putting TPM principles to work. Applying lessons learned from the Pilot Program, we released Building the Talent Pipeline: An Implementation Guide, which outlines six strategies for employers to put TPM principles into action.
In 2016, we developed the National TPM Academy training curriculum, informed by our second national TPM conference in March of that year where we analyzed Pilot Program best practices and real-life examples of the six TPM strategies in action. Following this event, we released Changing the Debate on Quality Assurance in Higher Education, making the case for moving forward with an employer-led approach to partnering with quality education providers. In October, we officially launched and held the first meeting of the National TPM Academy, where 45 hand-selected participants began TPM curriculum training.
Due to high demand for larger, statewide training opportunities, in 2017 we welcomed 20 new participants into the National TPM Academy and scaled the training to make it more accessible at the state level with a State-Based Academy program. Growth of the program has continued through the national network of TPM leaders and champions in the Peer Advisors and TPM Fellows programs. In October, we hosted America Working Forward, a national conference to share success stories of employer-led initiatives relying on TPM principles and to release Clearer Signals, making the case for a national employer-led job registry for talent management.
January 2018 marks the launch of the National TPM Learning Network, combining all members of the TPM community to collaborate and continue the momentum of the TPM movement across the country at the national, state, and local levels.
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