The demands of today’s economy require a strategic alignment between classroom and career that better supports students in their transition to the workforce. 

Since the beginning of the TPM movement, we have heard from employers, state leaders, and workforce partners that partnerships are being developed and talent pipelines are being filled with skilled candidates for in-demand jobs. 

Each TPM case study will continue to evolve as collaboratives develop their strategies, tweak their approach, and forge new partnerships. As we learn more about the successes that those who have adopted the TPM approach have seen, we will try and keep this page updated with those stories. 

TPM Case Studies

The Greater Houston Partnership established UpSkill Houston to bring employers together and strategically expand the talent pipeline for the high-demand careers in industry sectors that are drivers of the region’s economy.

DTE Energy is working to address the skills gap, increase the quality of candidates for in-demand jobs, and build a sustainable pipeline of skilled talent through career path development and skilled trade training programs.

Consumers Energy

In Michigan, Consumers Energy faced daunting skills gaps in their electric line and gas line workforce but were able to turn that around using the Chamber Foundation’s Talent Pipeline Management workforce strategy. As a result, Consumers now boasts a 98 percent retention rate, is saving $30,000 per hire in onboarding costs, and has the comfort of knowing that as soon as jobs are available there is a qualified pool of talent ready to fill them. 

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Vermont TPM

In Vermont, the needs of the business community are aligning with talent development by the education system by using TPM as a strategy for public-private partnership and sustainable growth for the state's key industries.

Arizona Healthcare

In Arizona, the healthcare industry is using TPM to organize employers, identify needs, and partner with education providers to create a sustainable model for hiring, upskilling, and retaining specialty nurses.