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.
Using the TPM playbook, in Michigan the energy sector's open positions were filled in less than two years, with a 98% retention rate. In Kentucky, manufacturing employers partnered with a local technical college to decrease excess spending by employers to retrain new employees. Through that process they reduced a twelve month program to twelve weeks, cut the cost of the program in half, and aligned it with their hiring needs. Both student and employer saved money and time.
In Houston, using TPM the region identified the industries that drive their economy and, with their education partners, employers developed talent pipelines that have increased enrollment in petrochemical community college courses by 48%, increased wages $3-4 an hour, and increased the number of women and veterans entering the construction industry.
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.