An Employer-led Approach to Creating a Pipeline of Skilled Talent in Construction Structure Overview TPM is an employer-led, data-driven model for filling the most critical jobs in the Vermont workforce; based on a supply chain structure VTPM serves as a neutral convener of Industry Collaboratives to manage employers demand for talent and broker provider relationships. Model was founded by US Chamber of Commerce Foundation. VTPM History Formed in 2016: Original leadership team - Statewide partners: VT Dept. of Economic Development, Vermont Business Roundtable Regional partners: Brattleboro Development Credit Corporation; Franklin/Grand Isle Workforce Investment Board; Lake Champlain Regional Chamber; Resource partners: Agency of Education, GBIC, State Workforce Development Board, Vermont Chamber of Commerce, VSAC New regional partners to be trained: Addison; Bennington; Caledonia; and Rutland counties. Underscore the importance of partners and statewide collaboration Inclusiveness and diversity of size, geography, ideas Funding Corporate and private philanthropy and state grant. Funding ultimately to be augmented by business-driven fundraising with support from

What is Vermont Talent Pipeline Management? Strategy 4: Analyze Talent Flows Strategy 1: Organize Employer Collaboratives Strategy 2: Engage in Demand Planning Strategy 5: Build the Pipeline with Performance Measures Strategy 6: Align Incentives Strategy 3: Communicate Competency and Credential Requirements VTPM is: A systems approach to address our workforce shortages by deploying six strategies around communicating demand and managing supply chain Builds on the lessons learned from supply chain management to address talent flows Goals: To increase the percentage of Vermonters with a credential or post-secondary degree; To support employer partnerships in efforts to align training, certification, and earned degrees with VT’s workforce needs through data-driven collaboratives, and To further the equitable implementation of Act 77 and other post-secondary attainment efforts Challenges: Capacity building – scaling up, funding Managing expectations – me, too!

The Future of Vermont’s Talent Pipeline The spectrum of Career Progression from awareness building to employee retention: Notice how the “supplier” – educator’s role - is much larger at this early educational stage (K-3) and diminishes later in the educational/training experience of the student While the “demand” – employer’s role -

Jobs Forecast for Critical Roles August 2017 – August 2019 Mary Anne – job forecast in 12 employers over 2 years

Construction Career Pathways Short term Programs: NCCER Core Curriculum + OSHA 10 NCCER Project Supervisor + FLIC Longer term Programs: NCCER Carpentry Apprenticeship 1, 2,3,4 Construction Management AS, BS Civil Engineering BS