1. 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

2. 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!

3. 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 -

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

5. 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