WORKING GROUPS
WORKFORCE DEVELOPMENT:
ADAPTING SKILLS TO A CHANGING MARKET
Workers today must navigate the rapidly changing demands of a global economy, quickly adapting to gain the skills required for competitive jobs. In the United States, high rates of unemployment are juxtaposed with the mismatch of job skills at all levels of the workforce. Furthermore, the need for skilled labor will only intensify as baby boomers retire and employers seek replacement workers. Low-skilled workers face barriers to entry and advancement in the knowledge economy, and are at greater risk of economic exclusion, especially from high-wage jobs that can support a family. At the same time, there is increasing demand for highly skilled workers with specific technical expertise in high-growth industries of advanced engineering, technology, and clean energy.
Preparing individuals with the skills needed to succeed in the new economy will require fresh thinking and new pathways, either entering the workforce through technical-training programs, postsecondary education, or expanding skills through current employers. This Working Group will look at ways of training and employing the 21st-century workforce by addressing industry needs, cultivating cross-sector partnerships, and supporting particular demographics including youth, the formerly incarcerated, the mature workforce, and individuals with limited English-speaking skills.
SUBTOPICS
CURRICULUM, COMPETENCIES, AND CREDENTIALS
Educators and training providers must offer the certifications, skills, and credentials that employers value most.
POSTSECONDARY PIPELINE
To improve college completion rates, colleges and universities can explore applied-learning opportunities such as apprenticeships and internships.
INDUSTRY TRAINING PARTNERSHIPS
Successful public-private partnerships that provide much-needed job training can be expanded and replicated in targeted areas.
WORKFORCE RETRAINING
Companies, nonprofits, and governments can work together to find opportunities for the unemployed and underemployed to gain skills required for employment in emerging industries such as technology and clean energy.
LIFELONG LEARNING
Innovative approaches to building knowledge and career mobility can include the provision of adult basic education and the development of corporate programs that train in-house employees to upgrade their skills.