The Talent Pipeline ManagementTM (TPM) Academy is a demand-driven, employer-led approach to closing the skills gap.
Facilitated by the U.S. Chamber of Commerce Foundation, the TPM Academy is an in-person training for state and local chamber, business association, economic development agency leaders, and employers. The training focuses on developing partnerships with education and training providers based on industry need.
The TPM™ framework is composed of six strategies that, when implemented in sequence, make for a talent supply chain approach. Each strategy is designed to build off one another and support employers in developing a more data- and performance-driven approach to improving education and workforce partnerships.
The Academy is supported by a customized curriculum that serves as an employer handbook and gives participants the knowledge, skills, and abilities to implement talent supply chain solutions on behalf of their employer collaborative members. In addition, the corresponding TPM web tool activates the six TPM strategies to streamline data collection and visualization for employer partners.
The six TPM™ strategies are:
- Strategy 1: Organize Employer Collaboratives
- Strategy 2: Engage in Demand Planning
- Strategy 3: Communicate Competency and Credential Requirements
- Strategy 4: Analyze Talent Flows
- Strategy 5: Build Talent Supply Chains
- Strategy 6: Continuous Improvement
The TPM Academy is traditionally facilitated through two to four in-person meetings over six to nine months with instruction provided by the Chamber Foundation and practitioners recognized as TPM Academy faculty. Technical assistance is offered throughout and after the TPM Academy. To execute the six TPM strategies, it can take anywhere from eight months to two years. The TPM Academy curriculum is available online at no cost.
The benefit to education and workforce partners is more actionable information on employer demand, including skill and credentialing requirements, and improve job placement and employment outcomes for learners. Workforce partners gain access to more granular labor market information, and as a result, improved access to work-based learning opportunities, information on employer ROI (return on investment), and performance on federal and state program metrics.
More information: Jaimie Francis, Senior Director,
Programs and Operations