Healthcare Workforce Reports Data-Driven Insights for Vermont's Healthcare Future We partner directly with Vermont healthcare employers to create forward-looking demand forecasts for critical roles in healthcare technology and nursing. Our employer-validated approach ensures talent pipelines are built on actual hiring requirements in Vermont, not just historical trends. 1200 Registered Nurses needed annually 400 Nursing Graduates per year in Vermont 800 New Nurses needed to fill the hiring gap Vermont Talent Pipeline 2024-2026 Nursing Needs Hiring Assessment data Critical Nursing Roles Of the six critical nursing roles identified, Registered Nurses are the most in-demand role in Vermont’s healthcare industry, with over 1,200 needed annually among 54 healthcare employers. However, the limited educational capacity of just three professional nurse educational institutions means only about 400 graduates become eligible for licensure each year. This significant supply gap creates ongoing challenges for healthcare delivery across the state. Addressing this shortage requires innovative approaches to expand training capacity and implement stronger retention strategies for existing healthcare professionals. Since 2018, we've conducted an employer-led Nursing Needs Assessment for the top six critical nursing roles . Read the full reports: 2024-2026 Nursing Needs Assessment 2018-2020 Nursing Needs Assessment 2021-2023 Nursing Needs Assessment Healthcare Technician Roles The Healthcare Employer Collaborative identified critical roles in six areas of technician-level roles. The fields of Radiology, Laboratory, Respiratory Therapy, Surgical, and Mental Health all provide essential support to healthcare delivery while offering pathways for professional growth. Programs that support training in these fields are limited in Vermont. Read our report with actionable staffing recommendations: 2024-2026 Healthcare Technician Needs Assessment Strengthening Vermont's Healthcare System: Insights from High-Quality LNAs Vermont hospitals face care delays as discharged patients remain in beds due to lack of rehabilitation and long-term care options. A statewide study identifies Licensed Nursing Assistants (LNAs) in Skilled Nursing Facilities (SNF) as crucial to solving this crisis. This talent flow research, sponsored by Vermont Health Care Association, recommends strengthening LNA hiring, training, and retention practices, along with implementing flexible discharge teams to improve patient flow between hospitals and SNFs. 2025 High-Quality LNA Survey Download the Full Report Explore Nursing Apprenticeship Read our Research Reports Healthcare Workforce Strategy 2026

Vermont Employer-Sponsored Nursing Apprenticeship Pipeline The Challenge: Vermont faces a critical RN shortage: 1,200 needed annually. However, the state’s higher education institutions graduate only about 400 RNs per year, and some of those graduates seek employment outside Vermont, further exacerbating the local shortage. Strategic Approach: Vermont Talent Pipeline launched a pilot for the Nurse Apprenticeship Pipeline in 2021 with the University of Vermont (UVM) Medical Center. Our mission: to expand the RN workforce by creating accessible nursing career pathways for current healthcare workers. Our Model: Employer-Sponsored Nursing Apprenticeship Pipeline Employer-supported programs allow hospital employees to upskill and become registered nurses. Participants follow a three-year stepped education plan where, in year two, they earn this LPN licensure before earning their RN licensure by year three. Employer covers tuition for employees, so there are no up-front costs for participants. Participants earn paid study hours to continue to earn a wage while in the program. A work agreement secures a commitment between the participant and employer. Participants have access to support services while in the program to ensure successful completion. Specific program requirements are customized to align with each partner hospital's policies and differ. Program Benefits: Scalable Nursing Education Solution Our nursing education framework adapts to hospitals of any size and location across the state. Today, eleven healthcare employers across the state are running Nursing apprenticeship pipeline programs. Employers and program partners meet regularly to share best practices and continuous improvement methods. Each organization tailors their program policies based on hospital scale and support capacity, ensuring the framework works effectively for larger hospitals and smaller rural facilities alike. The nursing pathways include all components required for Registered Apprenticeship certification, providing a comprehensive pathway to RN licensure regardless of hospital size. Participating Apprenticeship Employers Sustainable Funding The majority of employers sponsoring a nursing apprenticeship pipeline are utilizing the VSAC Workforce Opportunity Loan (WOLP) to finance their employees' education. The loan recycles by putting the student loan payments into the employer's loan fund that VSAC will hold for another round of loans for the employer. Should the apprentice leave the employer prior to full debt repayment, the employer has no further obligation on the remaining debt. The model creates a shared risk situation, where the employee can obtain the education they desire with the possibility of no debt, and the employer has a benefit that encourages the employee to stay for at least 3 years following their education. As an employer initiates a cohort, VSAC will work with the candidates to access as much free aid as feasible in an attempt to reduce as much potential debt as possible. Recycled Funding for Education Costs Shared Risk and Shared Reward Reduced Overall Costs with Grants & Scholarships Program Partners Explore Nursing Apprenticeship Read our Research Reports Healthcare Workforce Strategy 2026

Healthcare Credentials & Training Programs Why Career Pathways? Career pathways matter because they give healthcare workers training and education to move into higher-skilled positions. They help healthcare providers fill critical staffing gaps with workers who are trained, credentialed, and ready to deliver quality care. Nursing Credentials Registered Nurse Provide comprehensive patient care, administer medications, coordinate treatment plans, and supervise other healthcare staff. 🎓Associate or Bachelor's degree 📋NCLEX-RN exam required 💰$44.57/hour Licensed Nurse Assistant Entry-level healthcare position providing basic patient care under the supervision of registered nurses. A perfect starting point for healthcare careers. ⏱75+ hours training required 📋State certification exam 💰$20.97/hour Licensed Practical Nurse Provide basic nursing care under the direction of registered nurses and doctors. Administer medications and monitor patient health. 🎓35 credits: (495 Theory hours and 620 Clinical hours) 📋NCLEX-PN exam required 💰$32.97/hour View the list of Nursing programs serving Vermonters Technician Level Credentials Surgical Technologist Assist in surgical operations by preparing operating rooms, arranging equipment, and helping doctors and nurses during surgeries. 🎓 Surgical Technician Certificate Program 📋 None required; Certified Surgical Technologist preferred 💰$29.93/hour Respiratory Therapist Perform laboratory tests on blood, tissue, and other body fluids to help diagnose diseases. Operate sophisticated laboratory equipment, analyze test results, and maintain quality control standards. 🎓Associate's degree in respiratory therapy 📋Vermont RCT Licensure, Basic Life Support, Advanced Cardiac Life Support, NBRC certified. 💰$38.62/hour Medical Lab Technician Perform routine laboratory tests on blood, urine, and other body fluids under supervision. Prepare specimens, operate basic lab equipment, record test results, and follow established procedures for quality control. 🎓Associate's degree in medical laboratory technology 📋Certified Medical Laboratory Technician, ASCP Board Certified 💰$30.22/hour Radiology Technician Perform diagnostic imaging examinations including X-rays, CT scans, MRI, and mammography. Position patients, operate imaging equipment, and work with radiologists to diagnose medical conditions. 🎓Associate's degree in radiologic technology 📋ARRT certified 💰$36.18/hour Medical Lab Technologist Perform complex laboratory analyses, interpret test results, troubleshoot equipment issues, and supervise laboratory technicians. Analyze specimens for disease diagnosis and monitor patient treatment progress. 🎓Bachelor's degree in medical laboratory science, chemistry, or biology 📋American Med Tech Certified; ASCP Board Certified 💰$32.06/hour Mental Health Tech Provide direct care and support to patients with mental health disorders or developmental disabilities. Assist with daily living activities, monitor patient behavior, facilitate therapeutic activities, and maintain detailed patient records. 🎓High School diploma or GED, preferred 📋 none required 💰$20.99/hour View the full list of Technologist programs serving Vermonters Looking for a Healthcare Job in Vermont? Click to find Jobs that match your skills in Vermont Explore Nursing Apprenticeship Read our Research Reports Healthcare Workforce Strategy 2026

Healthcare Collaborative Progress Since its inception in 2018, the Vermont Talent Pipeline's Healthcare Collaborative has convened over 80 healthcare employers with shared hiring needs for nurses, identified as the most critical role in healthcare. We elevated Vermont's aggregate demand for the nursing career pathway using employer job forecasts. Critical Roles Identified by Healthcare Leaders CRITICAL NURSING JOBS IN VERMONT Licensed Nurse Assistant Medical Assistant Licensed Practical Nurse Registered Nurse Clinical Nurse Educator Nurse Practitioner Click on position for full job description and skills CRITICAL HEALTHCARE TECH JOBS IN VERMONT Radiology Technician Respiratory Therapist Medical Lab Technician Medical Lab Technologist Surgical Technologist Mental Health Technician Case for Support: A Skilled Nursing Shortage The healthcare industry currently comprises 13% of Vermont’s jobs. According to Vermont Labor Market Information, healthcare employed approximately 37,625 people in the first half of 2021, up approximately 1% from calendar year 2020, yet 4% lower than the pre-pandemic levels of 2019. Vermont has recently joined the interstate nurse licensure compact, therefore any nurse licensed in a participating state is eligible to work in Vermont. This legislation will allow for an increased hiring pool for Vermont healthcare facilities. A Skilled Nursing Shortage in Vermont Download the Full Case for Support Vermont Healthcare Collaborative Members Hospitals: Brattleboro Memorial Hospital Brattleboro Retreat Central Vermont Medical Center - UVMHN Champlain Valley Physicians Hospital - UVMHN Copley Hospital Dartmouth-Hitchcock Medical Center Gifford Medical Center Grace Cottage Hospital Mt. Ascutney Hospital and Health Center - Dartmouth-Hitchcock North Country Hospital Northeastern Vermont Regional Hospital Northwestern Medical Center Porter Medical Center - UVMHN Rutland Regional Medical Center Southwestern Vermont Healthcare and Medical Center University of Vermont Health Network UVM Medical Center - UVMHN White River Junction VA Medical Center Home Health and Visiting Nurses: Addison County Home Health & Hospice Central Vermont Home Health & Hospice Franklin County Home Health Agency Lamoille Home Health & Hospice Orleans Essex Visiting Nurses Association & Hospice Visiting Nurse and Hospice for VT and NH VNA & Hospice of the Southwest Region Mental Health Services: Howard Center Northwestern Counseling Services Community Health Centers: Community Health Centers of Burlington Northern Counties Health Care Residential Care Facilities Cedar Hill Continuing Care Community Converse Home Eastview at Middlebury Elderwood at Burlington Equinox Terrace Franklin County Rehab Center LLC Genesis Healthcare and Rehabilitation Center Harbor Village, Senior Communities Kingdom Kare Healthcare Living Well Group Maple Lane Nursing Home Margaret Pratt Community Mayo Healthcare National Health Associates - The Pines Our Lady of Providence Pine Heights at Brattleboro Pines Rehabilitation & Health Center Springfield Medical Care Systems Springfield Rivers St. Albans Health and Rehabilitation Center The Gill Odd Fellows Home The Manor, Inc. The Meadows and Gables at East Mtn - RRMC The Pines at Rutland Center for Rehabilitation The Villa Rehab Center Union House Nursing Home Inc. Valley Cares, Inc. Valley Terrace Vermont Catholic Charities, Inc. Vermont Veterans' Home Vernon Hall Assisted Living Residence Wake Robin Explore Nursing Apprenticeship Read our Research Reports Healthcare Workforce Strategy 2026

Funded Training How to Have Your Training Funded Develop a Training Budget and Apply NOW. Several funding resources will help pay for training for existing employees. Please use these resources (easily accessed via phone or email) to create a budget for all your employees’ training needs between now and June 30, 2019. Funds are limited, and distributed on a first come, first served basis, so please apply now to receive the full amount requested. FOR EMPLOYERS: Vermont Training Program funds are administered by the Vermont Agency of Commerce. 50% of training costs are available until depleted (usually end of Feb). Please email john.young@vermont.gov or call 802-355-2725 to request funds for 2018-19. Workforce Education and Training Fund, administered by the Vermont Department of Labor. Some or all training costs for incumbent workers in critical jobs. Please email sally.redpath@vermont.gov or call 802-828-4393 for more information. FOR INDIVIDUALS: VSAC non-credit, non-degree grants, based on financial need. Up to $3,000 per person. Please visit the VSAC website, or call 802-654-3750 or 800-642-3177. VSAC and the Community College of Vermont have teamed up to offer Vermonters with a family income of $100,000 or less the opportunity to attend CCV tuition free. Dislocated Workers are eligible for Federal training funds through the Workforce Investment Opportunities Act (WIOA.) Vermont Technical College has been approved as an eligible provider for these funds. Contact the Vermont Department of Labor, (802) 863-7676 to speak with a WIOA Grant Specialist.

Healthcare Careers in Vermont EMPLOYERS SPONSORING A NURSING PATHWAYS PROGRAM: The Nursing Pathway Programs are an opportunity for current employees to apply to upskill to be a Registered Nurse. Program includes: no upfront cost to employee, employment wages for paid study hours, work agreement, wraparound supports. Northwestern Medical Center; St. Alban's, VT UVM Medical Center; Burlington, VT Northeastern Vermont Regional Hospital; St. Johnsbury, VT Gifford Medical Center; Randolph, VT Rutland Regional Medical Center; Rutland, VT Mount Ascutney Hospital and Health Center; Windsor, VT Southwestern Vermont Medical Center; Bennington, VT Please review the employers's work requirements and eligibility process directly as policies differ. DISCOVER A CAREER AT A HEALTHCARE COLLABORATIVE EMPLOYER IN VERMONT: Hospitals: Brattleboro Memorial Hospital Brattleboro Retreat Central Vermont Medical Center - UVMHN Champlain Valley Physicians Hospital - UVMHN Copley Hospital Dartmouth-Hitchcock Medical Center Gifford Medical Center Grace Cottage Hospital Mt. Ascutney Hospital and Health Center - Dartmouth-Hitchcock North Country Hospital Northeastern Vermont Regional Hospital Northwestern Medical Center Porter Medical Center - UVMHN Rutland Regional Medical Center Southwestern Vermont Healthcare and Medical Center University of Vermont Health Network UVM Medical Center - UVMHN White River Junction VA Medical Center Home Health and Visiting Nurses: Addison County Home Health & Hospice Central Vermont Home Health & Hospice Franklin County Home Health Agency Lamoille Home Health & Hospice Orleans Essex Visiting Nurses Association & Hospice Visiting Nurse and Hospice for VT and NH VNA & Hospice of the Southwest Region Mental Health Services: Howard Center Northwestern Counseling Services Community Health Centers: Community Health Centers of Burlington Northern Counties Health Care Residential Care Facilities Cedar Hill Continuing Care Community Converse Home Eastview at Middlebury Elderwood at Burlington Equinox Terrace Franklin County Rehab Center LLC Genesis Healthcare and Rehabilitation Center Harbor Village, Senior Communities Kingdom Kare Healthcare Living Well Group Maple Lane Nursing Home Margaret Pratt Community Mayo Healthcare National Health Associates - The Pines Our Lady of Providence Pine Heights at Brattleboro Pines Rehabilitation & Health Center Springfield Medical Care Systems Springfield Rivers St. Albans Health and Rehabilitation Center The Gill Odd Fellows Home The Manor, Inc. The Meadows and Gables at East Mtn - RRMC The Pines at Rutland Center for Rehabilitation The Villa Rehab Center Union House Nursing Home Inc. Valley Cares, Inc. Valley Terrace Vermont Catholic Charities, Inc. Vermont Veterans' Home Vernon Hall Assisted Living Residence Wake Robin

Construction Industry Collaborative Read our Workforce Forecast Report Edit 2017-2019 Construction Needs Assessment Critical Jobs in Vermont Construction Carpenter / Craft Professional Site Supervisor 3. Crew Leader 4. Project Engineer 5. Estimator 6. Project Manager CAREER LADDER IN VERMONT CONSTRUCTION INDUSTRY Watch video about Career Opportunities in Vermont Construction Watch the video about gaining NCCER Industry Recognized Credentials Explore Hands On Training RESOURCE PARTNERS: Associated Builders and Contractors ReSOURCE VT Agency of Education CTEs Vermont Works for Women If your company is interested in joining the VTPM's Construction Collaborative, please contact maryanne (at) vtroundtable (dot) org for more information.

Our Progress in Healthcare CASE FOR SUPPORT A Skilled Nursing Shortage The healthcare industry currently comprises 13% of Vermont’s jobs. According to Vermont Labor Market Information, healthcare employed approximately 37,625 people in the first half of 2021, up approximately 1% from calendar year 2020, yet 4% lower than the pre-pandemic levels of 2019. Vermont has recently joined the interstate nurse licensure compact, therefore any nurse licensed in a participating state is eligible to work in Vermont. This recent legislation will allow for an increased hiring pool for Vermont healthcare facilities. Since the pandemic, emergency rule flexibility has been provided by the Legislature to waive exams and fees for Vermont license and re-licensure, to expand the number of nurses who can practice in our state. Organizing the Healthcare Collaborative The Vermont Talent Pipeline’s Healthcare Collaborative is comprised of 43 Vermont hospitals, residential care, and home health organizations, which are diverse in size and geography. They initially convened in 2018 to address the shared needs for skilled talent, primarily in the field of nursing. All levels of nurses were found to be in short supply. The collaborative convened again in 2021 conducting a new needs assessment to understand the changing needs in Vermont’s healthcare industry. Traveling nurses are currently hired by even the smallest employers to meet daily care requirements. And with an aging population, we see an exponential demand for nurses with more retirements and more care needed. Participating Healthcare Collaborative employers identified seven critical jobs categories representing their greatest need for new and replacement hiring between 2021-23. VTPM forecast a demand for 6244 nursing FTEs, with related credentials, using a needs assessment survey for these critical jobs: Registered Nurses Licensed Nurse Assistants (LNA) Psychiatric Technicians Licensed Practical Nurse (LPN) Medical Assistants Nurse Practitioners Clinical Nurse Educators VTPM produced a report in 2018 and 2021 for Vermont’s nurse education providers, relating to the industry’s hiring demands. The reports provide both a qualitative and quantitative summary, the competencies required for short-term training in “stackable” high demand skills within education pathways. On the supply side, Vermont’s Higher Education Nursing programs identified clinical educators as the top barrier to growth. With an estimated $115M in 2021 budgeted for hospitals and residential care facilities traveling nurses (VAHHS and VHCA), tapping investments in Education for those most likely to stay and work in Vermont could produce the best return on investment. In August 2018 we learned that Vermont Technical College produces approximately 65% of all licensed skilled nurses in Vermont, and they have the best retention rates for nurses of any Vermont training provider. Not surprisingly VTC licensure candidates are mainly non-traditional students, many who benefit from VTCs 1+1+2 program (LPN, ADN, and BSN) and work while gaining their education. The barrier to educational expansion was identified as the need for clinical education instruction and placements. Next steps will rely on the healthcare community to provide clinical experiences using trained practicing nurses. Other improvements involve workplace shift supports, hiring efficiencies, career awareness and preparation activities with on-ramps for middle, high school and adult candidates. In 2021 we forecast a need for 1300 Registered Nurses in Vermont per year, while in 2019 only 293 completed RN licensing programs. In an effort to double the number of students licensed in the next several years, we’re planning for larger and more skilled nursing applicant preparation. A series of four prerequisites (available at CCV and Vermont’s Career and Technical Center with dual enrollment options), we’re improving the number and quality of applicants, and those with an additional LNA credential, too. But there’s more work to be done! Though we’re building a training pipeline with stackable credentials, only a given % of licensed nurses will remain in Vermont without a thoughtful implementation of best employment practices. Employer goals for 2021 include investing in clinical educator training and coordination with Vermont nurse educators. Additionally, we hope to layer federal apprenticeship funding to assist employers in growing their own people. Working together, we will double the number of enrolled applicants who are better prepared to attain licensure and specialty experience, thereby reducing the costs for traveling nurses and the mounting costs associated with turnover. Stackable nursing credentials provide a low-barrier on-ramp to the nursing profession, that progress with experience and education levels. Studies show a 94% retention rate for four years following apprenticeship completion. Apprenticeships invite all ages to enter a career path with training and pay within the safe, productive, high-paying field of nursing. Download Case for Support for Print

HOW VERMONT TPM WORKS VTPM invites EMPLOYERS within the same industry to form a "Collaborative." A Collaborative gains consensus on their most critical jobs - and aggregate hiring forecasts, competency and credential requirements. VTPM translates those competency and credential needs for TRAINING PROVIDERS and creates hiring incentives for attainment of credentials - like internships, guaranteed interviews, higher wagers, and scholarships for career advancement. VTPM partners with FUNDERS like Vermont Student Assistance Corporation, Department of Labor, Vermont Training Program, and Community Foundations to knit financial support for individuals, businesses and training programs that fill financial gaps for these demonstrably high-demand credentials. Employers hire work-ready EMPLOYEES for the critical positions they need, direct from the training sources - saving time and money on posting, screening, interviewing, on boarding, training and retaining for jobs.

Advanced Manufacturing Collaborative View Manufacturing 2021 Needs Assessment Results View Manufacturing 2018 Needs Assessment Results TOP 5 CRITICAL JOBS IN VERMONT ADVANCED MANUFACTURING Production Assembler/Operator Equipment Maintenance Technician CNC Machinist Engineer Team Leader Click for Education Resources CAREER LADDER IN ADVANCED MANUFACTURING Download Full Sized Ladder Graphic If your company is interested in joining the VTPM's Advanced Manufacturing Collaborative, please contact maryanne (at) vtroundtable (dot) org for more information.

THE BUSINESS MODEL CURRENT FUNDING VTPM’s goals involve developing and refining statewide industry collaboratives in the following sectors: Construction, Healthcare, Advanced Manufacturing, Information Technology, Tourism, and Energy by 2020. VTPM is currently staffed by the Vermont Business Roundtable with grants and donations provided by philanthropic resources and employer donations to the VBR Research and Education Foundation, a 501(c)(3) non-profit. FUTURE FUNDING These “collaboratives” or clusters elevate the employers shared vision to fill the most critical workforce needs. The deliverables of the Talent Pipeline support career awareness, exploration and training for new and existing jobs through industry marketing and training at the secondary and post-secondary levels, and for all populations, including dislocated or disabled workers, veterans, youth and career changers. Career pathways for industry critical roles will identify on-ramps for youth and adult audiences with varying levels of education and skill. The financial sustainability of the program will involve employer collaborative contributions using a demonstrated Return on Investment model. VTPM Deliverables include: Identification of Industry Critical Roles Forecast for each critical role Common Job descriptions for critical roles across the industry Career pathways diagrams with on ramps for all education levels Connections with educators for work-based learning Return on Investment analysis for hiring and retention measurements A pipeline of skilled employees The VBR Research and Education Foundation (VBRREF) is a 501(c)(3) nonprofit based in South Burlington, Vermont, which works to ensure a continuum of high quality educational experiences to prepare children and families to be productive citizens in a global economy. The VBRREF is focusing efforts in the key area of College and Career Readiness through a collaboration between businesses and educators to develop career awareness and exploration programs for youth and all ages - to help fill Vermont’s skills gap. The Vermont Talent Pipeline Management (VTPM) project is the major initiative for this work.

Our Progress in Construction CASE FOR SUPPORT A Construction Talent Shortage At the start of 2021, the Vermont construction industry employed approximately 11,300 workers - down 11% from 2019. With the average age in construction hovering around 45, a wave of boomer retirements has begun. Add the fact that fewer young people are entering the trades, and we face a substantial talent shortage within the next 5 years. Organizing the Construction Collaborative The Vermont Talent Pipeline’s Construction Collaborative is comprised of 17 Vermont employers, diverse in size and geography, who share the need for skilled talent. In 2017, General Contractors and Subcontractors began planning for their future talent needs. With employment representation of close to 1,500 employees, of the estimated 11,300 in Vermont, there is significant upside for participation, regardless of company size. Contractors cite the top two reasons for collaborating in the Talent Pipeline as: 1. Peer sharing opportunities and 2. Influencing skill development to provide work-ready direct hires. In 2017, the original 12 employers of the Construction Collaborative identified six critical jobs representing their greatest new and replacement hiring needs. The demand for 334 FTEs, related skill and credential requirements was forecast using VTPM’s needs assessment survey webtools for these critical jobs: Carpenter / Trade Professional Project Engineer Site Superintendent Estimator Crew Leader Project Manager VTPM produced a report for Vermont’s education providers highlighting the hiring and skill demands for the industry. The report provides both qualitative and quantitative demand summaries. Competencies and industry recognized credentials (IRCs) provide both short-term training opportunities for high demand skills, and longer-term education for higher-level roles. National Transferable credentials such as NCCER’s Construction Core Essentials; and Crew Leadership; were cited as IRCs employers would recognize with guaranteed interviews, wage increases, and career advancement opportunities. IRCs save employers significant time and money, hiring direct from a training source, and reducing or eliminating the need for posting, screening, interviewing, onboarding and training. Construction employers provided feedback on existing talent sources and training providers from whom they hired their best people. The conclusions highlighted Vermont’s Career and Technical Education Centers (CTEs), Building and Trades programs, which deliver a large % of entry-level workers to the industry, and recognition of an industry standard through a consistent credential. The VTPM Collaborative worked with the Agency of Education and other non-profit training providers to develop hiring incentives for students who complete the NCCER Core Curriculum credential (National Center for Construction Education and Research), a national, transferable credential - by guaranteeing an interview and if hired, a wage above standard. Workers now enter the Construction Industry Pipeline, and advance within it, gaining knowledge from many different resources. In the 2019 school year, 145 NCCER Core Construction completers were hired into entry-level positions by Vermont employers. Of these, 30 were hired directly by members of the Construction Collaborative, the remainder, hired by other sources including home builders and trades. By partnering with the Career and Technical Education Centers and other non-profit training providers to provide work-based learning opportunities and speakers from industry, the collaborative has helped significantly increase the number of NCCER-certified hires. The promotion of current employees is also an important part of filling the skills gap left by retiring construction leaders. According to NCCER the National Center for Construction Education and Research, 30% of construction leaders will be retiring within the next 3 years. To provide succession planning, VTPM is helping to streamline costs and unpredictability of available leadership training, through shared training in cohorts. Over 70 construction employees completed construction leadership training in 2019, and 52 earned credentials in NCCER’s Crew Leadership or Project Supervision. In 2021, shared training for Construction Managers has been 50% funded by the Vermont Training Program; and virtual training modules in specialized Management operations is provided by Association of Builders and Contractors of NH/VT. But there’s more work to be done! Though we’ve built a training pipeline, only 25% of IRC completers were hired directly by collaborative members. Employer goals for 2021 include improving the direct hire rate from 25% to 50% by building stronger relationships between IRC providers and businesses, through a Exploring Construction Career Series of virtual open houses for students and work-based learning activity. In January 2020, the Collaborative produced an industry marketing video called “Exploring Careers in Vermont Construction”. The video features successful young women and men from a variety of Vermont’s construction companies. Each feature describes a training on-ramp, and the best parts of working in the industry, busting myths of the Construction past and inviting all ages to join the industry in a safe, productive, high-paying field. Download Case for Support for Print