Pushing New Innovations

Delaware Workforce Development Board remains focused on training, attracting, and retaining talent in Delaware

CONTRIBUTED BY THE DELAWARE WORKFORCE DEVELOPMENT BOARD

THE DELAWARE WORKFORCE DEVELOPMENT BOARD’S mandate is to ensure the state’s workforce is equipped with the specific skills needed by First State employers. The goals are jobs and successful careers for individuals and addressing the state’s continuing shortage of qualified candidates relative to job openings (the “jobs gap”). That’s a broad mandate but consider a few facets particularly relevant to 2023 and 2024.

The jobs gap, as challenging as it is currently, will grow over the coming decade as the state’s businesses continue to expand while, conversely, projected retirements loom. The Board sees the trades as part of the solution because they provide phenomenal careers and attractive benefits in industries projected to have continuing strength in demand, and usually do not require the taking on of educational debt. As such, the Board has focused on possible approaches to expand the number of skilled tradespeople.

In recognition of its pursuit of innovative ideas, the Board was awarded a $3 million grant under the American Rescue Plan Act (ARPA). The grant is focused on delivering non-traditional training methods with employment opportunities in high growth, high demand, and/or emerging industries. This includes programs that address women and other underserved populations, as well as non-traditional workers.

In addition to initiatives under the ARPA grant, the Board is working on a pilot project with an existing DuPont Company apprenticeship program in an effort to make changes in how the 144-hour educational component is delivered to students by having the earning and learning together on one site. Board Chair Scott Malfitano points to the success of the pilot program and notes “we are challenging the status quo and looking to attract women to the trades and provide a high quality of life so classroom training can be done on the job versus in the evening hours when families should be together.”

The Board relies strongly on the expertise of others, for example, sharing best practices with other state workforce groups across the nation as well as resources such as the National Governors Association. It also drives two-way communication with businesses and other employers, particularly through its business liaisons, to define and refine its initiatives in what it calls “training, attracting, and retaining talent in Delaware.” The Board eagerly invites ideas and input from various sources, encouraging anyone with insights or experience related to an initiative or potential new training program to come forward. Share with the Board how it can potentially support the growth of your business or endeavor.

Last year’s success demanded a lot of outside-the-box thinking and significant efforts in coordinating new innovations with businesses and the state. The Board’s Executive Director Joanna Staib says “the goal is to keep increasing the impact of the new initiatives and conceptualize and garner agreement from stakeholders from across the state for even more exciting efforts.” With all the innovative approaches and progress, one thing remains constant; the Board continues to follow its guiding principle, that the best measure of return on investment is a job at the end of the process.