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5 Building Capacity in the Gulf Region's Middle-Skilled Workforce
Pages 21-26

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From page 21...
... • There is a need for more real-time data on workforce and skill demands to enable increased responsiveness on the part of education and training programs. • If companies applied lessons from their supply chains to human capital, they could build highly effective talent supply chains around targeted occupational areas.
From page 22...
... on advanced manufacturing, said Marilyn Barger, prin- This gap has been growing since the 1980s and will cipal investigator and executive director of the Florida amount to more than five million job positions by the Regional Center of Advanced Technological Education year 2020. "That is putting us at a huge competitive (FLATE)
From page 23...
... An especially promising approach is lead to successful transitions, whether it is a combiwhat he called talent pipeline management. Over the nation of certifications, employability skills, technical past 20 years, employers have become very effective at skills, or culture fit." Instead of investing more broadly supply chain management.
From page 24...
... For example, the ACADEMIA AND INDUSTRY Gulf Region Health Outreach Program is a multistate collaborative effort related to the oil spill that works A major focus during the discussion sessions was across states to capture information about health, enhow educational institutions and companies could vironmental literacy, and other important issues. In adwork together in ways that are mutually beneficial.
From page 25...
... Jay Love, Finance Chairman for the Business Education Alliance of Alabama, proposed expanding career technical and dual-enrollment offerings between high school students and two-year junior colleges, as is being done in Alabama. Industry also can support apprenticeships or co-ops, though, as Richard Gilbert, a Principal Investigator with the Florida Advanced Technological Education Center, said, this may not work in Florida, which is a free labor state.


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