There is a lot of uncertainty among workforce development professionals right now. All eyes are on Washington as we wait for WIOA reauthorization and watch the incoming administration take shape. We can’t predict the policy and funding landscape in the year ahead, but TPMA’s Workforce and Education team sees a few key themes as we prepare for 2025.
Collaboration is Key
We expect state and federal governments to continue investing in public-private partnerships to address our collective workforce challenges. But even without public funding, it will be critical for workforce development practitioners to work collaboratively with their education, industry, and community partners to adapt to evolving economic pressures and technology innovations. Programs must be well-aligned to industry needs while offering inclusive and equitable access to learners and job seekers. This won’t be easy as DEI initiatives of the COVID era fall out of favor and underserved /underrepresented communities continue to face barriers to entry and advancement.
Career and Technical Education (CTE) for All
In Ohio, Lieutenant Governor Jon Husted says every student should have access to career and technical education at their home school, while colleges and universities across the country are updating their academic offerings to ensure alignment with industry needs. We expect to see greater emphasis on career readiness from lawmakers and continued resistance from educators who believe a more holistic curriculum is necessary.
Adapting Apprenticeship for the Modern Workforce
During the first Trump Administration, we saw the brief but impactful introduction of Industry-Recognized Apprenticeship Programs, which aimed to give businesses more customization and control over their apprenticeship programs. Since then, apprenticeship purists and innovators alike have sought to expand access to paid work-based learning opportunities. In 2025, we expect to see more activity around youth/high school apprenticeship (such as Indiana’s iLab initiative), hybrid and remote solutions, and continued expansion into non-traditional fields. To keep employers engaged, we’ll have to offer just-in-time, customizable solutions.
Skills First
As skills-based hiring grows in popularity, education and training focusing on upskilling and reskilling the workforce will follow. In higher education, micro-credentials and credit for prior learning (CPL) foster lifelong learning and document qualifications over time. This recognition is vital for veterans, gig workers, and non-traditional learners. Elsewhere, personalized learning platforms and AI-driven recruitment tools are making it easier for employers and service providers to scale their talent attraction and development efforts. We are hopeful that these tech tools will also make it easier for job seekers to find opportunities and translate their life and work experience into relevant competencies.
Strategies for Data Usage
From K-12 to post-secondary education to workforce training, we see a push for better, more thoughtful tracking and use of data. Many institutions and school districts lack clear policies related to data utilization and strategic oversight, which becomes evident when attempting to adopt a new system or responding to requests for program outcomes. The Stronger Workforce for America Act, which builds on current WIOA legislation, calls for improved use of data and accountability measures to track progress and direct resources where they can make the most impact. In both instances, new performance metrics and accountability standards could strain already limited resources for workforce boards and education providers. Organizations will need data governance strategies to create much-needed processes, procedures, and safeguards for data.
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Author
Sara Tracy, Vice President, National Workforce & Education Strategies, TPMA