3. What best practices do we know? Where and when do they apply (and where do they not apply)?

Weaknesses

1. What are the barriers (funding, access, institutional, family care, wraparound services, etc.) for recruiting and retaining diverse communities into the workforce and training programs?
2. Where are the gaps? Are there populations we are currently failing, and why?

Opportunities

1. What are ways to take the best practices we know and extend them to different communities?
2. What are ways to address the identified barriers for recruitment? Do these address the identified gaps, and if not, how do we address those?
3. How do you provide opportunities and resources for diverse groups to enter and engage in training programs?

Potential Challenges

1. What barriers are difficult to remove or are out of our control, and why? Are there any ways to address these?
2. What obstacles or dynamics might make it challenging to effectively engage with new communities?
3. How can we balance the needs of different communities? How can we maximize positive impacts for different communities, while also minimizing any negative impacts (which are often unintentional or overlooked)?

BREAKOUT GROUP 2: BUILDING PARTNERSHIPS AMONG COMMUNITIES, TRAINING PROGRAMS, AND EMPLOYERS

This discussion will be centered around how to build partnerships between communities, education/training institutions (K–12 programs, apprenticeship programs, community colleges, tribal institutions, 4-year colleges and universities, etc.), labor organizations, and employers (transit agencies, manufacturing companies, etc.). During the discussion, make sure to address all types of partnerships and recognize the differences based on

the type of institution, such as a transit-run apprenticeship program versus a community college versus a 4-year university.

Strengths and Strategies

1. What are strong examples of successful partnerships, especially those with multiple partners and/or from recruitment to employment?
2. How did these partnerships launch successfully, and what are they doing well?

Weaknesses

1. Are there any examples of attempted partnerships that did not pan out? If so, why didn’t they work?
2. What challenges and barriers have you had to overcome to create successful partnerships? Where have you succeeded and what have you struggled with?

Opportunities

1. How can we expand on or leverage the current partnerships that already exist?
2. What strategies can we use to build partnerships across workforce development, including K–12, across academia (community colleges, 4-year, etc.), community organizations, recruitment, industry, etc.? What could these partnerships look like?

Potential Challenges

1. Given the different needs and types of programming across academic institutions (e.g., 2-year versus 4-year), how do we connect the right people and teams?
2. How do you bring together partners that may not communicate on a normal basis, but would enable successful partnerships?
3. For these intersectional partnerships, who takes the lead to bring everyone together? Are there examples where different types of organizations (universities, unions, etc.) take the lead, and if so, why are they the chosen lead?

BREAKOUT GROUP 3: DEVELOPING SUCCESSFUL TRAINING PROGRAMS

This discussion will be centered around how to develop successful pre-apprenticeship and education/training programs. These breakout groups will be split up into transit- or industry-led training programs, 2-year community colleges and trade schools, and 4-year colleges and universities.

Based on your group, answer the questions in relation to one of the following program types. Examples of training programs under each example are also listed.

1. Community Colleges
   1. Pre-apprenticeship and workplace skill programs, which often include learning workplace skills, mentorship, practicing interviews, shadowing potential jobs, etc.
   2. Apprenticeship programs that partner with unions, transit agencies, and industry, typically for mechanics, manufacturing, operators, etc.
   3. Management programs and training
2. Transit-Agency and Industry-Led Programs
   1. Similar to community college programs but internal
   2. These programs are registered through the U.S. Department of Labor and may have funding from the Federal Transit Administration for own training.
3. 4-Year Colleges/Universities
   1. As a part of degree programs, developing co-ops, design courses, and research partnerships with industry and transit agencies.
   2. Master’s and certification programs in transportation management; graduate school internships with state administrations, transit agencies, etc.

Strengths and Strategies

1. What defines a successful program?
2. What steps are necessary to build a successful program and how long does it take to build a new program? What resources (classes, technologies, partnerships, etc.) are necessary to build and maintain a strong training program?
3. How do you ensure that a training program is successfully preparing individuals for careers in transportation?
4. How do these programs develop effective pathways from training programs/internships into stable employment?

5. What are the most effective tools within these programs for obtaining and retaining a job. This may include career centers, direct-to-job apprenticeship programs, or co-op programs that provide opportunities for long-term jobs upon completion.
6. How do you measure the quality and efficacy of a training program? Measurements for quality and efficacy could include a program’s success in number or growth of training certificates/degrees, finding/securing jobs, job retention, etc.

Weaknesses

1. Where are areas of difficulty when developing or building a training program?
2. Are there any training or skills programs that are currently missing or limited based on the current needs of the job market? For example, there are a lot of programs for mechanics, but fewer trade programs for the marine or airline industry.
3. What is currently missing from current training programs that could:
   1. Make them more inclusive for women, people with disabilities, people of color, people with low incomes, etc.?
   2. Make graduates more capable and prepared for the current industry and job market?

Opportunities

1. What partnerships and/or new programs could be used to address the gaps and weaknesses in training/skills programs?
2. What strategies can be used to make training programs more inclusive for women, people with disabilities, people of color, people with low incomes, etc.?
3. Once you include all the different stakeholders, what does a program that includes community organizations, transit agencies, community colleges, 4-year universities, unions, etc., look like?

Potential Challenges

1. What barriers might exist for developing current programs or building new training programs? Examples might include developing new curricula and finding qualified teaching instructors (especially for newer technologies/industries), resources/funding, etc.?

BREAKOUT GROUP 4: RESOURCES AND FUNDING

This discussion will be centered around finding resources and funding for building new programs or developing current programs. This includes funding and resource opportunities for different types of institutions and what is needed to build and maintain training and education programs.

Strengths and Strategies

1. What resources (classes, technologies, partnerships, funding, etc.) are necessary to build a new, or maintain a strong, training program?
2. What funding opportunities are there (grants, etc.)?
3. How do you secure necessary funding to build and maintain a training program?
4. Where do you find funding and resources for career support, tuition, transportation, wraparound services, etc., for students/members of a programs?

Weaknesses

1. What resources or funding is currently missing that might enable more people to enter a training program? This might include tuition, transportation services, wraparound services, etc.
2. Where are resources duplicated? Where are resources or funding being used inefficiently?

Opportunities

1. How can you provide funding opportunities for students/individuals that brings them directly into work after finishing their program?
2. In cases where there are duplicated resources, how can we consolidate resources and minimize duplication efforts (shared curriculum material, information exchange, etc.)?
3. There have been a few recent examples of funding used for engaging with employers, the labor market, unions, etc. How do we find or use funding to bridge the training programs and these organizations, especially with state or local agencies? Can this funding be used for more recruitment and training? How do we frame this need in grants to successfully obtain funding for these areas?

Potential Challenges

1. Oftentimes, it can be difficult to secure institutionalized funding (e.g., at the university level) for funding these types of programs and opportunities. Does anyone have experience with securing this type of funding, and if so, how were they successful and what were the barriers?

DAY 2 WRAP-UP

For each topic:

1. What was the most exciting idea or opportunity you heard?
2. What was the most important takeaway from yesterday’s discussions?
3. What key factors need to be considered for addressing barriers/potential challenges and achieving opportunities and goals?
4. What should we prioritize when thinking about the different opportunities and goals?
   1. What types of opportunities and initiatives would you want to support?
   2. How much is funding a factor for these different initiatives?

This page intentionally left blank.