Talent Pipeline Management®

Tampa Bay Works has adopted the U.S. Chamber of Commerce Foundation’s Talent Pipeline Management® (TPM) model: a demand-driven, employer-led approach to aligning talent supply chains with dynamic business needs.
Because the nature of today’s ever-changing economy requires a closer connection between classroom and career, Tampa Bay employers play a critical leadership role as the “customers” of our education and training systems.

With TPM®, employers convene around shared workforce needs and take an active role in managing their collective talent pipeline, much as they would their own supply chain for other critical business inputs. This approach relies on engaged business leaders to address long-term talent pipeline needs and improve the talent supply chain through partnerships and clear communication with preferred education and training providers.


  • Prioritize alignment between education and workforce systems
  • Create shared value for students and workers, education and training providers, and employers
  • Shift employers into the driver’s seat to proactively lead partnerships with talent providers
  • Equip business with the practical tools necessary to build an effective talent supply chain
  • Provide a systematic framework flexible enough to be pursued as its own initiative or to enhance the employer role in an existing initiative


The TPM framework is composed of six strategies that, when implemented in sequence, create an effective talent supply chain. Each strategy is designed to build on the next and support employers in developing a more data- and performance-driven approach to improving education and workforce partnerships.

Strategy 1: Organize Employer Collaboratives

Create a collaborative that organizes employers to identify the most promising opportunities for engagement around similar workforce needs.

Strategy 2: Engage In Demand Planning

Develop projections for job openings to determine with accuracy the type of talent and how much of it employers need.

Strategy 3: Communicate Competency & Credential Requirements

Create a shared language to better communicate competency, credentialing, and other hiring requirements of critical jobs in ways that allow employers to signal similarities and differences.

Strategy 4: Analyze Talent Flows

Identify where employers historically source their most qualified talent and analyze the capacity of those sources—as well as untapped talent sources—to meet projected demand.

Strategy 5: Build Talent Supply Chains

Build and manage the performance of talent supply chains to create a positive return on investment for all partners.

Strategy 6: Continuous Improvement

Use data from your talent supply chain to identify the most promising improvement opportunities to generate a better return on investment in the future.


Tampa Bay is the first community in Florida to adopt the TPM model, which has already had a positive impact on over 1,000 employers across 26 states, including Michigan, Texas and Vermont.

Employers participating in the Tampa Bay Works employer collaboratives will have access to the actionable data generated by the regional collaboratives, as well as the shared knowledge and experiences of their counterparts nationwide.