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Building Roseville’s Talent Pipeline

Bringing business, education, and workforce partners together to create high-quality, sustainable workforce solutions in Roseville.

The Roseville Area Chamber of Commerce will engage Roseville employers and educators in actively building talent, improving the skills of incumbent employees, and utilizing Talent Pipeline Management (TPM) as a tool for economic growth through five industry-specific collaboratives in key sectors: healthcare, manufacturing, construction, hospitality, and tech by December 2023.


This inclusionary Workforce Development initiative across sectors will support building high-quality talent pipelines that foster economic growth by:

  • convening businesses into employer-led industry collaboratives
  • providing personalized talent solutions to ensure Roseville’s workforce is trained, developed and upskilled into in-demand career pathways, and
  • improving collaboration with education, government and workforce partners by utilizing our collaborative’s real-time data


The Challenge

Just like in many communities across the United States, the Roseville Area Chamber of Commerce regularly hears from its members that finding candidates with the right skills for their most critical jobs has become more and more challenging. This skills gap is damaging productivity, ballooning hiring costs and, in many cases, sacrificing economic growth opportunities as industry leaders can’t find the workforce needed to fill their current vacancies, let alone those positions needed to expand their business operations.

While Roseville is well positioned for tremendous economic growth, the region’s goals will be out of reach without qualified workers to fill key vacancies.

With the compounding impact of the pandemic, it is crucial for Roseville’s employers to work towards overcoming talent solution challenges to help with the recovery and get our job seekers back to work.


The Solution

Building a workforce that meets employers’ needs now, and in the future requires direct input from employers on what critical positions they need to fill and what training or education is required to fill them. The proposed initiative of “Building Roseville’s Talent Pipeline” will create a consistent method of bringing business, education, and workforce partners together to create and sustain the high-quality workforce needed for the region’s continued economic prosperity.

It will empower employers to lead workforce development in the region. In partnership with the City of Roseville and other key partners listed below, the goal will be to create and support at least 5 industry-specific collaboratives across the Roseville Area focused on building a talent pipeline for about 20 critical job types in key sectors: healthcare, manufacturing, construction, hospitality, and tech by December 2023.

At the core of this work is the U.S. Chamber of Commerce Foundation’s Talent Pipeline Management® (TPM) initiative. Using lessons learned from supply chain management, the TPM initiative puts employers in the driver’s seat of workforce partnerships for demand-driven workforce solutions and provides the systematic and scalable approach employers needed to collaboratively build and manage quality talent pipelines for their most critical jobs.

The implementation of TPM will prioritize training for nearly 25-35 carefully selected community leaders to identify areas of greatest need and to convene industry leaders at the local and regional levels. In addition, the Roseville Area Chamber will hire a full-time project manager tasked with managing and coordinating the day-to-day operations of TPM.

Key Partnerships

This public-private partnership will engage stakeholders:

  • Key Industry Sectors – Health Care, Manufacturing, Construction, Hospitality, & Tech
  • City of Roseville – Economic Development Team
  • Placer County – Economic Development Team
  • Educators – Sierra College, William Jessup, Sac State
  • Golden Sierra Job Training Agency

Project Timeline

The Roseville Area Chamber will launch this initiative in March 2022, contingent upon securing funding for the program, and plan on completing the training for the first cohort and initiating the launch of the 5 collaboratives by December 2023. The implementation will be completed in the following four phases:


Phase 1: Needs Assessments & Stakeholders Engagement – one to six months

The first phase will consist of several focus groups to engage industry leaders in determining the jobs in which to focus the collaboratives and conducting a needs assessment. The Chamber will also identify and hire a project manager for the initiative during Phase 1. In addition to outlining the program expectations, phase 1 will result in the selection of our cohort’s participants.


Phase 2: TPM Academy – six to nine months

Facilitated by the U.S. Chamber Foundation, the TPM Academy is an in-person experience, combined with online activities and meetings, to train workforce leaders on the TPM approach. The TPM Academy will train 25-35 community leaders through two to four in-person or virtual meetings over six to nine months.  This training provides participants with a customizable framework to create solutions that directly address the challenges they face in building high-performing talent pipelines in their local economy.  Once completed, community leaders will be recognized as TPM Academy faculty. Technical assistance is offered throughout and after the TPM Academy.


Phase 3: Staggered Launch of TPM with 5 industry-specific collaboratives – eight months to two years

This phase of TPM is a demand-drive, employer led approach to identifying the skills gap that builds talent supply chains aligned to business needs.  In this phase includes six strategies:


  • Strategy 1: Organize Employer Collaborative
    Create a collaborative that organizes employers by industry 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.


Phase 4: Initiative Evaluation, Reporting, and Next Steps – one to three months

This phase will complete a thorough evaluation of the program, provide a report out on the progress or the program and identify lessons learned prior to launching the next Academy cohort, for which funding will need to be secured.


Reporting may include, but not limited to, number and name of participants, number of employees trained, placed or promoted, and any other return on investment represented by industry partners.



To launch and implement the “Building Roseville’s Talent Pipeline” Initiative, the total proposed budget is $264,000 over a two-year period as outlined below: to d

Year 1 / 2022 Year 2 / 2023 Total
TPM Academy Training $100,000 $0 $100,000
Project Manager $70,000 $70,000 $140,000
Administrative Cost $17,000 $7,000 $24,000
Total $187,000 $77,000 $264,000


The largest portion of the budget covers the phase 2 training cost which is fully incurred and completed in year 1 (2022). The implementation of the collaboratives begins in the second year with no additional training cost needed. Beginning in 2024, the cost for the six TPM strategies’ ongoing application will be absorbed by the participating employers and the Chamber will be responsible for the ongoing administration of the program.