Colorado Talent Pipeline Report

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The annual Colorado Talent Pipeline Report identifies areas of growing demand and opportunity, key features of the current labor force, and strategies to balance the supply and demand equation for talent. It also highlights the Top Jobs in Colorado -- jobs with high annual openings, above average growth, and a good wage.

In accordance with 24-46.3-103 C.R.S. as amended by SB14-205, the CWDC presents the Colorado Talent Pipeline Report in partnership with the Department of Higher Education, the Department of Education, the Department of Labor and Employment, and the Office of Economic Development and International Trade, with support from the Office of State Planning and Budgeting, the State Demography Office at the Department of Local Affairs, and other partners.

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2022 Talent Pipeline Report

The 2022 Talent Pipeline Report will be released on Dec. 13, 2022. Join us for this virtual launch event at 3:30 p.m. to learn about highlights from this year’s report.

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2021 Talent Pipeline Report

The CWDC released the 2021 Talent Pipeline Report on Dec. 17, 2021. This eighth iteration of the Talent Pipeline Report continues to analyze and explain relevant labor market data, highlights pandemic data and recovery strategies, and provides data-informed recommendations to enhance the talent pipeline in Colorado.

View additional materials related to the 2021 Talent Pipeline Report

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Full Report

Overview

Appendices

The talent pipeline in Colorado is comprehensive, and workforce development encompasses all manner of education, upskilling, and support for all current and future workers, regardless of age. An effective talent and workforce development ecosystem must therefore support career-connected education and training for the population now learning in full-time education and for the three million Coloradans currently working throughout the state.

As we move into the 2022 Legislative Session, the following priorities and recommendations can further strengthen the talent pipeline by focusing resources and policy change on all components of the system. Additionally, legislators and local policy makers are encouraged to look at the reports coming from interim committees authorized in the 2021 Legislative Session, such as the Student Success and Workforce Revitalization Task Force, and to consider those priorities alongside the recommendations to guide the implementation of new concepts.

Cover of the 2021 Talent Pipeline Report

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2021 Policy Recommendations

Please note that additional details and action steps for the 2021 Recommendations can be found in the 2021 Talent Pipeline Report and Overview.

Enhance opportunities for employers to implement talent development strategies

Recommendation: Enhance the promotion of the Skill Advance Colorado program and the other skills training/workforce development courses through dedicated staff in all regions of the state.

Recommendation: Increase marketing and outreach to companies to raise awareness and understanding of skills-based hiring and work-based learning opportunities, and provide financial support for these efforts as needed.

Strengthen critical industries so all businesses can thrive

Recommendation: Invest in a tiered and expanded behavioral health workforce that includes paraprofessional staff, including peer specialists and peer navigators.

Recommendation: Implement strategies to expand a diverse early childhood workforce and streamline workforce pathways to ensure that high quality training opportunities articulate into transferable college credits to allow the early childhood workforce to apply experience and training toward further credential and degree attainment.

Structure supports necessary to enhance the participation of targeted populations in the labor force

Recommendation: Build into new policies both a requirement that all new and existing workforce development and existing higher education programs specifically market to, and reach out to, underserved businesses and individuals, and allocate resources necessary to conduct appropriate outreach.

Recommendation: Increase funding for non-degree credentials that business needs through state-based financial aid or another funding source, so that individuals have more access to training that will lead to career advancement.

Recommendation: Prioritize the incorporation of a transferable skills training curriculum into academic institutions at the secondary and postsecondary level to increase the market value of degrees and credentials.

Recommendation: Expand the use of Fair Chance hiring, coupled with skills training in cooperation with the Department of Corrections or nonprofits operating in pre-release and post-release programs, to help ensure the successful integration of our incarcerated population back into their communities.

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