Strategies for Workforce Development: A Toolkit for The Solar Industry

“This toolkit draws upon two years of…engagements with employers, trainers, industry associations and community organizations in diverse solar markets. It provides actionable steps for the solar industry to engage with the public workforce system and develop work-based learning opportunities, in order to meet the high demand for qualified employees and build a skilled and diverse solar workforce. This toolkit also shows how the solar industry can better align training opportunities with evolving workforce needs.

Illustrated by case studies and informed by best practices, the toolkit provides the industry - particularly solar employers - with tools to establish community partnerships supporting strong and diverse regional talent pipelines. From designing robust career pathways to tapping into business support services, the first section outlines ways to integrate solar into the public workforce development system. The second section explores key considerations for employers to overcome real or perceived challenges and implement work-based learning models to invest in the skillsets of current and future workers” (p.1).

Part 1 of the toolkit “defines key terms[,]… provides an overview of the legislation that guides the public workforce system…[, describes how] career pathways…[and] partnerships with other businesses and a variety of public partners can help solar companies solve their workforce development challenges…[, and provides an] action plan…to start a conversation with local partners and identify specific next steps and resources” (p.4). Part 2 “describes…types of work-based learning…[,] strategies for engaging key populations…[, and ] rules and regulations around work-based learning…[and includes a] step-by-step manual…to build a work-based learning program” (p.46).

“Accelerated industry expansion has nearly tripled U.S. solar employment since 2010, according to The Solar Foundation’s National Solar Jobs Census 2017. Today, over a quarter million Americans work in solar jobs, but recruiting and hiring qualified workers remains a priority and a challenge for the industry. The Solar Training Network strives to improve understanding of the national solar jobs landscape, and lays the groundwork for a better qualified, more diverse and better connected solar workforce” (p.1).

(Abstractor: Author and Website Staff)

The author’s findings include that: •“Solar businesses can benefit from engaging the public workforce system in their day-to-day operations in a variety of ways…Keeping an eye on recruiting, training, and advancing the workforce even when fully staffed can help businesses bolster the bottom line” (p.4). •“Solar businesses have access to a range of resources through local workforce development boards (LWDB) and American Job Centers (AJC), usually at no cost. These services can be especially helpful for small businesses and businesses with limited human resource management capacity” (p.10). •“85 [percent] of solar employers indicate that hiring is either ‘somewhat difficult’ or ‘very difficult.’ Many solar companies don’t know they can get help from a Business Services Representative at any of nearly 3,000 AJCs nationwide. Business Service Representatives can help [companies] post jobs for free, write job descriptions, find veterans and other job seekers, connect with local employee training opportunities, learn about federal, state, and local business resources…” (p.15). •“Only 34 [percent] of solar employers…provided a formalized on-the-job training program. Additionally, nearly two-thirds of solar employers expressed that a standardized, industry-wide training program would be of great value. This standardized training could involve system installation and connection, system components, and electricity basics. Employers also also expressed an increasing need to develop curriculum and training for new and growing technologies such as storage systems and microgrids” (p.20). •“[T]here is typically more funding available to support underemployed and unemployed trainees, so it is important for solar companies to develop relationships with their LWDBs to increase awareness of the need for up-skilling among incumbent solar employees” (p.21) •“Business Services Representatives and LWDBs also have close ties to area education and training providers, especially community colleges and career and technical education providers. They can connect employers to additional existing programs that offer or may be able to create certificate or credential programs if more formal or credit-bearing education is necessary” (p.23). •“The best work-based learning programs are employer-driven and designed to address specific skill gaps and long-term talent needs” (p.68). (Abstractor: Author and Website Staff)

• Last Updated:
• Created:
• Resource Publication Date: 2018
• Organizational Author(s): Thomas P. Miller & Associates
• Funding Source: U.S Department of Energy
• Resource Availability: Publicly available
• Posted by: Wesley Peterson
• Posted in: Workforce System Strategies