Accessible Employment and Job Training Opportunities in the SWPA Life Sciences Sector

University Of Pittsburgh Accessible Employment and Job Training Opportunities in the SWPA Life Sciences Sector

February 2024 (Revised 3/29/24)

U3 Scope of Work

Project Overview

ECA & Greater Hazelwood Partnership

This report was commissioned at the request of Pitt’s Office of Innovation and Entrepreneurship and the Office of Engagement and Community Affairs (ECA).

Pitt has been a collaborator in the Greater Hazelwood community for 25 years and is a powerhouse in the life sciences.

Combining these two efforts is the next phase of our community commitment to the people of Greater Hazelwood: community-led efforts to identify educational and economic benefits in the emerging life sciences industry.

This includes the development of educational opportunities in STEM for all ages, building new paths of employment and innovative workforce development programs, and increased resource development and sharing.

This effort is part of the University's existing neighborhood commitments, which also include partnerships with the Homewood, Hill District, and Oakland neighborhoods.

Community members and Pitt partners work together to plan how the field of life sciences can benefit Greater Hazelwood | University of Pittsburgh

Photo Source: University of Pittsburgh. (2024). Hazelwood Green Life Sciences Summit 2024. Retrieved from https://www.pitt.edu/pittwire/featuresarticles/hazelwood-green-life-sciences-summit-2024

Project Overview

U3 Advisors Scope of Work

Gathered and Reviewed Existing Data and Industry Reports on life sciences job categories in Southwest PA, including exploring industry reports, publications, and economic development plans to identify areas of growth.

Identified and Databased High Opportunity Jobs for future Workforce Development by conducting an occupational analysis to identify high-opportunity jobs in the life sciences sectors, researching job market trends, potential growth, and documenting skills, education, and certifications. This was followed by conducting interviews with employers recruiting for these roles to gather insights into their hiring needs, preferences, and expectations, and researching best practices for workforce development.

Researched workforce development programs best practices , including analyzing programs in other regions, investigating successful strategies, case studies, benchmarking, assessing applicability to Southwest PA, identifying success factors, challenges, and compiling findings into a report while analyzing career pathways and support programs, especially those focused on transition training.

Supply Side Analysis involved conducting an assessment to identify and evaluate potential workforce development organizations and partners within our region, assessing their capabilities, resources, and expertise to determine the most suitable collaborators for our initiative.

Key Sector Trends

Defining Key Sectors

Life Sciences Employment Impact

National Impact

This research and the organization of the Life Sciences Jobs Inventory defines the industry by 5 key sectors, as outlined in the 2022 TEConomy/BIO report “The U.S. Bioscience Industry: Fostering Innovation and Driving America’s Economy Forward”.

State and Local Impact

‣ Pennsylvania is a leading state in Bioscience venture capital investments ($5.3B, 2018-21)

‣ Pittsburgh is in the top 25 metro employment regions for Medical Devices and Equipment, Research, Testing and Medical laboratories and Pharmaceuticals

Diversifying Opportunities in Life Sciences

Exploring Sub-Sectors and Complementary Jobs

To enhance our comprehension of life sciences job types, their local prevalence, and future demand, the Life Sciences Job Inventory encompasses positions in various sub-sectors and complementary fields.

This expansion is prompted by the recognition that, beyond the primary life science sectors highlighted in our research—underscored by Pennsylvania's leadership in Bioscience venture capital investments and Pittsburgh's inclusion in the top 25 metro employment regions for Medical Devices and Equipment, as well as Research, Testing, and Medical Laboratories—there exist additional sub-sectors and supportive job types poised for growth.

These categories, integral to our focus on future job growth, were derived from a thorough literature review and U3 research on ongoing and emerging investment and focus areas within Pittsburgh institutions*

Source: TEConomy/BIO. (2022). The U.S. Bioscience Industry: Fostering Innovation and Driving America’s Economy Forward.

SUB-SECTORS

‣ Additive Manufacturing

‣ Biology

‣ Biomanufacturing

‣ Biomedical Research

‣ Biotech

‣ Cell and Gene Therapies

‣ Chemistry

‣ Diagnostics

‣ Drug Discovery

‣ IT Health Technology / Software Development

‣ MedTech

‣ Pharmaceutical Preparation / Quality Control

‣ Regenerative Medicine

COMPLEMENTARY SECTORS

/ JOB TYPES

‣ Facilities, Construction, Maintenance and Repair

‣ Architecture & Engineering

‣ Finance

‣ Marketing, PR, and Communications

‣ Robotics

‣ Artificial Intelligence

‣ Sales

‣ Customer Service

Projected Job Growth in Life Science and Complementary Sectors by 2030

The database was first developed using key life science jobs relevant to Pittsburgh, identified from our research and industry reports.

It expanded by incorporating data from the Pennsylvania Department of Labor's projections, covering 716 job types across 22 sectors, predicting a demand for 709,156 jobs by 2030

Our analysis narrowed this down to 215 job types, with an expected demand of 200,000 jobs.

§ Life Science Sector employment is projected to grow by about 24,000 jobs, representing an ~6.0% by 2030.

§ Complementary Sectors anticipate a growth of around 180,000 jobs, reflecting a ~6.4% during the same period.

Research, Testing, and Medical Laboratories

Bioscience-related Distribution Marketing

Ag. feedstock and industrial biosciences

Engineering/Architecture

Research/Education

Customer Support/Administrative

This bar chart illustrates the annual demand for jobs in key life science and complementary sectors, reflecting a projected total annual demand of 20,194 jobs.

Optimizing Regional Opportunities: Exploring Growth and Regional Impact for High-Opportunity Jobs

Position Location Quotient

(ratio of an occupation’s share of employment in Pittsburgh MSA to that occupation’s share of employment in the U.S.)

§ This chart highlights jobs with the most promising potential.

§ Jobs within the orange box are noteworthy for their growth and region prevalence.

§ Our objective selection process prioritizes jobs in the best fit industry sector, guiding the choice of highopportunity jobs.

§ They were evaluated for high opportunity based on a scoring system.

Total 10 Year Demand

More details in the Appendix: Please refer to the “Exploring Potential High-Opportunity Jobs” section in the appendix for the list of all jobs, which are highlighted in the orange box

High Opportunity Job Criteria

1. Sector Relevance Does this job have relevance in key subsectors or complementary sectors?

2. Access (Education Requirements and Vocational Prep Time) Does eligibility for the job prioritize skill -based qualifications, emphasizing relevant competencies more than the requirement for a 4-year college degree?

3. Economic: Does the job typically offer a living wage and/or family sustaining pay? Does compensation exceed the local prevailing wage for an industry in the region?

4. Growth Potential: Is the region likely to have future demand for this job type? Does the job type fall into a high-growth sector in Pittsburgh that may not be present now? (e.g., biomedical, pharmaceutical, research, and other relevant sectors)?

5. Assessing prevalence and demand: How does the job's employment share in Pittsburgh compare to its share in the country overall?

High Opportunity Jobs

High Opportunity Jobs Dashboards

Life Science Sub Sector Jobs

Complementary Sector Jobs

Position Title

Position Summary: This paragraph outlines the responsibilities of a role focused on various tasks within a specific context.

Our sector categorization considers whether the position aligns seamlessly with the current industry sector or if it holds transferable potential

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

Salary and

Hourly

The lower 10% of workers earn this amount per hour or a lower wage.

Wages1 (Pittsburgh, PA – 2022)

Average Annual & Hourly Earnings for Workers

The line in the chart represents the minimum living wage for a position to be considered a "Good Job." To receive a non-zero score, the average wage in the chart must equal or surpass the established minimum for "Good Jobs.” See appendix for more methodology details

The upper 10% of workers earn this amount per hour or a higher wage.

§ The Pennsylvania Department of Labor Survey Data on the educational requirements for new hires in various occupations.

§ This section presents respondent insights, accompanied by categorizations of typical education and experience notes.

§ The overarching goal is to prioritize positions that do not require a four-year degree.

Demand due to employment growth measures the numerical change in projected number of job gains or losses

Current Region Prevalence

1.00 (Location Quotient)

Pittsburgh's job share of employment for this role compared to the national average average. While a Location Quotient (LQ) >1 indicates that the occupation is more concentrated in Pittsburgh, suggesting a relative specialization, it's important to note that, due to recent substantial investments in the life science sector, this category does not receive as high a weight in the scoring process as other variables such as the education requirements and living wage scores.

Specific Vocational Preparation (SVP)

Specific Vocational Preparation (SVP) represents the time a typical worker needs to learn techniques and acquire skills for average performance in a specific job situation, excluding orientation time. This training can include traditional degree education, vocational education, apprenticeship training, in-plant training, on-the-job training, and essential experience in other jobs.

Position Title

Sector:

Position Summary: This paragraph outlines the responsibilities of a role focused on various tasks within a specific context.

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

(10% High) Salary and Hourly Wages1 (Pittsburgh, PA – 2022)

The line in the chart represents the minimum living wage for a position to be considered a "Good Job." To receive a non-zero score, the average wage in the chart must equal or surpass the established minimum for "Good Jobs.” See appendix for more methodology details Average Hourly Earnings for Workers The lower 10%

(25% Lower Quartile)

§ The Pennsylvania Department of Labor Survey Data on the educational requirements for new hires in various occupations.

§ This section presents respondent insights, accompanied by categorizations of typical education and experience notes.

§ The overarching goal is to prioritize positions that do not require a four-year degree.

10 Year Demand Forecast: +###

Demand due to employment growth measures the numerical change in projected number of job gains or losses

Current Region Prevalence

1.00 (Location Quotient)

Pittsburgh's job share of employment for this role compared to the national average average. While a Location Quotient (LQ) >1 indicates that the occupation is more concentrated in Pittsburgh, suggesting a relative specialization, it's important to note that, due to recent substantial investments in the life science sector, this category does not receive as high a weight in the scoring process as other variables such as the education requirements and living wage scores.

Current Specific Vocational Preparation (SVP)

Specific Vocational Preparation (SVP) represents the time a typical worker needs to learn techniques and acquire skills for average performance in a specific job situation, excluding orientation time. This training can include traditional degree education, vocational education, apprenticeship training, in-plant training, on-the-job training, and essential experience in other jobs.

Sector Relevance (Key Sector, Sub-Sector or Complementary Sector)

Requirement)

Position Title

Position Summary: This paragraph outlines the responsibilities of a role focused on various tasks within a specific context.

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

High Opportunity Jobs Score

(10% Low)

(10% High) Salary and Hourly Wages1 (Pittsburgh, PA – 2022)

(25% Lower Quartile)

The line in the chart represents the minimum living wage for a position to be considered a "Good Job." To receive a non-zero score, the average wage in the chart must equal or surpass the established minimum for "Good Jobs.” See appendix for more methodology details Average Hourly Earnings for Workers The lower 10% of workers earn this amount per hour or a lower wage.

$ (25% Higher Quartile)

§ The Pennsylvania Department of Labor Survey Data on the educational requirements for new hires in various occupations.

§ This section presents respondent insights, accompanied by categorizations of typical education and experience notes.

§ The overarching goal is to prioritize positions that do not require a four-year degree.

Demand due to employment growth measures the numerical change in projected number of job gains or losses

Current Region Prevalence

1.00 (Location Quotient)

Pittsburgh's job share of employment for this role compared to the national average average. While a Location Quotient (LQ) >1 indicates that the occupation is more concentrated in Pittsburgh, suggesting a relative specialization, it's important to note that, due to recent substantial investments in the life science sector, this category does not receive as high a weight in the scoring process as other variables such as the education requirements and living wage scores.

Current Specific Vocational Preparation (SVP)

Specific Vocational Preparation (SVP) represents the time a typical worker needs to learn techniques and acquire skills for average performance in a specific job situation, excluding orientation time. This training can include traditional degree education, vocational education, apprenticeship training, in-plant training, on-the-job training, and essential experience in other jobs.

High Opportunity Jobs Dashboards

Life Science Sub Sector Jobs

Complementary Sector Jobs

Laboratory Animal Caretakers

O*NET Code: 31-9096.00

Sector:

and Medical Laboratories

Position Summary: Provide care for animals in laboratories by monitoring their health, cleaning cages, and sterilizing equipment. Assist in postoperative care, administer medication, and prepare samples for laboratory examination under supervision.

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +330

Salary and Hourly Wages (Pittsburgh, PA – 2022)

§ The PA Department of Labor classifies On-theJob Training-Moderate-Term as education (training in vocational schools, related on-thejob experience). However, according to respondents surveyed, 60% or more of positions in this occupation require a bachelor’s degree

§ Previous work-related skill, knowledge, or experience is required for these occupations.

3,890

Estimated Current2 33 Annual Demand

Current Region Prevalence

1.09

Location Quotient

This job's employment in Pittsburgh surpasses the state average by a factor of 1.09

Current Specific Vocational Preparation (SVP)

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Lab Technician (a.k.a. Quality Control Analysts)

Sector: Medical Devices and Equipment

Position Summary: Conduct tests to determine quality of raw materials, bulk intermediate and finished products. May conduct stability

10 Year Demand Forecast: +200

Salary and Hourly Wages (Pittsburgh, PA – 2022)

Current Region Prevalence

Location Quotient

The share of employment for this job in Pittsburgh is 1.66 times higher than in the state.

Current Specific Vocational Preparation (SVP)

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years § Most of these careers need vocational school training, on-the-job experience, or an associate's

§ Job Zone Three: Medium Preparation Needed

Laboratory Safety Technicians

Position Summary: Occupational Health Specialists and Technicians work together to ensure workplace safety. Specialists assess and create preventive programs, while Technicians gather data and execute safety initiatives. Specialists enforce laws, while Technicians implement programs in various sectors.

Salary and Hourly Wages (Pittsburgh, PA – 2022)

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +50

§ The PA Department of Labor classifies Onthe-Job Training-Moderate-Term as education (training in vocational schools, related on-the-job experience). However, according to respondents surveyed, 60% or more of positions in this occupation require a bachelor’s degree

§ Previous work-related skill, knowledge, or experience is required for these occupations.

Current Region Prevalence

Location Quotient

Pittsburgh's job concentration for this role is notably lower compared to the US average.

Current Specific Vocational Preparation (SVP)

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Laboratory Safety Specialists

O*NET Code: 19-5011.00

Sector: Research, Testing, and Medical Laboratories

Position Summary: Occupational Health Specialists and Technicians work together to ensure workplace safety. Specialists assess and create preventive programs, while Technicians gather data and execute safety initiatives. Specialists enforce laws, while Technicians implement programs in various sectors.

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly . Growth Potential

Location Quotient Current Region Prevalence

This job's employment in Pittsburgh surpasses the state average by a factor of 1.17

O*NET Code: 19-4031.00

Sector: Pharmaceuticals

Position Summary: Perform lab tests aiding scientific analysis of solids, liquids, and gases. Assist in research, product development, quality control, and environmental standards, involving experimental chemistry and related sciences

10 Year Demand Forecast: +150

Salary and Hourly Wages (Pittsburgh, PA – 2022)

Current Region Prevalence

$22 $29 $37 $42 Good Jobs Minimum

Location Quotient

$18

Education requirements

survey data not available

§ Most of these careers need vocational school training, on-the-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations.

This job's employment in Pittsburgh surpasses the state average by a factor of 1.74

Current Specific Vocational Preparation (SVP)

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Sector: Bioscience-Related Distribution

Position Summary: Assist biological and medical scientists. Set up, operate, and maintain laboratory instruments and equipment, monitor experiments, collect data and samples, make observations, and calculate and record results. May analyze organic substances, such as blood, food, and drugs.

Salary and Hourly Wages (Pittsburgh, PA – 2022)

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +220

3,890

Estimated Current2 22 Annual Demand

Current Region Prevalence

2.36

Location Quotient

§ Most of these occupations require a fouryear bachelor's degree.

§ A considerable amount of work-related skill, knowledge, or experience is needed for these occupations.

§ However, they often offer very low wages relative to their education requirements.

The share of employment for this job in Pittsburgh is 2.36 times higher than in the state.

Current Specific Vocational Preparation (SVP)

§ Job Zone Four: Considerable Preparation Needed

§ (SVP=7.0 to < 8.0) with vocational preparation time: Over 2 years up to and including 4 years

Nuclear Medicine Technologists

Sector: Research, Testing, and Medical Laboratories

Position Summary: Prepare, administer, and measure radioactive isotopes in therapeutic, diagnostic, and tracer studies using a variety of radioisotope equipment. Prepare stock solutions of radioactive materials and calculate doses to be administered by radiologists. Execute blood volume, red cell survival, and fat absorption studies following standard laboratory techniques.

Salary and Hourly Wages (Pittsburgh, PA – 2022)

10 Year Demand Forecast: +60

§ Most of these careers need vocational school training, on-the-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations.

Current Region Prevalence

Location Quotient

The share of employment for this job in Pittsburgh is 1.66 times higher than in the state.

Current Specific Vocational Preparation (SVP)

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Medical/Clinical Laboratory Technologists

O*NET Code: 29-2011.00

Sector: Complementary (Healthcare)

Position Summary: Conduct complex medical laboratory tests for disease diagnosis, treatment, and prevention. May train or supervise staff. Analyze laboratory findings for accuracy. Perform chemical analysis of biological samples and study blood samples for various purposes. Conduct research under microbiologist or biochemist direction.

(Pittsburgh, PA – 2022)

§ Most of these occupations require a four-year bachelor's degree, but some do not.

§ A considerable amount of work-related skill, knowledge, or experience is needed for these occupations.

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +1,180

13,450

Estimated Current2 180 Annual Demand

Current Region Prevalence

1.27

Location Quotient

Pittsburgh's job concentration for this role is slightly higher compared to the US average.

Current Specific Vocational Preparation (SVP)

§ Job Zone Four: Considerable Preparation Needed

§ (SVP = 7.0 to < 8.0) with vocational preparation time: Over 2 years up to and including 4 years

Medical Equipment Preparers

Position Summary: Prepare, sterilize, install, or clean laboratory or healthcare equipment. May perform routine laboratory tasks and operate or inspect equipment. $31,820

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +130

2,010

Medical Devices and Equipment § Job Zone Three: Medium Preparation

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations.

Estimated Current2 13 Annual Demand

Current Region Prevalence

1.13

Location Quotient

Pittsburgh's job concentration for this role is slightly higher compared to the US average.

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Medical Equipment Repairers

Position Summary: This job involves testing, repairing, and installing medical equipment while ensuring safety and compliance with regulations. It includes developing maintenance procedures, evaluating technical specs for purchasing equipment, and safeguarding patients and staff from potential hazards.

and

Wages (Pittsburgh, PA – 2022)

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +130

2,010

Estimated Current2 13 Annual Demand

Current Region Prevalence

1.13

Location Quotient

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations.

Pittsburgh's job concentration for this role is slightly higher compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Medical Appliance Technicians

Current Region Prevalence

Location Quotient

This job's employment in Pittsburgh surpasses the state average by a factor of 1.51

§ Job Zone Three: Medium Preparation

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Electromechanical Equipment Assemblers

Growth Potential

Position Summary: Assemble or modify electromechanical equipment or devices, such as servomechanisms, gyros, dynamometers, magnetic drums, tape drives, brakes, control linkage, actuators, and appliances..

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +460

Salary and Hourly Wages (Pittsburgh, PA – 2022)

16,570

Estimated Current2 46 Annual Demand

Current Region Prevalence

1.89

Location Quotient

The share of employment for this job in Pittsburgh is 1.89 times higher than in the state.

§ (SVP = 7.0 to < 8.0) with vocational preparation time: Over 2 years up to and including 4 years § These occupations usually

§ Job Zone Four: Considerable Preparation Needed

C.N.C. Tool Operators

O*NET Code: 51-9161.00

Sector: Medical Devices and Equipment

Position Summary: Operate computer-controlled tools, machines, or robots to machine or process parts, tools, or other work pieces made of metal, plastic, wood, stone, or other materials. May also set up and maintain equipment.. (CNC=Computer Numerically Controlled)

Growth Potential

Salary and Hourly Wages (Pittsburgh, PA – 2022)

$36,510

§ These occupations usually require a high school

§ Some previous work-related skill, knowledge, or

10 Year Demand Forecast: +90

11,570

Estimated Current2 9 Annual Demand

Current Region Prevalence

1.70

Location Quotient

The share of employment for this job in Pittsburgh is 1.70 times higher than in the state.

§ Job Zone Two: Some Preparation Needed

§ (SVP = 4.0 to < 6.0) with vocational preparation time: Over 2 years up to and including 4 years

Mechanical Engineering Techs/Technologists

Growth Potential

Position Summary: Apply

10 Year Demand Forecast: +130

1,370

Estimated Current2 13 Annual Demand

Current Region Prevalence

1.15

Location Quotient

Pittsburgh's job concentration for this role is slightly higher compared to the US average.

§ Job Zone Three: Medium Preparation

Industrial Engineering Techs/Technologists

Growth Potential

Position Summary: Apply engineering theory and principles to problems of industrial layout or manufacturing production, usually under the direction of engineering staff. May perform time and motion studies on worker operations in a variety of industries for purposes such as establishing standard production rates or improving efficiency..

Salary and Hourly Wages (Pittsburgh, PA – 2022)

10 Year Demand Forecast: +110

1,800

Estimated Current2 11 Annual Demand

Current Region Prevalence

0.62

Location Quotient

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is

occupations.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years Pittsburgh's job concentration for this role is slightly lower compared to the US average.

Mapping Potential Opportunities: High

Opportunity Jobs within Key Sub-Sectors

The tables showcase high-opportunity jobs in the Life Science Key Sub-sectors for future workforce development training, including Medical Devices & Equipment, Research, Testing, and Medical Laboratories. These opportunities indicate a total demand of 6,984 jobs by 2030, with an annual demand from growth of 373 jobs.

Highly related job functions and potential pathways from lower-wage to higher-wage roles.

Entry-Level Opportunities in Life Sciences for High School Graduates

The life science sector offers significant opportunities for high school graduates, particularly in entry-level research and equipment technician roles designed with clear progression paths to high -wage positions. These positions provide a practical entry point (paid, on-the-job training), allowing graduates to gain hands -on experience and kick-start a career in scientific research and/or pathway to furthering education.

Focusing on these roles meets the industry's need for new talent and supports ongoing innovation, while offering a pathway for professional growth in life sciences

High Opportunity Jobs Dashboards

Life Science Sub Sector Jobs

Complementary Sector Jobs

Computer Support (Help Desk Tech)

O*NET Code: 15-1232.00

Sector: Complementary (IT/Computer)

Position Summary: Provide technical assistance to computer users.

Answer questions or resolve computer problems for clients in person, via telephone, or electronically. May provide assistance concerning the use of computer hardware and software, including printing, installation, word processing, electronic mail, and operating systems.

Salary and Hourly Wages (Pittsburgh, PA – 2022)

Education requirements

survey data not available

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +2,450

28,780

Estimated Current2 245 Annual Demand

Current Region Prevalence

1.04

Location Quotient

Pittsburgh's job concentration for this role is slightly higher compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Computer Network Support Specialists

O*NET Code: 15-1231.00

Sector: Complementary (IT/Computer)

Position Summary: Analyze, test, troubleshoot, and evaluate existing network systems, such as local area networks (LAN), wide area networks (WAN), cloud networks, servers, and other data communications networks. Perform network maintenance to ensure networks operate correctly with minimal interruption.

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +720

Salary and

Wages (Pittsburgh, PA – 2022)

$37,240

§ Most of these occupations require a fouryear bachelor's degree, but some do not.

§ However, PA Department of Labor data shows Associate’s Degree as the education required for entry for this job

4,270

Estimated Current2 72 Annual Demand

Current Region Prevalence

0.71

Location Quotient

Pittsburgh's job concentration for this role is slightly Lower compared to the US average.

§ A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. Current Specific Vocational Preparation (SVP)

§ Job Zone Four: Considerable Preparation Needed

§ (SVP = 7.0 to < 8.0) with vocational preparation time: Over 2 years up to and including 4 years

Diagnostic Medical Sonographers

O*NET Code: 29-2032.00

Sector: Complementary (Healthcare)

Position Summary: Generate ultrasonic recordings of internal organs for medical use. Clean and maintain sonographic equipment, coordinate with healthcare team members, and assist during invasive procedures. Analyze images to identify variations between healthy and pathological areas and determine if the exam scope should be extended based on findings.

Salary and

Wages (Pittsburgh, PA – 2022)

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +500

3,040

Estimated Current2 50 Annual Demand

Current Region Prevalence

0.89

Location Quotient

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these

Pittsburgh's job concentration for this role is slightly lower compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Surgical Technologist

Sector: Complementary (Healthcare)

Position Summary: Assist in operations, under the supervision of surgeons, registered nurses, or other surgical personnel. May help set up operating room, prepare and transport patients for surgery, adjust lights and equipment, pass instruments and other supplies to surgeons and surgeons' assistants, hold retractors, cut sutures, and help count sponges, needles, supplies, and instruments.

Salary and Hourly Wages (Pittsburgh, PA – 2022)

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +330

3,630

Estimated Current2 33 Annual Demand

$42,190

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations

Current Region Prevalence

1.02

Location Quotient

Pittsburgh's job concentration for this role is slightly higher compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Code:

Sector: Complementary (Facilities/Construction/Maintenance)

Position Summary: Install, maintain, and repair electrical wiring, equipment, and fixtures. Ensure that work is in accordance with relevant codes. May install or service street lights, intercom systems, or electrical control systems..

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +2,030

$40,570 $48,700 $63,060 $90,030 $103,610 Salary and Hourly Wages (Pittsburgh, PA – 2022)

21,130

Estimated Current2 203 Annual Demand

Current Region Prevalence

0.85

Location Quotient

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations.

Pittsburgh's job concentration for this role is slightly lower compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Technicians

Sector: Complementary (Facilities/Construction/Maintenance)

Position Summary: Install or repair heating, central air conditioning, HVAC, or refrigeration systems, including oil burners, hot-air furnaces, and heating stoves.

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +790

Salary and Hourly Wages (Pittsburgh, PA – 2022)

$36,490

$45,080 $50,080 $63,130 $80,200

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations.

17,580

Estimated Current2 79 Annual Demand

Current Region Prevalence

1.17

Location Quotient

Pittsburgh's job concentration for this role is higher compared to the US average.

Current Specific Vocational Preparation (SVP)

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

1

Construction Laborers

O*NET Code: 47-2061.00

Sector: Complementary (Facilities/Construction/Maintenance)

Position Summary: This job involves physical labor at construction sites, operating various hand and power tools like hammers and cement mixers. Tasks include site preparation, digging, setting up support structures, erecting scaffolding, and cleaning up debris.

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +4,380

Salary and

Wages (Pittsburgh, PA – 2022)

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations.

37,590

Estimated Current2 438

Annual Demand

Current Region Prevalence

1.32

Location Quotient

This job's employment in Pittsburgh surpasses the state average by a factor of 1.32

§ Job Zone Two: Some Preparation Needed

§ (SVP = 4.0 to < 6.0) with vocational preparation time: Over 2 years up to and including 4 years

Plumbers, Pipefitters, and Steamfitters

Sector: Complementary (Facilities/Construction/Maintenance)

Position Summary: Assemble, install, alter, and repair pipelines or pipe systems that carry water, steam, air, or other liquids or gases. May install heating and

Growth Potential

and Hourly Wages (Pittsburgh, PA – 2022)

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

or

10 Year Demand Forecast: +820

14,730

Estimated Current2 82 Annual Demand

Current Region Prevalence

1.21

Location Quotient

Pittsburgh's job concentration for this role is higher compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Welders, Cutters, Solderers, and Brazers

Sector: Complementary (Facilities/Construction/Maintenance)

Position Summary: Use hand-welding, flame-cutting, hand-soldering, or brazing equipment to weld or join metal components or to fill holes, indentations, or seams of fabricated metal products.

Growth Potential

$43,360 $47,550 $56,400 $68,060 Salary and Hourly Wages (Pittsburgh, PA – 2022)

10 Year Demand Forecast: +1,310

16,260

Estimated Current2 131 Annual Demand

Current Region Prevalence

0.90

Location Quotient

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is

for these occupations.

Pittsburgh's job concentration for this role is slightly lower compared to the US average.

§ Job Zone Two: Some Preparation Needed

§ (SVP = 4.0 to < 6.0) with vocational preparation time: Over 2 years up to and including 4 years

Maintenance Workers, Machinery

Sector: Complementary (Facilities/Construction/Maintenance)

Position Summary: Conduct routine machinery maintenance, including lubrication and part replacement. Clean machines using various equipment. Collaborate with colleagues for machine repairs or relocations. Dispose of worn parts and maintain work areas. Dismantle machines for repair using hand tools or equipment. Inspect and mark defective machine parts or report repair needs to supervisors.

Growth

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +340

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations.

Current Region Prevalence

Location Quotient

§ Job Zone Two: Some Preparation Needed

§ (SVP = 4.0 to < 6.0) with vocational preparation time: Over 2 years up to and including 4 years Pittsburgh's job concentration for this role is slightly lower compared to the US average.

Supervisors of Mechanics, Installers, Repairers

Complementary (Facilities/Construction/Maintenance)

Position Summary: Directly supervise and coordinate the activities of mechanics, installers, and repairers. May also advise customers on recommended services. Excludes team or work

Growth Potential

and Hourly Wages (Pittsburgh, PA – 2022)

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is

10 Year Demand Forecast: +1,400

22,420

Estimated Current2 140 Annual Demand

Current Region Prevalence

1.09

Location Quotient

Pittsburgh's job concentration for this role is slightly higher compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Industrial Machinery Mechanics

Sector: Complementary (Facilities/Construction/Maintenance)

Position

or

or

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +4,370

18,120

Estimated Current2 437 Annual Demand

Current Region Prevalence

1.06

Location Quotient

Pittsburgh's job concentration for this role is slightly higher compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

1

Facilities Technician

O*NET Code: 49-9071.00

Sector: Complementary (Facilities/Construction/Maintenance)

Position Summary: Perform maintenance tasks, utilizing multiple skills from various occupations, to repair machines, mechanical equipment, or building structures. Tasks involve pipe fitting, HVAC maintenance, welding, carpentry, electrical/mechanical equipment repair, and installing/fixing buildings or equipment.

Salary and

Wages (Pittsburgh, PA – 2022)

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +4,950

57,890

Estimated Current2 495 Annual Demand

Current Region Prevalence

0.93

Location Quotient

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree.

§ Previous work-related skill, knowledge, or experience is required for these occupations.

Pittsburgh's job concentration for this role is slightly lower compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Sales Representatives of Services

Sector: Complementary (Sales)

Position Summary: Sell services to individuals or businesses. May describe options or resolve client problems. (a.k.a. Sales Representatives of Services, Except

Services, and Travel )

and Hourly Wages (Pittsburgh, PA – 2022)

Growth Potential

Bright Outlook Designation for PA: This occupation, is expected to grow rapidly .

10 Year Demand Forecast: +3,920

35,720

Estimated Current2 392 Annual Demand

Current Region Prevalence

0.87

Location Quotient

Pittsburgh's job concentration for this role is slightly lower compared to the US average.

§ Job Zone Two: Some Preparation Needed

§ (SVP = 4.0 to < 6.0) with vocational preparation time: Over 2 years up to and including 4 years

Sales Representatives of Technical/Scientific

Sector: Complementary (Sales)

Position Summary: Sell goods for wholesalers or manufacturers where technical or scientific knowledge is required in such areas as biology, engineering, chemistry, and electronics, normally obtained from at least 2 years of postsecondary education.

Growth Potential

Salary and Hourly Wages (Pittsburgh, PA – 2022)

10 Year Demand Forecast: +630

7,190

Estimated Current2 63 Annual Demand

Current Region Prevalence

0.53

Good Jobs Minimum Pittsburgh's job concentration for this role is slightly lower compared to the US average.

Location Quotient

§ Most of these occupations require a four-year bachelor's degree, but some do not.

§ A considerable amount of work-related skill, knowledge, or experience is needed for these occupations.

§ Job Zone Four: Considerable Preparation Needed

§ (SVP = 7.0 to < 8.0) with vocational preparation time: Over 2 years up to and including 4 years

O*NET Code: 51-4041.00 Sector: Complementary (Production/Manufacturing)

Position Summary: Operate machine tools to produce precision metal parts. Includes precision instrument makers who fabricate, modify, or repair instruments. May also fabricate and modify machine tool parts, applying knowledge of mechanics and metal properties.

Growth Potential

$63,980 Salary and Hourly Wages (Pittsburgh, PA – 2022)

10 Year Demand Forecast: +1,090

12,450

Estimated Current2 109 Annual Demand

Current Region Prevalence

1.03

Location Quotient

§ Most occupations in this zone require training in vocational schools, related onthe-job experience, or an associate's degree

§ Previous work-related skill, knowledge, or experience is

Pittsburgh's job concentration for this role is slightly higher compared to the US average.

§ Job Zone Three: Medium Preparation Needed

§ (SVP = 6.0 to < 7.0) with vocational preparation time: Over 1 year up to and including 2 years

Inventory Specialist

Complementary (Logistics/Transportation)

Position Summary: Perform clerical duties related to weighing, measuring, and checking materials. Collect and record product samples, prepare labels, and communicate with customers and vendors. Verify shipment accuracy and quality specifications, and compute charges for shipments. Prepare samples for laboratory analysis or testing.

Wages (Pittsburgh, PA – 2022)

Growth Potential

10 Year Demand Forecast: +390 12,100

Estimated Current2 39 Annual Demand

Current Region Prevalence

Location Quotient

Pittsburgh's job concentration for this role is slightly lower compared to the US average.

§ Job Zone Two: Some Preparation Needed

§ (SVP = 4.0 to < 6.0) with vocational preparation time: Over 2 years up to and including 4 years

Production, Planning, Expediting Clerks

O*NET Code: 43-5061.00 Sector: Complementary (Logistics/Transportation)

Position Summary: Perform clerical duties related to weighing, measuring, and checking materials. Collect and record product samples, prepare labels, and communicate with customers and vendors. Verify shipment accuracy and quality specifications, and compute charges for shipments. Prepare samples for laboratory analysis or testing.

and Hourly Wages (Pittsburgh, PA – 2022)

§ These occupations usually require a high school diploma. § Some previous work-related skill, knowledge, or experience is

Growth Potential

10 Year Demand Forecast: +870

10,520

Estimated Current2 87 Annual Demand

Current Region Prevalence

0.58

Location Quotient

Pittsburgh's job concentration for this role is slightly lower compared to the US average.

§ Job Zone Two: Some Preparation Needed

§ (SVP = 4.0 to < 6.0) with vocational preparation time: Over 2 years up to and including 4 years

Mapping Potential Opportunities: High

Opportunity Jobs within Complementary Sectors

The tables showcase high-opportunity jobs in Complementary sectors for future workforce development training, including Computing Support, Supply Chain Logistics, Healthcare Technical, Facilities & Construction and Technical Sales. These opportunities indicate a total demand of 35,897 jobs by 2030, with an annual demand from growth of 3,129 jobs.

Entry-Level Opportunities in Complementary Sectors for High School Graduates

High-opportunity sectors for workforce development training include Computing Support (e.g., Help Desk), Supply Chain Logistics Support, Healthcare Technical fields, Facilities & Construction, and Technical Sales.

These fields offer substantial opportunities for high school graduates, particularly in entry-level roles with clear paths to high-wage positions.

Graduates can gain hands-on experience and essential skills in these dynamic industries, starting with foundational roles in computing or other technical areas, and progressing in their careers.

Insights from Stakeholder Interviews

Pittsburgh Education and Workforce Development Interviews

Best Practices Interviews and Research

Workforce Development Landscape:

Existing Life Sciences Initiatives and Training Programs

The following workforce development programs and initiatives are not an exhaustive list of offerings in the region but are the relevant efforts and entities that provide opportunity for partnership, are already supporting the life-sciences talent pipeline or demonstrate the opportunity to do so in the future.

Anchor Institutions

University of Pittsburgh

• Pittsburgh Life Sciences Alliance

• START Program (Clinical Research)

• Pitt Hire Local Program

• IT Apprenticeships (Dental & Computing)

UPMC

• Pathways to Work program

• Freedom House 2.0 (first responders)

Carnegie Mellon University

• Robotics Academy

• SMART Program (robotics technicians) Community College of Allegheny County

• Training Programs (mechatronics, AI, cyber security)

• Workforce Dev. & Training Center (robotics, cyber security, IT)

Community/Workforce Organizations

Bidwell Training Center

• START Program (w/ U Pitt)

Partner4Work

• Learn & Earn

• Industry Recognized Training Pipeline

• EARN

Jewish Family and Community Services

• Employer and Job Seeker services

InnovatePGH

• Innovation District Skills Alliance Program (w / JFCS)

• Promoting Emerging Entrepreneurs in Robotics (PEER) Fellowship (w / CMU)

New Century Careers

• Registered Robotics Technician Apprenticeship (w/ CCAC)

Private Employers

Thermo Fisher Scientific

• Sector: Bio-science Related Distribution

• Focus: Scientific and laboratory supplies and equipment

• Current/Future Initiatives: Customized training program in partnership with Pitt Community College

• Participants guaranteed interview with employer

ElevateBio

• Sector: Bio-science Related Distribution

• Focus: Cell and gene therapy development

• Current/Future Initiatives: Focused training / bootcamp for high school, 2-year college and trade / vocational students

Workforce Development Landscape:

Anchor-led Initiatives

Anchor Institutions

University of Pittsburgh

• START Program (Clinical Research)

• Pitt Hire Local Program

• IT Apprenticeships (Dental & Computing)

• Pittsburgh Life Sciences Alliance Program Partners

Bidwell Training Center

• START Program (w/ U Pitt)

Community College of Allegheny County

• Training Programs (mechatronics, AI, cyber security)

• Workforce Dev. & Training Center (robotics, cyber security, IT)

InnovatePGH

• Innovation District Skills Alliance Program (w / JFCS, West Philadelphia Skills Initiative)

Pittsburgh Life Sciences Alliance

New Century Careers

• Registered Robotics Technician Apprenticeship (w/ CCAC)

Clinical Research, IT & Data Science

Pitt’s Clinical and Translational Science Institute, a NIH-funded network aimed at accelerating translation of research into clinical practice and public policy, in collaboration with the Bidwell Training Center, a tuition -free vocational school, created the START program which offers an innovative approach to workforce development by providing clinical research assistant training.

Pitt Hire Local Program: Pitt's Hire Local initiative, part of the Anchor Initiatives, has employed 54 full-time staff from local neighborhoods, strengthening community ties and regional economic growth.

IT Apprenticeships (Dental & Entry Level Computing): The University of Pittsburgh has launched a dental assistant apprenticeship program and is actively working on the development of an entry-level computing and data science program.

Pittsburgh Life Sciences Alliance: Sector-specific collective initiative aimed at transforming Pittsburgh into a global hub for life sciences; Pitt contributes through its research initiatives, educational programs, and resources.

Workforce Development Landscape:

Anchor-led Initiatives

Anchor Institutions

UPMC

• Pathways to Work program

• Freedom House 2.0 (first responders) Program Partners

Partner4Work

• Learn & Earn

• Industry Recognized Training Pipeline

• EARN

PA Career Link at Carnegie Library of Pittsburgh

• Personalized job search assistance

Allied Health (First Responders and Medical Assistants):

Freedom House 2.0 a 10-week program that trains economically disadvantaged community members to become first responders.

UPMC’s Pathways to Work: Aims to increase access to employment through training, education, and dedicated support from UPMC staff. Hired nearly 600 individuals who were previously on Temporary Assistance for Needy Families (TANF)

Medical Assistant In-house On-The-Job-Training Program:

Addressing staffing shortages but hiring individuals and training

Workforce Development Landscape:

Anchor-led Initiatives

Anchor Institutions

Carnegie Mellon University

• Robotics Academy

• SMART Program (robotics technicians) Program Partners

New Century Careers

• Registered Robotics Technician Apprenticeship (w/ CCAC)

Community College of Allegheny County

• Training Programs (mechatronics, AI, cyber security)

• Workforce Dev. & Training Center (robotics, cyber security, IT)

InnovatePGH

• Promoting Emerging Entrepreneurs in Robotics (PEER) Fellowship (w / CMU)

Robotics and Smart Manufacturing

SMART Robotics Technician Workforce Development Program:

Carnegie Mellon Robotics Academy’s (CMRA) Smart Manufacturing and Advanced Robotics Training (SMART) program provides opportunity to aspiring technicians, lowers the financial barrier to course material, and bridges the gap between skilled talent and environmental requirements.

The CS-STEM Network (www.cs2n.org) was developed by Carnegie Mellon Robotics Academy, and is a comprehensive learning management system hosting various courses such as the SMART Robotics Technician Program. It focuses on enriching computational thinking and STEM skills crucial for robotics and serves over a million learners annually. The platform offers a variety of educational content, interactive training, and certifications, supporting educators and aspiring technicians alike. CS2N provides essential tools that facilitate effective learning and career preparation in the rapidly evolving robotics industry.

Workforce Development Theory of Change

Inputs Activities Outcomes

✓ Identify the Challenge

✓ Collaborate on Solutions Setting Goals and Measuring Baselines

✓ Pilot New / Support Existing Programs

✓ Track Progress, Report Results And Modify Programs

Convener

‣ Forge Strategic Partnerships

‣ Fundraising

‣ Facilitate education/training

‣ Connect talent pool with resources and jobs

‣ Evaluate process and track results

Life Science Workforce Development Pipelines Effective Workforce Development Collaboration

Anchor Institutions

& Employers

‣ Job Commitments

‣ Job - shadowing

‣ Apprenticeships

‣ Preferential hiring

‣ Recruit, train and

Workforce Development at Pitt: Medical to Research Pathways

The Challenge: How do we bring more people into the research workforce and continue to train them through professional development?

The Solution: Pitt’s Clinical and Translational Science Institute & HR teams Partner with advisory board member and Bidwell

Training CEO to create the START Program:

✓ Medical to Research Pathway: Free Medical Assistant Training for high school graduates and second or third career adults in Medical Assisting Program: 12-hour adjunct training integrated into medical assistant training, covering essential clinical research skills. Students can choose between the Medical

Assisting Pathway for externship or the Clinical Research Assisting pathway for a career trajectory

✓ Collaborative Process: Pitt and Bidwell jointly design and develop curriculum for the START program. Pitt’’s CTSI and HR Collaborated to revise job descriptions, ensuring Bidwell students meet eligibility criteria for positions.

✓ University Research Partners Agreement: Students opting for clinical research pathway are partnered with University Research Partners. An agreement ensures that a position is available for the extern to apply to if they are a good fit.

✓ Over 100 medical assistant students are now also eligible for entry level research positions.

✓ Pitt hosted 12 students, hired 6 as research assistants, and most stayed for a year, showing good retention (Childcare was a key issue affecting retention.)

✓ Seeking funding to expand Pilot to train more high school students:

✓ Expanding Medical to Research Pathway: Pitt CTSI team are working with A.W. Beattie Career Center and other technical schools

✓ Exploring “Stand Alone” Training at Pitt: Seeking to launch a similar program with two potential options: 1) formalized certificate program through the college of general studies and 2) a nontuition in-house training program offering research assisting certificates. Inputs Activities Outcomes

✓ Mentorship and Support: Bidwell conducts a needs assessment, utilizing student counselors to collaboratively address barriers. START Program participants benefit from mentorship by a CTSI coordinator, with sessions tailored to individual needs, acknowledging the significant transition into an unfamiliar professional domain

Workforce Development Landscape: Existing Life Sciences Initiatives and Training Programs

The following workforce development programs and initiatives are not an exhaustive list of offerings in the region but are the relevant efforts and entities that provide opportunity for partnership, are already supporting the life-sciences talent pipeline or demonstrate the opportunity to do so in the future.

Anchor Institutions

University of Pittsburgh

• Pittsburgh Life Sciences Alliance

• Pitt Hire Local Program

• IT Apprenticeships (Dental & Computing)

• START Program (clinical research)

UPMC

• Pathways to Work program

• Freedom House 2.0 (first responders)

Carnegie Mellon University

• Robotics Academy

• SMART Program (robotics technicians)

Community College of Allegheny County

• Training Programs (mechatronics, AI, cyber security)

• Workforce Dev. & Training Center (robotics, cyber security, IT)

Community/Workforce Organizations

Bidwell Training Center

• START Program (w/ U Pitt)

Partner4Work

• Learn & Earn

• Industry Recognized Training Pipeline

• EARN

Jewish Family and Community Services

• Employer and Job Seeker services

InnovatePGH

• Innovation District Skills Alliance Program (w / JFCS)

• Promoting Emerging Entrepreneurs in Robotics (PEER) Fellowship (w / CMU)

New Century Careers

• Registered Robotics Technician Apprenticeship (w/ CCAC)

Private Employers

Thermo Fisher Scientific

• Sector: Bio-science Related Distribution

• Focus: Scientific and laboratory supplies and equipment

• Current/Future Initiatives: Customized training program in partnership with Pitt Community College

• Participants guaranteed interview with employer

ElevateBio

• Sector: Bio-science Related Distribution

• Focus: Cell and gene therapy development

• Current/Future Initiatives: Focused training / bootcamp for high school, 2-year college and trade / vocational students

Employer Interview Highlights

ElevateBio

Demand and Opportunity for Pittsburgh:

‣ A notable 20% allocation within the manufacturing facility is dedicated exclusively to projects in cell and gene therapies initiated by the University of Pittsburgh, presenting a significant growth and collaboration opportunity for the region.

‣ BioForge Partnership will create around 170 permanent full-time jobs in the short term, a significant share is earmarked for individuals without a four-year degree; the construction phase will create demand for 900 construction jobs, and 360 off-site support jobs.

Current Initiatives (for individuals without a four-year degree):

‣ Collaborated on an application to Massachusetts’s Life Sciences Center for the "Pathways" program, with curriculum targeting high school graduates, trade schools, and AS students in an eight-week boot camp. Curriculum covers cell and gene therapies basics and specific tasks within early development stages. Pay ranges for trained individuals are in the $80K range.

‣ Have had some success in re-educating individuals interested in the field, especially those transitioning from the food industry, due to their familiarity with meticulous tasks like cleaning and sterilization.

‣ Actively pursuing replication of the Pathways like model in Pittsburgh, ElevateBio aims to establish a workforce development strategy in collaboration with education partner(s). A dedicated project manager has been assigned for UPitt initiatives, and the plan includes developing a workforce development strategy for BioForge operations, with the actual execution starting in a pl anning phase in the year 2024. Community outreach efforts are underway, closely collaborating with the University of Pittsburgh to enhance outreach effectiveness.

Employer Interview Highlights

ThermoFisher Scientific

Demand and Opportunity for Pittsburgh:

‣ Thermo Fisher has a university-wide agreement with UPitt for scientific supplies and stockroom services. Key commitments include support for local, diverse businesses, STEM initiatives, and potential connections to workforce development efforts.

‣ Roles Relevant to Pittsburgh:

‣ Supply Chain and Distribution : Core operations in Pittsburgh involve storing, selling, and shipping laboratory supplies. However, there are high education requirements in supply chain management, shipping analysis, and inventory forecasting roles.

‣ Web Team and Online Sales Operations : Pittsburgh hosts a significant web team responsible for online product sales (Workers providing the Amazon experience for lab supplies)

‣ Data Analytics and IT: Entry-level analyst roles within IT; roles in Pittsburgh generally require a 4-year degree.

Current Initiatives (for individuals without a four-year degree):

‣ Customized Training Helping Thermo Fisher Identify Potential Employees: Thermo Fisher collaborated with Pitt Community College (PCC) in a training program designed to prepare individuals for specific roles within the biotechnology company. The program, with a tailored curriculum covering essential skills and job-seeking techniques, aimed to address workforce needs, decrease turnover, and provide employment opportunities, with regular training sessions and a partnership involving PCC, Thermo Fisher, Rivers East Workforce Development Board, and the Pitt County NCWorks Career Center. The status of this program is uncertain, and it may have been discontinued.

Interview and Research Highlights Opportunities

Anchor & Private Sector Leadership: Several private employers, including the University of Pittsburgh, UPMC, CCAC, ElevateBio, and Thermo Fisher, are either actively engaged in or are in the planning stages of life science workforce development, offering potential for significant partnerships.

Innovative Academic Pathways: Collaborative efforts between institutions like Pitt and organizations like Bidwell Training Center offer unique academic pathways, providing entry points into the academic research workplace and potential avenues for advanced degrees.

Focus on Workplace Culture: Recognition of the importance of introducing and educating workers about the unique culture of the research environment to enhance their sense of belonging.

Potential for Collective Hiring Strategy: The prospect of a collective and collaborative hiring strategy to enhance the effectiveness of training programs and create a more interconnected ecosystem.

Interview and Research Highlights Challenges

Fragmented Workforce Efforts: Disparate and disconnected workforce programs, even within anchor institutions, pose a challenge for cohesive collaboration.

Limited Job Placement Commitments: Lack of guarantees for job placement after training completion, particularly in the absence of definitive commitments from employers.

Limited Paid Training Opportunities combined with Wrap Around Services: Few examples of paid training programs, limiting financial accessibility for prospective workers.

Barriers to Program Participation: While employers offer mentorship, challenges faced by workers, such as childcare and transportation, act as barriers to program participation and, consequently, hinder hiring and job placement.

Scaling and Funding Struggle: Challenges in scaling up programs, including funding, outreach, and participant recruitment, hinder effective expansion.

INDIVIDUAL IMPACT COORDINATED IMPACT COLLECTIVE IMPACT

While there are promising opportunities for collaboration and innovative training pathways in building the life sciences workforce, challenges such as program scalability, funding competition, and fragmented efforts need to be addressed for comprehensive and effective development.

Best Practices and Recommendations

Bioversity at Southline Boston

Dallas College Biotech Workforce Program

BioLaunch, Connecticut

Memphis Medical District Collaborative

Best Practices Bioversity at Southline Boston

Project Title: Bioversity’s Biotech Career Foundations

The Challenge: The Massachusetts life sciences industry faces a workforce crisis due to a high demand for talent that exceeds the supply and a lack of diversity. To address this, MassBio created Bioversity, a non-profit organization in Massachusetts, focused on enhancing workforce development in the life sciences sector. The Biotech Career Foundations prepares High School graduates for rewarding entry careers at a local life sciences companies.

Program Partners: Bioversity collaborates closely with MassBio, educational institutions, community organizations, and employers. Their mission is to provide training and connections to underrepresented populations for life sciences careers, ensuring equitable industry representation. The program operates a dedicated training center in Boston, offering hands-on experience and skills training.

Best Practices Bioversity at Southline Boston

Inputs Activities

‣ Anchor Institutions & Employers: Life science companies that collaborate with Bioversity to offer employment opportunities to program graduates.

‣ Program Convener and Partners: MassBio, in collaboration with Bioversity, plays the role of convener, bringing together various stakeholders including learners, employers, and educational institutions including Massachusetts College of Pharmacy and Health Sciences (MCPHS).

‣ Program Funders: A mix of sources, including government grants, private sector investments, philanthropic organizations, and industry partnerships.

‣ Training Delivery: The program offers an 8-week training course, focusing on foundational technical and soft skills necessary for entry-level scientific operations roles in the biotech sector. This training is designed to equip participants with skills in areas like lab operations, facilities management, supply chain, and environment, health, and safety (EHS).

‣ Career Coaching and Placement Services: The program provides career coaching and assists with job placements in the life sciences sector.

‣ Facilitating Educational Opportunities: Participants are encouraged to pursue further education, with support and tuition vouchers accepted into partner colleges or universities.

‣ Program Curriculum Development: Developed in partnership with the Massachusetts College of Pharmacy and Health Sciences, and is tailored to meet the industry's needs.

‣ Wrap-Around Support Services: Bioversity provides comprehensive support is provided to overcome barriers to program completion and employment. This includes a $500 weekly stipend to help with costs like childcare and transportation.

Outcomes

‣ Development of a skilled workforce for the life science sector, with a focus on underrepresented populations

‣ Bioversity plans to graduate 100 students in its first year and scale to nearly 170 annually within five years. This expansion is expected to double the annual output of jobready professionals from shortterm training programs in Massachusetts.

Best Practices

Dallas College Biotech Workforce Program (EDA American Rescue Plan “Good Jobs Challenge” awardee)

Project Title: Grow the Biotech Workforce in North Texas to Meet Emerging Skill Needs via a Collaborative Partnership. The Challenge: A biotechnology workforce development initiative in North Texas, aiming to bridge educational gaps and create job opportunities in biotech for underserved communities.

Program Partners: Dallas College leads the initiative, working with the North Central Texas Council of Governments, local colleges, and an Industry Advisory Council comprising local biotech employers and other stakeholders.

Award Amount: $8,760,995 (Program Design)

Best Practices

Dallas College Biotech Workforce Program

(EDA American Rescue Plan “Good Jobs Challenge” awardee)

‣ Anchor Institutions & Employers: Employers like McKesson and UT Southwestern, providing job opportunities and industry insights.

‣ Program Partners: Local colleges, workforce boards, and community organizations aiding in training, support services, and job placements.

‣ Program Convener: Dallas College, overseeing the project's execution and stakeholder coordination.

‣ Program Funders: Economic Development Administration and local philanthropies, providing financial resources for the initiative.

Outcomes

1. Industry Advisory Committee: Formation of an employer-led biotechnology advisory council to guide the BioWorks for North Texas initiative and ensure alignment with employer needs.

2. Needs Assessment (Gap Analysis): Conducting a regional analysis to identify workforce and education gaps that BioWorks for North Texas can address.

3. Educational Pathways: Identifying future opportunities for curriculum and program design to develop clear educational pathways for career advancement in biotechnology.

4. Marketing/Community Outreach: Promoting the BioWorks for North Texas initiative, creating a regional career pathway model, and engaging the community to attract participants, especially from historically underserved populations.

5. Training & Certification Programs: Development and delivery of training programs created by the biotechnology advisory council, offering certifications to participants.

6. Additive Wrap-Around Services: Providing comprehensive support services to participants, assisting them in overcoming barriers to successful completion and employment in the biotechnology sector.

Best Practices

Dallas College Biotech Workforce Program

(EDA American Rescue Plan “Good Jobs Challenge” awardee)

‣ Anchor Institutions & Employers: Employers like McKesson and UT Southwestern, providing job opportunities and industry insights.

‣ Program Partners: Local colleges, workforce boards, and community organizations aiding in training, support services, and job placements.

‣ Program Convener: Dallas College, overseeing the project's execution and stakeholder coordination.

‣ Program Funders: Economic Development Administration and local philanthropies, providing financial resources for the initiative.

‣ Establishment of a Life Science Sector workforce development pipeline

‣ Increased employment opportunities in biotech for underserved populations: signed letters of commitment to hire 1,100-1,200 graduates of the BioWorks for North Texas Program

‣ Creation of a skilled workforce:

‣ Enrollment: 800 participants in biotech programs.

‣ Completion Rate: 85% will earn credentials.

‣ Employment/Education: 95% will be hired and/or furthering education.

‣ Wages: Minimum $15 per hour postemployment.

Industry Advisory Committee

Needs Assessment (Gap Analysis)

Educational Pathways

Training & Certification Programs

Additive Wrap-Around Services

Best Practices

Connecticut Office of Workforce Strategy (EDA American Rescue Plan “Good Jobs Challenge” awardee)

Project Title: Connecticut Office of Workforce Strategy Strengthening: Sectoral Partnerships Initiative (SSPI)

The Challenge: Strengthening Connecticut's ten Regional Sector Partnerships (RSPs) individually and as a network, with the aim to train and place over 2,000 individuals, particularly from historically underserved populations, in quality jobs within Manufacturing, I T, and Healthcare sectors.

Program Partners: The SSPI is coordinated by the Office of Workforce Strategy (OWS) and involves Regional Sector Partnerships (RSPs), which are collaborations of employers, public partners in education, workforce development, and economic development.

Award Amount: $23,930,442 (Phase 1 - System Development)

Best Practices

Connecticut Office of Workforce Strategy (EDA American Rescue Plan

“Good Jobs Challenge” awardee)

Inputs Activities

‣ Anchor Institution Employers: Employers in manufacturing, information technology, and healthcare sectors, setting talent needs and skills requirements.

‣ Program Partners: This includes educational institutions, training providers, and Community-Based Organizations (CBOs), which engage with and support historically underserved populations and communities.

‣ Program Convener: The Office of Workforce Strategy (OWS) coordinates the system of Regional Sector Partnerships (RSPs) across the state.

‣ Program Funders: A mix of state resources, grants, and private sector contributions.

1. System Development and Program Design:

Focusing on building statewide and regional capacity, employer engagement, recruitment, assessment, support services, training, and job placement. For instance, the New Haven Bioscience RSP launched the BioLaunchCT, which offers high school graduates and GED holders an opportunity to prepare for lab support roles through four months of training followed by two months of work-based learning, creating a unique on ramp to a Bioscience career path without the typically-required bachelor’s degree.

Projected Outcomes

2. Backbone Organizations: Each RSP’s conveners acting as responsible entities for unique programming and deliverables, coordinated by OWS for alignment with the Workforce Strategic Plan. ‣ Strengthening Regional Sector Partnerships (RSPs): Enhancing the RSP network's capacity to address industry needs.

‣ Training and Placement: Aiming to train and place over 2000 people, especially those from underserved areas, in quality jobs within the priority sectors.

Best Practices

Memphis Medical District Collaborative

132,000 Residents

ü47% of the population has a high school education or below

ü30% have an associates degree or some unfinished college experience ü33% live in poverty

Best Practices

Memphis Medical District Collaborative Hire

Local 901

Goal: Implement a training program to identify, train and fast-track talented local residents into healthcare jobs where there is: a clear career pathway, a livable wage, and significant identified need in the next five years.

Partners: Memphis Medical District Collaborative (facilitator), Southwest Tennessee Community College (education, training and certification), Methodist LeBonheur Healthcare (employer)

Target Group: Unemployed/underemployed residents of the targeted 8 zip codes

Class Size: 10-15 people

Curricula (Nursing Assistant): Nursing Assistant Class: (120 hours and includes BLS certification); Soft Skills training: 5-6-weeks course covering Business Climate and Culture, Communications, Emotional Intelligence, Four Dimensions of Normal Behavior (DISC), Team Building, Healthcare Customer Service

Interview Day with Employer Partner: Last week of class (Participants will complete the MEA assessment, application in advance).

Best Practices

Memphis Medical District Collaborative

Hire Local 901

To date the Hire Local Program has graduated 100+ CNAs and EVS

Attendants with 71% hired (51 hires) with anchor partners.

Partners:

Nursing Assistant Training Program

Best Practices Memphis Medical District Collaborative - Hire Local 901

MMDC – Hire Local 901 Program Framework and Partners

Identifying Supply Accessing Opportunities

Recruit & Register Local Talent

Recruit and register local unemploy ed and underemployed residents of the targeted neighborhoods for targeted job categories.

Screening & Assessment Coaching & Skills Development Matchmaking Placement

Preliminary Vetting and Assessments by job category/interests:

ü Personality & Aptitude

ü Current Skills

ü Background & Drug Screening

Capacity Mismatch

Structural Barriers

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü Connect talent pool with resources and jobs

ü Facilitate education/training

ü Support through application process

ü Evaluate process and track results

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü Intake Assessments

Best Practices

Memphis

Medical District Collaborative

- Hire Local 901

MMDC – Hire Local 901 Program Framework and Partners

Identifying Supply

Accessing Opportunities

Capacity Mismatch

Recruit & Register Local Talent

Recruit and register local unemploy ed and underemployed residents of the targeted neighborhoods for targeted job categories.

Screening & Assessment

Coaching & Skills Development Matchmaking Placement

Structural Barriers

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü Connect talent pool with resources and jobs

ü Facilitate education/training

ü Support through application process

ü Evaluate process and track results

Preliminary Vetting and Assessments by job category/interests:

ü Personality & Aptitude

ü Current Skills

ü Background & Drug Screening

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü Intake Assessments

Customized Training & Coaching by job category/interests:

ü Customized Paid Training

ü Mock Interviews

ü Foundations Skills Coaching

ü Resume Support

ü Financial Support

Partner(s):

Southwest Tennessee Community College

ü Customized and accelerated Training

Excel Center, Hopeworks, Advance Memphis

ü High School Equivalency Preparation

Best Practices Memphis Medical District Collaborative -

Hire Local 901

MMDC – Hire Local 901 Program Framework and Partners

Identifying Supply

Accessing Opportunities

Capacity Mismatch

Recruit & Register

Local Talent

Recruit and register local unemploy ed and underemployed residents of the targeted neighborhoods for targeted job categories.

Screening & Assessment

Coaching & Skills Development Matchmaking Placement

Structural Barriers

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü Connect talent pool with resources and jobs

ü Facilitate education/training

ü Evaluate process and track results

Preliminary Vetting and Assessments by job category/interests:

ü Personality & Aptitude

ü Current Skills

ü Background & Drug Screening

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü Intake Assessments

Customized Training & Coaching by job category/interests:

ü Customized Paid Training

ü Mock Interviews

ü Foundations Skills Coaching

ü Resume Support

ü Financial Support

Partner(s):

Southwest Tennessee Community College

ü Customized and accelerated Training

Excel Center, Hopeworks, Advance Memphis

ü High School Equivalency Preparation

Matchmaking

ü Facilitate Meet & Greets with hiring managers

ü Facilitate Interviews

ü 1:1 Additional Coaching (if needed)

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü MOUs with employer partners to guarantee interviews

Best Practices Memphis Medical District Collaborative

- Hire Local 901

MMDC – Hire Local 901 Program Framework and Partners

Identifying Supply

Accessing Opportunities

Capacity Mismatch

Recruit & Register Local Talent

Recruit and register local unemploy ed and underemployed residents of the targeted neighborhoods for targeted job categories.

Screening & Assessment

Coaching & Skills Development Matchmaking Placement

Structural Barriers

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü Connect talent pool with resources and jobs

ü Facilitate education/training

ü Evaluate process and track results

Preliminary Vetting and Assessments by job category/interests:

ü Personality & Aptitude

ü Current Skills

ü Background & Drug Screening

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü Intake Assessments

Excel Center, Hopeworks, Advance Memphis, American Job Center

ü High School Equivalency Preparation

Customized Training & Coaching by job category/interests:

ü Customized Paid Training

ü Mock Interviews

ü Foundations Skills Coaching

ü Resume Support

ü Financial Support

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü Cohort Training Program

Southwest Tennessee

Community College, TechEd2Go, Career Academy, American Job Center

ü Customized and accelerated Training

Matchmaking

ü Facilitate Meet & Greets with hiring managers

ü Facilitate Interviews

ü 1:1 Additional Coaching (if needed)

Placement & Ongoing Career Development

Partner(s):

Memphis Medical District

Collaborative (Non-Profit Community Development Org)

ü MOUs with employer partners to guarantee interviews

Partner(s):

Memphis Medical District

Collaborative (Non-Profit

Community Development Org)

ü Charting Career Development pathways

ü Implementing Training plans to help candidate excel to the next phase of the career pathway plan

Best Practices

Memphis Medical District Collaborative - Hire Local 901

Key Learnings

• Institutions working together to address their hiring challenges while providing economic opportunity for the local community

• Through collective employer engagement, a council can:

o Focus on common goals, assess collective demand, hiring, and recruitment trends

o Understand area demographics and “supply constraints” (e.g., educational attainment trends, unemployment trends, etc.)

• Convening and working with education partners can result in a customized, flexible program model based on demand and collective educational requirements (e.g., anchor specific certification requirements)

Recommendations for Excellence

Key Elements of Benchmark Workforce Development Programs

Convener/ ”Backbone Organization”

Central Convener(s): As the backbone organization, it will coordinate with colleges and universities for training and industry collaboration.

Typical characteristics entail:

Potential Convener(s):

Central Educational Institution: As the backbone organization, it will coordinate with colleges and universities for training and industry collaboration. Strategic Partnerships

Focused on Uniting Efforts

Curriculum

Collaboration with Employers and Industry Stakeholders

Services and Career Development / Pathway Support

Long - Term Funding & Engagement

Pittsburgh Life Science Alliance

Employer Leadership and Commitments: Several employers in the life sciences sector committed to collaborating on an Industry Advisory Council to guide curriculum development, provide training support, and hire a significant number of trained workers, backed by regional workforce development boards and skills-based hiring initiatives.

University of Pittsburgh

Industry Advisory Council's Role: This council will direct project activities, curriculum development, and training needs.

Workforce Development Boards: Regional boards will represent worker perspectives and endorse the project.

Workforce Development Leadership: Managing large-scale workforce development projects and serving a diverse student population.

Skills-Based Hiring Training: The project includes skills-based hiring initiatives, utilizing community partnerships.

Innovate PGH

Broader Stakeholder Support: Economic development bodies, local governments, and workforce organizations will offer promotional, technical, and job placem ent support.

Industry - Focused Expertise: Securing and effectively implementing industry-specific grants and training programs

Employer - Driven Training Programs: Develop a customized curriculum that incorporates job-specific training and soft skills, tailored to the outcomes of a comprehensive needs assessment.

Comprehensive Needs Assessment: Conduct thorough assessments to identify and address the specific needs of the workforce and industry.

Flexible Learning Delivery: Offer flexible training options, including mobile and virtual training, to accommodate diverse learning preferences and schedules.

Regional Economic Impact: Uniting educational institutions, industry partners, and workforce organizations to stimulate regional economic growth and job training.

Experiential Learning Opportunities: Provide hands-on, practical learning experiences to enhance skill development and workplace readiness.

Collaboration with Educational Partners: Partner with local colleges or vocational schools to facilitate opportunities for further education or advanced certification s, aligning curriculum with industry requirements.

Holistic Participant Support: Offering stipends for essentials like childcare and transportation, ensuring participants can fully engage in the program.

Educational Collaboration: Creating successful partnerships with other educational entities to improve access to higher education and create career pathways.

Technology, Resource Access, and Career Pathway Focus: Providing necessary technology and resources for program completion, with a focus on jobs that offer clear pathways for growth and advancement.

Comprehensive Career and Post - Placement Support: Including career counseling, pathway mapping, and job placement services, alongside post -training support like financial literacy, housing, and other continued services.

Diversity and Inclusion Focus: Has consistently reached and supported diverse and underserved communities through education and training initiatives.

Employer Engagement in Support Provision: Encouraging employers to contribute to support services, such as stipends, and to stay actively involved in discussions about employee needs with service providers.

Sustainable Financial Foundation: Establish a stable and diverse financial base to ensure the long -term sustainability and expansion of the initiatives.

Innovation in Education: Is known for pioneering educational models that directly link learning with employment opportunities.

Ongoing Engagement Commitments: Secure long-term commitments from stakeholders for continuous involvement and support, reinforcing the initiative's growth and impact over time.

Recommendations for Excellence

Key Elements of Benchmark Workforce Development Programs

Convener/ ”Backbone Organization”

Strategic Partnerships Focused on Uniting Efforts

Central Educational Institution: As the backbone organization, it will coordinate with colleges and universities for training and industry collaboration.

Curriculum

Collaboration with Employers and Industry Stakeholders

Long - Term Funding & Engagement Commitments

Employer Leadership and Commitments: Several employers in the life sciences sector committed to collaborating on an Industry Advisory Council to guide curriculum development, provide training support, and hire a significant number of trained workers, backed by regional workforce development boards and skills-based hiring initiatives.

Industry Advisory Council's Role: This council will direct project activities, curriculum development, and training needs.

Workforce Development Boards: Regional boards will represent worker perspectives and endorse the project.

Skills-Based Hiring Training: The project includes skills-based hiring initiatives, utilizing community partnerships.

Employer Leadership and Commitments: Several employers in the life sciences sector committed to collaborating on an Industry Advisory Council to guide curriculum development, provide training support, and hire a significant number of trained workers, backed by regional workforce development boards and skills-based hiring initiatives.

Broader Stakeholder Support: Economic development bodies, local governments, and workforce organizations will offer promotional, technical, and job placem ent support.

Employer - Driven Training Programs: Develop a customized curriculum that incorporates job-specific training and soft skills, tailored to the outcomes of a comprehensive needs assessment.

Comprehensive Needs Assessment: Conduct thorough assessments to identify and address the specific needs of the workforce and industry.

Industry Advisory Council: A formalized council to direct project activities, curriculum development, and training needs.

Flexible Learning Delivery: Offer flexible training options, including mobile and virtual training, to accommodate diverse learning preferences and schedules.

Experiential Learning Opportunities: Provide hands-on, practical learning experiences to enhance skill development and workplace readiness.

Collaboration with Educational Partners: Partner with local colleges or vocational schools to facilitate opportunities for further education or advanced certification s, aligning curriculum with industry requirements.

Workforce Development Boards: Regional boards to represent worker perspectives and endorse the project.

Holistic Participant Support: Offering stipends for essentials like childcare and transportation, ensuring participants can fully engage in the program.

Technology, Resource Access, and Career Pathway Focus: Providing necessary technology and resources for program completion, with a focus on jobs that offer clear pathways for growth and advancement.

Comprehensive Career and Post - Placement Support: Including career counseling, pathway mapping, and job placement services, alongside post -training support like financial literacy, housing, and other continued services.

Broader Stakeholder Support: Economic development bodies, local governments, and workforce organizations to offer promotional, technical, and job placement support.

Employer Engagement in Support Provision: Encouraging employers to contribute to support services, such as stipends, and to stay actively involved in discussions about employee needs with service providers.

Sustainable Financial Foundation: Establish a stable and diverse financial base to ensure the long -term sustainability and expansion of the initiatives.

Ongoing Engagement Commitments: Secure long-term commitments from stakeholders for continuous involvement and support, reinforcing the initiative's growth and impact over time.

Recommendations for Excellence

Key Elements of Benchmark Workforce Development Programs

Convener/ ”Backbone Organization”

Strategic Partnerships

Focused on Uniting Efforts

Curriculum

Collaboration with Employers and Industry Stakeholders

Long - Term Funding & Engagement Commitments

Key Partners:

Employer - Driven Training Programs: Develop a customized curriculum that incorporates job-specific training and soft skills, tailored to the outcomes of a comprehensive needs assessment.

Central Educational Institution: As the backbone organization, it will coordinate with colleges and universities for training and industry collaboration.

CCAC

Employer Leadership and Commitments: Several employers in the life sciences sector committed to collaborating on an Industry Advisory Council to guide curriculum development, provide training support, and hire a significant number of trained workers, backed by regional workforce development boards and skills-based hiring initiatives.

Bidwell Training Center

Industry Advisory Council's Role: This council will direct project activities, curriculum development, and training needs.

Workforce Development Boards: Regional boards will represent worker perspectives and endorse the project.

Skills - Based Hiring Training: The project includes skills-based hiring initiatives, utilizing community partnerships.

Skills-Based Hiring Training: The project includes skills-based hiring initiatives, utilizing community partnerships.

AW Beattie Career Center

Broader Stakeholder Support: Economic development bodies, local governments, and workforce organizations will offer promotional, technical, and job placem ent support.

Flexible Learning Delivery: Offer flexible training options, including mobile and virtual training, to accommodate diverse learning preferences and schedules.

New Century Careers ‣ West Philadelphia Skills Initiative

Employer - Driven Training Programs: Develop a customized curriculum that incorporates job-specific training and soft skills, tailored to the outcomes of a comprehensive needs assessment.

Comprehensive Needs Assessment: Conduct thorough assessments to identify and address the specific needs of the workforce and industry.

Flexible Learning Delivery: Offer flexible training options, including mobile and virtual training, to accommodate diverse learning preferences and schedules.

Experiential Learning Opportunities: Provide hands-on, practical learning experiences to enhance skill development and workplace readiness.

‣ Life Science Employers (ElevateBio, ThermoFisher Scientific and others willing to make commitments)

Collaboration with Educational Partners: Partner with local colleges or vocational schools to facilitate opportunities for further education or advanced certification s, aligning curriculum with industry requirements.

Holistic Participant Support: Offering stipends for essentials like childcare and transportation, ensuring participants can fully engage in the program.

Experiential Learning Opportunities: Provide hands-on, practical learning experiences to enhance skill development and workplace readiness.

Technology, Resource Access, and Career Pathway Focus: Providing necessary technology and resources for program completion, with a focus on jobs that offer clear pathways for growth and advancement.

Comprehensive Career and Post - Placement Support: Including career counseling, pathway mapping, and job placement services, alongside post -training support like financial literacy, housing, and other continued services.

Employer Engagement in Support Provision: Encouraging employers to contribute to support services, such as stipends, and to stay actively involved in discussions about employee needs with service providers.

Collaboration with Educational Partners: Partner with local colleges or vocational schools to facilitate opportunities for further education or advanced certifications, aligning curriculum with industry requirements.

Sustainable Financial Foundation: Establish a stable and diverse financial base to ensure the long -term sustainability and expansion of the initiatives.

Ongoing Engagement Commitments: Secure long-term commitments from stakeholders for continuous involvement and support, reinforcing the initiative's growth and impact over time.

Recommendations for Excellence Key Elements of Benchmark Workforce Development Programs

Convener/ ”Backbone Organization”

Strategic Partnerships

Focused on Uniting Efforts

Curriculum

Collaboration with Employers and Industry Stakeholders

Long - Term Funding & Engagement Commitments

Key Partners:

Central Educational Institution: As the backbone organization, it will coordinate with colleges and universities for training and industry collaboration.

Comprehensive Needs Assessment: Conduct thorough assessments to identify and address the specific needs of the workforce and industry.

Employer Leadership and Commitments: Several employers in the life sciences sector committed to collaborating on an Industry Advisory Council to guide curriculum development, provide training support, and hire a significant number of trained workers, backed by regional workforce development boards and skills-based hiring initiatives.

Industry Advisory Council's Role: This council will direct project activities, curriculum development, and training needs.

Workforce Development Boards: Regional boards will represent worker perspectives and endorse the project.

Skills-Based Hiring Training: The project includes skills-based hiring initiatives, utilizing community partnerships.

Holistic Participant Support: Offering stipends for essentials like childcare and transportation, ensuring participants can fully engage in the program.

Broader Stakeholder Support: Economic development bodies, local governments, and workforce organizations will offer promotional, technical, and job placem ent support.

Employer - Driven Training Programs: Develop a customized curriculum that incorporates job-specific training and soft skills, tailored to the outcomes of a comprehensive needs assessment.

Comprehensive Needs Assessment: Conduct thorough assessments to identify and address the specific needs of the workforce and industry.

Technology and Resource Access: Providing necessary technology and resources for program completion

Flexible Learning Delivery: Offer flexible training options, including mobile and virtual training, to accommodate diverse learning preferences and schedules.

Experiential Learning Opportunities: Provide hands-on, practical learning experiences to enhance skill development and workplace readiness.

Collaboration with Educational Partners: Partner with local colleges or vocational schools to facilitate opportunities for further education or advanced certification s, aligning curriculum with industry requirements.

Holistic Participant Support: Offering stipends for essentials like childcare and transportation, ensuring participants can fully engage in the program.

Technology, Resource Access, and Career Pathway Focus: Providing necessary technology and resources for program completion, with a focus on jobs that offer clear pathways for growth and advancement.

Comprehensive Career and Post - Placement Support: Including career counseling, career pathway mapping and planning, and job placement services, alongside post-training support like financial literacy, housing, and other continued services.

Comprehensive Career and Post - Placement Support: Including career counseling, pathway mapping, and job placement services, alongside post -training support like financial literacy, housing, and other continued services.

Employer Engagement in Support Provision: Encouraging employers to contribute to support services, such as stipends, and to stay actively involved in discussions about employee needs with service providers.

Sustainable Financial Foundation: Establish a stable and diverse financial base to ensure the long -term sustainability and expansion of the initiatives.

Employer Engagement in Support Provision: Encouraging employers to contribute to support services, such as stipends, and to stay actively involved in discussions about employee needs with service providers.

Ongoing Engagement Commitments: Secure long-term commitments from stakeholders for continuous involvement and support, reinforcing the initiative's growth and impact over time.

Recommendations for Excellence Key Elements of Benchmark Workforce Development Programs

Convener/ ”Backbone Organization”

Strategic Partnerships

Focused on Uniting Efforts

Curriculum

Collaboration with Employers and Industry Stakeholders

Services and Career Development / Pathway Support

Long-Term Funding & Engagement

Commitments

Potential Funders:

Central Educational Institution: As the backbone organization, it will coordinate with colleges and universities for training and industry collaboration.

Employer Leadership and Commitments: Several employers in the life sciences sector committed to collaborating on an Industry Advisory Council to guide curriculum development, provide training support, and hire a significant number of trained workers, backed by regional workforce development boards and skills-based hiring initiatives.

Industry Advisory Council's Role: This council will direct project activities, curriculum development, and training needs.

Workforce Development Boards: Regional boards will represent worker perspectives and endorse the project.

Skills-Based Hiring Training: The project includes skills-based hiring initiatives, utilizing community partnerships.

‣ Federal and State Grants (e.g. US Economic Development Administration Grants, PA Department of Community and Economic Development Grants)

‣ National Institutes of Health Grants

Broader Stakeholder Support: Economic development bodies, local governments, and workforce organizations will offer promotional, technical, and job placem ent support.

Employer - Driven Training Programs: Develop a customized curriculum that incorporates job-specific training and soft skills, tailored to the outcomes of a comprehensive needs assessment.

‣ Philanthropic grants (Richard K Mellon Foundation and others)

Comprehensive Needs Assessment: Conduct thorough assessments to identify and address the specific needs of the workforce and industry.

Flexible Learning Delivery: Offer flexible training options, including mobile and virtual training, to accommodate diverse learning preferences and schedules.

Experiential Learning Opportunities: Provide hands-on, practical learning experiences to enhance skill development and workplace readiness.

Collaboration with Educational Partners: Partner with local colleges or vocational schools to facilitate opportunities for further education or advanced certification s, aligning curriculum with industry requirements.

Holistic Participant Support: Offering stipends for essentials like childcare and transportation, ensuring participants can fully engage in the program.

Sustainable Financial Foundation: Establish a stable and diverse financial base to ensure the long-term sustainability and expansion of the initiatives.

Technology, Resource Access, and Career Pathway Focus: Providing necessary technology and resources for program completion, with a focus on jobs that offer clear pathways for growth and advancement.

Comprehensive Career and Post - Placement Support: Including career counseling, pathway mapping, and job placement services, alongside post -training support like financial literacy, housing, and other continued services.

Employer Engagement in Support Provision: Encouraging employers to contribute to support services, such as stipends, and to stay actively involved in discussions about employee needs with service providers.

Sustainable Financial Foundation: Establish a stable and diverse financial base to ensure the long -term sustainability and expansion of the initiatives.

Ongoing Engagement Commitments: Secure long-term commitments from stakeholders for continuous involvement and support, reinforcing the initiative's growth and impact over time.

Ongoing Engagement Commitments: Secure long-term commitments from stakeholders for continuous involvement and support, reinforcing the initiative's growth and impact over time.

Appendix Additional Employment Opportunities

Exploring Potential High-Opportunity Jobs

Preliminary List of Potential HOP Jobs

The table below lists all the jobs highlighted in the orange box on page 9. This orange box is overlaid on the scatterplot to emphasize the jobs that are noteworthy for their growth and region prevalence.

The table below lists all the jobs highlighted in the orange box on page 9. This orange box is overlaid on the scatterplot to emphasize the jobs that are noteworthy for their growth and region prevalence.

The table below lists all the jobs highlighted in the orange box on page 9. This orange box is overlaid on the scatterplot to emphasize the jobs that are noteworthy for their growth and region prevalence.

Appendix High Opportunity Job Scoring Framework Methodology

High Opportunity Job Criteria

Scoring Framework Methodology

Education Requirement

High Opportunity Job Criteria

Scoring

Appendix Process for Determining

"Good Jobs" Minimum Salary Ranges

Process for Determining "Good Jobs" Minimum Salary Ranges

I. Considering Demographics

a. Alleghany County Demographics:

i. Total Households (HH): 545,892

ii. Average HH size: 2.2

1. Households with children under 18: 131,342 (24%)

2. Family Households: 307,240 (56%)

a. 1 worker: 31%

b. 2+ workers: 52%

3. Average Family Size: 2.9

b. Pittsburgh Demographics:

i. Total Households: 136,747

1. Average HH size: 2.02

2. Households with children under 18: 21,814 (16%)*

3. Family Households: 59,474 (43.5%)

a. 1 worker: 35%

b. 2+ workers: 49%

4. Average Family Size: 2.88

Source: U.S. Census Bureau. (2021). American Community Survey (ACS) 5year estimates.

*Data Note: Pittsburgh constitutes 11% of the total population (300K) within the college age bracket (20 to 24), whereas Allegheny County accounts for 5% of the population (1.238M). In Pittsburgh, there is a notable concentration of college students, likely undercounted in the census due to the prevalence of unofficial student housing.

II. Considering HUD Income Limits

a. Important Notes:

a. Relevance: HUD income limits serve as a baseline comparison for understanding income thresholds for housing affordability.

b. Affordability: Provides insights into income levels correlating with affordable housing.

c. Geographical Context: Offers regional context on income distribution and affordability levels.

d. Limitations: Focuses primarily on housing affordability, may not comprehensively represent all aspects of a living wage.

Source: U.S. Department of Housing and Urban Development. (2022). Income Limits Documentation System: HUD Income Area Median Income Limits for for Pittsburgh are based on incomes in the Pittsburgh MSA - Allegheny, Armstrong, Beaver, Butler, Fayette, Washington, and Westmoreland Counties. https://www.huduser.gov/portal/datasets/il.html#year2022

Process for Determining "Good Jobs" Minimum Salary Ranges

III. Considering Living Wage

a. Comparisons:

a. MIT's calculator estimates a comprehensive living wage covering various expenses, while HUD's limits focus on housing affordability.

b. Broader Perspective: MIT's calculator covers a range of household expenses, while HUD's limits narrowly focus on housing-related costs.

c. Specificity: MIT's calculator provides detailed information for specific areas, while HUD income limits are based on broader geographic regions.

Source: MIT. (n.d.). MIT Living Wage Calculator. Retrieved from https://livingwage.mit.edu/counties/42003

IV. “Good Jobs” Salary Range Recommendation

a. A suggested salary range for a "good job" in the area: $45,000 to $75,000

a. Minimum: Slightly above the living wage calculator's estimate for a 3-person household with one child and two workers (~$39K).

b. Maximum: Slightly above the living wage calculator's estimate for a 2-person household with one child and one worker (~$66K).

b. Note: Range may vary based on individual family needs, job roles, industry standards, and local cost-of-living factors. Adjustments can be considered as needed.

Appendix Additional Employment Opportunities

Exploring Potential High-Opportunity Jobs

Preliminary List of Potential HOP Jobs Continued

We have included a selection of roles relevant across various sectors, each possessing strong potential based on their demand , location quotient, and/or other factors that contribute to the HOP scores. These roles range from those in direct patient care, such as Nursing Assistants, to construction roles like extraction operators. While some of these positions scored highly, they were placed in the appendix to maintain a focus on roles immediately pertinent to the project priorities.

06 Appendix

Stakeholder Interviewees

Stakeholder Interviewees

1. Pitt CTSI Clinical and Translational Science Institute

‣ Interviewees: Katelyn Collinger, START Program Coordinator; Laurel L. Yasko, Director of Operations; Co-Director Workforce Development Core

‣ Interview Type: Anchor Institution

‣ Focus: Best practices in bridging gaps in the research workforce by offering alternative pathways for career advancement and professional development in clinical research.

2. New Century Careers

‣ Interviewee: Neil A. Ashbaugh, President & CEO

‣ Interview Type: Training Provider/Workforce Developer

‣ Focus: Robotics Technician Apprenticeship Program, machinist training, partnership with employers, and accessibility to training.

3. Thermo Fisher Scientific

‣ Interviewee: Alexa Herndon, HR Leader for Research and Safety Division, NA and Emerging Markets

‣ Interview Type: Life Science Sector Employer

‣ Focus: Thermo Fisher Scientific's collaboration with the University of Pittsburgh to streamline supply chain processes and enhance workforce development. This partnership highlights Thermo Fisher's commitment to supporting local, diverse businesses, advancing STEM initiatives, and facilitating educational programs like the one with Pitt Community College to prepare individuals for diverse operational roles within the scientific supply chain.

4. ElevateBio

‣ Interviewee: Heidi Wagner, SVP Global Head of Government Affairs

‣ Interview Type: Life Science Sector Employer

‣ Focus: ElevateBio's partnership with the University of Pittsburgh to establish the Pitt BioForge BioManufacturing Center, aiming to enhance cell and gene therapy development. Committed to creating a robust workforce with jobs spanning from high-tech research roles to specialized manufacturing positions accessible to a diverse educational demographic.

5. National Center for Biotechnology Workforce, ForsythTech

‣ Interviewees: Russ Read, Executive Director

‣ Interview Type: Best Practice Case Study Leader

‣ Focus: Best practices in biotech workforce development and regional strategic alignment.

6. Carnegie Mellon Robotics Academy

‣ Interviewees: Vu Nguyen, Co-Director

‣ Interview Type: Educational/Workforce Developer

‣ Focus: Robotics education and training, and workforce development in the robotics field.