All workforce and education programs operate within the context of a regional labor market.  We have developed several training offerings that help you learn how to apply labor market information (LMI) to employment and training programs.  Understanding the data available, and how it can be used, assists you in putting the data to work where you need to make planning and program design decisions.

Applying Labor Market Information to Service Delivery Design

The LMI training available helps you design service delivery, so that it meets the needs of your populations and businesses being served.  The training presentations identify some of the best multi-purpose e-tools that incorporate labor force information, job ads data, and other workforce-related information in one place — including a new resource that explains what kind of information is available from different e-tools. 

Please note that, while the presentations and training modules highlighted on this page were originally prepared for service delivery design in the National Farmworker Jobs Program (NFJP) or planning for sector strategies partnerships, the same data sources and process of applying labor market information (LMI) will work for data-driven planning and counseling in all types of employment and training (E&T) programs.

Putting LMI to Work in Decision-Making for E&T Programs

The Fundamentals of LMI and basic Podcasts Series offer training modules that also give advice on using and applying LMI and presumes no previous subject matter or statistical knowledge, and explains basic terms and concepts plus various LMI sources.  For your convenience, training materials and transcripts are annotated with references to the presentation slides. 

 steps in targeting process

Targeting Demand Occupations for Labor Market Success

Because resources and funding are limited, states and local areas must target or focus their investments where it matters most.  Drawing upon the best sources, ETA outlines in its training the strengths and limitations of selecting or prioritizing key industries and targeting demand occupations for service delivery design, explaining common “high growth” and “good jobs,” to help you to avoid common pitfalls.

Depending upon what labor market outcomes you intend to achieve with your customers, you will select different datasets, occupational criteria, growth rates, numbers of job openings, replacement demand or other cut-off levels to filter or narrow down the data. 

Focusing on key industries by export, labor force size or market share, setting high demand or high growth occupational criteria, or even selecting quality job characteristics, all helps you to focus on those sectors of the labor market that are the most promising for the type of workforce intervention your service delivery is intended to achieve.

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