Published date: 07/23/2025
The construction industry continues to grow and evolve, with new projects breaking ground every day. For contractors, public agencies, and other stakeholders, success hinges not only on procuring materials and sticking to timelines, but on people. This raises an important question:
Do we have workforce strategies in place to deliver on this opportunity – both now and in the future?
The answer lies in taking a coordinated approach to workforce development — one that addresses today’s needs while building a strong and sustainable pipeline for tomorrow.
Let’s explore practical steps that government agencies can take to strengthen or expand your workforce program, contribute to your community, and advance your agency’s broader goals.
Why Workforce Development Should Be a Priority
Without intentional workforce strategies, projects face increased risk of delays, budget challenges, and missed local hiring opportunities. More and more, agencies are expected to demonstrate clear commitments to recruiting, training, and retaining qualified workers — not just to meet project goals, but also to stay eligible for funding.
Done well, workforce development is more than a compliance measure — it’s a long-term investment that delivers wide-reaching benefits:
- It builds a stronger, more reliable pipeline of skilled workers for years to come.
- It stimulates local economies by creating career pathways for residents.
- It reinforces your role as a forward-thinking organization — strengthening your reputation with clients, partners, and the workforce alike.
With the right systems in place, organizations can move from short-term staffing fixes to long-term workforce resilience.
7 Steps to a Successful Workforce Development Program
1. Define Your Objectives
Start by asking:
- What specific workforce challenges are we trying to solve?
- Are there local hire, or other economic workforce goals we want to meet?
Setting clear, measurable objectives at the outset provides direction and a benchmark for success.
2. Identify Key Stakeholders
Engage stakeholders who can contribute expertise, resources, or access to talent:
- Trade unions and apprenticeship programs
- Workforce boards and job centers
- Colleges and vocational schools
- Community-based organizations (CBOs)
- Local governments and economic development agencies
Early engagement ensures alignment and shared ownership of outcomes.
3. Collaborate Strategically
Maximize stakeholder contributions by:
- Using industry-standard training (e.g., MC3 curriculum)
- Leveraging community partners for wraparound services
- Tapping into established pipelines of qualified candidates
4. Establish Clear Processes
Design transparent, repeatable processes:
- Intake procedures to assess skills and barriers
- Systems for tracking referrals, placements, and progress
- Communication protocols
- Metrics like placement rates, retention, and satisfaction
5. Implement Thoughtfully
Build trust through:
- Community-based outreach events
- Multilingual, accessible information
- Transparent follow-through and communication
6. Monitor and Evaluate
Track progress in real time:
- Enrollment, training, and job placement numbers
- Retention and career advancement
- Impact on workforce goals
7. Report Results and Improve
Share successes and lessons learned:
- Demonstrate ROI for your organization and community
- Refine your strategy to stay effective and relevant
Common Challenges — and How to Overcome Them
| Challenge | Why It Happens | How to Overcome It |
| Limited funding for supportive services | Budgets don’t account for barriers like transportation or childcare | Partner with CBOs or workforce boards for support |
| Difficulty recruiting participants | Target populations may be unaware or distrustful | Conduct outreach through trusted community organizations |
| Lack of training facilities | Few organizations can build their own | Use facilities at unions, colleges, or workforce centers |
| Retention issues | Participants may drop out without support | Offer mentorship, coaching, and ongoing support |
How Can I Take Action?
- Assess your workforce needs — identify which trades and skills are in shortest supply
- Engage stakeholders early — don’t wait until challenges arise
- Invest in supportive services — help participants overcome barriers
- Track and share results — demonstrate your impact and strengthen future support
- Plan for sustainability — build a pipeline that supports your workforce needs over time
- Comply with regulations — follow all applicable federal and state requirements related to workforce development
What Does Successful Workforce Development Look Like?
Across the country, public agencies are incorporating workforce goals into infrastructure investments, often with a focus on hiring locally. One example that comes to mind is Los Angeles World Airports and its major airport expansion project where the agency set clear local hire goals and partnered with job training providers to support residents from nearby neighborhoods. Participants received access to career preparation, housing support, and childcare assistance, leading to real job placements on the project.
In this case, workforce development didn’t just support the project — it transformed it into a catalyst for economic mobility and community empowerment.
This example highlights the value of not just partnerships and planning, but also having the right software solution in place to manage it all. Tools like LCPtracker Pro and Workforce Manager can support these efforts by:
- Helping agencies maintain a clear, high-level view of worker engagement and progress.
- Tracking worker compliance and hiring goals, such as local hire requirements or other workforce programs.
- Streamlining collaboration across multiple stakeholders, from community-based organizations to contractors and training providers.
When combined with a thoughtful, community-focused strategy, technology becomes a powerful enabler of both compliance and long-term workforce impact.
