See employer demand early enough to plan a response.
Use the Regional Evaluation System (RES) to connect project occupations and hiring timelines with education and training pathways. Identify priorities for sector planning and employer services.
Book a walkthroughSeveral employers need similar skills. Where should training conversations begin?
A large regional jobs total says little about which programs need attention. Specific occupations and hiring windows give boards and providers a more useful planning basis.
A practical starting point
Apply RES to project demand and workforce planning.
- 01
Find the occupations under pressure
Review shared demand across regional projects, with reported commitments separate from modeled occupation estimates.
- 02
Investigate training pathways
Trace occupations to related programs. Treat historical completions as evidence of output, then verify seats, cohort timing and delivery capacity with providers.
- 03
Connect demand and disruption
Review WARN signals alongside employer demand. Use verified occupations and timing to identify questions for rapid-response and employer-service teams.
What the work should clarify
A shared basis for a training and employer-service conversation.
Use the regional view to structure a discussion your team can act on. Keep the evidence and unresolved questions together.
- The occupations and hiring windows to investigate
- Relevant programs and the sources behind their historical output
- Employer and dislocation signals with stated limitations
- Questions about capacity, timing and funding for partner review
Know where the analysis ends and verification begins.
Program completions are not available training seats. WARN counts are not confirmed available workers. Capacity coordination and rapid-response action tracking are being developed with partners; the platform is not an individual case-management system.
Sources, methods and coverageAlign training priorities with regional project demand.
Explore how RES can support your region, projects and workforce priorities.