DOL's Credential-Quality Signal Should Matter to Leaders at Four Year Institutions

The U.S. Department of Labor has put credential quality more visibly on the workforce system's agenda. Training and Employment Notice 04-26, issued August 27, 2026, is formally addressed to workforce agencies, workforce boards, American Job Centers, community and tribal colleges, state education agencies, and CTE leaders. Its stated purpose is broader, however, expressly encompassing employers and postsecondary education and training providers. Four-year institutions are not named separately, but they fall within that wider postsecondary category.

The notice is guidance, not a regulation, funding announcement, or new federal definition of credential quality. It also does not establish that employers recognize any particular credential. Its significance is directional: DOL is signaling that industry recognition and credential quality matter to the public workforce system.

For four-year institutions, the immediate implication is not a new compliance obligation. It is a reason to examine whether claims such as "industry aligned" or "workforce relevant" are supported by evidence. The Association for Career and Technical Education distinguishes an industry certification from an institutionally awarded certificate and emphasizes recognition by employers or industry organizations. The American Council on Education's credential-quality framework similarly points institutions toward transparency, portability, relevance, validity, modularity, and equity.

That suggests several questions for leaders overseeing professional, continuing, and workforce education:

• Which employers or industry organizations recognize the credential?

• What competencies does it represent, and how are they assessed?

• Can learners use it across multiple employers or educational settings?

• Does it connect to a larger certificate or degree?

• What is known about completion, employment, and further-education outcomes?

The notice also reinforces the value of relationships with workforce boards. Institutions seeking WIOA-supported enrollment already operate within an established eligible-training-provider framework that emphasizes provider performance, job-driven training, informed consumer choice, and responsible use of public funds. Four-year institutions should therefore avoid treating workforce-board engagement as primarily a community-college concern. Universities offering non-degree workforce programs may benefit from these relationships for regional labor-market intelligence, employer connections, participant referrals, and access to public workforce funding. Early engagement can also help an institution test whether employers genuinely value a proposed credential before it invests heavily in development and marketing.

The notice arrives alongside the new Workforce Pell environment. Together, Workforce Pell and the DOL’s guidance point toward a federal environment in which short-form programs will face closer questions about market value and learner outcomes.

Institutions will need credible data to answer those questions. The Noncredit Data Taxonomy 3.0, developed through the Rutgers-led State Noncredit Data Project and mapped to the Credential Transparency Description Language, offers a framework of more than 90 elements covering program design, enrollment, outcomes, and finance and policy. It can help institutions inventory existing information and identify gaps. It does not itself generate missing employment or earnings data or guarantee compliance with a state reporting system.

The durable signal is not that industry credentials will displace degrees. It is that four-year institutions entering the short-form credential market will increasingly be expected to connect academic quality with external recognition, educational pathways, and transparent evidence of learner outcomes. TEN 04-26 does not impose that standard by itself, but it shows that credential quality is firmly within the workforce system's field of view.

Sources

Association for Career and Technical Education. (2022, October). What is a credential? https://www.acteonline.org/wp-content/uploads/2024/05/What-is-a-Credential-Fact-Sheet-Final.pdf

Credential Engine. (2026, July 16). Mapping the Noncredit Data Taxonomy 3.0 to the CTDL: A new benchmark model for noncredit education data. https://credentialengine.org/2026/07/16/mapping-the-noncredit-data-taxonomy-3-0-to-the-ctdl-a-new-benchmark-model-for-noncredit-education-data/

D'Amico, M. M., Vinton, J., Sandelier Boyd, N., & Van Noy, M. (2026, June). Noncredit data taxonomy 3.0 and implementation guide. Rutgers School of Management and Labor Relations, Education and Employment Research Center. https://sndp.noncreditresearch.org/wp-content/uploads/2026/06/EERC_Noncredit-Data-Taxonomy-3.0_June-2026.pdf

Everhart, D., Ganzglass, E., Casilli, C., Hickey, D., & Muramatsu, B. (2016). Quality dimensions for connected credentials. American Council on Education. http://www.connectingcredentials.org/wp-content/uploads/2016/04/Quality-Dimensions-for-Connected-Credentials.pdf

U.S. Department of Education. (2026, May 19). Accountability in higher education and access through demand-driven Workforce Pell: Pell Grant exclusion relating to other grant aid; and Workforce Pell Grants [Final rule]. Federal Student Aid Knowledge Center. https://fsapartners.ed.gov/knowledge-center/library/federal-registers/2026-05-19/final-accountability-higher-education-and-access-through-demand-driven-workforce-pell-pell-grant-exclusion-relating-other-grant-aid-and-workforce-pell-grants

U.S. Department of Labor, Employment and Training Administration. (n.d.). Workforce Innovation and Opportunity Act. Retrieved August 31, 2026, from https://www.dol.gov/agencies/eta/wioa

U.S. Department of Labor, Employment and Training Administration. (2020, January 2). Workforce Innovation and Opportunity Act Title I training provider eligibility and state list of eligible training providers and programs (Training and Employment Guidance Letter No. 08-19). https://www.dol.gov/agencies/eta/advisories/training-and-employment-guidance-letter-no-08-19

U.S. Department of Labor, Employment and Training Administration. (2026, August 27). Promoting high-quality industry-recognized credentials (Training and Employment Notice No. 04-26). https://www.dol.gov/index.php/agencies/eta/advisories/ten-04-26

AI Disclosure: A ChatGPT agent surfaced potential stories for this week’s post; the author chose the story, theme, and additional touchpoints. The agent drafted the initial language, which the author reviewed and verified. Claude.AI supported additional research and refinement.

Building Credentials for Emerging Fields

 

New programs at the University of Vermont and Brightpoint Community College show two more substantive approaches to creating new credentials in emerging fields: building instruction around specialized university assets and designing credentials as steps in longer educational pathways.

Bringing University Research Into Workforce Education

The University of Vermont Professional and Continuing Education unit and UVM’s Larner College of Medicine have launched a 24-week biotechnology technician certificate for working adults, veterans, career changers, and recent high school graduates. No previous science degree is required.

Participants will combine online coursework with hands-on work in UVM research laboratories. The curriculum covers laboratory safety, standard operating procedures, molecular biology methods, data analysis, and core bench techniques. Graduates will also develop portfolios for prospective employers.

Congressional funding allows UVM to offer the program tuition-free. That removes a significant enrollment barrier while letting the university test whether its research facilities and faculty expertise can support a new regional talent pipeline.

Designing the Next Step From the Beginning

Brightpoint Community College is approaching emerging fields through credential architecture. Its new pharmaceutical manufacturing associate degree builds on the existing pharmaceutical manufacturing career studies certificate and includes articulated pathways into bachelor’s programs at Virginia Commonwealth University and Virginia State University.

The result is a visible progression from a shorter workforce credential to an associate degree and then into pharmaceutical sciences, engineering, or manufacturing bachelor’s programs. Learners can prepare for immediate employment without closing off further education.

Brightpoint also launched a 21-credit artificial intelligence career studies certificate developed with employer input. Students learn strategic prompting, AI-agent development, machine learning concepts, programming, databases, and project management. 

Together, the UVM and Brightpoint examples point to a useful design question for professional and continuing education leaders: What can the institution contribute that a stand-alone training provider cannot? Specialized laboratories, faculty expertise, academic credit, transfer agreements, and access to advanced study can give a new credential meaning beyond its subject-area label.

Workforce Pell Watch: North Carolina Moves Into Implementation

Previous updates followed the first federally approved Workforce Pell program in Iowa and the approval processes taking shape in Pennsylvania and Alabama. North Carolina now provides another view of how state implementation is unfolding.

The NCWorks Commission has granted state-level approval to 43 programs offered by 16 community colleges. Health care and public safety programs are prominent, including nurse aide, emergency medical technician, firefighter, and truck-driver training.

These programs are not yet fully approved for Workforce Pell. Each institution must still seek final authorization from the U.S. Department of Education. North Carolina will continue reviewing applications quarterly, with the next institutional submission deadline set for October 15.

The state also issued new operational guidance on coordinating Workforce Pell and WIOA funding. Local workforce boards are directed to verify approval for each program with the institution’s financial aid office. The guidance also explains how WIOA resources can supplement Pell funding for tuition, supplies, transportation, dependent care, and other education-related expenses without exceeding a learner’s total costs.

That coordination work will shape the learner experience as much as the initial program approvals. Campuses entering Workforce Pell will need workflows connecting program administrators, financial aid offices, workforce boards, and student-support staff. North Carolina’s guidance begins to show what that operational layer looks like.

Sources

Brightpoint Community College. (2026, August 20). Brightpoint Community College’s upcoming academic year includes three new programs.

North Carolina Department of Commerce. (2026a, August 12). NCWorks Commission celebrates first set of state-approved Workforce Pell programs.

North Carolina Department of Commerce. (2026b, August 20). Use of WIOA funds and federal Pell Grants, including Workforce Pell program grants.

University of Vermont Professional and Continuing Education. (2026, August 19). UVM launches tuition-free biotechnology technician certificate to build regional workforce.

Stackability by Design, Not by Accident

Last week’s blog post offered a blunt lesson for institutions developing short-term workforce programs: stackability cannot be added at the end of the design process.

Pennsylvania received 40 program submissions from 11 institutions for its first round of Workforce Pell review. Only two were approved and of those declined, over 30 were declined because they lacked stackability. Stackability is one hard requirement, and treating it as a late-stage add-on is enough to sink a WFP application.

This week, we’re examining some new examples of stackability. Cornerstone University’s new certificate portfolio provides one example of designing backward from the next credential. Its employer-informed certificates were developed from existing degree programs, rather than constructed as independent workforce offerings. Credits earned through the mobile-first SOAR platform transfer automatically into specified associate, bachelor’s, or master’s programs.

The important word is “automatically.” Learners do not have to request an exception, petition a department, or hope that someone will evaluate the certificate later. The academic destination and credit relationship exist before the learner enrolls. Cornerstone has combined employer input with an institutional commitment to preserve the learner’s progress.

Marymount University’s From Caregiver to Breadwinner program illustrates the human value of that continuity. The no-cost, 12-week initiative provides IT and AI instruction, CompTIA Tech+ preparation, mentorship, and employment support to adults returning to the workforce after caregiving. It has served 146 participants since 2024, according to Marymount.

These two programs highlight an important distinction. A learner being able to continue is not necessarily the same as every learner receiving a formally articulated pathway. Institutions should seek to create predictable program architecture: named destination credentials, predetermined credit, published pathway maps, advising at enrollment, and support that remains available when learners pause for work or family responsibilities.

That matters because adult learners rarely stack credentials in a perfectly continuous sequence. A recent Work Shift analysis emphasizes that learners often move between education and employment over several years, change academic direction, or continue at another institution. A genuinely stackable pathway must therefore accommodate stopping, restarting, and transferring.

The Center for Higher Education Policy and Practice goes further, recommending that short-term credentials connect to multiple associate and bachelor’s pathways, potentially at more than one institution, and that learners understand those options before enrolling. Earlier RAND research similarly identified unclear pathways, uneven opportunities across institutions, and barriers between noncredit and credit divisions as persistent obstacles.

For UPCEA members, intentional stackability will require collaboration across units that have not always designed programs together: professional and continuing education, academic departments, registrars, faculty governance, transfer offices, institutional research, and employer partners. The work must begin with the next credential already in view.

A short-term credential should have independent labor-market value. But it should also preserve the learner’s time, money, and momentum. Pennsylvania’s experience suggests that under Workforce Pell, institutions will increasingly be expected to prove both.

Sources:

Pennsylvania Department of Education. “Workforce Pell.” July 2026. https://www.pa.gov/agencies/education/programs-and-services/instruction/postsecondary-and-adult-education/workforce-pell

Inside Higher Ed. “Helping Caregivers Rebuild Careers.” August 10, 2026.

https://www.insidehighered.com/news/student-success/life-after-college/2026/08/10/helping-caregivers-rebuild-careers.

Marymount University. “From Caregiver to Breadwinner Program Empowers Nontraditional Students to Build Futures in Tech.” May 7, 2026. https://marymount.edu/blog/from-caregiver-to-breadwinner-program-empowers-nontraditional-students-to-build-futures-in-tech/.

Cornerstone University. “Cornerstone University Launches Employer-Informed SOAR Certificate Portfolio.” July 30, 2026. https://www.cornerstone.edu/cornerstone-university-launches-employer-informed-soar-certificate-portfolio/

Work Shift. Eric Bing and Jane Oates. “Now That Workforce Pell Is Here, Colleges Must Quash These Three Myths About Stackable Credentials.” July 15, 2026. https://workshift.org/now-that-workforce-pell-is-here-colleges-must-quash-these-three-myths-about-stackable-credentials/

Center for Higher Education Policy and Practice. “Ensuring Short-Term Credentials Work for Learners.” July 13, 2026. https://www.chepp.org/news/from-chepp/ensuring-shortterm-credentials-work-for-learners/

RAND Corporation. Daugherty et al. “Stackable Credential Pipelines and Equity for Low-Income Individuals: Evidence from Colorado and Ohio.” 2023.
https://www.rand.org/content/dam/rand/pubs/research_reports/RRA2400/RRA2484-1/RAND_RRA2484-1.pdf

Workforce Pell Enters Its Implementation Era, With a Few States Leading the Way

As we begin a new format for this blog, we note the important recent Workforce Pell developments in four states. The first program has secured federal approval, state reviews are exposing demanding eligibility requirements, and states are developing different data and financing structures for short-term workforce education.

On August 4, the U.S. Department of Education approved the nation’s first Workforce Pell program: Iowa Central Community College’s 14-week Emergency Medical Technician program. Eligible students can now use Pell Grants to enroll. The program met state and federal requirements for completion, job placement, earnings, program history, accreditation, and alignment with an in-demand occupation (U.S. Department of Education). The approval provides an example of programs that may advance first: established offerings tied to defined occupations, delivered by Title IV institutions, and supported by sufficient outcomes data.

And yet Pennsylvania’s initial review shows how narrow a state’s first wave could be. Eleven institutions submitted 40 programs, but the state approved only two, both in truck driving. Federal approval is still required before students can access Workforce Pell. Applications failed because of program duration, employment rates, missing evidence of stackability or transferability, inadequate employer engagement, and noncompliant delivery arrangements. Some programs reported strong completion or placement numbers but failed another requirement. Pennsylvania Workforce Pell page and program-determination report. Digging deeper into the program scoring found in the PA Workforce Pell Policy Report (pages 65 - 70), 34 of the denied programs lacked ‘evidence of stackability or transferability’. This presents an opportunity for two- and four-year institutions to partner on these pathways in the state. 

Alabama is embedding this work in a larger data strategy. Workforce Pell applicants must register programs in the Alabama Credential Registry, part of the Alabama Talent Triad. The state also reviews wage records, occupational demand, employer evidence, portability, and articulation into academic credit (Alabama Department of Workforce). This model leverages Workforce Pell to further integrate an existing workforce initiative and connect programs, verified skills, labor demand, and employment outcomes. 

Arkansas shows that workforce-development finance is evolving beyond Workforce Pell. The state expanded its lottery-funded Workforce Challenge scholarship to approximately 40 vocational and technical institutions that were previously ineligible. Supported fields include construction, advanced manufacturing, health care, information technology, and logistics (Axios Northwest Arkansas). This state aid may reach programs or providers that cannot satisfy Workforce Pell’s duration, accreditation, instructional, or outcome requirements. 

These early implementation stories point to three signals online and professional education leaders should watch with regards to Workforce Pell: established programs have an advantage, data capacity will shape access, and states may leverage existing policies and programs to fit Workforce Pell within a broader workforce system.

Sources

Alabama Department of Workforce. (n.d.). Workforce Pell grant application. Workforce Alabama. https://workforce.alabama.gov/educators/workforce-pell-grants/application/

Golden, A. (2026, August 6). Scholarship options expand for trades. Axios. https://www.axios.com/local/nw-arkansas/2026/08/06/scholarship-options-expand-trades

Pennsylvania Department of Education. (n.d.). Workforce Pell. Commonwealth of Pennsylvania. https://www.pa.gov/agencies/education/programs-and-services/instruction/postsecondary-and-adult-education/workforce-pell

U.S. Department of Education. (2026, August 4). U.S. Department of Education approves the nation’s first Workforce Pell Grant program in Iowa [Press release]. https://www.ed.gov/about/news/press-release/us-department-of-education-approves-nations-first-workforce-pell-grant-program-iowa

Learning by doing: internships, co-ops provide invaluable experience as students find their career path - University of Cincinnati

More students at the University of Cincinnati Blue Ash College are pursuing summer internships and co-ops to go beyond the classroom, explore potential careers, and step into a professional environment where real-world experiences help provide a new perspective. As students develop new skills, gain confidence, and explore potential career paths, internships and co-ops become an integral part of their education journey.At UC Blue Ash College, students participating in internships and co-ops can enroll in MLTI 2020, a course led by Assistant Director for Career Services, Sarah Grace McCollough. “The UCBA Co-Op/Internship course challenges students to be intentionally reflective of their professional experiences. 

https://www.uc.edu/news/articles/2026/07/learning-by-doing--internships-co-ops.html

Microcredentials Give Grads Edge in Tough Job Market - Kathryn Palmer, Inside Higher Ed

Both students and employers say microcredentials are valuable assets in today’s tough job market, new data shows. That’s the upshot of Coursera’s 2026 Micro-Credentials Impact report, published Thursday. Among other things, the report shows that 87 percent of graduates who hold microcredentials report securing a job aligned to their field within one year, and 83 percent of employed graduates say that having microcredentials played a significant factor in getting a job. Meanwhile, 94 percent of employers say they’re inclined to offer higher starting salaries to candidates with microcredentials. A similar share of employers (92 percent) also report that entry-level workers with microcredentials perform better in their first year.

https://www.insidehighered.com/news/tech-innovation/alternative-credentials/2026/06/05/tough-job-market-microcredentials-give

A New Chapter for This Blog

Since 2021, this blog has shared curated articles and resources exploring developments in alternative credentials and the broader learn-and-work ecosystem. Thank you for reading, subscribing, and engaging with these conversations. 

Beginning Tuesday, August 11, this blog will transition to a weekly publication schedule, with new posts appearing each Tuesday. Along with the new schedule, it will take on a refreshed focus and a new name: Credential Innovation Curated Reading.

The updated blog will continue exploring how institutions are applying signals from the learn-and-work ecosystem and innovating with credentials to better serve learners, employers, and communities. Curated by a rotating group of authors, it will bring together a wider range of perspectives on emerging developments in credential innovation, workforce alignment, and institutional innovation.

I will continue sharing my perspectives through Online: Trending Now, my biweekly column in Inside Higher Ed, along with my other curated blogs:

• UPCEA Professional, Continuing and Online Education Update 
• UPCEA Artificial Intelligence in Higher Ed 
• UPCEA Ray's Curation 

I hope you will continue to follow the column and these blogs. 

Thank you again for reading and subscribing. I am grateful for your support over the years, and I hope you will enjoy the new direction of this blog as we continue the conversation.

--Ray

Micro-Credentials Offer College Grads A Leg Up In A Tight Job Market - Michael T. Nietzel, Forbes

College graduates who earn a micro-credential are likely to fare better in an increasingly challenging job market than those without one. That’s one of the main takeaways from Coursera’s just released Micro-Credentials Impact Report 2026. The findings in the report point to the role that micro-credentials can play in helping students build career-relevant skills, enabling employers to confidently hire new workers, and allowing universities to align their curriculum more closely and quickly to emerging demands for the workforce.

https://www.forbes.com/sites/michaeltnietzel/2026/06/05/micro-credentials-offer-college-grads-a-leg-up-in-a-tight-job-market/

Chamber Workforce Development Luncheon talks AI, micro-credentials, partnerships - Ft Myers Florida Weekly

John Roszell called it “a co-pilot for a career… how to get where you’re going.” Kelly Thawley pointed out the importance of teaching how to use AI ethically and as an enhancement to a career. Panelists emphasized, however, that skills come first and demonstrated programs their institutions have developed for making training more accessible, including “earn while you learn” curricula, job shadowing, internships, having a presence in high school classrooms, and short-term options like micro-credentials. Learning and “stacking” niche workplace skills can improve hire-ability, build a career and possibly provide a pipeline to college education, they said. Many of these programs depend upon industry partners’ participation. Heights Institute is being designed to create the reality of the workplace with one floor set up like a hospital, another like an automotive shop, said Kelly. Besides healthcare and automotive mechanics, the panel mentioned manufacturing, construction and marine mechanics as high skill priorities.

https://www.floridaweekly.com/articles/fort-myers-business/chamber-workforce-development-luncheon-talks-ai-micro-credentials-partnerships/

California launches first-in-the-nation AI literacy initiative with SDSU leadership - San Diego State University

San Diego State University is co-leading AI-Ready California, a first-in-the-nation statewide pilot micro-credential program, offered to Californians interested in expanding their AI literacy and preparing to join the workforce of the future. “Artificial intelligence has rapidly become a foundational skill for work, much like digital literacy became a generation ago,” said James P. Frazee, SDSU’s vice president for information technology and chief information officer. “AI-Ready California is about ensuring every Californian has the opportunity to build the knowledge, judgment and confidence to use AI responsibly and effectively – regardless of their background or career path – and to be competitive for our changing workforce,” said Frazee, also a founding member of the California State University AI Workforce Acceleration Board. 

https://www.sdsu.edu/news/2026/07/california-launches-first-in-the-nation-ai-literacy-initiative-with-sdsu-leadership 

Here’s why momentum for paid apprenticeships is surging - Alcino Donadel, University Business

States and universities are providing new blueprints for making college-based, paid apprenticeships the backbone of new workforce pipelines. “Every year, millions of Americans turn down the promise of a degree because they need to work,” Joe Ross, president of Reach University, said at a June Congressional hearing on modernizing the nation’s apprenticeship system. “Many take jobs in the very schools and hospitals where employers can’t fill the higher-paying roles that require postsecondary credentials.” Stringent accreditation standards, state regulations and a lack of federal guidance have stymied degree-embedded apprenticeships. Witnesses at the U.S. House hearing last month argued that financial aid, employer buy-in and reduced administrative barriers can support uniform growth nationally. One way K12, community colleges and universities can better cultivate relationships with employers is by aligning curriculum and learner pathways with on-site workforce training programs.

https://universitybusiness.com/heres-why-momentum-for-paid-apprenticeships-is-surging/

Build your learning pathway - University of Limerick (Ireland)

Micro-credentials also known as MicroCreds are short, University accredited, assessed and enterprise powered qualifications. These bite-sized courses allow learners to control their own professional development while enabling companies to nurture and retain top talent and increase their competitive advantage. Find out more about Micro-credentials below and find the short course that meets your upskilling needs.

https://www.ul.ie/study/short-courses/microcreds

Employers favor hiring talents with 'micro-credentials'— Coursera study - Arthur Fuentes, ABS-CBN News

A vast majority of Filipino employers are willing to offer higher starting salaries to job graduates who hold micro-credentials or skills certifications, according to a report released Monday by online learning platform Coursera. The Coursera Micro-Credentials Impact Report 2026, which surveyed over 3,500 employers, learners, and higher education leaders across seven countries, found that 89 percent of employers in the Philippines would pay a premium for these specialized qualifications. Furthermore, 36 percent of those surveyed expressed willingness to offer more than a 15 percent salary increase specifically for generative artificial intelligence (GenAI) micro-credentials, the company added. The findings highlight a decisive shift toward skills-first hiring in the Philippines, Coursera said. 

https://www.abs-cbn.com/news/business/2026/7/6/employers-favor-hiring-talents-with-micro-credentials-coursera-study-1317

IMA introduces micro-credentials to help finance professionals build practical, future-ready skills - Gulf News

According to IMA, finance professionals are increasingly expected to move beyond traditional reporting responsibilities and provide strategic insights that help organizations respond to economic uncertainty, technological change, and evolving business challenges. The organization says its micro-credentials are intended to equip learners with practical knowledge that can be applied in day-to-day professional roles while also providing employers with a scalable approach to workforce development. "Finance professionals are being measured against a new standard — one that requires them to turn data into insight, and insight into action," said Michael DePrisco, President and CEO of IMA. "Our research continues to show that AI-readiness in finance isn't just about technology. It's about judgment, process, and human competencies that drive better decisions. These micro-credentials are designed to help professionals build those skills in ways they can apply immediately in their work."

https://gulfnews.com/business/corporate-news/ima-introduces-micro-credentials-to-help-finance-professionals-build-practical-future-ready-skills-1.500598365

The Value of Microcredentials for Industry: Workforce Development and Productivity in Alberta and Canada - Vis Naidoo, Evolllution

The central issue is therefore not whether microcredentials have potential value but whether they are framed, designed and governed in ways that industry recognizes as meaningful to workforce development and productivity. For Alberta—where economic growth is closely tied to sectoral transitions in energy, clean technology, advanced manufacturing, digital industries and health—microcredentials must function as credible, validated and productivity‑oriented training instruments, not merely shorter courses.5,6 Addressing this challenge requires alignment among government policy, postsecondary quality assurance, common standards and industry engagement. Recent developments in Alberta and nationally suggest that such alignment is beginning to take shape.

https://evolllution.com/the-value-of-microcredentials-for-industry-workforce-development-and-productivity-in-alberta-and-canada

Challenges and Strategies for Expanding Apprenticeships in the St. Louis Region - Nishesh Chalise , Neelu Panth; Federal Reserve Bank of St. Louis

Apprenticeship is an age-old practice in which a trainee gains relevant skills while working on the job under guidance from a highly skilled mentor. The formal apprenticeship model in the U.S. began with the passing of the National Apprenticeship Act of 1937. Apprenticeships usually have four components: learning derived from on-the-job (OTJ) training, classroom or other instruction to develop specific skills to prepare the apprentice for the job; mentorship; graduated wages from apprentice to full-time employee; and a job beyond the term of apprenticeship.1 Apprenticeships have seen a lot of growth in recent years. Nationally, the number of active apprenticeships grew by 77% between 2016 to 2025. The types of occupations hosting apprenticeships have also increased. Construction trades continue to dominate, but apprenticeship has expanded to other occupations in the health care and technology sectors. However, the number of active apprentices as a percentage of labor force remains low at 0.41% in 2025.2 In other countries, such as England, Germany and France, this number ranges between 2% and 3%.

https://www.stlouisfed.org/open-vault/2026/june/challenges-strategies-st-louis-area-apprenticeships

Hearing Recap: "Workforce Rewired: Modern Apprenticeships for a Modern Economy" - U.S. House Workforce Committee

Subcommittee Chairman Burgess Owens (R-UT) started the hearing by discussing how Artificial intelligence (AI) is reshaping the skills needed to be successful in nearly every sector of the economy. “Researchers estimate that 40 percent of the skills required for today’s jobs will change over the next decade. That reality presents a challenge not only for workers, but also for employers who need talent that’s able to adapt to changing business needs... In today's economy, workers increasingly need opportunities to upskill, reskill, and acquire new competencies as they work. The rapid adoption of artificial intelligence is only making that need clearer,” he said.

https://edworkforce.house.gov/news/documentsingle.aspx?DocumentID=413449

A program that offers paid apprenticeships for student teaching is expanding to Wisconsin - Brooklyn Heyn, News 8 Now

A national effort to address teacher shortages is expanding into Wisconsin, with a program aimed at removing financial barriers for aspiring educators. The National Center for Grow Your Own has received a $300,000 grant to bring its teacher apprenticeship model to the state. The program is designed to support people already working in schools—such as paraprofessionals and support staff—by allowing them to earn a paycheck while completing the training required to become licensed teachers.Local education leaders say that kind of financial support could make a significant difference.

https://www.news8000.com/news/education/a-program-that-offers-paid-apprenticeships-for-student-teaching-is-expanding-to-wisconsin/article_2684d2ce-1215-45ff-94b6-c30cf166400d.html

Fueling the Future: SRS Adds New Opportunities for Youth Apprenticeships - U.S. Department of Energy

 Six youth apprentices are making a meaningful impact this year as part of the Savannah River Site’s (SRS) Youth Apprenticeship Program. The program, integral to the SRS Apprenticeship School and its 29 registered apprenticeships, welcomes high school students from Aiken, Columbia and Richmond counties. Since its expansion sitewide in 2020, the Apprenticeship School has graduated nearly 850 apprentices, with 91% successfully securing full-time positions at the site. “To modernize the nation’s nuclear deterrent, we need a strong and diverse base of national expertise and educational opportunities in specialized technical areas that contribute to this mission,” said Sean Alford, senior vice president and chief administrative officer for Savannah River Nuclear Solutions (SRNS), the site’s managing and operations contractor. “Our program is designed to support STEM disciplines that are critical to the Nuclear Security Enterprise and the Department of Energy, such as nuclear operations and other technical areas.”

https://www.energy.gov/em/articles/fueling-future-srs-adds-new-opportunities-youth-apprenticeships

Spectroscopy Around the Globe, Connecting Students to Internships - Will Wetzel, Spectroscopy

We released a new episode of "Pathways in Spectroscopy," and this one is essential viewing for students trying to break into the field. Mary Kate Donais of St. Anselm College sits down to discuss how networking and flexibility can make all the difference when it comes to landing an internship. She talks about the power of LinkedIn, leaning on your personal and professional networks, and importantly, why the perfect internship doesn't need to perfectly match your career goals. Any experience that sharpens your laboratory skills, communication, and teamwork is experience that opens doors. There was a lot of good practical advice given here.

https://www.spectroscopyonline.com/view/best-of-the-week-spectroscopy-around-the-globe-connecting-students-to-internships-acs-fall-2026-meeting

Why embedding lifelong learning in university is needed - Lyndsey El Amoud, University World News

The European Union has positioned lifelong learning at the heart of its competitiveness agenda, while universities are routinely identified as key actors in supporting citizens to learn throughout their lives. At first glance, higher education appears to be responding. Microcredentials are expanding rapidly. Professional and executive education continues to grow. Digital delivery has accelerated. Lifelong learning now features prominently in institutional strategies and national policy frameworks across much of Europe. Yet beneath this visible growth lies a more uncomfortable reality. European universities have become remarkably good at delivering lifelong learning. What they have not yet done, in most cases, is redesign themselves around it.

https://www.universityworldnews.com/post.php?story=20260630110114992