NLC spoke to champions of local workforce development and asked them what policy or practice had worked in their community. From data-driven practices to innovative programs and unique partnerships, their answers illustrate that there’s not just one way to grow your workforce.
One Chattanooga Works: Sharing Data, Success, and Capacity in Workforce Development
Mayor Tim Kelly, Chattanooga, Tennessee
“In 2026 the City of Chattanooga will launch a new workforce system called ’One Chattanooga Works.’ This systemic approach to workforce development will replace sporadic, programmatic remedies with a data-driven plan to coordinate economic and workforce development. Chattanooga is a city built on collaboration and this system will lean in on this core strength of our community. Instead of relying on individual organizations to carry the load of workforce development, we have defined workforce development as a process that requires six capacities that bring our community partners together by design.
Our goal in this systemic approach is to coordinate our strengths around data, moving strategically from in-demand jobs back into services. One Chattanooga Works will coordinate community-based organizations, stakeholders and job seekers around the primary goal: getting Chattanoogans into jobs. Working with employers and moving backwards from jobs data, we have outlined clear capacities for our community-based organizations and stakeholders: Skills Trainers, Job Placement Specialists, Support Services, Professional Development, Career Exploration and Work Readiness. Together we can provide a data-informed system that allows us to grow our economy with our best asset, our people.”
Returnships: Bridging Resume Gaps for Experienced Talent
Mayor Michael O’Connor, Frederick, Maryland
“The City of Frederick’s Returnship program creates paid, structured opportunities for experienced professionals whose barrier to employment is a gap on their resume. Inspired by workforce disruptions during COVID, particularly the decline in Maryland’s participation of educated women who stepped away to care for children, the program helps participants refresh skills, rebuild confidence and transition into long-term public sector careers.
Participants receive hands-on experience, mentorship and professional development, with placements fully paid to ensure equity and accessibility. The program is versatile and can be applied across the public sector, from economic development and planning to public works and city operations, allowing cities to connect returning professionals to meaningful, impactful work while addressing workforce needs.
By rethinking traditional hiring assumptions, Frederick taps into talent that might otherwise be overlooked, strengthens the local workforce and supports economic mobility. The program shows that with thoughtful investment and design, cities can create pathways for experienced professionals to reconnect with meaningful work while contributing to the community.”
RISE and Climb: Little Rock’s Career Climb Promotes Economic Stability
Mayor Frank Scott, Jr., Little Rock, Arkansas
“As baby boomers retire, the demand for a skilled, adaptable workforce grows. To meet this need, the City of Little Rock created the Career Climb Program, an evolution of the traditional six-week Summer Youth Employment Opportunity (SYEO). Little Rock Career Climb is leveraging partnerships with local businesses, schools and colleges to provide youth with paid summer positions that build critical employability skills.
This shift was inspired by research showing that youth who work part-time during school and summer develop stronger labor market attachment. By engaging businesses directly, we create sustainable partnerships that align educational growth with real-world needs — benefiting both interns and employers. Partners play a vital role by teaching youth the value of earning a wage, gaining and fostering work ethic. Each participant is paired with a supervisor for guidance, while City Mentors ensure safe, productive and enjoyable work environments.
Career Climb offers diverse career pathways, internships and apprenticeships, fostering economic stability while preparing future talent. In 2025, Little Rock Career Climb celebrated the program’s first graduating class for Advanced Manufacturing in partnership with the University of Arkansas Pulaski Technical College. Since transitioning to this model, participation has grown, and businesses report improved talent pipelines. Youth gain confidence, professional skills and exposure to careers that inspire long-term goals. Career Climb demonstrates that investing in young workers today builds a stronger workforce and economy tomorrow.”
The City of Philadelphia Offers Free Education and Career Pathways for City Employees and Residents
Mayor Cherelle L. Parker, Philadelphia, Pennsylvania
“When I became Mayor of Philadelphia, creating economic opportunity for all Philadelphians became a top priority of my administration. Too often, residents are shut out of good-paying, stable careers because of unnecessary barriers: costly credentials, limited access to training or lack of clear pathways into public service. At the same time, cities across the country are struggling to recruit and retain the workforce needed to deliver essential services. These challenges demand a shared solution.
My administration established the City College for Municipal Employment (CCME) (PDF), a locally driven workforce development model that provides free education and career pathways for Philadelphia residents and current City employees. By removing financial barriers and aligning training directly with municipal workforce needs, CCME prepares participants for in-demand roles while strengthening the capacity of city government itself. This approach ensures public dollars are spent on education that leads to employment and advancement, not just credentials.”
Investments in People
When we invest in the people who already understand our communities, our systems and our mission, we reduce turnover, shorten hiring timelines and build institutional knowledge that cannot be replaced through external recruitment alone. Employees who receive education and on-the-job training are more likely to stay, advance into hard-to-fill roles and perform at a higher level. Departments benefit from lower vacancy rates, reduced overtime and contracting costs and a stronger leadership pipeline. For workers and their families, upskilling means higher wages, career mobility and long-term economic stability without taking on student debt.
Join NLC’s Workforce Innovation Network
Interested in learning more about workforce development? Join the Workforce Innovation Network, a new peer engagement network all city leaders and staff interested in learning about various topics, resources and opportunities related to workforce development. WIN members can expect to be invited to quarterly virtual network calls.
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