02

Strategic Priority 2

Why This Priority Matters

The Regional Need

Workforce availability is one of the most important factors affecting economic competitiveness throughout Southeastern New Mexico. Employers across industries are competing for many of the same workers. Energy, healthcare, education, construction, government, hospitality, defense, manufacturing, transportation, and skilled trades all depend on reliable talent pipelines. At the same time, workforce needs are changing. Automation, technology, retirements, population shifts, industry growth, and changing skill requirements are affecting the types of workers employers need and how quickly those needs can change.

The regional workforce strategy must therefore connect economic development with education, training, recruitment, and retention.

Regional Goal

Build a stronger regional talent pipeline by aligning education, training, workforce systems, and employer demand.

Regional Opportunities

Improve Employer-to-Education Alignment

Training programs are most effective when they reflect real workforce demand.

Employers should have regular opportunities to communicate:

  • current vacancies
  • difficult-to-fill occupations
  • emerging skill needs
  • anticipated retirements
  • credential requirements
  • equipment or technology changes; and
  • projected future workforce needs.

Educational institutions and workforce organizations can then use that information to evaluate programming and training capacity.

Strengthen Career Pathways

Regional workforce development should help residents understand how to move from education into employment and from entry-level positions into long-term careers.

Career pathways may include:

  • career and technical education
  • apprenticeships
  • internships
  • work-based learning
  • industry certifications
  • incumbent-worker training
  • dual-credit programs
  • employer-sponsored training; and
  • college-to-career partnerships.

Retain More Local Talent

The region should continue exploring ways to retain students, graduates, military-connected individuals, and workers already living in Southeastern New Mexico.

Retention is influenced by more than wages.

Housing, childcare, career advancement, recreation, schools, healthcare, community amenities, and perceptions of opportunity all affect whether workers remain in the region.

Recruit Talent Strategically

Some workforce needs cannot be met through local training alone.

For specialized occupations, the region must also compete for workers from outside Southeastern New Mexico.

Regional talent recruitment should therefore connect employment opportunities with the broader story of what the region offers as a place to live and build a career.

SNMEDD's Role

SNMEDD can support workforce alignment by:

  • convening employers and workforce partners
  • supporting regional workforce data analysis
  • identifying shared occupational needs
  • connecting communities with workforce funding opportunities
  • helping align workforce priorities with economic-development projects
  • supporting cross-county collaboration; and
  • elevating workforce barriers identified by regional partners.

Measures of Progress

Potential measures include:

  • employer participation in workforce planning
  • training programs aligned with high-demand occupations
  • credentials awarded
  • apprenticeship and work-based learning participation
  • vacancy and labor-force trends
  • workforce grants secured
  • employer-reported workforce barriers; and
  • regional training partnerships established.
Return to the Six Priorities →Explore Delivery Milestones →See How Progress Is Evaluated →

Measurable Objectives

Recommended milestones from the start of the authorized work program.

2.1

Month 6

Convene three sector partnerships and document occupations, entry requirements, wages, and advancement routes.

2.2

Month 12

Design two earn-and-learn pathways with employer participation and a childcare/transport referral protocol.

2.3

Within 12 Months After Cohort Exit

Publish completion, credential, employment, and earnings results for each participating cohort.

Follow the Implementation Steps →See How Progress Is Measured →

Planning connections: Eastern Area Workforce Development Board: 2024–2027 Local Plan; EDA: Workforce Development; New Mexico Economic Development Department: State Plan. Reviewed September 26, 2026.