Mining Talent Pipeline Management

Get Connected

Join the Mining TPM Collaborative

Building Idaho’s Mining Workforce

Custer Economic Development Association (CEDA) has been selected by the Idaho Workforce Development Council to serve as a statewide Talent Pipeline Management (TPM) provider for Idaho’s mining industry.

CEDA brings together economic development, workforce development, education, industry experience, and a strong understanding of Idaho’s rural mining communities.

Jolie Turek - Workforce Development Specialist

(208) 940-0690
ceda@custertel.net

Jodi Stuart - Workforce Development Specialist

208-530-3940
Jodi.IdahoTPM@gmail.com

Industry Defines the Need. Together, We Build the Talent Pipeline.

  • Idaho’s mining companies face many of the same workforce challenges—from finding skilled trades and technical professionals to preparing for future growth and replacing an aging workforce.

  • Instead of companies continually competing for the same limited pool of workers, Mining TPM brings employers together to identify shared needs and grow Idaho’s mining talent pipeline as an industry.

  • Mining employers are in the driver’s seat. They identify the occupations, skills, credentials, hiring challenges, and future workforce demand that matter most. CEDA then helps connect those needs with Idaho’s education, workforce, economic development, and community partners to build practical solutions.

What We’re Doing

Through Idaho’s Mining TPM initiative, CEDA is:

  • Convening mining employers from across Idaho.
  • Identifying high-priority occupations and shared workforce challenges.
  • Developing employer-driven workforce demand profiles.
  • Mapping existing education, training, and workforce resources.
  • Identifying gaps between employer demand and the current talent pipeline.
  • Connecting mining employers with K–12 schools, career and technical education, colleges, workforce organizations, and communities.
  • Developing strategies around career awareness, work-based learning, training, recruitment, and retention.
  • Bringing workforce conversations to statewide industry gatherings, including the Central Idaho Mining Summit and Idaho Mining Conference.

Why It Matters

  • Mining workforce development reaches far beyond individual companies. In Idaho’s mining communities, industry growth and workforce shortages directly affect jobs, housing, schools, infrastructure, local businesses, and long-term community vitality.

  • Mining is bigger than one company or one community. Idaho needs a coordinated workforce strategy that reflects where the industry is going—and builds the workforce needed to get there.

Get Involved

CEDA is actively engaging mining employers and industry partners from across Idaho.

  • Mining Employers: Help define the workforce needs, priority occupations, and skills that should drive Idaho’s mining workforce strategy.

  • Education and Workforce Partners: Help us align programs, training, career pathways, and resources with clearly defined industry demand. Together, we can build a stronger, more sustainable talent pipeline for Idaho mining.

What Is Talent Pipeline Management

  • Talent Pipeline Management (TPM) is a strategic approach to developing a reliable, skilled workforce by aligning education, training, and industry needs. Instead of waiting for qualified applicants to apply, businesses actively partner with colleges, schools, and training providers to build the talent they need — when they need it.

  • It works similarly to a supply chain: Industry identifies its skill needs → educators and trainers align programs → students and
    workers move through a clear talent pathway → employers gain a steady stream of job-ready talent.

Top Benefits of TPM

  • Ensures training aligns with real industry needs, producing workers with the exact skills employers require.
  • Reduces hiring shortages and skills gaps by building a reliable, long-term flow of qualified talent.
  • Increases retention and employee growth through clear career pathways and targeted upskilling.
  • Strengthens regional competitiveness by supporting high-demand industries and attracting new investment.
  • Promotes cross-sector collaboration between industry, education, and workforce partners to solve workforce challenges.
  • Maximizes workforce investments by sharing resources, avoiding duplication, and targeting training where it matters most.
  • Expands access to careers, supporting employer diversity, equity, and inclusion goals.
  • Builds a resilient workforce system that adapts to industry trends and future
    labor demands.