The aim of the Climate Expert role is to provide technical expertise at the intersection of climate resilience and workforce development to help the Alliance achieve training and placement goals and develop a scalable, replicable, and sustainable workforce development system. This includes, but is not limited to: 1. Collaborate closely with Alliance's existing (and future) training providers to assess gaps in the workforce development system and identify strategies to address those gaps. a. Drawing on existing climate data, policies, regulations, plans, needs assessments, and Alliance employers’ needs and occupations committed, identify emerging, in-demand skills needed by workers placed in those occupations; categorize skills into general skills (such as climate awareness and knowledge) and technical skills (specific competencies required to perform a job in an evolving climate), while also assessing which transferable skills from other fields can be leveraged. b. Assess training programs' capacity and potential gaps (e.g., skill gaps, instructors’ knowledge, etc.) preventing them from successfully training and placing individuals into occupations committed by Alliance employers. c. Identify strategies and resources (e.g., flood audit tools) training providers can leverage to address gaps and align curricula to emerging and evolving labor demand in coastal and climate resilience (e.g., develop new curricula and/or programs, connections between programs to leverage credentials, train-the-trainer activities, etc.) 2. Collaborate closely with Alliance's existing (and future) employers to assess their needs, revise - and potentially expand - the list of committed occupations, and help them embed climate competency into occupation committed. a. Identify how Alliance employers’ needs, occupations committed, and tasks performed by workers are evolving in response to climate-posed risks and how their needs relate to broader labor market dynamics and the City of Boston's climate resilience priority areas and goals. b. Provide technical support to employers to refine and/or expand the list of occupations available to Alliance graduates. c. Identify opportunities for the creation of apprenticeship and pre-apprenticeship programs and provide technical support for the development of such programs. d. Identify ways Alliance employers can effectively embed climate competency and good job principles into their work and operations (e.g., into job postings, procurement processes, etc.)
