Kern Community College District
Workforce Development Plan
2023-2028
Prepared by:
Dr. Trudy Gerald, Vice Chancellor
Dr. Bonita Steele, Director of Programs and Program Development
January 31, 2023
Rev. 8/21/2023 ii
Table of Contents
Kern Community College District (Kern CCD)
Kern CCD Mission and Goals 3
Kern CCD Service Area 3
Workforce and Economic Development Division 4
Workforce and Economic Development Assets, Strategies & Execution 5
Kern CCD’s Service Area Economic Overview 9
Kern CCD’s Top Three Priority Sectors
Healthcare 11
Energy 18
Aerospace and Defense Industry 23
Kern Community College District Workforce and Economic Development
Top Three Priority Sector Roadmaps 27
Rev. 8/21/2023 1
Kern Community College District
Mission and Goals
The Kern Community College District (Kern CCD, District) mission is to provide outstanding
educational programs and services that are responsive to our diverse students and communities.
Chancellor’s & Board of Trustees’ Goals
Advance Student Success & Equity
Resource Development
Develop Inter-district collaboration & cooperation
Develop Technology Infrastructure to support the colleges
Kern Community College District Strategic Plan
Goal #1: Maximize Student Success
Goal #2: Ensure Student Access
Goal #3: Provide Workforce & Economic Development
Programs that Respond to Local Industry
Goal #4: Reduce Equity Gaps
Goal #5: Strengthen Organizational Effectiveness
Service Area
Kern Community College District (Kern CCD) serves communities over 24,800 square miles in
parts of Kern, Tulare, Inyo, Mono, and San Bernardino counties through the programs of
Bakersfield College, Cerro Coso College, and Porterville College. Governed by a locally elected
Board of Trustees, the district’s colleges offer programs and services that develop student
potential and create opportunities for our citizens.
Kern CCD is geographically one of the largest community college districts in the United States,
serving more than 30,000 students. Our students represent a diversity of religions, economic
backgrounds, sexual orientations, abilities, and ethnicities.
While the Kern Community College District was established as a separate entity in 1968 to
respond to the changing needs of our communities, educational services have been provided to
residents for many years: at Bakersfield College since 1913; at Porterville College since 1927;
and in the Ridgecrest area since 1951 by what is now Cerro Coso College. All three colleges are
proud members of the California Community College System and are accredited by the
Accrediting Commission for Community and Junior Colleges (Western Association of Schools
and Colleges). Today, education centers and sites in Delano, downtown Bakersfield, the
Mammoth/ Bishop area, Edwards Air Force, and the Kern River Valley offer additional
convenient, localized instruction for thousands of residents. The Kern CCD’s commitment to
distance learning and other technological advances is creating increasing opportunities for
education through the internet, satellite, and cable television to individuals across our broad
service area and beyond.
Rev. 8/21/2023 2
Workforce & Economic Development Division
The Workforce and Economic Development Division is committed to equity, improved student
success, and increased social and economic mobility. Through the leadership of Vice Chancellor
Gerald, its mission is to: actualize equity in education and the workplace, improve student
success outcomes, and increase economic and social mobility for local citizenry.
The Kern Community College District acknowledges the challenges and opportunities resulting
from the rapid evolution of industries and the workforce. The Kern CCD is committed to
delivering education and workforce opportunities that result in positive economic and social
transformations for the families residing in the communities within its service area. The
integration of technology such as virtual reality into industry practices and the need for critical
workforce digital skills and the integration of high-quality workplace norms offer great promise
toward building a stronger workforce, families, and communities. The Kern CCD’s Workforce
and Economic Development Team continues to execute strategically significant efforts resulting
in high-performing educational systems that increase equity, student outcomes, and increased
social and economic mobility for partners and participants
Kern CCD’s Commitment to California Community College Systemwide Goals
California Vision for Success Goals
Increase the number of exiting CTE students employed in their field of study to 76% by 2022 (up
from 60% in 2017)
Reduce equity gaps by 40% across all the above measures by 2022 and fully close those gaps by
2027, including regional gaps
Increase completion of degrees, credentials, certificates, and job specific skill sets by 20% by
2022 (2019-20 Baseline 145,218).
Governor’s California Community College Roadmap
Establish a baseline for and increase credit for
prior learning (CPL) offerings annually.
Increase access and enrollment in competency-
based education (CBE) programs by 15%
Improve systemwide graduation rates, transfer
rates, and time to completion among
underrepresented Pell Grant recipients and
disabled students to meet average of all
students by 2026.
Increase percentage of completing students
who earn a living wage by 15%,
Increase the percentage of students earning
degrees, certificates, and specific skill sets for
in-demand jobs by 20% by 2026.
Close equity gaps in access to dual enrollment
Increase the percentage of TK-12 students who
graduate with 12 or more college units earned
through dual enrollment by 15%.
Focus on establishing or expanding programs
that address workforce needs in healthcare,
climate action, education, and early education.
Rev. 8/21/2023 3
Workforce & Economic Development Assets, Strategies & Execution
The Workforce and Economic Development Division’s assets include the Central Valley Mother
Lode Regional Consortium, the Kern Adult Education Consortium, the 21st Century Energy
Center and the California Compliance School. The Vice Chancellor works with college faculty
and administrators to achieve state vision for success goals, districtwide, and college goals.
The Central Mother Lode Regional Consortium (CRC) members include 8 community college
districts, 15 colleges, 230 public school districts, and 150 charter schools serving over 100,000
students. The region covers Kern County in the south to Stockton and eastward to the California
state border. The CRC Chair, hosted at the Kern CCD, provides technical, logistical, and fiscal
support for the 16 college members and their respective districts to address statewide system
goals including student success, diversity, equity, inclusion, and access to education and assisting
industry to reduce and meet regional labor market supply gaps. The Central Mother Lode
Regional Consortium Current Projects are:
Strong Workforce Program – Since the closeout of SWP 5 in November of 2022, the CRC
has invested in $11.4M of its SWP 6 (2021-2023) funding in 11 regional projects in high
priority industry sectors, including across all CTE areas (53%), Agriculture, Water, and
Environmental Technologies, AWET (11%), Healthcare & Public Safety (8%), and
Advanced Manufacturing (6%). Similar to SWP 6 funding (2022-2024), the CRC has
invested $10.5M in 13 regional projects with the distribution of funds supporting all CTE
programs (56%), AWET (10%), and ADVM (6%). Region-wide projects for both funding
years included support for work-based learning platforms, including LinkedIn Learning,
Jobspeaker, and Geographic Solutions; support for labor market research to focus on
disaggregating data according to equity gaps in race and gender; support for local post-
pandemic marketing for local colleges; support for Lightcast, formerly EMSI, to develop
district-wide economic impact study for the 8 community college districts; and support for
smaller projects, including membership in NACCE and a website redesign/update.
Talent Pipeline Management Academy, TPM/A: The CRC, in alignment with Strong
Workforce Program goals to increase work-based learning opportunities that lead to quality
jobs, voted to invest some of its SWP 7 funds in support of developing a clearer employer
engagement model via the Talent Pipeline Management Academy. The CRC contracted with
the US Chamber of Commerce Foundation, which developed the TPMA to redesign advisory
committees as employer collaboratives where a neutral convener, such as a chamber of
commerce, brings together employers from a specific industry sector and those involved in
the talent pipeline, (i.e., colleges, WIOA partners, temporary agencies, CBOs, and other
stakeholders). Together the CRC reviews local demand/supply gaps annually. The CRC
approved 6-month training for a cohort of 45 people with the goal of developing a plan for
starting industry specific employer Collaboratives.
K12 SWP: During the most recent round of K12 SWP 5 funding, the Selection Committee
awarded 28 Local Education Agencies (LEAs) $23 M. Over 70,000 students have been
directly impacted by K12 SWP funding since its inception in 2018-19. The CRC is aligning
its development of work-based learning opportunities including pre-apprenticeships,
internships, dual/concurrent enrollment, and short-term certificate programs.
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CERF: The Kern County Community Economic Resilience Fund (Kern CERF): The Kern
Community College District Economic and Workforce Development Division serves as fiscal
agent and is one of five regional Kern Coalition co-convenors that include: Better Bakersfield
and Boundless Kern (B3K), a City of Bakersfield County of Kern led public-private partnership;
Community Action Partnership of Kern (CAPK); the Kern Inyo Mono Central Labor Council
(KIM CLC); and Building Healthy Communities (BHC). The Kern Coalition recognizes that
despite years of extraordinary job growth and economic mobility for residents, Kern County is
falling behind its peers and the nation in economic performance, opportunity, and inclusion.
Market pressures, policy changes and an influx of lower quality jobs are some of the challenges.
Currently only 30% of available jobs meet quality job metrics. Half of Kern residents struggle to
cover basic expenses, and Hispanic or Black workers are 80% and 60% more likely to struggle.
Driven by community aspirations, leadership, and data, Kern CERF will set a shared investment
agenda and metrics to create more quality jobs and ensure access to them for all residents
focused on eliminating disparities while promoting durable economic growth and diversification
alongside social and environmental resiliency. Momentum has been building to maximize
emerging economic opportunities in the region. CERF will further this work by bridging the gaps
among disinvested communities and traditional economic actors, ensuring representation, shared
decision-making, and equitable distribution of resources to maximize shared regional prosperity.
The 21st Century Energy Center is working to transform Kern County into a clean energy
innovation hub, convening multi-stakeholder high-road workforce development partnerships,
community, and involving industry in the development of innovative workforce development
courses and programs. Kern Community College District’s 21st Century Energy Center has been
providing training since 2010, offering Construction Skills, Safety, Solar installation, Solar
Sales, Industrial Maintenance Mechanic / Wind Energy Technician job skills training. The 21
st
Century Energy Center’s current projects include:
The Energy Innovation Workforce Coalition The 21
st
Century Energy Center convenes the
Energy Innovation Workforce Coalition of innovators, industry leaders, community-based
organizations, and local governments. The coalition seeks to support economic and workforce
development through integrated energy pathways - grid modernization and clean
transportation growth. The coalition is committed to ensuring the maximum benefit from the
emerging clean energy economy accrues to Kern County and its residents, especially those
from underrepresented and underserved communities, are positioned with the workforce
education and training necessary to realize those benefits.
New EV & Solar Energy Courses: The 21
st
Century Energy Center has been training
individuals and first responders to work with alternative fuel vehicles since 2012. The
coalition members’ input led the 21st Century Energy Center to develop the Introduction to
Zero Emission Vehicles and Careers class and established a partnership with the Kern County
Electrical Apprenticeship program to provide Electric Vehicle Charging Installation pre-
apprenticeship training. The Center is also developing an Electric Vehicle Charging Station
Operations and Maintenance Technician training course, a Solar Business Development
course, and a Solar Entrepreneurship course.
The Customized and Corporate Training program works with regional employers and other
workforce development stakeholders to develop customized workforce training solutions. The
Kern CCD’s Customized and Corporate Training program conducts training needs assessments
to develop innovative, flexible training solutions customized to meet customer needs. The types
Rev. 8/21/2023 5
of training developed vary from technical skills, medical skills, and computer software skills to
leadership skills, customer service and communications. Over 25 regional employers utilize state
Employment Training Panel funds via a Customized and Corporate Training program contract to
offset some of the costs of customized training. Customized and Corporate Training Current
Projects include:
Utility Line Clearance Arborist Program: The Customized and Corporate Training program
currently offers a Utility Line Clearance Arborist class in partnership with Pacific Gas &
Electric (PGE) and Butte College. Program staff are developing an Intro to Forestry training
course in partnership with the Fresno Regional Workforce Development Board. Program
staff work with all three district colleges to ensure that the customized training is appropriate
for development into credit or noncredit courses and certificates.
California Compliance School is a joint effort between the California Department of Toxic
Substances Control, the California Highway Patrol, and the California Compliance School to
provide Hazardous Waste Manifest Training for businesses that generate hazardous wastes. The
course meets the U.S. Department of Transportation’s requirements and prepares a trainee to
become certified as a DOT Hazardous Materials Employee that can sign and certify shipments as
safe for transportation. Instructors are experienced trainers in EPA 40 CFR and DOT 49 CFR
regulations covering transportation, inspection, and emergency first responders.
Kern Adult Education Consortium Adult schools and community colleges in Kern County are
working together to expand access to adult education and develop programs that align with
workforce needs. The Kern Adult Education Consortium works closely with the Kern Inyo Mono
Workforce Development Board and the Kern CCD Workforce Development Division to identify
certifications and training programs linked to higher wage jobs tied associated with fiscal
mobility and stability. Students can earn a high school diploma or prepare for GED/HiSet exams
at local adult schools with no out-of-pocket expense. Committed educators help guide students
through the programs, which also include ESL and citizenship. With assistance from the
consortium, students have access to affordable associate degree and certificate programs in areas
that have a strong workforce demand. Kern Adult Education Consortium current projects include
an improved website and the addition of a career exploration course.
The Kern Adult Education Consortium is also improving their online website. The goal of
this process will be to develop a site where any adult in our district can come to obtain
information about course offerings, careers in the region, and program maps towards the
careers they are interested in.
Get Focused Stay Focused: Kern CCD was awarded a Perkins Reserve Innovation Grant of
$300,000 to provide Career Choices and Changes Curriculum for our adult education
students. The Get Focused, Stay Focused courses will take place in distance learning cohorts,
self-paced distance learning, and in virtual-reality classes for adult students in our district.
This project will help our adult education students understand the career pathways available
to them at our adult schools, community colleges, and industry partners here in their area.
This project’s goal is to increase access for our rural adult education students and provide
opportunities for students who may not be able to attend traditional classroom environments
due to time, distance, and other barriers.
Rev. 8/21/2023 6
Strategies & Execution
The Kern CCD’s Workforce and Economic Development Division executes a variety of strategies to accomplish our mission to
increase student success outcomes, normalize equity in education and the workplace, and increase economic and social mobility for
the region. The following high-level approaches are intertwined and strategically aligned to move us toward our goals. They include
resource development, high-performance industry, and stakeholder coalitions, CTE program support and development, and targeted
outreach to adult learners disengaged from education and the workplace.
Resource Development
CERF ($5M)
CREL ($50M)
Strong Workforce ($8M)
Perkins / VTEA ($1.8M)
CWDB HRTP ($4.5M)
CA Division of Apprenticeship
Standards ($4M)
K16 Initiative ($3.9M)
RERP Regional Equity &
Recovery Program ($400k)
LAEP/WEX Internships ($6.5M)
KIM WDB ETR
Partnership & Resource Sharing
National Renewable Energy
Laboratory (NREL)
Partnership & Resource Sharing
Coalition of Coalitions
Kern CCD Coalitions
Energy/Energy Innovation
California Energy Renewable
Lab (CREL)
Centers of Excellence
Healthcare
HEAL
Defense & Aerospace
Manufacturing Alliance of Kern
Central Valley Mother Lode (CC)
Regional Consortium
Adult Education Consortium
NEXT:
Business & Entrepreneurship
Logistics / Transportation
Early Childhood Education
CTE Development & Support
CTE Credit / Non-Credit
Curriculum Development
Expansion of:
Apprenticeship
Credit for Prior Learning
Competency Based Education
Strong Workforce Metrics
Equity Forward Initiatives
VTEA Funding Metrics
REACH
SCFF Alignment:
Complete 9+ CTE units / year
Attain regional living wage
Mobility (Adult Learners)
Center for Economic Mobility
Providing education & jobs for
Underemployed
Disconnected Youth
English Language Learners &
Dislocated Workers
Industrial Automation Mobile
Lab. Serving incarcerated
students.
Welding Mobile Labs. Serving
homeless initiatives and work
experience projects
Rev. 8/21/2023 7
Service Area Economic Overview
The Kern CCD service area includes all or part of Kern, Tulare, Inyo, and Mono counties. An
estimated total of 1.4 million people live in and are served by the district (US Census Bureau,
2022). There are several microeconomies within the region. Agriculture is the dominant industry
in the San Joaquin Valley basin portions of Kern and Tulare counties. Oil and gas construction
and service industries are the largest business in western Kern County. In eastern Kern County
the aerospace industry and military facilities are the primary economic drivers. In Inyo and
Mono counties, hospitality and tourism are the dominant industries. This section provides more
detailed information regarding each of these sub-regions within the Kern CCD service area.
Kern County
Kern County is the third largest California county (8,132.2 sq. mi.), and home to 917,673 people
(2021 US Census estimates). The majority, 56.1% of the county population, are Hispanic, 31.1%
are white, 6.3% Black, and Asian residents represent 5.6% of the total population (US Census).
Approximately 18.3% of persons in the county were in poverty, and the per capita income in the
past 12 months was $23,858, with a median income of $54,851.
The Kern County 2020 real GDP was $48,674,498, a slight decline of -1.1% from the prior year
(U.S. Bureau of Economic Analysis). Out of 58 California counties, Kern County ranks 21 in
real GDP for 2020 (B3K Market Assessment). UC Merced (2022) finds that while Kern
County’s workforce grew by 51 percent between 2000 and 2019, which continues to increase the
overall GDP for the area, per capita GDP has been highly volatile. Between 2000 and 2009, per
capita GDP grew more than any other California county at 34.9 percent; however, it has declined
by 4.4 percent since 2009, which is the third-worst rate in the state.
There is a recognized need to diversify the County’s industry and employment base; strengthen
existing and emerging industry clusters; ensure social equity in economic development measures
through targeted training and geographic areas of focus; provide greater resiliency and adaptation
for the oil and gas and agricultural sectors as a result of the current policies affecting
environmental, water management, and the general business climate; and leverage the range of
benefits associated with the major industries, economic shifts, challenges & opportunities in the
region, including opportunities for remote work, spurred by the Covid-19 pandemic (Bakersfield
EDSP, Kern CEDS).
Kern County’s sub-regional economies are distinct. East Kern is dominated by government and
military installations, commercial scale solar and wind, and aerospace. In West Kern, fossil fuels
are the primary industry and is the area that holds the most promise for carbon management and
storage solutions. The North, Central, and South Kern subregions the leading industry sectors are
agriculture, food manufacturing, business services, healthcare, retail, and logistics.
In West Kern, the fossil fuel industry is facing significant climate change related shifts toward
carbon management and storage. In East Kern, wind and solar renewable energy generation
facilities dominate the landscape. The Mojave Air and Space Port infrastructure is a critical
component to growing area research, scientific, and technical industries, despite the relocation of
a few aerospace companies outside California. The North, Central and South Kern subregions
are facing significant drought, extreme heat, increases in energy prices, and reduced grid stability
affecting its Agriculture, food manufacturing, healthcare, logistics, and retail industries.
Rev. 8/21/2023 8
Economic development opportunities such as carbon management, transportation electrification,
expansion of solar and wind commercial energy production, implementation of microgrid
technology to offload energy demand from the grid, and other innovative energy solutions - all
make sense to develop, test, and implement in Kern County.
Tulare County
Tulare County’s 2022 population is estimated to be 477,054 (US Census Bureau, 2022). Of the
total population approximately 66.7% identified as Hispanic, 1.2% Black / African American,
1.8% Asian, and 2.8% American Indian / Alaskan Native (US Census Bureau, 2022). The
leading industry sectors in Tulare County are agriculture, dairy / animal husbandry, food
manufacturing, business services, healthcare, retail, and logistics.
Inyo & Mono Counties
Inyo County’s 2022 population is estimated to be 18,970 people and Mono County’s population
is estimated to be 13,247 people (US Census Bureau, 2022). Of the total population of Inyo
County, approximately 24.5% identified as Hispanic, 1.2% Black / African American, 1.8%
Asian, and 14.1% American Indian / Alaskan Native (US Census Bureau, 2022). Of the total
population of Mono County, approximately 27.2% identified as Hispanic, 1.1% Black / African
American, 2.3% Asian, and 3.0% American Indian / Alaskan Native (US Census Bureau, 2022).
Inyo and Mono Counties features pristine wilderness, lakes, and geothermal resources making
hospitality and tourism a primary industry.
Rev. 8/21/2023 9
Kern Community College District’s Priority Sectors
Based on the economic jobs and wage data, local economic analyses, regional industry analyses,
and program advisory board member input, the Kern Community College District has identified
the following industry sectors of focus:
Healthcare
Energy
Advanced Manufacturing
Agriculture
Business, Business Services &
Entrepreneurship
Transportation & Logistics
Defense & Aerospace
Several factors were considered in selecting these industry sectors. The industry footprint, the
workforce supply gap, especially in industries that offer quality jobs, entry level jobs and career
advancement opportunities was also considered. The following illustrations show the number of
jobs for each of the priority sectors and the average industry earnings.
The Healthcare industry’s 43,610 workers have average earnings of $81,549. The 5,842 Energy
industry employees earn wages averaging $99,161 per year. Advanced Manufacturing employs
18,205 people with average annual wages of $74,414 per year. Agriculture employs 41,683
people with average annual wages of $63,090. Precision agriculture presents higher wage IT and
data management opportunities. Business and entrepreneurship have been a steady component of
the economic base. Recent studies suggest that back-office services may present an opportunity
for expansion. The Transportation / Logistics industry employs 13,500 people with relatively
high average annual wages of $79,296. Subsequent sections examine each industry sector’s labor
market supply and demand as well as future industry challenges and opportunities.
Rev. 8/21/2023 10
Why are these the Priority Industry Sectors?
The City of Bakersfield, the County of Kern, the Kern EDC, and other local agencies and
organizations regularly conduct economic development and workforce development needs
assessments and analyses which support the selection of KCCD priority industry sectors.
Priority Sector
Economic / Workforce Development Needs Assessments
Advanced
Manufacturing
SJV Regional Workforce Plan (2017-20); and Kern County
Incentives Policy (2020), B3K Prosperity, Market Assessment
Data Book and Findings (2021).
Aerospace
CEDS 2012-13; Economic Road Map (2015); East Kern
Diversification Strategy (2017); SJV Regional Workforce Plan
(2017-20); Kern Inyo Mono WDB Workforce Plan (2017-20);
Kern County Incentives Policy (2020), B3K Prosperity, Market
Assessment Data Book and Findings (2021).
Energy -
Carbon Management
SJV Regional Workforce Plan (2017-20); and Kern County
Incentives Policy (2020), B3K Prosperity, Market Assessment
Data Book and Findings (2021).
Ag, Energy Water
Agriculture, Energy,
Renewable Energy &
Water
CEDS 2012-13; Economic Road Map (2015); SJV Regional
Workforce Plan (2017-20); Kern Inyo Mono WDB Workforce
Plan (2017-20); and Kern County Incentives Policy (2020), B3K
Prosperity, Market Assessment Data Book and Findings (2021).
East Kern Diversification Strategy (2017), B3K Prosperity,
Market Assessment Data Book and Findings (2021).
Business
2nd / Back Office
CEDS 2012-13; Economic Road Map (2015); East Kern
Diversification Strategy (2017); SJV Regional Workforce Plan
(2017-20); Kern Inyo Mono WDB Workforce Plan (2017-20);
Kern County Incentives Policy (2020), B3K Prosperity, Market
Assessment Data Book and Findings (2021).
Healthcare
CEDS 2012-13; Economic Road Map (2015); East Kern
Diversification Strategy (2017); SJV Regional Workforce Plan
(2017-20); Kern Inyo Mono WDB Workforce Plan (2017-20);
Kern County Incentives Policy (2020).
Transportation &
Logistics
CEDS 2012-13; Economic Road Map (2015); East Kern
Diversification Strategy (2017); SJV Regional Workforce Plan
(2017-20); Kern Inyo Mono WDB Workforce Plan (2017-20);
Kern County Incentives Policy (2020).
Rev. 8/21/2023 11
Healthcare Industry Sector
The San Joaquin Valley (SJV) is one of the poorest, least healthy, and fastest growing areas of
California (1,2). The Kern Community College District 28,000 square mile service area includes
parts of Kern, Tulare, Inyo, and Mono counties. In Kern and Tulare counties, the percentage of
persons living in poverty is 18.3% and 17.1% respectively; rates which are greater than the state
(11.5%) or the US (11.4%) poverty rates. One third (33%) of the region’s population are eligible for
Medi-Cal. The region has historically suffered from a shortage of medical health professionals
(2). The five SJV counties’ residents have poor health outcomes ranking 37
and worse. Kern and
Tulare counties ranked 50 and 53
out of 58 counties.
Current Healthcare Workforce Projects
The Kern Community College District is engaged in the following current projects,
pending grant applications, and high priority resource development objectives.
Medical Professional Education Pipeline
Bakersfield College (BC) and the Kern CCD have prioritized supporting pre-medical
students and establishing a pre-medical professional education pipeline. Bakersfield
College has supported the re-establishment of a pre-medical student organization and
developed a series of workshops and academies to provide students interested in medical
professions with the information they need to be successful, provide STEM course guidance
and support, provide field trips to medical schools, and medical school application and
financing information that often presents barriers for San Joaquin Valley pre-medical students.
A KCSOS K16 subaward of $447,439, is supporting the development of student academies and
workshops, modeled largely after medical schools’ student outreach, engagement, and support
programs. P
artnerships with Western University and UC Merced have made considerable
progress toward establishing a robust medical professional student pipeline. Early
accomplishments that include the development of linkage agreements and transfer
relationships are described below.
Western University of Health Sciences
: BC, Kern CCD, Kern Medical, and California
State University Bakersfield (CSUB) have been working with Western University to
develop and implement pre-medical student academies, support studentsmedical
school application preparation, and establishment of course linkage agreements for
Chemistry B1A and B1B, Math B6A, Physics B4B, PHYS B2A courses.
Western
University
features colleges of osteopathic medicine, health sciences, pharmacy,
graduate nursing, dental medicine, optometry, podiatric medicine, and veterinary
medicine. Initially, the partners are working with the College of Osteopathic Medicine
and are interested in expanding to other medical professions programs in the future.
UC Merced: The California Wellness Foundation funded a UC Merced partnership with
Bakersfield College / Kern CCD and several other community colleges to map BC (and
other partner community college) courses and student support needs to ensure diversity,
equity, inclusion, and access for aspiring pre-medical students interested in applying to UC
Merced’s new medical school. This 18-month project began in 2023 and is expected to
conclude in 2024.
Rev. 8/21/2023 12
Nursing & Nursing Educational Programs
Bakersfield College (BC), Cerro Coso Community College (CCCC), Porterville College
(PC), and the Kern Community College District are implementing new and expanding
existing medical assistant, nursing assistant, vocational nursing, and registered nursing
programs. Regional employers report a significant shortage of registered and vocational
nurses. To address this gap, Kern CCD college faculty are collaborating to grow the
vocational and registered nursing program student pipeline.
Bakersfield College currently offers nursing assistant, vocational nursing, radiology technician,
respiratory technician, and registered nursing programs. BC has invested in its campus clinical
lab space, added clinical instructors and clinical sites. Starting in Spring 2023, BC is starting a
Nursing Assistant Training Program, in Fall 2023, BC’s RN cohort size increased from 50 to 90
students and an additional increase to 140 students is pending (as of 4/1/2023). The BC part
time evening Licensed Vocational Nurse LVN to RN Program will begin in Summer 2023. A
Perioperative Nursing Apprenticeship Program was approved by the California Community
College Chancellor’s Office (CCCCO) California Apprenticeship Initiative (CAI) and will
begin training in 2023.
Cerro Coso Community College currently offers emergency medical technician (EMT), human
services, certified nursing aide, medical assisting, medical billing and coding, home health aide,
and licensed vocational nursing. Cerro Coso is implementing innovative distance learning
health programs to ensure equitable access to education and training to people living in rural
and remote areas.
Porterville College offers emergency medical technician (EMT), psychiatric technicians, and
registered nursing. Over the past year, the new Allied Health Facility, a $22M science building
has been added to the campus. Porterville College nursing program received $425,080 for 2019-
2023 enrollment growth. Starting in Fall 2023, PC’s RN cohort will be doubled from 20 to 40
students starting in Fall 2023.
Kern CCD Enrollment Growth grants to address nursing workforce needs - California
Community Colleges Chancellor’s Office awards funded under Nursing and Allied Health for
Nursing Program Support.
Bakersfield College, $676,604 for 2019-2023; and
Porterville College, $425,080 for 2019-2023.
BC’s Public Health Informatics Bakersfield College and the Kern CCD are partners in a
statewide collaborative funded by a US Health and Human Services (US HHS) grant to develop
curriculum to train public health informatics job skills and support the diversification of the
public health workforce.
Healthcare Workforce Supply Gaps
The SJV has the lowest ratios of licensed physicians (MDs and DOs), nurse practitioners (NPs),
registered nurses (RNs), therapists, counselors, and social workers per 100,000 population in
California and the second lowest ratios of physician assistants (PAs), certified nurses (CNs) and
psychologists per capita (1,2). There are 157 medical doctors per 100,000 residents in the SJV
compared with 411 in the Bay area. Similarly, there are 45 primary care physicians per 100,000
residents in the SJV compared to 157 primary care physicians per 100,000 residents statewide.
Rev. 8/21/2023 13
Kern County has a severe shortage of medical professionals across all fields of care including
Primary Care, Pediatrics, Allergy & Immunology, Cardiology, Dermatology, Endocrinology,
Gastroenterology, Neurology, Rheumatology, Oncology Surgery, Ophthalmology, Orthopedics,
ENT, Urology, Psychiatry, and Radiology. Labor market data for physicians, surgeons, and
physician assistants indicate no regional completions and a sizable number of 2020 hires and
projected openings per year through 2030.
Table 1: Projected Kern County Jobs, Hires, Separations, and Annual Openings (1)
Position Title
soc
2020
Jobs
2020
Hires
2020
Separations
Avg Annual
Openings
2030
Jobs
Physicians
29-1210
1,310
189
241
42
1,352
Surgeons
29-1240
104
12
27
3
101
Physicians Assistants
29-1070
191
71
49
18
253
Registered Nurse RN
29-1140
5,324
1,082
1,215
363
5,988
Vocational Nurse VN / LVN
29-2060
1,196
527
501
117
1,400
Medical Assistant
31-9092
2,148
1,246
1,286
304
2,491
Medical Support Staff
43-6013
1,569
812
915
193
1,730
Kern County lacks sufficient healthcare professionals, resulting in long wait times for medical
services and increased disease severity at diagnosis. Those with resources seek care outside the
SJV. Those with fewer resources are left to navigate limited services and delays in treatment. The
US Dept. of Labor Outlook indicates a 16% job growth for public health and related
medical occupations, and local labor market indicators mirror this trend. Table 2
provides a snapshot of
current workforce demand for RNs, LVNs, medical assistants, and
medical support staff. Expanding
healthcare and medical education opportunities is
critical as healthcare and medical professionals often prefer to practice in the region in
which they live or are trained. Given the projected health workforce shortages and
persistent maldistribution of providers, there is a compelling rationale for expansion of
educational opportunities that is well-planned and aligned with community needs.
Rev. 8/21/2023 14
Table 2: Healthcare Sector Job Commitments
(2/10/2022)
Employer
(*CBA I worker owned)
Job Title
# Jobs
Annualized
Starting Wages
Annualized
Top Wages
Adventist Health
RN
112
$84,510.40
$139,838.40
Allied Up*
RN
40
$187,200.00
$228,800.00
Bakersfield Family Medical
RN
10
$101,088.00
$101,212.80
Dignity*
BH
RN 1/II/III
500
$81,764.80
$169,644.80
KC Behavioral Health*
PH Nurse- RN
5
$65,853.36
$103,540.80
KC Public Health*
RN
15
$62,649.36
$98,503.32
Kern Medical*
RN
>100
$71,000.00
$110,000.00
Adventist Health
VN
5
$52,540.80
$77,708.80
Allied Up*
VN
75
$60,320.00
$81,120.00
Bakersfield Family Medical
LVN
13
$61,006.40
$65,561.60
Dignity*
LVN
5
$56,160.00
$72,800.00
KC Behavioral Health*
VN
1/11
12
$42,037.08
$55,507.68
KC Public Health*
LVN
I/II
2
$42,037.08
$55,507.68
Adventist Health
Allied Up*
NA
Med/Support Staff
50
77
$33,966.40
From $39,520
$45,219.20 to
$124,800.00
Bakersfield Family Medical
Med/Support Staff
51
From $36,816
To $61,006
Dignity*
Med/Support Staff
91
From $33,280
To $87,360
KC Public Health*
M.A.
2
$34,606.32
$41,357.64
KC Public Health*
PT, OT
4
$81,199.08
$97,040.28
Kern Medical *
CNA, MA
>80
From $32,000
To 41,000
7 Employers
Sector Total Jobs
1,249
RN Registered Nurse, VN Vocational Nurse, NA Nursing Assistant, MA Medical Assistant
PT Physician Therapist, OT Occupational Therapist
Lack of Diversity and the Need for Diversity, Equity, and Inclusion
Among middle skill healthcare jobs ranging from medical secretaries and administrative
assistants
(earning $17.64 per hour) to registered nurses (earning up to $44.19 per hour)
there is an underrepresentation of men (15% of the workforce), white workers and Hispanic
or Latino workers and an overrepresentation of Asian American workers compared to the
geographic area population (5). In professional medical occupations such as physicians,
osteopaths, and physician assistants, there is an underrepresentation of men, white and
Hispanic or Latino professionals and an over representation of Asian American
professionals compared to area population (6).
Talent Pipeline
Over the past five years, BC, CCCC, and PC graduated 4,353 nursing professionals /
healthcare paraprofessionals and increased the number of graduates in the last two years in
response to COVID. In 2021-22, BC graduated 149 nursing students (including vocational
nursing (VN), Licensed vocational nursing to associate degree Nursing (LVN to ADN), and
registered nursing (RN) students) and 1981 healthcare paraprofessionals (
including
emergency medical technicians (EMTs), medical assistants (MAs), and nurse assistants (NAs)).
CCCC graduated 27 nursing students and 22 healthcare paraprofessionals. PC graduated 19
nursing students and 55 healthcare paraprofessionals.
Rev. 8/21/2023 15
The talent pipeline does not offer a ready solution to meet the healthcare needs of the SJV
or the Kern CCD service area. There are multiple constraints on the talent pipeline. There
is a lack of representativeness among STEM faculty and students who complete STEM
education and that are interested in pursuing healthcare or medical professional
occupations. Healthcare accreditation entities and medical schools manage and limit the
number of students able to enter healthcare and medical school programs. Healthcare
programs have experienced a persistent lack of faculty and clinical placement options in the
Kern CCD service area and across the SJV that in turn limits the number of students the
accreditation entities will permit.
Healthcare accreditation entities, established to ensure quality education, limits the number
of students entering healthcare programs. Limited faculty and clinical instructors, program
costs and long-term demand serve to constrain program expansion. Local program
completion rates are between 75-80% of incoming students. The limited number of
healthcare professionals willing to serve as faculty and limited clinical placement
opportunities constrain program expansion. Program completions from MAs through RNs
have been significant across occupations. Until recently, the SJV has not had a medical
school in the SJV. Local teaching hospitals host residents each year. Supply gaps in
healthcare workforce and medical professionals are significant and persistent. Over the
next decade or so, the region will face the loss and retirement of a considerable number of
medical professionals as 30% of physicians and 37% of psychologists are over 60 years old
compared to 17% statewide (2).
Work-Based Learning
Work-based learning has always been an integral component of healthcare education. All
three colleges have expanded work-based learning, clinical labs, and internship
opportunities for healthcare students. Despite increased focus, accrediting body
requirements, and significant effort, persistent gaps remain in ensuring an adequate
number of opportunities for students to gain direct clinical experiences in the allied
health science field. Early exposure of high school and early college students to the
medical field through direct clinical experience is important. This provides students
opportunities to connect their textbook knowledge to real world scenarios, to evaluate
their interests, and network and meet other trainees. Many admissions officers will look at
an applicant's clinical health care experiences as a key determining factor for acceptance to
medical school. By expanding training opportunities in the region, students will be more
competitive for medical school applications. Investments in clinical training opportunities
are important as health professionals often prefer to practice in the region in which they
train and are critical to providing health professionals with the racial/ethnic, cultural,
linguistic, and socio-economic backgrounds similar to those of the region's population. As
part of this program, CMSP candidate students will be involved in Kern Medical's
Rev. 8/21/2023 16
Emergency Medicine Research Associate Program (EMRAP), SIMRAP, and Valley Fever
Research programs that provide students with essential exposure to clinical settings.
Top Emergent Competencies / Core Competencies
Illustration #1, below, provides a summary of the top skills listed in employers’ job postings for
all job types in the top ten healthcare industries in Kern County and Kern CCD’s four-county
area including Kern, Tulare, Inyo, and Mono Counties. The healthcare industry sectors included
in this summary of industry skills are Offices of Physicians (except mental health specialists; 62-
1111), Offices of Physicians, Mental Health Specialists (62-1112), Offices of Mental Health
Practitioners (62-1330), Offices of all other miscellaneous Health Practitioners (62-1399),
Outpatient Mental Health and Substance Abuse Centers (62-1420), HMO Medical Centers (62-
1491), All other Outpatient Care Centers (621491), Home Health Care Services (62-1610), All
other miscellaneous ambulatory health care services (62-1999), Residential Mental Health and
Substance Abuse Facilities (62-3220), state hospitals (90-2622) and local hospitals (90-3622).
Illustration 1. Top 15 Skills for all Job Types by Quarter
in 12 Healthcare Industry Sectors in Kern, Tulare, Inyo & Mono Counties
(Source: Lightcast. Industry Snapshot Report. Retrieved February 8, 2023)
Rev. 8/21/2023 17
The top 10 skills listed in job postings were nursing, CPR, medical records, nursing care,
discharge planning, nursing process, medical assistance, home health care, vital signs, treatment
planning and electronic medical records. Among those skills the last four, auditing, caregiving,
accounting, and software systems moved from relatively high frequency in job postings to much
lower frequency comparing the November 2021 - January 2022 quarter to the November 2022-
Jan 2023. The report does not provide an analysis regarding the shift in skills listed in job
postings, nor does the report suggest an explanation for the shift in skills listed in job postings
described above.
Emerging Opportunities
Healthcare workforce grant funding has historically come from the US Health and Human
Services (US HHS), Health Resources and Services Administration (HRSA), the US Department
of Labor (US DOL), the California Workforce Development Board (CA CWDB), and the
California Community College Chancellor’s Office (CCCCO). The COVID-19 pandemic
significantly impacted the healthcare industry from outpatient physicians’ offices to hospital
level care and there has been increased funding of healthcare workforce grant opportunities.
Kern CCD has applied for several of these including:
Expanding Clinical Instructors - US DOL Nursing Expansion Grant application pending.
Apprenticeships - LVN-RN - California Apprenticeship Initiative (CAI) Bakersfield College
Perinatal and Neonatal Nursing (Planning Grant) pending.
Apprenticeships - California Apprenticeship Initiative (CAI) - Bakersfield College LVN to RN
(New and Innovative Grant Fund) pending.
Apprenticeships - California Apprenticeship Initiative (CAI) - Public Health Informatics
(Planning Grant to get PHIT listed as a registered apprenticeship with US DOL and CA DAS)
pending.
References
1.
Coffman, J., Bates, T., Geyn, I. (2017). Current and Future Health Workforce Needs in the San
Joaquin Valley. Healthforce Center at UCSF.
2.
Bogucki C, Brantley E, Salsberg E. (2022). The Race and Ethnicity of the California Healthcare
Workforce. Institute for Health Workforce Equity. Washington, DC: George Washington Univ.
3.
Public policy Institute of California (PPIC). (2022) California Poverty by County and Legislative
District (2017-19 ).
4.
U.S. Census Bureau (2022). American Communities Survey: Quick Facts Kern and Tulare counties,
California, and United States.
5.
Centers of Excellence (2022). South Central Valley/ Southern Mother Lode Subregional Labor
Market Overview.
6.
Lightcast / EMSI (2022). Occupation Report: Physicians & Physician Assistants: Occupation Race/
Ethnicity Breakdown and Occupation Gender Breakdown.
Rev. 8/21/2023 18
Energy Sector Industries
Energy industries are one of the largest industries in the Kern Community College District
service area, including traditional oil and gas industry, solar and wind clean renewable energy,
electrification, and emerging carbon management industries. Employment in the Energy Industry
is undergoing an accelerated transformation. The oil and gas industries are expected to see job
losses of more than 10,000 jobs by 2030 while job growth is expected in the clean renewable
energy industries. The amount of job growth is dependent on the speed of state and national
climate policy implementation and the presence of a skilled regional workforce. Statewide in
2021, clean energy jobs grew 13% compared to a 6% growth rate for all jobs. Funding contained
in the Bipartisan Infrastructure Law and the Inflation Reduction Act and California’s $8.1 billion
investment in energy projects in the 2022 state budget are expected to accelerate the growth in
clean energy jobs. Kern Community College District is working with partners to ensure that the
region realizes the maximum economic benefits of clean energy innovation and that those
benefits accrue equitably to all community members.
Current Energy Workforce Projects
California Renewable Energy Lab (CREL)
The California Renewable Energy Lab is an extension and expansion of the work initiated
through the Valley Strong Energy Institute and Bakersfield College’s partnership with the
National Renewable Energy Lab (NREL). CREL is designed to provide workforce
development and community education for the entire Kern Community College District
service area. CREL is organized across three centers of excellence:
1. California Resources Corporations Carbon Management Institute.
2. Clean Transportation Center of Excellence.
3. Clean Energy Innovation and Microgrids Center of Excellence.
CREL was provided $50M in 2022/23 state budget funding. These funds will be used to
accelerate the development of workforce development and community education projects and
to provide the capital equipment to support these efforts. These expenditures include the
development of demonstration projects in Carbon Capture and Storage and Microgrids
through a campus as a living lab approach and equipment to support training for medium to
heavy duty commercial electric vehicle maintenance and charging infrastructure.
Bakersfield College
Valley Strong Energy Institute
The Valley Strong Energy Institute is the current iteration of the Bakersfield College Energy
Technology Transfer & Workforce Development Initiative. The Valley Strong Energy
Institute has played a key role in community education through its Ag/Water/Energy
Education series. The Valley Strong Energy Institute recently launched its first workforce
development class ENER B54NC Sustainable Energy which is part of the newly created
Modern Energy certificate. The other classes in the certificate are ENER B52NC Carbon
Capture and Storage and ENER B53NC Energy Data Analysis.
Rev. 8/21/2023 19
Automotive Technology Program
The BC Automotive Technology program includes an Introduction to Electric Vehicle class
(AUTOB70NC) and is developing a comprehensive set of electric vehicle training courses.
Kern CCD 21
st
Century Energy Center
Since 2010, the 21
st
Century Energy Center has trained over 1,000 individuals for entry-level
renewable energy jobs as Solar Installers, Wind Turbine Technicians, and Utility Line
Workers. The 21
st
Century Energy Center is currently offering Solar Installation, Utility Line
Clearance Arborist, Vegetation Management Pre-Inspector, Basic Rigging, Intro to Zero
Emission Vehicles and Careers, Intro to Clean Energy, Electrical Safety / NFPA 70e
Certification, and ZEV Charging Infrastructure Installation in partnership with the IBEW
Kern County Electrical Apprenticeship training center, including the Electrical
Apprenticeship Readiness Training. 2024 courses include EV Charger Maintenance &
Repair, Basic Construction Skills, Hydrogen Fueling infrastructure, and Industrial Energy
Efficiency Assessment Training.
Energy Innovation Workforce Coalition
This spring, Kern CCD hosted the first meeting forming the Energy Innovation Workforce
Coalition. The Energy Innovation Workforce Coalition focuses on bringing stakeholders together
to understand emerging workforce needs and to create a dialogue to develop strategies to help
maximize economic benefits from clean energy innovation and ensure equitable access to these
benefits. During this meeting three employer led sub-committees were formed:
- Carbon Management
- Clean Energy Innovation and Microgrids
- Clean Transportation
The Carbon Management sub-committee group has been focused on establishing a Direct Air
Capture (DAC) Hub in Kern County and participating in the DOE Communities LEAP (Local
Energy Action Plan) Carbon Management Park Project. The Clean Energy Innovation and
Microgrids sub-committee has also been participating in the DOE Communities LEAP
Community Resilient Microgrid project. All three sub-committees have led to partnerships that
are accelerating Kern CCD’s energy industry work.
Workforce Supply Gaps
The size of the permanent workforce employed in carbon management, microgrids, and
transportation electrification is not fully known. These and other clean energy innovations are in
preliminary or emergent stages of commercialization. State climate goals are driving investment,
development, and construction of facilities creating temporary construction trades jobs.
Determining the size and duration of both the construction workforce, and the number and type
of quality permanent clean energy jobs are critical to ensuring availability of immediate
upskilling and long-term training programs.
The following table lists the current projections of the employment for trades persons. The
counties’ employment patterns are distinct. Kern County has more electricians, plumbers and
pipefitters, and welders. The historic basis of the employment projections may not accurately
estimate the future demand for workers given the changes in state policies and the emergence of
new energy industries and processes. In addition, traditional oil and gas is expected to shed jobs
over the next few years. Tradespersons currently working in oil and gas may fill emerging clean
Rev. 8/21/2023 20
energy jobs, a positive outcome, that may impact the number of available jobs to traditional age
individuals interested in becoming tradespersons.
Tables 1. Carbon Management & Renewable Energy Workforce by County
Lack of Diversity and the Need for Diversity, Equity, and Inclusion
Diversity among the electrician, electrician helpers, cement masons and finishers occupations,
Black / African American (3% of the workforce), Asian (1.7%), and American Indian / Alaskan
Native (<1%) and women (3.6%) are underrepresented among the workforce. Retirements
expected soon are at the national average.
Rev. 8/21/2023 21
Talent Pipeline
All three Kern CCD colleges offer education and training to prepare graduates for one or more of
the carbon management and renewable energy occupations. Certificate and degree awards over
the past five years in architecture / industrial drawing / AutoCAD programs; Construction
management and technology; Electrician, Plumbing / Pipefitting and Sheetmetal apprentices; and
Welding programs graduates.
Work-Based Learning
Bakersfield College, Cerro Coso Community College, and Porterville College have embedded
work-based learning opportunities for its energy and construction certificate, pre-apprenticeship,
and degree programs. The trades pre-apprenticeship programs lead to apprenticeship with
journey electricians, cement masons, plumbers / pipefitters / steamfitters, sheet metal workers,
and welders. In addition, BC, CCCC, and PC have student employment offices that provide
student support for those seeking internships and employment.
Energy Industries: Top Emergent and Core Competencies
The following are the top emergent and core competencies for personnel working in clean
transportation clean energy innovation and occupations across the energy sector.
Top Emergent Competencies:
Clean Transportation
Electric drive motor diagnostics and repair
Regenerative braking diagnostics and repair
Charging Station Communication Protocols OCPP,
OCPI, Open ADR, OCP, OSCP, eMIP etc.
Hydrogen Fueling Infrastructure
Clean Energy Innovation
SCADA Supervisory Control & Data
Acquisition
Data analytics
Demand response incentives
Utility bill reduction and optimization
Islanding and grid resilience
Energy Industry Core Competencies
Safety
Electrical Safety NFPA 70e Arc
Flash protection
Electrical line installation
Direct current (DC) electricity
Alternating current (AC) electricity
Apprentice electrician
Journeyman electrician
Electrical contractor license
Electric Vehicle Training
Partnership Certification
Crew leadership / supervision
Report writing
Troubleshooting
Electrical repair
Wiring
Conduit bending
Trade math
Rev. 8/21/2023 22
Emerging Opportunities
The following are pending and emerging opportunities available to address workforce needs in
the energy industry.
Grant and Funding Opportunities Awaiting Approval
1. California Workforce Development Board - High Road Training Partnership Resilient
Workforce Fund $2.49 million Awarded. Training will begin shortly: Clean Energy
Workforce Readiness Training, Solar Installation Training, Zero Emission Vehicle Workforce
Training, Microgrid Basics Training, Carbon Dioxide Reduction and Storage Basic Training.
2. Department of Energy Vehicle Technologies Office $1.25 million concept paper
accepted. Full Application submitted 11/9/22. The South San Joaquin Valley Zero Emissions
Vehicle Talent Pipeline #2/ The project expands the Talent Pipeline project. Adds hydrogen
fueling infrastructure training.
3. Department of Energy Vehicle Technologies Office $1.1 million concept paper
accepted. Full Application submitted 11/9/22. Community Clean Transportation
Collaboratives. Project creates a tool kit and provides technical assistance to support
disadvantaged communities develop clean transportation action plans.
4. Department of Energy – Solar Energy Technologies Office $1.195 million concept paper.
Awaiting feedback. Full Application submitted 12/6/22. The Solar Homes and Career for
Justice40 Communities project provides solar installation and Electrical Apprenticeship
Readiness training. Paid Hands-on experience installing Solar on Grid Alternatives or Habitat for
Humanity homes and entrepreneurship training for those starting their own solar businesses.
5. Strategic Growth Council – Regional Climates Collaboratives (2023 Round)
Helping disadvantaged communities develop climate and energy action plans. Provide technical
assistance and resource tool kits to support state, federal and private resource development.
6. Department of Labor – Strengthening Community Colleges (2023 Round)
The Strengthening California’s Climate Resilient Energy Workforce Project focuses on closing
the worker supply gap and increasing employment equity among historically marginalized and
excluded people of color and women while increasing program capacity and worker supply.
Additional Opportunities
1. Install CREL demonstration projects
2. Build Electric Vehicle Community Education Lab Trailer
3. Develop new associate degree program in Energy
4. Develop skills crosswalk between existing Oilfield Services workers and emerging Carbon
Capture and Storage workforce needs
5. Develop Biomass Carbon Capture and Storage Project
6. Develop Agrivoltaics Demonstration Project
6. Analyze Hydrogen Energy Workforce and Economic Development Opportunities
7. Analyze Renewable Biofuels Workforce and Economic Development Opportunities
Rev. 8/21/2023 23
Defense and Aerospace Industry
One of the largest industries found in the Cerro Coso Community College (CCCC) service area
is aerospace and defense. According to Hamilton, Keough, Ratnatunga, and Wong (2015), the
aerospace and defense industry was listed in the top six industries of Kern County. Hamilton et
al. stated that the aerospace and defense was ranked high because of its output, employment
share, specialization, and growth. The three major aerospace and defense facilities served by
CCCC are China Lake Naval Air Weapons Station (NAWS), Edwards Air Force Base (AFB),
and Mojave Air and Space Port.
China Lake NAWS (China Lake)
According to the US Navy, “China Lake provides and maintains land, facilities, and other assets
that support the Navy’s research, development, acquisition, testing, and evaluation (RDAT&E)
of cutting-edge weapons systems for the warfighter” (para. 1). The Navy states that China Lake
is the largest single land holding base. It represents 85% of the Navy’s RDAT&E. China Lake is
located to the north and east of the City of Ridgecrest. The base is over 1.1M acres with two
ordinance ranges. The US Navy reported the following team classifications at China Lake:
military personnel (2% @ 192 personnel), Department of Defense Civilians (71% @ 5,727
personnel), and contractors (27% @ 2,236 personnel). The occupation groups used at China
Lake are scientist and engineer (S&E), business and program management, technician specialist,
S&E technician, administrative support, and federal wage system. The base hires approximately
317 personnel on average per year.
Edwards AFB (Edwards)
Edwards is home to the Air Force Test Center, Air Force Test Pilot School, and NASA’s
Armstrong Flight Research Center. The base is in the southeast corner of Kern County. Edwards
is the second largest Air Force base in the United States. According to the US Air Force (2022a),
the population of Edwards is 11,457. Here is the population breakdown: active-duty Air Force
personnel (2,207), Air Reserve and National Guard (37), civilian employees (4,302), contractors
(2,265), associates and non-appropriated funds (NAF) (education) (229), private businesses
(175), base exchange (138), and family members (2,104). US Air Force (2022b) reported the
following civilian hot jobs at Edwards: computer scientist, budget analyst, IT specialist,
computer engineer, recruitment and training manager, chief data officer, business and program
managers, financial specialist, family advocacy treatment manager, police officer, training
specialist, scheduler, engineer, aircraft maintenance, and electronics engineer.
Mojave Air and Space Port
The Mojave Air and Space Port is a 3,300-acre facility that includes an industrial park with over
70 transportation companies (Hamilton, Keough, Ratnatunga, and Wong, 2015). Some of the
larger well-known organizations located at the airport and industrial park include The Spaceship
Company, Masten Space Systems, Inc, Scaled Composites, LLC, Flight Test Associates, BAE
Systems, Interorbital Systems, Capsed Limited, Firestar Technologies, Cambium, Stratolaunch,
Northrop Grumman, Nexgen Aircraft Corporation, Incotec, Whittinghill Aerospace, and PPG
Aerospace.
Rev. 8/21/2023 24
Current Defense & Aerospace Workforce Development Projects
1. Defense and Aerospace Coalition formed to address critical workforce needs in the local
defense and aerospace sectors. Coalition partners include China Lake, Edwards, Mojave
Air and Space Port,
2. Workforce Development plans developed for China Lake, Edwards, and Mojave Air and
Space Port to assist each location with outreach, recruitment, community education,
professional development, academic programs, apprenticeships, and K12 education.
3. Bachelor's degree programs: Development of a bachelor’s degree program(s) universal
to the aerospace and defense industry.
4. Associate degree programs: Development of new associate degree programs in areas
relevant to data science, electrical engineering, and engineering fundamentals (for transfer
to higher education).
5. IT courses: Development and implementation of noncredit courses in information
technology linked to certifications.
6. Professional Development: Development of noncredit courses in professional
development to align with aerospace and defense industry needs (e.g., CAMIO software
training and/or certification).
7. Apprenticeships: Explore apprenticeship programs in machining, information technology,
and engineering.
8. K12 STEM: Offer STEM summer academies and/or bootcamps to include K12 field trips
that focus on military and aerospace topics.
9. Dual Enrollment: Expand STEM dual enrollment opportunities.
10. Promote and attend recruiting events that support the aerospace and defense industry.
11. Defense and Aerospace Summit
Workforce Supply Gaps
The Kern Community College District has been in extensive discussions with military personnel
regarding their workforce needs over the past year. These discussions, surveys, and information
provided identified unmet demand for specific technical skills. The team cross-walked these
skills to likely occupations. These occupations will be validated by military and civilian partners
in future discussions to ensure that we have correctly identified unmet workforce gaps critical for
their respective operations. The following table lists the historical job numbers and projections
based on current and prior year funding.
Rev. 8/21/2023 25
Table 1. Defense & Aerospace Workforce Supply Gaps
Occupation (1)
Jobs
2020 & 2030
2021
Openings
2020
Retirements
Median
Wage
Aerospace
Aerospace Engineers (17-2011)
638
717
37
166
$111,238
Aerospace Engineering & Operations
Technologists & Technicians (17-3021)
44
34
4
N/A
$79,153
Engineering Technologists &
Technicians, except drafters (17-3029)
845
715
71
183
$80,721
Engineers, all other (17-2199)
737
744
47
184
$120.081
Computer Science
Computer Hardware Engineers (17-2060)
155
190
13
33
$107,956
Network & Computer Systems
Administrators (15-1244)
477
500
46
71
$87,629
Computer Systems Analysts (15-1211)
600
637
57
114
$95,143
Information Security Analysts 15-1212)
113
159
16
21
$106,447
Electrical / Mechanical / Military
Electrical & Electronic Engineering
Technician (17-3023)
731
606
66
180
$89,992
Industrial Machinery Mechanics
(49-9041)
1,512
1,745
184
433
$60,717
Military Only
2,688
2,908
343
N/A
$34,083
Airline / Aircraft
Airline Pilots, Copilots, & Flight
Engineers (53-2012)
176
205
30
19
$214,046
Aircraft Pilots & Flight Engineers
(53-2010)
378
438
63
86
$187,445
Aircraft Mechanics & Service Technicians
(49-3011)
719
827
64
119
$73,522
Geographic Area
Kern, Tulare, Inyo, and Mono Counties
(Lightcast, 2023, Occupation Overviews)
Lack of Diversity and the Need for Diversity, Equity, and Inclusion
The racial and gender diversity in the listed occupations is not reflective of the broad community.
Persons self-identifying as African American, Black, and Hispanic are underrepresented and
White employees are overrepresented compared to the general population. Women are
underrepresented in the engineering (26.7%), computer science (32%), and military (17.3%)
workforce. (Lightcast, 2023.)
Talent Pipeline
Kern CCD programs in computer information systems, computer science, cyber security
technology, data analysis, and engineering certificate and degrees awarded over the past five
years. Awards include computer information technology, cybersecurity, engineering, and
engineering-related technology certificates and degrees (Kern CCD IR Tableau, 2023).
Rev. 8/21/2023 26
Work-Based Learning
Work-based learning is embedded within computer and engineering certificate and degree
programs, pre-apprenticeship, and apprenticeship programs. In addition, the student employment
office works to find internships and employment opportunities for students and graduates.
Top Emergent and Core Competencies
In a recent meeting with the Department of Defense (US Air Force and US Navy) and China
Lake Base Commander, several top emergent competencies and core competencies are noted.
The following are the top emergent and core competencies for personnel working at the base:
Top Emergent Competencies: USAF, USN, China Lake: Base Employees
Digital engineering
Artificial intelligence / machine learning
Embedded computing
Model-based systems engineering (MBSE)
Unified modeling language (UML)
Computer Engineering / Advanced Software
CAMIO
Engineering tools
Modeling language
Radio frequency (RF) engineering
Electrical Engineering
Core Competencies: USAF, USN, China Lake: Base Employees
Systems engineering and integration.
Electronic warfare
Weapons aerodynamic analysis
Propulsion technologies
Energetics processing
Mission systems engineering
Project management
Flight test engineering
Embedded Software
Weapons guidance and control systems
Cyber security
Emerging Opportunities
Several federal and state grant proposals are under consideration and are in development to
support the workforce needs of East Kern employers including the Mojave Air and Space Port
(MASP) and Edwards Air Force Base. A National Science Foundation Engines 1 grant was
submitted. Other opportunities include a 2024 CCCCO CAI Information Technology grant.
References:
Hamilton, P., Keough, K., Ratnatunga, M., & Wong, P. (2015). An economic road map for Kern County.
Milken Institute.
https://milkeninstitute.org/sites/default/files/reports-pdf/Kern-County-Economic-
Road-Map-by-Milken-Institute2_2.pdf
US Air Force. (2022a). Edwards AFB. https://installations.militaryonesource.mil/in-depth-
overview/edwards-afb
US Air Force. (2022b). Hot jobs at Edwards Air Force Base. https://www.edwards.af.mil/About/Jobs/
US Navy. (2022). Naval Air Weapons Station China Lake.
https://cnrsw.cnic.navy.mil/Installations/NAWS-China-Lake/
Rev. 8/21/2023 27
Kern Community College District
Workforce and Economic Development Roadmap
Roadmap Summary
Bakersfield College, Cerro Coso Community College, and Porterville College, and the Kern
Community College District faculty, staff and administrators are prioritizing areas of large unmet
workforce demand, significant climate change impacts or technology integration, and areas of
focus for local and regional economic development and diversification. This section summarizes
the goals and objectives by college over the five-year period (2023-2029) in each industry sector.
Healthcare
The existing Bakersfield College (BC), Cerro Coso Community College (CCCC), and Porterville
College (PC) healthcare programs are mature. Over the next five years, BC, CCCC, and PC will
address healthcare industries’ workforce demand and supply gaps. Bakersfield College (BC) will
be expanding its existing Registered Nurse (RN), Vocational Nurse (VN), Licensed Vocational
Nurse to Registered Nurse (LVN to RN) programs and will implement Medical Assistant (MA)
and specialty Behavioral and Mental Health programs. Cerro Coso Community College (CCCC)
will implement Registered Nurse (RN) program pilot and seek Bureau of Registered Nursing
(BRN) approval to establish a permanent RN program. Porterville College (PC) will expand its
existing Registered Nurse Program. Each College will assess local demand each year to
determine whether to seek approval for a cohort expansion or wait for the next assessment.
Energy
Energy programs have been an area of innovation as KCCD, BC, CCCC, and PC keep pace with
state policy changes that are impacting the local renewable and traditional energy industries.
Commercial scale solar and wind renewable energy facilities are located throughout the San
Joaquin Valley of Kern County eastward through Tehachapi and Mojave. Traditional oil and gas
fossil fuel energy industries are concentrated in western Kern County and companies located in
Kern County also serve oil and gas fields on the central coast and south Los Angeles. KCCD,
BC, CCCC, and PC are partnering with National Renewable Energy Laboratories and the US
Department of Energy Fossil & Carbon Management to ensure new and existing workforce
development programs feature workforce skills applicable to renewable energy, carbon storage
and management, and emerging energy technologies.
Aerospace & Defense Industry
The Eastern Kern County aerospace and defense industry includes the Mojave Air and Space
Port, the China Lake NAWS, and Edwards AFB. CC / KCCD faculty and administrators are
working with civilian and military staff to support career awareness, and identify, develop, and
deploy technical upskilling, and occupational certificate and degree programs to address
workforce supply gaps in Engineering, Computer Science, Electrical, Mechanical, Military and
Rev. 8/21/2023 28
Airline/Aircraft occupations. Of these occupational areas, BC, CCCC, and PC’s Computer and
Engineering are mature programs with strong enrollment. Enhancements and expansion
opportunities exist in developing courses to provide education in advanced software, artificial
intelligence, machine learning, engineering, modeling. and programming languages, and other
emergent and core competencies that East Kern employers report significant workforce supply
gaps and incumbent worker technical skill gaps and needed upskilling.
Rev. 8/21/2023 29
Healthcare Industry Sector Roadmap
The existing Bakersfield College (BC), Cerro Coso Community College (CCCC), and Porterville
College (PC) healthcare programs are mature. Over the next five years, BC, CCCC, and PC will
address healthcare industries’ workforce demand and supply gaps. Bakersfield College (BC) will
be expanding its existing Registered Nurse (RN), Vocational Nurse (VN), Licensed Vocational
Nurse to Registered Nurse (LVN to RN) programs and will implement Medical Assistant (MA)
and specialty Behavioral and Mental Health programs. Cerro Coso Community College (CCCC)
will implement Registered Nurse (RN) program pilot and seek Bureau of Registered Nursing
(BRN) approval to establish a permanent RN program. Porterville College (PC) will expand its
existing Registered Nurse Program. Each College will assess local demand each year to
determine whether to seek approval for a cohort expansion or wait for the next assessment.
YEAR 1: 2023-2024
GOAL: Expand Traditional Nursing Career-Path Programs
BAKERSFIELD COLLEGE
New / Enhanced
Program(s)
Activity
Outcome
Quart
er
LVN, LVN to RN, & RN
Programs
Recruit clinical sites. Recruit
and train clinical instructors.
Increase # of clinical sites &
instructors.
Implement BRN approved
increased enrollment.
Increased LVNs and RNs meet
local and regional demand
Implement hybrid modalities:
Part-time evening, and
employer-sponsored programs.
Increased LVNs and RNs meet
local and regional demand
CERRO COSO COMMUNITY COLLEGE
New / Enhanced
Program(s)
Activity
Outcome
Quart
er
RN Pilot
Recruit clinical sites. Recruit
and train clinical instructors.
Increased LVNs and RNs meet
local and regional demand
Implement RN pilot program.
Online modality. Participate in
BRN review. Petition for
program authorization.
PORTERVILLE COLLEGE
New / Enhanced
Program(s)
Activity
Outcome
Quart
er
RN Program
Recruit clinical sites. Recruit
and train clinical instructors.
Increased LVNs and RNs meet
local and regional demand
Implement BRN approved
increased enrollment.
Increased LVNs and RNs meet
local and regional demand
Rev. 8/21/2023 30
YEAR 1: 2023-2024
GOAL: Implement Behavioral & Mental Health Programs
BAKERSFIELD COLLEGE
New / Enhanced
Program(s)
Activity
Outcome
Quarter
Medical Assistant (MA)
Program
Complete curriculum approval
process. Implement hybrid
modality MA program.
Address employer demand
for medical assistants.
Behavioral and Mental
Health Programs
Recruit clinical sites. Recruit &
train Behavioral & Mental
Health Programs
Funding is acquired,
programs are implemented
in 2023-2024 or 2024-2025
YEAR 2: 2024-2025
GOAL: Implement New Specialty Care Professionals Programs
BAKERSFIELD COLLEGE
New / Enhanced Program(s)
Activity
Outcome
Quarter
Behavioral and Mental
Health Programs
Implement Behavioral and
Mental Health programs
Address demand for
behavioral health and
mental health workers
RN Program
Assess student cohort size
versus labor market need.
Either request cohort
increase or defer 1 year.
CERRO COSO COMMUNITY COLLEGE
New / Enhanced Program(s)
Activity
Outcome
Quarter
RN Program
Seek BRN approval for
permanent RN program
RN program approved
PORTERVILLE COLLEGE
New / Enhanced Program(s)
Activity
Outcome
Quarter
RN Program
Assess student cohort size
versus labor market need.
Either request cohort
increase or defer 1 year.
YEAR 3: 2025-2026
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
All New & Existing Programs
Conduct Healthcare
Program Evaluation
Update course content and
make cohort size adjustments.
Rev. 8/21/2023 31
YEAR 4: 2026-2027
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
All New & Existing Programs
Conduct Healthcare
Program Evaluation
Update course content and
make cohort size adjustments.
YEAR 5: 2027-2028
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
All New & Existing Programs
Conduct Healthcare
Program Evaluation
Update course content and
make cohort size adjustments.
Rev. 8/21/2023 32
Energy Industry Sector Roadmap
Energy programs have been an area of innovation as KCCD, BC, CCCC, and PC keep pace with
state policy changes that are impacting the local renewable and traditional energy industries.
Commercial scale solar and wind renewable energy facilities are located throughout the San
Joaquin Valley of Kern County eastward through Tehachapi and Mojave. Traditional oil and gas
fossil fuel energy industries are concentrated in western Kern County and companies located in
Kern County also serve oil and gas fields on the central coast and south Los Angeles. KCCD,
BC, CCCC, and PC are partnering with National Renewable Energy Laboratories and the US
Department of Energy Fossil & Carbon Management to ensure new and existing workforce
development programs feature workforce skills applicable to renewable energy, carbon storage
and management, and emerging energy technologies.
YEAR 1: 2023-2024
BAKERSFIELD COLLEGE
New / Existing Program
Activity
Outcome
Quarter
Energy, HVAC, Welding, and
other traditional energy skills
related programs
Industry Advisory
stakeholders’ input
Update programs carbon
management knowledge &
skills as carbon management
Energy & Carbon Management:
Emerging Workforce
knowledge & skills
Participate in the DAC
Hub and the Hydrogen
Shot Partnerships
Identify emerging workforce
knowledge & skills important
to traditional students and
incumbent worker upskilling
Energy & Carbon Mgmt:
Emerging Workforce
knowledge & skills
BC, CCCC, PC advisory
stakeholders identify
local workforce needs.
Develop and design curricular
modules, courses or programs
needed by employers.
YEAR 2: 2024-2025
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
EV Electrification: expand
modules to Auto / Truck /
Mechanics programs
Complete curriculum
modules or components
Integrate installation of EV
charging stations,
Energy & Carbon Mgmt:
Emerging Workforce
knowledge & skills
Participate in the DAC
Hub and the Hydrogen
Shot Partnerships
Identify emerging workforce
knowledge & skills important
to traditional students and
incumbent worker upskilling
Energy & Carbon Mgmt:
Emerging Workforce
knowledge & skills
BC, CCCC, PC advisory
stakeholders identify
local workforce needs.
Develop and design curricular
modules, courses or programs
needed by employers.
Rev. 8/21/2023 33
YEAR 3: 2025-2026
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
Energy & Carbon Mgmt:
Emerging Workforce
knowledge & skills
Participate in the DAC
Hub and the Hydrogen
Shot Partnerships
Identify emerging workforce
knowledge & skills important
to traditional students and
incumbent worker upskilling
Energy & Carbon Mgmt:
Emerging Workforce
knowledge & skills
BC, CCCC, PC advisory
stakeholders identify
local workforce needs.
Develop and design curricular
modules, courses or programs
needed by employers.
YEAR 4: 2026-2027
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
Identify key emerging energy
workforce demand in each
college service area.
Develop modules,
courses, and programs
to address local needs.
Address local and regional
workforce knowledge and
supply / demand gaps
Energy & Carbon Mgmt:
Emerging Workforce
knowledge & skills
BC, CCCC, PC advisory
stakeholders identify
local workforce needs.
Develop and design curricular
modules, courses or programs
needed by employers.
YEAR 5: 2027-2028
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
Identify key emerging energy
workforce demand in each
college service area.
Develop modules,
courses, and programs
to address local needs.
Address local and regional
workforce knowledge and
supply / demand gaps
Energy & Carbon Mgmt:
Emerging Workforce
knowledge & skills
BC, CCCC, PC advisory
stakeholders identify
local workforce needs.
Develop and design curricular
modules, courses or programs
needed by employers.
Rev. 8/21/2023 34
Aerospace & Defense Industry Sector Roadmap
The Eastern Kern County aerospace and defense industry includes the Mojave Air and Space
Port, the China Lake NAWS, and Edwards AFB. CC / KCCD faculty and administrators are
working with civilian and military staff to support career awareness, and identify, develop, and
deploy technical upskilling, and occupational certificate and degree programs to address
workforce supply gaps in Engineering, Computer Science, Electrical, Mechanical, Military and
Airline/Aircraft occupations. Of these occupational areas, BC, CCCC, and PC’s Computer and
Engineering are mature programs with strong enrollment. Enhancements and expansions
opportunities exist in developing courses to provide education in advanced software, artificial
intelligence, machine learning, engineering, modeling systems, programming languages, and
other emergent and core competencies that East Kern employers report significant workforce
supply gaps and incumbent worker technical skill gaps and needed upskilling.
YEAR 1: 2023-2024
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
Aerospace & Defense (all)
Prioritize & implement
upskilling opportunities
Address technical skills gaps
that address employers’ needs
Aerospace & Defense:
Electrical, Mechanical,
Engineering, and Computer
Science programs
Develop, revise, and
expand existing high
priority certificate and
degree programs
Ensure mid- and long-term high
priority workforce shortages are
addressed as soon as possible.
YEAR 2: 2024-2025
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
Aerospace & Defense (all)
Implement high priority
technical upskilling
Address technical skills gaps
that address employers’ needs
Aerospace & Defense:
Electrical, Mechanical,
Engineering, and Computer
Science programs
Prioritize, develop,
revise / expand existing
high priority certificate
and degree programs
Ensure mid- and long-term high
priority workforce shortages are
addressed as soon as possible.
Aerospace & Defense (all)
Develop K12 career
awareness, K12 STEM,
summer academies &
bootcamps
Cultivate student awareness,
interest, and enrollment in
aerospace and defense career
programs
Rev. 8/21/2023 35
YEAR 3: 2025-2026
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
Aerospace & Defense (all)
Implement high priority
technical upskilling
Address technical skills gaps
that address employers’ needs
Aerospace & Defense:
Electrical, Mechanical,
Engineering, and Computer
Science programs
Prioritize, develop,
revise / expand existing
high priority certificate
and degree programs
Ensure mid- and long-term high
priority workforce shortages are
addressed as soon as possible.
Aerospace & Defense (all)
Develop K12 career
awareness, K12 STEM,
summer academies &
bootcamps
Cultivate student awareness,
interest, and enrollment in
aerospace and defense career
programs
YEAR 4: 2026-2027
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
Aerospace & Defense (all)
Implement high priority
technical upskilling
Address technical skills gaps
that address employers’ needs
Aerospace & Defense:
Electrical, Mechanical,
Engineering, and Computer
Science programs
Prioritize, develop,
revise / expand existing
high priority certificate
and degree programs
Ensure mid- and long-term high
priority workforce shortages are
addressed as soon as possible.
Aerospace & Defense (all)
Develop K12 career
awareness, K12 STEM,
summer academies &
bootcamps
Cultivate student awareness,
interest, and enrollment in
aerospace and defense career
programs
YEAR 5: 2027-2028
BAKERSFIELD COLLEGE / CERRO COSO COMMUNITY COLLEGE / PORTERVILLE COLLEGE
New / Existing Program
Activity
Outcome
Quarter
Aerospace & Defense (all)
Implement high priority
technical upskilling
Address technical skills gaps
that address employers’ needs
Aerospace & Defense:
Electrical, Mechanical,
Engineering, and Computer
Science programs
Prioritize, develop,
revise / expand existing
high priority certificate
and degree programs
Ensure mid- and long-term high
priority workforce shortages are
addressed as soon as possible.
Aerospace & Defense (all)
Develop K12 career
awareness, K12 STEM,
summer academies &
bootcamps
Cultivate student awareness,
interest, and enrollment in
aerospace and defense career
programs