Delaware’s talent development system is entering an execution-focused phase – now it is about delivering results and refining our approaches based on data. Below are key priorities and areas for cross-agency partnership in the coming year, all of which stem from the frameworks discussed above:

• Implementation of Youth Apprenticeship Expansion: With Executive Order #1’s recommendations in hand, our next step is implementation. By the end of 2026, we aim to have a scalable model in place, with a significant increase in high school students entering apprenticeship and pre-apprenticeship positions.
• Strengthening the Talent Pipeline from K-12 to Workforce: Delaware Pathways will continue to be the organizing framework for youth career development, but we are also expanding our view to encompass the full continuum of talent development. The new Office of Workforce Development is helping to bridge K-12, postsecondary, and adult workforce programs. A tangible priority for 2026 is to launch a unified workforce data dashboard that pulls key metrics from DOE and DOL to measure how our talent pipeline is performing. By integrating these data, state leadership and stakeholders can better see where gaps exist and adjust strategies accordingly.
• Expanding Employer Engagement and Industry Partnerships: In 2026, we will deepen industry partnerships through sector-based strategies. Building on the industry councils’ concept, Delaware will empower more industry-led advisory groups in fields like healthcare, IT, finance, and advanced manufacturing. A specific goal is to increase the number of companies offering internships, apprenticeships, or cooperative placements by 50% by the end of 2026.
• Ensuring Equity and Inclusion in Talent Development: The new Office of Workforce Development (OWD) is charged with monitoring system-wide outcomes including accessibility to underserved populations. In 2026, OWD will publish the first Workforce Equity Report for Delaware, analyzing participation and outcomes in Pathways, apprenticeships, and job training by demographic groups.
• Sustaining Momentum through Policy and Funding Support: We will explore opportunities to codify aspects of this work through legislation or formal interagency agreements – for instance, clarifying roles of agencies in workforce development governance to coordinate talent strategies Additionally, we will be identifying funding to carry initiatives beyond initial grant periods.

Looking ahead, the Strategic Plan through 2028 sets new ambitions: increasing the quality of pathways (not just quantity of students), deepening the level of student engagement (e.g. more students completing capstone projects, earning credentials, or doing apprenticeships), and extending pathways into postsecondary education. We aim for a seamless continuum where students move from middle school career awareness to high school CTE pathways, into apprenticeships or college programs, and into skilled employment – with multiple entry and exit points to accommodate different life paths.

We thank all of you for your leadership and continued partnership as we build a demand-driven, equitable talent system for Delaware together.