Forging Ahead: Aligning Semiconductor Knowledge, Skills and Abilities

At this point, it is widely acknowledged that we face a significant shortage of talent in the semiconductor industry (see Blogs 1 and 2). How can we tackle this issue and where should we begin? Achieving effective workforce development (WFD) requires a collaborative effort as a national community. It is essential to provide access to state-of-the-art educational and training facilities and tools to enable targeted KSA development, experiential learning, and hiring processes.  

The SRC MAPT Roadmap (https://srcmapt.org/chapter7/ ) has focused on three specific areas instead of addressing general needs in the semiconductor industry. These three key areas are:

1. Quantitative Supply/Demand Modeling: Develop a comprehensive understanding of the industry's future talent requirements. By employing quantitative supply/demand modeling, a timeline can be created to determine when and where employees with specific KSAs will be needed for specific semiconductor jobs. This enables proactive planning and strategic allocation of resources to meet the industry's workforce demands.
2. Models for Effective Engagement: Provide students and potential employees with clear career pathways to enter the semiconductor industry and thrive in it. By developing effective engagement models, students and potential employees can be guided toward relevant training and educational and training programs that align with the industry's needs. This approach enhances the likelihood that a diverse group of students will pursue careers in the semiconductor sector, as well as retain and increase the talent pool in the industry.
3. Winning Hearts and Minds: Create a favorable perception of the semiconductor industry and generate enthusiasm among individuals across the United States. By showcasing the benefits, opportunities, and advancements available in the field, efforts are made to encourage more people to pursue education and career opportunities in semiconductors. This broader engagement strategy will attract and retain talent, fostering a sustainable pipeline of skilled professionals.

By targeting these three areas, the SRC MAPT Roadmap addresses specific challenges and develops strategies that can effectively bridge the talent gap in the semiconductor industry.

In our previous blog, we committed to focus on the quantitative supply/demand modeling aspect of WFD in the semiconductor industry. Our approach involves an analysis of data to create a comprehensive model that represents the potential talent pool and the required KSAs for the MAPT workforce.

Quantitative Supply/Demand Modeling

We aim to assess data from various sources and consider factors such as company-specific requirements, regional demands, and national trends. By delving into the specifics of each of these aspects, our goal is to develop a highly detailed and granular model that captures the nuances of the industry's talent needs. The model will be available for input in the Supplemental Materials section of the MAPT Roadmap website.

Through this quantitative approach, we can gain a comprehensive understanding of the current and future demand for specific KSAs in the semiconductor industry. This model will enable us to identify areas of talent shortage, anticipate future workforce gaps, and devise proactive strategies to address them effectively.

By leveraging data-driven insights and a granular approach to supply/demand modeling, we will contribute to the development of a robust and responsive workforce in the MAPT sector of the semiconductor industry.

Through an analysis of 2021 data in the graphic below, we have examined the trajectories of prospective talent starting from their entry into high school and continuing through various stages of training, education, and degrees, leading up to their entry into the semiconductor workforce. Our findings reveal a significant disparity in numbers. With over 4.5 million individuals commencing their high school journey each year, ultimately 8,000 directly enter the semiconductor workforce, while 577,000 pursue 4-year STEM degrees in college, while 222,000 pursue advanced degrees. In the end, as little as 19,000 enter the semiconductor industry annually.

Although the current annual intake of 19,000 individuals into the semiconductor industry falls significantly short of our goal of adding 165,000 more skilled workers by 2030, there is reason for optimism. Our analysis has identified potential avenues for reskilling and engaging individuals who can contribute their talents to address the MAPT challenges that lie ahead.

While we acknowledge the considerable gap that needs to be bridged, one tremendous opportunity to inspire and attract more individuals to our industry lies with partially skilled individuals.  As the graphic indicates, within the pool of ~2.7 million are people who either possess some college experience but lack credentials; have no college education or credentials; or are 2-year college transfers (221,000; 881,000; and 515,000; respectively).

By implementing initiatives specifically designed to reskill and upskill these individuals, we can tap into their existing talents and enhance their capabilities. Providing targeted support for this untapped talent pool, such as training programs, mentorship opportunities, and career pathways, can significantly increase the number of individuals who are willing and able to lend their expertise to the semiconductor sector.