Career Paths

Workers need clearly defined career paths to be able to plan their education and their futures. Well-developed career paths:

  • Direct people to growing fields
  • Demonstrate how they can transition from their current situations to the careers of their choice
  • Result in user-friendly tools for career counselors, instructors, HR and training staff, and managers
  • Are based on the latest industry information and nationwide resources. 

Building Career Paths to Promote Stable Careers and Fill Key Positions

Career Paths for Employers 
Is your industry facing a workforce shortage due to a retirement boom or a lack of skilled workers? CAEL builds career paths that can help you communicate the job and career opportunities in your industry to current and potential employees and recruit the talent you need.

Career Paths for Workforce Developers 
Do you want to move people in your state or region into secure careers that offer long-term employability? CAEL helps you identify the best industries and identify career paths so you can offer job seekers sound career options.


STEM Education through - Helping People Connect to Meaningful Telecom Careers

Read about online career mapping tools for the Telecommunications Industry.

From a Small Town to a Career Dream Realized

Danielle lived in a small town and was unsure if achieving her dream of becoming a registered nurse was possible, but through a latticed career development program, she was able to accomplish her goal.

Discovering the Right Career amidst an Uncertain Job Market

In an industry with uncertain job prospects, Andrew Madison took advantage of a regional career lattice to pursue his certification for residential solar electric systems.


January 11, 2013

How Well Do You Know Your Skills?

If you ask the average person how many skills he or she has, the answer might be 20 or so. Many people don’t even get out of the single digits. The reality is really quite different.

June 13, 2012

Expose Your UnLadder

The corporate ladder - remember when it was the only way to manage a workforce? Advancement was too often tied to tenure, and competence was gained through osmosis.