Workforce News

Funding Will Support Two New AI Training Tracks for Current and Future Workers, Train 40,000 Manufacturing Workers and Expand the Best-in-Class FAME USA Network

WASHINGTON, D.C. — Today Google announced $10 million to the Manufacturing Institute—the 501(c)3 workforce development and education affiliate of the National Association of Manufacturers. The funding will support the MI in developing AI skills training programs for manufacturing workers and expand employer-led apprenticeship programs via the MI’s Federation for Advanced Manufacturing Education (FAME USA). The initiative is part of Google.org’s AI Opportunity Fund that helps Americans learn AI skills at no cost in collaboration with workforce development and education organizations across the country.

“Google.org wants the manufacturers who build our world to have access to the best technology for the job,” said Google.org Global Head Maggie Johnson. “We’re proud to support the Manufacturing Institute’s efforts with our funding and technological expertise. This initiative will bring hands-on AI skills to the shop floor, helping manufacturing students and workers shape this new era of American innovation.”

“So much of the narrative around AI and the workplace is fear-based. One thing we’ve learned in manufacturing time and again is that as new technologies are introduced, it is essential to ensure our workers build the skills needed to engage. AI is transforming our world, and preparing our workers to engage and deploy these tools will set them and manufacturers up for success,” said MI President Carolyn Lee. “The MI is grateful for Google’s recognition and trust in our ability to carry out this important work.”

The U.S. is facing a significant manufacturing skills gap. By 2033, it’s projected that nearly 1.9 million manufacturing roles could go unfilled if the workforce is not equipped with the necessary technical skills.

Google.org’s funding will enable the MI to develop two new courses for shop floor workers: AI 101 for Manufacturing and Advanced AI for Manufacturing Technicians. The 101 course will contextualize existing AI training from Google specifically for the manufacturing environment, while the AI for Advanced Manufacturing Technicians course will be newly developed by the MI. The funding will help the MI provide Google’s new AI Professional Certificate to current and future manufacturing workers at no cost.

As part of the initiative, the MI will also launch new FAME chapters in at least 15 new regions, while developing and embedding the AI for Advanced Manufacturing Technicians course across all FAME chapters. This will help develop a pipeline of skilled maintenance technicians, ensuring this critical segment of the workforce gains the skills needed to deploy and engage with AI effectively. This best-in-class program is a proven model for training advanced maintenance technicians and building durable talent pipelines for manufacturers today in 46 hubs across the country. To further champion these learners, Google.org is also supporting the mikeroweWORKS Foundation to provide Work Ethic Scholarships to FAME students, a program that will provide financial assistance to eligible participants completing their manufacturing programs.

This builds on Google’s previous commitment to support infrastructure and skilled trades. Google recently announced a similar effort with the electrical training ALLIANCE to train electrical workers throughout the country.

For more information on the initiative and upcoming course availability, click here.

About Google.org

Google.org applies Google’s innovation, research and resources to promote progress and expand opportunity for everyone.

 -The MI-

The Manufacturing Institute works to build and strengthen the manufacturing workforce for individual opportunity, community prosperity and a competitive manufacturing industry for the future. This is done through implementing groundbreaking initiatives, convening industry leaders, conducting innovative research and promoting public policy that supports the sector as it meets the opportunity of modern manufacturing. As the 501(c)3 nonprofit workforce development and education affiliate of the National Association of Manufacturers, the MI is a trusted adviser to manufacturers, equipping them with solutions to address the toughest workforce issues. For more information on the MI, please visit www.themanufacturinginstitute.org.

 733 10th St. NW, Suite 700 • Washington, DC 20001 • (202) 637-3000

Washington, D.C. (April 3, 2026) – A new survey published by PwC and the Manufacturing Institute—the workforce development and education affiliate of the National Association of Manufacturers—finds that artificial intelligence adoption in manufacturing can hinge on the attitudes and readiness of frontline manufacturing leaders. The third in a series of surveys about frontline leaders, PwC and the MI’s “Frontline Leadership in Manufacturing AI Adoption” surveyed over 100 manufacturing leaders across operations, human resources and executive roles in the third quarter of 2025 about AI adoption.

Among the survey’s key findings:

1. Rising frontline leader influence can outpace readiness to lead AI-driven change.
2. Uneven AI adoption can slow integration into daily operations.
3. Advancing along the AI adoption curve requires training and experiential capability building.
4. Human and system readiness gaps often constrain AI adoption.
5. Limited frontline leader input can constrain AI adoption and execution.

This survey marks the third and final installment in a series on frontline leadership. The 2024 survey found frontline leaders play a large role in employee retention and that addressing attrition and workforce shortages requires manufacturers to prioritize frontline employee experience. Last year’s survey reinforced that strengthening frontline leadership capability was essential to help improve that experience, and this year, as AI rapidly changes manufacturing, PwC and the MI found that frontline leaders can make a difference in how smoothly AI is deployed on shop floors.

According to the new survey data, nearly half (48%) of respondents rated their frontline leaders as very or extremely effective in shaping the experience of frontline workers. Yet that effectiveness has not translated to AI readiness. When asked about frontline leaders’ readiness to lead AI-driven change, 54% of respondents reported low or very low confidence. Manufacturers looking to deploy AI successfully should prioritize closing this gap.

Relatedly, report being skeptical of AI—even as 50% express excitement. Frontline workers, however, have more reservations, with 62% viewed as skeptical and just 24% described as excited. That divergence can have long-term implications for AI adoption. Frontline leaders may be positioned to drive implementation, but sustained adoption often depends on the conviction of the workers responsible for day-to-day execution. Without alignment, momentum of AI adoption can stall as early curiosity does not translate into lasting adoption automatically. Offering meaningful training and treating AI as a primary capability with demonstrable benefits can reduce skepticism and resistance to AI implementation. Another datapoint to support this: 45% of leaders attribute unsuccessful AI initiatives to excluding frontline leaders from the design or rollout process.

“As AI becomes more important to manufacturing, leaders need to offer additional training so that workers are equipped to utilize AI on the shop floor,” said Manufacturing Institute Chief Program Officer Gardner Carrick. “The survey shows manufacturing leaders the opportunities they have to get this right. Real training, upskilling and hands-on experience will demonstrate to employees the benefits that will come with proper AI integration.”

“AI adoption isn’t just a technology initiative; it’s a business initiative that has the power to transform the way people work,” said PwC US Energy & Industrials Leader Ryan Hawk. “The organizations that pull ahead will be the ones that find ways to be tech-driven and people-enabled, using AI to empower their employees to solve the biggest customer and business issues. Companies that find ways to continually evolve their ways of working will see AI help unlock tangible value, efficiency and effectiveness.”

Read the full report here.

-The MI-

The Manufacturing Institute works to build and strengthen the manufacturing workforce for individual opportunity, community prosperity and a competitive manufacturing industry for the future. This is done through implementing groundbreaking initiatives, convening industry leaders, conducting innovative research and promoting public policy that supports the sector as it meets the opportunity of modern manufacturing. As the 501(c)3 nonprofit workforce development and education affiliate of the National Association of Manufacturers, the MI is a trusted adviser to manufacturers, equipping them with solutions to address the toughest workforce issues. For more information on the MI, please visit www.themanufacturinginstitute.org.

733 10th St. NW, Suite 700 • Washington, DC 20001 • (202) 637-3000

Washington, D.C. (April 2, 2026) – The Manufacturing Institute—the workforce development and education affiliate of the National Association of Manufacturers—announced today that Saint-Gobain, a global leader in sustainable and lightweight construction materials, will be the platinum sponsor for the MI’s 2026 National MFG Day (Manufacturing Day).

On Friday, Oct. 2, Saint-Gobain will welcome local high school students to its CertainTeed plant in Peachtree City, Georgia, for an immersive learning experience to include guided facility tours, hands-on STEM activities and direct engagement with plant employees and manufacturing professionals. This event will spearhead a grassroots movement to spark genuine career interest by connecting students with the people and places driving modern manufacturing.

Saint-Gobain’s sponsorship aligns directly with its Sustaining Futures, Raising Communities initiative, a signature program reflecting the company’s long-standing commitment to investing in the communities where it operates and to building a diverse, future-ready manufacturing workforce.

As innovation continues to transform manufacturing, workforce development has become more urgent. Research conducted by the MI and Deloitte shows that by 2033, manufacturers could face a shortage of nearly 2 million workers. MFG Day represents one of the MI’s most visible and impactful strategies for addressing that challenge—bringing students face to face with the high-paying, high-tech and life-changing opportunities available through manufacturing careers.

“With its visionary commitment to innovative and sustainable construction solutions, as well as workforce development, Saint-Gobain is well positioned to inspire students on MFG Day,” said MI President Carolyn Lee. “Saint-Gobain is literally constructing our future homes and workspaces; this makes it easy for students to understand manufacturing as a career and imagine themselves as part of a valuable and revolutionary workforce.

“The MI is grateful to Saint-Gobain for headlining this year’s platinum event and showcasing for students in Georgia—and nationwide—what their futures can look like in manufacturing.”

Since 2012, the MI has empowered manufacturers to partner with educators and their local communities to welcome the next generation of talent on MFG Day. Celebrated annually on the first Friday in October, with events continuing throughout the month and beyond, this national grassroots movement invites thousands of companies and educational institutions to open their doors to students, parents, educators and community leaders. In 2025, more than 3,000 events were held nationwide, each designed to expand career awareness and reshape perceptions of manufacturing and to inspire students to explore creative, high-tech careers in the industry.

“MFG Day is exactly the kind of platform that brings our Sustaining Futures, Raising Communities mission to life,” said Saint-Gobain North America and CertainTeed CEO Mark Rayfield. “Saint-Gobain creates the materials that shape our homes, schools and communities—but the future of that work depends on the next generation of skilled, passionate people who choose manufacturing as their career. We are opening our doors in Peachtree City and in every town where Saint-Gobain operates, so students can see themselves not only as future workers, but also as future builders of the world around them. The Manufacturing Institute shares our belief that this industry offers a long, rewarding and meaningful path for anyone willing to explore it, and we are proud to partner with them as the Platinum Sponsor of MFG Day 2026.”

To learn more about MFG Day or for information about holding an MFG Day event, visit MFGDay.com.

– The MI –

 The Manufacturing Institute works to build and strengthen the manufacturing workforce for individual opportunity, community prosperity and a competitive manufacturing industry for the future. This is done through implementing groundbreaking initiatives, convening industry leaders, conducting innovative research and promoting public policy that supports the sector as it meets the opportunity of modern manufacturing. As the 501(c)3 nonprofit workforce development and education affiliate of the National Association of Manufacturers, the MI is a trusted adviser to manufacturers, equipping them with solutions to address the toughest workforce issues. For more information on the MI, please visit www.themanufacturinginstitute.org.

– Saint-Gobain –

Worldwide leader in light and sustainable construction, Saint-Gobain designs, manufactures and distributes materials and services adapted to the residential, non-residential and infrastructure markets. Its integrated and innovative solutions provide sustainability, performance and well-being for its customers. The Group is guided by its purpose, “MAKING THE WORLD A BETTER HOME.”

The Manufacturing Institute recently released a Request for Proposals inviting organizations and regions to apply for a FAME Catalyst Grant to support the creation of new FAME chapters. FAME, the Federation for Advanced Manufacturing Education, is a multiemployer apprenticeship program producing global-best entry-level maintenance and process technicians by building the full range of skills and competencies identified as critical by employers. At each chapter, a coalition of 8–12 employers partner with a community college to deliver the program.  Learn more about FAME here. 

The MI is investing in FAME expansion because, despite the program’s proven value, establishing an apprenticeship program is hard. In testimony before the U.S. Senate Committee on Health, Education, Labor, and Pensions last November, we noted that fewer than 20 percent of regions that inquire about FAME successfully launch a chapter. The upfront coordination and planning demands are simply too great for most companies or regions to overcome on their own. The FAME Catalyst Grant addresses this directly by funding a local, trusted organization to dedicate staff capacity to those efforts. 

The Catalyst Grant is designed to fill the gaps highlighted by our Senate testimony, which called on Congress to support employer-responsive intermediary organizations, invest in shared program infrastructure, and streamline the regulatory burden on employers participating in Registered Apprenticeship. 

Leveraging trust for impact: This funding opportunity targets a specific and historically overlooked type of intermediary: organizations that have established credibility with the employers in their community. In practice, that means organizations whose mission, funding or both make them directly accountable to employers, namely, local industry associations, economic development organizations, and chambers of commerce. These organizations have been largely absent from intermediary funding and technical assistance conversations, despite being among the most effective at reaching employers. Our experience in FAME has demonstrated that employer-facing organizations are extremely successful serving as the hub of an apprenticeship program and the FAME Catalyst Grant is designed to encourage more of these organizations to fill that role.  

Creating and participating in an apprenticeship program is a big investment for manufacturers and requires a significant level of trust. Investing in regional organizations that have already earned that trust offers the clearest path to scaling apprenticeships in the manufacturing sector. 

Investing in local shared infrastructure: A recent Brookings Institution report identified the key barriers employers face when considering apprenticeship, including high start-up costs, administrative burden, and the absence of an agreed-upon model. Their recommended solution was shared infrastructure. That is exactly what FAME provides.  

Through FAME USA, the MI offers an employer-directed, clearly defined model that substantially reduces the administrative burden on employers. It delivers the FAME Academy to train new chapters on how to operate the program efficiently and effectively. It conducts quality assurance reviews of existing chapters and issues three-year accreditations that confirm program quality and fidelity to the model. FAME USA manages a nationwide network of chapters to facilitate shared learning and continuous improvement. And we maintain a legacy from Toyota that anchors the program’s dual commitment to being employer-led and global-best. The FAME Catalyst Grant addresses what has remained a significant gap in this infrastructure: an investment in a local community to organize and support employers to start an apprenticeship program.   

Empowering employers to choose what works: Selected organizations and their employer partners will choose whether to operate within or outside of the Registered Apprenticeship system. As we stated in testimony, in public comments, and in policy papers, manufacturers believe the current Registered Apprenticeship system requires significant reform before it can attract broad participation. This is exemplified by the fact that only about 15 percent of current FAME students participate in Registered Apprenticeship. Providing this flexibility to grantees allows them and their employer partners to focus their energy on building the best apprenticeship program possible.  

A replicable model for investment: This is the first time the Manufacturing Institute is providing seed funding for FAME expansion. We believe it demonstrates what targeted investment in apprenticeship can look like: backing regional organizations with established employer trust, in support of developing local infrastructure to deliver a proven employer-led program model, without additional administrative burden outside of an employer’s core competencies.  

The FAME Catalyst Grant offers a practical template for apprenticeship expansion in manufacturing, one grounded in what our sector knows works. 

FAME—the Federation for Advanced Manufacturing Education—is an employer-led apprenticeship program that provides global-best workforce development through strong technical training, integration of manufacturing core competencies, intensive professional practices and intentional hands-on experience to build the future of the modern manufacturing industry. Started by Toyota in 2010 and entrusted to the MI in 2019, this proven model has steadily expanded nationwide in 17 states across 45 chapters. In 2025, that momentum carried FAME west of the Rocky Mountains for the first time, as the network welcomed its inaugural Central Valley FAME class in Fresno, California. 

This milestone was years in the making, beginning in 2021 when the U.S. Department of Commerce’s Economic Development Administration launched the Good Jobs Challenge, a $3 billion investment in regional economic and workforce development. With direct support from the Manufacturing Institute (MI), the Fresno County Economic Development Corporation (FEDC) in California submitted a winning $23 million grant to bolster workforce development for manufacturing and three other industries. The MI and the San Joaquin Valley Manufacturing Alliance (SJVMA), an employer-led industry group, were named key partners to strengthen the region’s manufacturing workforce. 

At that time, Fresno’s manufacturing community stood at a crossroads. The region had immense potential, particularly in food and agricultural manufacturing, but employers struggled to find skilled workers, with previous workforce development efforts falling short. The MI’s role wasn’t to bring a prepackaged solution but to listen, understand, and build something with the community, not for it. 

Together with the FEDC and SJVMA, the MI visited plants, spoke with managers, and mapped the community’s skills gaps. It became clear that there was a major gap in a common high demand skill set. The community needed a continuum of training and support, tailored to the region and built with employers at the center—in other words, a FAME chapter. 

The chapter’s development began as dozens of manufacturers interested in joining FAME were identified. Reedley College—a Central Valley community college that had recently launched a manufacturing training program—was chosen as the chapter’s education partner. In 2024, the manufacturers came together with Reedley College to define the exact skills they were looking for in new hires, shaping the chapter’s curriculum around their needs in alignment with FAME’s employer-led model.  

The chapter officially launched in August 2025 when student-employees began their FAME journey. As part of FAME’s structure, students split their time between Reedley College classrooms and shop floors, applying their learning in a real-world setting. 

In just a few months, Central Valley FAME’s first cohort of students demonstrated the remarkable growth that FAME is designed to deliver at every chapter. Many students entered the program at the very start of their professional journeys and quickly developed greater confidence, professionalism and a strong sense of belonging.  

“Before the FAME program, I didn’t think I could ever become a professional,” said Ismael Hernandez, a student in Central Valley FAME’s first cohort. “In my worksite or in the classroom or even at college, everyone here everyone who I’ve been surrounded by it has wanted me to succeed.” 

Even as the chapter navigated its early learning curve, students embraced every challenge, demonstrating resilience and rapid development that reflected both the effectiveness of the FAME model and their own dedication. 

“[We joined FAME because] we have always wanted to find ways to support the local community,” said Derick Beasley, Director of Operations at Lakos Filtration Solutions, a sponsoring employer of Central Valley FAME. “We also wanted to build a pipeline of quality talent, not only just for ourselves, but for people in the community. As the community and the workforce skillsets elevate, everything else around it also improves.” 

FAME was the best workforce solution for this community, but it isn’t the only solution the MI offers. The MI is designed to collaborate with manufacturers to understand how to construct durable workforce solutions adapted to local circumstances and needs. 

“We start by listening to the demand signals of the industry and following them to identify and fill the gaps,” said MI President Carolyn Lee in the 2026 State of the U.S. Manufacturing Workforce Address. “Our work is grounded in addressing the industry’s most enduring challenges: ensuring manufacturers have access to a skilled, resilient talent pipeline amid workforce shortages and rapid technological change.” 

The result is more workers in jobs, stronger companies, more resilient communities and a local economy that’s built to grow from within. 

Across the country, manufacturers are facing an urgent and growing challenge: finding the highly skilled, multi-talented technicians needed to power today’s advanced production environments. As automation, robotics and data-driven systems become standard on the factory floor, the demand for professional maintenance technicians continues to outpace supply. 

To help close that gap—and equip more communities with a proven solution—the Manufacturing Institute (MI) is launching a new grant opportunity designed to accelerate the expansion of the Federation for Advanced Manufacturing Education (FAME) to key regions. 

Accelerating the Growth of FAME 

The MI invites regional, employer-facing, organizations to apply for the new FAME Catalyst Grant, which is designed to support the early stages of launching a FAME chapter. Following the grant period, organizations will enter the FAME Academy for ongoing technical assistance to build all aspects of a chapter, setting the stage to welcome the first class of students in fall 2027. 

The Catalyst Grant will provide 6–8 selected regional “hub” organizations with early-stage funding to build the foundational partnerships required to establish an employer-led FAME consortium. 

This funding specifically targets the critical “trust-building” phase—empowering local leaders to convene manufacturers and community colleges, align around shared workforce needs and formally commit to this collaborative training model. 

Solving the Industry’s Greatest Challenge 

FAME—originally created by Toyota and now led nationally by the Manufacturing Institute—is widely recognized as a premier American model for developing advanced manufacturing talent. 

At the center of the model is the Advanced Manufacturing Technician (AMT) program, which blends: 

• Rigorous, industry-aligned college coursework 
• Paid, structured on-the-job training 
• Professional behaviors and leadership development 

The results are industry-leading: 

• 85% of FAME students graduate on time 
• 95% secure full-time employment with their sponsoring employers 
• 87% remain with those employers three years after graduation 

FAME produces highly skilled, adaptable technicians who are immediately productive, strengthening both individual career pathways and regional manufacturing competitiveness. 

Apply and Learn More 

Organizations can begin the application process by downloading the full Request for Proposals at fame-usa.com/RFP. 

• Application Deadline: April 10, 2026. 
• Selection Notification: April 30, 2026. 

The MI will host several FAME 101 Information Sessions throughout March to introduce the model, and outline expectations to interested organizations. Register here. 

Additionally, RFP office hours will be provided to answer your specific questions regarding the RFP and application process. Register here. 

As manufacturers continue to face persistent talent challenges, FAME—the Federation for Advanced Manufacturing Education—offers a proven, employer-led approach to developing the skilled technicians that modern operations require.  

In this Q&A, FAME USA National Director Tony Davis addresses key questions about how FAME operates, who it serves and the role it plays in strengthening the manufacturing workforce nationwide. 

What makes FAME different from—and better than—other apprenticeship models? 

“FAME is different because it is truly employer-led and built around shared accountability—with employers, community partners, and a college partner working closely together to execute. Employers don’t just host apprentices—they have input on the curriculum, set expectations, and hold one another to a common standard. That structure creates consistency, rigor, and relevance that many one-off or compliance-driven apprenticeship models struggle to achieve.  

FAME students become high quality manufacturing professionals throughout the two-year program, and the program has an 85% on-time graduation rate. Additionally, 95% of FAME graduates continue working with their sponsoring company after graduating. 87% still work with their sponsoring employer three years later.” 

What do employers get out of participating in FAME? 

“Employers gain access to a reliable pipeline of highly skilled, work-ready technicians who understand their culture, expectations and operations. Just as importantly, employers benefit from peer learning, shared problem-solving and a long-term workforce strategy that reduces risk and acknowledges that talent development is a shared responsibility.” 

What specific roles does FAME train for? 

“FAME’s flagship program trains Advanced Manufacturing Technicians (AMTs)—highly skilled, multiskilled maintenance technicians. These roles support advanced manufacturing operations by maintaining equipment, improving reliability, solving problems and contributing to continuous improvement. As the model evolves, FAME is also expanding into additional technical pathways aligned with employer demand.” 

How are FAME students identified and recruited? 

“Students are most often traditional graduates, meaning they are recruited during their senior year of high school to begin the program immediately following graduation. While about 75% of students are traditional graduates, the other 25% are usually incumbents—individuals already employed by the FAME employer.” 

How do FAME chapters operate?  

“Each FAME chapter is comprised of a local collaborative of employers, local partners, and their respective college partner, who meet regularly to inform decisions that move the program forward. Employers share responsibility for student selection, curriculum alignment and continuous improvement. This collaborative structure is one of FAME’s greatest strengths—it creates peer accountability and long-term commitment.” 

Which employers can participate in FAME? 

“All manufacturing employers can participate in FAME. The FAME model is designed to accommodate manufacturers of any size; in fact, the ability to take on more, or fewer students each year, as needs dictate, is a key benefit of the model.” 

How can employers join a FAME chapter? 

“Manufacturers can first check if they have a local chapter by seeing the list of program locations on the FAME website. Reaching out to FAME USA is a great way to get introduced to local chapter leadership. Chapter leadership typically sets up a time to meet to further align on FAME being the right solution for your needs.” 

What investments are required to join a FAME chapter? 

“Employers invest time and funds. The leaders that will be engaged with chapter activities the most—usually HR and maintenance leaders at the site—will need to be identified and trained. The training is free, online, asynchronous and takes about 90 minutes. It ensures they understand the model, expectations, and their role in supporting the chapter and their respective students.  

Once engaged with the chapter, employer representatives will support chapter activities and support financially. While the cost varies by local chapter budget, employers can expect between $500 and $2,500 in annual dues.” 

How can employers start a FAME chapter? 

“Starting a chapter begins with a group of committed employers who recognize a shared talent need and are willing to work together to address it. Sustainable chapters are our goal at FAME USA, so we consider the ability of a group of employers and a community college partner to recruit, sponsor and train approximately 20 students each year. FAME USA supports this process through structured guidance, training and the FAME Academy, which prepares employer collaboratives to launch and operate high-quality chapters. Our first step is convening stakeholders to discuss the model in depth and decide whether to move forward with adoption. 

We are currently accepting proposals for the new FAME Catalyst Grant, which provides funding and support for regional organizations to establish local FAME chapters. Employers are encouraged share this opportunity with their local and regional economic development organizations, chambers of commerce and manufacturing associations. Learn more on FAME’s website.” 

What investments are required to start a FAME chapter? 

“Employers, in collaboration with community college partners and local partner organizations, invest time, with a designated ‘champion’ (usually an HR or maintenance lead) providing peer communications and working with FAME USA to build local awareness in support of chapter start-up.  

Once the chapter has been established, all stakeholders participate in structured training through the FAME Academy, an online training course run by the MI. It requires about three hours a month over a six-month period to complete and covers governance, student selection, work-based learning and continuous improvement. This ensures stakeholders are prepared to operate the program consistently and effectively. 

Employers also contribute to the shared costs of operating the program. Importantly, these investments are collective—no single employer carries the burden alone.” 

How long does it take to start a FAME chapter? 

“From initial interest to enrolling the first cohort, it typically takes 12 to 18 months. That time is intentional—it allows employers to align, build trust, establish strong partnerships with a community college and partner organizations and ensure the chapter launches with a solid foundation.” 

What role does the Manufacturing Institute (MI) play in overseeing FAME? 

“The MI serves as the national home for FAME, providing structure, support and stewardship for the FAME USA network and training used by FAME chapters. We help ensure consistency across chapters while preserving the flexibility employers need to meet local and regional workforce needs.” 

How does MI ensure that FAME is performing at its best across the nation? 

“MI does this through training, technical assistance, data collection, and a growing Quality Assurance framework. By setting clear expectations, sharing best practices and continuously learning from the network, we help chapters maintain high standards and improve over time—while staying grounded in employer leadership.” 

How can employers learn more about FAME? 

“Employers are encouraged to join my monthly FAME 101 virtual session. This 90-minute presentation offers a deep dive into the model and explains the first steps to chapter creation. Registration is required.” 

Ready to bring FAME to your community? The MI is seeking proposals from organizations interested in establishing a FAME chapter in their region. The selected organizations will receive funding and support to build a coalition of local manufacturers and community college partners committed to launching the chapter, and to identify a community college willing to be the education partner. Proposals must be submitted to the application portal by April 10, 2026. Learn more and apply here. 

The Manufacturing Institute, the NAM’s workforce development and education affiliation, announced the 145 recipients of the 2026 STEP Ahead Awards on Monday. They will be honored at the STEP Ahead Awards Gala in April.

• The awards honor outstanding leaders in the industry at all career levels and all positions—from the shop floor to the C-suite—as they build the industry of the future and inspire the next generation of the workers.

Why it matters: With more than 400,000 openings in the sector today—and an expected 3.8 million new employees needed by 2033—the industry requires leaders and role models to show prospective workers all that it can offer.

STEP leaders say: “As chair of the STEP Ahead Awards, I’m honored to recognize distinguished leaders who are strengthening manufacturing excellence by investing in the future talent pipeline. With our industry facing a critical workforce challenge, real innovation will only come from empowering our workforces and nurturing the next generation of leaders through mentorship, sponsorship and serving as strong role models,” Biogen Executive Vice President and Head of Pharmaceutical Operations and Technology Nicole Murphy said.

• “It’s a privilege to serve as vice chair of the STEP Ahead Awards and to highlight those who are reimagining what’s possible in our industry. I’m proud to see the next generation of female and ally leaders shaping the future of manufacturing and technology and inspiring others to see STEM careers as both meaningful and attainable,” AstraZeneca Senior Vice President and Global Head of Pharmaceutical Technology and Development Dafni Bika said.

The MI says: “The STEP Ahead Awards are truly a celebration of the outstanding character and contributions of so many members of the manufacturing workforce. Our industry is so fortunate to have so many inspiring leaders and mentors who are cultivating fulfilling workplace cultures that encourage people to join, stay and grow our workforce,” said MI President Carolyn Lee.

What’s next: The 2026 STEP Ahead Awards Gala will take place April 23, 2026, at The Anthem in Washington, D.C. View the full list of awardees and learn more about the awards gala here.

Washington, D.C. (March 9, 2026) – The Manufacturing Institute, the workforce development and education affiliate of the National Association of Manufacturers, announced the 145 recipients of the 2026 STEP Ahead Awards. The Awards recognize manufacturing leaders at every stage of their careers—from the shop floor to the C-suite—who are strengthening the industry’s workforce and serving as role models for the next generation. 

For decades, manufacturers have faced a structural skilled workforce shortage. Today, there are over 400,000 open jobs in the sector. By 2033, manufacturers will need to fill 3.8 million positions, but half could go unfilled due to a lack of talent. While manufacturers have made significant investment in developing talent pipelines and recruiting new entrants into the manufacturing workforce, building strong workplace cultures that attract and retain employees has become a critical competitive advantage. 

The STEP Ahead Awards highlight leaders who are meeting this moment—championing mentorship and fostering supportive workplace environments. By elevating these leaders, the program helps more people see a clear and compelling future in modern manufacturing.  

Biogen Executive Vice President and Head of Pharmaceutical Operations and Technology Nicole Murphy said, “As chair of the STEP Ahead Awards, I’m honored to recognize distinguished leaders who are strengthening manufacturing excellence by investing in the future talent pipeline. With our industry facing a critical workforce challenge, real innovation will only come from empowering our workforces and nurturing the next generation of leaders through mentorship, sponsorship and serving as strong role models. These recipients are helping ensure manufacturing remains a place where talent can grow, thrive and build meaningful and impactful careers.” 

AstraZeneca Senior Vice President and Global Head of Pharmaceutical Technology and Development Dafni Bika said, “It’s a privilege to serve as vice chair of the STEP Ahead Awards and to highlight those who are reimagining what’s possible in our industry. I’m proud to see the next generation of female and ally leaders shaping the future of manufacturing and technology and inspiring others to see STEM careers as both meaningful and attainable.” 

MI President Carolyn Lee added, “The STEP Ahead Awards are truly a celebration of the outstanding character and contributions of so many members of the manufacturing workforce. Our industry is so fortunate to have so many inspiring leaders and mentors who are cultivating fulfilling workplace cultures that encourage people to join, stay and grow our workforce.” 

The 2026 STEP Ahead Awards Gala will take place April 23, 2026, at The Anthem in Washington, D.C. View the full list of awardees or learn more about the awards gala here. 

-The MI- 

The Manufacturing Institute works to build and strengthen the manufacturing workforce for individual opportunity, community prosperity and a competitive manufacturing industry for the future. This is done through implementing groundbreaking initiatives, convening industry leaders, conducting innovative research and promoting public policy that supports the sector as it meets the opportunity of modern manufacturing. As the 501(c)3 nonprofit workforce development and education affiliate of the National Association of Manufacturers, the MI is a trusted adviser to manufacturers, equipping them with solutions to address the toughest workforce issues. For more information on the MI, please visit www.themanufacturinginstitute.org. 

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In the Manufacturing Institute’s State of the U.S. Manufacturing Workforce Address, MI President Carolyn Lee had a clear message for industry leaders: “Workforce is not a side issue. It is the strategy.”

An exciting moment: Speaking at NTT Data’s North American headquarters in Dallas, Lee observed that manufacturers have an exciting opportunity before them.

• “Across the country, people are rethinking the way they approach learning. They’re reimagining the way to build a career. More and more, they are turning to other pathways as launchpads to their future,” she said.
• “Young people today have started to see more value in a different kind of job. A recent Harris poll found that the share of Gen Z-ers interested in blue-collar careers stood at 50%—more than twice as high as Americans overall.”
• “So as more young people seek out skilled pathways, we must seize the opportunity to ensure they see manufacturing as a sector in which they apply those skills for a durable career,” she continued.

Cultivating the right skills: Lee pointed out that these young people interested in the manufacturing industry must be equipped with the skills to succeed in it. She urged manufacturing companies to design and sustain strategies that will build this new workforce.

• “When manufacturers open their doors to students, parents and educators—through plant tours, classroom visits or MFG Day events—they do more than promote their companies. …  For many young people, that first exposure is the moment they realize there is a home for them in this industry; that manufacturing is a place where they can build, solve and contribute,” she said.
• “But an employer’s role doesn’t stop here. It must continue through partnerships with high schools, community colleges and universities; through internships, mentorships and apprenticeship programs that blend classroom instruction with paid, hands-on learning.”
• If all these steps are taken, students will “see a pathway forward—not just a first job, but a future,” Lee added.

MI in action: Lee highlighted the MI’s groundbreaking work in expanding talent pipelines and increasing access to rewarding manufacturing careers.

• “For example, through Heroes MAKE America, we are turning military excellence into manufacturing careers. We’ve expanded from entry-level on-site training and networking to offering in-demand high-skilled training. We’ve built and launched the Manufacturing Readiness Badge program, which translates military experience into validated, industry-recognized skills that manufacturers understand.”
• She also spotlighted the “rapid growth of the MI’s FAME program—the nation’s premier ‘earn and learn’ apprenticeship model for manufacturing. Since the MI took over stewardship of FAME from Toyota six years ago, FAME has more than doubled in size. Today, it includes nearly 500 companies across 17 states, boasting an incredible 85% job placement rate with sponsoring employers.”

The promise of AI:  On the subject of AI, Lee observed that “people who can leverage new technologies into the way they operate—who can use it to help them solve problems, make better decisions and get more done—will succeed in the job market and power the future.”

• [A]s AI evolves the way work is done, it’s opening doors to roles and opportunities we’re only beginning to see,” she continued. “Just as past technological shifts have changed the workplace, they’ve also created new paths for people to grow and contribute.”
• “That reality makes workforce development and upskilling urgent—and essential. In order for America to dominate AI and leverage these technologies to their fullest potential, we need to ensure our manufacturing workforce is ready with the right skills.”

A call to action: Lee ended her speech by invoking the history of American manufacturing and its record of increasing our nation’s security and prosperity.

• “Manufacturing has never waited for permission to lead. We build opportunities. We solve challenges. And we know from our history—from the factories that powered the Industrial Revolution to the assembly lines that mobilized an arsenal of democracy, from the boom that built the middle class to the advanced production that created the modern economy—when manufacturing steps up, America moves forward.”
• “Today, we have an opportunity again to share what leadership looks like—by putting people at the center of progress and by building a workforce ready not just for today, but for what comes next.”
• “When manufacturing leads, America works.”