Wyoming shouldn’t be a place our kids leave to chase opportunity. It should be the place they choose because the best opportunities are right here. That takes clear pathways—trades and tech together—and a state that stays light, predictable, and honest so employers can build and students can thrive.
This is Be Something Different for the future of work: fewer hoops, more hands-on learning, and skills that lead straight to paychecks.
1) Apprenticeships that start in high school
The fastest way from classroom to career is earn-while-you-learn.
- Employer-led apprenticeships aligned with regional needs (construction, energy, ag/meat processing, machining, healthcare tech, IT support).
- Credit for real work: hours on the job count toward stackable credentials and high school graduation—no busywork.
- Simple agreements: one-page templates so small shops can participate without a legal department.
2) Dual credit & CTE that add up—not sideways
Students shouldn’t guess which courses matter.
- Pathway maps posted in plain English (e.g., “Welder in 12 months,” “Network tech in 18 months”), showing exact classes, hours, and costs.
- No credit orphaning: make sure dual credit transfers or stacks—not dead-ends.
- Skill checks > seat time: short, hands-on assessments that prove competence without marathon exams.
3) Remote-work readiness (Wyoming style)
Not every great job needs a city zip code.
- Baseline digital skills (security, collaboration tools, client communication) taught alongside trades and CTE.
- Local “work hubs” where bandwidth is limited—library or school-based rooms open after hours so freelancers and remote workers can take meetings reliably.
- Employer certifications (cloud, CAD, bookkeeping, helpdesk) available via short, low-cost prep tied to local mentors.
4) Housing near jobs—cut the friction
If housing is too slow or costly, workers go elsewhere.
- Predictable permitting for workforce housing (published timelines, one-page checklists).
- Code consistency: reduce duplicates so builders don’t pay and wait twice for the same check.
- Adaptive reuse: simple paths to convert vacant space into safe, code-compliant homes near job sites.
5) Keep employers in the driver’s seat
Programs that last are built with employers, not for them.
- Skills first: advisory groups made of actual hiring managers; syllabi change when tools and standards change.
- Try-before-you-hire: short, paid practicums (2–6 weeks) that let businesses test skills and students prove fit.
- Simple incentives, not subsidies: public recognition for shops that train; lean micro-grants for tools or PPE only when matched by employers.
6) Respect rural reality
Small schools and small companies do big things with few hands.
- Shared instructors & mobile labs across districts and counties (welding rigs, nursing simulators, mobile coding carts).
- Calendar built around seasons: coordinate internships and shifts with calving, harvest, and winter work—real life first.
- One roster, many doors: a single sign-up that routes students to apprenticeships, practicums, and certifications based on interest and skill.
Why this works for Wyoming
- Students: clear maps, paid experience, real credentials, and jobs close to home.
- Families: less debt, faster starts, and career ladders you can see before day one.
- Employers: reliable pipelines and fewer hiring surprises because training is aligned to the tools on your floor.
Wyoming wins when we teach what we use, and use what we teach. Trades build the state; tech connects it. Let’s make staying here the obvious choice—because opportunity, dignity, and good pay are Wyoming-made.
Be Something Different: strong readers, clear writers, confident problem-solvers—then hands on the tools and hands on the keyboard.
FAQs
Q1: Will this create a big new program?
No. This uses lean templates, employer partnerships, and existing schools/colleges. The focus is organizing what works and cutting red tape so more students and shops can join.
Q2: How do small towns participate without extra staff?
Shared instructors, mobile labs, and simple one-page agreements let small districts and businesses plug in without a paperwork burden.
Q3: What about students who plan to attend a four-year college?
Great—dual credit and industry certs still help. Strong writing, math, and practical skills make freshmen more successful and employable during school.
Q4: How do we prevent “credit that doesn’t count”?
With posted pathway maps and transfer/stacking agreements. If a course won’t transfer or stack, it shouldn’t be marketed as if it does.Q5: How will employers know it’s working?
Publish placement rates, completion, and 6–12 month retention by pathway in a light, plain-English snapshot—so businesses keep steering the training.