Plans
Training and Education ScholarshipsInnovate, Connect, Thrive: The Workforce Solutions Strategic Plan
The Gulf Coast Workforce Board leads and oversees the workforce system across Texas’ 13-county Gulf Coast region. As the region’s designated workforce board, it sets the strategic direction to guide workforce activities and ensure resources are used effectively to achieve measurable outcomes.
The Board is committed to keeping its Strategic Plan current and aligned with the community’s evolving needs. Every major initiative, program, and decision is evaluated against this plan to ensure alignment with the Board’s vision.
The Strategic Plan serves as a roadmap for managing and advancing the regional workforce system, focused on achieving four key goals.
Click on the image below to download a digital copy of our 5-year Strategic plan
Local Workforce Development Plan
The Gulf Coast Workforce Board and its affiliate, Workforce Solutions, lead the public workforce system for the 13-county Houston-Gulf Coast region. Every four years, we analyze local workforce data and gather public input to develop our Local Workforce Plan, which guides how we implement the Workforce Innovation and Opportunity Act (WIOA).
The Local Workforce Plan outlines both our strategic priorities and the operational approach for Workforce Solutions. It ensures that our investments in services, training, and education are data-driven, helping businesses access the skilled talent they need to drive the region’s economy.
The current plan, covering 2024 – 2028, projects the needs of our local workforce and businesses. In 2026, the Gulf Coast Workforce Board will review and revise the plan to ensure it continues to meet the needs of our region.
The official public comment period for the 2024 - 2028 Local Workforce Plan has ended; however, we welcome any comments or information you’d like to share. You can contact us via the email address in the left sidebar.
Click on the image below to download a digital copy of our WIOA Local Plan for 2024 – 2028.
