One of the biggest challenges to a Career Pathway Model is that industries have been changing rapidly with technologies. Therefore, many of the institutions that are providing the training/education for industry credentials have to adapt quickly. However, many of the institutions providing these services have limited funds and/or rely heavily on donations to get the updated technologies. As result, many of the institutions can produce individuals that still require some on the job training because they lack skills needed with newer technologies. 
One of the successful components of the Career Pathway Model is that it provides an individual with a clear entry and exit point that fits them exactly where they are at. 

I would utilize the job analysis reports to support development of training programs, career pathways, and marketing the LMI to young adults, DW, and underemployed individuals. 

I would have used when working with clients to provide skill matching based on previous employment and their current interest. I also could have used it when developing an employment plan for clients interested in a career change. 

To determine regional talent demands I would use data to determine what occupations/industries have prevalent understaffing or lack in new workers into the workforce. I would then use the data to develop occupational pipelines collaborating with local businesses and educational partners. The pipelines would be supported by young workers but also by dislocated workers. 

NYSDOL, WDBs withing the Greater Capitol Region, Chambers of Commerce within the Regional Area, Career Centers within the region, higher education institutions, Cap Region and WSWHE BOCES, School Superintendents