top of page

Workforce & Economic

Transformation Model

As organizational budgets tighten and the demand for talent consistently increases, coupled with the aging workforce and the constant growth and development of new technologies in various industries; companies find themselves at the core of a critical issue that must be addressed:


How do we build a diverse, qualified pool of workers who have the right knowledge and skills to enter critical workforce positions at the right time?


TCI Solutions created the Legacy Iᶟ Model to provide companies with a low-costsustainable method of developing local, diverse talent into viable candidates for employment. The Legacy Iᶟ Model is based on a collaborative approach in which we synchronize and leverage the existing resources from 5 key sectors:


  1. The relevant industry/company

  2. Local secondary educational institutes

  3. Local post-secondary educational institutes

  4. Local/National community based organizations

  5. Federal, state and local government agencies


We help companies to understand and establish the business case for short-term and long-term talent pipeline development, and ensure that the shared responsibilities of industry, education, and support organizations are understood and reinforced.

What is the Legacy I-3 Model?

How does the Legacy I-3 Model work?
Let's explore...

The Legacy Iᶟ Workforce Model utilizes a 3-Phase Approach:


Phase 1 : Change the narrative regarding the approach to diversity from “numbers” to “quality”

Phase 2 : Understand the root causes for lack of female and minority participation in industry.

Phase 3 : Establish a low cost sustainable talent pipeline program for short and long term workforce needs.


 Our 8-Step development process is rooted in the premise that any industry or organization can participate in developing individuals into high quality employment candidates.

Step #1

We align all stakeholders and outline areas of responsibility, and verify that our shared responsibilities are understood and reinforced.

Step #2

We work with the employer to identify the competencies, skills and knowledge associated with the desired employment positions.

Step #3

We identify the educational institutions where relevant training is conducted, and we synchronize their efforts to create a specific career training pathway.

Step #4

We expose students and community members to the employment opportunities, generate interest, and then select the best candidates for development.

Step #5

We ensure program participants take recommended industry related training courses; as well as personal development, life and workplace skills training.

Step #6

Through our partners, we provide wrap around support services as needed, to the participant and their family, to ensure program participants stay the course and are successful in obtaining the competencies, skills and knowledge required for employment.

Step #7

We present the employers with a group of high quality, local and diverse candidates, all of whom have acquired the competencies, skills and knowledge associated with the desired employment positions.

Step #8

Through our partners, we continue to provide wrap around support services to ensure a smooth transition into the workplace.

bottom of page