The Alaska Municipal League (AML) is collaborating with employers statewide to support training for municipal, tribal, nonprofit partner, and other public-sector employees. Training focuses on high-demand skills that strengthen community resilience — including emergency management, hazard mitigation, GIS and data management, cybersecurity, engineering and construction, public health, and more.

• Skilled Workforce: Employees return with new skills in areas like emergency planning, infrastructure resilience, and data analytics.
• Community Resilience: Staff trained through the program help your community prepare for and respond to disasters, improving safety and sustainability.
• Cost-Effective: AML provides wraparound support (childcare, housing, local transportation, tuition, and career navigation) so employers don’t bear these costs.
• Employer Voice: Employers help shape training to meet real-world needs and fill local skill gaps.

AK Public Pathways is designed to reduce common barriers that prevent employees from accessing training and advancing in public-sector careers. AML’s approach is intentionally flexible, and we welcome conversations with employers and partners about practical solutions that support participation—especially in rural and underserved communities.

AML may reimburse eligible costs or support services through an intermediary, subject to EDA allowability, funding availability, and program guidance. Support is intended to reduce barriers to participation and may include, but is not limited to:

• Childcare and housing for participants
• Local transportation (fuel, mileage, transit)
• Tuition and training registration
• Career navigation services to connect employees to career advancement

AML encourages employers and partners to share ideas or challenges related to employee participation so we can explore allowable, creative solutions together.

Notes:

• Non-local travel (flights, lodging) is not currently covered, though waivers are under consideration and this guidance may change.
• Per diem and food are not allowable expenses, though this may change through waivers currently under consideration.
• AML cannot provide funds directly to an individual. Reimbursement flows through employers, training providers or other partners.

• Encouragement & Flexibility: Support employees to participate in training (release time, adjusted schedules where possible).
• Simple Reporting: Confirm whether training has improved job quality for employees (e.g., wage increases, promotions, new responsibilities, or stronger job security).
• Collaboration: Share feedback on training effectiveness and evolving workforce needs in your community.
• In-Kind Match Participation: Track and confirm employee training time, supervision, or related support activities with forms provided by AML.

EDA defines a good job as one that offers:

• Fair, transparent pay (at or above the local industry average)
• Basic benefits (health insurance, retirement, paid leave)
• Safe and supportive workplace conditions
• Predictable scheduling
• Clear opportunities for advancement

AML recognizes that public-sector jobs often already reflect these qualities. Through AK Public Pathways, we’re helping employers and employees strengthen those pathways and demonstrate job quality improvements that matter locally. These outcomes help AML and employers meet EDA reporting requirements and demonstrate job quality improvements through STEAMe’s system.

Reporting is shared between AML, employers, and training providers and is designed to minimize administrative burden.. AML may ask employers to confirm:

• If training led to improved wages, benefits, or responsibilities for employees
• Whether employees were retained, promoted, or placed into new roles
• General feedback on how training has benefited your organization

Confidentiality: Participants must provide personal information required by EDA for tracking purposes. AML is using the STEAMe platform to help ensure this data is confidential, secure, and managed through an easy-to-use reporting system.

• Current municipal, tribal, nonprofit partner, and other public-sector employees
• New hires or entry-level workers who could benefit from training
• Priority is given to rural employees and underserved groups (including Alaska Natives, women, veterans, and economically disadvantaged workers)
• Community members who are not currently employed may also participate, but reimbursement for any support must go through an organization or training provider

There is no strict cap per employer. AML’s goal is 600 enrollees statewide over three years, with steady growth across multiple regions. Employers are encouraged to support as many staff as is appropriate.

Training aligns with workforce demand in Alaska, including:

• Emergency Management Directors
• Civil Engineers & Construction Managers
• GIS Technicians
• Environmental Scientists
• Hazardous Materials Workers
• Public Health / EMT staff

AML also recognizes that in many small communities, these functions overlap with roles such as city administrators, clerks, bookkeepers, utility operators, or public works staff. AK Public Pathways is designed to support this full range of public-sector responsibilities.

1. Identify employees or volunteers who may benefit from training.
2. Connect with AML to review eligible training goals and participation requirements.
3. Sign a simple partnership agreement outlining roles funding, and in-kind expectations.
4. Encourage staff to enroll and access available support services as applicable.