With a projected need for 4.6 million new skilled workers by 2028, the US manufacturing industry is facing significant challenges. There is a shortage of qualified personnel, particularly in technology-intensive areas such as additive manufacturing. To counter this development, companies and government agencies are focusing on new training approaches that emphasize practical skills. One example of this is Fab Lab Hub, a company based in Santa Fe, New Mexico, that specializes in skills training.
Founded by Sarah Boisvert, Fab Lab Hub has been developing programs to train so-called “new collar” professionals since 2010. This occupational group includes jobs such as 3D printing machine operation, robotics and CAD applications, for which digital skills are increasingly required. Instead of formal qualifications, the programs rely on digital badges that document the acquisition of specific skills. The underlying open badge technology was developed by the Mozilla Foundation and enables standardized, tamper-proof verification.
“One of the biggest challenges I observed among my colleagues was their inability to find skilled workers. This issue largely stems from the shift away from trade schools toward college degrees,” Sarah Boisvert, founder and CEO of Fab Lab Hub explained. “Many employers are looking for machinists, 3D-printer operators, and robotics repair technicians – roles now referred to as new-collar jobs. Today, traditional blue-collar positions have evolved into digital careers.”
Together with America Makes and funded by the OSD ManTech program, Fab Lab Hub developed a training program for FDM and SLA processes. Project-based learning, in which real production problems are worked on, forms the basis of the training. The modular structure allows companies to adapt the content to their specific requirements.
“In collaboration with Fab Labs globally, I noticed the significant differences among locations, employers, and the core skills they prioritized,” she said. “I aimed to create a foundational curriculum that could be customized to meet the specific needs of each organization.”
“As an employer, I don’t just want somebody who has read a book then passed a test – I want someone who knows how to run the machines. I saw how Fab Labs embraced project-based teaching, which is the same approach we once used in the trades,” she said.
“I proposed an open badge program instead of a two-year degree because employers prioritized hands-on, immediately applicable skills over formal degrees. They needed skilled candidates who could deliver results quickly,” Boisvert explained. “ManTech’s funding helped us develop our digital badges. While we had some capital, their support provided the crucial boost we needed to launch the program.”
The approach shows how digital qualification models in additive manufacturing can contribute to closing the skills gap – without having to rely on long-term training paths.
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