Directs the commissioner of labor to establish an online database identifying regional skills and employment gaps and the skills and training needed to fill open and anticipated jobs.
S03337 would require the New York State Commissioner of Labor to create and maintain a publicly accessible online database that compiles statewide labor market data into regional information on shortages, surpluses, skills gaps, wages, job openings, and training needs. The database would be organized by economic development region and would focus on industries and occupations identified as priority or key sectors, including healthcare, advanced manufacturing, applied technologies, information and computer technology, and education.
The bill also specifies the categories of information the database must include, such as median hourly wages by experience level, estimated labor demand and turnover, current and anticipated job openings, education and training requirements, annual degree and certificate production, worker deficits or surpluses, regional skills gaps, and income benchmarks. The database would need to be available within one year of the effective date and updated at least monthly.
The bill would amend Section 21 of the Labor Law by adding a new subdivision requiring the Department of Labor to collect, organize, and publish regional workforce data in a standardized online format. Its practical effect would be to expand the department’s data-reporting responsibilities and create a new public planning tool for employers, educators, training providers, and policymakers. It does not create new employment mandates or benefits, but it could influence workforce development, education planning, and regional economic development strategies by making labor market shortages and training needs more visible.
The available voting history suggests broad support, with the Senate Labor Committee approving the bill unanimously 13-0 on May 20, 2025. No committee transcript is available, but the bill’s structure and purpose indicate a generally favorable reception as a workforce-planning and transparency measure. The absence of recorded opposition in the provided materials suggests the proposal was not especially controversial at the committee stage.
No specific objections are documented in the provided materials, but potential points of contention could include the administrative burden on the Department of Labor, the quality and timeliness of the data sources used, and whether monthly updates are sufficient to reflect fast-changing labor markets. Another possible issue is the scope of the database, including which industries and occupations are prioritized and how regional boundaries are defined. Any debate would likely center on data accuracy, implementation costs, and whether the information will be useful enough to justify the reporting requirements.