CEO, CareerSource Palm Beach County
Bio:
Julia K. Dattolo is a Navy veteran and CEO of Palm Beach County, Florida’s workforce board, CareerSource Palm Beach County. She has extensive experience in strategy, governance, and system performance. She has led initiatives supporting talent pipelines, staff development, and cross-sector partnerships that strengthen connections between employers, job seekers, and education providers. She is committed to advancing the workforce profession and strengthening national collaboration.
What is your vision for the workforce development profession?
I have a strong commitment to NAWDP’s mission by supporting governance responsibilities, strategic initiatives, and member engagement efforts. I value NAWDP’s role as a national convener and advocate for workforce professionals and am committed to strengthening its impact and relevance at the state and national level. Workforce Development is at a critical juncture in the national landscape. NAWDP needs to be the leading voice.
Do you have a particular interest area or passion in workforce development?
I bring a balanced approach that blends strategic vision with practical, on-the-ground workforce experience, grounded in advancing workforce systems through meaningful collaboration and strong partnerships with education, employers, and community stakeholders to align talent development with labor market needs. This is something we have done successfully in our region.
Why do you want to serve on the Board?
I have a strong commitment to NAWDP’s mission by supporting governance responsibilities, strategic initiatives, and member engagement efforts. I value NAWDP’s role as a national convener and advocate for workforce professionals and am committed to strengthening its impact, relevance, and organizational sustainability. I want to share my thoughtful leadership style and bring a balanced approach that blends strategic vision with practical, on-the-ground workforce experience.
What do you think is the biggest challege facing the profession today and how can NAWDP address that challenge?
There are several but I focus on 3: 1. DATA Collecting accurate data across partners to demonstrate impact, improve programs, and respond quickly to labor market changes. 2.Rapidly changing skills with technology and automation, is reshaping jobs faster than training can adapt. Workers lack access to timely reskilling, while employers struggle to find talent with current, in-demand skills. 3.Talent pipeline sustainability as industries struggle to build long-term pipelines due to aging workforce.