---
title: "Citizen-First Workforce Infrastructure: The 7-Step Blueprint Powering the CTO Challenge "
description: Learn how citizen-first workforce infrastructure, interoperable systems, and talent marketplaces help states win the CTO Challenge with scalable skills-based hiring models.
---

[pepelwerk blog](https://futureofwork.pepelwerk.com/en/blog)

# [Citizen-First Workforce Infrastructure: The 7-Step Blueprint Powering the CTO Challenge ](https://futureofwork.pepelwerk.com/en/blog/citizen-first-workforce-infrastructure-the-7-step-blueprint-powering-the-cto-challenge)

 Written by [pepelwerk](https://futureofwork.pepelwerk.com/en/blog/author/pepelwerk) | 3/4/26, 10:41 PM

**Why Citizen-First Workforce Infrastructure Matters for the CTO Challenge** 

Citizen-first workforce infrastructure is now a prerequisite for winning the [Connecting Talent to Opportunity (CTO) Challenge](https://www.cto-challenge.com/)—not a future-state aspiration. States that connect their education, workforce, and employer systems into one [interoperable talent marketplace](https://www.1edtech.org/blog/building-talent-marketplaces-that-actually-work) will move faster than those adding yet another portal. 

Today's workforce systems often operate in isolation: 

1. Separate job portals 

1. Standalone credential registries 

1. Disconnected training databases 

1. Fragmented reporting systems 

This fragmentation slows mobility, limits visibility, and weakens [skills-based hiring](https://www.talentplaybook.org/skills-based-hiring-opening-doors-stronger-government-workforce) efforts. Citizen-first workforce infrastructure connects systems, standardizes data, and powers a scalable [talent marketplace](https://www.talentplaybook.org/sites/default/files/2024-04/Talent%20Playbook%20Issue%202.pdf) so opportunity can move at the speed of skills. 

Interoperability—not digitized silos—is the foundation of modern governance, as highlighted by the [OECD Digital Government Policy Framework](https://www.oecd.org/en/publications/the-oecd-digital-government-policy-framework_f64fed2a-en.html). The [CTO Challenge](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces) reflects this shift toward shared digital workforce infrastructure and rewards states that treat infrastructure as a public good, not a project-based add-on. 

This guide is for [CTO Challenge teams, workforce boards, and agencies](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces) designing shared digital workforce infrastructure that puts citizens—not systems—at the center. 

 

**What Is Citizen-First Workforce Infrastructure?** 

Citizen-first workforce infrastructure is a shared [digital foundation that enables workforce mobility](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces), credential portability, and skills-based hiring across agencies and employers. 

It typically includes: 

1. Unified digital identity 

1. Shared skills taxonomy 

1. Interoperable credential registries 

1. API-first data exchange 

1. Talent marketplace coordination layer 

Unlike traditional workforce modernization—which often adds new tools—citizen-first workforce infrastructure connects [existing systems into a unified ecosystem](https://www.oecd.org/content/dam/oecd/en/publications/reports/2020/10/the-oecd-digital-government-policy-framework_11dd6aa8/f64f). Agencies don't have to rip and replace; they orchestrate and integrate. 

[Pepenwerk's approach to the CTO Challenge](https://www.pepelwerk.com/create-your-own-talent-development-marketplace-with-pepelwerk/) aligns with this architectural model by enabling agencies to layer interoperable marketplace infrastructure over current investments rather than replacing them. **Infrastructure connects. Silos isolate.** 

 

**The Fragmentation Problem in Public-Sector Workforce Systems** 

Public-sector workforce transformation often stalls because systems were built [program-by-program rather than ecosystem-by-ecosystem](https://www.talentplaybook.org/sites/default/files/2024-04/Talent%20Playbook%20Issue%202.pdf). 

Fragmented workforce systems create: 

1. Redundant identity management 

1. Conflicting skills definitions 

1. Manual credential validation 

1. Vendor lock-in 

1. Limited cross-agency visibility 

From a citizen perspective, fragmentation results in: 

1. Multiple logins 

1. Repeated documentation 

1. Delayed skills recognition 

1. Slower job placement 

The [Talent Playbook's interoperability brief](https://www.talentplaybook.org/sites/default/files/2024-04/Talent%20Playbook%20Issue%202.pdf) on Alabama's Talent Triad shows how disconnected workforce and education systems limit mobility and economic agility, and how interoperable design resolves that. Citizen-first workforce infrastructure addresses this by prioritizing interoperability at the architectural level so programs can collaborate rather than compete. 

Launching a new job portal without connecting it to credential data, case management, and employer systems is incremental modernization. Launching [citizen-first workforce infrastructure that makes those systems interoperable](https://www.oecd.org/content/dam/oecd/en/publications/reports/2020/10/the-oecd-digital-government-policy-framework_11dd6aa8/f64f) is transformational. 

 

**Why Skills-Based Hiring Depends on Workforce Infrastructure** 

[Skills-based hiring](https://www.talentplaybook.org/skills-based-hiring-opening-doors-stronger-government-workforce) is gaining momentum across government agencies, with competency-based frameworks and skills-first job classifications becoming more common. The [U.S. Office of Personnel Management has released guidance](https://www.deloitte.com/us/en/insights/industry/government-public-sector-services/skills-based-hiring-crucial-for-government-wo) supporting skills-based and competency-based hiring practices as a way to expand talent pools and remove barriers for underrepresented groups. 

But skills-based hiring cannot scale without interoperable workforce infrastructure. 

It requires: 

1. Verified credentials 

1. Shared skills taxonomies 

1. Employer-readable competency profiles 

1. Cross-agency portability 

Without a connected talent marketplace and shared data standards, [skills-based hiring efforts remain fragmented](https://www.talentplaybook.org/sites/default/files/2024-04/Talent%20Playbook%20Issue%202.pdf) and difficult to operationalize at scale. Agencies end up manually translating credentials, comparing inconsistent skills labels, and re-validating information that already exists elsewhere. 

[Pepenwerk's talent marketplace model](https://www.pepelwerk.com/talent-development-marketplace/) enables skills-based hiring across agencies by embedding credential verification and taxonomy alignment directly into workforce infrastructure. **Skills-based hiring depends on infrastructure.** 

 

**The Talent Marketplace Layer: Coordination for the CTO Challenge** 

A [talent marketplace is the coordination engine](https://www.1edtech.org/blog/building-talent-marketplaces-that-actually-work) of citizen-first workforce infrastructure. It connects: 

1. Employers 

1. Workforce boards 

1. Training providers 

1. Credential registries 

1. Job seekers 

Unlike a job board, a talent marketplace: 

1. Matches verified skills to roles 

1. Tracks cross-program mobility 

1. Integrates credential validation 

1. Supports workforce analytics 

This [marketplace layer ensures that workforce transformation](https://www.1edtech.org/blog/building-talent-marketplaces-that-actually-work) is not isolated within individual agencies but operates across the ecosystem. It becomes the shared digital "meeting place" where talent, opportunity, and credentials come together. 

[Pepenwerk's turnkey marketplace solution](https://www.pepelwerk.com/a-turnkey-talent-marketplace-partner-for-the-cto-challenge/) for the CTO Challenge is designed specifically to serve as this coordination layer, integrating with existing systems and creating a single, interoperable workforce infrastructure. 

States can use [Pepelwerk's turnkey marketplace](https://www.pepelwerk.com/talent-development-marketplace/) as the shared talent development marketplace powering their CTO Challenge proposals and long-term workforce strategy. 

 

**Credential Portability and Workforce Mobility** 

Citizen-first workforce infrastructure depends on credential portability. When [credentials move with people, opportunity can move with them](https://www.brookings.edu/articles/whats-happening-with-digital-education-credentials-across-europe-from-a-us-perspective/). 

[Brookings has highlighted](https://www.brookings.edu/articles/whats-happening-with-digital-education-credentials-across-europe-from-a-us-perspective/) how interoperable digital credentials and micro-credential frameworks can support more flexible, lifelong learning and work pathways across Europe, with parallels emerging in the United States. [Credential Engine's Credential Registry](https://credentialengine.org/credential-transparency/credential-registry/) demonstrates how open, structured credential data makes credentials more discoverable, comparable, and actionable across systems. 

Credential portability enables: 

1. Faster job matching 

1. Cross-agency recognition 

1. Reduced re-verification 

1. Improved employer trust 

Without credential portability, [workforce mobility slows](https://www.talentplaybook.org/sites/default/files/2024-04/Talent%20Playbook%20Issue%202.pdf) as every program revalidates the same information. With interoperable infrastructure, [credentials become dynamic economic assets](https://credentialengine.org/credential-transparency/credential-registry/) that can be used, trusted, and recognized across programs, jurisdictions, and employers. 

 

**Infrastructure vs. Incremental Workforce Modernization** 

Adding a new workforce portal is incremental modernization. Building [citizen-first workforce infrastructure is transformational leadership](https://www.oecd.org/content/dam/oecd/en/publications/reports/2020/10/the-oecd-digital-government-policy-framework_11dd6aa8/f64f). 

The CTO Challenge calls for: 

1. Shared governance 

1. API standardization 

1. Skills taxonomy alignment 

1. Ecosystem collaboration 

The [OECD's digital government work](https://www.oecd.org/en/publications/the-oecd-digital-government-policy-framework_f64fed2a-en.html) underscores that interoperability and common standards are essential to avoid duplication and foster joined-up administrations—exactly what workforce infrastructure must achieve. Incremental modernization often results in more portals, more logins, and more complexity for citizens and staff. [Infrastructure-centered modernization](https://www.oecd.org/content/dam/oecd/en/publications/reports/2020/10/the-oecd-digital-government-policy-framework_11dd6aa8/f64f) focuses on common rails—identity, data, credentials, and marketplaces—that everyone can build on. 

[Pepenwerk's positioning as a turnkey infrastructure partner](https://www.pepelwerk.com/create-your-own-talent-development-marketplace-with-pepelwerk/) reflects this system-level thinking—supporting interoperable workforce ecosystems rather than isolated deployments. **Infrastructure scales transformation. Point solutions scale complexity.** 

 

**Consortium Governance for Scalable Workforce Transformation** 

Citizen-first workforce infrastructure thrives under consortium governance. A consortium brings [agencies, education partners, and employers together](https://www.c-ben.org/new-national-initiative-will-help-states-expand-access-to-high-quality-apprenticeships/) around a shared architecture and set of standards. 

A consortium model enables: 

1. Shared procurement leverage 

1. Standardized workforce infrastructure policies 

1. Distributed funding and risk 

1. Faster implementation 

1. Reduced duplication 

The [CTO Challenge encourages collaborative, multi-stakeholder approaches](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces) to building next-generation talent marketplaces and workforce infrastructure, including state-level partnerships across education and workforce systems. Similarly, [national initiatives to scale high-quality apprenticeships](https://www.c-ben.org/new-national-initiative-will-help-states-expand-access-to-high-quality-apprenticeships/) and work-based learning have emphasized shared infrastructure and governance across states and institutions. 

Instead of fragmented modernization efforts, agencies align around shared workforce architecture and governance. [Pepelwerk's marketplace architecture](https://www.pepelwerk.com/talent-development-marketplace/) is built to integrate within consortium-based workforce transformation initiatives, giving partners a practical way to operationalize shared governance with a common digital platform. 

 

**A 7-Step Roadmap to Implement Citizen-First Workforce Infrastructure** 

Transformation does not require ripping out legacy systems. It requires [orchestrating them](https://www.oecd.org/content/dam/oecd/en/publications/reports/2020/10/the-oecd-digital-government-policy-framework_11dd6aa8/f64f). This 7-step blueprint helps [CTO Challenge teams and workforce leaders](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces) move from siloed systems to citizen-first workforce infrastructure. 

**Step 1: Audit Existing Workforce Systems and Data** 

Map portals, registries, identity systems, credential stores, LMS platforms, case management tools, and vendor contracts. Identify where data lives today, how it flows (or doesn't), and where [citizens encounter friction](https://www.talentplaybook.org/sites/default/files/2024-04/Talent%20Playbook%20Issue%202.pdf). 

**Step 2: Align on Shared Skills and Data Standards** 

Adopt [common skills taxonomies and interoperability standards](https://www.oecd.org/content/dam/oecd/en/publications/reports/2020/10/the-oecd-digital-government-policy-framework_11dd6aa8/f64f) so credentials, jobs, and learning records can be understood across agencies and systems. Establish a shared language for skills, competencies, and outcomes that employers can recognize and use. 

**Step 3: Design a Citizen-First Digital Identity Strategy** 

Move toward [unified digital identity](https://www.oecd.org/en/publications/the-oecd-digital-government-policy-framework_f64fed2a-en.html) so citizens log in once and carry their verified profiles across programs. Define how identity proofing, authentication, and consent will work in a way that protects privacy while enabling mobility. 

**Step 4: Deploy a Talent Marketplace Coordination Layer** 

Integrate existing systems through an [API-first architecture](https://www.1edtech.org/blog/building-talent-marketplaces-that-actually-work) that powers matching, analytics, and cross-agency collaboration. Use the talent marketplace as the coordination layer that connects identity, credentials, jobs, and services. 

[Pepenwerk's CTO-aligned marketplace solution](https://www.pepelwerk.com/a-turnkey-talent-marketplace-partner-for-the-cto-challenge/) supports this layered implementation approach, reducing risk while accelerating workforce transformation. 

**Step 5: Enable Credential Portability and Verification** 

Connect to [interoperable credential registries](https://credentialengine.org/credential-transparency/credential-registry/) so credentials can be issued, discovered, and trusted across the ecosystem. Establish processes and integrations for automated verification, minimizing manual review and paperwork. 

**Step 6: Stand Up Consortium-Based Governance** 

Create a [multi-agency consortium](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces) to govern standards, procurement, data sharing, and privacy. Define decision-making structures, roles, and responsibilities to ensure the infrastructure is maintained, improved, and expanded over time. 

Learn how [Pepelwerk supports consortium-based workforce infrastructure implementations](https://www.pepelwerk.com/a-turnkey-talent-marketplace-partner-for-the-cto-challenge/). 

**Step 7: Define and Track CTO-Aligned Success Metrics** 

Monitor time-to-placement, credential portability, employer participation, equity outcomes, and [cross-agency collaboration](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces). Use shared dashboards and analytics from the talent marketplace layer to demonstrate the impact of your CTO Challenge strategy. 

 

**Measuring the Impact of Citizen-First Workforce Infrastructure** 

Success metrics include: 

1. Reduced time-to-placement 

1. Increased credential portability and verification rates 

1. Higher employer participation and repeat engagement 

1. Improved equity metrics (access, completion, placement) 

1. Stronger cross-agency collaboration and data sharing 

Unified workforce infrastructure improves [visibility across the entire ecosystem](https://www.oecd.org/content/dam/oecd/en/publications/reports/2020/10/the-oecd-digital-government-policy-framework_11dd6aa8/f64f), giving leaders a clearer view of what works and where gaps remain. [Fragmented systems limit insight](https://www.talentplaybook.org/sites/default/files/2024-04/Talent%20Playbook%20Issue%202.pdf) and make it difficult to prove impact. 

 

**Frequently Asked Questions** 

**What is citizen-first workforce infrastructure?** 

Citizen-first workforce infrastructure is a shared [digital workforce ecosystem designed around citizen mobility](https://www.oecd.org/en/publications/the-oecd-digital-government-policy-framework_f64fed2a-en.html) rather than agency silos. It connects identity, credentials, jobs, and services so people can move seamlessly across programs and employers. 

**How does citizen-first workforce infrastructure support the CTO Challenge?** 

The [CTO Challenge promotes interoperable infrastructure](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces) as the foundation of workforce transformation. Citizen-first workforce infrastructure helps states demonstrate scalable, sustainable, and citizen-centered solutions that align with that vision. 

**Why is skills-based hiring dependent on interoperable workforce infrastructure?** 

Skills-based hiring requires [verified credentials, shared taxonomies, and cross-system visibility](https://credentialengine.org/credential-transparency/credential-registry/). Without interoperable infrastructure, agencies cannot reliably match verified skills to employer needs at scale. 

**What role does a talent marketplace play in workforce infrastructure?** 

A [talent marketplace is the coordination layer](https://www.1edtech.org/blog/building-talent-marketplaces-that-actually-work) that connects verified skills, credentials, employers, and services across agencies. It goes beyond a job board to power matching, mobility tracking, and workforce analytics. 

**Why is credential portability critical for workforce mobility?** 

[Credential portability ensures competencies move with workers](https://www.brookings.edu/articles/whats-happening-with-digital-education-credentials-across-europe-from-a-us-perspective/) across programs and jurisdictions. When credentials are [portable and verifiable](https://credentialengine.org/credential-transparency/credential-registry/), people spend less time re-proving what they already know and more time advancing. 

**How can agencies begin implementing citizen-first workforce infrastructure?** 

Start by auditing existing systems, aligning on shared standards, and deploying an [interoperable marketplace layer](https://www.oecd.org/en/publications/the-oecd-digital-government-policy-framework_f64fed2a-en.html) that can connect what you already have. From there, build [consortium governance and shared metrics](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces) to sustain transformation. 

 

**Lead the Shift to Citizen-First Workforce Infrastructure with Pepelwerk** 

Workforce transformation is no longer about software upgrades. It is about [infrastructure](https://www.oecd.org/en/publications/the-oecd-digital-government-policy-framework_f64fed2a-en.html). 

Citizen-first workforce infrastructure enables: 

1. Scalable skills-based hiring 

1. Cross-agency workforce mobility 

1. Credential portability 

1. Employer engagement 

1. Ecosystem-wide workforce transformation 

The [CTO Challenge](https://www.cto-challenge.com/) provides the vision. [Pepelwerk](https://www.pepelwerk.com/a-turnkey-talent-marketplace-partner-for-the-cto-challenge/) provides the interoperable talent development marketplace and workforce infrastructure aligned with that vision. 

**Explore how Pepelwerk can support your implementation:**   
[Learn more about Pepelwerk's CTO Challenge partnership](https://www.pepelwerk.com/a-turnkey-talent-marketplace-partner-for-the-cto-challenge/) 

**Learn more about the CTO Challenge:**   
[Visit the CTO Challenge website](https://www.cto-challenge.com/) 

Citizen-first workforce infrastructure is not a trend. It is the [foundation of the next generation of public-sector workforce systems](https://www.oecd.org/en/publications/the-oecd-digital-government-policy-framework_f64fed2a-en.html). 

 

**References** 

\[1\] U.S. Department of Education. (2026, January 12). Connecting talent to opportunity: A national challenge to build talent marketplaces. *Homeroom Blog*. [http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces](http://www.ed.gov/about/homeroom-blog/connecting-talent-opportunity-national-challenge-build-talent-marketplaces) 

\[2\] Credential Engine. (2026, February 4). $15M available for Connecting Talent to Opportunity (CTO) Challenge. [https://credentialengine.org/2026/02/04/funding-opportunity-via-u-s-department-of-education-15m-available-for-connecting-talent-](https://credentialengine.org/2026/02/04/funding-opportunity-via-u-s-department-of-education-15m-available-for-connecting-talent-) 

\[3\] U.S. Department of Education. (2025, December 14). US Department of Education launches Connecting Talent to Opportunity (CTO) Challenge. *LinkedIn*. [https://www.linkedin.com/posts/jobs-for-the-future\_about-the-challenge-activity-7406392687337316353-ffhZ](https://www.linkedin.com/posts/jobs-for-the-future_about-the-challenge-activity-7406392687337316353-ffhZ) 

\[4\] 1EdTech. (2026, February 12). Building talent marketplaces that actually work. [https://www.1edtech.org/blog/building-talent-marketplaces-that-actually-work](https://www.1edtech.org/blog/building-talent-marketplaces-that-actually-work) 

\[5\] Pepelwerk. (2025, February 25). Create your own talent development marketplace with Pepelwerk. [https://www.pepelwerk.com/create-your-own-talent-development-marketplace-with-pepelwerk/](https://www.pepelwerk.com/create-your-own-talent-development-marketplace-with-pepelwerk/) 

\[6\] Pepelwerk. (2025, May 24). Create your own talent marketplace with Pepelwerk. [https://www.pepelwerk.com/talent-development-marketplace/](https://www.pepelwerk.com/talent-development-marketplace/) 

\[7\] Pepelwerk. (2025, February 25). The talent development marketplace: Connecting skills with opportunities. [https://www.pepelwerk.com/the-talent-development-marketplace-connecting-skills-with-opportunities/](https://www.pepelwerk.com/the-talent-development-marketplace-connecting-skills-with-opportunities/) 

\[8\] Alabama Talent Playbook. (2023, April). Interoperability. [https://www.talentplaybook.org/sites/default/files/2023-04/triad\_interoperability\_paper.pdf](https://www.talentplaybook.org/sites/default/files/2023-04/triad_interoperability_paper.pdf) 

\[9\] Alabama Talent Playbook. (2024, April). Interoperability (Issue 2). [https://www.talentplaybook.org/sites/default/files/2024-04/Talent](https://www.talentplaybook.org/sites/default/files/2024-04/Talent)[Playbook Issue 2.pdf](https://www.talentplaybook.org/sites/default/files/2024-04/Talent%20Playbook%20Issue%202.pdf) 

\[10\] OECD. (2020, October 6). The OECD Digital Government Policy Framework. [https://www.oecd.org/en/publications/the-oecd-digital-government-policy-framework\_f64fed2a-en.html](https://www.oecd.org/en/publications/the-oecd-digital-government-policy-framework_f64fed2a-en.html) 

\[11\] OECD. (2020, October 6). The OECD Digital Government Policy Framework (PDF). [https://www.oecd.org/content/dam/oecd/en/publications/reports/2020/10/the-oecd-digital-government-policy-framework\_11dd6aa8/f64f](https://www.oecd.org/content/dam/oecd/en/publications/reports/2020/10/the-oecd-digital-government-policy-framework_11dd6aa8/f64f) 

\[12\] Estonian Government. Digital Government Interoperability Platform Reference Architecture (PDF). [https://cyber.ee/uploads/Digital\_Government\_Interoperability\_Platform\_Reference\_Architecture\_4d2b8a83f6.pdf](https://cyber.ee/uploads/Digital_Government_Interoperability_Platform_Reference_Architecture_4d2b8a83f6.pdf) 

\[13\] Council for Adult and Experiential Learning. (2025, October 2). New national initiative will help states expand access to high-quality apprenticeships. [https://www.c-ben.org/new-national-initiative-will-help-states-expand-access-to-high-quality-apprenticeships/](https://www.c-ben.org/new-national-initiative-will-help-states-expand-access-to-high-quality-apprenticeships/) 

\[14\] Pepelwerk. (2025, November 25). Career exploration and hiring match events. [https://www.pepelwerk.com/career-exploration-and-hiring-match-events/](https://www.pepelwerk.com/career-exploration-and-hiring-match-events/) 

\[15\] Alabama Talent Playbook. (2023, December 18). Skills-based hiring: Opening the doors to a stronger government workforce. [https://www.talentplaybook.org/skills-based-hiring-opening-doors-stronger-government-workforce](https://www.talentplaybook.org/skills-based-hiring-opening-doors-stronger-government-workforce) 

\[16\] Deloitte. (2025, June 10). Skill-based hiring for a stronger government workforce. [https://www.deloitte.com/us/en/insights/industry/government-public-sector-services/skills-based-hiring-crucial-for-government-wo](https://www.deloitte.com/us/en/insights/industry/government-public-sector-services/skills-based-hiring-crucial-for-government-wo) 

\[17\] Brookings Institution. (2024, April 25). What's happening with digital education credentials across Europe, from a US perspective. [https://www.brookings.edu/articles/whats-happening-with-digital-education-credentials-across-europe-from-a-us-perspective/](https://www.brookings.edu/articles/whats-happening-with-digital-education-credentials-across-europe-from-a-us-perspective/) 

\[18\] Credential Engine. (2024, March 17). Credential Registry. [https://credentialengine.org/credential-transparency/credential-registry/](https://credentialengine.org/credential-transparency/credential-registry/) 

\[19\] Brookings Institution. (2024, April 24). Policies promoting digital education credentials. [https://www.brookings.edu/articles/policies-promoting-digital-education-credentials/](https://www.brookings.edu/articles/policies-promoting-digital-education-credentials/) 

\[20\] Credential Engine. (2024, September 26). Establishing trust, privacy, and efficiency in verifying credential issuers. [https://credentialengine.org/resources/issuer-registries-establishing-trust-privacy-and-efficiency-in-verifying-credential-issue](https://credentialengine.org/resources/issuer-registries-establishing-trust-privacy-and-efficiency-in-verifying-credential-issue) 

\[21\] OECD. Recommendation of the Council on Digital Government Strategies. [https://legalinstruments.oecd.org/en/instruments/OECD-LEGAL-0406](https://legalinstruments.oecd.org/en/instruments/OECD-LEGAL-0406) 

\[22\] Education Commission of the States. (2026, January 15). US Department of Education launches CTO Challenge for talent marketplaces. *LinkedIn*. [https://www.linkedin.com/posts/ebscoed\_connecting-talent-to-opportunity-a-national-activity-7417928770403291136-G7xH](https://www.linkedin.com/posts/ebscoed_connecting-talent-to-opportunity-a-national-activity-7417928770403291136-G7xH) 

\[23\] OECD. (2025, April 14). Interoperability standards and practices. [https://www.oecd.org/en/toolkits/access-to-research-data-from-public-funding-toolkit/technical-standards-and-practices/interoper](https://www.oecd.org/en/toolkits/access-to-research-data-from-public-funding-toolkit/technical-standards-and-practices/interoper) 

[View full post](https://futureofwork.pepelwerk.com/en/blog/citizen-first-workforce-infrastructure-the-7-step-blueprint-powering-the-cto-challenge)

```json
{
  "@context" : "http://schema.org",
  "@type" : "BlogPosting",
  "author" : {
    "@type" : "Person",
    "name" : "pepelwerk"
  },
  "dateModified" : "2026-06-29T21:59:27.299Z",
  "datePublished" : "2026-03-04T22:41:50Z",
  "headline" : "Citizen-First Workforce Infrastructure: The 7-Step Blueprint Powering the CTO Challenge ",
  "image" : {
    "@type" : "ImageObject",
    "height" : 512,
    "url" : "https://www.pepelwerk.com/wp-content/uploads/2026/03/e7061501-e3e1-4236-80e0-b276ed111c40.png",
    "width" : 1024
  },
  "mainEntityOfPage" : "https://futureofwork.pepelwerk.com/en/blog/citizen-first-workforce-infrastructure-the-7-step-blueprint-powering-the-cto-challenge",
  "publisher" : {
    "@type" : "Organization",
    "logo" : {
      "@type" : "ImageObject",
      "height" : 60,
      "url" : "/hs/hsstatic/content_shared_assets/static-1.4092/img/default-amp-logo.png",
      "width" : 60
    },
    "name" : "pepelwerk blog"
  }
}
```