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Automation is changing the nature of manufacturing work. Robots and AI systems are expanding across factories, taking on repetitive tasks that once created injuries for workers. 

But the people who install, maintain, and repair those systems are now in short supply. Workers who have spent years working in skilled trades need to add robotics skills to stay competitive.

Reskilling isn’t optional anymore. It’s the path that keeps skilled trades connected to high-value work in an automated world. Find out how to move into robotics-focused roles, find industry-vetted programs, and connect training with jobs already hiring through RoboticsCareer.org.

The Case for Reskilling in Robotics Careers

Reskilling for Robotics Careers has become urgent as automation accelerates in manufacturing. Many firms report that their existing workforce can’t keep pace with the growing number of robotics and automation roles. The number of open positions now exceeds the number of workers qualified to fill them.

Rather than hire entirely new staff, organizations can upskill the people already in the building. These workers understand factory systems, and training them in robotics builds on their strengths.

Carnegie Mellon Robotics Academy’s SMART pre-apprenticeship program offers one model. SMART includes micro-certifications that align with the ARM Institute’s industry competencies and helps learners move toward technical roles. 

Reskilling for robotics does more than fill vacancies. It builds institutional knowledge and reduces turnover, while also helping manufacturers keep control over their technical evolution.

Core Robotics Career Paths and Competency Framework

The ARM Institute defines three primary robotics roles in manufacturing: Technician, Specialist, and Integrator. Each role corresponds to increasing levels of responsibility and technical scope. ARM works with industry, government, and educators to set these paths and the skills behind them. 

• Robotics Technician handles maintenance, repair, system diagnostics, and routine robot operation. Core competencies include PLC programming, electrical systems, mechanical systems, robot programming, safety procedures, and troubleshooting of electronics and control circuits.
• Robotics Specialist goes beyond maintenance to improving performance. This role requires deeper skill in sensor systems, advanced robot programming, vision systems, inspection and quality assurance, system troubleshooting and application optimization.
• Robotics Integrator plans, designs, and implements automation across production cells. Key competencies here are systems modeling and simulation, interoperability, offline programming, big data integration, control system design, and full process integration.

Training programs tied to these paths show which competencies they cover. Because the framework matches employer requirements, learners using those programs are better aligned with what manufacturers demand. In effect, program competence maps directly to job readiness.

RoboticsCareer.org listings use this framework to tag training courses by competency. That way, when employers search for candidates with particular skills, they see people matched to those needs. That alignment between training and work ensures investment in learning pays off.

Reskilling Program Types and Formats

Reskilling for robotics careers happens through a mix of structured programs, modular courses, and hands-on certifications designed for working adults. These formats meet different needs depending on experience level, schedule, and career goals.

Micro-credentials and Short Courses

Short, targeted courses teach robotics fundamentals without requiring a long enrollment period. These credentials are often stackable, helping workers progress toward full technical certifications or apprenticeships over time.

Apprenticeships and Pre-Apprenticeships

Formal apprenticeship tracks blend classroom learning with paid, supervised work. Pre-apprenticeships prepare candidates for those programs by covering safety, basic electrical and mechanical systems, and core robotics skills like programming or calibration.

OEM and Vendor Certifications

Robot manufacturers and PLC vendors generally offer their own training programs. These courses certify learners on specific hardware or control systems used across factories, giving employers confidence in hands-on capability.

Hybrid and Online Learning

Working adults often choose hybrid formats combining online modules with in-person labs. That flexibility allows them to learn PLC programming or robot setup without stepping away from a current job.

ARM Institute Endorsement

Programs with ARM Endorsement are reviewed for direct manufacturing relevance. They validate that coursework teaches competencies employers need, keeping reskilling efforts practical, not theoretical. See a list of Endorsed programs here.

How Employers and Education Providers Can Partner

Reskilling works best when employers and educators share the same table. Factories know what defines production today, while training providers know how to structure that knowledge into a curriculum. When the two align, graduates walk in ready for the real work ahead.

Co-Designing Curricula

Manufacturers should collaborate with local technical colleges and training centers to shape course content. A machining plant might ask instructors to integrate FANUC robot programming or Siemens PLC troubleshooting into existing modules. That feedback loop keeps training relevant to live equipment.

On-Site Labs and Robot Access

Programs that include access to real robots prepare learners faster than simulations alone. Employers who lend equipment or open their facilities for lab sessions give trainees a clearer view of how robotics fits into production.

Employer Support for Training

Paid learning time and tuition reimbursement are strong retention tools. Workers who see their employers investing in training stay longer and progress faster. Structured support for short courses or OEM certifications builds loyalty while closing automation skill gaps.

Barriers and How to Overcome Them

While reskilling brings new opportunities for current employees, it also exposes real barriers that keep many skilled workers from taking the next step. Addressing those obstacles requires coordination among educators, employers, and workforce programs that understand the daily pressures of manufacturing.

Cost and Time Constraints for Adults

Many mid-career workers can’t leave full-time jobs to attend training. Programs that use modular, stackable courses help spread learning over time without cutting into paychecks. Employers can offset costs with tuition assistance or wage support during class hours, turning training into a benefit rather than a burden.

Access to Hardware and Labs

Hands-on experience is hard to replicate online. Schools and regional training centers can partner with manufacturers or OEMs to share access to robotics equipment. Mobile training labs or community-based technical centers also give learners practical experience without requiring expensive relocation.

Employer Skepticism and Risk

Some companies hesitate to commit to reskilling efforts based on the uncertainty of whether trained workers will stay. Building career ladders and recognition systems, such as demonstrating how new skills lead to promotions or pay increases, helps secure long-term buy-in. When employees see growth, retention follows.

Certification Recognition Across Regions

Credentials vary between states and training providers, creating confusion for employers and workers. ARM Endorsement brings consistency by validating programs against national manufacturing standards. That uniform benchmark means a credential earned in Ohio holds the same weight in Texas or Michigan, giving both employers and job seekers confidence in their investment.

Turning Training Into Opportunity

Staying ahead in modern manufacturing takes more than new machines. It requires people who are ready to learn new tools and use them well. Both employers and workers have a role in making that happen.

Learners can start by visiting RoboticsCareer.org. The SkillsMatcher tool helps compare what you already know with what companies are hiring for. Filtering for ARM-Endorsed programs points you toward training that builds the skills factories need. Those programs prepare you for roles that exist right now, not ones still on the drawing board.

Employers can close skill gaps by working with technical colleges and endorsed providers to bring hands-on training into their operations. Supporting paid training time or offering recognition for new credentials turns learning into part of the job, not something done after hours. Posting roles on RoboticsCareer.org also helps connect open positions with qualified candidates already trained for advanced automation work.

Creating a profile, whether as a learner or employer, ties you into a system designed to advance manufacturing. It links skills, jobs, and real opportunities, ensuring your employees' progress doesn’t depend on luck.

Create your profile and start matching your skills to careers that are already waiting.

About The Author

Lisa Masciantonio 

Chief Workforce Officer

Advanced Robotics for Manufacturing (ARM) Institute 

Lisa Masciantonio is the Chief Workforce Officer for the Advanced Robotics for Manufacturing (ARM) Institute. She joined the ARM Institute in May 2017 as the Director of Membership and Outreach.  She moved to the position of Chief Workforce Officer in 2019 and she is responsible for driving the Education & Workforce Development vision for ARM in conjunction with the ARM membership, the federal and state government partners, and other expert stakeholders. 

Lisa brings with her over 25 years of experience as a performance-driven leader with notable success in cultivating and executing business strategies and formulating long-term strategic client relationships.  She has proven success in developing business solutions, commercialization of products, technology transfer, and technological initiatives that have supported organizational growth, improved staff productivity, and increased value to many communities of practice. Critical to her success is the ability to increase awareness and drive thought leadership position by designing and executing innovative programs as well as developing and launching new, value-add offerings for ongoing competitiveness. Lisa received a Bachelor’s degree from the Pennsylvania State University and 2 Master’s degrees from Carnegie Mellon University. 

In 2021, Lisa was recognized as one of 20 world-wide Exceptional Women in Robotics and Automation by SME. In 2022, she was recognized by the Pittsburgh Business Times as a Women of Influence and was also part of the inaugural Technical.ly Pittsburgh RealLIST Connectors list, which recognizes the top 100 influential leaders in Pittsburgh tech.