Degrees Without Debt: How Cities Are Rethinking Career Readiness

The traditional narrative that college is the only path to success has shaped generations of career decisions. Yet, for many individuals, especially those entering the workforce immediately after high school, this model often leads to debt without a clear return on investment. As the cost of higher education continues to rise, so does scrutiny around its value. According to the National Center for Education Statistics, the average cost of undergraduate tuition, fees, room, and board for the 2020-2021 academic year was over $25,000 at public institutions and more than $53,000 at private nonprofit institutions¹. These costs contribute to the staggering $1.6 trillion in student loan debt held by Americans².

For municipal governments and other employers, this trend presents both a challenge and an opportunity. Many essential jobs do not require a four-year degree but do demand specific technical skills, certifications, or on-the-job training. These include roles in public works, water treatment, emergency services, maintenance, information technology, and administrative support. Investing in professional development and alternative pathways can help fill these roles with competent, motivated individuals while also reducing the financial burden on new workforce entrants.

Valuable Careers That Do Not Require a Four-Year Degree

A number of high-demand jobs require skills and certifications rather than a traditional college degree. In the municipal sector, for example, wastewater treatment operators, electricians, utility technicians, and heavy equipment operators are indispensable. These roles often require completion of vocational training or an apprenticeship, both of which are more cost-effective and time-efficient than a four-year degree. The Bureau of Labor Statistics projects that many of these occupations will experience stable or growing demand over the next decade³.

Beyond technical trades, roles like administrative support specialist, code enforcement officer, and community outreach coordinator offer viable entry points into local government careers. While some positions may prefer postsecondary education, many municipalities are shifting toward competency-based hiring. This means candidates with relevant experience, certifications, or demonstrable skills are increasingly competitive, even without a degree. Organizations such as the International City/County Management Association (ICMA) and the National Association of Counties (NACo) are promoting this shift by supporting programs that develop skills through alternative learning models⁴.

Professional Development as a Viable Alternative to College

Professional development programs offer structured, flexible, and cost-effective ways to build skills that are directly tied to job performance. Municipalities that invest in internal training academies, cross-departmental mentorships, and certification-based learning can create upward mobility for existing employees while attracting new talent. For example, a city’s public works department might implement a tiered training program that leads from entry-level laborer to supervisor roles, supported by certifications from the American Public Works Association (APWA).

These development pathways are not just about technical expertise. Leadership development, communication training,