NSF selects 34 semifinalists for the inaugural NSF Regional Innovation Engines competition

NSF announces the list of semifinalists to transparently encourage teaming, diversity and regional growth

The U.S. National Science Foundation announced 34 semifinalists for the first-ever NSF Regional Innovation Engines (NSF Engines) competition, spanning nearly all key technology areas and societal and economic challenges highlighted in the “ CHIPS and Science Act.” The NSF Engines will be led by universities, nonprofits, businesses and other organizations from across U.S. states and territories. NSF is releasing the list of semifinalists to transparently encourage teaming among diverse organizations, innovation, and regional growth. View details and a  map of the NSF Engines semifinalists  on the NSF website.

The NSF Engines program is anticipated to be transformational for the nation, ensuring the U.S. remains globally competitive in key technology areas for decades to come. Each NSF Engine could receive up to $160 million over 10 years; actual amounts will be subject to a given NSF Engine’s status and overall progress, as assessed annually. NSF anticipates announcing the final list of NSF Engines awards this fall, with each awardee initially receiving about $15 million for the first two years.

“Each of these NSF Engines semifinalists represents an emerging hub of innovation and lends their talents and resources to form the fabric of NSF’s vision to create opportunities everywhere and enable innovation anywhere,” said NSF Director Sethuraman Panchanathan. “These teams will spring ideas, talent, pathways and resources to create vibrant innovation ecosystems all across our nation.”

NSF initially received  188 concept outlines for NSF Engines.  Following a proposers’ day and other activities that encouraged teaming, NSF has now completed initial merit review of proposals, narrowing to the 34 semifinalists .  During the next stage, NSF will interview each team to assess their proposed leadership’s ability to rapidly mobilize in the first two years; their competitive advantages; and budget and resources for their planned research and development, translation and workforce development efforts. Those selected to move to the final round in July will be interviewed in person to assess risks and committed resources, as well as the team’s ability to adapt to changing circumstances.

Semifinalists not selected to receive an NSF Engine award may be considered for an NSF Engine Development Award of up to $1 million over two years. These planning awards will help teams build their initial ecosystems, cultivate the necessary partnerships and potentially compete for additional funding, including through future NSF Engines competitions. Learn more about the review process by reading the  funding opportunity.

Launched by NSF’s new Directorate for Technology, Innovation and Partnerships (TIP) and authorized by the “CHIPS and Science Act,” the NSF Engines program uniquely harnesses the nation’s science and technology research and development enterprise and regional-level resources. NSF Engines aspire to catalyze robust partnerships to positively impact the economy within a geographic region, address societal challenges, advance national competitiveness and create local, high-wage jobs across the country.

“Today’s announcement builds upon the  44 NSF Engines Development Awards  that we announced in early May,” noted Erwin Gianchandani, NSF assistant director for TIP. “Over the next two years, those awards will help organizations create connections and develop their local innovation ecosystems to prepare strong proposals for becoming future NSF Engines. Collectively, the NSF Engines Development Awards and today’s NSF Engines semifinalists will ensure the U.S. harnesses the geography of innovation and remains in the vanguard of competitiveness well into the future.”

More information about the NSF Engines program can be found on the  NSF Engines program website.

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New Report Reveals National Trends Reshaping the Life Sciences Workforce

By Sheran Brown • June 24, 2025
The Life Sciences Workforce Collaborative (LSWC) has released the 2025 Life Sciences Workforce Trends Report—offering one of the most comprehensive pictures to date of the hiring, training, and talent dynamics shaping the future of the industry. Developed in partnership with TEConomy Partners, LLC , and supported by InnovATEBIO , this seventh edition of the biennial report is based on a rich set of national data: ● Survey responses from over 500 life sciences companies across 30 states and Puerto Rico ● Executive interviews with more than 200 industry leaders ● Analysis of 2.9 million unique job postings from the past four years Together, these inputs paint a nuanced picture of a sector in transition—where innovation is thriving, but economic pressures and rapid technological change are forcing organizations to rethink their workforce strategies. Slower Growth, But Not a Slowdown in Strategy The report finds that after several years of rapid post-pandemic hiring, the U.S. life sciences industry experienced a modest employment contraction of 0.3% in 2024. Hiring has become more strategic, and companies are shifting focus from volume to value—investing in automation, workforce upskilling, and future-forward technologies. Despite the hiring slowdown, long-term growth indicators are strong: more than $200 billion in U.S. life sciences manufacturing and R&D investments have been announced by major companies including Johnson & Johnson, Eli Lilly, Merck, Regeneron, and others. These expansions point to sustained demand for a skilled, resilient, and adaptable workforce. AI, Automation, and the Rise of Hybrid Talent One of the clearest trends in the report is the growing integration of AI, machine learning, and industrial automation across R&D, regulatory, and manufacturing operations. Larger companies are leading adoption, but small and mid-sized firms are quickly following. As these technologies become embedded in daily workflows, employers are seeking “bilingual” workers—those with both technical life sciences expertise and digital fluency. From AI-powered regulatory documentation to predictive maintenance in biomanufacturing, tomorrow’s workforce must be prepared to operate at the intersection of science and software. --- Upskilling, Not Just Hiring With lower turnover and cautious new hiring, many life sciences companies are turning inward—investing more heavily in their existing workforce. Employers report increasing reliance on internal training, microcredentialing, and competency-based assessments, particularly for technical production roles, quality assurance, and regulatory functions. Performance-based credentialing programs, like those offered by the Bioscience Core Skills Institute (BCSI), are helping bridge gaps between traditional education and job-readiness—especially for entry-level and mid-career talent. STEM Engagement Surging Nationwide The report also highlights a remarkable rise in employer involvement in STEM education. Compared to two years ago, more than twice as many companies report engaging with K–12 students through classroom visits, mentorship programs, science fairs, and summer camps. At the postsecondary level, internships, co-op programs, and apprenticeships are helping to build direct pathways into the workforce. Nearly 80% of companies surveyed are actively offering internships to students from four-year institutions, and nearly two-thirds to community college students. This surge in engagement reflects a broader industry focus on ensuring a future-ready talent pipeline—starting early and growing local. Why This Report Matters For employers, educators, and policymakers, the 2025 Life Sciences Workforce Trends Report is more than a snapshot—it’s a strategic tool. With workforce challenges affecting everything from drug development to supply chain resilience, coordinated, data-informed action is more urgent than ever. “This report illustrates a new era in workforce dynamics—where slower overall growth is paired with opportunity in key areas, growing emphasis on upskilling, and a shift toward technology-integrated roles,” said Liisa Bozinovic, Executive Director of Oregon Bio and Chair of LSWC. “At BIO, we are proud to support these efforts and to champion policies that strengthen our industry’s talent pipeline, from the classroom to the lab and beyond,” added John Crowley, President & CEO of the Biotechnology Innovation Organization (BIO). “As noted by the National Security Commission on Emerging Biotechnology, keeping pace with the rapidly evolving skills and talent needs of the biotechnology sector is essential to U.S. leadership in this industry,” said Linnea Fletcher, Principal Investigator at InnovATEBIO. “Our national network of advanced technical education programs is working nimbly to build the next generation of biotech talent—one that is diverse, industry-aligned, and ready to power the biotechnology revolution.” --- Access the Full Report The full 2025 Life Sciences Workforce Trends Report is now available to download: https://www.lifesciencesworkforce.org/national-workforce-trends To learn more about the Life Sciences Workforce Collaborative and how your organization can engage, visit: www.LifeSciencesWorkforce.org Follow LSWC on social media for highlights and updates: 🔹 Twitter/X: X: @LifeSciWork 🔹 LinkedIn: Life Sciences Workforce Collaborative 🔹 Instagram: @lifesciworkforce 🔹 YouTube: @lifesciworkforce
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