  The HEP faculty hire job market has stayed fairly plateaued over the years
not keeping up with number of postdocs and PhD produced seeking such
employment. Physicists who seek jobs outside this realm face challenges. For
example those hired as faculties at predominantly undergraduate institutions
(PUI) and community colleges (CC) face hurdles to keep with research due higher
teaching load and funding challenges. At the same time those who seek
employment in industry may find themselves in unprepared territory despite
marketable skills. New job opportunities seeking HEP developed skills have
appeared in data science, machine learning and quantum computing. Given that a
vast majority transition to the industry jobs, we must strengthen the existing
paths for this transition and develop new ways to facilitating it. A strong
engagement between HEP and its alumni would boost this process. At the same
time those who stay in academia but choose to work at PUIs or CCs must be
enabled to continue to pursue research and receive support and guidance for
funding. PUIs and CCs serve as a gateway to opportunities for inclusiveness
beyond national labs and academic research institutions offering an early
starting point in the pipeline that can mitigate issues of lack of diversity
and underrepresented participation of different groups in HEP. This report
summarises the study undertaken to investigate these issues in HEP community
and provide findings and recommendations.
