Specifically, this report uses preliminary data to describe observed differences — and possible reasons for the differences — in the participation, outcomes, and experiences of two types of HPOG participants:

• Those receiving TANF benefits when they begin an HPOG program, and
• Those not receiving TANF when they begin an HPOG program

The report then addresses why TANF recipient participation levels vary across HPOG programs and identifies strategies programs used to engage the TANF population and work cooperatively with local TANF agencies.

Training TANF Recipients for Careers in Healthcare: The Experience of the Heath Profession Opportunity Grants (HPOG) Program
For more information about HPOG click here

The evaluation found that:

• 80% of students who enrolled in Scale, including 87% of graduates were employed.
• Nearly all (97%) who found jobs were working full-time.
• Program participants were earning an average of $22.33 an hour, 15% more than they had earned in their last job before enrolling.

Moving Up the Ladder: Per Scholas Launches Project Scale

The HPOG program, authorized by the Affordable Care Act, and administered by the U.S. Department of Health and Human Services, Administration for Children and Families, Office of Family Assistance, funds healthcare education and training programs targeting Temporary Assistance for Needy Families (TANF) participants and other low-income individuals to prepare them for high-demand healthcare occupations. Five year grants (October 2010– September 2015) were awarded to 32 HPOG grantees in 23 states. Each program aims to improve job prospects for hard-working adults and help them identify and secure employment leading on a path to self-sufficiency. To do so, they offer a range of community and job-driven employment training opportunities, in approximately 50 distinct occupations, such as nurse aides, registered nurses, medical assistants, pharmacy technicians, and home health aides.

Throughout this paper an illustrative case example of a hypothetical HPOG program, Springdale Community College (Springdale CC or Springdale), located in an urban center in the Midwest, is highlighted to show how HPOG programs may develop and streamline each step discussed. At the end of the paper are a “cheat sheet” (Appendix A), data template (Appendix B), and a list of helpful websites (Appendix C) HPOG programs can use to help guide them through these steps and use data to respond to employer needs.

Using Labor Market Information to Design JobDriven Training Programs

For more information on the HPOG program click here.

This report offers lessons learned to assist organizations seeking to implement a similar sector-focused career advancement program.

The four key findings were:

• The WorkAdvance model is demanding model to implement and while all providers have implemented all components the post-employment services have been the most challenging to implement.
• Since screening of applicants is driven by employers only one in five applicants were eligible for participation.
• Emotional intelligence skill building was as important to employers and participants as technical skill building.
• Completion rates for occupational training, usually and industry recognized credential, are showing early signs of being high.

Meeting the Needs of Workers and Employers: Implementation of a Sector-Focused Career Advancement Model for Low-Skilled Adults

Tuning In to Local Labor Markets: Findings from the Sectoral Employment Impact Study

Capital IDEA website

Local Investments in Workforce Development: 2012 Evaluation Update