CURRENT ALLIED HEALTH PROGRAMS / INITIATIVES
REACH - Re-Employment Alliance for Careers in Health
Capital Workforce Partners is excited to announce the Reemployment Alliance for Careers in Health (REACH). This project is funded by a $7 million Us Department of Labor grant, with the aim of training job seekers for positions in Nursing and Information Technology in the healthcare sector.
REACH for JOB SEEKERS
Getting Started: Complete the Pre-application here and a program coordinator will connect with you
Who is Eligible: Job Seekers who have been Unemployed or Underemployed* for 6 months or more and are pursuing a career as a Registered Nurse or IT Professional
Benefits to Job seekers
- Scholarship opportunities to cover tuition and exam costs
- On-the-job training & job placement support
- Professional networking opportunities
- Resume review, interviewing preparation, and other personalized job coaching
Check out our FLYER
Job Seekers with questions about REACH should contact...
Marianne Martinez, REACH Recruitment Coordinator at email@example.com*Underemployed: If you previously lost a job but have not yet re-connected to a full-time position of comparable hours, salary, or responsibility, you may be considered underemployed. Individuals that are working part-time, per diem, or below their level of educational attainment may be considered underemployed.
REACH for EMPLOYERS
REACH was founded with guidance and support of Connecticut healthcare employers. We understand the new talent demands in the healthcare industry as well as the difficulties that employers face in finding the most qualified job seekers. Our project team is committed to helping healthcare providers and related employers train their existing and incoming workforce.
Benefits to Employers
Wage reimbursements up to $20,000: REACH will reimburse employers for the cost of providing on-the-job training (OJT) to eligible new hires during their first few months on the job.
Tuition Support: Additional funding is available to help offset the cost of tuition and exam fees for OJT participants pursuing specialty training and/or certifications
Incumbent Worker Training for Nurses: Resources are available to support training costs for the current nursing workforce.
Talent referrals and recruitment support: Let us help you recruit for open positions and keep you informed of other projects and resources available to assist businesses in Connecticut.
Frequently Asked Questions
How much reimbursement will my company receive? Employers will receive a wage reimbursement of 50%-90% of a new hire's wages/salary during the training period. The percentage is based on the size of the employer, with smaller employers eligible for a larger percentage. The duration of the training depends on the employer's need, but is typically 4-8 months.
What positions qualify for OJT? Full-time registered nurse positions, and IT positions that are within or supporting the healthcare industry are all eligible for OJT.
Who can be hired? REACH has a pool of pre-screened candidates that we can match to open positions. Alternatively, employers may refer job candidates that they are interested in hiring directly to a REACH coordinator who will verify their eligibility for OJT. Employers make the final decision on all candidates.
Employers with questions about REACH, or that are interested in hiring should contact...
Mohamed Chaouki, REACH IT Coordinator, at firstname.lastname@example.org or 860-899-3523
Katiria Delgado, REACH Nursing Coordinator, at email@example.com or 860-899-3455
Workforce Trends in Healthcare
Connecticut faces an aging population. There is projected to be a 72% increase in the population 65 or older between 2006 and 2030. This rapidly aging demographic will result in an increased need for healthcare workers, particularly those skilled in gerontology and long-term care. From 2005 to 2011, the number of healthcare and social assistance workers in the region increased by over 11,000. Demands for skilled health care workers continue to outpace the growth of the workforce.
Through interviews, surveys, focus groups, and experience managing training initiatives, CWP has found that low-income health care workers:
a) possess basic literacy skill deficiencies,
b) lack basic job readiness skills such as punctuality and customer service, c) have inadequate computer literacy and technology skills,
d) face challenges in clinical areas, and
e) misunderstand their opportunities for work/educational advancement and earnings increases.
Moreover, employers report that workforce skills deficiencies contribute to unacceptable outcomes for clients and employees. Both employers and low-income incumbent workers cite work-life challenges as contributing factors to performance and career stability. Healthcare reform brings a new set of challenges for healthcare employers which include the critical need for training in healthcare information technology and medical coding. CWP, in partnership with MACH (Metro Hartford Alliance for Careers).
Local Healthcare Occupational Lattice
- Central AHEC's Guide to Hot Jobs in Allied Health
- America's Career InfoNet
- U.S. Department of Labor
- Bureau of Labor Statistics
- O*Net Center
* "This workforce solution was funded by a grant awarded by the U.S. Department of Labor's Employment and Training Administration. The solution was created by the grantee and does not necessarily reflect the official position of the U.S. Department of Labor. The Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with respect to such information, including any information on linked sites and including, but not limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy, continued availability, or ownership. This solution is copyrighted by the institution that created it. Internal use, by an organization and/or personal use by an individual for non-commercial purposes, is permissible. All other uses require the prior authorization of the copyright owner."