jobs training education

Turning STEM majors into educators to tackle a teacher shortage — and a ‘disconnect’

Heavy oak doors adorned with wrought iron hinges make the entryway to this historic structure look more like a gothic cathedral than a public high school.

Miami Senior High School, one of the oldest in Miami-Dade County, was built here in Little Havana in 1928. At lunchtime on a recent spring day, students are sitting together on the steps of the school and on benches placed along tree-lined sidewalks. Others kick a soccer ball back and forth or stroll around the campus, chatting with each other in Spanish. About 95% of students here are Hispanic or Latino.

The school’s rich history is evident not only in its architectural details — the schoolhouse lights, the Dade County Pine floors, the clay tiles — but also along the lobby’s wall, where a mural commissioned in the 1940s features images of artists, scholars, George Washington, Abraham Lincoln and Robert E. Lee.

“My mom actually went to this school. My aunt went to this school. My uncle went to this school. My brother went to this school,” Cynthia Garza gushed. She, too, graduated from Miami Senior High, in 2019. And now, she's back — but this time, as a teacher.

She follows in her family's footsteps, not only by attending this school but also by choosing education as her profession. She's a third-generation teacher — her grandmother taught back in Cuba — and she recalls playing "school" with her brother and cousins during childhood. She was always the one giving the quizzes.

At the time of this visit, Garza was interning at the high school, teaching Algebra 1 to freshmen, as she prepared to graduate from Florida International University. She's not getting a standard education degree, though. She's earning a bachelor’s in mathematics, with a focus in math education, as part of FIUTeach — a program aimed at getting students with STEM degrees to teach in local middle and high schools.

Garza has already been offered a full-time teaching position here starting in August. Qualified STEM teachers are in high demand.

According to the Florida Department of Education, math ranks fifth for the subject area with the highest number of teacher vacancies. Nearly 11% of math classes at Florida public schools are taught by teachers not certified in math.

FIUTeach is based on a model from the UTeach Institute — a national program developed at the University of Texas at Austin. FIU is one of 55 universities across the country that has programs like these, which aim to inspire STEM majors to pursue a career in education.

One of the ways FIUTeach recruits prospective teachers is by going into lecture classes and pitching students who are majoring in subjects like math, science and engineering on taking an introductory teaching course.

This partnership with FIU and both the Miami-Dade and Broward County school districts is one of several similar programs around the state that aims to mitigate the ongoing and pervasive teacher shortage. WLRN is examining the success of these programs in our monthslong statewide reporting project, Role Call.

READ MORE: More time in the classroom, plus a paycheck: How USF prepares elementary teachers

According to FIU, 101 students have graduated from the program since its launch in 2013, and the majority now teach science and math to high school students. Nearly half are teaching in South Florida.

"I like the way FIU focuses on the subject itself," Garza said. "It’s a lot more math classes than you would take if you were to just get a math education degree … I do think this program helps teachers a lot."

Getting STEM majors into the classroom

During her time as an intern here, Garza has worked with a mentor teacher, Jose Pavon, who is also a graduate of FIUTeach.

Pavon has been teaching here for four years. He brings a lot of energy and enthusiasm to the classroom. But he didn’t know he wanted to be a teacher until after earning a bachelor's degree in biology.

“I realized I wanted a job that was more social, a lot more communication, and I wanted to be around people. And while I love labs and experiments, it was very lonely,” he said.

When Pavon decided to go back to school to earn a degree in chemistry, he took a free FIUTeach introductory class and loved it.

“It really is supposed to get your feet wet. You’re just trying it out, and if it's not for you, it's not for you. But you can’t say you didn’t try, you can’t say you didn’t go into the classroom and give it your best shot," he said.

Pavon earned a bachelor’s in chemistry as part of the FIUTeach program and interned at Miami Senior High. He has been working here ever since.

Pavon said he has met people who think “because they understand the content, they can teach it — and I think there’s a big disconnect there.” FIUTeach bridges that gap, he said, helping subject matter experts also learn how to teach their knowledge to students effectively.

From interns to full-time teachers

In addition to a final internship, FIUTeach students must attend a weekly workshop on campus. They share different teaching methods and lesson plans and get feedback from the instructors.

Nicole Diaz, a biology major, attended a recent workshop this spring. During her freshman year, FIUTeach staff went to one of her biology classes and pitched the introductory course.

She started teaching during the early days of the pandemic.

“That experience was amazing," she said. "Everything that could have gone wrong went wrong, because it was through Zoom. It was COVID. But it was just awesome seeing how interested the students were in our lesson."

This spring, Diaz interned at Terra Environmental Research Institute, a magnet high school in Miami that focuses on environmental and biomedical research, as well as engineering and robotics. She was recently offered a job there.

"They were hoping that the person who was coming for the internship would be interested. And I was! So I will be starting in the fall as their new marine science teacher," she said.

"It’s actually my alma mater, so it’s been an interesting, fun experience going back as a teacher, and seeing all of my teachers and now being more at a colleague level. … I’m very excited to start in the fall."

Juan Sanchez is graduating with a math degree and has been teaching Algebra at his alma mater, Cypress Bay High School in Weston. He laughed while explaining that his sister is a senior this year. It was awkward at first when he told her friends they had to call him “Mr. Sanchez.”

The internship has been a rewarding experience.

“When you see students that hate math or they just don’t want to come to school, they don’t want to wake up early," he said, "but they come and put in the work, they understand, they learn and they have fun in the classroom, it’s just wonderful.”

This story is part of Role Call , a WLRN project produced with support from the Education Writers Association.

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How to find free job training

Learn about government job training programs that can give you new skills to reach your career goals.

Most states offer job training programs. Find your state labor department website to search for job training.

CareerOneStop for training and resources

Visit the Department of Labor's CareerOneStop training portal . The site offers resources to help you:

• Plan a job search
• Draft resumes
• Prepare for interviews
• Identify the training you need
• Learn about types of training programs
• Pay for job training

Career training for specific groups

Training programs for older workers.

The Senior Community Service Employment Program offers local community service opportunities to help you learn new skills. With these skills, you will be prepared for new jobs outside of the program. Find organizations near you that can get you started .

Training programs for people with disabilities

These  job training resources for people with disabilities  can help you prepare for and find career opportunities that match your skills and abilities.

Training programs for young adults

If you are between 16-24, these programs can help you enter the workforce:

• Explore GetMyFuture’s activities, tools, and resources  to help you create and reach your career goals.
• Job Corps is a free program for low income young adults. The program builds your academic and trade skills to prepare for a career. Learn more about Job Corps.

Training programs for veterans

Learn about government programs that offer  job training for veterans and military spouses .

Training programs for Native Americans

Use the Native American Program Finder to learn about local organizations that provide employment training . These programs help you get:

• Employment and training services
• Educational assistance
• Job placement assistance

LAST UPDATED: December 6, 2023

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Job Point celebrates job training program graduates at Columbia College ceremony

Roughly 40 Columbia area residents came together in celebration Thursday as they obtained the necessary skills to gain careers in medical, construction or even professional offices.

These were the students who completed job training programs via Job Point and marked the achievement with a graduation ceremony held on the Columbia College campus. Growth was a major theme of day, including in the message Janet Thompson, Boone County northern district commissioner, had for the students in her keynote. Graduates also received a packet of seeds as they walked into Bixby Hall at Brouder Science Center.

Thompson shared how special it was to speak at the Job Point graduation. As a youngster she and her brother planted many black walnut trees on farmland. Years later after her mom had taken a master gardener course and subsequently planted black walnut trees at Thompson's home near her garden of tomatoes, cucumbers, green peppers, green beans, okra, raspberries, sweet potatoes and more. The trees adversely impacted the garden.

"I didn't blame my mom. ... The point is black walnuts are toxic to a lot of plants. That really is the point of these stories. When you got those packet of seeds, you probably though, 'Really?'" Thompson said, asking graduates to read the back of the seed packets for the growth instructions. "That is the same kind of thing that a graduation means. A process of planting seeds.

"... As you continue along your path, if there is a weed around you, don't hang out with the weed. The weed can inhibit your growth. Look for what will nourish your growth."

A notable graduate includes Lakendra McClendon, who received training in office technology. She completed two, 12-week courses in eight weeks, including in accounting, and is taking part in an internship with the Boone County purchasing department.

Students who graduated with warehousing skills and certifications were not the only ones taught those skills. Job Point also has a program at the county's juvenile justice center, in hopes that after release, the formerly detained youth can find meaningful employment.

Job Point has a YouthBuild program where students learn construction skills. They also participated in AmeriCorps volunteer opportunities. Those who completed 300 hours were awarded a $1,600 scholarship toward continuing education, such as at a vocational trade school. One of these YouthBuild students, Jackson Weathers, who earned a scholarship also was honored with the Thom Lutz student of the year award. Four of the YouthBuild students completed their HiSET, the high school equivalency diploma.

More: 'This job found me': Job Point CEO Steve Smith plans September retirement

Charles Dunlap covers local government, community stories and other general subjects for the Tribune. You can reach him at [email protected] or @CD_CDT on Twitter. Subscribe to support vital local journalism.

The 15 best entry-level jobs for new college and high school grads

• Indeed's analysis of entry-level roles found inspector was the hottest job.
• The job-search site analyzed jobs using growth in the share of postings, pay, and experience.
• The top jobs weren't just ones that typically need a bachelor's or four-year degree.

If you're looking for your first job , you might want to consider joining the ranks of licensed practical nurses, inspectors, and business analysts.

Those three jobs were among the 15 hottest entry-level positions per a post from the job-search site Indeed.

" Graduation season is upon us and with it, the imminent influx of high school and college-level Gen-Z graduates into the labor market ," the Indeed post stated.

The US unemployment rate for 20- to 24-year-olds was 6.7% in April, above where it stood a year prior but not as high as in this past February and March, Bureau of Labor Statistics data suggests. A report from Handshake about the class of 2024 stated, "About 7 in 10 2024 graduates are confident they will find a job or other post-graduate opportunity that will allow them to apply the skills they learned in college and build toward the career they want."

Indeed's ranking of entry-level jobs included those that had an average salary of at least $45,000, noted zero to three years of experience in the job descriptions, and was also based on growth in the share of job postings.

"The jobs on this list were identified based on positive year-over-year growth in share of postings (September 2022- March 2023 compared to September 2023- March 2024) and ranked in order of highest paying," the report stated.

Inspector ranked No. 1 on the list, which Indeed told Business Insider largely includes property and construction inspectors. The Indeed post noted that an inspector job "does not require a four-year college degree, showing that skills-first experience may be just as valuable as education." Cable technician ranked No. 11, and installation technician ranked No. 10, which tend to require only a high school diploma based on the Indeed post. Some people don't see getting a four-year degree as worth it , as seen in recent results from a Pew Research Center survey of US adults.

Below are the top 15 hottest entry-level jobs from the Indeed list.

15. Licensed practical nurse

Percent change in job share: 17.24%

Average annual salary: $54,987

14. Entry-level field technician

Percent change in job share: 45.45%

Average annual salary: $55,000

13. Correctional officer

Percent change in job share: 21.43%

Average annual salary: $55,500

12. Sterile processing technician

Percent change in job share: 38.46%

Average annual salary: $57,031

11. Cable technician

Percent change in job share: 80.00%

Average annual salary: $58,912

10. Entry-level installation technician

Percent change in job share: 213.64%

Average annual salary: $60,000

9. Entry-level insurance agent

Percent change in job share: 41.03%

Average annual salary: $60,253

8. Entry-level sales representative

Percent change in job share: 27.17%

Average annual salary: $62,361

7. Entry-level civil engineer

Percent change in job share: 26.09%

Average annual salary: $65,352

6. Business analyst

Percent change in job share: 23.81%

Average annual salary: $66,394

5. Police officer

Percent change in job share: 15.38%

Average annual salary: $69,703

4. Mental health technician

Percent change in job share: 45.8%

Average annual salary: $75,322

3. Registered nurse — medical/surgical

Percent change in job share: 24.00%

Average annual salary: $77,281

2. Quality engineer

Percent change in job share: 84.62%

Average annual salary: $79,925

1. Entry-level inspector

Percent change in job share: 50.00%

Average annual salary: $80,253

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6 job training programs that will lead to a career you love

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What are job training programs?

On-the-job versus off-the-job training.

6 job training programs to jumpstart your career

How to find the best job training program for you

Feel well-prepared for work you love.

Professional development can be incredibly fulfilling. Feeling like you love the work you do — and are great at it — offers a unique sense of purpose that can bring meaning to your life. 

And with so many Americans looking for work, you also need to develop professionally to stay ahead of the competition. Upskilling or reskilling might make the difference between remaining stagnant and receiving a raise .

Whether you’re vying for a promotion at your current company or considering a complete career 180, upskilling helps you stand out to your manager and recruiters. And job training programs are the perfect way to perfect your skills and acquire new ones.

Employment training programs are workforce development activities aimed at giving you the skills needed to succeed in your current role or one you hope to acquire. These programs typically fall into one of three categories:

On-the-job training: If you’ve ever sat through a new employee orientation, you’ve participated in on-the-job training . These programs give new employees the information and skills they need to perform well. During this training, you’ll learn about company policies, how to use certain software, and other job-specific rules and requirements. 

Off-the-job training: Training programs outside of work are considered off-the-job training . This includes diversity workshops , industry conferences, and even video training completed at home. You can also take off-the-job training independently to prepare for a new career. You might complete a job training program to prepare for nurse practitioner work, for example. 

Internships/externships: You could consider internships and externships on-the-job training programs. Both opportunities allow you to learn valuable skills by working for an organization for a set length of time (internships are typically 10–12 weeks, and externships are usually eight weeks or less). But unlike typical on-site training, these experiences are often unpaid. Some companies offer interns and externs compensation, while others only offer school credit or work experience.

Many businesses offer employees on and off-the-job programs as part of their corporate training , for good reason. Here are a few training program benefits:

• On-the-job training is immediately applicable, as you use the skills you’ve learned in your current position
• On-the-job training offers targeted learning that helps you perform your duties better
• Off-the-job training often features a guest trainer, which invites opportunities for new perspectives and innovative ideas
• Off-the-job training is usually more theoretical, making the skills you learn more widely applicable to any position or career

And here are a few disadvantages:

• On-the-job training can disrupt an office’s workflow, which might hurt overall productivity
• On-the-job training tends to have a limited scope, offering skills that might not be transferable in the long run
• Off-the-job training can be expensive, especially when your employer isn’t offering the program

Companies who want to empower their employees can use both on and off-the-job programs as part of their employee training . And if you think your current job isn’t right for you, an off-the-job training program is a great way to find a new job opportunity .

6 job training programs to jumpstart your career 

With so many job training programs for adults available today, it’s easy to find professional development opportunities in an industry you love. Here are just a few of the many programs you can try to build your skills or start down a new career path.

1. Certified nurse assistant training

Certified nurse assistants (CNAs) typically work in nursing homes, hospitals, and other medical facilities. As a CNA, you’d change wound dressings, check vital signs, and help patients with essential daily activities. This type of work is in high demand throughout the US and will likely become even more vital as our population ages. 

The US Bureau of Labor Statistics (BLS) reports that CNAs earn a median salary of $30,290 per year . But before becoming a CNA, you’ll need to complete a training program and pass an exam. CNA training requirements vary based on location, but most programs are between 4–12 weeks long.

2. Phlebotomy technician training

Phlebotomy technicians specialize in drawing blood for donation, transfusion, testing, and more. Bloodwork is an essential part of modern medicine, so becoming a phlebotomist is a great choice for anyone who wants to help others. And unlike many other medical positions, you don’t need a college degree to become a phlebotomist — just a high school diploma and certification from a training program .

Most phlebotomy training lasts 4–18 months, depending on the program you enroll in and whether you’re training full or part-time. But in every program, you’ll gain hands-on experience successfully and safely drawing blood. Once you finish your work training program, you can expect to earn a median annual salary of $37,380 .

3. EMT training

Emergency medical technicians (EMTs) are another vital part of the healthcare system. As an EMT, you’re responsible for providing critical medical care to sick or injured people before transporting them to a hospital. 

EMTs earn a median salary of $36,930 per year , and like with CNAs, demand for the job has risen as medical needs grow throughout the country .

To become an EMT, you need to complete at least 170 hours of training. You can receive this training through an EMT program (often at a community college or similar institution) to learn to administer first-response care like splinting injuries, CPR, and administering medication.

4. Cosmetology school

Licensed cosmetologists can work as hairstylists, nail technicians, or other beauty professionals in spas or salons. But before you can start helping people look and feel their best (and earn a median salary of $29,680 per year ), you’ll need to earn your cosmetology license, which takes about 12–14 months at an accredited cosmetology school. These programs will teach you valuable role-specific skills like health and safety best practices, chemical care, and even the basics of running a business.

5. Flight attendant training

As a flight attendant, you help passengers feel comfortable and safe during their travels. This line of work offers you a median salary of $61,640 per year plus perks like free air travel and discounted hotel costs.

Most airlines offer their own on-the-job training services, which can last anywhere from a few weeks to several months. In training, you’ll learn about flight safety, how to administer first aid, and customer service, so you can ensure flyers enjoy their experience on your aircraft.

6. Certified bookkeeper training

If you have a head for numbers, your job search might lead you to a career in bookkeeping. This is a great option, as bookkeeping is essential to every business. If you become a certified bookkeeper (CB), you can work for small businesses, nonprofits, accounting firms, and everywhere in between, earning a median salary of $45,560 per year . To become a CB, you must have at least two years of full-time bookkeeping experience (or 3,000 hours of freelance experience) and pass a four-part exam from the American Institute of Professional Bookkeepers (AIPB). There are no educational requirements, but having at least an associate degree in accounting is wise.

Many local governments have job placement boards online where businesses can find interns or new hires, and you can find your ideal skills development program. And if you’re looking to improve at your current role, ask your manager or a human resources professional about the programs your employer offers. 

The “perfect” program varies for everyone, but the following factors can help you narrow down your search:

The program’s cost: While there are some free government training programs, most come at a cost — either to you or your employer. If you’re paying, look for a program that fits your current budget. And if you opt for more expensive training, find something that’ll help you land a higher-paying position.

Your prospective salary: If you’re currently job hunting, consider what you hope to make in your new role and find programs that give you a competitive edge. Showcase your new skills training on your resume to increase the chance you’ll receive your expected salary.

Your availability: Some programs are part-time, giving you the freedom to continue working. Others require a certain number of classroom hours, which can interfere with a 9–5 schedule. Find a program that works with the work-life balance you need. 

Your passions: It’s always better to go to work happy . Otherwise you might resent your coworkers and feel dissatisfied professionally. Try to find career training that aligns with your passions and interests so you can enjoy the learning process .

In today’s competitive labor market, having more skills on your resume is always good. And job training programs like the ones listed above are excellent opportunities to develop new skills that give you an edge over others. 

Whether you’re getting on-the-job training from your new employer, vocational training for a brand new career, or one-on-one help from a coach or mentor , utilizing training resources can set you on a career path you truly love .

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Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

Understanding the differences between of apprentices versus interns

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More From Forbes

Embrace employability: build career resilience through continuous education.

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Michael E. Hansen is the CEO of Cengage Group , a global edtech company that enables student choice.

The journey from college to the workforce can be challenging for recent graduates. Despite holding degrees, many remain underemployed, working jobs that fall short of utilizing their full potential.

Recent research sheds light on the struggles faced by graduates and employers alike, highlighting gaps in skills and career readiness. Consider this: A recent report found that more than half of recent graduates with a bachelor’s degree remained underemployed a year after getting their diploma. Additionally, Boston Consulting Group found that more than a third of the top skills requested in an average U.S. job description have changed in the past eight years. This raises critical questions about whether higher education is adapting to keep pace with the demands of today’s job market.

In light of these findings, it’s never been more critical for employers to focus on employability and building a skilled workforce. "Employability" is a concept that extends beyond technical competencies to encompass soft skills like communication, adaptability and problem-solving. With the rapidly evolving job market, addressing the skills gap and fostering a well-rounded, adaptable workforce is crucial for both graduates and employers to thrive.

For employers, focusing on lifetime employability, as opposed to role-specific upskilling, cultivates a workforce capable of navigating diverse roles and work environments, including self-employment, contract work and multiple careers throughout a lifetime. With recent data supporting the difficulty employers have had in finding qualified candidates over the past several years, this approach not only opens new talent pools for employers but also forges new pathways to productive, rewarding careers for employees.

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Rfk jr campaign sues nevada election official over ballot requirement as push for debate stage nears eleventh hour, wwe raw results winners and grades on june 3 2024, employability goes beyond upskilling.

It’s important to understand the difference between upskilling and employability. In broad terms, upskilling provides workers with specific skills needed to competently perform in their current role. Employability, however, provides workers with a broader set of competencies—including technical, soft and transferrable skills —to foster career growth and help them remain relevant throughout their working lives.

While upskilling emphasizes specialization, it only scratches the surface when it comes to lifetime career advancement. Employability focuses on versatility and adaptability across various job scopes and responsibilities throughout a career, providing a tremendous benefit to employers as workers can offer a wide range of skills, ultimately supporting longer tenure.

To truly embrace employability and cultivate a future-ready workforce, organizations must shift how work is organized. This entails, among other things, transitioning from traditional job titles, roles and hierarchies to a more holistic, competency-based approach focused on skills-based job design, compensation and performance management. If this is implemented, workers will gain the versatility to navigate an evolving job market while employers build a resilient, agile workforce.

The Path To Employability

While no employer can guarantee lifetime employment, I believe they should embrace the ability to offer lifetime employability, empowering individuals for the ever-changing job market.

To prioritize employability, stakeholders should:

• Develop close partnerships with academic institutions to ensure curricula, training programs and credentialing are tightly aligned with real-world skill needs and business requirements as they evolve. Some companies, like Accenture, through their acquisition of Udacity , have taken this approach one step further and built entire education programs within the organization to bridge the gap between classroom learning and workplace realities. While this method is admirable, it may not be realistic for most companies, who will need to rely on education partners to meet continuous learning needs.

• Establish cross-sector advisory boards with representatives from industry, academia, workforce development agencies, policymakers and community stakeholders. These boards can provide guidance on emerging trends, expected skills gaps and shifting demands to proactively reshape education and continuous learning programs.

• Implement internships, apprenticeships and experiential learning programs that allow students and employees alike to gain meaningful, practical experience applying their skills. This hands-on work fosters the development of both technical and soft skills.

• Share up-to-date labor market information, skills demand data and granular workforce projections across all sectors. These insights should guide professional growth offerings.

• Create pathways for working professionals to pursue ongoing education, certifications, credentialing and personal development opportunities. People must be allowed to continuously expand their capabilities throughout their careers and keep pace with technological change.

• Embrace cross-generational alliances that facilitate bidirectional knowledge sharing between experienced professionals and young talent. While seasoned mentors can provide invaluable guidance and wisdom, younger mentees can offer new perspectives, challenge current processes and help introduce new technologies.

From an employee perspective, cultivating an employability mindset means being open to continuous learning from all aspects of life, not just formal training. Unexpected sources of new knowledge and skills can come from anywhere—a nature hike in the woods, the clear mental space as you wash your car, talking with your kids to experience their enthusiasm for learning something new. All of these are reminders that valuable skills can be organically developed through a wide range of everyday experiences.

Final Thoughts

In prioritizing lifetime employability, a company does more than just retain workers and fill skill gaps. It gains organizational agility that will enable it to adapt to market shifts and stay competitive long term.

Ultimately, evolving beyond the limited upskilling mindset to a sustainable lifelong employability mentality is how organizations can best nurture the career hopes and ambitions of today’s workers—not just for the present but for decades to come. It’s about empowering employees with the mindset and tools for continuous reinvention.

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26 th Annual Emergency Management Higher Education Symposium

The 26 th annual federal emergency management agency higher education symposium will be held on june 3-5, 2024 . the symposium is hosted by fema’s higher education program and held at the national emergency training center campus in emmitsburg, md ., fema higher education symposium mission & vision.

Mission Statement: The mission of the FEMA Higher Education Program’s Symposium is to cultivate a collaborative space for emergency management academia, professional organizations, and practitioners that promotes a culture of continuous learning and innovation.

Vision Statement: Our vision is to establish the Symposium as a dynamic platform where diverse ideas and practices in emergency management higher education are explored and exchanged. We are committed to celebrating the spirit of innovation, education, and community resilience. The Symposium serves as a nexus for emergency management professionals, academics, students, and government officials, facilitating a robust exchange of knowledge and ideas. Together, we aspire to empower communities to navigate and overcome the complexities of disasters and emergencies by educating the next generation of emergency managers.

About the 2024 Symposium

The 26th Higher Education Symposium theme, “Pioneering Ideas and Practices in Emergency Management Higher Education: Building More Resilient Communities,” is a focal point for an event that celebrates the 30th anniversary of the Federal Emergency Management Agency’s (FEMA) Higher Education Program. This theme encapsulates the core mission and objectives of FEMA’s Higher Education Program, emphasizing innovation, education, and community resilience.

The theme for this year's FEMA Higher Education Symposium celebrates the founding voices of emergency management higher education who brought us the first Symposium 25 years ago. It acknowledges the hard work and dedication of the academic community that has led to immense growth in emergency management programs, innovative research, and students. Connecting with our past is a reflection upon the rich history and scholarship of the emergency management discipline that has provided a strong foundation to build from. Furthermore, the theme calls us to envision a future practice of emergency management made stronger by students educated in cultural competence and prepared for the demands of an emerging and evolving threat landscape, including the threat posed by climate change.

2024 Symposium Agenda

Registration.

Registration is open through April 30, 2024. Applicants will begin to receive official acceptance notifications in February 2024.

• Follow all application instructions at https://training.fema.gov/netc_online_admissions/ and https://training.fema.gov/apply/.
• Apply to course code E8510.
• Applications do not need to be approved by the applicant’s sponsoring organization; however, please be sure to list yourself in the application for endorsement and then complete the endorsement email once received.
• No travel stipends are provided to attend the symposium.

2024 Call for Presentations

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These Job-Training Programs Work, and May Show Others the Way

A handful of innovators have developed successful programs to help lift low-income workers into the middle class. Can their model become the norm?

By Steve Lohr

Steve Lohr, a longtime reporter for The New York Times, has written about job training programs for five years.

For Amber Mitchell Ikpe, learning computer software skills was only part of the experience at Year Up, a nonprofit job training program.

The coursework, followed by a six-month internship at a company, included classes on speaking in public, teamwork, professional behavior and attire. There was a closet with men’s and women’s business clothes, and an ironing board.

Year Up also arranged help with basic needs including subsidized child care, medical insurance and food assistance. When her car broke down, she got a grant to get it fixed.

“Without all that, I would never have finished,” Mrs. Ikpe recalled.

After graduating from Year Up, Mrs. Ikpe landed a technology job with a near six-figure salary. Five years later, she is a homeowner in suburban Atlanta and considers herself upper middle class. She now works for an education and networking nonprofit for Black technology managers.

The Year Up program is one of a relative handful of nonprofits that have established track records of lifting low-income Americans into jobs that can be ladders to the middle class.

They share a holistic approach to work force development. They foster close relations with employers. They offer training for in-demand work skills and coaching in “soft skills,” like communication and teamwork. And they provide or arrange help with daily life challenges, like child care and transportation.

But while growing, these programs are small. Even larger ones, like Year Up, reach only a few thousand students a year.

The Biden administration is trying to prod often ineffective local and regional training programs to adopt the comprehensive model of the successful nonprofits. The administration has allocated $500 million in grants for its Good Jobs Challenge , a part of the American Rescue Plan of pandemic relief spending.

The 32 grant winners were announced in August, with the money going to communities in 31 states and Puerto Rico for work force development programs. The goal of the government’s jobs-challenge competition over the next few years is to generate more than 50,000 good-paying jobs — which means more than the prevailing wage for an occupation in a region — with benefits. Creating opportunities for disadvantaged workers is a priority.

The jobs-challenge competition required the local applicants to offer training, services and engagement with employers — the ingredients seen in programs like Year Up. It did not seek a grant, but may work with local and regional grantees.

“We do know what works, but making it work at scale is very difficult,” said Todd Fisher, who oversees the American Rescue Plan programs at the Commerce Department’s Economic Development Administration. “We’re trying to encourage and replicate more of these comprehensive work-and-learn models.”

The United States government spends less on job training and support for workers, as a share of economic activity, than most other developed countries. And private businesses have traditionally regarded spending on training as an obligation that is largely beyond its principal, profit-making role.

But there are signs of change in corporate America that, if expanded, could open the door to opportunity for many more low-income workers, according to work force experts.

Corporations are beginning to change their hiring behavior, prodded by a tight labor market and pressure to diversify their work forces. More companies, experts say, are broadening their recruiting efforts, adding apprenticeship and other on-the-job training programs.

Dropping the four-year college degree requirement is a critical step. Recent research shows companies are gradually trimming the degree prerequisite in job listings.

The four-year degree filter is a rigid barrier to advancement for many workers. Nearly two thirds of American adults do not have four-year degrees. Screening by college degrees hits minorities particularly hard, eliminating 76 percent of Black adults and 83 percent of Latino adults from the job pool.

In recent years, organizations like Opportunity@Work and the Markle Foundation have pushed the concept that skills rather than degrees should be the basis for hiring and career advancement in most occupations.

A 2020 study by researchers from Opportunity@Work, Harvard University, Cornell University and the professional services company Accenture dissected skills in different occupations and found that up to 30 million workers had the skills to realistically move to new jobs that paid on average 70 percent more than their current ones.

That study coined an acronym for those without college degrees but with valuable work experience — STARs, which stands for “skilled through alternative routes.”

Last month, the Ad Council began a public-service advertising campaign that features successful STAR workers and calls the bachelor’s degree requirement the “paper ceiling.”

The marketing drive, which is planned to run for two years, is being done in cooperation with Opportunity@Work. The campaign has the financial and marketing support of corporations including Accenture, Chevron, Google, IBM, LinkedIn, Walmart and Workday, all of which are easing college degree requirements in hiring.

Changing beliefs come before changing behavior, said Gerald Chertavian, chief executive of Year Up, which he founded more than two decades ago. And Mr. Chertavian is encouraged by the recent shift in hiring practices at some corporations.

This year, about 4,000 students will enter Year Up programs at locations across the country.

The Year Up students are 18 to 29. To be accepted, they must have a high school diploma or the equivalent. The program is designed to help low-income young people. Three-fourths of the students are Black or Latino.

The course tracks include software development and data analytics, but also general business skills like project management and sales support. Since the pandemic, classes are a hybrid mix of in person and online.

Over the years, the soft skills, mentoring, coaching and support services to help students stick with the program and navigate corporate life have been layered on.

The students pay no tuition and receive a small stipend during coursework and a larger stipend during their six-month internships with employers. The graduation rate is 70 percent, and the average starting salary for graduates is $48,000, a middle-income wage.

The income gains are lasting, according to a long-term, federally funded evaluation of the program. In updated findings published in May , the researchers found that after six years, Year Up students — including those who did not graduate — made 30 percent more than a comparable group of young people who did not experience the program.

An engine of growth for Year Up recently has been forging deeper relationships with corporations that host large numbers of the program’s interns. The appeal is mainly to self-interest: Studies show that companies pay up to 30 percent more for college graduates than for those without four-year degrees but equivalent jobs skills and experience, and turnover is higher for college graduates.

Corporate diversity goals are also an incentive. Mr. Chertavian makes the case that work force diversity will increasingly become a competitive consideration, similar to the environment and climate change, an issue that employees, customers and investors care about.

“Some major corporations are realizing this is not a nice thing but a really valuable thing,” he said. “It’s becoming part of their talent acquisition strategies.”

Four companies are hosting more than 100 Year Up students as interns this year, and the nonprofit expects the number of companies to more than double next year, suggesting the current economic uncertainty has not yet affected diversity hiring plans.

Typically, about half of the student interns are hired by their host companies, and most others are able to get jobs elsewhere. Eighty percent of Year Up students are employed or enrolled in postsecondary education within four months of graduation.

JPMorgan Chase brings in more than 300 Year Up students for internships annually. The program’s students tend to possess an outsize drive to succeed because they have different life experiences than most bank employees, said Daniel Clarke, a vice president of emerging talent at JPMorgan Chase. “They come from situations that are tough and they pushed through,” he said.

One of his colleagues, Aaliyah Morgan, an emerging talent program manager, dropped out of high school and endured stints of homelessness. But she persevered, earned her high school degree and found her way to a Year Up program in 2016, which led to an internship at JPMorgan Chase.

Ms. Morgan graduated with a business skill in anti-money laundering analysis, but she said more important were the counseling, coaching and confidence building at Year Up and JPMorgan Chase. “It gave me the self esteem to feel that I could actually fit into a place where I never thought I could,” she said.

There is a growing track record of success for programs that are attuned to the hiring needs of business but go well beyond teaching technical skills. The older, larger organizations that evolved over the years include Year Up, Per Scholas , NPower and Project Quest . More recent entries showing strong results include Merit America and Pursuit .

Lawrence Katz, a labor economist at Harvard University, was the lead author in a 2020 study of the comprehensive programs, which included Year Up, Per Scholas and Project Quest. Such programs, they concluded, delivered lasting wage gains of 11 percent to 40 percent.

“There are very valuable lessons here for the government to improve its programs,” Dr. Katz said.

Applying those lessons on a broader scale is the purpose of the government Good Jobs Challenge grants.

“This is a significant commitment of resources, and there will be a lot of eyes on the results,” said Maria Flynn, chief executive of Jobs for the Future, a nonprofit that will identify and share best practices among the grantees. “That will really influence what is proposed and funded going forward.”

Steve Lohr covers technology, economics and work force issues. He was part of the team awarded the Pulitzer Prize for explanatory reporting in 2013. More about Steve Lohr

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