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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
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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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Careers begin at Job Corps.

Whether you’re searching for a new career, finishing your high school diploma or exploring your options, Job Corps can provide you with FREE training to jump-start your future.

Job Corps is the nation’s largest free, residential career training and education program for low-income young adults ages 16 through 24.

With 10 industries to pick from and countless careers to explore, Job Corps has an opportunity for anyone ready to work hard and grow. See which career paths are a great fit for YOU. 

Job Corps is not just a career training program. You’ll also receive everyday staples AND a supportive community. All of this for FREE.

Hear stories from hundreds of Job Corps students about how Job Corps paved their path to success.

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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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Training Resources for Job Seekers

Are you looking for new skills? Do you need training? Find out about no-fee employment and training services available throughout the state.

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• Learn what occupations are growing in demand, which ones offer better pay, or have the most openings. Find out how  Labor Market Information  can help you prepare for your future.
• Explore  Employment Projections  by occupations for jobs that will be in high demand in the future so you can plan your training.
• Not sure what kind of training you need? Contact your nearest  America’s Job Center of California SM  (AJCC) for a no cost skills assessment.
• Basic Training – Obtain a GED or strengthen your basic math, English, or reading skills.
• Vocational Training – Become trained in skills in that are needed for jobs in demand today.
• On-the-Job Training – Become trained by a local employer in skills needed for a particular job through on-the-job training programs or apprenticeship opportunities.
• If you are receiving or have exhausted your Unemployment Insurance benefits, you may be eligible for  Employment Training Panel’s  no fee training. Find out if you qualify for  job training opportunities .
• Your local AJCC offers workshops on interview skills, applying for financial aid, job search techniques, and writing a résumé. Topics vary based on location. Contact your local  AJCC  for details.
• If you are out of work, need job training, or need to brush up on your skills, the Workforce Innovation and Opportunity Act (WIOA) program may help you. The WIOA funds a variety of employment and training programs for youth and adults in various levels of services depending on needs and eligibility. Services are offered in AJCCs throughout the state.
• Collecting Unemployment Insurance benefits? Find out how the  California Training Benefits  program allows qualified individuals to continue to receive Unemployment Insurance benefits while in approved training.
• Trade Adjustment Assistance Act  - Assists workers who have lost their job or have reduced hours due to increased imports.
• Contact your local  AJCC  for referrals to training, as well as other employment-related services.
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More high schoolers are seeing greater value in on-the-job training than college: Study

Top reasons for not attending college include an unwillingness to take on debt, the pressure that college brings and the fact that it may not be worth the money.

Fewer high schoolers are motivated to go to college and are prioritizing on-the-job training and certificate programs that can land them jobs faster, cheaper and easier, according to a new survey.

College enrollment has decreased by 8% since 2019, previous reporting by USA TODAY shows. According to a new survey published this month, top reasons include an unwillingness to take on debt, the pressure that college brings and the fact that it may not be worth the money it costs to attend.

Information for the survey, conducted by the Bill and Melinda Gates Foundation, was collected from both high school juniors and seniors and young adults ages 18 to 30 who chose not to go to college. Respondents were asked in focus groups and online whether they see "excellent/good value" in a four-year degree, as well as other educational and vocational paths.

This was their response.

How the data breaks down

College value is "middle of the pack" for high schoolers and non-enrolled adults, the survey found, with 72% of students saying four-year degrees have an "excellent/good" value and 57% of non-enrolled graduates saying so. That's down from 60% when non-enrolled graduates were surveyed the previous year.

On-the-job training seems to be more valuable to both high school students and non-enrolled graduates, with 83% of the former indicating it is excellent or good and 77% of the latter saying so. Favor for trade and vocational schools are up 63% from 58% for non-enrolled graduates from the previous year.

A two-year degree ranked at just under 70% and 63% for its value being excellent or good.

Other findings

The top two reasons for pursuing a four-year degree, according to both groups, are the ability to make more money and the opportunity to get a better job with a greater chance for promotion.

The survey revealed that 58% of high schoolers and 51% of non-enrolled graduates agree that "these days, a good job requires a college degree," but the barriers in doing so may be tougher than ever to get around.

High school students said encouragement from counselors, teachers and parents to attend college is mostly positive, but talk around continuing education is less positive among peers. Here's how that breaks down:

• School counselors (47% said mostly positive)
• Parents (44% said mostly positive)
• Teachers (34% said mostly positive)
• Classmates (29% said mostly positive)
• Social media (16% said mostly positive)

The research found that most college info sources target high schoolers and not young adults moving farther away from "college age."

The proposed solutions

High schoolers are more uncertain than ever about whether they should spend money on a degree, especially if there isn't a topic of study they are particularly interested in pursuing. Young adults are unsure how to reengage with school if they do become interested, especially with the added responsibilities they likely now have.

The proposed solutions for high schoolers, according to the survey, are:

• Debt relief, expert help with financing
• Expert assistance charting a solid college path to a career
• Ensure return on investment

The proposed solutions for non-enrolled grads, according to the survey, are:

• Help with connecting dots between interests, college options and career paths
• Help with coming up with some sort of on-ramp to completing a degree

Browse the full report in greater depth here .

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On-the-job training and apprenticeships

Learn how GI Bill training programs can help you pay for books, supplies, and housing while you’re learning a trade or skill through on-the-job training or apprenticeships. Find out how to get these education benefits.

Am I eligible for education benefits?

You may be eligible for benefits if you qualify for the GI Bill and want to work in an industry or job that has on-the-job training, like:

• Hotel management
• Firefighting

Who’s covered?

• Spouses and children getting benefits through either the Fry Scholarship or the Survivors’ and Dependents’ Educational Assistance (DEA) Program
• Children getting transferred benefits under the Post-9/11 GI Bill (also called Chapter 33)

Exception: You can’t get on-the-job training if you’re an active-duty service member or a spouse using a transferred benefit.

What benefits can I get?

• Money for books and supplies
• Money for housing, if you use Post-9/11 GI Bill benefits

How much money will I get?

Your payment depends on which GI Bill program you’re using.

Check the current payment rates

If you use the Post-9/11 GI Bill, you’ll also get monthly housing allowance (MHA).

Find out how we determine MHA

How do I get these benefits?

You’ll need to make sure the program is approved for VA education benefits.

Use the GI Bill Comparison Tool to find out if the program is approved

You’ll most likely need to enter into a training contract for a set amount of time with an employer or union. During training, you’ll probably get a salary from the employer or union, which can go up as you gain more skills. When you finish your training, you’ll get a job certification or journeyman status.

Last updated: December 15, 2023

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Targeting Areas with High Unemployment, Adams Administration Will Bring Public and Private “Hiring Halls” Directly to Communities, Launch New Jobs and Talent Portal

Adams Administration Has Already Reformed Requirements to Make City Jobs More Accessible

Mayor Adams Launches Multi-Pronged Effort to Connect More New Yorkers to Jobs and Training, Reduce Barriers to Opportunities

March 27, 2024

Video available at: https://youtu.be/tiiEqUgPHGU

NEW YORK – New York City Mayor Eric Adams today announced “ Jobs NYC ,” a new multi-pronged citywide effort to reduce barriers to economic opportunities and deliver workforce development services directly to communities across the five boroughs that are experiencing high unemployment. The collaborative effort will focus on three core pillars: 1) revamping the administration’s “hiring halls” in an effort to bring public and private job opportunities and career services to economically-disadvantaged communities on a monthly basis in each borough, 2) launching a new Jobs.nyc.gov talent portal to connect New Yorkers to job and training opportunities, and 3) continuing to reform the city’s Minimum Qualification Requirements to make certain entry-level jobs within city government are more accessible. In June 2023, Mayor Adams removed the bachelor’s degree requirement for certain city jobs.

“While we have a lot to celebrate in recovering all of the private-sector jobs lost during the pandemic — more than a year ahead of schedule — our recovery has not been equitable and it has not yet reached every New Yorker. That’s why we are doing everything we can to make sure New York City remains a city for working-class people,” said Mayor Adams . “Black unemployment is still far too high in New York City and across the nation, but Jobs NYC will bring a whole-of-government effort to meet New Yorkers where they are — helping to build an economy of the future with real pathways to family-sustaining careers. This is how we ensure all New Yorkers, particularly those in Black and Brown communities, have access to the jobs of the 21st century, and this is how we can continue to recruit a workforce that is reflective of the diversity of our city. Jobs NYC will help us build a city where opportunity reaches every borough, block, and neighborhood.”

“We have recovered all of the private-sector jobs lost during the COVID-19 pandemic. However, that recovery has not been equitable,” said  First Deputy Mayor Sheena Wright . “The unemployment rate for Black New Yorkers is 9.3 percent compared to 3 percent for white New Yorkers. This difference is unacceptable. Through a new jobs portal, hiring halls across the five boroughs, and changes to the Minimum Qualification Requirements for city jobs, we are making additional changes to close that gap. These investments build upon the Adams administration’s work throughout the past two years. We created job hubs in select neighborhoods, launched the largest public-private loan fund for small businesses in the city’s history, and set a $6 billion record in M/WBE awards. Today’s announcement ensures that all New Yorkers have the opportunity to participate in the city’s thriving economy.”

“At the start of this administration, we committed, through Executive Order 22, to invest in the city’s talent and workforce development systems,” said Deputy Mayor of Housing, Economic Development, and Workforce Development Maria Torres Springer . “The key to that investment was to develop strategies that centralize, and better coordinate workforce services and programming for the benefit of New Yorkers who need them most. The Jobs NYC portal and Jobs NYC hiring halls — digital and physical points of entry to the city’s workforce system — bring public and private employment opportunities and workforce programming together in a central place, realizing the goal of a better centralized and coordinated talent and workforce development system that meets New Yorkers where they are.”

“Jobs NYC provides the full spectrum of resources a New Yorker needs to find a job, from a one-stop shop online portal to career training to job opportunities in both the private and public sectors, and delivers it right to the communities most in need,” said  Deputy Mayor for Strategic Initiatives Ana J. Almanzar . “This all hands-on-deck government approach will make it easier for New Yorkers to better participate in our economy and uplift entire communities. I want to thank all the community based-organizations, government agency partners, private-sector collaborators, and my fellow deputy mayors who are ensuring that everyone has a fair chance to prosper in our economic recovery.”

“Today’s announcement executes on our values to expand opportunities in every area across the city and to take action to see that every individual and family has the chance to fully participate in the economy,” said Deputy Mayor for Health and Human Services Anne Williams-Isom . “We encourage interested New Yorkers to explore opportunities to work for Team New York City as part of our city government. There are so many fulfilling career pathways to help us build an ever stronger and more equitable city.” 

“Jobs NYC leverages the strength and scale of New York City’s public workforce system and its many partners to ensure city resources are more easily accessible and reaching the communities that need them the most,” said  New York City Mayor’s Office of Talent and Workforce Development Executive Director Abby Jo Sigal .   “This integration of technology and community partnership helps streamline client access to important career services and other benefits, so all New Yorkers can more easily find the resources they need to obtain good-paying jobs and share in the city’s economic prosperity.”

“Democratizing technology and removing barriers to access critical services and information are key commitments made by the Adams administration, and the Jobs NYC talent portal is yet another example of delivering on these promises,” said  New York City Chief Technology Officer Matthew Fraser . “Jobs NYC, and its targeted training and workforce development resources, make it easier for more New Yorkers to be skills-ready and connect to greater economic opportunities across the city.”

“There is no greater privilege than working for the city and serving our fellow New Yorkers, and thanks to this effort to reevaluate some of the city’s more restrictive titles through our Minimum Qualification Requirement reviews, it is our hope that more people than ever will be eligible to join our great municipal workforce,” said  New York City   Department of Citywide Administrative Services (DCAS) Commissioner Dawn M. Pinnock . “With the launch of Jobs NYC, we are not only expanding opportunities for New Yorkers to find meaningful employment, but also ensuring that our city's workforce represents the diversity and talent of our communities. Through innovative advancements like the renewed hiring halls and the online jobs and talent portal, we are breaking down barriers, and fostering equity and access in every corner of our city.”

“Jobs NYC is an example of this administration’s commitment to bringing resources directly to communities,”  New York City Mayor’s Public Engagement Unit Executive Director Adrienne Lever . “Rather than asking people to navigate multiple government websites to find help, this streamlined approach will make it easier for New Yorkers to apply to jobs. The Public Engagement Unit is thrilled to support this important initiative to bring employment resources and job opportunities to more New Yorkers.”

“Jobs NYC is about more than just employment. It is the embodiment of SBS's mission to unlock the economic potential of all New Yorkers,” said  New York City Department of Small Business Services (SBS) Commissioner Kevin D. Kim . “SBS is proud to support this initiative by connecting jobseekers directly with employers, ensuring that everyone in New York City has the opportunity to succeed as we build up the ‘City of Yes.’”

“Jobs NYC will bring economic opportunities directly to communities throughout the five boroughs. This initiative will build on the extensive investments already made by the Adams administration to reduce barriers between employers and those seeking employment,” said  New York City Mayor’s Office Community Affairs Unit (CAU) Commissioner Fred Kreizman . “CAU is eager to support Jobs NYC and connect New Yorkers to jobs, services, trainings, and more.”

“We are proud to partner on the development of the Jobs NYC talent portal,” said  New York City Mayor’s Office for Economic Opportunity Acting Executive Director Carson Hicks . “Helping New Yorkers to more easily access jobs and training opportunities is a key part of our mission to increase economic opportunity.”

“New York City’s economic recovery has been robust, but it has also been uneven with many communities, especially communities of color, still experiencing high rates of unemployment and economic instability. As a result, we continue to see more New Yorkers relying on government benefits to make ends meet,” said  New York City Department of Social Services Commissioner Molly Wasow Park . “With Jobs NYC, the Adams administration is taking the necessary steps to reverse this trend and ensure that New York City’s recovery is truly equitable. We look forward to working with our Jobs NYC partners to reduce barriers to employment and connect disadvantaged New Yorkers to quality employment opportunities that will lead to long-term financial security.”

“Our city has experienced a great economic rebound, but the benefits of this recovery have not been equally distributed. Through Jobs NYC, this city is helping bridge the gap — bringing employers to the table and placing job opportunities at the fingertips of every New Yorker,” said  New York City Chief Equity Officer and Mayor's Office of Equity & Racial Justice Commissioner Sideya Sherman . “The city is taking an important step in reversing this trend by focusing resources, including hiring halls, trainings, and educational programs, towards the communities with the highest unemployment rates. We are pleased to collaborate with our fellow city agencies and community partners to help more New Yorkers start and grow their careers.”

“Jobs NYC builds on the New York City Department of Youth and Community Development’s existing workforce development efforts, and we are thrilled to help secure hiring hall sites and volunteers in support of Mayor Adams’ forward-thinking vision to enhance the lives of working-class New Yorkers,” said New York City Department of Youth and Community Development (DYCD) Commissioner Keith Howard . “DYCD is excited to work alongside our administration colleagues and provider partners to connect communities to training and paid opportunities, particularly in neighborhoods that need jobs the most.”

Chaired by First Deputy Mayor Wright, with Deputy Mayors Torres-Springer, Almanzar, and Williams-Isom as co-chairs, Jobs NYC brings a whole-of-government approach to building a more equitable city through workforce development. Working across nearly two dozen city agencies, in addition to partnering with community organizations and private partners, the Adams administration will revamp the already popular hiring halls. Not only will these hiring hall take place in each borough on a monthly basis in areas of the city experiencing employment disparities, but — in addition to connecting New Yorkers with job opportunities in the municipal workforce — these events will now provide jobseekers with the unique opportunity to engage with multiple organizations, including employers interviewing for roles and community-based organizations connecting talent to training and other opportunities.  

To deliver job and training opportunities citywide, the Adams administration also launched the Jobs NYC online talent portal, a free resource managed by the Mayor’s Office of Talent and Workforce Development and accessible through the MyCity portal that connects job seekers to career opportunities, free employment services, and occupational-skills trainings for opportunities in both the public and private sectors.

In June 2023, DCAS began reducing barriers to employment within city government by reforming the city’s Minimum Qualification Requirements for entry level civil service titles. To date, DCAS has completed review on 17 entry-level titles with the potential to impact 20,000 jobs and expand eligibility for civil service positions that were previously restrictive and posed difficult for many applicants to meet minimum qualifications. Previous requirements mandated a college degree or credits, but with this updated review, the city is now more inclusive and equitable, focusing on relevant work experience and practical skills rather than formal education.

Today’s announcement builds on a series of policy reforms made by Mayor Adams to retain top talent in the city workforce, provide high-quality services to New Yorkers, and create equitable pipelines to enter the city’s workforce, which has historically been a vehicle for economic mobility for millions of New Yorkers. Last month, Mayor Adams made city government more family-friendly for thousands of employees by expanding both paid parental and family leave for non-union city workers. Impacting over 10,000 municipal employees and making the city more competitive with municipalities and employers across the country, the Adams administration doubled paid parental leave for non-union employees, from six to 12 weeks, and began providing up to 12 weeks of paid family leave for those caring for seriously ill family members.

In the last 13 months, Mayor Adams has successfully negotiated contracts with unions representing 95 percent of the city’s workforce and 100 percent of the city’s uniformed workforce — the quickest any mayoral administration has reached that milestone in modern city history. These agreements with District Council 37 , Communications Workers of America Local 1180 , the Marine Engineers’ Beneficial Association , Uniformed Sanitation Workers’ Union Local 831 , the United Federation of Teachers (UFT), the Police Benevolent Association , the Uniformed Officers Coalition , the Council of School Supervisors and Administrators , Teamsters Local 237 , and dozens of other unions have all included wage increases, including retroactive wage increases for employees that had not received a raise in years. Additionally, many of these contracts included dedicated funding to address retention and recruitment challenges and other important benefits, such as the child care fund established in the agreement with DC 37.

Additionally, in an effort to retain talent in the human services sector, just two weeks ago, Mayor Adams announced a $741 million investment for an estimated 80,000 human services workers employed by non-profit organizations with a city contract as part of a new cost-of-living adjustment.

“The nonprofit sector is an economic engine in New York, and human services organizations help people find jobs and also employee over 125,000 workers in New York City, said Michelle Jackson, executive director, Human Services Council . “Unfortunately, the sector is facing significant vacancy rates and the recent multi-year -of-living adjustment investment announced by the mayor goes a long way in helping that, but we also need to find and retain new talent. Jobs NYC provides a great opportunity for local nonprofits to find that new talent while also connecting people in their programs to other job opportunities, particularly in areas with high unemployment.”

“Economic opportunity is critical for safe, healthy communities,” said Ionna Jimenez, project director, Brownsville Community Justice Center . “By bringing employment opportunities right to Brownsville's doorstep, Jobs NYC's localized approach not only reduces barriers to employment but also promotes greater community cohesion and fosters economic growth at the grassroots level.”

“New York City’s workforce is the backbone of its economic success. The Jobs NYC effort builds on the commitment of the Adams administration to the development of an inclusive, post-pandemic economy by increasing access to employment-related resources and on-ramps online and in-person,” said  Gregory J. Morris, chief executive officer, New York City Employment and Training Coalition .   “As a membership that is relied to connect New Yorkers, of all ages, in every borough, to people on the path to good paying jobs that sustain them and their communities, we acknowledge the innovative initiatives put forth by Mayor Adams to make New York 'work' for working people. From the moonshot goal on apprenticeships and the establishment of an Office of Community Hiring to the Women Forward NYC Action Plan and today's announcement regarding the reformation of the city's minimum qualification requirements, we are readying New Yorkers who drive our local economy today, and our young people who will make up our future workforce for this transformative moment in our city’s economic development and growth.”

“JobsFirstNYC will support the Jobs NYC initiative by providing access to our innovative Skills Mapping initiative, helping jobseekers better understand their skills and how they connect to jobs available during neighborhood employment events and in the broader market place, and facilitate connections with   OneTen, a national coalition of top employers working to bridging the opportunity gap for skilled workers without college degrees,” said Marjorie Parker, chief executive officer and president, JobsFirstNYC . “JobsFirstNYC remains dedicated to partnering with all workforce development stakeholders, including employers, jobseekers, and training programs, to foster equitable economic opportunity and empower individuals in every community.”

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L.A. promised to hire 200 Black workers from a job training program. That hasn’t happened.

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An LA partnership that is supposed to place 200 Black trainees in city jobs is falling short. One worker whose desk job offer was revoked was told to try sanitation.

Tekoah “TK” Flory was thrilled to receive a job offer from the Los Angeles Bureau of Street Lighting last September. Flory had been directing traffic at Dodger stadium, a seasonal job that would be coming to an end soon.

After taking on a series of minimum wage jobs, Flory, 31, was looking forward to starting a career in a city job Flory believed would pay $40,000 to $60,000 a year. 

“I was so excited, elated, ready to budget for the year,” said Flory, who uses they/them pronouns. “I was excited to have a career in this city instead of just working a job, instead of being just above broke or just making enough to eat.” 

But in January, the city rescinded the job offer. Flory was back where they started. 

Flory applied for office work in the street lighting bureau through the city’s Workforce Equity Demonstration Program , a partnership between the Los Angeles Black Worker Center and the L.A. Department of Public Works . Participants who get several weeks of training at the Black Worker Center can apply for positions in Public Works without having to take a civil service exam, often a barrier for applicants. 

The partnership contract signed in 2022 promised the city would hire 200 Black workers trained by the Black Worker Center. Trina Traylor, campaign director for the center said the city agreed to hire them by June 2024. 

But so far only 49 of the 83 people trained have been hired. Besides Flory, one other applicant had their job offer rescinded. 

“We are nowhere near that (200) number for different reasons, some that are not clear or satisfactory to us,” said Yodit Semu, a program specialist at the L.A. Black Worker Center’s Ready to Work program. 

While organizers are pleased that some program participants were placed, they fear the slow pace of city bureaucracy is hindering opportunities for other Black workers.

Meanwhile, as the city faces a 17.5% job vacancy rate, Mayor Karen Bass is moving to cut vacant jobs to deal with a budget deficit.  

“It is vital that Black workers have access to jobs offered by the city and across the city and the mayor will continue work to make sure the current economic picture does not roll back that commitment,” Zach Seidl, a spokesperson for the mayor, said in an email.

The public works department did not grant interviews and said they would send a written response to questions. They did not by deadline.

A promise of c ity jobs for Black workers

Since the Reconstruction Era, when the U.S. Postal Service first hired formerly enslaved Black workers, the public sector has long been a source of good jobs for Black people, according to a 2020 report by the UCLA Labor Center .

One in 5 Black workers in Los Angeles County works in government, compared to 1 in 10 non-Black workers, the report says. In L.A. County, Black workers in the public sector make 46% more than counterparts working in the private sector. And about 44% of Black public sector workers owned homes, as opposed to 28% of Black private sector workers. 

“There’s this general saying in Black communities of, ‘Get you a good government job,’” said Déjà   Thomas, the report’s coauthor. “The data affirmed that. Black workers in the public sector were faring better when it came to income, insurance, home ownership — all those metrics of socioeconomic status.”  

And Black government workers enjoy better job benefits and protections than workers at other jobs, because those are union jobs that include built-in raises.

“Black workers in the public sector were faring better when it came to income, insurance, home ownership — all those metrics of socioeconomic status.”  Deja ThomAs, author of the ucla report “Reimagined Recovery”

Now Black workers are retiring at high rates, with no pipeline to replace them, said Thomas, who also is a program manager for UCLA’s Center for the Advancement of Racial Equity at Work.

The COVID-19 pandemic worsened employment opportunities for Black workers. 

Black workers lost jobs at higher rates than other demographic groups during the pandemic and have not recovered them to the same extent as other groups, said Sarah Bohn, a labor economist with the Public Policy Institute of California. 

Unemployment among Black workers is 7.4% compared to 5% for the state overall, Bohn said. 

“The discrimination piece is a really important one to think about, because it’s not just educational attainment and where you live or where the jobs are,” Bohn said. “There’s a lot unexplained in comparing people with similar education levels and backgrounds.” 

From 2000 to 2018, the percentage of Black workers in public sector jobs declined from 27% to 22%, Thomas said. 

In response to shrinking government job opportunities for Black workers and job loss  during the pandemic, the L.A. Black Worker Center created the 1000 Strong coalition of unions and labor groups to push the city and county of Los Angeles to create more pathways to city jobs. 

The Workforce Equity Demonstration program launched in 2022. It’s similar to the city’s Targeted Local Hire and Bridge to Job programs, which recruit, hire and train local workers from  disadvantaged and low income communities.

Ready to work

A friend told Flory about the opportunity to get a city job through the L.A. Black Worker Center. Flory signed up for the center’s workforce development program, Ready 2 Work , which trains participants over five to seven weeks on various skills they may need to find a quality job. 

Participants get training on resume building, financial literacy, leadership, interview preparation and workers’ rights, as well as how to use Microsoft Word and Excel.

Flory said the Ready 2 Work program was “where I was able to find myself again and recognize that I have a lot of strengths and I have a lot of talents I can share with my community.”

The most impactful element of the program, Flory said, was being able to build a community of Black women and non-binary folks to support each other. That element of community, organizers said, is essential for succeeding in often discriminatory or challenging work environments. 

“I feel like in that space, we were able to cultivate a loving community environment where we each felt safe, seen, heard, respected and empowered,” Flory said.  

When the Workforce Equity Demonstration program was created, the L.A. Black Worker Center had provisional offer letters from the city’s sanitation department that guaranteed nearly all of the Ready 2 Work graduates that year had jobs, Thomas said. 

Since then, things have been a lot more challenging, organizers said.

The city has assigned Kevin Gresham as a coordinator to the L.A. Black Worker center  to help navigate the Workforce Equity Demonstration program. “Kevin has faced so many obstacles,” Traylor said. “Nobody returned his phone calls. The other departments don’t even respond to him when he requests meetings.” 

Sanitation so far has been the most helpful department in Public Works, Traylor said; it  has taken most of the 49 workers the city hired through the program. Other departments with hundreds of open positions have not been as cooperative, she said. 

Engineering, for instance, has 218 open positions, sanitation has 786, street lighting has 112, contract administration has 104 and street services has 404 open positions.

City officials did not grant CalMatters interviews with Gresham or anyone in the public works or sanitation departments.

Budget cuts threaten open jobs

Even when city departments agree to hire workers, the application process is often slow. Applicants in the workforce equity program reported going through multiple interviews and waiting months for background checks. 

Flory said they interviewed with street lighting in August, completed a background check in October and received a provisional start date of Nov. 6.

It wasn’t until January that the department told Flory the job they had been offered was classified as above entry level, and so they didn’t qualify. Flory said Gresham suggested they apply to the open jobs in sanitation.

Flory said they were baffled and had been looking forward to employment stability, after going through other employment difficulties, especially as a Black, trans, non-binary person. 

“So even though I’m qualified, even though I meet all of these things, just because of that one stipulation I no longer had an opportunity to work with the city,” Flory said. “And yes, I was given other opportunities to do manual labor. But when you’re excited to start a career and transition into an office setting, doing manual labor for the city doesn’t cut it.”

Flory has done odd jobs such as helping friends move, to make ends meet. For now, they’re back to working at the Dodger Stadium. 

“I was excited to have a career in this city instead of just working a job, instead of being just above broke or just making enough to eat.” tk flory, los angeles worker

Traylor said it appears that with her program participants, things seemed to come to a halt when their applications reached the city’s personnel department. 

“We’re not getting a whole lot of reasoning,” Traylor said. “We know that Kevin is working very hard inside the city to get other departments to offer jobs to our participants. But it’s like they don’t really want to engage the program.”

The city did not grant CalMatters an interview with anyone in the personnel department.

Bass had promised to improve hiring practices in November, when the city reported 10,000 vacant positions. 

Since then, Seidl said, more than 3,500 positions were filled after citywide career fairs and hiring programs “helped break down barriers” to city jobs. He added that the mayor’s administration has assigned staff to support training programs to fill public works vacancies. 

Now, the city is facing a nearly $300 million budget deficit and Bass has announced plans to eliminate 2,000 vacant positions .

According to a city memo , the mayor ordered departments to “halt all hiring processes” and implement a “prioritized critical hiring” process. That means only jobs that fulfill a limited list of requirements can be filled. 

It’s unclear how the job cuts will affect the workforce equity program, but city officials said public works jobs are a priority.  

The L.A. Black Worker Center officials said they still consider the program a success, with 59% of the Ready 2 Work graduates landing city jobs. The program is continuing to train people who will be eligible for city jobs. 

“We acknowledge that there is always room for improvement, and we are committed to continuously striving for better outcomes for all participants,” said Ashley Clayton, a spokesperson for the center. “We believe that with the continued support and collaboration of the city and other stakeholders, we can enhance the effectiveness of the (Workforce Equity Demonstration) project and further increase placement rates in the future.” 

Black Worker Center organizers planned to meet with Bass today about ways to make the program work better.

More on employment

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Thousands of Californians got a shot at better careers through this program. Is it working?

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Alejandra Reyes-Velarde California Divide Reporter

Alejandra is a California Divide reporter writing about inequality in Los Angeles. She previously covered breaking news, the pandemic and Latino communities for the Los Angeles Times. She earned her bachelor’s... More by Alejandra Reyes-Velarde

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How you can ‘Fast Track’ your career in early childhood education

RICHMOND, Va. — Taylor Harris is one success story of the Virginia Early Childhood Foundation’s (VECF) Early Educator Fast Track initiative.

“I work with school-aged and infants,” the assistant teacher told CBS 6 inside New Direction Childcare and Learning Center on the city’s Southside. “Being able to see their milestones is so beautiful. It's such a warm, heartwarming feeling.”

Harris is one of 40 new educators placed with 13 childcare centers when the Fast Track program launched in Central Virginia last May.

“They have competitive compensation starting at $17 an hour, and then you can keep going and earning more,” Harris explained.

The initiative connects early childhood education programs with newly trained assistant teachers.

Fast Track trainees who enroll in the program will be paid a competitive wage ($17 per hour in this region) and receive four weeks of paid online and on-site training and guaranteed job placement, with bonuses at six months and one year of employment, according to a press release.

“If we're going to have a stronger economy, if we're going to have happy and healthy and prosperous families, we've got to do more to help families access, quality, affordable childcare,” said Karin Bowles, VECF’s vice president of strategy.

Early childhood programs in the region that participated in Fast Track last year reopened closed classrooms, expanded classrooms and/or served more children and families.

“We love those stories of people that this is a really meaningful career switch for them,” Bowles recalled.

The application deadline has been extended to Monday, April 1.

“If you are feeling passionate about working with children, you've been second guessing, or you've been seeing little signs — take this as your big sign to go and apply,” Harris stated.

To be eligible for the Early Educator Fast Track program, applicants must have a high school diploma or equivalent, have English proficiency, pass required background checks and be eligible for employment in the U.S.

Participants will commit to one year of employment at one of the participating centers. Applicants may have experience or be brand-new to early childhood education; those already employed at a child care site are not eligible.

Those interested in taking part in the program should click here to complete a brief interest form.

This is a developing story, so anyone with more information can email [email protected] to send a tip .

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March 27, 2024

Path to employment was rewarding work for VCU program graduate with a disability

Kelly mccown was part of the ace-it in college initiative through the rehabilitation research and training center and the school of education., share this story.

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By Lucian Friel

For many teenagers, independence starts with a job and money in their pockets. At 14, Kelly McCown began working around her neighborhood – watering plants, caring for pets and doing household chores for neighbors.

“Kelly’s had a number of jobs since she was in high school,” said her mother, Lucy. “With each job, she’s gained a new set of skills. I’ve seen greater self-assurance, and she seems to have a nice command of the job once she gets it, which is usually fairly quickly. What I really liked seeing is the people around her understanding that she is enthusiastic, generally pleasant – and that she can do the job, enjoys doing the job and doing it well.”

In 2018, McCown graduated from  ACE-IT in College , a program that began in 2010 through Virginia Commonwealth University’s  Rehabilitation Research and Training Center  and the  School of Education . The program is a 20-plus-credit certificate for people with intellectual and developmental disabilities.

ACE-IT students take VCU classes and participate in campus activities and work opportunities that align with career goals and interests. McCown’s experiences and internships included working at VCU’s  Child Development Center  and the Virginia Museum of Fine Arts.

“One of the best internships she had was at the VMFA,” Lucy said. “She started with small tasks, but by the end of the semester, she could walk a group, with assistance, through an art exhibit and explain it. It showed the growth over the course of the semester. It was kind of my model of what an internship should be, helping someone start small and end big.”

After graduating from ACE-IT, McCown was employed as a teacher’s assistant at a child care center until mid-2021, when the COVID-19 pandemic interrupted that role. But then she joined the VCU RRTC’s  Business Connections  program.

Business Connections, primarily funded by the  Virginia Department for Aging and Rehabilitative Services  and the  Virginia Department for the Blind and Vision Impaired , is a supported employment service provider for people with disabilities in Richmond and surrounding areas. Employment specialists assist clients in finding competitive, integrated employment in the community and provide ongoing support – and for McCown, it meant a transition from child care to customer service.

Rachael Rounds , the program manager of Business Connections, said McCown had a second stint as a teacher’s assistant at a different child care center, but when that role was redefined, “the employment specialist used Kelly’s outstanding social skills to land her a customer service role.” In summer 2023, McCown began working at a national clothing store in the Richmond area.

“I like my co-workers and my manager,” McCown said. “I like helping people and asking people how their day is – and I like getting a paycheck.”

Noah Whibley, a supported employment specialist with Business Connections, praised McCown for being “super social; she’s very outgoing. She loves working with people.” Whibley, who had a connection to the retailer through another client, praised the retailer, too.

“They’ve just been a super accommodating, flexible employer for Kelly,” Whibley said. “The employer allowed me to be there to support her during the interview, and we worked together to walk through the onboarding and training process for Kelly.”

One of McCown’s basic responsibilities is checking the fitting rooms. A stoplight timer will cue her to inspect the spaces for occupancy, as well to recover clothing and hangers. She has a written schedule, a binder and a chart that help her account for various sizes and tags.

But McCown’s expanded tasks include engaging with customers and fielding their questions. She ensures that patrons adhere to clothing limits for the fitting rooms, and as she collects unwanted items, she arranges them and restores them to the sales area.

As McCown continues to excel, Lucy applauded how the ACE-IT program helped her daughter through its structure, which helps teach time-management skills, and its encouragement of internships that build job skills outside the classroom.

Lucy also has advice for families seeking employment for a loved one with disabilities.

“Start with chores at home, then gravitate toward the neighborhood, then look for volunteer opportunities,” she said. “It’s another way to build those job skills, whether it’s at a church or around the community. I think that’s a good way to see what your child likes or doesn’t like. Where are their strengths? Do they like working with people? Would they rather sit in the back room and put library books away? You know, whatever it is.”

And McCown, thinking of others who also have disabilities, added some advice of her own: “Ask for help when you need it.”

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El Salvador

Chief of Party, USDA McGovern-Dole Food for Education and Child Nutrition Program

• Counterpart International

Counterpart International is seeking a Chief of Party (COP) for a 5-year USDA McGovern-Dole Food for Education and Child Nutrition Program which aims to reduce hunger and improve literacy and nutrition among school-age students, especially girls. With the support of the local and headquarters staff, the COP will provide vision, technical leadership, financial and administrative oversight of the program and will serve as the principle institutional liaison to USDA, local implementing country organizations, and host government agencies. The COP should have competence and extensive past experience relevant to leadership, management, project implementation and training of staff. The COP will also provide staff management and development, and ensure the highest quality of project monitoring, evaluation, reporting and communications.

The COP will collaborate with the Ministries of Education, Ministry of Health, and other critical partners to provide high-level support for effective capacity building at the local level and sustainability of the project interventions. The COP will oversee a team of experts and support staff, prepare reports and annual operating plans, align project initiatives with in-country priorities and ensure the program is compliant with USDA and Counterpart International’s regulations. The project must be designed to align closely with the current objectives of the Government of El Salvador.

Responsibilities

• Serve as primary liaison to USDA, Country headquarters, local and national governmental authorities, local NGOs, community organizations, and other donor organizations.
• Lead design and implementation of all program components and activities.
• Overall leadership, recruitment, training and supervision of office staff and partner organization.
• Facilitate learning and integration of Counterpart’s regional best practices on food security and nutrition initiatives and the program’s technical areas.
• Provide mentoring and professional development support to project staff, with emphasis on building capacity.
• Oversee budget preparation and provided overall financial oversight to ensure strict fiscal accountability.
• Ensure the highest quality of program implementation, monitoring, evaluation, reporting and communications.
• Ensure compliance with Counterpart and USDA rules and regulations, particularly with respect to financial and grant management.

Qualifications

• Minimum of 10 years’ experience in food security and nutrition, with a specific focus on school feeding, formal education, literacy training.
• Successful track record leading implementation US Government-funded projects (USDA or USAID) in developing country contexts, including oversight and management of personnel, finances, partnerships, host country relationships, and administration.
• Experience working on programs pertaining to commodities management, proven track record working with a range of government and community actors and managing teams in multiple offices and locations.
• Experience in the management of USDA school feeding programs desired, or similar USG programming.
• Excellent organizational, analytical, oral and written communications skills.
• Demonstrated supervisory and leadership skills in multi-cultural contexts.
• Professional proficiency in English and Spanish, oral and written, required.
• Good command of Microsoft Office, particularly word, Excel and PowerPoint.
• Master’s Degree in a relevant field.
• Experience managing USDA programs.
• Recent developing country management experience in Central or South America and a thorough understanding of the cultures, opportunities and challenges of those regions.

Counterpart is an equal opportunity/affirmative action employer and does not discriminate in its selection and employment practices. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability, protected veteran status, genetic information, age, or other legally protected characteristics.

Accessibility Notice: If you need reasonable accommodation for any part of the employment process due to a physical or mental disability, please send an email to [email protected]. Please view Affirmative Action/Equal Employment Opportunity Posters provided by OFCCP here .

Only finalists will be contacted. No phone calls, please.

How to apply

To apply please click on the link below:

https://careers2-counterpart.icims.com/jobs/1781/chief-of-party-of-mcgovern-dole-food-for-education-and-child-nutrition-program/job?mode=view&mobile=false&width=785&height=500&bga=true&needsRedirect=false&jan1offset=-300&jun1offset=-240&iis=Job+Board&iisn=LinkedIn

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