Career Pathway to Nursing in Minnesota

Employment programs can offer a variety of services to refugees in a range of ways, including career pathway opportunities. Career pathway programs are centered on moving a refugee through the steps of a career, taking into account the barriers, short term or long term goals, education requirements, and labor market projections in local areas. Career pathway programs offer assistance for refugees at different stages in their resettlement.

At Higher, we like to spotlight successful career advancement programs that can give clients access to job upgrades and provide more tailored services, like the Medical Careers Pathway (the Pathway) at the International Institute of Minnesota (IIM). The Pathway assists refugees and immigrants interested in pursuing a career in nursing or who are enrolled in nursing programs throughout the Twin Cities and Minnesota. The Pathway began with the Nursing Assistant Training (NAR) program in 1990, as a way to provide skilled workers for the growing need for certified nursing assistants in the area. Over the next nine years, NAR received requests regarding advancement training, so the Medical Career Advancement Program was created in 1999. Due to the need for additional educational support, the first College Readiness class began in 2000. Extra support services have grown over time as populations have changed, industries have evolved, and education has become more readily available.

Today, the Pathway supports participants in these ways:

As practical nursing programs take at least one year to complete and registered nursing programs take at least two years to complete, the Pathway focuses on preparing students for making the most of their time in these rigorous programs. Because many students enrolled in the Pathway are simultaneously working as nursing assistants or in other entry-level positions, it can often take 3 to 5 years for them to complete training, especially if they are English language learners. The Pathway is dedicated to assisting those with barriers to upgrading their first job and with career planning for lifelong career growth.

The Pathway students who gain employment in various nursing positions, Certified Nursing Assistants (CNA), Licensed Practical Nurses (LPN) or Registered Nurses (RN), are tracked for one year and can return for additional support as they move through higher degree programs.

Program Funding and Costs

Scholarships are available for up to two semesters of tuition assistance for the MCA program, which specifically provides support for those who have already been accepted into college-level nursing programs. MCA tuition assistance is available to all students who qualify. In 2017, MCA awarded $54,200 in scholarships to nursing students. NAR is free for participants outside of costs required for transportation, uniform, and $130 for a background check and state test fee. The Pathway is partially funded through a grant called Minnesota Job Skills Partnership from the Minnesota Department of Education and Economic Development (DEED) and received community support from the Greater Twin Cities United Way.

Partnerships

The Pathway partners with Saint Paul College and Hubbs Center for Lifelong Learning to offer the College Readiness Academy (CRA). CRA provides free college readiness classes which include college navigators to assist new Americans entering the U.S. college system, and the Academic Advantage program, , which provides support classes for nursing pre-requisites and a Test of Essential Academic Skills (TEAS) preparation class. CRA students pay a minimal fee of $20 for books. Scholarship funding for nursing students is provided through private donations and government grants. The Pathway has created relationships with employers to hire program graduates as nursing assistants, practical nurses, and registered nurses.

The Pathway Graduate Success Story

Kushe came to the United States from Burma and enrolled in the Nursing Assistant training program. After excelling in IIM’s training program, she began working as a nursing assistant in the long-term care industry. Kushe enjoyed her work, but found that she wanted to be able to do more for her residents; she needed to become a nurse. She returned to IIM for a College Readiness grammar course that strengthened her English in preparation for college courses. IIM’s Medical Career Advancement program awarded Kushe scholarships and connected her with tutors as she pursued her nursing degree.

Today, Kushe and her family are thriving. In 2015, Kushe passed her licensed practical nurse board exam. She and her husband bought their first home, and their three children are in school programs for gifted children.

NAR Program Achievements

The Pathway accomplishments are shown through quantitative proof as well as success stories; of the 140 Pathway Nursing Assistant Training graduates, 98% pass the Minnesota Nursing Assistant certification, and 85% are placed in jobs. The Pathway program graduates are earning higher incomes, too—their average starting wages were $13.96 for Nursing Assistants. Those completing the MCA or CRA are earning $21.90 for LPNs, and $29.47 for RNs.

For more information regarding the Pathway, contact Julie Garner-Pringle, Admissions and Client Services Manager, Nursing Assistant Training 651-647-0191 x314 or JGarnerPringle@iimn.orgor Michael Donahue, Medical Careers Pathway Director, 651-647-0191 x318 or MDonahue@iimn.org.

Creating a career pathway program such as IIM’s Medical Career Pathway or Hospitality Careers Pathway Program is a way to provide more intensive client services, provide trained groups of potential employees for vacant fields or needy employers, and employ labor market information to project growing industries to have long-term success.

 

Does your office have a great career pathway program you want to share? If so, please write to us at informaton@higheradvantage.org

 

WES Pilot Provides Alternative Credential Assessments for Syrian Refugees

Resettled refugees often face several barriers to formal recognition of their credentials, preventing them from reaching their full career potential. This is especially problematic for refugees arriving without official documentation such as a completed transcript, diploma or other proof. A World Education Services (WES) pilot in Canada has tested an “alternative assessment” methodology using available evidence of educational attainment and professional achievements when these official documents cannot be obtained. WES is a non-profit organization that evaluates and advocates for the recognition of international education qualifications.

As Canada has resettled more Syrian refugees, local institutions and employers voiced concern that these refugees, many of whom are highly-educated, would not have access to recognized credential documents for pursuing higher education or regulated professions in the future.

“Because Syria had a highly-literate population and a well-functioning education system before the war, we knew many of these refugees would be highly educated, proficient in English or French and determined to resume professional careers or pursue further study. Recognition of previous education in Syria, therefore, would become a priority for these individuals, since it is critical to this goal,” shared Denise Jillions, Associate Director of WES Global Talent Bridge, during a recent webinar about the pilot project.

WES started exploring the degree of support among academic institutions and regulatory bodies for an alternative assessment model allowing for use of non-verifiable or incomplete documents, in contrast to their standard strict document policy. They decided to move forward in testing a new service delivery model among Syrian refugees in Canada to determine the validity and potential utility of alternative assessments. WES received 337 applications for the pilot program between July 2016 and May 2017, and they were able to prepare Alternative Credential Assessments for applicants who submitted at least one piece of documentary evidence.

Preliminary Findings

78% of refugee participants surveyed after the project indicated that the Alternative Credential Assessment will be useful in taking next steps toward their education and/or career goals. About 20% of those surveyed who already have plans for using the assessment indicated they would like to pursue a new profession, with the majority of respondents reporting they would like to use their assessment to pursue higher education, return to their original profession or find a similar position suited to their level of experience and education.

About 73% of end-users, including academic institutions and employers, reported confidence in the alternative methodology for assessing credentials. Some institutions reported that they are already accepting the assessment for admission to colleges, universities and regulated professions, while other institutions are still reaching a decision on how to use it.

WES hopes to expand this pilot program to the U.S. in the future, and will report their final findings and plans when the project analysis is complete. In the meantime, check out their 2016 report, Providing Pathways for Refugees: Practical Tips for Credential Assessment, which includes six steps for credential assessment for refugees and displaced people.

Written by Carrie Thiele.

Support for Refugee and Immigrant Entrepreneurs in Silicon Valley

Immigrants are nearly twice as likely to become entrepreneurs as native-born U.S. citizens[1]. A community initiative in Silicon Valley is now engaging the immigrant and refugee entrepreneurial spirit through a program focused on supporting potential new business founders.

The Pars Equality Center created the Pars Entrepreneurship Program as a response to a forum that it held; where newly-arrived refugees were invited to hear the stories of successful Iranian-Americans. Participants began asking for more tools, mentors, and practical advice on starting businesses.

Just a couple of years after it started, the Pars Entrepreneurship Program has already become wildly popular, shared Ellie Derakhshesh-Clelland, the Senior Director of Social Services at the Pars Equality Center. Shortly after creating an Entrepreneurship Program page on Facebook, the page had more than 3,000 followers. “That by itself is an indication of what a huge need there is for a program like this,” said Ellie.

“We sat down and brainstormed with aspiring entrepreneurs for about three months to find out what their needs were,” said Ellie.

The outcome is that Pars Equality Center now hosts bi-weekly meetings featuring experts and business founders who lead roundtable discussions about particular entrepreneurship topics. Topics range from how to incorporate a company to sales planning and fundraising. The group is currently at capacity, with some 50 refugees and immigrants who have been in the U.S. for 3 – 7 years in regular attendance. In addition, a group of mentors is available for individual questions outside of the larger group meetings. Pars Equality Center staff have been successful in finding subject experts and mentors through their personal networks and LinkedIn searches.

Although the group is diverse in age and professional background, one commonality is that “they all have an entrepreneurial mindset,” said Ellie. “They came to Silicon Valley with the hope of starting their own company.”

Twelve entrepreneurial initiatives, all tech-based, have blossomed since the program began. Participants practiced describing their business concepts at a recent Pitch Day event, where investors and advisors were invited to provide feedback. From there, eight participants were selected to take part in a meeting with a capital venture firm and three vendors. Ellie said that although investors expected young refugees and immigrants would need a lot of guidance, they were “in awe of their talent” and also learned new ideas from the entrepreneurs.

The Pars Equality Center is a community-based social and legal organization that focuses on integration of Iranian-Americans, immigrants and refugees.

Written by Carrie Thiele.

[1] https://hbr.org/2016/10/why-are-immigrants-more-entrepreneurial

Hospitality Training Programs in Minnesota

Employment in the hospitality field is one of the top three industries for newly arrived refugees in the United States. However, housekeeping can be more than just a refugee’s first job, it can also be a career. The International Institute of Minnesota knows that refugees can grow into a variety of positions in this field with the assistance of their Hospitality Careers Pathway Program (HCPP). The HCPP provides three different courses; Hotel Housekeeping, Supervisor Training and College Readiness in Hospitality. Hotel Housekeeping is a 6 week course focused on training hotel housekeepers on the basics of job. Supervisor Training is a 6 week course that helps people currently working in the industry to move into supervisory positions with a focus on managing employees, data entry and personal development plans. College Readiness in Hospitality is a 16 week course to prepare students for the Hospitality Pathways Program at Normandale Community College. The course accompanies students through a career-focused college hospitality management course, helping students to earn 8 free college credits.

HCPP uses an empowerment-focused model that draws on student experiences, allowing students to shape the classroom leadership curriculum and provide advice to each other about navigating the American workplace.  In addition, all participants are able to practice customer service industry-specific English and soft skills.

In order to register for the Hotel Housekeeping class, students need to be motivated to work in the hospitality industry and read and write in English. Hospitality experience is required for the supervisory or college readiness courses. All courses are free and include a 1-month bus pass to offset transportation costs. Program costs are primarily funded by Women United under the Greater Twin Cities United Way.

A Success Story

Dorcas is an asylee from Liberia who came to the US in 2013. After completing Hotel Housekeeping at IIM, she obtained her first job. Dorcas continued to take Supervisory Training after starting her job and she now works as the Director of Housekeeping at a hotel. She is also enrolled in Hospitality Pathways Program at Normandale Community College, pursuing a certificate in Hotel Operations. Read her entire story here.

For more information regarding the Hospitality Careers Pathway Program, contact Julie Rawe at jrawe@iimn.org or Najma Mohamud at nmohamud@iimn.org.

 

Does your office have a great career pathway program you want to share? If so, please write to us at informaton@higheradvantage.org

 

A Focused Approach on Job Upgrades and Skills Certifications

Bu* started as a counter and sorter at a laundry service company and over time earned a promotion within the company to reach a job that he loves in maintenance. Amal* came to the U.S. with an engineering degree from Iraq and is currently studying for the Fundamentals of Engineering (FE) exam while working as a Civil Engineering Inspector.

These are just two of many client success stories from Laura Honeycutt, U.S. Committee for Refugees and Immigrants in North Carolina (USCRI-NC) Employment Specialist. Laura helped launch a Career Enhancement Opportunities (CEO) program last year at USCRI-NC with funding from ORR’s Targeted Assistance Grant and private funders.  The CEO program provides targeted employment support for clients with professional experience and clients seeking job upgrades.

The CEO program has now been in operation for about a year, serving approximately 40 clients during that time. The program focuses on:

  • Job upgrades and raises: When clients have established a job history in the United States, USCRI-NC works with employers to see if clients are eligible for a promotion or wage increase at that company.
  • Career pathways to new certifications, re-certifications, and higher education opportunities: Some clients come to USCRI-NC with a specific training goal in mind and others learn about the opportunity as they talk through their career options.

Having a dedicated employment specialist to focus on job upgrades and highly skilled clients has provided additional one-on-one attention for a group of clients that can sometimes be overlooked.

Clients in the CEO program have seen successes, ranging from certification and placement in security guard positions to a promotion at Panera Bread. Another client is working at Cisco after earning recertification in Cisco Certified Network Associate and Cisco Certified Network Professional. Some CEO participants are becoming registered with the state as HVAC technicians, and several clients have earned their commercial driver’s licenses and are now work with trucking companies.

How does your team go above and beyond in seeking out job upgrades and serving highly-skilled clients? We’d love to hear at information@higheradvantage.org.

*Names changed to protect client privacy.

Post written by guest blogger Carrie Thiele

Interactive Map Shows Foreign-trained Occupational Licensing Law Updates

IMPRINT has created a map showing legislative updates related to the occupational licensing of foreign-trained immigrants and refugees. IMPRINT is a coalition of organizations such as the Welcome Back Initiative, the Massachusetts Immigrant and Refugee Advocacy Coalition, and Upwardly Global that identifies and promotes best practices in the integration of immigrant professionals.

Click here to see if your state has laws that are either pending or have been enacted from 2014-2017. Several of the laws focus on healthcare professionals; educational and architectural professionals are also included. Other laws establish task forces that will evaluate credentials and workforce integration of foreign-trained professionals, rather than focusing on specific industries.

While you’re visiting IMPRINT’s website, check out another resource they have available, mentioned in a previous Higher bloga map showing organizations and resources available for skilled immigrants across the country.

Guest post written by Carrie Thiele

Three Critical Factors for Developing Occupational Training Programs

How do you decide which refugee occupational training programs to develop when there are countless options?

Huda Muhammed, IRC Baltimore Program coordinator

Maryland has found a winning strategy that includes labor market evaluation, employer input, and consideration of client interests and past experience. ORR’s Targeted Assistance Program (TAP/TAG) grant is given by Maryland Office for Refugees and Asylees (MORA) to Baltimore City’s Mayor’s Office of Immigrant and Multicultural Affairs (MIMA).

MIMA works with training program providers to ensure contextualized Vocational English language training (VELT)and industry-recognized credentials (where required by employers) are part of each program.

MIMA chose to subcontract a portion of its funding to the International Rescue Committee to provide industry recognized training programs, in addition to placement and case management services. The IRC is using the funding to partner with the Community College of Baltimore County (CCBC) and different vendors to provide medical front office, welding, and forklift training programs, all adapted for the refugee community.

The focus areas for these short-term occupational programs were chosen very carefully. Huda Muhammed, Program Coordinator at IRC, says, “The first thing I do when thinking about training in the Baltimore area is go to O*NET and research occupational growth projections, average salaries, and for potential employers in the area.”  The Occupational Information Network (O*NET) is under the sponsorship of the U.S. Department of Labor/Employment and Training Administration and is the nation’s primary source of occupational information. Muhammed then validates her data with local employers, she shares ideas on training programs, and she gauges employers’ interest in hiring training program graduates. This ensures training programs respond to real workforce needs.

A final step in the selection of trainings to develop is to “always look at the background of your clients and the jobs they’ve had before,” said Huda. Many of her clients have welding experience and were very interested in obtaining a welding program certification in the U.S., confirming that it was a solid training focus.

The process has paid off – the average wage for graduates of any of the training programs was more than $13 per hour in July 2017.

We’d love to hear about short-term occupational programs in your state. Email us at information@higheradvantage.org to share your story.

Guest post by Carrie Thiele.

When Serving Highly Skilled Refugees, You Don’t Need to Re-invent the Wheel!

Many refugee employment professionals dream about developing customized employment services for clients with higher levels of education and professional experience. Unfortunately, because of limited time and resources, these dreams are rarely realized.

Take heart, my friends! You don’t need to re-invent the wheel. Momentum has been building on the issue of skilled immigrants for the past decade, and some great resources have been developed that you can use, adapt, or refer clients to directly.

Check out the organizations and initiatives below:

Upwardly Global– Upwardly Global (UpGlo) provides customized training and support for skilled immigrants and connects them to employer partners interested in hiring global talent. In addition to its 4 brick and mortar locations (New York City, San Francisco, Chicago, and Silver Spring, MD) UpGlo offers online training programs for skilled immigrants who live elsewhere in the US. In the past year, Upwardly Global has begun offering refugee-specific services, including an online learning portal, free access to Coursera online college courses, and other tailored trainings and resources.

IMPRINT Project– The IMPRINT Project is a coalition of organizations active in the emerging field of immigrant professional integration. Imprint works closely with business, government, higher education and other partners to raise awareness about the talents and contributions of immigrant professionals. In addition to the services that member organizations provide, IMPRINT provides a wealth of resources on its’ website including publications, program resources, articles and op-eds and webinars. Check out the IMPRINT Project’s recently released interactive map which showcases over 50 programs and services around the country that are designed to help immigrant and refugee professionals.

Global Talent Bridge– An initiative of World Education Services, Global Talent Bridge is dedicated to helping skilled immigrants fully utilize their talents and education in the United States. Global Talent Bridge’s services include support, training, and resources for community organizations, government agencies and employers; direct outreach to skilled immigrants, including seminars and comprehensive online resources; and policy advocacy at the local, state and national level. To get started, check out their Resources for Immigrants page.

Welcome Back Initiative– The Welcome Back Initiative focuses on internationally trained health workers living in the United States. They do this primarily through their network of “Welcome Back Centers” which provide orientation, counseling and support to foreign-trained health workers. Welcome Back Centers currently exist in California, Massachusetts, Rhode Island, Washington State, Maryland, New York, Texas, Colorado, and Pennsylvania.

Community College Consortium for Immigrant Education(CCCIE) – In addition to the professional experience and education immigrants bring with them, many also pursue education here in the US. Classes at a community college are often the first step. CCCIE’s mission is to raise awareness of the important role community colleges play in delivering educational opportunities to immigrants and to promote and expand the range and quality of programs and services for immigrant students among community colleges around the country. For an orientation to this organization and what they do, check out their Immigrant Students and Workforce Development page.

In addition to the great resources listed above, don’t forget about mainstream workforce development programs/resources in your region that may provide the extra boost that a skilled immigrant needs to break into a professional job. Contact your local American Job Center to inquire about training opportunities including Apprenticeships, On-the-job Training, and Individual Training Accounts (ITAs).

What are your go-to resources for refugee clients with professional backgrounds? We’d love to highlight your success story. Get in touch at information@higheradvantage.org.

Webinar Alert: Post-Employment Services and Strategies for TANF Programs

August 2, 2017, 1:00 – 2:00 PM EST 

Post-employment services that align with individual’s interests, strengths, and abilities are necessary to ensure they can maintain or advance in employment. Unfortunately, many TANF participants tend to obtain low-skill/low-wage jobs with little room for advancement and can experience difficulty retaining jobs.

TANF programs strive to address this issue by offering a variety of post-employment education, training, and supportive services designed to help TANF families sustain long-term livable wage employment and occupational advancement. Given the significant flexibility TANF programs have in the type of post-employment support offered, these services vary across states and programs, depending on the needs of TANF participants.

This interactive webinar will highlight how TANF programs continue to support TANF participants post-employment through a variety of approaches.

Register here.

3 Ways to Empower Highly Skilled Clients

Refugee employment staff are deeply committed to the work that they do and work hard to empower all clients. Finding ways to empower clients of different skill levels takes creativity and intentionality.

Empowering highly skilled refugees is a unique challenge as it requires balancing immediate needs with long-term aspirations. Creating a standard approach to helping clients develop both short-term and long-term goals will help them have realistic expectations and a sense of optimism for their career path!

Here are 3 best practices for empowering highly skilled clients as you help them work towards their career goals:

1.) Build volunteer/internship opportunities into the Job Readiness experience

Where can you provide opportunities for highly skilled clients to use their skills during the job search process? Consider providing volunteer/internship opportunities for these clients at your agency or at other local organizations or employers.

One idea is to have highly skilled clients mentor or assist in teaching ESL to lower skilled clients. Providing volunteer/internship experiences will be good for clients’ morale and will look good on a résumé!

2.) Take a collaborative approach 

Collaborate with highly skilled clients on a job search strategy that takes into account both their short term needs and long term goals. Encourage highly skilled clients to participate in their job search by assigning them tasks they can complete themselves to move their job search forward.

Wherever possible, provide choices that allow the client to guide the process. Providing choices for our clients can be empowering, as explained in this video interview with Carrie Thiele, Integration Programs Manager at ECDC/African Community Center in Denver, CO.

3.) Develop a long-term career plan

Be sure to let highly skilled clients know that after they attain the first step of basic self-sufficiency you really want to see them take the next step to move towards their career goals.  Remind them that their first job is not their last job, but rather just the first step to achieve economic security.

Set an appointment for 6 months after they begin their first job in which you will discuss appropriate next steps to pursue, whether that be credential evaluation, a job upgrade or a referral to another training or employment program.

Consider connecting highly skilled clients to a volunteer career mentor who can support them through the process of pursuing their career goals (Check out this guide from LIRS on setting up an employment mentoring program).

We are looking for stories from the field about agencies that have provided volunteer or internship opportunities for clients or have implemented other creative strategies. Share your story by sending us an email at information@higheradvantage.org.