Per Scholas’s initiative with ActivateWork was featured in this opinion article, which advocates for Congress to adopt Senator Michael Bennet’s proposal to amend the Workforce Innovation and Opportunity Act (WIOA) by creating a Workforce Development Innovation Fund. This fund aims to expand evidence-based workforce development programs, like those in Colorado, which have proven successful in boosting economic mobility and providing high returns on investment. The authors highlight the need for reducing red tape and focusing funding on effective programs to help workers secure better jobs and strengthen the economy and showcases an ActivateWork learner’s experience.

For more details, you can read the full article here.

Some employers still list college degrees as job requirements, but that doesn’t mean they only hire people with bachelor’s or master’s degrees. They’re more interested in knowing you have the right skills to do the job well.

Given this reality, IT certifications are often just as valuable as degrees. In fact, someone with a degree typically needs certifications that demonstrate real-world skills. Even after IT professionals get jobs, they might need to earn additional certifications to remain relevant in their fields. Technology evolves rapidly, so workers must keep up with changes.

Per Scholas empowers individuals by giving them easy access to the tech education needed to pass certification exams. Importantly, Per Scholas often provides no-cost training that prepares you for your chosen IT certifications roadmap. Considering the average college student pays over $14,000 for tuition and fees each year, certifications have an obvious allure.

With Per Scholas, you could start earning money sooner without investing in high-priced college programs. But you need to take the right path to reach that goal.

Understanding the IT Certification Landscape

Before investing time or money, every learner should familiarize themselves with the various IT certification options available.

Foundational

Foundational IT certifications usually prepare you to work at a help desk, where you’ll assist clients who encounter issues with their computers, software, routers, etc. While these positions are often entry-level, they expose you to a wide range of concepts essential to IT. If you’re just getting started or don’t know what kind of career you want, explore foundational IT certifications.

Networking

Networking certifications often qualify you to do more than maintain and monitor computer networks. After proving your skills and gaining some real-world experience, you could work on projects that involve:

• Designing networks
• Integrating new assets with existing networks
• Helping companies choose networking options that fit their operational needs

Cybersecurity

Cybersecurity professionals protect data and IT assets in many ways. Some options include becoming:

• An incident manager who oversees IT maintenance and performance
• An information security consultant who helps companies protect their precious data
• A security engineer who develops and implements a plan that protects an organization’s IT assets

Cloud Computing

Cloud computing became an indispensable technology during the pandemic, and companies have continued to find new ways to embrace its benefits. As someone certified in cloud computing, you can help employers and clients get the most out of this emerging technology.

Software Development

Software development includes a broad range of projects. Popular career paths take qualified professionals to areas like:

• Developing web apps that help websites serve visitors
• Web designing that considers accessibility, functionality, and security
• Writing code that contributes to the success of larger applications

Choosing an IT Certification Roadmap

You’ll want to take some time to think about your career goals before committing to any IT certification roadmap. You can’t know where to start until you know where you’re going.

For example, if you know you want to work in security, you wouldn’t start learning software development before you master the fundamentals of IT security. You might decide to learn extra skills later to qualify for more job opportunities, but you can always earn additional certificates after you’ve secured a job.

The good news is that many IT professionals don’t need to complete college degrees to find jobs. You could get a job in computer science with no degree as long as you choose the right IT certifications.

If you can display skills in areas like software development, data analysis, and coding, plenty of employers will want you on their teams. Again, just make sure you choose certifications that align with your career goals.

Foundational IT Certifications

Foundational IT certifications ensure you have the essential skills to start your career. After passing these certification exams, you’re ready to enter the job market. Later, you might want to build on your skills to qualify for jobs that demand more advanced skills.

Regardless of how your career progresses, you want to start with certifications like CompTIA IT Fundamentals (ITF+) and CompTIA A+.

With CompTIA A+, you’ll learn valuable skills related to:

• Installing and managing operating systems
• Troubleshooting network issues
• Configuring computer systems
• Managing data
• Performing preventative maintenance

Every employer will expect you to have these skills. Earning a certification puts their minds at ease so they can feel comfortable hiring you for entry-level positions.

Specialized IT Certification Tracks

After learning fundamental skills, your IT certification roadmap will become more specific to your individual interests and goals. Consider earning some of the following certifications to advance your career.

Networking Certifications

If you want to pursue a career in networking, focus on certifications like CompTIA Network+ and CCNA. These certifications tell potential employers you have skills in:

• Using automation to compare, control, and manage networks
• Troubleshoot connectivity issues
• Configuring routers
• Improving network security
• Teaching others how to protect networks from security threats

You don’t need previous experience to take these certification exams, but you’ll need to learn essential skills to pass.

Cybersecurity Certifications

Digital transformation has made organizations more adaptable and nimble than ever. Committing to digital processes and products, however, increases cybersecurity risks. That’s why cybersecurity experts should have ample job prospects in the near future. In fact, the Bureau of Labor Statistics expects the job market to grow by 32% from 2022 to 2032.

To get started as a cybersecurity professional, pass the CompTIA Security+ certification exam. Preparing for the exam will introduce you to fundamental concepts about:

• Mitigating threats and vulnerabilities
• Choosing safe hardware, software, and data management processes
• Managing security programs
• Securing enterprise software

Once you establish the basics, your IT certification roadmap can lead you to more advanced options like:

• CEH (Certified Ethical Hacker)
• CISM (Certified Information Security Manager)
• CISSP (Certified Information Systems Security Professional)

Cloud Computing Certifications

Over 95% of enterprises using the public cloud have adopted a multi-cloud strategy. As more companies commit to cloud-based technologies, they’ll need more employees to optimize operations.  

Since Amazon Web Services (AWS) is the world’s largest cloud computing provider, becoming an AWS Certified Cloud Practitioner will help you stand out from other job candidates.

Per Scholas’s AWS re/Start training gives you a head start so you can pass the exam and find a position within months. The training prepares you with:

• Real-world projects and labs
• Multi-level projects built with dynamic technologies
• Soft skills that help professionals thrive in work environments

AWS re/Start prepares learners for entry-level positions. You can then follow an IT certifications roadmap that establishes you as an AWS Certified Cloud Practitioner. If you prefer Microsoft’s cloud environment, you could pass the Microsoft Certified: Azure Fundamentals exam.

Software Development Certifications

Software developers can earn salaries over $100,000 in a rapidly expanding industry. Before you can get a job, though, you need to prove your skills. Microsoft and Oracle offer some of the most reliable certifications.

Becoming a Microsoft Technology Associate (MTA) Developer demonstrates skills in:

• IT infrastructure
• Databases
• Building and testing software for the cloud, mobile devices, the web, and other environments

Becoming an Oracle Certified Associate (OCA) offers similar benefits employers find appealing. Depending on the specific track you take, your Oracle certification proves proficiency in areas like developing software in Java and building business tools for in-house use.

Creating Your IT Certification Roadmap

Planning your IT certification roadmap now will make each step easier as you progress toward your goal. Of course, making big decisions can feel intimidating, but don’t let that hold you back. Instead, you can take control of your professional future by following these steps.

Assess Your Personal Interests and Career Objectives

Identify your personal motivations for entering the tech industry. Do you love building things? Then you’ll probably enjoy focusing on software development. Do you like solving difficult problems? Then cybersecurity could fit you well.

You should also determine whether companies want to hire people with your interests. All these areas have tremendous growth potential, but job opportunities vary significantly by location. Review job opportunities in your area to determine whether there are opportunities you’ll enjoy. If you want a remote job, look into how that will influence hiring decisions and your role within a team.

Once you answer these basic questions, you should know which IT certification roadmap to use.

Research Certifications for Your Preferred Career Path

Are there certifications that show you have the right skills for your preferred career path? No matter what you want to do, an organization probably has some certifications that will interest you. Find them and decide which match your needs best.

Of course, you need to prepare for your certification exams. Per Scholas offers several intensive training programs that can help you pass your exam with confidence. Find a course that will get you ready for certification and start your career in technology.

Per Scholas Programs and Resources

Per Scholas supports budding IT professionals by giving them access to reliable training programs. Many courses are specifically designed to help learners pass certification exams.

Generally speaking, you can expect Per Scholas courses to last about 12 weeks. You can find in-person and online learning opportunities, although some courses are only offered in certain cities.

Once enrolled, you will attend classes Monday through Friday to gain as many skills as possible so you can pass your exam without worry.

The approach has worked for plenty of Per Scholas alumni, including:

• Tara Jacobs earned her CompTIA A+ certification and now works as an IT service desk technician in Austin, TX.
• Mira Winkel used Java development skills to become a data engineer in Seattle, WA.
• Simon Ayim took a 15-week Per Scholas course to become a cybersecurity professional in Dallas, TX.

Ready to Get Started? Your Next Steps on the IT Certification Journey

Per Scholas makes it easy to get started on your IT certification journey. With no-cost training held remotely and in many cities, you can learn the skills essential to passing certification exams.

Even if you already work in tech, you need to keep up with the latest trends. Per Scholas can help you become a lifelong learner who excels in a rapidly changing industry.

Apply to Per Scholas training today to get started.

 

Diversity and inclusion have become critical aspects of recruiting. Obviously, it’s good for organizations to give job applicants a chance regardless of their backgrounds and identities. Perhaps less obvious, though, is that companies embracing diversity and inclusion often perform better than competitors without diversity, equity, inclusion, and belonging (DEIB) initiatives. 

Some benefits of having a diverse staff include:

• Creative problem-solving that approaches issues from multiple directions.
• Reducing gaps in talent to make companies more agile and profitable.
• Increasing productivity by building happier teams.

If you haven’t addressed diversity and inclusion in your recruitment strategy, you might find the process a bit daunting. 

Per Scholas Diverse by Design is here to help. You can start with the following recommendations.

Creating Diverse Job Postings

Diversity and inclusion initiatives often begin at the recruiting stage. Companies need to write job postings that will attract a broad range of qualified applicants. Some strategies for meeting this goal include:

• Publicizing your diversity, equity, inclusion & belonging (DEIB) statement in the job posting.
• Discussing other important company values that enhance your DEIB statement.
• Prioritizing inclusive, person-first language in your job postings and descriptions.

Keep in mind that cob postings can do more than help you attract a more diverse talent recruitment pool. It can help you recruit high-quality talent that benefits your business outcomes. Surveys show that 53% of all workers see an organization’s commitment to DEIB as a massive benefit that can influence whether they decide to accept job offers.

Expanding Candidate Sourcing Channels

Where do you find your candidates?

Most companies use options like:

• Targeted advertisements or postings in professional publications
• Social media postings
• Colleges 
• Friends of current employees

While these channels can help you find well-qualified candidates, recruiting from the same sources will likely attract applicants from specific demographics. 

Using more channels to connect with potential candidates could lead to a diverse talent pool. Start finding more diverse applicants by:

• Adding hashtags like #LGBTQIA to online job postings to demonstrate your interest in attracting a broader range of people.
• Attending career fairs in more locations or with specific audiences in mind, such as those created to engage women in the tech industry.
• Asking for assistance from local groups, such as the local chapter of the NAACP, or working with professional organizations with minority memberships.

Implementing Blind Resume Reviews

Everyone has unconscious biases that can impact interviews and decision-making. Take steps to reduce or remove these biases so you don’t let unconscious biases influence hiring choices. 

Blind resume reviews remove any identifying information from the resume so hiring managers—or computer programs—cannot make decisions based on features like a candidate’s gender, race, religion, and socioeconomic background.

Additionally, you can include information about your blind hiring process on your job application portal and make it part of your organization’s DEIB mission. By advertising blind hiring and resume reviews as part of your hiring process, you can help people feel comfortable submitting their applications.

Promoting Inclusive Interview Practices

You need interviews to identify qualified candidates. However, like other parts of the hiring process, interviews could favor one segment of the population over others. Your organization can overcome these natural obstacles by promoting inclusive interview practices that promote diversity.

Such practices include:

• Using diverse interview panels that represent multiple segments of the population. This diversity should help applicants feel more comfortable. They also create opportunities for interviewers to ask questions from their unique perspectives, which can lead to more effective hiring decisions.
• Asking all applicants the same questions so you can follow an apples-to-apples comparison when making hiring decisions. Using the same list also helps ensure interviewers don’t ask biased questions.
• Training all people involved in hiring decisions to reduce their unconscious biases. 

When leveraged with other strategies discussed above, inclusive interview practices can dramatically help reduce bias in the hiring process while also allowing you to diversify your hiring. 

Establishing Diversity Goals

Organizations need clear, actionable goals to achieve real, tangible results.

To be clear, diversity goals don’t necessarily have to mean “Hiring X% of people of color.” 

Instead, goals can focus on changing hiring practices, creating more opportunities, and improving your organization’s culture. 

Goals might include:

• Increasing diversity-related training across your organization by partnering with professional organizations or hosting diverse speakers.
• Revamping your organization’s holiday calendar to promote time off for diverse religions.
• Improving your hiring practice to reflect existing diversity within the workplace.
• Creating or improving your DEIB statement.
• Partnering with professional organizations to help you better understand existing roadblocks and how you can improve your company culture. 

Partner With Per Scholas Diverse by Design

Prioritizing diversity and inclusion in recruitment leads to a more innovative workplace culture. It also enhances the overall talent pool by attracting highly skilled candidates who reflect your organizational values.

At Per Scholas Diverse by Design, we understand that the commitment to diversity is new for many organizations. That’s why we offer a robust array of services that can help ensure your hiring practices include diversity and inclusion.

Looking for more information? Contact us today to learn more about how we can help you grow your recruiting efforts by expanding your diversity and inclusion initiatives. 

On June 18th, Per Scholas Chief Revenue Officer Caitlyn Brazill participated in a panel discussion at Capgemini’s Business to Planet New York Sustainability Connect event. During the panel discussion: Green Economy and Job Creation, panelists discussed ways to foster positive change towards a greener and more inclusive economy. They explored public education, training for green jobs and the landscape for green business development, as well as the importance of a skilled workforce equipped to drive innovation and sustainability across various sectors.

Caitlyn discussed the renewable industry’s increasing need for skilled tech talent, and Per Scholas’ commitment to creating a diverse and inclusive tech workforce. “Equity is imperative – we have a tremendous opportunity to reshape our economy in the coming years, and shift investment into the kind of jobs and companies that will foster a greener planet,” Caitlyn said. “But if we don’t develop the talent pipeline in an equitable manner and create real pathways into those roles, we will continue to replicate the kinds of inequality and lack of representation we see in the tech workforce today.

“Nearly 9 in 10 Per Scholas learners are people of color, more than 40% identify as women and the majority come from communities and families who have been overlooked as a source of technical talent. Green companies can think differently about talent pipelines, partnering with effective workforce development organizations such as Per Scholas to create opportunities for diverse talent, and to design customized training programs that meet their company’s evolving needs.”

Congress Urges Summer Action on WIOA, Skills Development 

June was a busy month for workforce advocates around the country, as we watched leaders in the Senate Committee on Health, Education, Labor and Pensions (HELP) take up the Workforce Innovation and Opportunity Act (WIOA), a cornerstone legislation that since 2014, has funded the nation’s workforce development system. This comes months after the House passed A Stronger Workforce for America Act (ASWAA), which amends and reauthorizes WIOA with much-needed provisions that modernize the workforce system. Per Scholas saw several changes in the bill reflecting our tireless advocacy over the last few years. 

We look to Congress to take the next critical steps in authorizing a full WIOA legislation, one that after 10 years of powering America’s workforce system, can adequately resource the most underfunded services for workers and their families, and prioritize workforce programs that general long-term economic improvements for the people that need it most. 

WIOA Turns 10. Here’s What We’ve Learned:

The Workforce Innovation and Opportunity Act (WIOA) of 2014 marked a turning point for U.S. workforce, when Congress came together to establish the nation’s most comprehensive reform to federal workforce development programs. At an appropriation of nearly $5 billion every year, WIOA authorizes funding for states to implement workforce training programs and services. The law is designed to better help workers access opportunities for employment, education and training, and support services, and funds the nation’s web of 2,300 American Job Centers. 

Recent trends and data help us understand just how important it is to make not only urgent, but also effective, investments into the bill and modernize WIOA to serve U.S. workers, employers and training and education providers. The U.S. invests less than any other industrialized country (just 0.1% of GDP) on workforce development, and spends an estimated 30% less on workforce development today than it did in 2001, nearly a $2.5 billion reduction in the past 20 years. 

Even less of this funding goes towards job training (provided to workers through vouchers called Individual Training Accounts). Despite the millions of Americans served by the nation’s premier workforce development program, about 200,000 workers per year receive training using $0.5B in funds, and typically these vouchers have a maximum cap between $1,000-$8,000 per participant, creating issues around consumer choice and access to quality training. Overall, WIOA eligible training programs prepare participants for jobs that pay below the US median income and also below median income for individuals without college degrees. Workers and training providers already face a number of barriers when navigating such programs, made available on the Eligible Training Provider List (ETPL) that too often fails to adequately measure the quality of its education and training programs—including long-term earnings and other outcomes data. 

In contrast, sectoral employment programs with strong evaluations are proven to create quality career pathways alongside the onramps created by WIOA, yet currently the law dedicates no federal funding for sector partnerships; it’s a responsibility left at states’ discretion. By pulling together employers, workers, workforce boards, labor organizations and training programs that lead to in-demand industry credentials, like the Per Scholas model, the system can better address worker and labor needs.

Per Scholas provides no-cost, full-time training that opens a door for Americans who are committed to launching a career in technology to gain the skills and networks they need to succeed. For 28 years, Per Scholas has consistently helped adults increase their incomes 3x, and returns $8 in economic benefits for every $1 spent on training. With our proven model, Per Scholas has been able to increase our scale of 2000 adult learners per year in 2020 by 150%—that means in 2024 we’ll reach more than 5,000 immersive learners plus 2,000 alumni committing to upskilling. We’ve partnered with WIOA agencies in just under half of our 23+ campuses, to deliver high-quality training programs to communities historically left out of high-growth industries like technology.

Spurring the growth, scale and impact of our training relies on a federal government that can use this opportunity to be strategic with investments in the workforce system. Per Scholas applauds the House and Senate for its bipartisanship to drive WIOA forward with clear priorities, which will reduce barriers in advancing demand-driven training models like ours. 

House and Senate WIOA Priorities Take Shape:

In December 2023 the House Education & Workforce Committee passed ASWAA, with many of our key priorities included in the bill text. The Senate takes a different approach in many areas, and while still in it’s draft stages, Per Scholas highlights a few elements from the framework that offer a positive outlook:

• • Prioritizes evidence-based programming. For 2x evaluated models like Per Scholas, we’re excited to see WIOA provide a clear definition for “evidence-based” and encourage states to build emphasis around evidence-based activities in their State Plans. This creates better opportunities to promote and share information on high-impact programs to the public. 
  • Increases funding for skills development for adult workers. While the House specified WIOA spending (50%) on skills development for adult participants, the Senate framework drops this requirement. Instead, it would allocate more than $100 million in annual H1-B funding to increase funding levels for Individual Training Accounts (ITAs), or training vouchers. This  boost to funding levels would support higher-cost, higher-impact programs through WIOA.
  • Places a high bar on the Eligible Training Provider List (ETPL). The Senate takes requirements for the ETPL a step further than the House. For standard eligibility, providers will need to meet rigorous criteria, including having programs that result in individuals being work-ready, equipped with strong industry-specific skills and postsecondary credentials at the end of training, and lead to roles that fall in an in-demand industry or occupation with high wages. This creates measured accountability around which programs on the ETPL are proven to lead to lifelong, positive impact on participants. 
  • Emphasizes employer-sponsored training.  Similar to the House’ Critical Industry Skills Fund, the Senate framework better encourages state-level investments into industry or sector partnerships, tapping into state reserves (10% Title I) for employer-based training. The emphasis on work-based learning for the adult, dislocated workers and youth populations promises new onramps to employment in nontraditional sectors, through models like Per Scholas’ Registered Cybersecurity Apprenticeship. 
  • Simplifies eligibility determination for training.  The Senate bill follows the House bill’s lead in streamlining enrollment for training participants by allowing them to participate in an eligible training program while their eligibility determination is completed. This addresses a long-standing challenge for individuals burdened with additional intake, and providers like Per Scholas, who often take on the cost to train  individuals when WIOA eligibility isn’t yet completed before training starts.
  • Integrates alignment between education and training providers. Under Title II WIOA, the Senate framework creates new measures related to participant completion rates in employer-connected learning and in eligible education programs. This creates opportunities for partnerships between adult education programs (primarily through community colleges) and occupational training programs through organizations like Per Scholas, where employer connections are more robust. 

• Authorizes the Workforce Data Quality Initiative (WDQI) and makes robust investments into the workforce data ecosystem. Like the House, the Senate includes provisions to leverage a national source of data, facilitating cross-state wage data and other linkages, and overall, improving data quality on participant earnings and employment. This is a major victory for Per Scholas and other workforce advocates, and will be critical to data transparency around programs under WIOA. 

What WIOA Still Needs:

A final bill must transform WIOA from a patchwork system to one that is better funded to deliver high-quality skills training that supports long-term economic mobility for working families, helps employers hire diverse talent and make investments into their workers, and advances equitable pathways to quality careers.  

Workforce development and opportunities for Per Scholas alumni empower them to thrive with new in-demand skills and experience. It means lifelong impact for workers like Ryan Chapman,  a Per Scholas Greater Boston graduate who, with only a high school diploma and some hardware repair experience, decided to pursue a career in cybersecurity with Per Scholas. In just three months, he earned his CompTIA CySA+ certification. After graduation from Per Scholas, Ryan landed a role with a local employer as a Networking Technician making $61K/year, transforming his life. 

“When I got into Per Scholas I remember feeling like my dreams were actually starting to unfold. I remember feeling blessed. My feelings were reaffirmed on the first day I showed up to smiling faces, new friends, and excitement,” said Ryan. 

There are still critical resource needs, such as funding for effective workforce organizations to scale their efforts and develop new models that address emerging labor market needs— accomplished through a bill introduced by Senator Michael Bennet (D-CO), the Better Jobs through Evidence and Innovation Act, which establishes the Workforce Development Innovation Fund. Championed by Per Scholas, critical legislation like this would make funding available to evidence-based employment and training programs that generate demonstrated, long-term economic improvements for jobseekers and employers, and produce high-quality evaluations of their impact. 

“The passage of a new Workforce Development Innovation Fund would mean effective workforce training providers across the nation, like us, can keep investing in America’s most valuable asset – our people,” said Plinio Ayala, President and CEO, Per Scholas. “Prioritizing improvements based on evidence would scale programs with the best track record of helping workers and their families achieve self-sufficiency. A resource like this will allow us to reach more people, and bring economic prosperity to more communities.”

Other investments into education and training programs loom on the horizon, with Short-term Pell Grants still a major topic for many workforce advocates. Georgetown’s Center on Education and the Workforce predicts that 72 percent of jobs will require postsecondary education and training in 2031, and most of those jobs are expected to require a 4-year degree. With the Bipartisan Workforce Pell Act (H.R. 6585) at a standstill, Congress needs to be all-in on supporting career pathways and effective workforce development programs that are proven to advance economic mobility for working adults. We recommend lawmakers reinforce our shared recommendations via the America Forward Coalition, a network of more than 100 social innovation organizations that champion equitable, innovative, and effective solutions in workforce and education. 

As Congress charges ahead in summer 2024, Per Scholas will continue to work alongside policymakers to build on the latest WIOA framework, strengthen key reforms, and advocate for an equitable legislation that promotes our priorities. 

For more Per Scholas Perspectives, visit our website or contact Salwa Majeed, Senior Manager, Government Affairs at [email protected].

BRONX, N.Y. (June 28, 2024) — National nonprofit Per Scholas has appointed two new members of their National Leadership Team. Pam Kingpetcharat has been named the Chief Financial Officer (CFO) and Brittany Murrey as the Executive Vice President of Talent Solutions. Both women will support Per Scholas’ commitment to advancing economic equity and an ambitious plan to train 10,000 people yearly.

As CFO, Pam Kingpetcharat is responsible for financial planning and reporting, operations, budgeting, risk management, accounting and finance, payroll, and auditing functions. As Per Scholas evolves, Pam is responsible for ensuring that fiscal actions align with organizational objectives and priorities to train technologists with our no-cost training model.

Pam has more than 20 years of experience in the private, public, and nonprofit sectors. In the private sector, she advised leading multinational corporations, organizations, and government agencies about Information and Communications Technology policy, strategy and operations management, public finance management and reform, change management, and organizational effectiveness. Pam’s appointment took effect in June.

“I am excited to join Per Scholas and align our mission with our fiscal actions,” stated Pam Kingpetcharat. “The work I will do here mirrors one of my favorite quotes from Mixine Hong Kingston, ‘To me success means effectiveness in the world, that I am able to carry my ideas and values into the world – that I am able to change it in positive ways.’ I will carry my ideas and values to Per Scholas to advance our mission.”

As Executive Vice President of Talent Solutions, Brittany Murrey will lead the Talent Solutions team collaborating  with our more than 850 employer partners – from Fortune 500 companies to innovative startups – building sustainable and diverse talent pipelines, together changing the face of tech. With national remote training and campuses in more than 20 cities and growing, Brittany collaborates with our training and development teams to foster high-demand tech skills, including Cloud, Cybersecurity, Data Engineering, IT Support, and Software Engineering, and to close the widening skills gap for businesses. 

Brittany is a business and workforce development professional with experience advising employers about how to attract and engage diverse talent pools and improve career pathways for people from underserved communities. Recently, she supported the launch of an employer advisory department at the Center for Employment Opportunities with the goal of improving career pathways for job seekers facing employment barriers. Brittany’s appointment took effect in January.

“Per Scholas’ business model is evolving just like the tech industry is. I look forward to collaborating with leading businesses and our training and development teams to create diverse, robust tech talent solutions,” reflected Brittany Murrey. “As we continue to change the face of tech, we will also provide innovative hiring solutions for our employer partners.”

“Each year, Per Scholas trains more future technologists in the skills they need to be competitive and ready for a variety of roles, and our organization needs innovative leaders to continue our mission. I’m thrilled about Kim and Brittany’s appointments to Per Scholas’ National Leadership Team – as Chief Financial Officer and Executive Vice President of Talent Solutions –  and know that with their expertise, knowledge, and leadership, Per Scholas will continue to increase economic equity and advance opportunity throughout America,” said Plinio Ayala, President and CEO of Per Scholas.

About Per Scholas: 

For nearly 30 years, Per Scholas has been on a mission to drive equity and opportunity in the ever-advancing technology landscape by unlocking the untapped potential of individuals, uplifting communities, and meeting the needs of employers through rigorous tech training. By teaming up with dynamic employer partners, ranging from Fortune 500 companies to innovative startups, we’re forging inclusive tech talent pipelines, fulfilling an ever-increasing need for skilled talent. With national remote training and campuses in 20+ cities and counting, Per Scholas offers no-cost training programs in the most sought-after tech skills, spanning Cloud, Cybersecurity, Data Engineering, IT Support, Software Engineering, and more. To date, 25,000+ individuals have been trained through Per Scholas, propelling their professional trajectories into high-growth tech careers with salaries three times higher than their pre-training earnings. At Per Scholas, diversity, equity, inclusion, and belonging aren’t just buzzwords—they’re in our DNA. 85+ percent of our learners are people of color, two in five are women, and more than half hold a high school diploma as their highest educational credential. To learn more, visit PerScholas.org and follow us on LinkedIn, X, Facebook, and Instagram.

 

Noah Mitchell, Per Scholas’ Deputy Chief Training Officer, participated in GrantMakers for Education’s June 18th webinar: Postsecondary Spotlight on Workforce Training Pathways. Fellow attendees included Rebecca Taber Staehelin, Co-Founder & Co-CEO of Merit America, Dr. Garrett Warfield, Chief Research Officer of Year Up, and Frieda Molina, Director of Economic Mobility, Housing, and Communities at MDRC.

The panel of experts discussed the continued growth and impact of short-term sectoral training programs, such as Per Scholas, and what this growth means for ‘traditional’ higher education. They addressed the ability of such alternative education programs to offer meaningful economic mobility opportunities, especially for low-income individuals of color and their families, and the implications of the rise of such programs on postsecondary education leaders and funders.

Read more about the panel.

Watch the panel discussion.

Per Scholas Expands Tech Training to Kansas City

 The launch of the new Kansas City campus represents a pivotal moment in the efforts to bridge the digital skills gap and foster economic growth in the region; Now Accepting Applications

KANSAS CITY, MO (JUNE 26, 2024) – National tech training nonprofit Per Scholas launches its new campus in Kansas City, joining Great Jobs KC, the leading workforce development program in Kansas City, to provide holistic information technology training and career development opportunities. This strategic alliance marks a significant milestone in addressing the growing demand for skilled IT professionals in the Kansas City region. Per Scholas Kansas City will offer its no-cost technology skills training from its newest campus located at Offices at Park 39, 300 E 39th St., Kansas City, MO. In addition to Great Jobs KC selecting and investing in Per Scholas, Per Scholas Kansas City has received generous support from Comcast NBCUniversal, Cortex, Missouri Tech First Initiative powered by Cortex, and the NFL Foundation.

At the heart of this collaboration lies the shared commitment to empower individuals with the skills and knowledge necessary to thrive in the ever-advancing tech industry. Per Scholas brings its renowned approach to IT training, which integrates technical education with professional development, including soft and hard skills. Through this partnership, Great Jobs KC and Per Scholas learners will undergo a comprehensive 13-week program designed to equip them with the expertise and confidence needed to excel in the IT field. After graduation, alumni will work with Great Jobs KC Employer Engagement Managers as well as Per Scholas’ Talent Solutions professionals to ensure job attainment.

The Per Scholas Kansas City campus will serve as a hub for innovative learning and career advancement, and offer comprehensive training for CompTIA A+ certification, a globally recognized credential validating foundational IT skills, as well as Google IT Support certification. These skills and certifications will position alumni for success in the rapidly expanding Kansas City tech sector.

Per Scholas President and CEO Plinio Ayala expressed enthusiasm for the collaboration, stating, “We are excited to expand our reach to Kansas City through this partnership with Great Jobs KC. By combining our expertise in IT training with their proven track record of workforce development, we are poised to make a lasting impact on the lives of individuals and the economic vitality of the region. We are grateful for their investment and the support of Missouri Tech First, Cortex, the NFL Foundation, and Comcast NBCUniversal.”

“Per Scholas’ new Kansas City campus is an exciting development for the region’s workforce,” said Governor Mike Parson. “This initiative is another example of the collaborative partnerships that are investing in our communities and state’s economy. By equipping Missourians with skills needed for high-tech jobs, Per Scholas is helping pave the way for a stronger workforce, more resilient economy, and prosperous future.”

“Per Scholas is providing cutting-edge training that’s helping Missourians prosper by preparing them for jobs in the technology industry,” said Michelle Hataway, Director of the Department of Economic Development. “We’re grateful for the efforts of this organization as it opens doors for those entering the workforce or sharpening their skills in the Kansas City region.”

Per Scholas Kansas City’s inaugural cohort launched in May, beginning with its best-in-class IT Support course. Applications are open, and interested individuals can learn more and apply here for upcoming cohorts. Prospective learners must be at least 18 years or older, possess at least a high school diploma, authorized to work in the U.S., have a passion for technology, and have availability to be placed in a tech role following completion of the training.

Per Scholas unlocks potential for individuals, communities, and companies by offering rigorous, 12- to 15-week tech skills training and connecting Per Scholas graduates to high-growth careers in technology. Per Scholas Kansas City is the nonprofit’s second campus in Missouri, with outreach including Kansas, joining Per Scholas St. Louis, which has been training technologists in a variety of tech skills since the Cortex Innovation District brought the organization to St. Louis in 2022.

“We frequently hear from companies we grow and companies we recruit that the most important asset in a tech economy is talent,” said Sam Fiorello, President & CEO, Cortex. “Per Scholas is a model that proves that there are many paths beyond a four-year degree from a college or university for preparing someone for a successful tech career. We are proud to expand this training asset beyond the St. Louis region through our Missouri Tech First, powered by Cortex, initiative.”

“Equipping Missourians with the most in-demand skills and industry-informed training to navigate current and future opportunities is a business imperative as much as it is just,” said Kieran Blanks, VP of Workforce Systems at Cortex, which is spearheading the $7 million Missouri Tech First Initiative. “By strategically investing in our workforce and cultivating innovation, we are positioning Missouri as a national frontrunner in the digital economy, enticing companies seeking elite tech talent.”

Aligned with its commitment to diversity, equity, inclusion, and belonging, 85 percent of Per Scholas learners are people of color, more than 40 percent identify as women, and more than half have a high school diploma as their highest education credential. Per Scholas graduates are hired into tech roles by more than 850 employer partners nationwide, ranging from Fortune 500 companies to innovative startups. The Per Scholas model is proven and evidence-based. Per Scholas trains technologists go on to earn three times their pre-training wage in their first job following graduation. Plus, every dollar invested in Per Scholas results in an $8 net economic return.

“We are thrilled to join forces with Per Scholas to bring their transformative IT training program to Kansas City,” said Jimmy Swift, Great Jobs KC Chief Program Officer. “This partnership represents a significant investment in the future of our workforce, providing individuals with the opportunity to gain valuable skills and pursue fulfilling careers in the thriving tech industry.”

“Per Scholas expansion into Kansas City will undoubtedly help build a diverse and thriving workforce by providing access to skills training for in-demand tech careers,” said Dalila Wilson-Scott, Executive Vice President and Chief Diversity Officer of Comcast Corporation and President of the Comcast NBCUniversal Foundation. “Through Project UP, Comcast’s $1 billion commitment to advance digital equity and economic mobility, we’re thrilled to partner with Per Scholas in their ongoing work to connect future technologists with leading businesses. We look forward to what we will continue to achieve together.”

“The NFL is proud to support the launch of Per Scholas’ Kansas City campus as they continue to break barriers and create positive social change,” said NFL Vice President, Social Responsibility Clare Graff. “Through Per Scholas’ no-cost tech training, individuals, particularly people of color, are empowered to enter the tech industry and launch thriving careers – a mission that aligns with the NFL’s commitment to create a more equitable society through our Inspire Change social justice initiative.”

To learn more about Great Jobs KC, click here . To learn more about Per Scholas Kansas City, click here, and follow Per Scholas Kansas City on LinkedIn and Facebook.

About Per Scholas

For nearly 30 years, Per Scholas has been on a mission to drive equity and opportunity in the ever-advancing technology landscape by unlocking the untapped potential of individuals, uplifting communities, and meeting the needs of employers through rigorous tech training. By teaming up with dynamic employer partners, ranging from Fortune 500 companies to innovative startups, we’re forging inclusive tech talent pipelines, fulfilling an ever-increasing need for skilled talent. With national remote training and campuses in 20+ cities and counting, Per Scholas offers no-cost training programs in the most sought-after tech skills, spanning Cloud, Cybersecurity, Data Engineering, IT Support, Software Engineering, and more. To date, 25,000+ individuals have been trained through Per Scholas, propelling their professional trajectories into high-growth tech careers with salaries three times higher than their pre-training earnings. At Per Scholas, diversity, equity, inclusion, and belonging aren’t just buzzwords—they’re in our DNA. 85+ percent of our learners are people of color, two in five are women, and more than half hold a high school diploma as their highest educational credential. Learn more by visiting PerScholas.org and follow us on LinkedIn, X/Twitter, Facebook, Instagram, and YouTube.

About Comcast NBCUniversal

Comcast Corporation (Nasdaq: CMCSA) is a global media and technology company. From the connectivity and platforms we provide, to the content and experiences we create, our businesses reach hundreds of millions of customers, viewers, and guests worldwide. We deliver world-class broadband, wireless, and video through Xfinity, Comcast Business, and Sky; produce, distribute, and stream leading entertainment, sports, and news through brands including NBC, Telemundo, Universal, Peacock, and Sky; and bring incredible theme parks and attractions to life through Universal Destinations & Experiences.

About Cortex

Cortex is a vibrant space serving as an inclusive economic engine for St. Louis. Cortex creates equitable economic impacts by leveraging high-quality facilities, developing programs that build knowledge and networks, and convening strategic partnerships that attract and support emerging and established companies. Founded in 2002 through a collaboration of Washington University in St. Louis, BJC HealthCare, the University of Missouri – St. Louis, Saint Louis University, and the Missouri Botanical Garden, the Cortex Innovation Community (CortexSTL.org) is an internationally recognized hub of innovation and entrepreneurship that is focused on accelerating inclusive economic growth in St. Louis.

About NFL Inspire Change

Inspire Change is the NFL’s year-round social justice initiative aimed at reducing barriers to opportunity, particularly in communities of color, and showcasing how the collective NFL family is working to create positive change in communities across the country. Since the inception of Inspire Change, the NFL has provided more than $375 million to dozens of national grant partners and hundreds of grassroots organizations to advance social justice causes across the four pillars of the initiative: education, economic advancement, police-community relations, and criminal justice reform. To learn more about Inspire Change, please visit www.nfl.com/inspirechange. Follow @InspireChange on X/Twitter and Instagram. On Facebook, follow www.facebook.com/inspirechange. To view the Inspire Change Impact Report click here. 

About Great Jobs KC

Great Jobs KC is a Kansas City-based nonprofit that provides access to college scholarships and tuition-free job training, along with job placement assistance for individuals from low- and modest-income families in the metropolitan area, providing a pipeline of talent for a strong regional workforce. Please join us on our mission for economic independence for all. For more information, visit www.greatjobskc.org.

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Per Scholas was awarded a grant as part of Governor Greg Abbott’s over $6.3 million in Texas Talent Connection grants. Per Scholas is one of 20 innovative workforce skills training and job placement programs in communities across the state that was awarded from the grants.

The $350,000 grant is for year one of the Creating Economic Mobility and Robust Futures Through Information Technology Training project serving Collin, Dallas, Denton, Fort Bend, Harris, Houston, and Tarrant counties for the Per Scholas Dallas and Per Scholas Houston campuses.

Learn more about this grant here.

Per Scholas Columbus was featured in Nationwide, describing its role as one of 17 nonprofit organizations that operate within downtown Columbus’ Community Impact Center (CIC). These local nonprofits collaborate to address critical community needs, including workforce development training, food insecurity, housing, and childcare. This collaboration has enabled Per Scholas Columbus to expand its training capacity from 100 to over 220 learners. 

The article highlighted Per Scholas Columbus graduate, Winta Hayelom, as well as Jenn Fowler Howard, Per Scholas’ Columbus’ Senior Managing Director, who emphasized that this partnership within the CIC fosters deeper connections and support, unlocking significant potential for Per Scholas Columbus learners.

Read more.