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Washington Jobs Initiative: Opening doors to good-paying jobs across the state
On September 28, the Washington Jobs Initiative (WJI) celebrated the success of its four-year run supporting workforce development across the state. At its closing celebration, backbone organizations representing eight high-impact sectors showcased the success of their programs, participant and partner-employer stories, and community impact.
Since launching with a $23.5 million Good Jobs Challenge (GJC) grant from the U.S. Department of Commerce's Economic Development Administration (EDA), WJI has helped over 3,150 Washington residents access training and good-paying jobs across five key industries — including Construction, Healthcare, Advanced Manufacturing & Aerospace, Clean Technology & Energy, and Information Technology & Cybersecurity.
Boosting Apprenticeship Retention through Case Management
One of the benefits of WJI’s flexible funding was that it allowed leaders to ask big questions. For Nicole Miller at Construct a Career, the question was: what happens if you provide one-on-one case management to apprentices?
In practice, that approach uses three pillars.
- First, they provide education and outreach, targeting those who are underserved and historically underrepresented in union trades.
- Second, they hired six apprenticeship navigators. The navigators provided individual case support to assess career readiness and career aptitude, and to identify barriers.
- Finally, they provided wraparound support services. These supports reduced barriers to keep apprentices in their programs.
The result was that, since 2024, Construct a Career has seen over 4,000 Washington residents seek support; 2,300 were served with case management; and 1,300 received funding. These numbers include 16-17 percent female participation (compared to 8-12 percent female participation on average). About a quarter of participants were formerly incarcerated or justice-involved. Construct a Career also saw a high percentage of participants receiving SNAP benefits or facing childcare struggles.
At the end of the day, the program has been focused on keeping Washington residents in good jobs. Thanks to navigators and wraparound supports, less than 10 percent of participants have canceled or dropped out of apprenticeship programs (compared to an industry average dropout rate of 36 percent). That retention is a testament to the structure and support that those three pillars have offered.
“To see folks be able to succeed in these programs, especially if they're coming from challenging barriers, has really been incredibly rewarding for us and our apprenticeship union and employer partners,” says Nicole.
Overcoming the Tech Sector Hiring Slowdown
“We were set up for success. Everything was perfect,” says Peter Vargo from Computing for All. Then the tech industry began to shift suddenly, with increased layoffs and decreased hirings. “Layoffs by major employers right in our backyard flooded the market with thousands of highly qualified workers, all competing in a job market that had already slowed,” he says.
With so many qualified workers available, employers raised the bar both in the amount of experience required and the knowledge of AI tools. “Our participants were preparing for entry-level jobs, while the definition of entry-level was changing beneath them.”
Computing for All immediately responded. Industry experts began mapping the required knowledge and skills. Education partners translated those findings into a new curriculum. And participant workshops offered practical guidance to students.
These shifts amid industry disruption have kept the program on track. Nearly 1,800 participants enrolled, with 1,500 students projected to graduate. They’re also projected to reach 850 job placements, with 790 participants already in roles.
Participant Voices are the Most Powerful Demonstration of Impact
The scale of the work that WJI has accomplished is impressive, but Peter Swanzy at Healthcare Training Fund zoomed in on a single participant's story.
Elizabeth Napolean is a Substance Use Disorder Professional Apprentice at the Suquamish Tribal Wellness Center. “Her story demonstrates that apprenticeship, especially in Behavioral Health, is much more than technical instruction,” says Peter.
The Healthcare Training Fund designed its apprenticeships to respond to the real needs of its participants. They centered their participants' voices throughout the process, identifying their needs and challenges.
For Elizabeth, the turning point was realizing she could remain embedded in her community and be supported by her tribal elders, mentors, and counselors. “As soon as I learned it was an opportunity to earn-while-you-learn and grow within my own community, I knew it was the path I wanted to take,” she says.
“[Elizabeth’s] experience in this program reminds us that career development has real outcomes that extend far beyond one participant. They can strengthen families. They can strengthen communities,” says Peter. “Our participant voices are really the most powerful demonstration of this impact.”
Removing the Small but Decisive Barriers to Great Opportunities
Sometimes it’s the little things. Sam Bradshaw of Manufacturing and Construction Works kept seeing small but decisive barriers to entry for his participants. “One thing we uncovered throughout this process is that literally sometimes a pair of boots can really stand between somebody and a good job,” he says.
Even if tuition for a program is covered, as it often is, the equipment required to land your first job can keep people out of employment. For example, a carpentry belt can cost up to $1,000. “On a tight budget, those costs decide whether somebody starts training, finishes it, or whether they can accept a job offer,” says Sam.
“Because of WJI, we've expanded our wraparound supports greatly,” he says. The flexible funding has allowed them to build out personalized support. This includes one-on-one case management, which provides career navigation, referrals, and coaching on resumes and interviews.
One of the innovative ideas born out of their employer roundtable was a tool drive. To prepare participants for their first job, they asked employers to contribute to a pool of tools, such as new hammers or tool belts. Over $15,000 was raised by local employers to prepare potential employees.
This doesn’t just save participants a few dollars; it opens a whole new pathway for them. As one of the program participants describes it: “Tools are an investment towards a better future for me.”
A Win-Win Response to Industry Changes
With construction slowing and apprenticeship waitlists growing in the clean energy sector, the King County JumpStart Workforce Program was launched as a direct response to shifts taking place in the industry. WJI provided funding, capacity building, and a model to build this new program from the ground up.
Working primarily with small and medium-sized businesses, JumpStart sought opportunities to advance equity for historically underrepresented groups, including young adults, people of color, women, and LGBTQ+ people.
Their work begins with paid work-based learning, paying trainees $25 an hour for six weeks. Employers get free labor and a trial run of potential new employees. Trainees get on-the-job experience and about $6,000 in their pockets by the end of training. Half of them get hired full-time at the end of the program.
JumpStart hosts hiring events for trainees who aren’t hired. They also make sure they have what they need to get started by providing up to $1,000 for equipment or transportation costs.
Beyond covering these practical needs, they also instill a willingness to learn. As a former contractor, Brian Doyle will often get asked: “What do I need to bring into an interview or into my first days as an intern?"
His response? "It's your attitude and your aptitude,” he says. “Show up hungry, willing to learn, and take constructive criticism—that’s [what it takes to be] a successful person in the trades.”