Regional Health Careers Program
Title I Adult cohort outcomes, reported in ETA-9169 format with cost, placement, and readiness detail for the reporting period.
Sixty participants were served in the 14-week healthcare support track at a total cost of $438,000. Fifty-two exited during the reporting period; four entered further education, leaving 48 in the employment denominator. All five negotiated primary indicators were met, at a cost of $11,838 per Q2 placement — down 19% from the prior cohort.
Of 37 participants employed in Q2, 31 (84%) were placed in-field into healthcare roles at a median wage of $19.40/hour. Cohort readiness rose from 2.7 to 4.1 across six behavioral competencies, and participants entering with employment barriers received the most advising activity.
Investment & cost per outcome
What the reporting period cost, and what each outcome cost to produce. Prior-cohort figures shown for trend.
| Career & support services expendedItem 3 | $148,000 |
| Training services expendedItem 7 | $290,000 |
| Total funds expended | $438,000 |
† Funds figures are program-provided (entered once per period). All cost-per-outcome ratios are computed by Clarivue.
Primary indicators
Negotiated targets against actuals for the reporting period. Denominators per ETA-9169 specification.
Placement detail
Where the 37 Q2-employed participants went, and whether the placements held. Retention per ETA-9169 Item 11.
Placements concentrated across nine regional healthcare employers, including three that hired multiple graduates and four hiring from the program for the first time. Repeat and first-time employer activity both feed the partnership base the program draws on for future cohorts.
Readiness across six competencies
Mock interview performance scored on a five-point scale across the six behavioral signals employers screen for. Shown as cohort average, first attempt to most recent.
Outcomes by employment barrier
Segmented by barriers recorded at entry per ETA-9169 Items 49–59. Categories overlap, so counts do not sum to the cohort total.
| Barrier at entry | Participants | Touchpoints (avg) | Readiness | Q2 employed |
|---|---|---|---|---|
| No barrier flagged | 13 | 6.1 | 3.0 → 4.3 | 84.6% |
| Low-income | 29 | 9.1 | 2.4 → 4.0 | 72.4% |
| Long-term unemployed | 14 | 10.2 | 2.2 → 3.8 | 71.4% |
| Single parent | 11 | 8.7 | 2.5 → 3.9 | 72.7% |
| Justice-involved | 6 | 11.3 | 2.1 → 3.7 | 66.7% |
Advising activity scaled with barrier depth: participants facing the steepest barriers at entry received the highest number of touchpoints. Barrier labels follow current usage; “justice-involved” maps to ETA-9169 Item 52.
Director decisions for next cycle
Readiness and placement signals from this cohort, translated into the calls a director makes next. These are program-management actions, not a measure of the training curriculum.
| Signal | Risk / opportunity | Recommended action | Owner | When |
|---|---|---|---|---|
| Composure lowest entry competency2.3 at first attempt | Candidates underperform in live interviews | Add pressure-based mock interview by week 3 | Career Svc Lead | Next cohort |
| Justice-involved subgroup placed lowest66.7% Q2 | Equity gap + funder performance risk | Front-load readiness and employer-partner matching earlier | Program Manager | 30 days |
| Preparation strongest entry competency3.1 at first attempt | Advising time over-allocated here | Reallocate advising hours toward composure and listening | Advisor Team | Next cycle |
| Time-to-offer improving61d, was 94d | Gain worth protecting | Hold advisor cadence; document what drove the drop | Director | Ongoing |
| Four first-time employersthis cohort | Partnership base expanding | Convert to repeat hirers via post-placement check-ins | Employer Partnerships | 60 days |
The Regional Health Careers Program met all five negotiated primary indicators for the reporting period at a declining cost per outcome. Employment, earnings, and retention outcomes reflect state wage-record matching. Readiness figures reflect participant activity captured during program delivery and are reported as supplementary context to the primary indicators.
Methodology & definitions
- Employment (Q2 / Q4)
- Employed in the second and fourth quarters after exit, per state wage records. Denominator excludes exclusionary exits (ETA-9169 OTHER REASON FOR EXIT = 00).
- Median earnings
- Midpoint of Q2-after-exit wages across employed exiters (ETA-9169 Item 26).
- Credential / skill gains
- Recognized postsecondary credential within one year of exit (Item 29); measurable skill gains per the five defined gain types (Item 32).
- Readiness competencies
- Mock interview performance scored 1–5 across six behavioral signals. Captured automatically during delivery. A leading indicator, not a WIOA performance metric.
- Cost per outcome
- Program-provided funds expended divided by outcome counts; computed by Clarivue.
Compiled automatically by Clarivue · one program-provided input (funds), no other manual data entry
Sample document. Regional Health Careers Program is fictional; all figures are illustrative and shown to demonstrate report structure. WIOA primary indicators (employment, earnings, credential attainment, measurable skill gains) and retention are state-verified, wage-record measures. Readiness competencies are leading indicators captured by Clarivue and are not WIOA performance metrics. Funds figures are program-provided.