Healthcare Organizations
CLC is an integral workforce development partner to healthcare organizations committed to funneling existing talent into high-demand career pathways. CLC works closely with the most progressive healthcare organizations in the country to:
• Build a pipeline of employees who are prepared to move up within the organization
• Prepare employees for entrance to local community colleges
• Increase employee engagement
• Insure tuition reimbursement expenditures
• Improve diversity among clinical and management staff
• Boost patient and nurse satisfaction
• Increase employee retention
"Many of our School at Work graduates were CNAs who have since earned their LVN degree… SAW is a positive experience that elevates Associates' dedication to CHRISTUS St. Michael while increasing their understanding of the individual part they can play in the delivery of excellent patient care."
Chris Karam, CEO
CHRISTUS St. Michael
Choosing the Right Product
CLC’s principal products are CAPS®, CareerCare®, ECHO®, and School at Work®. Each product was developed to address the unique needs of employees in your organization. Explore the best fit by
requesting more information or calling us at 502-584-7337.
Click here to learn which Catalyst Learning tool is a fit for your organization.
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| CAPS |
ECHO |
School at Work
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CareerCare |
Education
Target Audience: Entry-level to Managers
Benefits and Applications:
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Prepare LPNs for college and move more of your nursing team to BSN level.
- Advance managers’ critical thinking/problem solving skills.
- Improve HCAHPS results. Increase employee awareness and accountability.
- Improve clerical staff’s professional email and writing skills.
- Help your team make Healthcare Reform-inspired changes.
- Improve engagement, communications, and teamwork skills.
Length of Program: 2 hour seminars with optional online component
Delivery Model: Class facilitation: DVD, workbook, optional online reinforcement
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Education + Career Planning
Target Audience: Mid-level employees
Typical Job Titles: Patient Care Tech, Administrative Assistant, Health Information Tech
Benefits and Applications:
- Upward mobility & increased engagement for mid-level employees
- Improve administrative staff's verbal communication and writing skills
- Increases supervisor problem solving & critical thinking skills
- Prepares ADN/LPNs for return to BSN programs
Recommended Screening Criteria: Reading at near college level and medium to strong computer proficiency
Length of Program: 4 months. Students spend 2 hrs in class weekly
Delivery Model: Class facilitation: DVD, online, workbook |
Education + Career Planning
Target Audience: Entry-level employees
Typical Job Titles: Housekeeper, Dietary Aide, Nurse Aide, Clerk
Benefits and Applications:
- Upward mobility & increased engagement for entry-level staff
- Improved retention
- Increases diversity in clinical, management ranks
- Prepares employees to successfully return to college with a career plan
Recommended Screening Criteria: Reading at minimum recommended level; determined in screening process
Length of Program: 6 months. Students spend 2 hrs in class weekly
Delivery Model: Class facilitation: DVD, online, workbook
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Career Planning
Target Audience: Mid-level employees
Typical Job Titles: Lab Tech, Office Coordinator, Patient Service Representative, Team Lead, Supervisor
Benefits and Applications:
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Address Engagement survey gap in area of "opportunity to learn & grow" with your organization.
- Builds the pipeline for critical talent
- Increases the odds of "fit" before authorizing valuable tuition reimbursement $
- Saves HR staff time with self-paced delivery model
Recommended Screening Criteria:
Self-motivated; strong critical thinking skills; Reading at near college level; strong computer proficiency
Length of Program: 2-4 months. Participants spend 11-17 hours
Delivery Model: Self-paced: online, workbook |
CLC Helps Workforce Development Organizations
Stimulate Economic Growth
- SAW moves Americans of limited economic status towards middle class wages
- As SAW graduates move up in the organization, entry-level positions open for others
- Creates pathways out of poverty
Support WIA Retention and Earning Increase Goals
- Employees more likely to stay with employers who provide development opportunities
- SAW coursework prepares employees for entry into local certificate/degree programs, where higher wages are available to those moving into clinical and technical positions
Strengthen Connections to Business
- Initiates or expands working relationships with key employers
- Builds likelihood of employers’ ongoing investment in entry-level staff
Leverage other WIB Investments
- History of sustainability with hospitals assume ongoing cost of employee development
- Lower-cost remediation than traditional methods. Education facilitation and career planning done by hospital staff; in concert with WIB and local colleges
- Serves as a preparatory class for LPN-RN programs; a follow-up class for Nurse Aides or newly employed
“Due to the ever increasing demand for skilled healthcare workers, it makes good economic sense to invest in your own people. SAW provides a great service to our community by providing hospitals with a tool to funnel existing talent through the pipeline. This is a win for the employer, the employee, and ARC as we move incumbent workers upward and open entry-level jobs to new workers to join the workforce.”
Mary Margaret Garrett
Chief, Workforce Development Division, Atlanta Regional Commission