A quality job doesn’t just provide a paycheck, it offers workers a pathway to growth and career advancement. One of the key attributes of a quality job is the opportunity for employees to build their skills and access new roles and responsibilities over time. Employers who prioritize skill-building and career progression create an environment where employees can see a future for themselves within the organization, thereby increasing employee retention.
Alongside our Columbia-Willamette Workforce Collaborative (CWWC) partners Clackamas Workforce Partnership and Worksystems, we have developed guides that provide an in-depth look into each of the six Quality Job strategies for the Portland-Southwest Washington metropolitan area. The guides provide strategies, indicators and an interactive workbook to help companies improve job quality to recruit and retain employees. One of our region’s pillars of quality jobs is training and advancement opportunities. In our guide, we detail four key strategies that employers can implement to ensure they are providing employees with attainable and accessible advancement opportunities within the company.
- Build clear internal pathways and opportunities to support career progression.
Career development is key to retention, encouraging skill growth and further training. Employers should define progress within their organization, considering company needs, job roles, and wage transparency. Providing career roadmaps helps employees visualize growth or reskilling opportunities. Employers can use resources such as the Transparent Career Pathways Tool from the Institute for Employment Studies. Workforce Development Boards like Workforce Southwest Washington can provide support and technical assistance.
- Create and expand on-the-job, professional development, and incumbent worker training opportunities to support advancement and cross-training.
Providing stipends for industry-specific training and supporting culturally relevant programs ensures equitable advancement opportunities. Supporting culturally relevant training opportunities is another way to ensure that women, individuals with disabilities, people of color, and LGBTQ+ staff can gain leadership skills and advance. Employers can also seek public funding or partner with organizations like Grads of Life to build tailored training programs that enhance skills, engagement, and retention.
- Create or update tuition assistance programs.
Tuition assistance programs help employees advance by covering education costs like tuition, fees, and books. Offering disbursement-based aid, rather than reimbursement, removes financial barriers and ensures equitable access. Employers can use resources like Upskill America’s guides to create effective tuition assistance programs that support skill development and career growth.
Our partners in the healthcare industry are exemplary models of quality job employers who provide clear pathways for growth and have seen the positive impact these efforts have on their workplaces.
The Medical Assistants (MA) Program at PeaceHealth has delivered impressive results in employee retention. Since the program’s launch in 2021, 89% of medical assistants who completed it have remained employed at PeaceHealth, indicating that the MA program has positively impacted employee retention within their organization.
Offering a career pathway requires the right support to effectively retain a skilled workforce. Our partners at Vancouver Clinic understand this well. Their medical assistants go through a comprehensive onboarding process, which includes various in-person training sessions led by the Clinical Education and Epic teams, ensuring they are well-prepared for their roles. These programs create meaningful career pathways not just for internal staff, but also for community members, many of whom have been recruited through our partners at WorkSource.
Although the MA program at the Cowlitz Family Health Center (CFHC) is new as of this year, those going through the program have voiced their resounding approval. The Cowlitz Family Health Center has also taken important steps to provide strong educational support for participants. They have developed a leadership training program to help leaders at CFHC strengthen their skills and better support their teams. This initiative has already shown promise in reducing turnover.
Providing training and advancement opportunities is not just an investment in your employees, it’s an investment in the long-term success of your business. When workers have access to continuous learning and career growth, they feel more engaged and motivated. In turn, companies benefit from a more skilled and high-performing workforce. Prioritizing employee development creates a win-win situation, fostering both individual success and organizational growth.
For more details on how your company can implement training and advancement opportunities, along with additional resources, check out our Quality Jobs Training and Advancement Opportunities Guide.
For assistance implementing your strategy, reach out to Darcy Hoffman, Director of Business Services, at 360.608.4949 or dhoffman@workforcesw.org.
