Workforce Training Drives Wage Growth in Colorado [Report]
For Immediate Release
Contact: Roger Low, CEO, Colorado Equitable Economic Mobility Initiative 303.956.6661 / roger@ceemi.org
Elysia Versen, Deputy Executive Director/COO, Colorado Evaluation and Action Lab 970.568.6934 / elysia@coloradolab.org
DENVER, COLORADO — Mon., August 5, 2024 — Initial insights from a report measuring long-term earnings gains, led by the Colorado Wage Outcomes Results Coalition (WORC), show strong earnings growth for low-income and BIPOC earners who participated in two local nonprofit career training programs. The new wage outcome reports for ActivateWork and CrossPurpose are based on several years of earnings data across multiple cohorts of hundreds of learners. Both outcome reports show strong earnings growth over the first year following program exit, and suggest a strong trajectory of continued earnings growth.
The Colorado Equitable Economic Mobility Initiative (CEEMI) partnered with the Colorado Evaluation and Action Lab at the University of Denver to launch WORC. The joint endeavor was created in response to a growing demand from workforce development programs to know what happens to their learners after program participation. It also aligns with and supports the aim of HB 24-1364, which funds a new centralized longitudinal data system in Colorado to measure learner earnings outcomes over time.
“For the first time in Colorado, we are unlocking state data to measure long-term wage outcomes for learners, broken down specifically by training providers and focused on measuring whether historically disadvantaged learners secure good jobs with good wages,” said Roger Low, CEEMI CEO. “These reports open up a new pathway to grow the evidence base informing and strengthening every aspect of the workforce ecosystem. Scaling this approach will shed needed light on which postsecondary and workforce development approaches meet the needs of learners, workers, and employers, while also helping policymakers better understand and address workforce equity gaps.”
This independently validated longitudinal earnings outcome data, at the program/provider level, is the first of its kind in Colorado. Utilizing the Linked Information Network of Colorado, and connecting data safely and securely through the Governor’s Office of Information Technology, WORC connected learner records to earnings data from the Colorado Department of Labor and Employment.
“After LINC laid the groundwork, including careful work to execute data sharing and data governance agreements, we have the ability to match learners with earnings data in a safe, secure and anonymized way, and then to use this data to analyze program earnings outcomes,” said Elysia Versen, Deputy Executive Director/COO, Colorado Evaluation and Action Lab. “These data are a first step toward understanding return on investment for workforce education and training pathways. Building an evidence base is central to ensuring employers are positioned to hire and retain skilled workers and that there is equitable access to quality jobs that offer a livable wage for all Coloradans.”
The first cohort of workforce development programs participating in the WORC longitudinal evaluation includes ActivateWork, the Center for Employment Opportunities, CrossPurpose, The Master’s Apprentice, Mile High Workshop, and the Women’s Bean Project. The remaining cohort reports will be completed by late summer or early fall.
ActivateWork prepares diverse, underrepresented candidates for roles in IT through a technical training and professional development model developed by Per Scholas. This approach connects qualified talent to leading employers through rigorous skills training, community resources, and professional and life skills coaching. The ActivateWork Outcomes Result Report shows:
- The average total quarterly earnings of participants rose from $5,776 at program intake to $11,956 after one year, an increase of 107%.
- One year after program enrollment, participants attained jobs in diverse sectors including administrative and support services, professional, scientific, and technical services, health care and social services, and information.
- Follow-up survey data shows that graduates attained tech jobs including Help Desk Technician, Systems Engineer, Data Center Operations Technician, Cyber Analyst Apprentice, Systems Engineer, Field Service Technician, and Software Developer Apprentice.
“We are excited to be one of the first programs to see outcome results,” said ActivateWork Founder and CEO Helen Young Hayes. “These data demonstrate that ActivateWork is creating demonstrable social and economic change in Denver. We are building a critical talent pipeline for employers while catalyzing prosperity for our learners.”
CrossPurpose offers a free, six-month career training program that includes professional training, career coaching, licensed counseling, and employer connections, with a focus on providing services to individuals experiencing poverty. The training encompasses a breadth of industries so that participants can find a meaningful credential that leads to career-track employment in a field of their choice. The CrossPurpose Outcomes Result Report shows:
- The average total quarterly earnings of participants rose from $4,605 at program intake to $8,578 after one year, an increase of 86%.
- 65.8% of participants are women and 33.6% are men; 64.1% of participants identify as Black or Latino/Hispanic; and 43.7% have pursued education or vocational training beyond high school.
- A plurality of participants are working in health care and social assistance, or administrative and support services in the fourth quarter after program enrollment; this includes working for employers providing medical, social assistance, and business support services.
“Our focus is not how to help people in poverty, it’s how to help people get out of poverty,” said Jason Janz, CEO, CrossPurpose. “This report shows that our program is making this goal a reality. Our alumni 2 are making a living wage in a job that provides for them and their families. Thanks to strong partnerships with employers and like-minded providers, this work will strengthen our community for generations to come.”
To learn more or schedule an interview, please contact Roger Low, CEO, CEEMI – roger@ceemi.org or 303-956-6661.
About ActivateWork
ActivateWork is a talent solutions organization that transforms motivated individuals into highly skilled, valuable team members. Our rigorous recruiting, industry-driven training, curated matches, and professional skills coaching prepare new employees to thrive in their careers. For more information, visit www.activatework.org
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[Boilerplate updated July 17, 2025]
Graduate Profile: Estevan Crispin
Estevan's passion for technology and data has been a driving force throughout his life. He pursued his interest academically at Colorado State University, where he earned a Bachelor's degree in Economics and a minor in Music. During his time at university, Estevan also discovered a love for rugby, a sport he continues to enjoy and coach.
The blend of academic rigor and athletic discipline helped shape Estevan's analytical skills, creativity, and teamwork abilities.
Throughout his career, Estevan has applied these skills across various roles in finance, education, and hospitality. His diverse background has equipped him with a unique perspective and a versatile skill set, making him adept at tackling complex challenges in different environments.
Seeking to align his career with his passion for technology, Estevan enrolled in ActivateWork's bootcamp. The intensive program at ActivateWork honed Estevan's technical skills, providing him with hands-on experience and a deep understanding of industry best practices.
Estevan utilized the program's comprehensive resources, which included career coaching, peer support, and real-world projects. This environment not only enhanced his technical abilities but also built his confidence and problem-solving skills.
Upon graduating, Estevan began an apprenticeship with the Governor's Office of Information Technology (OIT). In this role, he contributes to technological advancements and supports the people of Colorado. His work at OIT involves collaborating on innovative projects that leverage technology to improve public services and enhance community engagement.
Estevan's story is a testament to the power of determination and the impact of lifelong learning. His diverse experiences, combined with the skills and knowledge gained from ActivateWork, make him a valuable asset to any organization.
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Graduate Profile: Geraldine Alden
Originally from Peru, Geraldine moved to the United States in 2016 with a strong desire to secure a career in Cybersecurity or the IT field. Technology has always been a hobby of Geraldine's, something she enjoyed experimenting with for fun. But it wasn't until she moved to the United States that she realized the significance of this field and the paths it offers.
When Geraldine moved to the United States, her transition to the professional world was not seamless, even though she had a university degree in Computer Networking and Cybersecurity. As a military spouse, frequent relocations added additional challenges to her job search. “Finding a job proved tough.
Companies were hesitant about my international work experience and the gap in my resume due to my family's relocation.“ Frustrated but not deterred, Geraldine joined ActivateWork. Through the program, she gained practical experience, connected with professionals in the field, obtained her first CompTIA A+ certification, and participated in work-based learning programs at The Cybersecurity Center of the Metropolitan State University of Denver. These experiences led to an apprenticeship as a Security Analyst at Cyber Sainik.
"Reaching this point hasn't been easy, but it's just the beginning,” said Geraldine. “Every day presents new challenges and opportunities for growth in the ever-evolving tech landscape. Looking back, I'm grateful for the chance ActivateWork gave me to gain valuable experience and connections."
Sam V. Kumar, CEO of CyberSainik: "Geraldine has been an invaluable asset to our team since joining CyberSainik as an apprentice. From day one, she has demonstrated a remarkable ability to grasp concepts quickly and apply them effectively to real-world scenarios. Geraldine's growth throughout her apprenticeship journey has been truly impressive, and she's proven herself to be an exceptional talent.”
Geraldine embodies the core principles of successful apprenticeships: offering individuals opportunities to excel while delivering substantial value to their teams and organizations.
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Graduate Profile: Elena Kim
A multicultural professional with Russian, Korean, and Uzbekistan roots, Elena moved to the US at the age of 24 without knowing any English. Her diverse professional experience as a former accountant, bakery manager, photographer, and real estate agent has provided her with a rich skill set that she now brings to her tech career.
Elena's journey at the Credit Union of Colorado exemplifies dedication and growth. As she neared her six-month milestone, Elena's enthusiasm and engagement in her help desk responsibilities were evident.
"When I was an accountant, I worked with QuickBooks and often collaborated with my best friend, who is a cybersecurity specialist. Watching her work and asking questions sparked my fascination with the process."
Her commitment to continuous learning and development is evident as she aims to transition from an end-user specialist to a full-time help desk technician, with a future goal of moving into cybersecurity.
Pursuing a CompTIA Security+ certification upon transitioning to full-time status highlights her dedication to advancing her skills and career within the organization. Elena credits her ActivateWork career coaches for playing a crucial role in providing the necessary guidance and resources for her personal and professional growth.
“My coaches at ActivateWork have been instrumental in ensuring that I received the guidance and resources I need for professional development.”
Elena's story is a testament to resilience, growth, and the relentless pursuit of excellence! Her journey is an example of what can be achieved with hard work and the right support.
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ActivateWork Receives $3.8 Million to Expand Tech Apprenticeships in Colorado [Press Release]
For Immediate Release
Contact: Tassi Keith, Keeton PR, tassi@KeetonPR.com, 308-539-1883
DENVER, COLO. — Mon., July 15, 2024 — ActivateWork, a Colorado nonprofit IT training and employment firm that catalyzes prosperity through tech careers, today announced they are a recipient of President Biden’s Apprenticeship Building America grant. The Apprenticeship Building America program strengthens the nation’s apprenticeship system and enables Americans to enjoy economic mobility while they learn in-demand skills in critical industries.
“We are delighted to be a recipient of the distinguished Apprenticeship Building America grant,” said Helen Young Hayes, Founder and CEO of ActivateWork. “As a leading-edge organization building apprenticeships for employers, ActivateWork catalyzes economic opportunity for Coloradans while helping fill critical cyber and IT talent shortages. The ABA grant will accelerate our employer partnerships to build the tech workforce for today and tomorrow as we drive economic empowerment for ActivateWork’s graduates. We believe IT apprenticeships are the surest and shortest pathway to prosperity in Colorado.”
“I hear all the time from veterans and single parents in Colorado who want to provide for themselves and their families, but who need the tools to earn a living wage. Thankfully, Colorado has companies that want to hire them and excellent programs to train them – including through ActivateWork,” said U.S. Sen. Michael Bennet. “I’m grateful for these investments which will help connect Coloradans with sustainable careers and create economic mobility for workers of every background.”
“We are thrilled to see ActivateWork receive this important federal recognition and funding. As a previous recipient of the State of Colorado’s Opportunity Now grant, ActivateWork advances vital programs that connect Coloradans of all backgrounds to good-paying jobs that support families and meet the needs of industries that are critical to our future. Congratulations to ActivateWork,” said Eve Lieberman, Executive Director of the Colorado Office of Economic Development and International Trade.
In 2023, ActivateWork launched the Tech Talent Partnership, a collaboration of employers, educators, and workforce programs to build a diverse, evergreen tech workforce designed by and for industry. Steering Committee employer partners include Bank of America, Janus Henderson, Colorado Office of Information Technology, Hensel Phelps, Trimble, Western Union, Cyber Sainik, Ardent Mills, MSU The Cybersecurity Center, Eviden, DHI Group, Slalom, Kanso Software, Sage Hospitality, Pinnacol Assurance, Booz Allen Hamilton, and Professional Employment Group.
For more information, please contact Sabrina Skinner, ActivateWork’s Senior Director of Growth and Impact, at Sabrina@ActivateWork.org.
About ActivateWork
ActivateWork is a talent solutions organization that transforms motivated individuals into highly skilled, valuable team members. Our rigorous recruiting, industry-driven training, curated matches, and professional skills coaching prepare new employees to thrive in their careers. For more information, visit www.activatework.org.
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[Contact information and boilerplate updated July 17, 2025]
Apprenticeship Myth #3
Apprenticeships. A time-tested pathway to nurture and develop skilled professionals in various industries. One persistent myth though is that apprentices need more time and oversight from management in comparison to that of other employees. In this post, we will be deep diving into debunking this myth and explaining why apprentices are more than capable of being quite independent and very productive contributors in the workforce.
Apprentices Need nonstop supervision.
Very similar to any other new hire or junior employee, apprentices do not place a continuous burden on their supervisors. They necessitate guidance and feedback as they acquaint themselves with their new roles. But, as the apprentice gains experience, their need and reliance on direct supervision naturally wanes, enabling them to operate with greater autonomy.
managing apprentices is tedious and time consuming.
Supervising apprentices does not inherently consume any more time than supervising other employees. Employers acknowledge the potential of apprentices and commit to their growth, appreciating the long-term advantages this investment brings. Numerous supervisors find the experience of working with apprentices to be personally fulfilling, as they relish the role of mentors who guide and shape the upcoming generation of professionals.
Apprentices are unproductive and slow.
This notion that apprentices are unproductive and slow is unfounded. Apprenticeships programs are carefully crafted to offer hands-on training, enabling individuals to acquire real-world experience and attain proficiency quickly in their roles. As time progresses, apprentices will become more and more efficient, productive, and a truly indispensable contributor to the organization’s overall objectives.
they are very prone to errors.
Apprentices engage in a meticulously planned training process designed to equip them with the essential skills and knowledge required for their designated roles. With the steady guidance and support of experienced mentors and supervisors, they become proficient in executing their tasks with precision and efficiency. Similar to any workforce member, apprentices recognize the value of learning from their mistakes, a practice that contributes to their continual improvement over time.
there is a lack of resourcefulness and autonomy.
Just like previously mentioned, apprentices have the potential for independence and initiative. Moreover, numerous apprentices are extremely motivated and willing to learn how to contribute to their teams. Although they may require guidance and support initially, apprentices can quickly adapt to their new role and be able to then take on more responsibility.
myth busted | Apprentices do not require more supervision.
The notion that apprentices necessitate an excess of management and oversight is a widespread misconception that fails to withstand scrutiny. Apprenticeships offer a structured learning journey and a clear path towards professional development, enabling individuals to evolve into competent, self-reliant employees. While apprentices will definitely benefit from initial guidance and mentorship, they swiftly evolve into valuable contributors to the workforce, much like any other employee. It's vital to recognize that apprentices do not represent a burden but rather an investment in an organization's future, bringing with them fresh talent and innovative perspectives. If you are contemplating an apprenticeship, you can emerge as a highly skilled and self-reliant professional in your chosen field with the right training and mentorship.
Defining Apprenticeship | Unlocking Your Career Potential
In a world of ever-changing dynamics, the traditional educational path doesn’t always lead to your job success. Apprenticeships have emerged as a pragmatic and powerful alternative. They offer individuals seeking a change a unique opportunity in which to learn valuable skills whilst earning a living at the same time. For Employers, an equally unique opportunity to streamline a steady pipeline of eager talent that is already aligned with the company’s mission. In this blog post, we’ll be exploring the possibilities of apprenticeships and how they can be a true turning point for your career.
Apprenticeships combine on-the-job, competency, and project-based training with job-related classroom instruction. They offer an earn-and-learn model where apprentices earn money starting their first day and receive pay increases as they gain additional skills and master their occupations.
What are the key elements of apprenticeships?
- Experience-based Education: Apprentices have the opportunity to have on-the-job training with experienced professionals, gaining hands-on experience in their chosen field.
- Structured Program: They also receive formal training through classes or coursework, which can take place in a classroom, online, or at a vocational school.
- Earning a Living: The most significant advantage of an apprenticeship is the ability to receive a wage while they learn.
The Benefits of Apprenticeships
- Job Opportunities: Apprenticeships are often designed to train you in a specific role. Once completed, you’re often in very high demand, which can lead to multiple job opportunities.
- Hands-On Job Training: Once again, you learn by doing. Giving you the practical skills that are directly applicable to your job or your next career move.
- No Student Debt: An often-overlooked aspect of apprenticeship is not accruing any or little college debt.
- Career Advancement: Upon completing an apprenticeship, you are often promoted to Full-time employment, kick-starting your career.
- A Pathway Forward: Many current CEOs and business leaders began their careers as apprentices and used the access as a springboard for their career.
How to Find Open Opportunities
If you are interested in pursuing an apprenticeship for your career, the first step is to find those opportunities that align with your future goals. Here’s how we recommend on how to get started:
- Look for Open Enrollment Programs: Search for companies or even organizations which offer programs in the industry. These opportunities can be found online, open job boards, or even contacting local networking organizations.
- Research: Identify an industry or field that you desire to learn more about. Then determine which specific profession or role interests you.
- Prepare Your Resume: Once you find an apprenticeship opportunity, prepare a strong application that highlights your enthusiasm, relevant skills, and why you’re an ideal candidate.
- Interview Process: Once your resume has been successful, you will then go through the interview process. We strongly advocate that you demonstrate your passion for the industry and your commitment to continuous learning.
Conclusion
Apprenticeships represent a remarkable opportunity to kick off your career without the worrisome burdens of large student debt. They will provide the chance to acquire real-world, work-related skills while earning a wage. Plus, the valuable skills learned can lead to long-term employment as well as promotions.
If you are someone who is looking for a career switch to help unlock your true potential, please do not overlook the life-changing opportunities that apprenticeships can offer. It just might be exactly what you are looking for!
5 Reasons Tech Apprenticeships Offer the Best ROI for Employers
As a result of this fiercely competitive and ever-changing tech environment, the pursuit and retention of skilled talent has quickly become the most pressing concern for hiring managers. Among the most potent and potentially underutilized strategies to ensure a sustainable tech talent ecosystem is the adoption of tech apprenticeship programs. Let’s dive into the multitude of advantages that apprenticeships offer employers.
Why have an apprenticeship program?
Tailored Skills Development
One of the most compelling benefits of tech apprenticeships is the ability to craft, shape, and nurture talent that supports specific business needs. Apprenticeship programs empower you to cultivate a learning experience that can be finely tuned to a unique role that needs to be filled and the dynamics of a specific team or business. Creating individualized programs ensures your apprentices are well-prepared to contribute at the highest level to your organization.
Reduced Recruitment Expenses
Hiring well-seasoned employees can be a costly and often a very time-consuming endeavor. Apprenticeship programs offer a cost-effective alternative by allowing you to develop your talent pool from within your organization. This approach considerably diminishes the need for pricey external recruitment efforts and mitigates the potential risks correlated with hiring the wrong candidate. By investing in apprenticeships, you are not just filling a current position, but also building for your future.
Elevated Employee Loyalty and Retention
Apprenticeship programs are often linked to much higher employee retention rates. When individuals are granted the opportunity to learn, grow, and even advance within a company, they tend to remain committed to the organization for the long haul. This translates into substantial resource savings, as you’ll spend less and less time on recruiting and training new employees to replace those who may depart.
Enhanced Productivity, Quality, and Reputation
Employers who invest in apprenticeship programs, or learn and earn programs, create a positive brand experience. This commitment to skill development and education will increase brand awareness by demonstrating core values like innovation, progress, and productivity. Apprenticeship also creates a positive investment in the local economy. Familiarity regularly results in heightened quality of work, as the apprentices bring fresh enthusiasm, additional perspectives, and a willingness to go the extra mile, frequently impacting the team dynamics and improving overall performance.
Cost-Effective Flow of Talent
When comparing hiring skilled professionals outright, apprenticeship programs offer a very cost-effective alternative for nurturing a highly skilled workforce. While you invest in their training and overall development, you are provided with a dependable pipeline of skilled workers for your organization. As current apprentices are hired, new apprentices can then step into the vacated roles seamlessly, thus ensuring your organization has a sustainable talent pipeline.
Tech Apprentice Programs: A Win-Win for Employers and Workers
Apprenticeship programs present a unique win-win scenario for both the employers and the apprentices. From the vantage point of the employer, these programs will provide an economic opportunity to train and cultivate the very skilled workforce you are looking for, all while cutting down the overall recruitment costs and enhancing overall employment loyalty. Moreover, we believe that embracing apprenticeships displays your commitment to employee development and an investment in social responsibility, leading to a positive brand experience.
By recognizing the opportunities of capitalizing on these advantages of having apprenticeship programs, employers may secure a competitive edge and be able to foster a thriving adaptable workforce ready to take your company to the next level.
ColoradoBiz: Helen Young Hayes Talks Talent Pipeline Disruption [Guest Column]
This guest column was written by ActivateWork founder and CEO, Helen Young Hayes, and was originally published by ColoradoBiz on December 15, 2022. Read the original article here.
Guest Column — Helen Young Hayes Talks Talent Pipeline Disruption
Up-to-date and rigorous job skills training, technology bootcamps and apprenticeships are not only sufficient, but in many ways are superior.
Thurs., December 15, 2022
Why do employers still rely on a four-year degree as an indicator of job readiness? Especially in fields where technology rapidly changes, a majority of companies continue to screen candidates by requiring a university education. A computer science degree that includes humanities and general education credits is often required to prove one’s ability to do well in fields like cybersecurity. In fact, up-to-date and rigorous job skills training, technology bootcamps, and apprenticeships are not only sufficient, but in many ways are superior.
As employers face critical IT worker shortages and cybersecurity threats become more ominous, employers in tech must embrace these alternative credentialing strategies to broaden their talent pipeline.
But we need more than just ensuring employers can acquire talent quickly. Traditional hiring, which may overlook those without four-year computer science degrees, leaves out vast segments of our population. U.S. Ambassador Susan Rice recently remarked that there are 700,000 vacant cybersecurity jobs, but the current field is made up of less than 25% women, 9% black, and 4% Hispanic workers. Fortunately, those numbers are the impetus for the National Initiative for Cybersecurity Education and the Cybersecurity Workforce Framework that will help K–12 teachers introduce cyber curricula and resources. But the need is urgent. We must call upon private industry to also recognize the need for technical job preparation outside of a university setting. Or as Rice says, “create new pathways” for those who did not or cannot attend a university.
Importantly, providing a method for advanced technical job skills training for non-college students is a matter of economic equity. People deserve to achieve their fullest potential and pursue economic freedom even without the resources to attend a four-year university. In Colorado, 64% of top jobs require a post-secondary credential, yet only 28% of Blacks and 17% of Hispanics in Colorado attain a bachelor’s degree. According to the Colorado Talent Equity Agenda, Colorado ranks 37th in terms of racial disparities, measuring how well the state puts households of color on a pathway to economic prosperity.
Consider a report from the Bureau of Labor Statistics on income disparity based on college attendance. Families that include at least one wage earner with a bachelor’s degree have nearly 8 times the wealth of families without a college graduate.
If Americans can afford college degrees, they’re rewarded with a better job. But they’re not necessarily coming to those jobs with in-demand skills. According to a Harvard Business School survey, employers perceive that a college degree does not necessarily guarantee higher productivity or faster promotion rates in middle skills jobs. Companies need to hire for skill sets, not sheepskin, and widen access to employment in an equitable way. Job skills training and certifications must be promoted to the populations least likely to attend universities and embraced by the companies that will benefit from skilled technical talent.
Companies need talent today. In the last decade, 9.8 million jobs were created, and due to new technology and retiring baby boomers, there are more than 35 million jobs waiting to be filled. According to Georgetown University’s Center on Education and the Workforce, only 36% of those job openings will be available to workers with less than a bachelor’s degree. Short-term credentialing, job skills training, and apprenticeship programs build desired skills and add to the existing talent pool inclusively and efficiently. Companies must embrace and implement programs and credentialing that screen in the skills they want, rather than screen out the workers they need.
In short, it’s time to rethink the education and hiring process so that every member of our society has the ability to learn and earn.
Helen is the founder and CEO of ActivateWork, a nonprofit recruiting, training and coaching firm that connects employers to a diverse pool of exceptional talent.
Partners with Purpose: ActivateWork and PCs for People Colorado
ActivateWork prepares adult learners for careers in tech—including cybersecurity, networking, IT Support, and data analytics—but many of our learners do not have access to the technology required to take courses virtually. Enter PCs for People Colorado, a nonprofit that provides low-cost internet and quality refurbished computers to individuals and other nonprofits.
The relationship between the two organizations was formed in March 2020, when the pandemic dictated that ActivateWork’s bootcamp training program be moved completely online. However, some of our learners didn’t have the technology to access the virtual labs and Zoom classroom sessions.
PCs for People not only provided computers for our learners, but they’ve also continued to help ActivateWork expand its reach; nearly half of all ActivateWork learners require a loaner PC to complete their programs.
Beyond the classroom, PCs for People has helped ActivateWork gift graduates with computers after they complete our rigorous bootcamps. This allows individuals to continue their online job searches and bridge the digital divide in their homes.
Beginning December 2022, PCs for People will host ActivateWork learners one day a week to provide more hands-on experience during their Desktop Support training. Using computers donated by PCs for People, learners will assess computers, test peripherals, load operating systems, and troubleshoot common issues they’ll face as IT support professionals.