Beth Vaughn of St. David’s HealthCare shares how partnering with Workforce Solutions Capital Area is helping address one of healthcare’s most pressing national challenges: a shortage of qualified workers across critical roles.
Through collaborative efforts like the Central Texas Healthcare Partnership, Beth and other employers are strengthening clinical rotation access, improving student engagement, and increasing the number of local nursing graduates — from around 600 in 2019 to nearly 1,300 in 2024.
“Coming together has made the difference in creating a stable pipeline here in Austin.”
This is what happens when community, education, and industry align for long-term impact — and lead by example.
Workforce Solutions Rural Capital Area (which serves Hays county), Workforce Solutions Capital Area and Opportunity Austin announced the Workforce Industry Insights partnership, a joint initiative designed to amplify the strength of the Central Texas workforce ecosystem and support the region’s rapidly growing industries.
A new information partnership between Opportunity Austin and both Workforce Solutions Capital and Rural Capital Area will provide data insights into a variety of growing industries in the Austin metro area.
A new workforce development partnership is coming together to better connect urban and rural training and education programs.
Opportunity Austin is teaming up with Workforce Solutions Capital Area and Workforce Solutions Rural Capital Area to create the Workforce Industry Insights partnership that will generate research and insights on workforce trends and needs in Central Texas. The group will also develop white papers, case studies and data reports.
Workforce Solutions Capital Area is a nonprofit focused on Austin and Travis County, and Workforce Solutions Rural Capital Area covers nine counties — Llano, Burnet, Williamson, Lee, Fayette, Bastrop, Caldwell, Hays and Blanco — that surround Travis County.
Higher education costs, a booming population and aging workforce are all challenges identified by health care executives at the state and local level in a first-time health care forum held at Austin PBS in August.
When Homewatch Caregivers of Austin launched in December 2023, their mission was clear: deliver compassionate, personalized in-home care to individuals and families across the Austin area. But like many new businesses, they faced a critical challenge—how to build a strong, reliable team with limited resources.
Through the Earn & Learn service offered by Workforce Solutions Capital Area (WFS), Homewatch found more than just staffing support—they found a strategic partner committed to workforce development and long-term business success.
Why it matters: As a newly established in-home care agency, Homewatch needed a dependable workforce to meet growing client needs. However, with tight startup budgets, recruiting and training qualified employees posed a significant hurdle.
That’s where the Earn & Learn service made the difference. By providing funding support for on-the-job training, Earn & Learn is assisting Homewatch to build its team without compromising service quality or financial stability.
Through our Earn & Learn service, Homewatch accessed a diverse talent pool and filled essential care positions using WFS Capital Area’s Reverse Referral model, which allows employers to directly refers a current employee or a candidate for employment to Workforce Solutions.
This streamlined approach allowed Homewatch to refer promising candidates for subsidized training and employment, reducing hiring risks and accelerating onboarding. The partnership also opened doors to attend local hiring events and tap into a network of job-ready individuals seeking purpose-driven careers in healthcare.
Angelica Hernandez
Since joining the Earn & Learn initiative in November 2024, Homewatch Caregivers of Austin has made significant strides in workforce development:
They successfully placed candidates through community hiring events, including Workforce Solutions’ healthcare-focused job fairs.
Homewatch advanced their employee Angelica Hernandez to a Care Coordinator role earning $21 per hour through On-the-job training.
Another employee is being upskilled through the Reverse Referral process and will be transitioning into a new role as an Office Administrative Assistant, showcasing Homewatch’s dedication to internal growth and employee advancement.
Homewatch recruited Carilu Ledezma (at top) as a caregiver at a healthcare industry job fair hosted by WFS Capital Area in July. Carilu is earning $17.25 an hour in her new role.
What they’re saying: “As small business owners, the board’s hiring events and employer services have been a turning point for us,” Maresha and Imo Eshiet, owners of Homewatch Caregivers of Austin, said. “Running a new agency means every hour matters, and this support gave us the time to focus on building the right team from within. We have been able to empower our employees with opportunities, resources, and confidence to grow alongside us.
“That investment has not only strengthened our business, it has allowed us to stay true to our purpose of providing compassionate care while creating a workplace where people feel valued and supported. We are deeply grateful for this partnership and the difference it has made for our business and our team.”
The success of Homewatch Caregivers of Austin’s participation in Earn & Learn illustrates the true power of collaboration. With support from WFS, they have filled vital positions and invested in their employees’ futures—building a stronger, more resilient workforce.
Our tailored solutions at various levels of support can assist your business with awareness-raising, training, placement, and upskilling. Learn more and contact us to begin.
Dubbed a “one-stop-shop,” the academy provides a new hub for job seekers that integrates recruitment, job training and wraparound service support for prospective employees in Austin’s mobility and infrastructure sector, said Tamara Atkinson, Workforce Solutions Capital Area CEO.
The Central Texas Healthcare Partnership is solving local healthcare shortages by utilizing earn and learn opportunities such as apprenticeships. One occupational shortage that our industry leaders identified was Certified Medial Assistant (CMA).
The Challenge: A Growing Demand for Medical Assistants
Just a few years ago, the shortage of CMAs was substantial in the Austin metro area. Employers reported having over 50 job openings at any given time. This shortage was compounded by the fact that local training providers were not graduating enough students to fill the occupation shortage. This led to employers competing over candidates and shortages for all regional healthcare providers.
The Solution: Apprenticeships That Work
In 2019, the Central Texas Healthcare Partnership partnered with Austin Community College and Innovative Workforce Projects to create national accredited Certified Medical Assistant registered the apprenticeships with the Department of Labor, and started offering apprenticeships to local residents.
Program Goals
Hire individuals with no prior healthcare experience and provide paid on-the-job training as Certified Medical Assistants.
Upskill current employees who were ready to advance their careers and add additional certification and responsibilities to retain current staff.
Add additional CMAs to our community to decrease shortages and reduce job openings.
Key Partners & Employers
Based on employer input and request for a Medical Assistant talent pipeline, we began leveraging our partnerships with Austin Community College and Innovative Workforce Projects that were vital to the success of the apprenticeships.
Once we built the apprenticeship framework with our partners, we introduced local employers to the benefits of the apprenticeship model for this non-traditional industry. Four employers signed on to implement the CMA Apprenticeship program: Ascension Seton, Austin Region Clinic, Baylor Scott & White Health, and CommUnityCare.
Workforce Solutions Capital Area also secured and leveraged multiple grants awarded to us by the Texas Workforce Commission that were imperative to fund and grow these apprenticeship programs.
Impact to Date
The healthcare industry has enrolled and hired 334 healthcare apprentices as Medical Assistants from September 2019 through December 2024. Enrollment for the CMA apprenticeship has grown significantly, with the largest increase occurring in 2022, when participation surged by 311% compared to the previous year.
Our healthcare providers have hired on average five CMA apprentices per month for the past five years thanks to this new recruitment and training strategy.
“The apprenticeship allows for clinics to support and develop community members into Certified Medical Assistants, thus improving the employment pathway and the pipeline from underserved populations into the Ascension network. The apprenticeship is helping stabilize the CMA workforce and is producing associates functioning at Ascension Gold Standards which are now highly sought by managers across Ascension clinics.”
Yesenia Renzi, RN Program Coordinator Ascension Seton
Workforce Solutions Capital Area and our Central Texas Healthcare Partnership continues to support the growth of healthcare apprenticeships to fill the workforce needs in this critical industry.
Grow your business through talent: Workforce Solutions is uniquely positioned to help employers of all industries directly connect with local job seekers and talent. We’re collaborative and can tailor services based on your company’s needs. Get started.
Known as the “Silicon Hills,” Austin, Texas has emerged as a vital tech center and thriving hub for innovation. Drawing world renowned tech giants like Apple, Amazon, Dell, and Microsoft, and burgeoning startups, the Austin region boasts a vibrant music scene and cultural charisma, attracting both businesses and people that are seeking a dynamic and hip place to live, work, and play.
Workforce Solutions Capital Area is seeking community input on its Hire Local Plan, an initiative aimed at enhancing workforce development in the Austin metro area. The plan focuses on increasing skilled local talent, improving income for residents and expanding payrolls for local businesses. To achieve these objectives, WFSCA has outlined four key strategies: awareness and enrollment, training, placement and advancement. Community members are encouraged to review the strategies and provide feedback to ensure the plan is inclusive and collaborative.
