Access to stable employment and access to skilled labor do not always meet. In Baltimore City, the Career Pathways Center for Sustainable Careers at Civic Works was built to close that gap.

Led by Terrence Clark, Associate Director of Career Pathways, the program prepares adults from underserved communities for careers in skilled trades and infrastructure. The focus is clear, connect motivated residents to industries that are actively hiring.

A Structured, Employer Aligned Model

The program operates as a 10-week, cohort-based training model. New cohorts launch every other month. Participants include adults who are unemployed or underemployed and may face barriers such as:

  • Limited formal education
  • No industry credentials
  • Transportation challenges
  • Prior justice system involvement

Training tracks are aligned with regional demand and include safety certifications and industry-aligned instruction embedded throughout. Current pathways include:

  • Utility Infrastructure
  • Roofing
  • Solar

Participants receive:

  • Hands on technical training
  • Classroom instruction

Job readiness and case management services run alongside technical training to address attendance, retention, soft skills, and life barriers that could impact completion.

By week six of the cohort, participants enter the placement phase while still enrolled. The Career Services team works with employer partners to connect cohort participants to interviews and entry level roles that typically start around $20 per hour. Case managers continue support for six months after completion to ensure job retention and advancement, followed by a structured handoff to Alumni Services for long term support.

This structure keeps participants connected from enrollment to employment to advancement.

Why Baltimore Needs This Model

Baltimore faces persistent unemployment in historically disinvested neighborhoods. At the same time, construction, utility, and clean energy employers report difficulty finding entry level workers who are job ready.

Major infrastructure investments and solar expansion have increased demand. The labor pipeline has not kept pace.

The program responds to both realities. It provides:

  • Short term, industry aligned training
  • Direct employer engagement
  • Cohort based accountability
  • Ongoing retention support

Participants gain access to careers that offer stability. Employers gain reliable local talent. The city gains a stronger workforce pipeline to support infrastructure and clean energy growth.

Measurable Results

The outcomes are consistent and clear.

In a typical year:

  • 164 participants enroll across multiple cohorts
  • 85 percent complete the program
  • 80 percent of graduates secure employment in their field

Since launching in 2019:

  • More than 400 alumni have graduated
  • Many remain employed in the industry
  • Some return as mentors and ambassadors

These results demonstrate both scale and effectiveness. Completion rates reflect strong instructional design and wraparound support. Placement rates reflect close alignment with employer demand.

A Model Built for Replication

Workforce professionals and legislators often ask whether programs like this can scale. The Civic Works model offers a blueprint.

Key elements that support replication include:

  • Short duration training that reduces participant opportunity cost
  • Rolling cohorts that allow steady enrollment and predictable employer engagement
  • Embedded case management integrated into the training schedule
  • Early placement strategy beginning before graduation
  • Formal post completion retention support
  • Employer partnerships built around specific skill needs

The model does not rely on abstract career exploration. It targets defined sectors with documented labor shortages. It combines technical instruction with accountability and structured support.

Organizations in other regions can adapt the framework by:

  • Identifying high demand infrastructure or clean energy sectors
  • Designing short term, credentialed training tied to those sectors
  • Embedding case management from day one
  • Engaging employers before the first cohort launches
  • Tracking completion and placement metrics consistently

The core principle is alignment. Align training with labor demand. Align support with participant barriers. Align follow up with retention goals.