Breaking Barriers followed the IPS model by assigning employment specialists to help participants set career goals and search for a job. Employment specialists maintained relationships with local employers, which they used to connect participants to potential job opportunities. After participants found employment, specialists provided as-needed, customized support (such as counseling or transportation assistance). This follow-along support did not have a time limit. Participants were involved in the program for an average of 10 months.

The WorkAdvance model includes five key elements: (1) intensive screening before enrollment; (2) preemployment and work-readiness services, including career coaching, supportive services, and labor market information, all tailored to a specific occupational sector; (3) occupational skills training focused on current job openings; (4) job development and placement; and (5) provision of follow-up retention and advancement services in collaboration with employers. It is a versatile model that organizations implement in various ways.

The WorkAdvance model includes five key elements: (1) intensive screening before enrollment; (2) preemployment and work-readiness services, including career coaching, supportive services, and labor market information, all tailored to a specific occupational sector; (3) occupational skills training focused on current job openings; (4) job development and placement; and (5) provision of follow-up retention and advancement services in collaboration with employers. It is a versatile model that organizations implement in various ways.

The WorkAdvance model includes five key elements: (1) intensive screening before enrollment; (2) preemployment and work-readiness services, including career coaching, supportive services, and labor market information, all tailored to a specific vocational sector; (3) occupational skills training focused on current job openings; (4) job development and placement; and (5) provision of follow-up retention services in collaboration with employers. It is a versatile model that organizations implement in various ways.

Individuals receiving housing assistance interested in the FSS program attended an orientation, signed a contract of participation, and completed an individualized plan at enrollment. FSS program participants worked with case managers to set goals related to self-sufficiency to include in their plan. Case managers also provided referrals to services, such as education and training opportunities and low-cost child care. Most sites expected case managers to contact participants on a quarterly basis, although some sites ranged from monthly to annual contact.