Per Scholas participants enrolled in a 15-week computer technician training program that consisted of instruction and practice related to assembly, configuration, installation, upgrade, and repair of personal computers, printers, and copiers.

The training program prepared participants to obtain an entry-level computer certification. After the training, Per Scholas offered participants internships with local employers or with the Per Scholas recycling and refurbishing center.

Fathers received life skills training and job placement and could participate in short-term training programs, such as truck driving training, and long-term training, such as heating and air-conditioning repair. All participants were enrolled in life skills training and job placement, but individuals could choose what types of additional program offerings to attend. Eligible individuals lacked high school educational credentials, were unemployed or underemployed, or were referred by their child support agent.

Six employment and training organizations implemented the Fathers at Work Initiative. All sites offered three strategies: employment services, fatherhood workshops, and child support services. Each site had flexibility to determine how services were provided and diverged in how they provided skills training, the intensity of available fatherhood services, and the way they worked with child support agencies.

JVS-Boston developed its medical billing and accounting training programs with input from employers who served on advisory committees. Potential participants were interviewed to confirm that they would benefit from the training program based on their interests, abilities, and qualifications. Participants received a certificate of completion at the end of the program. Training participants were also offered other services available at JVS-Boston, including a four- to six-week internship and training on job-readiness skills.

Businesses had to propose the training type and expected benefit of the program to receive a grant. Depending on the business, the trainings could range from 12 weeks to one year. The trainings included on-the-job training to improve employees’ productive work skills and education skills, such as reading, math, and English as a second language.

WRTP provided short-term training programs—selected to match local labor market demand—that resulted in nursing assistant, medical assistant, and construction certificates. Participants also received soft skills training, case management, remedial education, job placement assistance, and post-employment services. Child care and transportation assistance were available for participants receiving Temporary Assistance for Needy Families. Training programs ranged from 40 to 160 hours and lasted from two to eight weeks.