SALT LAKE CITY — Michelle Linder was in a quandary. She was 38 years old and working as a secretary for Intermountain Healthcare but longed to find a new career.
The University of Utah alumna had a bachelor’s degree in English and psychology. But "there was nowhere to go with that,” she said.
Her boss at the time encouraged her to apply for a specialized training program in conjunction with Salt Lake Community College called the “cohort program” that would put Linder on the path to becoming a registered nurse.
“It was like a shortcut into nursing school instead of getting on a long waiting list,” Linder said. “I continued working as a secretary and went to nursing school at the same time.”
Linder, now 45, praises the program, part of innovative collaborations that are retraining people and getting them either back into the workforce or pushing toward new jobs as the economy bounces back from recession.
Salt Lake Community College programs, which also include Short Term Intensive Training and Custom Fit Training, focus on worker retraining or skills enhancement.
Custom Fit serves for-profit businesses within Salt Lake County, while the intensive training program uses state money to provide occupationally specific training for employees or for individuals seeking new career opportunities, including human resource management, machine training and employment law for managers.
The growth of the program is significant. The number of companies utilizing the Custom Fit program has grown from 66 firms serving 1,448 employee or prospective employees in 2008 to 163 firms serving more than 2,000 employees last year. The expense of the class to the individual or company depends on the actual cost of the class, said Shannon Scott Strickland, Manager, Custom Fit Training & Short Term Intensive Training.
If a class costs $1,000, the company or individual pays approximately 50 percent to 60 percent and the program pays the remaining portion, she said.
Global mining exploration firm Boart Longyear has utilized Custom Fit for about 18 months, putting each of its 100 employees through specialized efficiency training. The company reports it has saved $2 million in improved efficiencies and reduced its costs by $500,000.
“It’s a big deal for us to have access to this kind of training,” said Drew Butler, vice president of expansion at Boart Longyear. “Each year, the bar is getting higher with workers doing better and better overseas, so regular training and education allows us to stay competitive. It (also) makes Utah more competitive.”
It also provides paths for individuals both in and out of the workforce.
“It was kind of 'grow your own nurses' out of the employees that you already have,” Linder said.
Her employer was “just great” about allowing her to have flexibility to meet her academic and clinical obligations as she pursued her new nursing career and met her employment responsibilities.
“When I would have clinical days, they would let me take that day off and work longer (on other) days,” she said.
Linder completed the two-year program five years ago and fulfilled a dream she had since she was a teenager of becoming a nurse.
Intermountain paid for the program in its entirety, she said, with the commitment that she would work there for at least two years following successful completion of the program.
“The Intermountain/SLCC program was beneficial in helping meet the demand for nurses at those facilities and helped many employees transition into nursing careers,” said Lisa Peters, Student Programs Manager for the Urban Central Region of Intermountain Healthcare.
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