When Workforce Pell Grants, the new Federal financial aid program providing high financial need students with high-quality, short-term job training programs, goes into effect on July 1, 2026, it is – in theory – a huge opportunity for employers.
As an accountability mechanism, for programs to remain eligible for Workforce Pell grant funding, they will have to be compliant with the 70/70 rule, which dictates 70% of enrolled students must complete a program, and at least 70% of completers must secure employment in their field within 180 days.
Functionally, that means unless learners know exactly where they’re going to interview after they pass their Workforce Pell Program, there’s likely no way to guarantee programs will hit their 70/70 requirements and remain eligible for Pell Grant funding. The program can’t succeed without the input of hiring employers, which should give them significant input in terms of which job training programs are awarded Workforce Pell funding.
The reality is much more “to-be-determined.” Few, if any, mature Workforce Pell programs will be operating at scale on July 1, since the Pell program is still getting off the ground. Still, MedCerts is a Department of Labor-approved Related Technical Instruction (RTI) provider and has an extensive background in understanding how workforce-aligned training models can and do work.
Thanks to real-world experience in helping institutions think through strategies to achieve completion, employment and earnings metrics around workforce-aligned training programs, MedCerts’ workforce team understands what it takes to get these programs off the ground, and aligned with government requirements, even if the specifics for Workforce Pell are still being established.
Based on that expertise, here are the foundational elements institutions will need to be successful around Workforce Pell Grants, and how MedCerts can support employers to address those needs:
Industry-Aligned Curriculum
Getting learners job-ready requires a curriculum that reflects workplace standards and the needs of employers. Building such a curriculum from scratch in time to apply for Pell Workforce funding would be near impossible, so for employers looking to partner with schools on offering short-term job training programs, building that in part on a training curriculum that’s already industry-aligned makes sense.
MedCerts Partner Solutions programs feature curricula that are already tailored to the needs of employers and regulatory concerns. They’re designed by subject matter experts around national standards and are frequently updated to meet the evolving standards of employers and national certification bodies.
Certifications
Workforce Pell rules state that, in order to be eligible for grant funding, programs must lead to a recognized credential. For employers, aligning with certification training programs that already meet that criteria makes sense.
As one of the only online Department of Labor (DOL) approved registered apprenticeship providers, MedCerts is already recognized by the body governing Workforce Pell requirements. Additionally, MedCerts Partner Solutions programs train learners for more than 60 nationally recognized healthcare and IT certifications, while partnering with over 1,200 employers, colleges, universities and workforce agencies.
Credit for Prior Learning (CPL) Pathways
Another requirement for Workforce Pell program eligibility is making sure the program leads to a “recognized postsecondary credential that provides academic credit that is stackable towards one or more certificate or degree programs.” An exception is made for occupations where only one recognized postsecondary credential exists.
MedCerts Partner Solutions meets this requirement as colleges and universities such as Excelsior University, the American College of Education and Western Governors University (WGU) offer MedCerts graduates college credit for the MedCerts programs they complete. MedCerts programs are counted as credits towards 2-year and 4-year degrees at these institutions and can sometimes save students a full semester’s worth of tuition.
Workforce-Connected Training Models Such As Apprenticeship
Navigating Workforce Pell eligibility inherently has a certain level of complication involved, as certain processes haven’t been finalized yet, and others haven’t been stress-tested yet. For employers, the more experience your partners have around interacting with the DOL and implementing workforce labor training models, the easier the process will be.
MedCerts has the relationships and experience to help employers navigate the process of grant applications, coordinating the creation and implementation of workforce training programs, and recruiting eligible students, because this is something MedCerts already does around various workforce models, such as apprenticeships.
Aspire Rural Health Systems, FHN, and Henry Ford Health are just a few great examples of how MedCerts helps employers launch apprenticeship programs, while their partnership with Froedtert Health and The Boys & Girls Clubs of Greater Milwaukee is an excellent example of how MedCerts works with employers and non-profits around K-12 training programs. Helping employers in a variety of circumstances stand up certification training programs is an essential part of what MedCerts already does.
Conclusion
For employers, Workforce Pell grants are a great subsidized opportunity to address staffing shortages and turn learners into high-performing employees. Partnering with educational institutions and certification training partners like MedCerts will put employers in the best position to benefit from this new funding source.
Want more information about how MedCerts can assist in pursuing potential Workforce Pell opportunities? Contact us at [email protected].
