12 Weeks to a New Career: Build a Workforce Training Program That Sticks

Kevin Golumbeck : People are motivated by earning credentials quickly. You know, they know that there's a quick turnaround. I only have to go to school for 3 months maybe, and I'll get that credential. I can get into the workforce, get some experience, and continue to grow.

Amanda Ellis : That's the voice of Kevin Golumbeck, Director of the Sarasota Chamber's CareerEdge Program. Kevin joins us with a case study on the Bridges to Careers program, offering short and free career training to people of all ages in in-demand fields. Welcome, or welcome back. This is Inside America's Best Cities, and I'm Amanda Ellis of Livability Media.

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That's a bit about our work, and with that, let's jump in. Amanda Ellis : Welcome, Kevin, to Inside America's Best Cities, kicking off our 2026 season. Super excited to have you. Kevin Golumbeck : Hi, Amanda.

Yeah, excited to be here. This is going to be a great conversation and just totally looking forward to it. Thanks for the opportunity. Amanda Ellis : Yes, excited to hear about some of the workforce stuff that you're doing.

I think it's a great example for other communities, and I know you shared that this is your podcast debut, and we love a good debut, so let's jump in. Kevin Golumbeck : All right. Sounds good. Amanda Ellis : So we're here to talk about specifically a program that you all are doing called Bridges to Careers and wanted to start by having you share just a little bit of an overview of this, how it works.

Kevin Golumbeck : Yeah. So Career Edge Founders Collaborative is part of the Greater Sarasota Chamber of Commerce, and within that subset we have our Bridges to Careers program, which is really our community-facing program So this is, um, short-term skills-based training that we offer, uh, fully paid for by, uh, Career Edge and our funders. And it's just trying to get people to get some quick credentials, get quick training, and then move into the workforce in high-demand areas that we know, uh, our community needs.

So participants apply, then they are vetted, they're kind of screened, and that's just for like fit readiness to make sure that there's Uh, if there are any issues or barriers that we can kind of address them kind of proactively, and then they enroll in the training. The trainings can range from 6 to 12 weeks. Uh, we've had as long as 20 weeks long, and they are in specific industries. So healthcare, manufacturing, skills trades like plumbers, electricians, HVAC technicians, as well as transportation is another one of our industries.

Um, so the goal is just that, that we get them ready for employment and then, you know, from training directly to employment, connecting them with local employers and really trying to expedite the whole process because there's such a need for these specific roles in our community. Amanda Ellis : Gotcha. Do those trainings run consistently? Like, for example, you know, you mentioned healthcare as one of the tracks.

Does that run, you know, 3 times a year, for example, or are they kind of just based on the demand that you're seeing from the community and interest from people? Kevin Golumbeck : Yeah, great question. So we actually offer multiple CNA, um, fast tracks, and we do that for a variety of reasons, uh, just to help meet our kind of client, if you will, our participant, where they are. So we have, uh, a steady program at one of the technical colleges that's sort of a rolling program.

We try to fill a specific Career Edge cohort, so the whole class will be funded by Career Edge, but then they also offer kind of in-demand, um, you know, they offer 5 or 6 programs throughout the year, and then we have some seats in each of those programs. Now that one is unique because it's full-time, you know, 7:30 to 2:30, and it's really for somebody who's maybe working nights and weekends and they, they have time available to go to school in, in the morning, kind of that 7 to 2 timeframe.

And then we also offer a different program with a, a, a private school, and that one is hybrid. So they are online learning 3 days a week, 10 weeks long. So it's a little bit longer than the other one, but then the hybrid option really helps with transportation, and then they do kind of in-person skills training as well as clinical hours, uh, with some of the local employer partners. So, um, for healthcare, the need is just so much higher than the rest of the programs that we offer.

I mean, there's a huge skill skills gap in healthcare. And so we try to offer more programs more often, just so they're kind of widening that highway and that pipeline, uh, to, to meet the need. Amanda Ellis : Gotcha. But they may not all, you know, run the same way depending on that demand?

Kevin Golumbeck : Yeah, it usually falls into kind of - and this would apply to the other programs as well, uh, kind of a cadence similar to the school, right? You've got a fall program and a spring program, and, and that's usually how it runs. Amanda Ellis : Gotcha. How long have you been doing this?

Kevin Golumbeck : Uh, so Career Edge has been around for 16 years. It hasn't always been at the chamber. It's been home at the chamber for about 8 years now, and I've been with the chamber for just over 3 years. Uh, these fast-track training, training programs have been in existence pretty much from the onset, but, um, kind of ebbed and flowed throughout the years depending on the staff and things like that..

But the chamber's role is really, you know, to convene everyone. We're kind of in the middle of everyone, um, the employers, the funders, the nonprofit organizations, community organizations. And so we, we really play a role to facilitate it, the whole process. Amanda Ellis : Gotcha.

So a lot of partnerships it sounds like, which of course is kind of keeping everything running all the time in chamber world. So how are specific employers engaging with this program? Like I would imagine your local hospitals and healthcare organizations, you know, have a very vested interested in that healthcare training, what does that look like? Kevin Golumbeck : Yeah.

Uh, so it depends on the industry. So I will say, you know, for healthcare, after the training's completed, we host career fairs right here at the chamber. So it's kind of like closed door. We invite our employers who are interested in hiring the role.

We bring our students who have graduated their prep, they've taken their credentials test, or they're in, you know, kind of that limbo period before they're they get scheduled to take that. And, you know, we help facilitate those job, um, fairs right here in, in the chamber. But then for like HVAC technicians, for example, and plumbers, our education provider will invite those contractors to the classroom. Kevin Golumbeck : Uh, we found that we've done the, the job fair model as well.

It's a little bit of a feeding frenzy if you can imagine, like 10 employers all, you know, there's only maybe 15 or 20 students and they're all kind of trying to get some face time with them. So that, that relationship model of visiting the classroom, kind of sharing what you have to offer, answering those individualized questions, has been a little bit more fruitful, especially in that industry. For transportation, you know, we partner with local employers and they have even - we have sort of a, a different model there where they can, nominate their own staff to attend.

And so we pay, they've kind of been nominated from, from their employer to go and attend this. So it's like an extra added benefit. So there's lots of different models just depending on the industry, but it's always including everyone in the process and, and making sure that their voice is heard. Amanda Ellis : So from the student perspective, I know that there's never any guarantees, but pretty much like if you apply yourself and complete this, you're not gonna have any issues landing something with a local employer?

Kevin Golumbeck : Yeah, yeah, we go above and beyond, uh, for, for all the fast tracks. We will bring in a third-party consultant who's an expert in, you know, adult education. She stays up to date on interview skills, resume building, rout - you know, kind of routines and fads and trends or whatever, and really kind of a consultant for them. I mean, we do that as well.

So if anyone has “Hey, Kevin, can you send me - or can you give me some feedback on my resume?” I always encourage them to do that. Um, so yeah, we, we don't guarantee a job because we're really not - that's not our place. We want to fund their training and support them along the way and afterwards.

Uh, but we've had pretty good, pretty good success with it. Amanda Ellis : Talk a little more about the funding. So no cost to participants, right? But of course, costs associated with running the program.

And I'm sure that kind of goes back to some of the partners we mentioned, but how does that kind of work, especially in a time where we've seen a lot, you know, in 2025 of different federal funding, you know, getting trimmed and that really affected a lot of programs. So I know that's something people always wonder about with these, especially nowadays. Kevin Golumbeck : Mm-hmm. You know, the Sarasota area and Manatee County are kind of retirement areas.

There's a lot of philanthropy locally. We're blessed with that. So all of our funding for these programs is privately funded. We haven't had to worry about federal cutbacks or anything like that, so we're really blessed to have that support of our funders.

And, uh, we also partner with some other nonprofits and organizations that have similar goals and missions to us. So for example, in the healthcare, uh, industry, we partner with another organization. They're based out of Baltimore, Lyra Workforce Development. Great partners of ours, don't mind giving them a shout out.

And so they come alongside us, we come alongside them, and we fund things together. Uh, they can offer a little bit more, you know, wraparound support for those startup costs and healthcare. It can be difficult to get started. You've got background checks, drug screening, immunizations, and those startup costs are often a barrier.

So if there's a requirement from the education provider or, you know, uh, some type of requirement, we always try to bring a resource with that so that, you know, we can point them to somebody and, and have a partner that can help them get that addressed. Amanda Ellis : Right. Any other wraparound support that happens as part of this program, like childcare resources or transportation or anything to help address some of those barriers people can have to making career changes?

Kevin Golumbeck : Yeah, we, we provide some of that. Like I said, Dwyer is a great partner. They provide a little bit more, uh, but it's all on a case-by-case basis. Uh, I mean, I give you an example.

We had a guy in one of our HVAC classes. He's driving 40 miles every day. Well, that adds up. So he was kind of embarrassed to say anything, but he talked to his teacher.

His teacher and I talk, and as well as the individual, and I met him, gave him a gas card, you know, just support. Amanda Ellis : So, right. Well, it's so true. I mean, especially with where we are right now in the economy, a lot of basics have gotten a lot more expensive, right?

And, um, you know, even if you are able to kind of work around doing this, it's just, yeah, nice, I think, to have some room to acknowledge those things. That can just make it a little bit harder. So I love that. We talked about the… So this program has been running for some years.

Are there any favorite numbers you like to share about the overall impact? Like maybe, you know, how many people have graduated or just anything you're really proud of there? Kevin Golumbeck : Yeah. Yeah.

So this program has grown over the last 3 years. When, when I started in 2023, we had a total of 4 fast tracks throughout the course of the whole calendar year. And we served, uh, 35 people. 31 graduated, so we, we like that graduation rate there.

But, uh, we saw opportunity to continue to grow, so then in 2024 we served about 53 participants, 45 graduated. So again, high levels of completion, uh, credentials earned. And then the official evaluation hasn't come out for 2025 yet, but We served 91 people and 83 graduated. So again, uh, in that 80 to 90 range for completion.

And just, um, one of the ways that we measure the impact is kind of pre and post wage earnings. And so, you know, that number has continued to grow and we'll have, you know, last year was like $9 on average that somebody would go through the program and then afterwards they're making $9 more. There's a lot of - kind of unemployed people going through the program, kind of job shifting or career changes and things like that. So that's really how we measure - part of the way that we measure the success of the program is those pre and post wage earnings and just trying to get them on that, on that career ladder.

Amanda Ellis : Yeah, share more about the typical profile of people who are participating in this. Like, is it usually they're just, you know, underemployed and looking to climb that ladder a little bit? Unemployed? Is it middle-aged pivoting or people right out of like, what do you - and probably some of all of it, but what do you see there?

Kevin Golumbeck : Yeah. Um, it's always a mix and I love that it is a mix. So just tapping into different parts of the population. I mean, we've seen every kind of archetype from young people entering the labor market.

You've got unemployed or underemployed. Um, you've got career changers, you know, a good example, we had a guy go through the HVAC technician training. Training, he was a manager at a, a local restaurant and working nights and weekends. He's kind of climbed the ladder, he's running the whole place, but he just, he's missing that time with his family.

So he is looking for different schedules, you know, um, more earning potential and things like that. So, um, those are sort of the main kind of groups, but I love that we, we tap into so many different people that, uh, it really is a rich and diverse group every time. Amanda Ellis : Yeah, I like that too. And it's something I really like about a lot of these kind of shorter programs that people can, you know, design a little bit around a job or around other obligations, because I think often so much workforce development is focused on kind of the, you know, 18 to early 20s group, right?

And of course we want to get them on a good trajectory, but like, what about people that, you know, maybe ended up in a field that's not so in demand now, or just kind of need or want to do something different. So I love the inclusion of having it be something everyone can benefit from. Kevin Golumbeck : Mm-hmm. Amanda Ellis : How do you go about promoting this, recruiting students?

It sounds like you've been doing it for a while, so maybe there's some solid community awareness you've already built up, but what does that look like promoting? Kevin Golumbeck : Yeah, there's a lot of just communication with our partners, so the education providers, the employers who are hiring afterwards, Um, local groups, community organizations. Uh, we really just try to get the word out. We have an award-winning communications team here at the chamber and they are, you know, sending communication all the time, getting the word out.

We do press releases. A lot of the local, um, press will pick them up and share them about the opportunities and just, you know, bigger buckets catch more rain. So we just try to spread the message as well as we can. And there's definitely some more brand awareness now.

Um, Word of mouth has certainly helped considerably as people have gone through the, the program. They've had a positive experience. They wanna talk about it. They wanna share with their friends, hey, I've been working as a home health aide for a long time and I still haven't - I'm ready to take the next step.

So, hey, how did you get that? Where did you go? And that has sort of snowballed to help us grow the capacity of the program and, and how many people, uh, are hearing about it, applying and going through our process. Amanda Ellis : How does it dovetail with things that your community college is offering?

So it sounds like you've definitely got some partnerships there, but like, does this compete with them at all, I guess, is what I'm asking? Like, if they have longer programs or programs people can like apply, you know, FAFSA money to, like, if that makes sense what I'm asking, is there any like competition there? Is it just like different things on offer for everybody and everyone wins? Kevin Golumbeck : I think we try to avoid any competition.

It's really just about kind of having a variety of programs offering them. We're not taking away any of their potential students. If anything, we're maybe helping bring more students to them, um, with our kind of outreach and, and broader connections with the industries. Um, so yeah, we try to avoid where it's competitive.

Uh, I don't, I don't think we've really gotten into that space where we're spinning our wheels or eating somebody else's plate. You know, we're, we're making sure that it's a win-win for everybody. Amanda Ellis : Right. Trying to look at what's additive.

And I guess too, if you think about it, like since these programs are shorter, I mean, we talked about 6 to 12 weeks, so that's only gonna be certain things you can fit into that versus what would need to be longer or on more of that traditional, like multiple semester type basis. Kevin Golumbeck : Yeah. People are motivated by earning credentials quickly. You know, they know that there's a quick turnaround.

I only have to go to school for 3 months maybe, and I'll get that credential. I can get into the workforce, get some experience, and continue to grow. We're considering longer programs like, you know, medical assistant or dental assistant maybe in the future. Those are longer, maybe 6-month programs depending on the education provider.

So we're open to options, but we found success with short, you know, short turnaround, really compact, lots of material., but valuable learning, always hands-on experience, always, uh, great teachers and, and education providers. Amanda Ellis : Gotcha. That makes sense.

I mean, it's probably fun to work with cuz you get to learn so much about so many different fields that maybe you, you didn't before. Kevin Golumbeck : Yeah, that's true. That's true. I've learned a lot about HVAC that I never would've thought.

Amanda Ellis : Right. I know I was recently at the dentist getting a teeth cleaning and they had a, a student in there shadowing., and I was just asking her some questions and she was saying she was trying to get into the hygienist program at our community college, which is apparently very competitive, which I never would've known or really thought about. And she was just kind of sharing about her journey.

And it is interesting, you know, how much we don't necessarily know the details of if you've not worked in it. Kevin Golumbeck : Yeah. Uh, there's several people have contacted me about dental assistants and training programs in the last couple weeks. So, you know, when those start to match up with the data, you've got those testimonials.

Now I've got something to work with and I can kind of take a snowball of an idea and grow it into a real, real program. Amanda Ellis : Yeah, like people are asking about this and being able to use that and then you're recruiting a little bit. It's already started for you because you know what's in demand for it, which is pretty cool. So I got to hear a little bit about your background recently and I'd love - would love for you to share that because I just thought it was really fascinating.

So you were a teacher, uh, for several years and now kind of moved into doing this. So can you share about that? Kevin Golumbeck : Yeah. So, uh, I went to school, went to Michigan State.

Go green. And I wanted to be a computer programmer at the time. Um, and I took a couple programming class - I took one programming class and I was like, this is not for me. So sort of changed my major and became a, became a teacher.

Um, you know, had a really good experience and I've had a lot of great teachers in my, you know, teachers and coaches in my kind of life. And so, uh, I saw an opportunity there, really fell in love with it and, and did that for about 10, 11 years, in a couple different states and always a coach wherever I was. Kevin Golumbeck : Um, just found value in providing that opportunity and, and giving back to the community. Um, being involved in the community.

And so around COVID time, I sort of, I went back to school, got my master's in ed leadership, and I was going to be, uh, you know, planned on kind of being a high school or middle school principal and then realized I didn't really wanna do that. Uh, my wife and I got pregnant, we had our, our daughter and wanted to have a little bit more balance. And so I started looking for - wanted to learn more about business, looking for connections and opportunities. And I found this job at the chamber and kind of workforce development, a little bit of HR, some coaching, some, you know, uh, some research involved.

I was a science teacher, so a lot of data and things that - this is all in my wheelhouse. And I just fell in love with the role and, and, and, and the work that we do every day. It doesn't really feel like work. We're helping people with their lives and kind of their betterment.

And, um, that's kind of what I enjoy doing. Amanda Ellis : I love that. It's interesting, common threads. What we all really want to know is, are adults easier to work with than middle schoolers?

Because I feel like they're not always, which is maybe a… Kevin Golumbeck : Uh, different needs, different needs. I mean, I will say the adults aren't as like married to their cell phones. I mean, certainly we are throughout the day. Technology can leech into things, but Um, just different needs, different issues, things that come up.

You know, life is tough. You got bills to pay, you got transportation issues, your car breaks down, you know. Amanda Ellis : Right. Not the same.

Um, yeah, not stuff that kids hopefully are - Yeah. Worried about in the day-to-day the same way. Makes sense. Any advice for our listeners in other communities who might want to create something like this wherever they are?

Kevin Golumbeck : Yeah, um, find your partners early, really understand and know what their - what success looks like for them, and then find those winning opportunities where you can come alongside them. You know, a good example is, I mentioned that, Dwyer workforce development. We have similar common goals, we support each other, um, build - I would say build levels of support. You know, meet the, you know, your clients or your community where they're at.

That's being able to provide a variety of C&A programs. That's because one's not the right match for everyone based on your schedule, your life. So having a variety of options certainly helps. Um, make sure you know what your outcomes are, how you're measuring success.

I know a lot of programs kind of measure, you know, seat time or partic - you know, it's not always about that It's like, what are the tangible takeaways as a result of, of that seat time? Um, I think just relationship-based. I mean, we've sort of taken the approach that everything is - it's not transactional. Don't call me when you need something, call me in between, right?

Like maintain those relationships and those partnerships, and then everything becomes a little bit easier if everyone's involved in the process from the get-go. Um, that has certainly helped, uh, our results and, and our programs grow over the last few years. Amanda Ellis : Yeah, that's all really true, especially the, the networking part, I think. Awesome.

Well, we always close with a fun question, but before we get to that, anything else you'd like to share that you feel like we haven't covered? Kevin Golumbeck : Uh, just one, uh, there's a couple individual success stories I wanted to share. Amanda Ellis : Okay, go for it. Kevin Golumbeck : So one, one of the HVAC students from a couple years ago was one of my prior students.

And so, you know, I, I saw his name come through and I'm like, I know that name. So I interviewed him and I don't think he really recognized me, but eventually we figured out I was a teacher. And, um, so he was kind of - he's young, new, this is like, would be his first opportunity to get into the workforce. And so, um, he goes through the program and he kind of like the coming of age story, right?

He gets his first job afterwards and I'm so happy for him. So I'm driving to work one day and I look over and he - there he is. His name's Josh. He's sitting in the truck next to me and I'm like, oh, I gotta take a picture and send this to him.

Right? So I, I take a picture. Rolls his window down. He's like, what are you - what are you doing?

What are you - because he's like, some guy's taking my picture. But it was - he's like, oh, hey, Mr. Golumbeck. I'm like, so hey.

So later he texts me and he goes, “Hey, can you - can you send me that picture? I really want to show it to my dad.” Like, that's the kind of like impact and stories. And everyone's got a story and they're all worth sharing.

Um, but that's just one highlight I like to - like to share with everybody. Amanda Ellis : I love that. Well, our fun question that I referenced is, so you're based in Sarasota. And if someone were visiting the area for the first time, what is like a bucket list item you would say they should definitely do?

And maybe something a little off the beaten path that wouldn't be the first thing that would pop up if they were searching for things. Kevin Golumbeck : Let's see, uh, obviously Siesta Key is a must. Um, check out the beaches while you're down here. St.

Armands Circle is very popular for shopping. Uh, the Ringling Museum. There's a lot of arts and culture. That our community is built off of.

I would say see a show. Uh, everyone doesn't always make time to do that, but there's lots of great opportunities and, uh, events going on. You know, the circus is still a thing down here, and so I would say check out the circus. I'm going to be doing that, uh, in a couple - well, next week, so maybe that's why it's on top of my mind.

But, uh, just check out all the arts and culture that we have, you know, in between when you're at the beach. Amanda Ellis : Right. No, I have not been there, but I've heard really good things. And just for good measure, so it's February, mid-February right now.

And what is the temperature there? Kevin Golumbeck : Um, 70, sunny right now. Awesome. I, I walked to the store just a moment ago and it was beautiful.

70 degrees and sunny. Amanda Ellis : I just thought we'd put that out there for everyone. Kevin Golumbeck : Yeah, that, that's what it looks like the rest of the week too. Amanda Ellis : Perfect.

Well, thank you so much, Kevin. I feel like this was a great kickoff to our season. Covered a lot of details about a cool program, and I think that'll be super helpful for anyone kind of looking for ideas on how to support people in their community on their workforce journey, as well as employers with what they need. So really appreciate you taking the time.

Kevin Golumbeck : Thanks for the invite, Amanda. Happy to be here and, um, really appreciate the opportunity. It's good to get to know you and your team. Amanda Ellis : Thanks for listening to the Livability podcast, where we take you Inside America's Best Cities.

At Livability, we highlight the unsung awesomeness of small and mid-sized cities across the country. We also partner with communities to reach their target companies and potential residents through digital content and print magazine programs. If you enjoyed this episode, please follow, rate, and review this show wherever you listen to podcasts. You can also learn more about us at livabilitymedia.

com. Have an idea for an upcoming episode? Email me at aellis@livability.com.

Until next time, from Livability, I'm Amanda Ellis, sharing the stories of America's most promising places.