Central Texas Healthcare Partnership

About Us


The mission of the Central Texas Healthcare Partnership is to sustain and grow the Central Texas healthcare industry while expanding pathways to good jobs for local residents.

Who We Are

The priorities and strategies of the Central Texas Healthcare Partnership are directed by a Leadership Committee comprised of representatives of our three founding member organizations:

  • Baylor Scott & White Health
  • Seton | Ascension
  • St. David's HealthCare

The work of the Partnership is made possible by the generous financial support of our donors:

  • Michael & Susan Dell Foundation
  • JPMorgan Chase & Co.
  • Seton | Ascension
  • St. David’s Healthcare

Additional support was provided by the Texas Workforce Commission.

Backbone support for the Central Texas Healthcare Partnership is provided by Workforce Solutions Capital Area.


We envision an industry-wide partnership that provides a table for Central Texas healthcare companies to come together to:

  • Facilitate coordinated action to address joint workforce challenges and realize shared opportunities.
  • Share a forum for joint learning, networking, and information sharing.


Industry Led: The Partnership is intentionally structured as an industry-led organization in order to help ensure that the group’s efforts are driven by real-world labor market conditions.

Collaborative: The Partnership will provide a forum for business leaders to come together with community partners from K12, higher education, community-based organizations, public agencies, and industry groups to jointly develop solutions and explore ideas.

Data Driven: The Partnership will use data to establish priorities and to evaluate the success of Partnership initiatives.

Solutions Focused & Action-Oriented: The Partnership will focus its energy on projects that offer concrete and timely opportunities for industry and community partners to advance the Vision and Mission of the partnership


News + Events

CTHP Releases 2019 Strategic Plan
January 23, 2019
On behalf of the CTHP Leadership Committee, we’d like to thank everyone who has been involved with the Partnership over the past year. We’re incredibly grateful for the time, expertise, and insights many of you have shared. We’ve learned a lot in our first year of work together, which we think you’ll see reflected in the 2019 Strategic Plan developed by our Leadership Committee. A few important highlights that we want to bring to your attention:

  • Refined Priorities: Building on the work we started in 2018, we’re updating our 2019 priorities to focus on four issues:
    • The Youth Talent Pipeline: How can we work together to promote increased awareness of health careers and facilitate relevant hands-on learning opportunities for youth and young adults?
    • Post-Secondary Access & Success: How can we grow the number of Central Texas residents who are graduating from middle-skill healthcare education and training programs?
    • The Nursing Talent Pipeline: How can we work together to ensure that there are diverse and seamless on-ramps to registered nursing careers – including effective pathways for CNAs, PCTs, and LVNs – so that companies have ready access to the talent they need to provide high-quality care?
    • Upskilling: Are there innovative education and training approaches Central Texas can adopt to upskill frontline healthcare workers so they can fill in-demand healthcare jobs?
  • A Better Way of Working Together: In 2019, we’ll update our existing work groups with four new committees that will focus on each of our priority areas. Each of these committees will be chaired by an industry representative and led by a small planning committee, which will help us to be more efficient and coordinated so that we can grow our impact.
  • Setting Aside Time for Learning and Networking: Finally, many of you let us know that you really enjoyed the opportunity to come together with colleagues during our quarterly meetings to network, exchange information with peers, and learn from experts. Beginning in this spring, we’ll reserve our big-tent Central Texas Healthcare Partnership meetings exclusively for learning and networking – and save our business and planning conversations for committee meetings. Stay tuned for an announcement about our first 2019 event in the weeks to come.

We look forward to working with all of you to make 2019 a highly successful year for the Partnership. Please let us know if you have any questions or feedback on the 2019 plan.

Bridging the Talent Gap Survey
November 9, 2018

Workforce Solutions Capital Area, in conjunction with the Greater Austin Chamber of Commerce and The Graduate! Network, recently launched the Bridging the Talent Gap employer survey.

The 20-30 minute survey is open to regional employers of all sizes and in all industries. Please complete the survey by December 31st to help us identify key challenges you are currently facing in attracting, retaining and upskilling the talent needed to grow your businesses.

Workforce Solutions and partners will evaluate the survey results to determine how our workforce and education community can better assist employers in more effectively training new hires and building innovative partnerships to grow the skills of your current workforce. Take the Survey today.

For more information about the survey, please contact Leslie Puckett at leslie.puckett@wfscapitalarea.com / 512.597.7121.

E3-3D: College & Career Entry in Central Texas
November 5, 2018

From our colleagues at the E3 Alliance:
Please join us as we bring together professionals and practitioners working on the intersection of education and workforce readiness in Central Texas. Guest speakers and panelists will come from growing industry sectors in the region, career and technical education programs, workforce talent pipeline supports, and technology and innovation services. Our diverse group of speakers will help us to frame the requisite strategies in preparing all students for careers that earn a living wage, right here in Central Texas.

Issue We Face
By 2021, the Austin metro area is projected to boast more than 60,000 job openings that require more than a high school diploma but less than a bachelor’s degree. Two-thirds of the jobs that provide a living wage will require some type of post-secondary degree or certificate. At the same time, the pathways to credentials and/or a career are becoming increasingly diverse. As a community, how can we support our students as they leave high school and enter college or the workforce, in a way that leads to economic prosperity for students and the region?

What to Expect

  • Latest research on college and career entry
  • New strategies to align students’ educational trajectories with regional workforce demand
  • How data and research can support that work

Sign Up Now
Please click here to sign up for this FREE research presentation and interactive discussion that will bring experts together from E3 Alliance and the Central Texas community to share, learn, and act.

10/18 Webinar: Using Tuition Assistance to Grow Your Own Talent
October 1, 2018

At 1 p.m. on Thursday, October 18, the Central Texas Healthcare Partnership will be hosting a free webinar on tuition assistance programs, a popular employee benefit that provides financial assistance to workers who are interested in enrolling in education and training to advance their skills and career prospects. Tuition assistance programs can be a valuable tool for companies that are looking to develop in-house talent for hard-to-fill job openings. Yet, too often these programs are underutilized or not strategically designed to meet business needs.

During this webinar, CTHP members and their colleagues will have the opportunity to hear about the findings of two recent studies that sought to better understand these programs and identify options for maximizing their usefulness:

Study Shows Strong Demand for Healthcare Workers in Central Texas
September 9, 2018

A new study finds that the five-county Austin-Round Rock Metropolitan Statistical Area continues to enjoy strong demand for middle-skill healthcare workers, including shortages of workers in several key occupations.

Researchers from the Council for Adult and Experiential Learning(CAEL) and Avalanche Consulting presented the key findings of their study to Partnership members at the Tuesday, September 25 meeting of the Partnership. You can review their findings online, including:

This analysis was made possible through the generous support of the Texas Workforce Commission, the Michael and Susan Dell Foundation, Ascension, and St. David’s HealthCare.

New Study Highlights Central Texas Healthcare Companies’ Investments in Employee Education & Training
August 9, 2018

On August 9, LEAP Consulting – a group of graduate MBA candidates from Concordia University – released a new report, Tuition Assistance Utilization Study: A Focus on Healthcare Employers in the Austin Metro Area. The research team interviewed ten Central Texas healthcare companies to learn about how they are using tuition assistance programs to engage, retain, and upskill their workforce and also reviewed recent research literature to better understand national best practices. Their report is available for download or you can view a video of their presentation of the report on YouTube.


Resources + Research

This page contains a list of resources for healthcare leaders (and their community partners) interested in exploring lessons learned and promising practices from across the nation.

Know of a great resource you think we should add to our list? Please contact us.

Career Awareness, Exposure, and Counseling

Texas H.O.T. Jobs
The Texas H.O.T. Jobs website was developed by West Texas AHEC with a grant from the Texas Higher Education Coordinating Board. The website provides information for students and workers seeking information about health career opportunities in Texas. http://texashotjobs.org/

Coaching for College and Career: A SkillWorks Toolkit
SkillWorks is a nationally recognized workforce funder collaborative and public/private partnership between the Boston Foundation, the City of Boston, launched in 2003 to improve workforce development in Boston and across the Commonwealth. This guide was created as “a source of inspiration for working with clients, a resource from which coaches can pull tools, exercises and worksheets; and a starting point for developing your own set of best coaching practices.” http://www.skill-works.org/documents/SkillWorksCoachingToolkit_WebOnly.pdf


Education and Training

Growing Tomorrow’s Nursing Workforce: New Paths to Professional Nursing
New Paths to Professional Nursing (NPPN), funded by the Robert Wood Johnson Foundation’s New Jersey Health Initiatives program, demonstrates that it is possible to create a pipeline of nursing candidates who live in and resemble the communities they serve. https://www.jff.org/resources/growing-tomorrows-nursing-workforce-new-paths-professional-nursing/

Growing Their Own Skilled Workforces: Community Health Centers Benefit from Work-Based Learning for Frontline Employees
Four community health centers have partnered with education institutions and other community organizations to change the way frontline employees are trained, rewarded, and advanced. Growing Their Own details how these partnerships have developed career paths and made them easily available to frontline employees. https://www.jff.org/resources/growing-their-own-skilled-workforces-community-health-centers-benefit-work-based/

Human Resources Practices for Recruiting, Onboarding, Retaining, and Advancing Workers

Innovative Scheduling Practices for Workplace Stability: Cooperative Home Care Associates

Case Study: Effective Onboarding and Mentorship: Cooperative Home Care Associates

Investing in Entry-Level Talent: Retention Strategies that Work
This report from FSG highlights 4 evidence-based strategies for effective retention and advancement, backed by 14 practical suggestions for implementation as exhibited by companies like The Container Store, Verizon Wireless, Gap Inc., Wegmans Food Markets, and many others. This research was funded by Walmart for the benefit of nonprofits, workforce organizations, and employers.

The Resource Within: Today's Employees Become Hospitals' Workforce of the Future
To deliver more patient-centered care to an ever-increasing number of patients, hospitals must focus on the careers and skills development of all members of the existing workforce, not just doctors and other high-level professionals.

Growing Their Own Skilled Workforces: Community Health Centers Benefit from Work-Based Learning for Frontline Employees
Four community health centers have partnered with education institutions and other community organizations to change the way frontline employees are trained, rewarded, and advanced. Growing Their Own details how these partnerships have developed career paths and made them easily available to frontline employees.

Attracting and Retaining Talent: Frontline Workers in Long-Term Care
America’s aging population is raising the demand for long-term care. To meet the rising demand of this expanding costumer base, long-term care facilities must give direct care workers the tools to advance their careers.

Empowering and Engaging the Front Line: Union Health Center http://hitachifdn.nonprofitsoapbox.com/storage/documents/Union_Health_Center_Empower_Engage_Front_Line.pdf

Key Elements of Successful Tuition Assistance Programs: A New Model for Workforce Development
UpSkill America at the Aspen Institute and the Institute for Corporate Productivity (i4cp) teamed to create that model by identifying Key Elements of Successful Tuition Assistance Programs. This new approach details seven essential components of a modernized tuition assistance program to help employers meet the need for an agile workforce of continuous learners.

UpSkilling Playbook for Employers
The UpSkilling Playbook for Employers is a new report, developed by UpSkill America at the Aspen Institute with support from the Walmart Foundation. It is designed to be a tool for employers interested in upskilling strategies, which are policies and practices used by employers to educate, train, and develop frontline workers. http://www.upskillamerica.org/resources/upskilling-playbook/

CareerSTAT Guide to Investing in Frontline Health Care Workers

Creating Career Pathways for Frontline Health Care Workers
Creating Career Pathways for Frontline Health Care Workers from Jobs for the Future focuses on promising practices implemented across the country that help frontline health care workers get the skills they need to provide quality care and build a sustainable career.

Measuring Impact and Return-on-Investment

Business Value Assessment Toolkit
This handbook from the Aspen Workforce Strategies Initiative has practical step-by-step guidelines for defining the services and outcomes to be evaluated, and for planning appropriate and practical assessment methods

Why Companies Invest in “Grow Your Own” Talent Development Models https://accn.wiche.edu/sites/files/documents/corpVoicesROI.pdf

In this report, Corporate Voices for Working Families investigates why some companies invest significantly in workforce readiness for their lower-skilled and entry-level workers. This report: 1. Documents examples of companies that are making these investments, and explores the business rationale for doing so; 2. Calculates the return on investment (ROI) that the firms derive as a result of their workforce readiness programs; and 3. Delineates the broader economic and social argument for employer engagement in workforce readiness programs.

Practice Transformation

Improving Access and Quality: The Role of Frontline Staff at Behavioral and Mental Health Careers
Many workers in the field are nearing retirement, while turnover is stubbornly high—as high as 90 percent each year by some estimates. Unless agencies can replace and retain skilled workers, fewer Americans struggling with mental health disorders and substance abuse will receive treatment. https://www.jff.org/resources/improving-access-and-quality-role-frontline-staff-behavioral-and-mental-health-careers/

Case Study: High Plains Community Health Center: Redesign Expands Medical Assistant Roles

Case Study: The Special Care Center: A Joint Venture to Address Chronic Disease

Case Study: Cabin Creek Health Systems: Medical Assistants Provide a Senior Medical Home

Building Career Ladders In The Age Of The Affordable Care Act: A Case Study Of Jersey City Medical Center/Barnabas Health

Connecting the Dots: A Case Study of Transforming Care and the Frontline Workforce at Unitypoint Health-Des Moines



Contact Us

Interested in learning more about the work of the Partnership? Interested in learning more about our work or attending an upcoming event? Please contact us at info@wfscapitalarea.com.



Workforce Solutions Capital Area is an Equal Opportunity Employer/Program. Auxiliary aids and services are available, upon request, to persons with disabilities. Relay Texas: 1.800.735.2989 (TDD) / 711 (Voice).

Equal Opportunity is the Law