PEOPLE HELPING PEOPLE
Programs
Employment Coaching And Mentoring Program
PROGRAM OUTLINE: PHP'S EMPLOYMENT PROGRAM OFFERS EDUCATION, COACHING, AND MENTORING. THE EDUCATION COMPONENT OFFERS A SERIES OF EMPLOYMENT WORKSHOPS. WORKSHOPS ARE REPEATED REGULARLY AND TAUGHT FROM THE EMPLOYER'S PERSPECTIVE. MENTORING AND COACHING COMPONENTS CONSIST OF 4 PHASES. PHASE 1 COACHING FOCUSES ON EMPLOYMENT PREPARATION. CLIENTS MEET ONE-ON-ONE WITH A VARIETY OF VOLUNTEER BUSINESS PROFESSIONALS TO COMPLETE EMPLOYMENT TOOLS NECESSARY FOR A SUCCESSFUL JOB SEARCH WHICH INCLUDES UNDERSTANDING THEIR TRANSFERRABLE SKILLS, THEIR PERSONAL BREAKEVEN, AND SELF-SUFFICIENCY GOALS. PHASE 2 MENTORING FOCUSES ON RESUME BUILDING AND POLISHING INTERVIEW SKILLS. BUSINESS PROFESSIONALS VOLUNTEER AS MENTORS TO HELP CLIENTS IDENTIFY APPROPRIATE JOBS, PREPARE FOR RESUME AND INTERVIEW COACHING SESSIONS, AND EXPLORE WHAT THEY LEARN IN WORKSHOPS AND EMPLOYER MEET AND GREETS. THEY HELP CLIENTS DEVELOP A JOB SEARCH PLAN, UNDERSTAND BUSINESS VOCABULARY, PRACTICE FOR INTERVIEWS, AND APPLY FOR JOBS. PHASE 3 EMPLOYMENT STRATEGIES SUPPORTS CLIENTS DURING THE FIRST 12 MONTHS OF A NEW JOB. THIS PHASE HELPS THEM NAVIGATE THROUGH THE LEARNING CURVE OF A NEW JOB, MANAGE THEIR PERSONAL LIVES, PREPARE FOR PROMOTIONS, AND MAINTAIN STEADY EMPLOYMENT FOR ONE YEAR. PHASE 4 WOMEN'S PROFESSIONAL NETWORK (WPN) FOCUSES ON GETTING AHEAD AND PROVIDES ONGOING EDUCATION, TOOLS AND TRAINING TO INCREASE EARNING POTENTIAL, AND OPPORTUNITIES FOR MEMBERS TO GAIN LEADERSHIP SKILLS AND GROW THEIR PROFESSIONAL NETWORK. EVIDENCE OF NEED: UTAH IS RECOGNIZED FOR ITS VIBRANT AND DIVERSE ECONOMY AND OVERALL QUALITY OF LIFE, HOWEVER, DESPITE SEVERAL SUCCESSES, THERE ARE MANY CHALLENGES THAT REQUIRE COLLECTIVE EFFORT. THE US HAS THE HIGHEST RATE OF CHILDREN LIVING IN A SINGLE-PARENT HOUSEHOLD THAN ANYWHERE IN THE WORLD.1 IN THE UNITED STATES, ONE THIRD OF SINGLE MOTHERS LIVE IN POVERTY. IN UTAH, THERE WERE 70,600 SINGLE PARENT FAMILIES IN 2021, AND OF THESE, 69% WERE HEADED BY SINGLE MOTHERS. IN 2021, 48,878 UTAH WOMEN WERE LIVING WITH CHILDREN UNDER 18 WITH NO SPOUSE PRESENT. 25% OF UTAH SINGLE MOTHER HOUSEHOLDS LIVE BELOW THE POVERTY LEVEL. UNDERSTANDING THE UNIQUE NEEDS OF SINGLE MOTHERS IN UTAH IS ESSENTIAL IN CREATING PROGRAMS THAT HELP WOMEN THRIVE. SOME OF THE BIGGEST CHALLENGES FOR UTAH SINGLE MOTHERS ARE THE GENDER WAGE GAP, CHILDCARE COSTS, AND THE COST OF LIVING. IN UTAH, 62% OF MOTHERS WITH CHILDREN UNDER THE AGE OF SIX AND 51% OF MOTHERS WITH CHILDREN BETWEEN SIX AND 17 ARE IN THE WORK FORCE. AS OF 2022, 8.2% OF FAMILIES IN UTAH ARE LIVING BELOW THE POVERTY LINE. 24.2% PERCENT OF MOTHERS IN UTAH ARE THE SOLE OR PRIMARY BREADWINNERS FOR THEIR FAMILIES. ALTHOUGH WOMEN ARE PARTICIPATING IN THE WORKFORCE, UTAH HAS THE LARGEST WAGE GAP IN THE NATION. UTAH WOMEN WORKING FULL TIME EARN 73% OF WHAT THEIR MALE COUNTERPARTS EARN. UTAH WOMEN ALSO ARE MORE LIKELY TO WORK PART-TIME (30%) THAN UTAH MEN (16%), MEANING THEY ARE LESS LIKELY TO RECEIVE BENEFITS AND LESS ABLE TO INVEST IN LONG-TERM SAVINGS. CHILDCARE FOR ONE CHILD TAKES 14% OF THE MEDIAN UTAHN FAMILY'S INCOME, WHICH GROWS WITH EACH ADDITIONAL CHILD. THE MEDIAN INCOME AMONG UTAH SINGLE MOTHERS WITH KIDS UNDER 18 HAS LARGELY STAYED THE SAME FOR THE LAST TEN YEARS, FROM 33,100 IN 2010 TO 37,900 IN 2020, EVEN THOUGH THE COST OF LIVING HAS CONTINUED TO RISE SIGNIFICANTLY. IN UTAH, 6.1% OF CHILDREN DO NOT HAVE HEALTH INSURANCE. 4.6% OF HOUSEHOLDS QUALIFY FOR FOOD STAMPS AND 22% OF PUBLIC-SCHOOL AGE CHILDREN ARE ELIGIBLE FOR SCHOOL FREE/REDUCED LUNCH PROGRAMS. CHILDREN LIVING IN POVERTY ARE AT HIGH RISK FOR MALNUTRITION, HOMELESSNESS, SCHOOL DROPOUT, DRUG ABUSE, TEEN PREGNANCY, AND CRIMINAL ACTIVITY. CHILDREN WHOSE FAMILIES RECEIVE WELFARE ARE MORE LIKELY TO BE ON WELFARE THEMSELVES. CONSIDERING THE GENDER WAGE GAP, THE COST OF CHILDCARE, AND THE INCREASE IN COST OF LIVING, THE JOURNEY FROM ASSISTANCE TO SELF-RELIANCE CAN BE DAUNTING FOR THE LOW-INCOME WOMEN AND SINGLE MOMS WE SERVE AT PEOPLE HELPING PEOPLE. EMPLOYMENT SOLUTION: WHILE THERE IS NO ONE-SIZE FITS ALL SOLUTION TO THIS COMPLEX PROBLEM, WE BELIEVE THAT A GOOD JOB WITH GOOD BENEFITS WITH A GOOD COMPANY AND LONG-TERM EMPLOYMENT SUPPORT CAN GO A LONG WAY IN HELPING SINGLE MOMS BECOME FINANCIALLY SELF-SUFFICIENT. WHEN LOW-INCOME WOMEN LEARN HOW TO FIND A GOOD JOB, KEEP A GOOD JOB, SEEK RAISES AND PROMOTIONS, AND EVENTUALLY EARN ENOUGH TO PAY THEIR BILLS, THEY CAN STABILIZE THEIR HOUSING SITUATIONS, AFFORD BETTER CHILDCARE, AND GAIN ACCESS TO HEALTHCARE FOR THEMSELVES AND THEIR FAMILIES THROUGH THEIR EMPLOYER. THEY CAN ALSO PARTICIPATE IN COMPANY OFFERED TRAINING AND EDUCATION REIMBURSEMENT PROGRAMS THAT WILL HELP THEM BECOME MORE VALUABLE TO THEIR EMPLOYER AND INCREASE THEIR EARNING POTENTIAL. THE EMERGENCE OF FLEXIBLE SCHEDULES, JOB SHARING, AND REMOTE WORK HAS CREATED NEW, UNIQUE OPPORTUNITIES FOR WOMEN TO RE-ENTER THE WORKFORCE, AND IN SOME REGARDS, HAS LEVELED THE PLAYING FIELD AS THE MOVE TO ONLINE COMMUNICATION CHANNELS LOWERS BARRIERS TO DIGITAL EQUITY AND GENDER INCLUSION. HOWEVER, THE JOB MARKET HAS BECOME INCREASINGLY COMPETITIVE WITH SEVERAL JOBS NOW AUTOMATED OR UTILIZING AI, AND REMOTE WORK THAT OPENS THE CANDIDATE FIELD FROM LOCAL TO GLOBAL. HELPING WOMEN RESOLVE THESE CHALLENGES, RE-THINK EMPLOYMENT OPTIONS, UPDATE EMPLOYMENT TOOLS, BUILD A SUPPORT SYSTEM, AND NAVIGATE EMPLOYMENT BARRIERS HAS BECOME INCREASINGLY IMPORTANT. POPULATION SERVED: OVER 64% OF OUR CLIENTS ARE SINGLE MOTHERS AND MANY RECEIVE PUBLIC ASSISTANCE. 64% IDENTIFY AS WHITE, 16% AS HISPANIC/LATINO, 6% AS BLACK/AFRICAN AMERICAN, 3% AS ASIAN, 3% AS AMERICAN INDIAN, 2% AS PACIFIC ISLANDER, AND 6% AS OTHER OR MULTIPLE RACE. 100% ARE CONSIDERED LOW-INCOME BY HUD GUIDELINES WHEN THEY ENTER OUR PROGRAM. VOLUNTEERS, EMPLOYERS, & AGENCY PARTNERS: PHP MANAGES HUNDREDS OF VOLUNTEER HOURS EACH YEAR. APPROXIMATELY 150 BUSINESS PROFESSIONALS SERVE AS VOLUNTEER MENTORS, COACHES, AND WORKSHOP FACILITATORS. EACH YEAR, PHP INTRODUCES CLIENTS TO OVER 130 EMPLOYERS AT MONTHLY EMPLOYER MEET AND GREETS AND BI-YEARLY EMPLOYER OPEN HOUSES. PHP COLLABORATES WITH MULTIPLE AGENCIES INCLUDING HOUSING AUTHORITIES, UTAH COMMUNITY ACTION, DEPARTMENT OF WORKFORCE SERVICES, UNITED WAY, UTAH LEGAL AID, CRIMINAL JUSTICE SERVICES, HOLDING OUT HELP, THE REFUGE UTAH, BABY YOUR BABY, AND THE YWCA. MEASUREMENT AND REPORTING: PHP MEASURES PROGRAM PARTICIPATION THROUGH REGULAR TRACKING OF CLIENT INTAKE FORMS, WORKSHOP ATTENDANCE, AND COMPLETION OF EMPLOYMENT TOOLS, COACHING, AND MENTORING SESSIONS. CLIENTS ARE ACKNOWLEDGED AS THEY FINISH EACH PROGRAM PHASE AND STATISTICS ARE REPORTED MONTHLY, AND QUARTERLY. IN FISCAL YEAR 2024, OVER 5000 LOW- INCOME WOMEN LEARNED ABOUT OUR PROGRAM THROUGH OUR COMMUNITY OUTREACH EFFORTS, 1226 ENROLLED AND RECEIVED MONTHLY MAILERS AND PHONE AND EMAIL SUPPORT, 612 PARTICIPATED IN ONE OR MORE WORKSHOPS, AND 441 ENGAGED IN AT LEAST ONE PHASE OF OUR MENTORING AND COACHING PROGRAM. FOR PARTICIPATION IN EDUCATIONAL, COACHING, MENTORING AND EMPLOYMENT ACTIVITIES, CLIENTS EARNED 1781 AWARDS AND CERTIFICATES: 165 EDUCATION, 794 PHASE 1 COACHING, 324 PHASE 2 MENTORING, 115 PHASE 3 EMPLOYMENT STRATEGIES & PHASE 4 WOMEN'S PROFESSIONAL NETWORK AND 383 EMPLOYMENT MILESTONES. PHP ASKS PHASE 4 CLIENTS TO PARTICIPATE IN AN ANNUAL SURVEY MEASURING CURRENT EMPLOYMENT, LENGTH OF EMPLOYMENT, RAISES AND PROMOTIONS, EDUCATION, AVAILABILITY OF EMPLOYER- SPONSORED HEALTH INSURANCE, AND ACHIEVEMENT OF FINANCIAL MILESTONES. FISCAL 2024 PHASE 4 CLIENT SURVEYS PROVIDED THE FOLLOWING RESULTS: 96% ARE EMPLOYED FULL-TIME WITH AN AVERAGE SALARY OF 61,607, 100% HAVE BENEFITS OFFERED THROUGH THEIR EMPLOYER, 93% HAVE ACCESS TO COMPANY TRAINING AND EDUCATION REIMBURSEMENT, 87% RECEIVED AT LEAST ONE RAISE AND/OR PROMOTION IN THE LAST YEAR. SINCE ENROLLING IN OUR EMPLOYMENT PROGRAM, PHASE 4 GRADUATES REPORTED THE FOLLOWING ACCOMPLISHMENTS: 100% ARE NO LONGER RECEIVING ASSISTANCE, 53% PAID OFF DEBTS, 64% RECEIVED RECOGNITION AT WORK, 66% STARTED A SAVINGS AND/OR RETIREMENT PLAN, 26% COMPLETED AN ASSOCIATE'S, BACHELOR'S, OR MASTER'S DEGREE, 53% BOUGHT A NEW CAR, 21% ENROLLED KIDS IN COLLEGE, AND 34% BOUGHT A NEW HOME. SUSTAINABILITY AND HISTORY: SINCE 1993, PHP HAS PROVIDED EXTENSIVE EMPLOYMENT SERVICES TO LOW-INCOME WOMEN, EFFECTIVELY LEVERAGED RESOURCES THROUGH VOLUNTEERS AND COMMUNITY COLLABORATION, AND HAS POSITIVELY IMPACTED OUR COMMUNITY. WE HAVE DEVELOPED RELATIONSHIPS WITH MANY COMMUNITY PARTNERS WHO SEE THE VALUE IN THE WORK WE DO AND ARE COMMITTED TO OUR ONGOING SUCCESS. SUMMARY: SINCE OUR EMPLOYMENT PROGRAM WAS EXPANDED 20 YEARS AGO, PHP HAS COLLABORATED WITH OVER 350 AGENCY PARTNERS, PROVIDED PHONE SUPPORT AND MONTHLY EMPLOYMENT TIPS NEWSLETTERS TO OVER 24,000 WOMEN, EDUCATED OVER 11,500 WOMEN THROUGH OUR EMPLOYMENT WORKSHOPS SERIES, PARTNERED OVER 7,500 WOMEN WITH MENTORS AND COACHES, DEVELOPED AN EMPLOYMENT STRATEGIES NETWORK (ESN) TO SUPPORT CLIENTS WHO WERE NEWLY EMPLOYED OR ACTIVELY SEEKING JOB OPPORTUNITIES, AND A WOMEN'SGeographiesNot indicatedDatesJul 1, 2023 – Jun 30, 2024Source990No causes providedNo populations provided–$555.8KProgram 1 [2025]
PROGRAM OUTLINE: PHP'S EMPLOYMENT PROGRAM OFFERS EDUCATION, COACHING, AND MENTORING. THE EDUCATION COMPONENT OFFERS A SERIES OF EMPLOYMENT WORKSHOPS. WORKSHOPS ARE REPEATED REGULARLY AND TAUGHT FROM THE EMPLOYER'S PERSPECTIVE. MENTORING AND COACHING COMPONENTS CONSIST OF 4 PHASES. PHASE 1 COACHING FOCUSES ON EMPLOYMENT PREPARATION. CLIENTS MEET ONE-ON-ONE WITH A VARIETY OF VOLUNTEER BUSINESS PROFESSIONALS TO COMPLETE EMPLOYMENT TOOLS NECESSARY FOR A SUCCESSFUL JOB SEARCH WHICH INCLUDES UNDERSTANDING THEIR TRANSFERRABLE SKILLS, THEIR PERSONAL BREAKEVEN, AND SELF-SUFFICIENCY GOALS. PHASE 2 MENTORING FOCUSES ON RESUME BUILDING AND POLISHING INTERVIEW SKILLS. BUSINESS PROFESSIONALS VOLUNTEER AS MENTORS TO HELP CLIENTS IDENTIFY APPROPRIATE JOBS, PREPARE FOR RESUME AND INTERVIEW COACHING SESSIONS, AND EXPLORE WHAT THEY LEARN IN WORKSHOPS AND EMPLOYER MEET AND GREETS. THEY HELP CLIENTS DEVELOP A JOB SEARCH PLAN, UNDERSTAND BUSINESS VOCABULARY, PRACTICE FOR INTERVIEWS, AND APPLY FOR JOBS. PHASE 3 EMPLOYMENT STRATEGIES SUPPORTS CLIENTS DURING THE FIRST 12 MONTHS OF A NEW JOB. THIS PHASE HELPS THEM NAVIGATE THROUGH THE LEARNING CURVE OF A NEW JOB, MANAGE THEIR PERSONAL LIVES, PREPARE FOR PROMOTIONS, AND MAINTAIN STEADY EMPLOYMENT FOR ONE YEAR. PHASE 4 WOMEN'S PROFESSIONAL NETWORK (WPN) FOCUSES ON GETTING AHEAD AND PROVIDES ONGOING EDUCATION, TOOLS AND TRAINING TO INCREASE EARNING POTENTIAL, AND OPPORTUNITIES FOR MEMBERS TO GAIN LEADERSHIP SKILLS AND GROW THEIR PROFESSIONAL NETWORK. EVIDENCE OF NEED: UTAH IS RECOGNIZED FOR ITS VIBRANT AND DIVERSE ECONOMY AND OVERALL QUALITY OF LIFE, HOWEVER, DESPITE SEVERAL SUCCESSES, THERE ARE MANY CHALLENGES THAT REQUIRE COLLECTIVE EFFORT. THE US HAS THE HIGHEST RATE OF CHILDREN LIVING IN A SINGLE-PARENT HOUSEHOLD THAN ANYWHERE IN THE WORLD. IN THE UNITED STATES, ONE THIRD OF SINGLE MOTHERS LIVE IN POVERTY. IN UTAH, THERE WERE 70,647 SINGLE PARENT FAMILIES IN 2021, AND OF THESE, 69.2% WERE HEADED BY SINGLE MOTHERS. THOSE HOUSEHOLDS MADE UP 12.7% OF ALL UTAH FAMILIES WITH CHILDREN UNDER 18. IN UTAH, 25.3% OF HOUSEHOLDS LED BY SINGLE MOTHERS LIVE BELOW THE POVERTY LEVEL. THE IMPACT ON CHILDREN IS PROFOUND. IN UTAH, 6.6% OF CHILDREN DO NOT HAVE HEALTH INSURANCE, APPROXIMATELY 69,000 CHILDREN UTILIZE SNAP FOOD ASSISTANCE, AND 24% OF PUBLIC- SCHOOL-AGE CHILDREN ARE ELIGIBLE FOR FREE OR REDUCED LUNCH PROGRAMS. CHILDREN LIVING IN POVERTY FACE HIGH RISKS OF MALNUTRITION, HOMELESSNESS, SCHOOL DROPOUT, DRUG ABUSE, TEEN PREGNANCY, AND CRIMINAL ACTIVITY. EXPERIENCING DEPRIVATION DURING CHILDHOOD CAN LEAD TO CHRONIC HEALTH ISSUES SUCH AS HEART DISEASE AND SHORTENED LIFE EXPECTANCY, AS WELL AS ELEVATED RATES OF DEPRESSION AND ANXIETY. RESEARCH ALSO SHOWS THAT CHILDREN WHOSE FAMILIES RELY ON WELFARE ARE MORE LIKELY TO NEED WELFARE THEMSELVES, CONTINUING A CYCLE OF DEPENDENCE. THE MOST DIRECT AND LASTING WAY TO CHANGE THESE NUMBERS IS THROUGH EMPLOYMENT THAT PROVIDES A LIVABLE WAGE AND ROOM FOR ADVANCEMENT. HOWEVER, UTAH HAS A PERSISTENT GENDER WAGE GAP IN WHICH WOMEN WORKING FULL-TIME EARN JUST 72% OF WHAT MEN EARN, CREATING SIGNIFICANT BARRIERS. MANY SINGLE MOTHERS ARE CONCENTRATED IN LOWER-PAYING JOBS WITH LIMITED BENEFITS, OFTEN IN INDUSTRIES WHERE ADVANCEMENT IS LIMITED. WITHOUT ACCESS TO HIGHER- PAYING ROLES, EVEN FULL-TIME WORK CANNOT ALWAYS MEET THE COST OF HOUSING, CHILDCARE, AND OTHER ESSENTIALS. INVESTING IN EMPLOYMENT SOLUTIONS MEANS EQUIPPING SINGLE MOTHERS WITH THE SKILLS, NETWORKS, AND CONFIDENCE TO ACCESS CAREER PATHWAYS THAT OFFER BOTH STABILITY AND GROWTH. MEDIAN INCOME AMONG UTAH SINGLE MOTHERS HAS RISEN ONLY SLIGHTLY, FROM 33,100 IN 2010 TO 37,900 IN 2020, AND HAS NOT KEPT PACE WITH THE RISING COST OF LIVING. CONSIDERING THE PERSISTENT GENDER WAGE GAP, THE HIGH COST OF CHILDCARE, AND THE STEADY RISE IN LIVING EXPENSES, THE PATH FROM PUBLIC ASSISTANCE TO SELF-RELIANCE CAN FEEL OUT OF REACH FOR MANY LOW-INCOME WOMEN AND SINGLE MOTHERS SERVED BY PEOPLE HELPING PEOPLE. THESE SYSTEMIC CHALLENGES CREATE SIGNIFICANT BARRIERS TO SECURING STABLE, LIVABLE-WAGE EMPLOYMENT. THESE BARRIERS, WITHOUT TARGETED SUPPORT, CAN KEEP FAMILIES TRAPPED IN CYCLES OF POVERTY. EMPLOYMENT SOLUTION: THERE IS NO ONE-SIZE-FITS-ALL SOLUTION TO POVERTY, BUT MEANINGFUL EMPLOYMENT CAN BE TRANSFORMATIVE. A GOOD JOB WITH GOOD BENEFITS AT A GOOD COMPANY, COUPLED WITH LONG-TERM SUPPORT, HELPS SINGLE MOTHERS MOVE FROM CRISIS TO SELF-RELIANCE. WHEN LOW-INCOME WOMEN LEARN HOW TO FIND, KEEP, AND GROW IN A JOB, THEY CAN STABILIZE HOUSING, AFFORD QUALITY CHILDCARE, AND ACCESS HEALTHCARE. THEY ALSO GAIN ENTRY TO EMPLOYER- SPONSORED EDUCATION AND TRAINING PROGRAMS THAT INCREASE LONG-TERM EARNING POTENTIAL. WHILE REMOTE WORK, FLEXIBLE SCHEDULES, AND JOB SHARING HAVE OPENED NEW DOORS FOR WOMEN, THE JOB MARKET HAS BECOME INCREASINGLY COMPETITIVE. AUTOMATION AND AI, ALONG WITH GLOBAL CANDIDATE POOLS, HAVE RAISED THE STAKES. NOW MORE THAN EVER, WOMEN NEED SUPPORT TO UPDATE EMPLOYMENT TOOLS, RE-EVALUATE CAREER PATHS, BUILD A NETWORK, AND OVERCOME EMPLOYMENT BARRIERS. EMPLOYMENT IS NOT JUST A PAYCHECK, IT IS THE FOUNDATION FOR LONG-TERM FINANCIAL SECURITY, HEALTHIER FAMILIES, AND STRONGER COMMUNITIES. POPULATION SERVED: OVER 65% OF OUR CLIENTS ARE SINGLE MOTHERS AND MANY RECEIVE PUBLIC ASSISTANCE. 62% IDENTIFY AS WHITE, 16% AS HISPANIC/LATINO, 7% AS BLACK/AFRICAN AMERICAN, 2% AS ASIAN, 3% AS AMERICAN INDIAN, 2% AS PACIFIC ISLANDER, AND 8% AS MULTIPLE RACE OR OTHER. 100% ARE CONSIDERED LOW-INCOME BY HUD GUIDELINES WHEN THEY ENTER OUR PROGRAM. VOLUNTEERS, EMPLOYERS, & AGENCY PARTNERS: PHP MANAGES HUNDREDS OF VOLUNTEER HOURS ANNUALLY. APPROXIMATELY 150 BUSINESS PROFESSIONALS SERVE AS MENTORS, COACHES, AND WORKSHOP FACILITATORS. EACH YEAR, PHP CONNECTS CLIENTS WITH MORE THAN 150 EMPLOYERS THROUGH MONTHLY EMPLOYER MEET AND GREETS AND BI- ANNUAL EMPLOYER OPEN HOUSES. WE COLLABORATE WITH VARIOUS AGENCIES, INCLUDING HOUSING AUTHORITIES, UTAH COMMUNITY ACTION AGENCIES, DEPARTMENT OF WORKFORCE SERVICES, UNITED WAY, UTAH LEGAL SERVICES, UTAH SCHOOL DISTRICTS, CRIMINAL JUSTICE SERVICES, SAFE HARBOR, SOUTH VALLEY SERVICES, HOLDING OUT HELP, AND THE YWCA. MEASUREMENT AND REPORTING: PHP CONTINUOUSLY TRACKS PROGRAM PARTICIPATION THROUGH CLIENT INTAKE FORMS, WORKSHOP ATTENDANCE, AND COMPLETION OF COACHING AND MENTORING SESSIONS. CLIENTS ARE RECOGNIZED AS THEY COMPLETE EACH PROGRAM PHASE, AND DATA IS REPORTED MONTHLY AND QUARTERLY. IN FISCAL YEAR 2025, OUR OUTREACH EFFORTS ARE ESTIMATED TO HAVE REACHED APPROXIMATELY 6,500 LOW-INCOME WOMEN. OF THOSE, 1,389 ENROLLED AND RECEIVED MONTHLY SUPPORT VIA PHONE, EMAIL, AND MAIL. 641 PARTICIPATED IN WORKSHOPS, AND 507 ENGAGED IN AT LEAST ONE PHASE OF MENTORING OR COACHING. CLIENTS COLLECTIVELY EARNED 1,998 AWARDS AND CERTIFICATES IN FY2025, INCLUDING 250 FOR EDUCATION, 763 FOR PHASE 1 COACHING, 320 FOR PHASE 2 MENTORING, 263 FOR PHASE 3 EMPLOYMENT STRATEGIES AND PHASE 4 WPN, AND 402 FOR EMPLOYMENT MILESTONES. PHASE 4 PARTICIPANTS ARE ASKED TO COMPLETE AN ANNUAL SURVEY ASSESSING THEIR CURRENT EMPLOYMENT STATUS, SALARY, PROMOTIONS, AND FINANCIAL MILESTONES. FISCAL 2025 PHASE 4 CLIENT SURVEYS PROVIDED THE FOLLOWING RESULTS: 97% ARE EMPLOYED FULL-TIME WITH AN AVERAGE SALARY OF 62,997, 100% HAVE BENEFITS OFFERED THROUGH THEIR EMPLOYER, 91% HAVE ACCESS TO COMPANY TRAINING AND EDUCATION REIMBURSEMENT, AND 79% RECEIVED AT LEAST ONE RAISE AND/OR PROMOTION IN THE LAST YEAR. SINCE ENROLLING IN OUR EMPLOYMENT PROGRAM, PHASE 4 CLIENTS REPORTED THE FOLLOWING ACCOMPLISHMENTS: 100% ARE NO LONGER RECEIVING ASSISTANCE, 67% PAID OFF DEBTS, 67% RECEIVED RECOGNITION AT WORK, 65% STARTED A SAVINGS AND/OR RETIREMENT PLAN, 31% COMPLETED AN ASSOCIATE'S, BACHELOR'S, OR MASTER'S DEGREE, 56% BOUGHT A NEW CAR, 26% ENROLLED KIDS IN COLLEGE, AND 41% BOUGHT A NEW HOME. SUSTAINABILITY AND HISTORY: SINCE 1993, PHP HAS DELIVERED COMPREHENSIVE EMPLOYMENT SERVICES TO LOW-INCOME WOMEN, EFFECTIVELY LEVERAGING VOLUNTEER SUPPORT AND COMMUNITY PARTNERSHIPS TO CREATE MEANINGFUL, LASTING IMPACT. WE HAVE BUILT STRONG RELATIONSHIPS WITH DOZENS OF LOCAL ORGANIZATIONS WHO INVEST IN OUR SUCCESS. SUMMARY: SINCE OUR EMPLOYMENT PROGRAM WAS EXPANDED 22 YEARS AGO, PHP HAS COLLABORATED WITH OVER 350 AGENCY PARTNERS, PROVIDED EMPLOYMENT SUPPORT TO OVER 22,000 WOMEN, EDUCATED OVER 12,000 WOMEN THROUGH OUR EMPLOYMENT WORKSHOPS SERIES, PARTNERED OVER 7,500 WOMEN WITH MENTORS AND COACHES, LAUNCHED THE EMPLOYMENT STRATEGIES NETWORK (ESN) FOR WOMEN ENTERING THE WORKFORCE AND THE WOMEN'S PROFESSIONAL NETWORK (WPN) FOR THOSE SEEKING LONG-TERM ADVANCEMENT, RECRUITED AND MANAGED OVER 4 MILLION DOLLARS IN VOLUNTEER HOURS, AND MADE AN ECONOMIC IMPACT FOR BOTH TAX PAYERS AND OUR COMMUNITIES OF OVER 36 MILLION. WE HAVE EXPANDED PROGRAM REACH FROM SALT LAKE, UTAH, WEBER, AND DAVIS COUNTIES TO ALSO INCLUDE TOOELE, CACHE, BOX ELDER, AND SUMMIT COUNTIES. RECENT RESEARCH FROM THE BROOKINGS INSTITUTION EMPHASIZES THAT MEANINGFUL PROGRESS IN REDUCING POVERTY WILL CONTINUE TO RELY ON EXPANDING ACCESS TO QUAGeographiesNot indicatedDatesJul 1, 2024 – Jun 30, 2025Source990No causes providedNo populations provided–$621.7K
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