Objectives 

The primary goals of this initiative are to:

• Strengthen Maui County’s workforce ecosystem by developing resilient, inclusive systems that support long-term sustainability.
• Expand, train, attract, and retain a skilled local workforce in high-demand sectors, including:
  
  • Skilled trades (construction, infrastructure, utilities)
  • Essential services (health care, education, public safety)
  • Sustainable industries (clean energy)
• Support economic mobility for Maui residents by removing barriers to training and employment through stipends, apprenticeships, and wraparound supports.
• Ensure local control and capacity in rebuilding efforts by investing in workforce pathways grounded in local values and aligned with long-term county planning.

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Tasks 

To implement this vision, the task force will focus on the following activities:

• Conduct workforce ecosystem mapping to identify gaps, duplication, and opportunities for coordination among training providers, employers, and community organizations.
• Develop and expand healthcare, apprenticeship, and pre-apprenticeship programs in coordination with UH Maui College, union training centers, and industry partners.
• Create a stipend and scholarship fund to reduce financial barriers for participants pursuing training or certifications in priority sectors.
• Create an endowment fund to incentivize industry leaders (such as trades, healthcare, education or similar industry certifications) with higher instructor pay to teach the next generation of skilled workers.
• Engage stakeholders and build cross-sector partnerships between government, educational institutions, employers, and nonprofits.
• Implement inclusive recruitment strategies targeting underrepresented populations, displaced workers, youth, and Native Hawaiians.
• Monitor and evaluate outcomes using shared data systems to track participation, job placement, and long-term impact.
• Align this work with existing Maui County priorities such as the Maui Long Term Recovery Group Framework, and Maui County’s Comprehensive Economic Development Strategy (CEDS) goals.

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Timeline 

This project will be phased over two years, with clear milestones:

Phase 1 – Planning & Coordination (Months 1–6)

• Convene core partners and finalize MOU agreements
• Launch ecosystem analysis and stakeholder engagement
• Establish stipend/scholarship fund framework
• Establish instructor endowment fund

Phase 2 – Program Implementation (Months 7–24)

• Launch (or grow) apprenticeship cohorts and workforce training programs
• Award first round of participant stipends
• Begin employer placements and community-based wraparound support
• Ongoing recruitment and outreach campaigns

Phase 3 – Evaluation & Expansion (Months 25–36)

• Evaluate outcomes and adjust programs
• Expand partnerships and scale up successful models
• Develop long-term sustainability strategy for training ecosystem

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Project Budget

(Preliminary Estimates- please see industry description for budget breakdown)

Total Annual Budget (Scalable pending on funding) $2,162,500

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Education

Project description

The Education Project Team is focused on strengthening education and workforce development pipelines across three key sectors: trades, healthcare, and early childhood education. In response to Maui’s urgent need for a locally trained, job-ready workforce, which is critical to our island’s long-term recovery and resilience goals. Through collaborative program development, student support services, and targeted investment in instruction and certification, we are laying the foundation for a future-ready local workforce.

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Team members

Laura Lees Nagle, Vice Chancellor of Academic Affairs, UH Maui College

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Alignment with other County initiatives

The Education Project Teamʻs goals directly support the Maui County initiatives by enhancing workforce resilience and fostering educational access by:

• Building clear career pathways in education, trades, and healthcare through apprenticeships, internships, certification programs, and teacher trainings. 
• Removing barriers by providing tuition and equipment assistance, stipends, free to low-cost training, and certification programs.

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Objectives 

• Fund and Establish a Full-Time Navigator Role at UH Maui College
  Develop and secure funding for a full-time Navigator position at UH Maui College to assist students in exploring education and career pathways, applying for financial aid, and accessing support services.
• Expand Teacher Education Pathways at UH Maui College
  Support the growth and accessibility of teacher training programs, such as the Nā Hoapili Teacher Education Pathway, by increasing outreach, offering free or low-cost courses, and building direct links to Maui schools for practical experience and employment.
• Create a Sustainable Endowment Fund for Instructor Support
  Establish a dedicated endowment fund to recruit, retain, and compensate qualified instructors across sectors (e.g., early childhood education, trades, and healthcare), ensuring long-term program stability at UH Maui College and partnering institutions.
• Strengthen Educational Workforce Pipelines in Priority Sectors
  Invest in program development and support services that strengthen local education and training pipelines in early childhood education, trades, and healthcare, with a focus on reducing barriers for underrepresented and rural students.
• Provide Financial Assistance for Students in High-Demand Programs
  Expand access to tuition waivers, stipends, supplies, and tools for students enrolled in priority pathway programs, including apprenticeships, healthcare certifications, and teacher credentialing courses.
• Advance Maui-Based Credentialing Programs for In-Demand Careers
  Reestablish and expand critical programs like Radiologic Technology (Rad Tech) and Early Childhood programs on Maui, eliminating the need for inter-island travel and increasing access to high-wage healthcare careers.

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Key Tasks 

1. Recruitment and Outreach

• Develop and implement targeted marketing campaigns to promote education pathways in trades, healthcare, and early childhood education across Maui.
• Promote Nā Hoapili Teacher Education Pathway and Pre-Apprenticeship Pathway and CNA programs through social media, high school counselors, and community events.

2. Advising

• Hire and onboard a Full-Time Navigator at UH Maui College to assist students in understanding program options, funding sources, and career pathways.
• Provide 1:1 advising sessions to guide students through UH Maui College and partner programs.
• Create resource guides and advising materials for new and prospective students, exploring trades, healthcare, and teacher education careers.
• Offer workshops to help students align personal goals with career pathways in high-demand sectors.

3. Enrollment Support

• Assist students with application and registration processes.
• Provide tuition assistance, stipend programs, equipment, and supplies support.

4. Training

• The project team is focused on developing and delivering hands-on, career-aligned training programs in high-demand sectors like trades, healthcare, and early childhood education, tailored to Maui’s workforce needs and community context.

5. Data & Reporting

• Track student participation, training outcomes, completion, and employment outcomes for all supported programs to assess effectiveness and inform future funding requests.
• Collect and report data on stipend usage, tool/supply distributions, and enrollment demographics.
• Monitor program-specific performance metrics (e.g., number of students advancing from teacher/nursing program to school/healthcare placement).
• Collect student and instructor feedback to improve training design, scheduling, and content delivery.

6. Certification Support Services

• Provide financial assistance for certification fees, exam prep, and required materials.
• Coordinate exam scheduling and travel support where local testing is not available. 
• Offer mentorship or peer tutoring to support students pursuing credentialing or licensure.
• Collaborate with unions, healthcare partners, and UH Maui College faculty to ensure clinical placement sites meet certification requirements.
• Work with the Navigator to track individual certification timelines and post-completion needs.

7. Radiologic Technology & Sonography program planning:

• Begin groundwork for reintroducing the Radiologic Technology program and launching a Sonography program in collaboration with Kapiʻolani Community College. 
• Address clinical instruction gaps by contracting with professionals
• Explore options for remote or hybrid delivery of content with local lab sessions.

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Timelines

Fall 2025: Begin outreach, seek funding for:

• The Nā Hoapili Teacher Education pathway
• The Early Childhood Education program
• The Substitute Teacher Certification program

• Begin discussions to restore the Radiologic Technology program with Kapiʻolani Community College, Maui Health, and Kaiser Permanente.
• Support the Apprenticeship program with their 8-week Pre-apprenticeship Pathway program, stipends, equipment, and supplies. 
• Initiate the process of identifying funding opportunities to support the creation of a full-time Navigator role and a Teacher Endowment Fund.

Spring 2026

• Evaluate program outcomes (e.g., course completion, DOE interest, retention).
• Finalize program details for:
  
  • Rad Tech program
  • Full-time Navigator position
  • Teacher Endowment Fund

Yearly: Monitor progression, evaluate impact, and prepare next class/cohort

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Project Budget

To bring this vision to life, we respectfully request $492,500 in funding to support:

• A full-time Navigator position - $130K (includes fringe & benefits)‍
• Tuition assistance for 50 students ($5,000 per year)
• An annual contribution to a Teacher Endowment Fund 
• Certification support for 50 students to help students complete their training and enter the workforce ($250 per year)

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Government

Project Description

The Government Project team aims to build a strong, local workforce pipeline into State and County government by providing the community with hands-on work experience, job training, and direct pathways to employment. This project team was created in response to the wildfires, the numerous displaced workers, and to address the ongoing government workforce shortages. 

Team members

Kekupaʻa DePonte, Employment Service Specialist, Workforce Development Division, Priya Landgraf, Executive Assistant, Department of Management

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Alignment with other County initiatives 

The Government Project Team aligns closely with several ongoing County initiatives focused on workforce development, economic recovery, and improving service delivery to the community. Specifically, this project supports the County’s broader goal of building a resilient and future-ready workforce by addressing critical labor shortages and investing in career pathways for local residents.

This project supports several County initiatives, including economic recovery, workforce resilience, and equitable access to career opportunities. It also aligns with the  Office of Recoveryʻs goals by targeting the impacted population, helping to stabilize individuals and families affected by recent disasters, while strengthening internal State/County operations. 

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Objectives

The goal of the Government Project team is to collaborate with applicants to provide valuable, hands-on work experience that leads to successful job placement into long-term government employment. The program aims to create clear pathways to employment through structured training, internships, and mentorship opportunities; support workforce development by building professional skills and familiarity with government operations; and address critical staffing shortages by preparing candidates for hard-to-fill or specialty positions.  Ultimately, the program seeks to strengthen local government capacity and contribute to long-term community recovery and resilience. 

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Tasks

1. Applicant Engagement & Career Readiness Support

• Conduct intake meetings with applicants to assess their interests, experience, and career goals.
• Assist applicants with resume development and coaching on how to present their skills in a meaningful, results-oriented way that increases their chances of securing an interview.
• Provide mock interviews, soft skills coaching, and guidance on workplace expectations in public service roles.
• Administer career assessments and develop Individual Employment Plans (IEPs) to identify employment objectives, pathways to success, and potential barriers to address.

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2. Employer Coordination & Contract Execution

• Manage and execute work-based learning contracts between the employer (State or County departments) and the County of Maui, ensuring that all compliance, liability, and funding conditions are met.
• Collaborate with department supervisors to define appropriate job placements, training objectives, and performance expectations.
• Ensure all legal and administrative documentation is completed and filed properly to launch placements on schedule.

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3. Ongoing Communication & Support

• Maintain regular communication (touchbacks and touchpoints) with participants, supervisors, and program partners throughout the placement period.
• Establish a consistent schedule for check-ins and updates to track progress, address concerns, and support participants in achieving their employment goals.
• Facilitate conflict resolution, when needed, and ensure a supportive and efficient process for both the employer and employee.
• Collect feedback and success stories to evaluate outcomes and inform future program improvements.

These tasks ensure that participants are prepared, supported, and placed in roles where they can thrive, while also helping departments fill critical vacancies and strengthen overall government capacity.

Timelines

Year 1 – Program Launch & Initial Placement (Sept. 2024 – Sept. 2025)

• Project planning and onboarding of program staff
• Outreach to County departments and identification of priority vacancy areas
• Community outreach and recruitment of potential applicants
• Interview and onboarding
• Support services: Resume coaching, Career assessments, Individual Employment Plans (IEPs)
• Ongoing recruitment, job matching, and additional placements
• Regular progress check-ins with employers and participants
• Adjustments to the program based on early feedback
• Monitoring and documentation of participant progress and program outcomes
• Stakeholder engagement and review of future sustainability options

September 2025

• Final evaluations, close-out reports, and exit support for participants
• Conclusion of current contract and employment placements unless renewed or extended

As funding is currently scheduled to end on September 30, 2025, identifying potential resources for continuation is a key next step.

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Year 2: Expansion & Employment Retention Tracking (Oct 2025 – Sept 2026)

Q1–Q2 

• Repeat recruitment, outreach, and screening
  
  • Goal: hire 10 people per year

• New participant placements and continued employer engagement
• Refinement of service delivery using Year 1 lessons learned

Q3–Q4 

• Begin tracking Year 1 hires:

• Are they still employed with the County?
• Have they been promoted, transferred, or exited?
• Analyze reasons for turnover or job retention

• Document insights and make program adjustments
• Assess staff capacity and consider internal procedural updates or new staff onboarding

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Year 3: Data-Driven Refinement & Institutionalization (Oct 2026 – Sept 2027)

• Deepen participant tracking and trend analysis
• Evaluate long-term retention, mobility, and job satisfaction
• Share impact reports with funders and County leadership
• Pilot additional wraparound services based on prior trends (e.g., retention bonuses, mentorship)
• Begin integration planning into long-term County workforce strategy
• Train new staff (if applicable) to scale or maintain services

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Year 4: Sustainability & Program Scale-Up (Oct 2027 – Sept 2028)

• Evaluate full 3-year program impact (retention, ROI, County vacancy fill rate)
• Explore multi-department partnership model for hiring and funding
• Expand placements or replicate model in new County departments
• Secure long-term funding (County line item, GIA, federal grants, etc.)
• Institutionalize Navigator and coaching roles into County HR system or contracted services
• Publish a case study or toolkit to inform other counties or sectors

Project Budget

The goal is to support as many individuals as possible through this workforce development initiative. Based on estimated salary, benefits, training, and administrative costs, we project that each participant would require approximately $119,333 ($70,000 base salary  (plus fringe & benefits) per year. This figure would allow for full-time, paid placement within County departments, covering wages, career development support, and related employment services. While the exact number of individuals served will depend on final salary levels and role types, the program is designed to be flexible and scalable, accommodating a range of entry-level and specialized positions across departments.

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Funding Request

We are requesting $5 million with a 10-year spend-down period. This long-term funding structure is essential to achieving true, sustainable workforce development. It allows the County to train individuals in real-time, on-the-job roles while they are being paid—a model that is particularly effective for dislocated workers and residents seeking stable, long-term careers in public service.

This funding would support:

• Paid work-based learning experiences in County departments
• Wraparound career coaching and job readiness services
• Program coordination, administration, and tracking of participant outcomes
• Specialized training opportunities and certifications for hard-to-fill and specialty roles

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Additional Considerations

An additional $500,000 is requested to cover overload pay, overtime, and stand-in pay for County staff who are tasked with supervising, mentoring, or temporarily covering duties during training transitions. This ensures continuity of service delivery while allowing departments the flexibility to invest time in “growing from within.”

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Healthcare

Project description

The Healthcare Project Team is focused on expanding and strengthening Mauiʻs local healthcare workforce by supporting educational program development and providing financial assistance to students pursuing careers in high-demand health fields. 

Team members

• Tara Cole, Director of Human Resources, Maui Health
• Jenel King, Recruiting Manager, Maui Health
• Mahie Wong, Communications and Marketing Director, Maui Health
• Dr. Ronald “Chris” Martin, Physician/Medical Director, Kaiser Permanente

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Alignment with other County initiatives

The Healthcare Project Teamʻs focus on building local career pathways in radiography and respiratory therapy directly supportʻs Maui Countyʻs broader goals for workforce development, economic recovery, and community resilience. 

Maui County has emphasized the need to strengthen the local workforce. The development of healthcare programs at UH Maui College, paired with scholarship and stipend support, addresses key County priorities by :

• Creating homegrown talent pipelines to fill staffing shortages.
• Reduce the need for off-island relocation for education and training.
• Provide career opportunities to residents impacted by economic and housing instability.
• Helps increase local access to specialized care by training the workforce needed to keep essential services operational. 

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Objectives 

The primary goal for the Healthcare team is to strengthen Mauiʻs healthcare workforce pipeline by supporting the development and expansion of high-demand, career-aligned educational programs in partnership with UH Maui College and healthcare providers like Maui Health and Kaiser. The initiative responds directly to Mauiʻs urgent need for locally trained healthcare professionals by investing in infrastructure that prepares residents for long-term, stable careers in the medical field. 

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Key Tasks 

1. Develop & Launch Radiography and Respiratory Therapy Programs at UH Maui College

• Partner with UHMC administration and faculty to design curriculum for:
  
  • Radiography (X-ray Tech, Sonographer, CT Tech, Nuclear Medicine Tech)
  • Respiratory Therapy
• Conduct program planning, including:
  
  • Curriculum approval through the UH system
  • Hiring qualified instructors and clinical supervisors
  • Identifying and equipping classroom and lab spaces
  • Establishing clinical training sites in collaboration with local healthcare providers (e.g., Maui Health, Kaiser)
• Develop clear admission criteria and student support plans

2. Establish & Manage Student Scholarship and Stipend Funds

• Partner with Maui Health Foundation to establish a dedicated scholarship fund for students enrolled in the new programs.
  
  • Target: $100,000 in the first 1–2 years
  • Scholarships to cover tuition, registration, uniforms, tools, and exam fees
• Offer stipends directly to students to support additional costs associated with training and certification, including:
  
  • Textbooks
  • Certification exam fees
  • Licensing and background checks
  • Transportation, childcare, or other wraparound needs for program completion

3. Recruitment, Enrollment & Retention

• Continue outreach and collaborate with UH Maui College to:
  
  • Promote new programs through high school counselors, career fairs, and community events
  • Engage non-traditional learners and displaced workers seeking career changes
  • Provide 1:1 guidance and enrollment support to reduce entry barriers
• Track and support student progression through the pipeline, identifying gaps in academic or social support

4. Alignment with Industry Needs

• Establish pipelines from education to employment through clinical placements, internships, and job offers post-certification
• Create feedback loops with employers to continuously improve program content and graduate preparedness

5. Data Collection & Program Evaluation

• Track participation, completion, certification, and job placement data for all scholarship recipients
• Monitor program effectiveness and adjust support models as needed
• Share data with funders, policymakers, and County officials to demonstrate impact and advocate for sustainability

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Timelines

The Healthcare Project Team will implement a phased, multi-year plan that supports both immediate student needs and long-term program development at UH Maui College. The timeline includes the creation of a scholarship fund, the launch of two new degree programs (Radiography and Respiratory Therapy), and the delivery of financial assistance to students pursuing healthcare careers.

Year 1 (Planning & Fund Development)

• Maui Health Foundation Scholarship Fund Launch
  
  • Begin fundraising and outreach efforts to secure $100,000 in private and institutional donations to support scholarships.
  • Establish scholarship fund management, eligibility criteria, and disbursement process.
  • Begin marketing campaign for program awareness and student recruitment.
• Program Design Phase 
  
  • Convene UHMC faculty, administration, and healthcare partners to finalize curriculum outlines for Radiography and Respiratory Therapy associate degree programs.
  • Initiate UH System approval process for both programs.
  • Begin procurement planning for classroom and lab equipment.

Year 2 (Development & Initial Student Support)

• Scholarship Disbursement 
  
  • Distribute scholarships and stipends to an initial 7 students per program, supporting their tuition, fees, books, and certification-related costs.
  • Estimated cost per student:
    
    • Radiography Program: $12,000 per student (Hawai‘i resident tuition & associated costs)
    • Respiratory Therapy Program: $18,500 per student (Hawai‘i resident tuition & associated costs)
• Program Infrastructure Development 
  
  • Finalize curriculum and secure UH System approvals.
  • Hire program coordinators, instructors, and clinical supervisors.
  • Establish clinical site partnerships with Maui Memorial Medical Center and other providers.
  • Begin outfitting classroom and simulation lab spaces with necessary equipment.

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Year 3 (Program Launch)

• Full Program Implementation 
  
  • Official launch of Radiography and Respiratory Therapy associate degree programs.
  • Begin instruction for the first student cohorts.
  • Maintain scholarship support for ongoing and new students.
  • Launch clinical placements in coordination with local hospitals and clinics.

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Years 4–5 (Growth & Evaluation)

• Scale Student Enrollment
  
  • Increase student support from 7 to 10 students per program per year, depending on capacity and funding availability.
  • Reassess program needs and adjust scholarship fund goals as needed.
• Program Evaluation & Reporting
  
  • Monitor student retention, completion, certification, and job placement rates.
  • Collect employer feedback and adjust curriculum or support services accordingly.
  • Share progress reports with funders and partners to inform sustainability planning and advocacy for additional funding.

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Participant Data

Internship & Training Enrollment

As these programs are in the development phase, there are currently no participants enrolled in the Radiography or Respiratory Therapy programs at UH Maui College. However, the projected enrollment targets reflect both institutional capacity and community need.

Enrollment Targets

• Year 1: Enroll and support 7 students per program (Radiography and Respiratory Therapy), for a total of 14 students receiving scholarships and training.
• Year 2: Increase enrollment to 10 students per program (20 total students).
• Years 3–5: Re-evaluate capacity based on instructor availability, clinical placement opportunities, and program infrastructure. Explore potential expansion if demand and resources allow.

This phased approach ensures that the programs are launched sustainably, with attention to quality instruction, clinical support, and individualized student guidance.

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Project Budget

The estimated total budget for one year is $750,000, supporting scholarships for 14 students (annually) across two programs and the development of UHMC’s Radiography and Respiratory Therapy offerings. 

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Trades

Project description

This program will provide targeted financial support, through stipends and scholarships, for apprentices and pre-apprentices pursuing careers in the trades. Delivered in partnership with UH Maui College and the Local Trades Unions, the program supports comprehensive workforce development by combining:

• Technical instruction
• On-the-job training
• Financial assistance for tools, books, and other necessary costs
• Support services to boost retention and completion.

By equipping residents with the skills and resources needed to enter and stay in high-demand trade careers, this initiative builds a stronger, more resilient Maui County.

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Team members

‍Damien Kim, Business Manager/Financial Secretary, IBEW 1186

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Alignment with other County initiatives 

• Housing Recovery & Infrastructure Projects: Skilled trades are essential to rebuilding homes and infrastructure, yet there is a shortage of licensed professionals to meet demand. This initiative helps fast-track qualified workers into those roles.
• Resilience and Sustainability: By training a local workforce rather than relying on off-island contractors, Maui increases its capacity for self-reliance, particularly in times of crisis or post-disaster recovery.
• Equity & Access to Opportunity: Maui County has emphasized investing in youth, underrepresented communities, and dislocated workers. Stipends and support remove barriers to entry for residents who might not otherwise be able to pursue trades education.
• Economic Diversification: Growing careers in trades (electricians, construction, painters, HVAC, etc.) support long-term economic resilience and push to diversify away from tourism as the primary economic driver.

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Objectives 

The primary goal for the Trades sector is to build and sustain a pipeline of skilled, safety-trained workers to meet the growing demands of local employers. This includes both apprentices and journey-level workers across multiple skilled trades. With a significant portion of the current workforce nearing retirement and construction projects increasing across Maui County, the need to recruit, train, and retain the next generation of tradespeople is urgent. This effort will contribute to Maui County’s broader economic resilience, helping create sustainable, long-term employment pathways for residents while supporting critical infrastructure and housing recovery needs.

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Tasks 

To implement and sustain a stipend or scholarship fund for apprenticeships, several core tasks are required:

• Recruitment and Outreach: Engage youth, dislocated workers, and underrepresented populations to promote careers in the trades.
• Enrollment Support: Assist apprentices with the college registration process, financial aid, and stipends to remove barriers.
• Training Delivery: Coordinate with the college administration, training coordinators, and employers to deliver classroom instruction funded by industry training funds.
• On-the-Job Training: Facilitate paid on-site work experience where apprentices earn while they learn, gaining real-world experience.
• Retention & Completion Support: Provide wraparound services (e.g., tools, tuition stipends) to increase program completion rates.
• Data & Reporting: Track participant progress, outcomes, and use of funds to ensure accountability and inform future funding needs.

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Timelines 

Most apprenticeship programs span 4 to 5 years, depending on the trade. The training cycle is continuous, with 1 to 2 new cohorts enrolled each year. The urgency is now, with skilled workers retiring and an increase in construction, energy, and public infrastructure projects, the timeline to fill workforce gaps is critical. Key milestones include:

• Fall 2025: Outreach and recruitment for new apprenticeship class/cohort. Create more pre-apprenticeship pathway programs for high school and dislocated workers. 
• Spring 2026: Launch of additional apprenticeship class/cohort.
• Yearly: Monitor progression, evaluate impact, and prepare next class/cohort

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Project Budget

We aim to support 150 students through direct stipends or scholarships, with plans to increase that number by 50 students each year. These funds help cover critical out-of-pocket expenses not funded by the training program, such as tools, books, and tuition. Investment in stipends/scholarships directly increases retention and workforce readiness, reducing dropout rates and preparing more Maui residents for well-paying, long-term careers in the trades, essential to the island’s economic sustainability and post-disaster recovery.

• Funding Request: ~$2,000 per apprentice annually
• Support Duration: Ideally, a full year of funding; however, semester-based support is also helpful.
  Even partial stipends make a significant difference in reducing barriers and improving retention.
• Continue the 8 week pre-apprenticeship program - $40,000 - serves 10-15 students

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