Houston’s Approach to Adult Career Transitions Shows National Promise

Jacob Martinez graduated from high school in 2018 without clear direction, cycling through retail jobs before the pandemic eliminated his position at Best Buy. Facing uncertainty about his future, he discovered WorkTexas and enrolled in a 12-week HVAC training program that transformed his career trajectory.

Two years later, Martinez works as an HVAC technician for the Houston Astros at Daikin Park, earning $60,000 annually with full benefits. His transformation illustrates growing recognition that career success doesn’t require following traditional educational timelines.

“WorkTexas gave me the skills and confidence to go out on my own path,” Martinez said. “I’m building for my future and starting to think about applying for a house one day and maybe getting a newer car.”

Addressing Adult Workforce Needs

Martinez represents a growing population of adults seeking career transitions through skills-based training rather than degree programs. WorkTexas evening classes serve participants ranging from age 17 to 78, with about one-third between ages 17-24 and another third between 25-35.

The program begins each cohort with a weeklong orientation that covers both technical expectations and workplace fundamentals. Co-founder Jim McIngvale, known as “Mattress Mack,” often addresses new students about entrepreneurship and work ethic.

“Find a job you love to do, and you never work a day in your life. That’s what WorkTexas is all about,” McIngvale tells participants during orientation sessions held in the converted Gallery Furniture showroom.

Program coordinator Shirmeca Littlejohn emphasizes the long-term commitment WorkTexas makes to participants. “Five years of us checking in with you: Are you working? Are you happy at your job? Are you working on a promotion? Do you need resources?”

This extended support distinguishes the program from traditional training providers that end relationships upon completion. Staff proactively contact alumni every six months, providing ongoing career coaching and troubleshooting workplace challenges.

Employer-Driven Training Design

The curriculum reflects input from more than 100 business partners who help design programs and provide job opportunities for graduates. This employer-centered approach ensures participants learn skills that match actual market demands.

Training options include welding, electrical work, plumbing, HVAC maintenance, commercial truck driving, medical assistance, culinary skills, and other high-demand fields. Technical instruction comprises about 30% of the curriculum, with the remainder focusing on workplace readiness.

“Technical skills are about 30% of what employers want,” explained program co-founder Mike Feinberg. “The other 70% is people who get to work on time and can work on a team.”

Participants like Zaman Al-Mansri, an 18-year-old who dropped out of community college and works at Walmart, appreciate the hands-on approach. “All the testing is hands on. It’s not on paper. The grading is just how well you do it,” he said while enrolled in welding training.

Most participants attend through federal workforce development funding that covers tuition costs. The Workforce Innovation and Opportunity Act provides support for eligible adults, while various grant programs assist specific populations like out-of-school youth.

Mike Feinberg’s Comprehensive Support Model

The program addresses barriers that often prevent successful workforce entry beyond technical training. Transportation assistance, childcare referrals, and connections to social services help ensure participants can complete training and maintain employment.

Houston Food Bank provides food security support, while Wesley Community Center offers financial literacy education. Journey Through Life handles behavioral health services, creating a collaborative network focused on participant success.

Feinberg’s approach reflects lessons learned from decades in education reform, including his experience building the KIPP charter school network. His analysis of long-term graduate outcomes revealed the need for alternative pathways to economic mobility.

“We got to 50% of kids graduating from college, which was a big deal,” Feinberg reflected. “But I remember celebrating for about 15 seconds, then thinking, that’s half. What about the other half?”

His research into KIPP alumni outcomes showed many non-college graduates succeeding in trades, military service, and entrepreneurship, while some college graduates struggled with debt from incomplete programs.

The WorkTexas model creates immediate pathways to middle-class wages without requiring four-year degrees. Participants often earn more upon program completion than many college graduates, while avoiding student debt burdens.

Houston Community College President Mike Webster helped develop the academic framework and funding structure that supports both high school and adult programming. The partnership leverages existing infrastructure while expanding service capacity.

Measuring Long-Term Success

WorkTexas reports that 88% of adult students complete training, with employed graduates earning an average of $23 per hour after one year. Of 637 alumni from evening programs, 345 are employed, while about 100 have returned for additional training to upgrade their skills.

The program tracks participants for five years after completion, maintaining contact with graduates as they advance in their careers. This commitment helps ensure job retention and professional development rather than just initial placement.

Success stories include graduates who receive rapid promotions within their chosen fields. Camden Living recently featured a WorkTexas alumnus in a company video after he received their national building maintenance award within 18 months of completing training.

The model addresses broader economic trends that favor practical skills over academic credentials. Research from American Student Assistance indicates 72% of employers don’t view degrees as reliable skill indicators, while skilled labor wages have increased significantly.

Cecily Salas, a 23-year-old single mother enrolled in commercial electrical training, represents many participants seeking economic mobility through skills development. “If it’s free, it’s for me,” she said while exploring additional support services during orientation.

Her tuition comes through a TRIO grant administered by the Texas Workforce Commission, demonstrating how federal funding supports local workforce development initiatives. The program removes financial barriers that often prevent access to career training.

Future expansion includes development of additional Houston-area locations and potential integration with other educational providers. The model attracts attention from workforce development professionals nationwide seeking effective approaches to adult career transitions.

For Martinez, who now troubleshoots HVAC systems for professional baseball games, the program provided more than technical training. It offered a different timeline for achieving career success that didn’t require traditional educational pathways.

“Finally, I thought I needed a skilled trade – something that was going to be permanent,” he said, reflecting on his decision to pursue HVAC training. The stable employment and benefits he now enjoys validate that choice.

Participants interested in learning more about Feinberg’s educational philosophy can explore his work through various professional profiles and publications that detail his approach to creating alternative pathways to economic success.

The program demonstrates that innovative workforce development can serve adults effectively when it combines relevant training with comprehensive support services and maintains long-term relationships with participants. For communities struggling with economic transitions, the WorkTexas model offers a replicable approach to creating sustainable career pathways.

Business leaders supporting the program provide both curriculum input and hiring opportunities, ensuring graduates enter fields with genuine employment prospects and advancement potential.