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How to Read These Reports — Pathways Institute · Complete Learner Journey

Step 3 is where Kirkpatrick Level 4 becomes real. Employment follow-up at 30, 90, and 180 days is linked to the same Learner ID created at enrollment. Follow-up outreach isn't generic — it's informed by each learner's barrier history, confidence trajectory, and mid-program alerts from Step 2. This is why response rates are 31% higher than standard follow-up surveys.

✓Enrollment Intelligence → ✓Learning Journey → 3Employment Outcomes → 4Funder Intelligence

Pathways Institute — Spring 2024 Cohort · 180-Day Outcome Report 37 Graduates · 30-Day: Complete · 90-Day: Complete · 180-Day: In Progress

Step 1

Enrollment Intelligence

✓ Complete

Step 2

Learning Journey Tracking

✓ Complete

Step 3

Employment Outcomes

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Step 4

Funder Intelligence

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Sopact Sense · Employment Outcomes · Kirkpatrick Level 4

Pathways Institute — Employment Outcome Pipeline

30/90/180-day follow-up linked to each Learner ID. Follow-up outreach informed by enrollment barriers and learning journey context. Wage gain calculated against pre-enrollment baseline captured in Step 1.

Kirkpatrick L4 · Employment 90-Day: 69% Retention 180-Day: In Progress

90-Day Placement

82%

30 of 37 graduates
placed at 90 days
+$7.80/hr wage gain

Why Follow-Up Response Rates Are 31% Higher

Most programs send a generic "are you employed?" survey 90 days post-graduation. Sopact sends a personalized follow-up that references what the learner told us at enrollment — their stated goal, their barrier, their confidence trajectory. When Marcus T. receives a follow-up that says "You were aiming for an electrician apprenticeship — did you find one?", he answers. Context-informed follow-up is not a feature. It's the difference between 41% and 72% response rates.

Standard Follow-Up Generic survey blast
41% average response rate
No wage baseline to compare
No connection to intake data

EMPLOYMENT OUTCOME PIPELINE37 Graduates · Spring 2024 Cohort

Graduated

89% of 42 enrolled

5 withdrawn. 4 withdrew before Week 10; 1 medical withdrawal Week 18. All 37 completers assigned to employment tracking.

Placed at 30 Days

84% placement rate

31 learners employed within 30 days. 6 still searching. Follow-up outreach completed for 34 of 37 (92% response rate).

Retained at 90 Days

69% of 37 · 97% of placed

1 learner changed jobs (still employed). 6 still searching at 90 days — 4 are actively in outreach. Wage data confirmed for 28 of 30.

180-Day Retention

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In Progress

180-day follow-up window opens December 2024. Outreach queue pre-loaded with learner context from Steps 1–2. Projected: 82–86% of placed.

OUTCOME DIMENSIONSKirkpatrick Level 4 · Linked to Learner ID from Step 1

Outcome	Result	Analysis	Data Source
Placement Rate Employed within 30 days of graduation?	84% · 30-Day	31 of 37 graduates placed within 30 days. Track B (Electrical) led with 94% placement; Track A (HVAC) 81%; Track C (Welding) 76%. AI cross-reference: Track C's lower placement links to the pre-assessment track misalignment flagged at enrollment — not program delivery failure. 4 of 6 still-searching learners were from the Step 1 flagged high-risk cluster.	30-Day SurveyEmployer CRM
90-Day Retention Still employed 90 days after placement?	97% of Placed	29 of 30 placed learners still employed at 90 days. 1 voluntary job change (promoted to higher-wage role — counted as positive outcome). AI finding: learners who received the Week 12 at-risk intervention (Step 2) show 94% 90-day retention vs. 71% for learners with similar barriers who did not receive intervention — the proactive support protocol predicts 90-day retention, not just graduation.	90-Day SurveyStep 2 Intervention Log
Wage Gain How much did earnings increase vs. pre-enrollment?	+$7.80/hr	Pre-enrollment median wage: $14.20/hr (captured at intake, Step 1). 90-day median wage: $22.00/hr. +55% wage gain. Range: +$4.10 to +$14.20. Wage data confirmed for 28 of 30 retained learners; 2 pending. Employer-sponsored learners (8 learners): +$10.40/hr vs. self-referred learners: +$6.90/hr — $3.50/hr gap unexplained by track or barrier data. Investigate employer partner support structures.	Intake Wage Data90-Day Survey
Employment Quality Full-time? Benefits? Career-track role?	71% Full-Time	22 of 31 placed learners in full-time roles with benefits; 9 in part-time or contract. AI analysis: 8 of 9 part-time learners are from the multi-barrier cluster identified at enrollment. Professional communication gap flagged in Step 2 correlates: learners who received the communication module (11) show 91% full-time rate vs. 64% for those who did not. Add professional communication module to all future cohorts. Projected impact on full-time placement: +15–20 percentage points.	90-Day SurveyStep 2 Module Log

PREDICTIVE SELECTION INTELLIGENCEAI Correlation · Spring 2024 Cohort + 3 Prior Cohorts

What This Cohort Teaches Us About the Next One

Intervention Protocol Predictor

+31%

Learners with a disclosed barrier who received the Week 12 coordinator intervention (Step 2) showed 94% 90-day retention vs. 63% for similar learners without intervention. Proactive support at Week 12 predicts employment retention — not graduation alone.

Communication Module Predictor

+27pp

Learners who completed the professional communication module showed 91% full-time placement vs. 64% for those who did not — across all tracks and barrier levels. Recommendation: add module to standard curriculum for all learners, not only flagged ones.

Track Alignment Predictor

+18pp

Learners placed in tracks aligned to their pre-assessment score (Step 1) showed 88% placement vs. 70% for misaligned placements. The 7-learner track correction flagged at enrollment had a measurable impact on employment outcomes.

Employer Partner Concentration

⚑ Risk

4 employer partners account for 71% of all placements. A single partner exit would materially reduce placement rates. Recommendation: diversify to 8+ active partners before Fall 2024 cohort. Sopact flags this automatically for Step 4 funder reporting.

Sopact Sense · AI Synthesis — Employment Outcomes

Spring 2024 is a strong cohort: 89% completion, 84% placement, 97% 90-day retention among placed learners, and +$7.80/hr wage gain. The headline numbers are good. The predictive intelligence is better. Three protocol improvements — track alignment at enrollment, Week 12 barrier intervention, and universal communication training — account for the measurable gap between this cohort and prior ones. The employer concentration risk is the only structural flag that requires action before Fall 2024. All of this context carries forward to Step 4 funder reporting automatically — no analyst rebuilds the narrative from scratch.

Apply to Fall 2024 Cohort

Three protocol improvements identified: pre-assessment track placement, Week 12 intervention, universal communication module. Projected impact: 92–94% completion, 88% placement.

Resolve Before Fall 2024

Employer partner diversification required. Current 4-partner concentration is a placement risk. Target: 8 active partners before next cohort enrollment. Sopact will track partner capacity in Step 1.

Carries Forward to Step 4

All employment outcomes, wage data, predictive findings, and protocol recommendations pre-loaded into the funder intelligence report. No analyst re-assembles the story.

Next → Step 4: Funder Intelligence Report. Cross-cohort analysis, equity audit, and board-ready narrative — generated from the same data. No separate reporting project.

→ View Step 4: Funder Intelligence