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

Step 4 is the same data as Steps 1–3 — seen through a funder's lens. No separate reporting project. No additional data collection. No 6-week cleanup cycle. Sopact Sense generates cross-cohort analysis, equity audit, and board-ready narrative from the same learner records that powered the program team's dashboards throughout the year.

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

Pathways Institute — Cross-Cohort Funder Intelligence Report 5 Cohorts · 196 Learners · 2022–2024 · WIOA + DOL Workforce Innovation Fund

Step 1

Enrollment Intelligence

✓ Complete

Step 2

Learning Journey Tracking

✓ Complete

Step 3

Employment Outcomes

✓ Complete

Step 4

Funder Intelligence

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Sopact Sense · Funder Intelligence · 5-Cohort Cross-Analysis

Pathways Institute — Board & Funder Summary Report

5 cohorts · 196 learners · 3 years of Kirkpatrick L1–L4 data. Cross-cohort outcome trends, equity audit, and AI-generated predictive recommendations — in the same report that powers renewal conversations.

WIOA Title I Outcomes 5 Cohorts · 2022–2024 DOL WIF Annual Report

Program Score

/ 100 · 5-Cohort
Cross-Analysis
1 equity flag

One Data Flow. Two Audiences. Zero Separate Reporting Projects.

Your program team has been using this data all year to track learners, intervene at Week 12, and improve outcomes. Step 4 is that exact same data, assembled for a funder audience — cross-cohort trends, Kirkpatrick evidence, equity audit, and renewal-ready narrative. No second data collection. No 6-week cleanup. The board report and the program dashboard are the same report viewed through different lenses.

Traditional Reporting Separate funder reports
6-week annual cleanup cycle
Metrics vary by funder request
No equity analysis unless mandated

5-COHORT HEADLINE METRICS196 Learners · 2022–2024 · Kirkpatrick L1–L4 Evidence

Completion Rate

88%

173 of 196 learners

↑ +6pp vs. 2022

90-Day Placement

83%

144 of 173 graduates

↑ +9pp vs. 2022

90-Day Retention

71%

Of all 173 graduates

↑ +12pp vs. 2022

Wage Gain (Median)

+$7.40

/ hr vs. pre-enrollment

↑ +$2.10 vs. 2022

Kirkpatrick L3–L4

✓

All 5 cohorts · Evidence cited

First cohort to achieve L4

CROSS-COHORT TREND ANALYSIS5 Cohorts · Spring 2022 → Spring 2024

Cohort	Size	Completion	90-Day Placement	Wage Gain	Kirkpatrick
Spring 2022	34	76%	71%	+$5.30/hr	L1–L2 Only
Fall 2022	38	82%	74%	+$5.90/hr	L1–L2 Only
Spring 2023	41	85%	78%	+$6.40/hr	L1–L3
Fall 2023	41	88%	80%	+$7.10/hr	L1–L3
Spring 2024 This Report	42	89%	84%	+$7.80/hr	L1–L4 ✓

EQUITY AUDIT5-Cohort Analysis · Outcome Gaps by Learner Segment

90-Day Retention by Learner Segment — Spring 2024 AI-generated · Cross-referenced with enrollment barrier data from Step 1

Employer-Sponsored

91%

90-Day Retention · 8 Learners

+$10.40/hr wage gain. All placed in full-time roles with benefits. Employer partner pre-arranged placement. No disclosed barriers in this segment.

Single-Barrier Learners

74%

90-Day Retention · 21 Learners

+$7.20/hr wage gain. 68% full-time. Retention improved significantly (+22pp) among learners who received the Week 12 coordinator intervention vs. those who did not.

Multi-Barrier Learners

51%

90-Day Retention · 8 Learners

+$5.10/hr wage gain. 44% full-time. 40-point retention gap vs. employer-sponsored segment. 6 of 8 learners in this segment had unresolved barriers at enrollment — childcare and housing.

Equity finding: The 40-point retention gap between employer-sponsored and multi-barrier learners does not reflect program effectiveness — it reflects unresolved structural barriers that are outside program control but within funder influence. Recommendation: coordinate with WDB to create childcare and housing stabilization fund for multi-barrier learners enrolled in WIOA-funded programs. AI projects this would close the gap to 12–18 points and add ~$1.2M in cumulative wage gains over 3 cohorts.

RENEWAL-READY FUNDER NARRATIVEAI-Generated from Steps 1–4 · Board and DOL Audience

What This Data Says to Funders — Four Answers to the Questions They'll Ask

Did the program work?

Yes — and we can prove it at Kirkpatrick Levels 1–4 for the first time. 89% completion, 84% placement, 71% 90-day retention, +$7.80/hr wage gain — all tracked from the same Learner ID created at enrollment. Every metric is cited to a source. No estimated denominators.

Is it getting better over time?

Consistently. Completion is up +13pp since 2022. Placement rate up +13pp. Wage gain up +$2.50/hr. The improvement is not random — it traces directly to three protocol changes identified through Sopact's cross-cohort analysis: track alignment, Week 12 intervention, and communication training.

Are you serving the hardest-to-serve?

69% of Spring 2024 learners disclosed at least one employment barrier at enrollment. We track barrier disclosure, intervention delivery, and outcome correlation for every learner. The equity audit shows a 40-point retention gap for multi-barrier learners — we are naming it, explaining it, and requesting funder partnership to close it.

What will you do differently next year?

Three protocol improvements going into Fall 2024: universal communication training (not just flagged learners), pre-assessment-based track placement, and employer partner diversification from 4 to 8+ partners. Projected outcomes: 92% completion, 88% placement. Sopact will track against these projections in real time.

Sopact Sense · AI Synthesis — Funder Intelligence Report

Pathways Institute has done something most workforce programs cannot: demonstrated consistent, measurable improvement across 5 cohorts with Kirkpatrick Level 4 evidence. The trend lines are directionally correct. The equity audit is honest — a 40-point retention gap is visible and named, not hidden. The strongest insight in this report is not the headline metrics — it's the predictive intelligence from Steps 1–3: the Week 12 intervention protocol is the single highest-leverage investment in this program. Learners with disclosed barriers who received the intervention show 94% 90-day retention. Scaling that protocol, and addressing the structural barriers that drive the equity gap, is what the next funding cycle should fund — not more curriculum hours.

For DOL Annual Report

WIOA performance metrics (entered employment, employment retention, median earnings) auto-populated from Steps 1–3 learner records. Export-ready for ETA 9171 format.

For Board Presentation

Cross-cohort trend charts, equity audit, and predictive protocol recommendations structured for board-level narrative. No additional slide preparation needed.

For Next Cohort Planning

Three protocol changes, projected outcomes, and employer partner diversification target pre-loaded as Fall 2024 program goals. Sopact will track against these projections automatically.

You Just Saw How Sopact Sense Works

Four connected reports. One learner ID. Enrollment through employment through funder renewal — no data re-entered, no context rebuilt, no separate reporting project. This is what stakeholder intelligence looks like when the cleanup tax is eliminated.

→ See It With Your Data ← Back to Step 1: Enrollment