Project STEMM-Up
Annual Report 2024
Project milestones, goals, and projections.
Introduction
We are pleased to present STEMM-Up's annual report for the performance year (PY) 2024. It has been a year of challenges and opportunities, and we are proud to report on the key achievements, significant progress, and strategic program-wide developments implemented this year.
Our focus has been multi-faceted:
- Curriculum Enhancement: We have undertaken a comprehensive update of the STEMM-Up curriculum to ensure it remains STEMM-focused, cutting-edge, and relevant.
- Improved Jobseeker Experience: We have implemented measures to enhance the overall experience for our jobseekers, aiming to provide more effective support and resources.
- Data Collection Optimization: In alignment with our updated curriculum, we have developed more robust data collection processes to better track and analyze outcomes.
- Accessibility Initiatives: We have been exploring advanced translation tools and services to make STEMM-Up more accessible to a diverse audience.
- Team Expansion: We have welcomed several highly qualified professionals to our team, bringing fresh perspectives and expertise to drive our mission forward.
We extend our sincere gratitude to all stakeholders who have been part of this journey. We look forward to another year of growth, innovation, and meaningful contributions to the STEMM community.
Overview
With 236 individuals already referred to the program, STEMM-Up is actively transforming lives and reshaping the landscape of STEMM careers.
The current status of jobseekers is as follows:
- 14.0% (N=33) are before intake.
- 10.2% (N=24) are in the intake interview stage.
- 4.2% (N=10) are in the eligibility stage.
- 50.4% (N=119) are receiving training in the commitment stage.
- 21.2% (N=50) have exited the program.
Career Pathway Coordinators Alvin Brewer (Detroit region), Kailey Kraft (Oakland region), and Rachel Mercier (Eastern region) strike a pose with the jobseekers at the Henry Ford Museum of American Innovation. Photo by Rebekah Gordon, Curriculum Specialist with STEMM-Up.
"Served" refers to jobseekers who have committed to the STEMM-Up Program.
As of May 2024, STEMM-Up had served 134 jobseekers.
Current Status by Region
In Michigan, the distribution of jobseekers by regions is as follows:
- Lansing: 25.0% before intake, 75.0% in commitment.
- Northern: 16.7% before intake, 44.4% in commitment, 38.9% exited.
- Eastern: 9.1% before intake, 4.5% intake interview, 4.5% eligibility, 45.5% in commitment, 36.4% exited.
- Wayne: 14.0% before intake, 2.0% intake interview, 8.0% eligibility, 58.0% in commitment, 18.0% exited.
- Detroit: 17.9% before intake, 20.9% intake interview, 6.0% eligibility, 31.3% in commitment, 23.9% exited.
- Oakland: 13.2% before intake, 11.3% intake interview, 1.9% eligibility, 56.6% in commitment, 17.0% exited.
Milestones Achieved by Quarter
The following table displays how many jobseekers reached each milestone by performance year (PY) quarter:
|
Milestone |
2023-Q1 (Jul-Sept 2023) |
2023-Q2 (Oct-Dec 2023) |
2023-Q3 (Jan-Mar 2024) |
2023-Q4 (Apr-May 2024) |
|---|---|---|---|---|
|
Referral |
57 |
50 |
53 |
24 |
|
Intake |
46 |
44 |
52 |
13 |
|
Eligibility |
48 |
31 |
39 |
15 |
|
Commitment |
47 |
30 |
31 |
20 |
|
Exited |
5 |
14 |
21 |
10 |
Why does this matter?
As we strive for continued program success, our ultimate commitment is to the jobseeker experience. The milestones listed above represent not just numbers, but real people taking bold steps towards fulfilling careers in science, technology, engineering, mathematics, and medicine.
"I [joined STEMM-Up because] I felt like it would help broaden my social skills relevant to finding and keeping my job. It has really helped me reflect on myself as a person and more seriously consider who I am and how I view the world and others."
For more detailed information on jobseeker status by region and milestones achieved by quarter, please visit the full report below:
Career Pathway Coordinators Alvin Brewer (Detroit region) and Kailey Kraft (Oakland region), Diversity and Outreach Specialist Sagun Sharma, and Professional Learning Coaching Specialist Dr. Sam Evalt pose with beloved Michigan State University mascot "Sparty" at the MSU College of Education staff cookout.
Demographics & Training Module Data
Jobseeker Demographics
The STEMM-Up jobseeker demographic data reveals a rich diversity, with each jobseeker bringing unique perspectives and skills to STEMM fields. This diversity is not just a reflection of our society, but a powerful catalyst for innovation and progress.
A total of 185 jobseekers have conducted the intake interview as of May 31st, 2024. This section presents their individual characteristics.
Source of Disabilities
More than one-third (37.8%) of jobseekers provided multiple sources of disabilities. Specifically, developmental (55.1%) and other psychological (40.5%) disabilities were the most frequently reported).
Note: Since some jobseekers reported multiple disabilities, percentages may not total 100%.
|
Source of Disability |
Number (N=185) |
Percentage of Total |
|---|---|---|
|
Developmental Disabilities |
102 |
55.1% |
|
Other Psychological Disabilities |
75 |
40.5% |
|
Cognitive Disabilities |
27 |
14.6% |
|
Neurological Disabilities |
22 |
11.9% |
|
Other Physical Disabilities |
22 |
11.9% |
|
Cause Unknown |
9 |
4.9% |
|
Orthopedic Disabilities |
8 |
4.3% |
|
Respiratory Disabilities |
4 |
2.2% |
Highest Education Completed
STEMM-Up jobseekers represent a wide spectrum of experiences, from recent high school graduates to seasoned professionals seeking career advancement.
This mix of ages and backgrounds creates a dynamic learning environment where peer-to-peer mentorship naturally flourishes alongside our structured program. The variety of educational backgrounds among our jobseekers demonstrates the program's accessibility and appeal across different stages of academic achievement.
As of May 31st, 2024, 96.9% of STEMM-Up jobseekers have completed high school, 56.3% have had at least some college experience, and 30.3% have already obtained at least one college degree.
|
Level of Education |
Number (N=185) |
Percentage of Total |
|---|---|---|
|
Not attending / did not graduate high school |
5 |
2.7% |
|
Current high school student |
24 |
13.0% |
|
High school graduate |
51 |
27.6% |
|
Current college student |
26 |
14.1% |
|
Some college but no longer attending |
22 |
11.9% |
|
College graduate |
56 |
30.3% |
|
Missing |
1 |
0.5% |
STEMM-Up jobseeker Curtiss Thompson III attended "Black Faces in Green Spaces: The Journeys of Black Professionals in Green Careers" at Detroit's DNR Outdoor Adventure Center with CPC Alvin Brewer. Curtis holds a B.S. in Biological Science with a Minor in Anthology from the University of Michigan-Dearborn.
Current Employment Status
Approximately a quarter of the jobseekers indicated that they were employed at the intake interview. Of the unemployed (N=137), 10 (7.2%) answered they were looking for employment.
|
Employment Status |
Number (N=185) |
Percentage of Total |
|---|---|---|
|
Employed full-time |
13 |
7.0% |
|
Employed part-time |
35 |
18.9% |
|
Not employed |
115 |
62.2% |
|
Not employed and looking for employment |
10 |
5.4% |
|
Student |
6 |
3.2% |
|
Other |
6 |
3.2% |
Social Security Benefits
|
Benefit Type |
Number (N=185) |
Percentage of Total |
|---|---|---|
|
Supplemental Security Income (SSI) |
38 |
20.5% |
|
Social Security Disability Insurance (SSDI) |
27 |
14.6% |
|
Received SSI - Child in the Past |
30 |
16.2% |
Training Modules
The STEMM-Up program's commitment to continuous improvement is evident in our ongoing curriculum revisions, ensuring we meet the evolving needs of our jobseekers.
Participation Data
A total of 117 jobseekers received at least one of the 12 STEMM-Up Modules. Of them, jobseekers received an average of 2.79 Modules, ranging from one to eight.
The most frequently utilized Modules are Module 2: Career Assessment and Planning (N=101), Module 3: Workplace Socialization Skills Training (ASSET) (N=77), and Module 4: Employment Readiness Skills Training (EPASS) (N=46).
Demographic Analysis
Demographic analysis reveals areas where we can further enhance inclusivity. Men have consistently outnumbered women in most module types, and jobseekers aged 19-25 and over 25 have shown higher participation rates compared to those under 19.
Moving forward, we aim to deepen our understanding of program exits and develop strategies to improve retention rates. Our goal remains to equip every jobseeker with the skills and confidence needed to thrive in STEMM fields.
Thematic Analysis
Based on thematic analysis of qualitative feedback on post-module assessment, jobseekers found the following aspects of the modules most valuable:
- Career Exploration and Assessment: Access to resources for exploring different career paths and understanding personal interests and strengths (15 responses).
- Job Search Skills: Training on networking, resume writing, cover letters, and interview preparation (12 responses).
- Positive Psychology and Emotional Intelligence: Modules on positive psychology, emotional intelligence, self-reflection, and work-life balance (10 responses).
- Disability Accommodations: Guidance on disclosing disabilities and requesting accommodations (5 responses).
- Learning Modalities: Use of videos, practical examples, and summaries before quizzes (8 responses).
- General Positive Feedback: Overall positive sentiments about the modules and activities (6 responses).
Jobseeker Feedback
“There are lots of useful strategies discussed in the module for helping to create and maintain a healthy mindset, and the options are varied enough that everyone will likely be able to find at least one aspect to focus on.”
"This module is a good introduction to the concepts of goal setting, employing positive psychology, and the roles a mentor can play, but one must be aware of their own limitations/struggles and figure out ways to adapt the information into a strategy that works for them."
For a module and session key, milestones achieved by quarter, and more information on jobseekers' individual characteristics and receipt of modules, please visit the full report below:
The most frequently engaged module was "ASSET" or Workplace Socialization Skills Training (480 sessions).
The next two most popular modules were "EPASS" or Employment Readiness Skills Training (270 sessions) and Character Strength Enhancement and Positive Psychology (162 sessions).
For more details on module engagement, please see the full report.
Social Cognitive Career Theory (SCCT) Data
-
Follow-Up & Exit Data
SCCT Assessment Scores
SCCT focuses on how individuals form career interests, make career choices, and achieve career success. The theory emphasizes the role of self-efficacy, outcome expectations, and personal goals in career development.
Seven SCCT subscales are evaluated at the time of the intake interview, including self-efficacy, career expectations, interests, and goals.
Louisiana and Michigan returned the same results:
- Highest Mean Scores: Job Performance Efficacy and Goal Persistence.
- Lowest Mean Score: Coping Efficacy.
Theme Alignment with SCCT
Here’s how the identified STEMM-Up themes align with SCCT:
- Career Exploration and Assessment: Aligns with SCCT's emphasis on exploring career interests and assessing personal strengths.
- Job Search Skills: Supports the development of self-efficacy in job search activities.
- Positive Psychology and Emotional Intelligence: Enhances self-efficacy and outcome expectations by fostering emotional intelligence and positive thinking.
- Disability Accommodations: Addresses self-efficacy.
Follow-up on Employment and Education Status
The follow-up data below showcases the impact of our program on the lives of individuals with disabilities. The journey from program completion to successful employment or further education is a critical transition, and these results demonstrate that we're on the right path to bridging this gap effectively.
- According to the data, 54 jobseekers had followed up for their short-term outcomes (e.g., employment, education, medical benefits) at the first follow-up point.
- Of the 54 jobseekers, 20 indicated that they have been employed in the last six months.
- Of the 54 jobseekers, 14 reported that they have attended a postsecondary education or training institute in the last six months.
- All jobseekers who followed up earned more than the minimum wage in their state. 50% of STEMM-Up jobseekers in Michigan earn $10.10-$14.99/hour and 42.9% earn greater than $15/hour.
Program Exit Data
The STEMM-Up exit data provides insights we can use to refine our approach, enhance participant retention, and ultimately increase the number of individuals successfully transitioning into STEMM careers.
Reason for Exit
The most frequent reason for exit was "discontinued" (before or after eligibility, 57.1%). Regarding “other” reasons, 66.7% of these jobseekers exited because MRS exited them and therefore they were no longer eligible for STEMM-Up services.
|
Reason for Exit |
Number (N=51) |
Percentage of Total |
|---|---|---|
|
Completed STEMM-Up / Obtained Employment |
7 |
13.8% |
|
Discontinued (Before Eligibility) |
17 |
33.3% |
|
Discontinued (After Eligibility) |
14 |
27.5% |
|
Other |
13 |
25.5% |
Type of Exit
As of May 31st, 2024, a total of 50 jobseekers exited the STEMM-Up program. While 35.3% of them exited as a referral, 37.3% exited with a commitment date.
|
Type of Exit |
Number (N=51) |
Percentage of Total |
|---|---|---|
|
Exited as a Referral |
18 |
35.3% |
|
Exited after Interview |
8 |
15.7% |
|
Exited after Eligibility |
6 |
11.8% |
|
Exited after Commitment |
19 |
37.3% |
For more detailed information on the seven SCCT subscales, follow-up data, or exit data, please visit the full report below:
STEMM-Up and Michigan Rehabilitation Services Staff in the Community
Looking Ahead
Thank you for reading the STEMM-Up annual report for the performance year (PY) 2024. Our goals for the year ahead include:
- Increasing the rate of MRS customer referrals without compromising the quality of the program.
- Streamlining STEMM-Up intake process and curriculum by providing program customization for jobseekers.
- Cultivating relationships with employers in order to facilitate jobseeker access to Competitive Integrated Employment.
- Developing and maintaining a promotion strategy to support the project's goals for reaching prospective consumers, businesses, and partners.
- Identifying and implementing strategies to engage and promote STEMM-Up to underrepresented communities.
- Improving quantitative and qualitative project evaluation at all levels.
Questions?
The STEMM-Up staff at the 2024 Staff Retreat, outside Brody Hall at Michigan State University.
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