Pipelines and Pathways Dashboard

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For more in-depth information about Pipelines and Pathways, visit their website.

Problem

Individuals in disadvantaged communities often face barriers to employment, such as lack of access to education, misaligned job requirements, language barriers, and systemic issues in hiring practices. These challenges limit access to entry-level opportunities and upward mobility within institutions like the University of Virginia (UVA).

Inputs

  1. Resources and Partnerships:

    • Community Connections Hub at UVA.
    • Collaboration with community recruiting partners.
    • Surplus equipment donations to support skill-building.
    • UVA Edge Scholarship funding.
    • Affordable childcare initiatives.

  2. Programs and Services:

    • Earn While You Learn programs.
    • Apprenticeship and tuition parity programs.
    • Career path architecture and staff career advisors.
    • Release time for educational purposes.

  3. Policy Updates:

    • Reviewing and updating job descriptions to remove barriers.
    • Manager training on hiring practices.
    • Hiring preferences for individuals vetted by community partners.

  4. Support Mechanisms:

    • Opportunity navigators to help individuals find careers.
    • Peer learning spaces and community connections.

Outputs

  1. Increased Access to Employment Opportunities:

    • Enhanced pipelines for disadvantaged community members.
    • More individuals securing part-time, full-time, temporary, and wage employment within UVA.

  2. Enhanced Job Retention and Growth:

    • Structured career path programs.
    • Manager adherence to hiring practices.

  3. Skill Development:

    • Participation in training programs such as English as a Second Language (ESL) and "Earn While You Learn."

  4. Increased Childcare Support:

    • Greater access to affordable childcare solutions.

Outcomes

  1. Short-Term Outcomes:

    • Reduced unemployment rates among disadvantaged community members.
    • Increased awareness and use of support services like career advisors and scholarships.

  2. Medium-Term Outcomes:

    • Higher retention rates of employees within UVA.
    • Creation of a positive hiring culture.
    • Improved skill alignment for job seekers, reducing mismatched educational requirements.

  3. Long-Term Outcomes:

    • Reduction of systemic barriers to employment.
    • Establishment of UVA as a model employer for hiring and upward mobility.
    • Empowered communities with greater economic stability and reduced reliance on external assistance.

 

Pipelines and Pathways Community Metrics

The President's Council on UVA-Community Partnerships know that the community wants to know what steps are being made following the Pipelines and Pathways Committee recommendations and if they are making a difference! This page is the beginning, not the end!  It shows where the University and the community are starting so that progress can be measured. 

 

Please watch the video to learn more about how to use the information on this page.

Video Transcript

Income and Demographic Data for UVA Employees and Full-Time Workers Who Live in the Region

The charts on this page display demographic and income data for full-time workers who live in the Charlottesville region. Full-time workers are defined as those working 35 hours or more per week. The Charlottesville region includes the following localities: Charlottesville City, Albemarle, Fluvanna, Nelson, Greene, and Louisa.

Regional Workers Employed by UVA
The following charts show the proportion of workers in the community who are employed by UVA. The red circles and associated values represent workers in the region and the blue circles and associated values represent local UVA employees.

All workers
There are an estimated total of 107,011 full-time working adults in the Charlottesville region, with a total of 15,111 employed by UVA. About 14% of all full-time, local workers are employed by UVA.

Nested circle chart with a large red circle labeled ‘All Workers, 107,011’ and another proportionally sized blue circle inside labeled ‘UVA, 15,111’.

By Income
The chart below shows the number of community workers who are employed by UVA separated into income ranges, shown here as hourly wages. The University instituted a $15 minimum wage in 2019, shown below with no UVA employees in the category making less than $15 an hour.

Row of five nested circle charts with values for community workers and uva employees in each, labeled as follows: (1) Less than $15, 30,647 community, 0 uva; (2) $15 - $17.49, 7,345 community, 1,376 uva; (3) $17.50 - $19.99, 6,786 community, 806 uva; (4) $20 - 22.60, 8,207 community, 787 uva; (5) More than $22.60, 54,618 community, 11,830 uva.

By Demographic Categories
The following two charts show the number of community workers employed by UVA, separated into self-reported demographic categories.

Row of five nested circle charts with values for community workers and uva employees in each, labeled as follows: (1) Asian, 3,969 community, 1,288 uva; (2) Black, 13,243 community, 1,589 uva; (3) Latino, 1,713 community, 492 uva; (4) Multiracial, 2,591 community, 343 uva; (5) White, 86,087 community, 11,087 uva.
Row of four nested circle charts with values for community workers and uva employees in each, labeled as follows: (1) Women, 49,077 community, 8,995 uva; (2) Men, 57,934 community, 6,116 uva; (3) Disability, 4,688 community, 301 uva; (4) No disability, 102,323 community, 14,810 uva.

UVA and Regional Worker Income and Demographic Data

The graphs below show income and demographic data for UVA and community workers who live in the region and work 35 or more hours a week. This section includes tabs to compare community workers with (1) All UVA employees, (2) UVA Academic Division employees, and (3) UVA Medical Center employees. As of December 31, 2021, a total of 15,111 people were employed by UVA and living in the region, with 9,003 employed by UVA’s Academic Division and 6,108 employed by the UVA Medical Center. Hover over the data points to see the number of employees represented in each percentage.

  • No UVA employees make less than $15 because UVA instituted a $15/hour minimum wage in 2019.
  • UVA demographic data is self-reported; percentages in some graphs don’t add to 100% because
    • a) some employees did not disclose their demographic information and
    • b) some racial groups were excluded to protect the anonymity of individuals in groups with small numbers.

UVA and Regional Worker Demographics by Income Band

The following graphs show the percent of each demographic group that is within a pay range across UVA and the community. See each tab to compare community workers with (1) All UVA employees, (2) UVA Academic Division employees, and (3) UVA Medical Center employees.

Employment data for the University was provided by University of Virginia Human Resources, and it reflects University employment as of December 31st, 2021. Community data was retrieved from the Public Use Microdata of the American Community Survey conducted by the U.S. Census Bureau, and includes the 2016-2020 five-year estimates. All demographic data is self-reported, based on selection options provided by UVA HR and the U.S. Census Bureau.

This summary was produced by the UVA Center for Community Partnerships Data team. For more information on these data sources and our process, please see our Data Notes.

Legend

2023 Stage Time Period
E Explore
I Implement
C Complete
Short 0 to 18 months
Medium 18 months to 3 years
Long 3 to 5 years
Pipelines and Pathways Implementation Progress
Recommendation Winter 2024 Stage Time Period
1. Definition of a Disadvantaged Community Member C Short
2. Pipelines – Getting Community Members to the Door I  Cont.
3. Donation of Surplus Equipment E Cont.
4. Reviewing and Updating Entry-Level Job Descriptions I  Medium
5. Opportunities for the Criminal Justice-Involved I Cont.
6. Enhancing English as a Second Language Opportunities I Cont.
7. Rectify Misaligned Educational Requirements I Medium
8. Opportunity Navigator for Finding Careers I Cont.
9. Vouching by Community Recruiting Partners E Cont.
10. Hiring Preferences to Individuals Vetted by Community Partners E Cont.
11. Manager Incentives for Adhering to Hiring Practices E Cont.
12. Increase Access to Affordable Child Care E Cont.
13. Retain Employees Who Are Hired I Cont.
14. Referrals When Job Seeker Is Not Hired by UVA E Medium
15. Implement Career Path Architecture I Short
16. Staff Career Advisors I Cont.
17. Tuition Parity and Payment Approach C Short
18. Removing Barriers to Entry – Job Descriptions I Medium
19. Earn While You Learn Programs I Cont.
20. Grow the Apprenticeship Programs at UVA I Medium
21. Locking Shift instead of Varied Shifts for Employees E Long
22. Release Time Granted for Educational Purposes E Medium
23. UVA Edge Scholarships Increased I Short
24. Create a Space for Peer Learning E Long
25. Develop a Manager Training / Leadership Endorsement E Medium

 

Pipelines and Pathways Q1 Updates (April 2025)

Accomplishments 

Pipelines & Pathways hosted multiple events to connect job seekers with employers and launched a training program for Patient Safety Companions.

  • UVA Pipelines & Pathways offered the 2025 Spring Senior Day and UVA Career & Community Fair in partnership with the President’s Council on UVA-Community Partnerships, Charlottesville City Public Schools, Albemarle County Public Schools, and Piedmont Virginia Community College. This significant event provided graduating seniors from local high schools the opportunity to explore employment options within the Charlottesville community.

  • Pipelines & Pathways hosted the Pathways to Success Job Fair at Carver Recreation Center, which attracted 150 community members seeking employment opportunities. The event brought together local businesses, community members, and UVA recruiters to meet directly with potential candidates.

  • During the first quarter of 2025, Pipelines & Pathways successfully placed 36 program participants into employment positions, with 19 placements in January and 17 placements in March. These placements represent the program’s ongoing commitment to connecting qualified candidates with meaningful employment opportunities at UVA and with external employer partners.

 

Ongoing Initiatives 

  • Pipelines & Pathways places significant emphasis on conducting community outreach efforts throughout the local area to create awareness about the program, especially in underserved neighborhoods. 

  • The program maintained its presence at the Cville One Stop, the Pathways to Success Community Resource Fair and the February Pop Up at Virginia Career Works, providing employment resources and support to individuals accessing other community services. 

  • P&P’s outreach to local schools yielded impressive results, with 20 graduating seniors from CATEC High School applying for CNA, EMT, and skilled trades positions with UVA Health and UVA Facilities Management.

 

Upcoming Milestones

  • Pipelines & Pathways enhances employment retention through community resources, training programs, and collaboration with EWYL for better candidate preparation.

  • Pipelines and Pathways offers workshops and training to enhance the competitiveness and job readiness of candidates for various medical and technical positions.