With funding from WorkSource Montgomery, the Primary Care Coalition (PCC) launched the Bridge to Nursing (BTN) program on July 1, 2025 through its Nexus Montgomery initiative. The program’s goal is to support career development of individuals trained in PCC entry-level healthcare workforce development programs and employed at local hospitals. As a pilot, it tests concepts about bridging needs while also educating participants on the employer benefits available for professional development. It is designed to help participants get started; once they are ready for nursing school, employee benefits and scholarship access can help pay for it.
PCC’s workforce team researched requirements to achieve US nursing licenses and developed groupings of candidates based on their likely pathways to career advancement. Our cohort includes US high school graduates, international high school graduates, international college graduates, and international licensed nurses. Each of these groups has a different path to career development in the US.
Twenty-one candidates completed English language skills screening and qualified for support through the BTN program: 16 eligible candidates attended face-to-face testing on September 30, 2025 and three more completed online testing. Three candidates attended US high school and were exempted from testing because US high school graduates are not required to demonstrate English proficiency to enroll at Montgomery College. We assessed English skills and realized that one of our top priorities would be to help people achieve college-level English readiness.
PCC workforce staff met individually with each eligible candidate by Zoom to discuss their career goals and identify next steps. After intake, 17 individuals employed in Montgomery County hospitals signed BTN participation agreements, 4 individuals were referred to other programs, and the remainder either did not follow up or were not eligible.
Following the 1:1 sessions, PCC developed an individualized enrollment package for each individual, outlining specific goals for that person. By signing, each candidate agreed to take action towards their individualized goals that can be accomplished in 2026 and that will be a step towards a career in professional nursing. Typical goals included taking the MC English placement test, meeting with their employer’s workforce development team, taking an English class, or obtaining an international education evaluation. Each candidate has a budgeted amount to support classes and administrative documentation described in the agreement.
Discussions with hospital partners also helped pave the way for additional CNA career support. We had notable successes with two hospitals, one of which intends to provide scholarship funding to some PCC CNAs progressing to nursing school, and another which significantly increased access to English learning resources and tuition assistance for CNAs.
BTN is designed to find and fill critical gaps between existing professional development supports for entry-level healthcare workers and the academic pathways toward advancement. As the pilot concludes in June, PCC anticipates celebrating important progress steps for these 17 participants.
This article has not been reviewed or approved by WorkSource Montgomery.
Twenty-one candidates completed English language skills screening and qualified for support through the BTN program: 16 eligible candidates attended face-to-face testing on September 30, 2025 and three more completed online testing. Three candidates attended US high school and were exempted from testing because US high school graduates are not required to demonstrate English proficiency to enroll at Montgomery College. We assessed English skills and realized that one of our top priorities would be to help people achieve college-level English readiness.
PCC workforce staff met individually with each eligible candidate by Zoom to discuss their career goals and identify next steps. After intake, 17 individuals employed in Montgomery County hospitals signed BTN participation agreements, 4 individuals were referred to other programs, and the remainder either did not follow up or were not eligible.
Following the 1:1 sessions, PCC developed an individualized enrollment package for each individual, outlining specific goals for that person. By signing, each candidate agreed to take action towards their individualized goals that can be accomplished in 2026 and that will be a step towards a career in professional nursing. Typical goals included taking the MC English placement test, meeting with their employer’s workforce development team, taking an English class, or obtaining an international education evaluation. Each candidate has a budgeted amount to support classes and administrative documentation described in the agreement.
Discussions with hospital partners also helped pave the way for additional CNA career support. We had notable successes with two hospitals, one of which intends to provide scholarship funding to some PCC CNAs progressing to nursing school, and another which significantly increased access to English learning resources and tuition assistance for CNAs.
BTN is designed to find and fill critical gaps between existing professional development supports for entry-level healthcare workers and the academic pathways toward advancement. As the pilot concludes in June, PCC anticipates celebrating important progress steps for these 17 participants.
This article has not been reviewed or approved by WorkSource Montgomery.
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