FAQs

MHP Salud’s apprenticeship program helps your hospital improve patient, quality, financial, and public health outcomes by incorporating a Community Health Worker (CHW) apprentice into your emergency department, discharge, or wherever needed most. Through a partnership among your hospital, MHP Salud and, often, your local Career Source or Workforce Development Board, we create a strong, loyal workforce pipeline.

Each apprenticeship is 12 months.

Yes. As a state-approved apprentice sponsor, MHP Salud manages all Department of Labor registration paperwork and tracks compliance throughout the program. Apprentices graduate with a nationally recognized credential.

We bring 40+ years of experience in CHW programming, training and implementation. As a nationally recognized leader in the field, MHP Salud offers the only active CHW apprenticeship program in Florida.

They alleviate administrative burdens for your clinical staff, reduce recidivism and unnecessary ED admissions, and handle key tasks your team doesn’t have time to do. Your CHW apprentice can:

• Link patients to primary care providers
• Provide referrals and follow-ups
• Address non-medical drivers of health
• Offer health education and support
• Navigate insurance, resources, and red tape
• Build trust and relationships with patients

Every apprentice receives 144 hours of FREE nationally recognized Community Health Worker training (a $5,400 value), including:

• Patient navigation
• Chronic disease support and health education
• Addressing non-medical drivers of health
• Community outreach
• Mental health and well-being
• Documentation and regulations
• And much more

After taking 4 foundational e-learning classes, apprentices join engaging, online instructor-led training complete with entire toolkit of strategies, tactics and templates. Plus, after completing the program, CHW apprentices qualify to take the Florida state test to become a Certified Community Health Worker.

CHW apprentices often live directly in the community and share similar backgrounds and traditions with your patients. Candidates may be bilingual, have lived experience and/or prior healthcare support experience.

Yes. MHP Salud can help screen candidates and check eligibility with Career Source or the Workforce Development Board to see if they qualify for the stipend, which you can use toward their salary. Your hospital has final say in selecting the best fit.

As the “apprentice sponsor,” MHP Salud does the heavy lifting and administrative work. We:
• Screen candidates and determine stipend eligibility
• Register the apprentice with the Department of Labor
• Provide one-on-one support and mentoring for 12 months
• Guide apprentices through Florida CHW Certification, if desired

For just $5,400/year (that’s less than $15/day!), your hospital gains a fully supported CHW apprentice with $5,400 of training included for free – and we handle all of the documentation for the Department of Labor. As the employer of record, your hospital pays the apprentice’s salary directly, but these costs are often offset by wage reimbursements from Career Source or Workforce Boards.

Your staff provides the standard employee orientation and day-to-day direction. A designated supervisor signs off on hours and verifies progress. MHP Salud handles CHW training, coaching, and apprenticeship compliance and reporting, minimizing additional workload.

We also provide comprehensive support and guidance to your supervisor(s) to help ensure a positive, impactful experience for your health system and the apprentice(s).

It depends on your needs and capacity. Some hospitals start with one apprentice, others host multiple across departments.

Yes. Many hospitals transition their apprentices into permanent CHW roles, creating a strong pipeline of trained, certified, loyal workers.

Hospitals that host apprentices typically see:
• Reduced ED recidivism and readmissions
• Improved patient satisfaction and follow-up rates
• Decreased administrative burden on staff
• Increased staff morale and retention, impacting quality of care and the bottom line
• Stronger connections with the community

Hiring directly brings in a CHW with baseline training, often at a higher salary than an apprentice. The apprenticeship provides structured training, mentorship, and Department of Labor–recognized credentials, improving loyalty, retention, and skill mastery. Apprentices are paid on a tiered system, allowing you to hire at a lower salary and gradually increase the rate at designated milestones, providing you with a financial benefit as well.

A CHW apprentice alleviates the workload for clinical and support staff, handling tasks such as referrals, community connections and follow-ups, helping to reduce burnout and turnover. By working with patients to address appropriate care settings, non-medical drivers of health, and other needs, CHWs help reduce unnecessary re-admissions, further supporting the clinical team.

This program helps build a sustainable workforce pipeline, as apprenticeship programs foster loyalty, growth, and development.

Many hospitals hire the apprentice permanently and integrate the program into long-term workforce development planning.