Engineering, aviation/aerospace, and nursing are top critical occupations in Oklahoma, meaning each area has consistent workforce shortages when compared to the notable industry growth projected over the next ten years (Oklahoma Aeronautics Commission, 2023; Oklahoma Career Tech, 2023; OSRHE, 2021; U.S. Bureau of Labor Statistics, 2023). In higher education and industry research, retention and transition theories are foundational in developing programs and initiatives to motivate selection, pursuit, and career in certain areas of interest. This study discussed the demographics of engineering, aviation/aerospace, and nursing graduates and then evaluated these three degree programs in relation to Oklahoma’s Promise and employment status in Oklahoma. Through descriptive statistics, engineering, aviation/aerospace, and nursing degree program graduates from the 2020-2021 academic year were divided into the following demographics: CIP Codes, residential status, Oklahoma’s Promise recipient status, Pell Grant recipient status, race, gender, and employment status. After discussing demographics, six Chi-Square Tests of Independence were run to determine significant relationships between employment status, degree program, and Oklahoma’s Promise. Results indicated no significant relationship between degree programs and employment status. However, significant relationships were found between degree programs and Oklahoma’s Promise recipient status for those employed in Oklahoma, as well as employment status and Oklahoma’s Promise recipient status for all degree programs. It was concluded that engineering, aviation/aerospace, and nursing graduates who received Oklahoma’s Promise will likely be employed in Oklahoma upon graduation, along with all other degree program graduates who received Oklahoma’s Promise. While Oklahoma’s Promise has proven successful in students’ persistence to graduation and employment, it is not degree-specific and does not appear to significantly impact certain degree programs more than others. Ultimately, large-scale retention incentive programs appear successful, but utilizing more degree-specific programs to meet state-level workforce needs could be beneficial.