Training & Re-training - 2011
2012 l 2010 l 2009 l 2008 l 2007 l 2006 and Earlier
State Strategies to Support the Maturing Workforce
Council for Adult & Experiential Education (CAEL)
This paper describes strategies that states and regions can consider in their efforts to assist mature workers and also to use this group as a valuable resource in meeting skill requirements for developing economies. People aged 55 and older face many challenges in entering or remaining in the labor force. They may need guidance in finding work that better suits their changing circumstances, help with job search strategies after being laid off, and advice on education and training needed for employment and long-term employability. They may also face additional challenges such as employer bias against hiring older workers, the rigid way in which our society tends to view work and retirement, and the fact that most publicly-funded workforce development and jobs programs have not had much experience in considering the special needs and challenges of mature workers. The authors look at strategies that have been developed and used in a U.S. Department of Labor-funded initiative in ten pilot sites since 2009 as well as strategies that state leaders have implemented to support the mature workforce. This paper suggests specific strategies for states who may wish to address the development and utilization of mature workers in the future.
Maturity in the Workplace: Stories of Workers Aged 55+ on Their Journeys to New Work and Careers
Council for Adult & Experiential Education
This publication profiles the stories of some of the mature workers participating in the Tapping Mature Talent project. This three-year program supports regional and state efforts to develop and disseminate models to better utilize the knowledge, skills, and experience of mature workers. Some of the workers involved in the program have needed to upgrade their skills, some have pursued brand new careers in high-growth industries. Others have worked hard to recover after layoffs and other hardships, and some have found themselves thriving as they pursue postsecondary degrees. These stories show how much mature workers have to contribute to the workforce through their work ethic, experience, skills, and knowledge—and how eagerly they have embraced education and training so that they can contribute even more to our knowledge-based economy.
Career Pathways and Career Counseling for the 50+ workforce
Council for Adult & Experiential Education
This report summarizes a project working with seven community colleges to address some of the challenges facing mature workers. They worked to identify priority industries, examine the job and career opportunities in those industries, and highlight the opportunities that are most appropriate for mature workers. Employers representing each regionally prioritized industry were identified and consulted to focus the research on the realities of the local area. Group training sessions were conducted in each region to provide career advisors and workforce development professionals with region-specific information and resources for more effectively working with mature workers.
Employer Engagement Webinar Series: Top 20 "Take Home Now" Strategies for Success
U.S. Department of Labor Employment and Training Administration -- This free and online two-part series webinar provides tips on engaging employers. Presenters include Stewart Knox, executive director of Northern Rural Training and Employment Consortium in California, and Sean Sypolt, administrator for the Private Industry Council of Westmoreland/Fayette County in Pennsylvania. The webinar features how local community organizations are facilitating networking across employers, using data to engage employers, and using training to support economic growth.
SCSEP Goes Green Electronic Resource Guide
Senior Community Service Employment Program (SCSEP) -- This guide prepares Senior Community Service Employment Program (SCSEP) staff to assist older workers to obtain employment in green building and sustainable agriculture fields. The guide includes five training modules, websites for green training and green occupations, industry - recognized certificates for all green industries, career pathways charts and competency models. The guide was developed by Goodwill Industries through a Recovery Act grant from the U.S. Department of Labor's Employment and Training Administration.
Across the Great Divide: Perspectives of CEOs and College Presidents on America's Higher Education and Skills Gap
Civic Enterprises and Corporate Voices for Working Families -- A great divide has emerged in the United States between the education and skills of the American workforce and the needs of the nation's employers. Many of those looking for work do not have the skills required by companies looking to hire—resulting in high unemployment even as businesses desperately seek new talent. If our nation fails to bridge this gap, we will risk our ability to compete effectively on the global stage. Americans have long valued providing more access to higher education, but today the realities of global competition have put a new premium on college degrees and credentials. To assemble the workforce the nation needs to thrive, policymakers, educators, and businesses will need to collaborate to build more paths for students to climb the ladder to success. Already, businesses and educators around the country are engaging in the sort of reforms required to bridge the great divide. But much more needs to be done to educate more Americans and fulfill the promise of our nation.
Another Kind of Higher Education
American RadioWorks -- Certificates can be more useful than college degrees for some students, says this article on the American RadioWorks website. The skills students learn in certificate programs will be increasingly in demand as the economy grows and becomes more complex according to economist Tony Carnevale, director of the Georgetown University Center on Education and the Workforce. People can get certificates in a wide range of fields, from traditional occupations such as welding and machine tools to newer fields such as computer information systems and surgical technology. For some people, getting a certificate can be more valuable than getting an associate's degree. A longitudinal study of workers who are now in their mid 30s found that about 40 percent of those with certificates or licenses were earning more money than their peers with an associate's degree; more than a quarter of those with certificates or licenses were making more than those with bachelor's degrees.
The Midwest Challenge: Matching Jobs with Education in the Post-Recession Economy
Georgetown University Center on Education and the Workforce -- A new report by the Georgetown University Center on Education and the Workforce confirms that the Midwest was the hardest hit region during the recession, primarily due to the region’s industrial composition. Since the recession begun in 2007, the Midwest has lost 610,000 jobs in manufacturing—nearly a third (31%) of all manufacturing jobs lost during the recession nationally. In spite of these job losses 2 million job openings will be available in manufacturing nationally through 2018, mostly due to baby boomer retirement. The authors project that by 2018 project that, by 2018, about 63% of all jobs will require some form of postsecondary education and training. Five Midwestern states—Minnesota, North Dakota, Nebraska, Illinois, and Kansas (70%, 70%, 66%, 64%, and 64% respectively)—will exceed this average.
Job Vacancies Forecast for New England by 2018 … But Do Our Workers Have What it Takes to Fill Them?
New England Journal of Higher Education -- Educational demand for jobs in New England in the next decade is as diverse as the states themselves. Relative to the national average of 63% of jobs requiring postsecondary education and training, three states, Massachusetts, Connecticut and New Hampshire (68%, 65% and 64% respectively) are above average; Rhode Island and Vermont are just below the national trend. Due to a variety of economic factors, Maine demonstrates below average proportions of jobs (59%) requiring postsecondary education and training in the future.
A Toolkit for Maine Employers: Implementing Workplace Supports to Encourage Employee Training and Education
Maine Development Foundation, Maine Employers Initiative -- Workforce success is linked to education levels. Supporting employee education and training can help an employer address many key workforce challenges –such as talent turnover and hiring challenges. It can also keep your workforce up-to-date in evolving trends and technologies. This helpful toolkit offers employers ideas on how to support employees who are returning to school for additional training and education. Tips on coaching and mentoring employees, flexible scheduling, and financial aid are offered.
Education and Training Opportunities: A Resource Guide for Maine Workers and their Employers
Maine Development Foundation, Maine Employers Initiative -- Maine lags New England in the proportion of the adult workforce with 2- and 4-year college degrees, putting the state at a competitive disadvantage for both employers and employees. This resource guide provides an overview of the need to increase educational attainment in Maine and encourages employers to support their adult workers returning to college for additional training. The resource guide provides an overview of services that can help workers preparing to return to school, and offers advice on how to finance education and training.
Discover Your Skills
Discovery Education -- Discovery Communications - the media company that manages several popular cable TV networks - is joining the national effort to increase and improve job skills by launching a new website, Discover Your Skills. The website compiles education and training resources, including career exploration information, and provides links to federal workforce resources and to AACC’s Community College Finder. Two of the resource links within the "Changing Jobs" section of the website are available in Spanish.
Employment and Earnings among 50+ People of Color
The Urban Institute -- The number of people of color in the workforce - particularly Hispanics and Asian Americans - will soar in the next two decades as the older population expands, grows more diverse, and works longer. But, African Americans and Hispanics age 50 and older face substantial workplace challenges, including relatively low earnings, high unemployment, and limited access to self-employment. Older Asians fare better, but still lag behind their non-Hispanic white counterparts on many indicators. A data brief, by Richard Johnson and Janice Park of the Urban Institute's Program on Retirement Policy, provides the data and details. Among men age 50 to 61 employed full time, 2009 median earnings totaled $56,100 for non-Hispanic whites, compared with $40,800 for African Americans, $35,700 for Hispanics, and $50,000 for Asians. Median inflation-adjusted earnings fell between 1999 and 2009 for men 50–61 in all groups. For women 50–61, Hispanics exhibited the highest 2010 unemployment rate (10.7%), followed by African Americans (8.7%), Asians (6.6%), and non-Hispanic whites (5.6%). Self-employment, which often provides more flexible work arrangements than standard wage and salary jobs, was much more common in 2010 at older ages than at younger ages. However, workers of color were less likely to work for themselves than non-Hispanic whites, possibly because of difficulty gaining access to the financial capital needed to start a business.
America's Job Crisis: Low-Income Seniors Hit Hardest
National Academy on an Aging Society -- Low-income older workers are far more likely to be unemployed or underemployed than high-income older workers, and their high rates of unemployment are particularly devastating, given their limited resources. What is more, the economic challenges, retirement insecurity, and employment difficulties that confront low-income older workers are compounded for those who are poorly educated and minorities. They face triple jeopardy in the labor market: limited education and job skills, greater likelihood of unemployment, and more difficulty in finding work when unemployed. This brief outlines the characteristics and challenges of older low-income workers, and pinpoints opportunities for policy to provide targeted assistance.
From Bad to Worse: Senior Economic Insecurity on the Rise
Brandeis University, Institute on Assets and Social Policy -- This research and policy brief discusses the Senior Financial Stability Index. The index projects essential needs over the life course and assesses available resources to meet those needs. Analysis using the index reveals dramatic increases in economic insecurity in recent years. Economic insecurity among senior households increased by one-third between 2004 and 2008, from 27% to 36%. Lack of sufficient assets, rising housing costs and fixed budgets not meeting essential expenses are the major drivers of the increase in economic insecurity. About half of all senior households of color and senior single women households are economically insecure. More than one of every three seniors (36 percent) is economically insecure today.
Retirement on the Edge: Women, Men, and Economic Insecurity After the Great Recession
Institute for Women's Policy Research -- The Great Recession dramatically altered the lives of many Americans, creating pronounced economic stress and uncertainty for both individuals and families. Even after the recession was officially declared over, unemployment levels remained persistently high, while housing values remained notably low. These circumstances led the Institute for Women's Policy Research (IWPR) to develop and analyze the IWPR/Rockefeller Survey of Economic Security, which was administered to 2,746 adults aged 18 and older between September and November 2010. The sample for the survey was stratified to yield approximately equal numbers of white, black, and Hispanic respondents, with results weighted by American Community Survey data to reflect the non-institutional, adult population of the nation. The survey included a select number of questions from earlier surveys, such as the Rockefeller Foundation's February 2007 American Workers Survey and the National Academy of Social Insurance/Rockefeller Survey of 2009. These questions were worded the same or in similar ways in the current survey to allow for comparison between respondents' views in 2010 and in the previous studies.
Michigan's No Worker Left Behind: Lessons Learned from Big-Picture
National Skills Coalition -- This publication explores Michigan's No Worker Left Behind initiative, an effort to change state workforce policy in response to deteriorating economic conditions. In just three years, the initiative has re-trained more than 150,000 workers, who have earned credentials in high-demand industries. A combination of state and federal funding was used to help workers return to the classroom and re-train for new careers.
State Workforce Policy: Recent Innovations and an Uncertain Future
National Skills Coalition -- Impressive innovations in state workforce policy are highlighted in this policy brief. The authors discuss how federal policy changes could better support state innovation, and offer suggestions for national level reforms. The authors discuss aligning community colleges with employer needs and labor demands, critical supports needed to support students completing degrees or certificates at community colleges, and incentives needed to improve training capacity at community colleges.
Driving Innovation from the Middle: Middle Skill Jobs from the American South's Economy
National Skills Coalition -- A Manpower survey found the number of employers struggling to fill positions is at an all-time survey high despite a relatively stagnant unemployment rate. The survey documented that 52 percent of U.S. employers are experiencing difficulty filling mission-critical positions within their organizations, up from 14% in 2010. In addition, a number of studies have found that America's skill mismatches account for a portion of the increase in unemployment since the start of the Great Recession. In response, the Southern Governors' Association commissioned this study about middle-skill jobs. Middle-skill jobs, which require more than a high school diploma but not a four-year degree, featured prominently among the top ten "hardest to fill" jobs of 2011, with skilled trades topping the list. The authors say that taking immediate steps to address the skills gap is an economic necessity for the American South. The publication contains state-by-state profiles for the demand for middle-skill jobs in the following states and territories AL, AR, FL, GA, KY, LA, MD,MS, MO, NC, OK, SC, TN, TX, VA, WV, Puerto Rico and the Virgin Islands.
Aligning Community Colleges to Their Local Labor Markets
Jobs for the Future -- Community colleges already take steps to address the workforce needs of local employers, but their efforts often are hampered by a lack of detailed, up-to-date information about occupations and skills in demand. This paper discusses new sophisticated "spidering" and artificial intelligence technologies that can aggregate and analyze online job ads and provide a more comprehensive, "real-time" source of information about the hiring and skill needs of local employers. If proven accurate and reliable, analyses of online job ads could complement traditional ways that community colleges determine labor market demand for program and course offerings.
Beyond Degrees: Lessons Learned from Skills2Compete-Maryland
National Skills Coalition -- The author explores how Maryland went beyond traditional data and policy approaches to build a more integrated, training-focused, labor-market driven and accountable workforce and education system. This paper examines how government agencies worked together to begin documenting progress toward the Skills2Compete-Maryland goal; and what lessons might be learned from this initiative as other states (or even federal agencies) assess how to ensure that all human capital investments are helping a broad scope of workers and industries obtain the skills necessary to compete and prosper in today's economy.
What is "Career Ready"?
Association for Career & Technical Education -- This 2-page fact sheet examines the definition of career ready. Career readiness involves three major skill areas: core academic skills and the ability to apply those skills to concrete situations in
order to function in the workplace and in routine daily activities; employability skills (such as critical thinking and responsibility) that are essential in any career area; and technical, job-specific skills related to a specific career pathway.
Colorado's Forgotten Middle-Skill Jobs
National Skills Coalition -- Research on projected job openings and retirement trends in the workforce shows that middle-skill jobs—those that require more than a high school diploma but not a four-year degree - comprise the largest share of jobs in Colorado today. The data further indicate that middle-skill jobs will continue to make up the largest segment of Colorado's total labor market into the foreseeable future. Middle-skill jobs are often forgotten because of conventional wisdom about the economy as a whole. That conventional wisdom holds that our nation has evolved into an hourglass economy with a small number of highly skilled, highly paid workers and a much larger number of low-skill, low-paid workers. Within such a model, middle-skill occupations are on the verge of extinction. It's a bleak picture, to be sure. It's also a myth. The truth is that middle-skill jobs currently make up the largest segment of jobs in the U.S. economy (nearly half), and will continue to do so for years to come.
Skills2Compete-New York: Answering the Middle Skills Challenge
National Skills Coalition -- This policy brief makes recommendations to state policy makers and other stakeholders to expand access to post-secondary education and training for New Yorkers. The recommendations are structured around three themes: (1) organizing governance structures, investments and services to engage the community, stakeholders, government, employers, educational institutions, social service providers and the philanthropic community; (2) set clear overarching goals for educational attainment, training and transition to employment; and, (3) replicate other models for success.
STEM: Science, Technology, Engineering, Mathematics
Georgetown University Center on Education and the Workforce -- The report finds that STEM jobs are good jobs - and the best-paying jobs for people at the sub-baccalaureate level. In fact, about two-thirds of people with associate degrees working in STEM occupations make more than the average for all associate's degree holders. Ninety-two percent of STEM jobs will be for those with at least some postsecondary education and training.
Life in the 21st Century Workforce: A National Perspective
Institute for a Competitive Workforce, US Chamber of Commerce -- Considerable attention recently has been focused on the skills employees need to succeed in the workplace. However, few studies have asked employers and the workforce what they see as the key skills and competencies necessary to thrive and how these might be acquired; fewer still have asked both employers and employees to consider these topics and analyze how their responses are congruent or incongruent. Independently, the University of Phoenix and U.S. Chamber of Commerce each sought to explore these topics with new primary studies conducted among the U.S. labor force and business executives. This summary presents key findings from these studies and ties them together to paint a picture of life in the 21st century workplace and the key dynamics both workers and employers need to consider as they seek to promote excellence in the workplace.
Unemployment Statistics on Older Americans
The Urban Institute -- The recession has increased joblessness among older Americans. These graphs and tables in PDF format report unemployment rates and how they have varied by age, sex, race, and education since 2007.
Employer Experiences and Expectations: Finding, Training & Keeping Qualified Workers
AARP -- This 2010 survey reveals that employers are not overly concerned about finding qualified workers. They are concerned about losing institutional knowledge when baby boomers retire, but are working to offset those losses by retaining plus 50 workers on staff or transferring knowledge to other workers.
Community Colleges Learn How to Train Michigan Workers
Community College Spotlight -- This article summarizes an evaluation of five community colleges in Michigan and their efforts to re-train unemployed workers and low-skilled adults for high-demand jobs. The five colleges examined in the study developed programs for older workers, strengthened basic literacy and numeracy, updated computer skills and instilled confidence in adults who doubted their ability to succeed in college.
Leaving No Worker Behind: Community Colleges Retrain the Michigan Workforce - and Themselves
Jobs for the Future -- This evaluation study examines what five community colleges in Michigan learned as they worked to re-train thousands of dislocated workers and other low-skilled adults so they can qualify for jobs in emerging and expanding sectors of the economy. These lessons can help institutions and states nationwide as they also strive to serve this rapidly growing college population.
Video: Over 50 and Out of Work
AARP -- In this online video, AARP offers advice to jobseekers over 50. AARP works with businesses to create job opportunities for older workers. Through AARP’s program, Best Employers for Workers Over 50, companies receive national recognition for hiring older workers and implementing supportive policies for them. The video provides helpful ideas about how to work with employers.
An Assessment of Labor Force Projections Through 2018: Will Workers Have the Education Needed for the Available Jobs?
AARP -- This report develops and analyzes occupational and labor force projections to the year 2018, with a particular focus on the educational requirements for jobs, the educational attainment levels of workers, and the potential for imbalances to emerge between workforce needs and supplies. These projections are fairly short term because the analysis in this report is based, in part, on Bureau of Labor Statistics (BLS) occupational projections that extend only through 2018. The focus is on broad levels of educational attainment, rather than specific types of degrees or areas of study. The report is one of two funded by the Bill & Melinda Gates Foundation to examine the degree to which the U.S. workforce will have the qualifications needed to fill the jobs expected to be available in the United States over the next 10 years.
Finding, Training and Keeping Qualified Workers
AARP -- This report explores how employers define qualified workers and the difficulties they may encounter finding and hiring them. Employers reported that they are concerned about losing the knowledge and experience that baby boomers bring to the workplace. In fact, 24% of surveyed employers said they are very concerned, and an additional 39% said they are somewhat concerned. The report is one of two funded by the Bill & Melinda Gates Foundation to examine the degree to which the U.S. workforce will have the qualifications needed to fill the jobs expected to be available in the United States over the next 10 years.
The Return on Investment From Adult Education and Training
McGraw-Hill Research Foundation -- A new report conducted by the National Council of State Directors of Adult Education and the McGraw-Hill Research Foundation finds that federal spending on career training for adults has an enormous return on investment. The report argues that a preemptive focus on adult education actually saves governments money by reducing health care, public assistance, and incarceration costs. Adult education also improves and expands the nation’s available pool of human capital by helping motivated but undereducated people achieve gainful employment in today’s increasingly high-tech and global job market, and at a far lower cost per learner when compared to either K–12 or higher education. As a result, adult education and career training is potentially one of the most cost-effective tools the nation has to recover its economic health in the aftermath of the “great recession.”
Age Shall Not Wither Them
The Economist -- This article says that employers should begin viewing baby boomer employees as assets and not liabilities. In “Age Shall Not Wither Them," the author praises companies for recognizing the value of older workers and soberly notes the challenges facing these workers, such as employers who fear intergenerational conflict. Yet, a growing chorus of advocates are pointing out the many assets baby boomers bring to the workplace. Their experience, knowledge base, hard work ethic, and drive are significant assets. Employers should be reluctant to let go of baby boomer workers.
New Poll Exposes Age Discrimination in Today’s Work Place
Associated Press/Life Goes Strong -- A new poll conducted by the Associated Press in conjunction with Life Goes Strong, reveals that one in five baby boomers encounter age discrimination in the workplace and barriers to helping them succeed on the job. Fifteen percent of those surveyed said they have been passed over for a raise, promotion, or opportunity to get ahead because of their age. Nine percent said that solely because of their age, they were denied access to training or the opportunity to acquire new skills. Some older workers (13%) say they've missed out on certain assignments because of their age or heard unwelcome comments about their age while in the workplace. The poll results are not all doom and gloom—there are some positive results too. A majority of baby boomers (57%) say that since they turned 50, their co-workers have come to them for advice more often and 34% feel they are receiving more respect at their job. Only 14% of the baby boomers surveyed classified getting older as a workplace liability.
How Did 50+ Workers Fare in 2010?
The Urban Institute -- Richard Johnson and Janice Park discuss in this paper the difficulties unemployed plus 50 adults continued to encounter in 2010. Unemployment rates remained high for men and women 50 and older, and more than half of unemployed workers in this age group were out of work for more than six months. Their February 2011 paper notes that workers age 50 to 61—too young to qualify for Social Security retirement benefits—have fared worse than those age 62 and older since the recession began in late 2007. Men over the age of 50 have also been hit harder than women in the hunt for jobs.
Smart Strategies for Older Job Seekers
U.S. News & World Report -- This article offers tips to help plus 50 adults who are seeking a new job. It includes recommendations from 10 demonstration sites with the Tapping Mature Talent Initiative with the U.S. Department of Labor. Getting credit for experience, marketing yourself as a brand, reverse job fairs and getting computer training are among the strategies highlighted.
Education Pays in Higher Earnings & Lower Unemployment Rates
Bureau of Labor Statistics -- This graph with updated national data demonstrates the relationship between education attainment levels and higher earnings and lower unemployment rates. Community colleges working to establish community partnerships and marketing their programs to plus 50 adults may find this chart to be a helpful tool.
Ageism & the Mature Job Seeker
Aging Today (American Society of Aging) -- This article by staff from the Council for Adult and Experiential Learning examines the harsh realities found in today’s job market by plus 50 workers. At a time when many thought they would be coasting toward retirement, older workers are instead re-training for new jobs and making themselves more marketable for employers. Prior to the recession, many retirement age Americans delayed leaving the workplace because they wanted to continue working. But now, staying on the job is a necessity for increasing numbers of mature workers. Registration is required to download the publication.
How Did 50+ workers Fare in 2010?
The Urban Institute -- Richard Johnson and Janice Park at the Urban Institute discuss the difficulties unemployed plus 50 adults continued to encounter in 2010. Unemployment rates remained high for men and women 50 and older, and more than half of unemployed workers in this age group were out of work for more than six months. Their February 2011 paper notes that workers age 50 to 61— too young to qualify for Social Security retirement benefits—have fared worse than those age 62 and older since the recession began in late 2007. Men in this age group have also been hit harder than women in the job hunt.
Sustainability Education and Economic Development (SEED) Resource Center
American Association of Community Colleges -- This resource center from AACC's SEED initiative offers an online clearinghouse with searchable resources to help community colleges initiate and expand green job training programs. If you've ever wondered what are the key green job competencies, which green jobs are growing where, which certifications are widely recognized, or where to find best practices for program and faculty development – then you'll want to check out the SEED Resource Center. Resources are organized around five industry sectors: solar, wind, green building, energy efficiency, and sustainability education. Topics include curricula, professional development, innovative practices and partnerships, certifications and industry credentials, employment industry projections, funding opportunities, and skill sets, competencies and career pathways.
Older Workers, the Great Recession, and the Impact of Long-Term Unemployment
John J. Heldrich Center for Workforce Development -- This seven page research brief examines somber data about the impact of long-term unemployment on older workers. The Great Recession has left 15 million people unemployed, 2.1 million of them over age 55. Older workers were less likely to find work if they were laid off, and more likely to take a pay cut if they found a new job, than younger workers. The researchers say that workers age 55 and up have the lowest reemployment rate of any demographic group at 15 percent. Many older workers gave up looking and the researchers summarize attitude data they collected from unemployed age 55 and up workers. The portrait that emerges of today's unemployed older workers offers helpful insights for those trying to help this population get re-trained for new jobs and back in the workforce.
Can Unemployed Older Workers Find Work?
The Urban Institute -- Job loss during the Great Recession is upending retirement savings plans for many older workers. Fewer than a quarter of workers age 50 and older who lost their jobs between mid-2008 and the end of 2009 found work within 12 months, much lower than the reemployment rate for younger workers. Older displaced workers who find jobs must often accept deep pay cuts. These challenges highlight the need for more training and employment services for those 50 and older.
Young and Older Workers: (Not) Entering and Exiting the Labor Market
The Urban Institute -- An insightful panel of experts discusses trends in unemployment for older and younger workers on this recorded webcast. The national unemployment rate—9.4 percent—is bad enough. But for young people trying to get a foothold in the job market, the numbers are dispiriting: the unemployment figure for people age 20 to 24 is 15.3 percent, for teens it's 25.4 percent, and for black teens it's 44.2 percent. At the other end of the age spectrum, a comparatively modest 6.9 percent of adults 55 and over are unemployed, but when they lose their jobs it takes them much longer than younger workers to become reemployed. Young people's lifetime opportunities take a long-term hit when they confront delays in entering the labor market, while older adults have to dig into their retirement savings to make ends meet when out of work for long stretches of time. This discussion about policy solutions can help young and older workers navigate a labor market in turmoil.
Unemployment Statistics on Older Americans
The Urban Institute -- The recession has increased joblessness among older Americans. These graphs and tables report unemployment rates and how they have varied by age, sex, race, and education since 2007. Community college program staff and faculty will find the data on unemployment by education level particularly interesting. Data is updated regularly.
Seven Industries to Watch in 2011
Careerbuilder.com -- The recession may have slowed, but hiring is still slow-going. Advise your students to consider careers in these seven industries identified by CareerBuilder.com as offering the best potential for employment in 2011: sales and customer service, skilled trades, engineering, transportation, education, health care, and automotive. Recommendations are based on surveys of hiring executives and industry studies.
The Causal Relationship Between Employment and Business Networks in U.S. Cities
Journal of Urban Affairs -- Conventional wisdom holds that job growth attracts people to urban areas. But when it comes to economic development in American cities, the trusted theory, "If you build it, they will come" may not work, argues a Michigan State University sociologist in this new study published in the Journal of Urban Affairs. Zachary Neal found that in order to attract jobs to your city, you have to first attract influential and employed people. The findings indicate that business people come first, then the jobs. It's just the opposite of an 'If you build it, they will come' sort of an approach.
The Growing Dilemma
Human Resources Executive -- As baby boomers stay in the workplace longer and delay retirement, it's becoming increasingly common to find younger managers supervising older workers. This reversal of a traditional workplace hierarchy, has led to conflict and challenges for both older workers and younger managers. An incredible 88 percent of employers worry about hiring older workers because of such conflicts. In this article, the authors examine the sources of these conflicts and offer management solutions that work. The authors note that older workers represent a tremendous asset to companies that want to succeed, and they encourage companies to take steps to address the generational divide.
When Junior’s In Charge
Human Resources Executive -- As baby boomers stay in the workforce longer, conflicts between older workers and younger managers are bound to increase. Much of the problem stems from incorrect assumptions about older workers by younger managers. Unfortunately, some of these conflicts are so severe, that they lead to legal action and age discrimination complaints. The number of charges filed under the Age Discrimination in Employment Act rose from 14,141 in 1999 to 22,778 in 2009. Most cases cite unfair terminations and failures to hire. Many also cite harassing references to employees' ages and younger managers' failures to promote older workers or accommodate their work/life needs. The authors say that many of these problems could be avoided by providing better training to their managers and employees on how to manage generational relationships.
JobSTART 101: Smart Tips and Real-World Training
Business Roundtable, Human Resources Policy Association -- A new, free online course to help college students and recent graduates prepare for entry into the workplace is now available. JobSTART 101: Smart Tips and Real-World Training is a first-of-its-kind course developed by the Business Roundtable and the Human Resources Policy Association, with support from Accenture. Topics in the course range from how to communicate and solve problems on the job, to how to develop a successful business persona. Students may complete the course in 90 minutes or tackle six topical modules individually. Interactive videos and workbooks with pop-up quizzes keep students engaged in the content.
Guide to State and Local Workforce Data: For Analysis and Informed Decision-Making
Department of Labor -- This guide explains the wide range of workforce data available from state and local resources. These data resources can be helpful for colleges planning workforce training programs and also useful for writing grant applications.