The U.S. Department of Labor funded this national scan to collect information on the research and evaluation capacity of state workforce agencies. The scan included 41 states, and the researchers from the National Association of State Workforce Agencies conducted site visits to Ohio and Washington, two states that have substantial research and evaluation capacity. Three quarters of the agencies reported having at least one unit that initiates research and evaluation efforts, but a majority of agencies reported staff capacity as inadequate or fair. The site visit findings from Ohio and Washington showed two states with a strong culture of using workforce research to inform policy, longitudinal administrative data sets, and buy-in from the governor and other agency heads. To help bring other states to the level of Ohio and Washington, the researchers recommend additional grant funding, training, and technical assistance to help build the capacity of state workforce agencies to conduct research and evaluation.

This brief from the Aspen Institute’s Expanding Prosperity Impact Collective examines how income volatility affects outcomes for hourly service sector employees. The researchers conducted quantitative analysis using the Retail Work and Family Life survey, and they also included 25 in-depth interviews with San Francisco-area parents working in retail or food service. Half of workers employed at the largest 30 retail and fast food companies reported that their income varied from week to week. Workers with variable schedules were more likely to report weekly income volatility than those who worked a regular day shift. Weekly income volatility was also more likely to lead to financial hardship and difficulty paying bills. The authors recommend six solutions to reduce income volatility, including predictable scheduling, wage insurance, and unemployment insurance.

This report from the U.S. Department of Health and Human Services, Administration for Children and Families, Office of Planning, Research and Evaluation details the implementation and early impacts of the Bridge to Employment in the Healthcare Industry Program in San Diego. The San Diego Workforce Partnership (SDWP) used an Individual Training Account (ITA) model to help low-income individuals pay for training in the healthcare industry. Using funding from the Health Profession Opportunity Grant, SDWP contracted with three local organizations that operated the program in different areas of San Diego. The program included assessment, case management, ITAs, employment services, and support services, such as transportation, child care, and temporary housing. Early findings showed that participants who received the ITA and support services were more likely than the control group to participate in health care training, receive a credential, and work in a health care job.

While the decline in the manufacturing sector led to a decrease in the number of good jobs available to individuals with only a high school diploma, there are still good jobs available without a bachelor’s degree (B.A.). This report from the Georgetown University Center on Education and the Workforce finds that there are over 30 million jobs in the U.S. with a median salary of $55,000 a year that do not require a B.A. Many of those jobs are in skilled service sectors such as financial services and health services, and the growth in good jobs has been greatest for workers with an associate’s degree.

The Pathways to Healthcare Program at Pima Community College in Tucson, Arizona was one of nine career pathways programs being evaluated under the Pathways for Advancing Careers and Education (PACE) study. Abt Associates issued this report to document implementation and early impacts of this study, which is sponsored by the U.S. Department of Health and Human Services, Administration for Children and Families, Office of Planning, Research and Evaluation. The researchers found that the program was implemented as intended, with more than 60% of the treatment group participating in either basic skills or occupational training. The treatment group was also more likely to enroll in college occupational training, earn college credentials, and participate in advising and support services than the control group.

Many Americans working in the service sector lack foundational skills in literacy, numeracy, or problem solving. The National Skills Coalition released this report to show how business leaders, policymakers, and advocates can help address these basic skills gaps that affect both workers and employers. The report includes detailed data on this extent of worker skills gaps, and then provides examples of how employers have successfully addressed these gaps. Recommendations for policymakers include expanding industry sector partnerships, making it easier for workers to navigate career pathways, expanding financial aid, and supporting work-based learning opportunities.

Approximately 2.8 million individuals between the ages of 16-24 are disconnected from both school and work. The National League of Cities put together this action kit to help municipal leaders facilitate discussions in their communities on how to reengage disconnected youth. This action kit includes strategies for convening stakeholders, promoting educational achievement, developing workforce connections, supporting youth in transition, and building a citywide system for reengaging youth.

The rate of men’s participation in the workforce has been declining for decades, especially among men ages 25-54. This report from the Brookings Institution analyzes the reasons for this decline and its consequences. Some of the reasons for the decline include a decrease in the availability of low-skill manufacturing jobs due to automation, poor health, and the availability of disability insurance. Reversing this decline will require investment in education and training to increase the skills of the labor force to meet employer demand. The authors also recommend better adjustment assistance for workers in declining fields and providing more flexibility for workers with disabilities and family care responsibilities.

Under the Workforce Innovation and Opportunity Act (WIOA), public workforce programs were encouraged to make stronger partnerships with TANF. In this report, the Center on Law and Social Policy detailed the findings of a survey conducted in 2016 on the degree of coordination between TANF and workforce programs during the early implementation of WIOA. According to the survey results, state officials were very interested in improving coordination between WIOA and TANF, but only modest changes had taken place. The coordination strategies that states used most often were shared job resource rooms and braided funding, and they used team case management least often.

This journal article estimates how three large sectoral employment programs in New York City affected the employment and earnings of participants. These Sector-Focused Career Centers (SFCCs) target occupations that offer competitive wages of at least $10 per hour, full-time jobs, advancement opportunities for workers, and high growth potential for businesses. Participants receive a variety of services, including resume review, interview skills development, job search assistance, and career advice. Results showed gains in employment levels and earnings for participants, and participants who received industry-specific training had the greatest earnings gains.