This video, prepared by MDRC’s Economic Mobility, Housing, and Communities policy area, describes MyGoals for Employment Success (MyGoals). MyGoals is an innovative employment coaching program intended to help recipients of federal housing subsidies who are not employed find work, build careers, and advance toward greater self-sufficiency. Informed by behavioral psychology, MyGoals focuses on supporting participants as they set and accomplish goals that are meaningful to them in four domains: education and training, financial management, personal well-being, and family well-being.

As Millennials and Gen Z employees begin to dominate the workforce, they will demand economic security and stability and workplace freedom and flexibility. This blogpost discusses how these workforce changes will necessitate a thoughtful design of the services needed to support employers and employees, including options for child care. The post summarizes available data and research on the changing nature of workplaces, workers, and the issues impacting our nation’s economic success, and reflects on how a reimagined child care and early education system can better meet these changes.

This four-part report series examines the use of paid child care and labor force participation of mothers and includes Part 1 – Paid Child Care Usage in the U.S. and Across States; Part 2 – Labor Force Participation; Part 3 – Economic Growth Modeling; and Part 4 – Child Care Data in the Current Population Survey, A Primer. Each part of the series includes a primer, a glossary of common terms, and relevant infographics. There are also fact sheets on paid care usage and labor force participation for all 50 states and the District of Columbia.

This article notes that a large segment of available workers is choosing to remain out of the workforce and one important factor behind this trend is the need for child care. This factor has a major impact on employers as child care breakdowns create stress for employees that prevents them from being fully present at work, which affects attendance, productivity, and, ultimately, the organization’s bottom line. Drawing from a private sector perspective, the article notes that employers have a huge opportunity to step in to provide the appropriate supports and suggests ways that employers can address the child care crisis, which can help solve the hiring crisis.

Youth apprenticeship has gained traction across the United States, and many programs have adopted the Partnership to Advance Youth Apprenticeship (PAYA) Definition & Principles for Youth Apprenticeship to guide program design and implementation. It is critical that apprenticeships are career-oriented, equitable, portable, adaptable, and accountable. Building from these principles, PAYA has developed this Youth Apprenticeship Quality Assessment Tool as part of a four-step protocol aimed at assisting education providers, employer and industry partners, intermediary organizations, and other youth apprenticeship leaders in collaboratively identifying ways to improve policies, procedures, and practices in support of learner success.

Registered and non-registered apprenticeships come in many shapes and are adaptable to traditional and non-traditional industries and occupations. Traditional apprenticeship occupations have been mainly in skilled trades such as carpentry, electrical, and plumbing. Today, apprenticeships span across non-traditional industries such as information technology, health care, and green energy. This brief highlights the benefits of apprenticeships, including pre-apprenticeship, and registered and non-registered apprenticeship programs as a viable career pathway for career seekers with disabilities.

Funded by the U.S. Department of Labor, Employment and Training Administration, this report is a roadmap to outline the three stages of building, managing, and sustaining a registered apprenticeship program for young people. The roadmap includes steps under each respective stage and provides a set of tools, guidance documents and templates in the accompanying appendix.

The U.S. Department of Health and Human Services, Administration for Children and Families, Office of Family Assistance (OFA) held the 2022 Regions V-VIII State TANF Virtual Meeting on July 19-21, 2022. This virtual event brought together TANF program representatives from OFA Regions V-VIII and focused on how programs can best address the needs of families beyond the COVID-19 pandemic. The meeting included sessions on TANF fundamentals and updates, how the shift to the virtual world has impacted TANF customers and agencies, and changes programs can make to improve their support of customers throughout their TANF journey.

Also, participants chose from concurrent peer-to-peer sessions to attend based on their role within their state (case management, data personnel, or administrative/leadership) to discuss topics including eligibility and work requirements, TANF essentials, the new normal, and refocusing the customer.

The State of Washington Department of Social and Health Services, Economic Services Administration (DSHSA), Community Services Division (CSD), Office of Programs and Policy (OPP) is seeking a WorkFirst and TANF Cash Programs Policy Administrator to join their team. WorkFirst is Washington’s employment and training program for parents receiving TANF cash assistance. DSHSA is providing a gradual transition into full responsibility for management of this important and complex program. The selected candidate will collaborate with, be trained by, and learn the position from the out-going Administrator until January 1, 2023, and then assume full supervisor and management responsibilities as WorkFirst and TANF Cash Programs and Policy Administrator.