- Mason Bishop, Deputy Assistant Secretary of Labor for Employment and Training, testified before the Subcommittee on Select Education about reauthorizing the Older Americans Act Title V, which governs the Senior Community Service Employment Program (SCSEP).
- SCSEP serves low-income seniors aged 55 and older by providing part-time jobs and training to help prepare them for unsubsidized employment. The testimony discussed proposals to reform SCSEP, including increasing the minimum age to 65, enhancing the employment focus, and streamlining the program structure.
- The testimony supported the draft bill's improvements but proposed additionally allocating funds exclusively to states through a statutory formula to simplify administration and reduce costs.
LUVRules, Inc. is requesting $650,000 in federal grant funding to launch a hospitality management career training and job placement program for disadvantaged individuals in Las Vegas, Nevada. The program will partner with Pioneer Human Services, who has 42 years of experience running integrated social services and job training programs through a network of social enterprise businesses. Trainees will receive on-the-job training in hospitality management positions within the partner organizations to build specific skills for long-term career placement, addressing limitations of general education-focused programs. The goal is to help trainees gain living-wage employment and reduce poverty through this Social Capitalism approach of embedding job training within a hybrid for-profit/non-profit business model.
SMART CHOICES
Make better use of data to drive accountability, inform what programs are offered and what is taught, and offer user-friendly information for job seekers to choose programs and pathways that work for them and are likely to result in jobs. In order to determine what skills should be taught and to guide job seekers as they choose what to study and where to apply for jobs, programs should make better use of data to understand current and projected local, regional, state, and national labor markets. These data may include information on the number and types of jobs available; projected regional job growth; and specific job characteristics, skills requirements, and career opportunities. These data should be publicly available and easily accessible by job seekers.
This document is a capstone paper that argues for the necessity of government-mandated paid maternity leave in the United States. It begins with an introduction that establishes the problem - the US is the only developed nation and G7 country that does not offer statutory paid maternity leave. The paper then provides a literature review on global practices, benefits to businesses and families, and impact on gender equity. Finally, it proposes a solution of implementing a federal paid leave program and discusses strategies for gaining support through professional HR channels. The overall goal is to demonstrate how a statutory paid leave policy would benefit the US economy and workforce.
How can haiti prepare for disruption in the future of workOnyl GEDEON
The nature of work is changing. People will need to adapt and readapt. The Haitian government must invest in early childhood education and health and build a lifelong learning system that will allow the Haitian youngs and adults to be reskilled and/or upskilled in many cases. Also, it must build a social protection system that will promote a renewed social contract. In order to do so, the government may conduct tax reforms that will allow the leaders to find the financial means they need.
State and local public employees are often accused of being overcompensated compared to private sector workers. However, research controlling for factors like education, experience, hours worked, gender, race, and disability finds no significant overpayment of public employees. On average, full-time state and local employees are undercompensated by 3.7% compared to private sector workers with similar characteristics. This undercompensation is smaller for local (1.8%) than state (7.6%) employees. While the mix of benefits differs between sectors, total compensation costs are similar once all factors are considered.
On average, California’s public sector workers are more highly educated. Of full-time workers, 55% hold a four-year college degree in the public sector compared to 35% in the private sector. Educational attainment is the single most important predictor of earnings—thus it plays a vital role in this analysis. On average, California state and local governments pay college-educated labor less than private employers. The earnings differential is greatest for professional employees, lawyers and doctors. On the other hand, the public sector appears to set a floor on compensation. The earnings of those with a high school degree or less is higher in state and local government than it is for similar workers in the private sector. There are other significant personnel differences between the public and private sector workforces. The age (median) of a typical worker in state and local government is 44 compared to 40 in the private sector. Furthermore, the state and local government workforce has more women (55%) compared to the private sector (40%).
This document summarizes a group project on public sector pay reform in Ghana. It introduces the group members and defines employee reward as monetary, non-monetary and psychological payments provided in exchange for work. Ghana implemented two major public sector pay reform efforts - the Ghana Universal Salary Structure in 1997 and the Single Spine Salary Structure in 2007 - to address issues around pay structures. The document reviews literature on incentives in the public sector and examines Ghana and other nations' approaches to public sector pay.
ACCESSIBILITY OF SOCIAL SECURITY AMONG DOMESTIC WORKERS IN LUSAKA, ZAMBIA.John1Lorcan
Social security plays an important role in preventing and reducing poverty, inequality and social exclusion.
It is critical in supporting people to be self-reliance and lead a more dignified life. People working in the
formal and informal economy alike require social security, especially in times of economic crisis. In both
developed and developing countries, domestic work absorbs significant number of workers, many of whom
belong to the poorest segments of society. Using a combination of quantitative and qualitative methods,
this study investigated the awareness and accessibility of social security among domestic workers in
Lusaka, Zambia. Some employers and representatives of Zambia’s Social Security Institutions were also
interviewed as key informants. The overall conclusion this study draws is that despite the importance,
majority domestic workers are less informed and do not have access to social security services. They
expressed interest to participate only if there is more sensitization done as well as having their income
increased. The study recommends more sensitization and a more comprehensive legal framework that
would compel both domestic workers and their employers to adhere to social security requirements.
LUVRules, Inc. is requesting $650,000 in federal grant funding to launch a hospitality management career training and job placement program for disadvantaged individuals in Las Vegas, Nevada. The program will partner with Pioneer Human Services, who has 42 years of experience running integrated social services and job training programs through a network of social enterprise businesses. Trainees will receive on-the-job training in hospitality management positions within the partner organizations to build specific skills for long-term career placement, addressing limitations of general education-focused programs. The goal is to help trainees gain living-wage employment and reduce poverty through this Social Capitalism approach of embedding job training within a hybrid for-profit/non-profit business model.
SMART CHOICES
Make better use of data to drive accountability, inform what programs are offered and what is taught, and offer user-friendly information for job seekers to choose programs and pathways that work for them and are likely to result in jobs. In order to determine what skills should be taught and to guide job seekers as they choose what to study and where to apply for jobs, programs should make better use of data to understand current and projected local, regional, state, and national labor markets. These data may include information on the number and types of jobs available; projected regional job growth; and specific job characteristics, skills requirements, and career opportunities. These data should be publicly available and easily accessible by job seekers.
This document is a capstone paper that argues for the necessity of government-mandated paid maternity leave in the United States. It begins with an introduction that establishes the problem - the US is the only developed nation and G7 country that does not offer statutory paid maternity leave. The paper then provides a literature review on global practices, benefits to businesses and families, and impact on gender equity. Finally, it proposes a solution of implementing a federal paid leave program and discusses strategies for gaining support through professional HR channels. The overall goal is to demonstrate how a statutory paid leave policy would benefit the US economy and workforce.
How can haiti prepare for disruption in the future of workOnyl GEDEON
The nature of work is changing. People will need to adapt and readapt. The Haitian government must invest in early childhood education and health and build a lifelong learning system that will allow the Haitian youngs and adults to be reskilled and/or upskilled in many cases. Also, it must build a social protection system that will promote a renewed social contract. In order to do so, the government may conduct tax reforms that will allow the leaders to find the financial means they need.
State and local public employees are often accused of being overcompensated compared to private sector workers. However, research controlling for factors like education, experience, hours worked, gender, race, and disability finds no significant overpayment of public employees. On average, full-time state and local employees are undercompensated by 3.7% compared to private sector workers with similar characteristics. This undercompensation is smaller for local (1.8%) than state (7.6%) employees. While the mix of benefits differs between sectors, total compensation costs are similar once all factors are considered.
On average, California’s public sector workers are more highly educated. Of full-time workers, 55% hold a four-year college degree in the public sector compared to 35% in the private sector. Educational attainment is the single most important predictor of earnings—thus it plays a vital role in this analysis. On average, California state and local governments pay college-educated labor less than private employers. The earnings differential is greatest for professional employees, lawyers and doctors. On the other hand, the public sector appears to set a floor on compensation. The earnings of those with a high school degree or less is higher in state and local government than it is for similar workers in the private sector. There are other significant personnel differences between the public and private sector workforces. The age (median) of a typical worker in state and local government is 44 compared to 40 in the private sector. Furthermore, the state and local government workforce has more women (55%) compared to the private sector (40%).
This document summarizes a group project on public sector pay reform in Ghana. It introduces the group members and defines employee reward as monetary, non-monetary and psychological payments provided in exchange for work. Ghana implemented two major public sector pay reform efforts - the Ghana Universal Salary Structure in 1997 and the Single Spine Salary Structure in 2007 - to address issues around pay structures. The document reviews literature on incentives in the public sector and examines Ghana and other nations' approaches to public sector pay.
ACCESSIBILITY OF SOCIAL SECURITY AMONG DOMESTIC WORKERS IN LUSAKA, ZAMBIA.John1Lorcan
Social security plays an important role in preventing and reducing poverty, inequality and social exclusion.
It is critical in supporting people to be self-reliance and lead a more dignified life. People working in the
formal and informal economy alike require social security, especially in times of economic crisis. In both
developed and developing countries, domestic work absorbs significant number of workers, many of whom
belong to the poorest segments of society. Using a combination of quantitative and qualitative methods,
this study investigated the awareness and accessibility of social security among domestic workers in
Lusaka, Zambia. Some employers and representatives of Zambia’s Social Security Institutions were also
interviewed as key informants. The overall conclusion this study draws is that despite the importance,
majority domestic workers are less informed and do not have access to social security services. They
expressed interest to participate only if there is more sensitization done as well as having their income
increased. The study recommends more sensitization and a more comprehensive legal framework that
would compel both domestic workers and their employers to adhere to social security requirements.
The Commonwealth of Massachusetts and the city of
Boston have always welcomed immigrants. Historically, immigrants made up a large proportion of the population of the city and the state.
In recent years, in fact, immigrants are responsible for what little population growth that has occurred in Massachusetts.
In earlier generations, Massachusetts was abundant in
lower-skilled jobs in areas such as manufacturing and construction. In today's knowledge-based economy,
however, occupations in all industries demand improved skills and increased levels of education.
In fact, an emerging problem facing the Massachusetts economy today is that of a shortage of workers,
especially younger workers, capable of filling those jobs.
In order to mitigate this problem, it is suggested that the State recruit so-called "New Pilgrims" - knowledge
workers from other countries - to boost the state's economy. Even if such a strategy were practicable it
appears to be unnecessary because these "New Pilgrims" are already here.
A bill recently filed at the Massachusetts legislature would
help provide the opportunity to fill more jobs in Massachusetts with educated, skilled workers. This
report analyzes the potential short term impact of the proposed legislation on the state's budget and the
long-term impact on the state's economy.
Supporting Sector Strategies In The District Of Columbiatimothy_riordan
This document summarizes discussions from forums on workforce trends in three sectors in Washington DC: hospitality and tourism, healthcare, and banking/financial services. Industry professionals provided insights into challenges they face in developing a qualified workforce. The findings provide recommendations for partnerships between businesses, education, and workforce programs to ensure DC residents can access jobs and the city has a talented labor pool. Suggestions include developing policies to enhance employment opportunities and training programs, leveraging underutilized populations, and establishing performance metrics to evaluate workforce strategies. The goal is collaboration between all stakeholders to align training with employer needs and support a workforce with the skills to fill current and future positions.
The speaker discusses three "tug-of-wars" in higher education: [1] Funding versus Accountability, noting that increased accountability is needed to obtain more funding; [2] Tuition versus Financial Aid, which are interrelated; and [3] Institutional Independence versus Need for Systemic Governance. Regarding funding versus accountability, the speaker states accountability must be improved for universities to receive more funding from the state government. The speaker also recommends the New Florida Initiative to increase graduates and research with $2 billion in new state funding.
ASSESSING PRIVATE SECTOR CONTRIBUTIONS TO JOB CREATION AND POVERTY REDUCTION ...Dr Lendy Spires
Worldwide, women's participation in the formal labor market remains low despite gains in women's education. Barriers exist at regulatory, cultural, and financial access levels that constrain women's economic opportunities. This untapped potential is a loss for companies, societies, and economies. When women can fully participate, companies benefit through increased talent pools and business opportunities. For societies, empowering women through employment helps reduce poverty and boosts future generations' productivity. At the national level, gender equality in employment opportunities is linked to reduced poverty and higher GDP. Two main strategies to address low female participation are supporting industries already employing women and encouraging women's entry into male-dominated sectors.
Pakistan has seen growth in startups and incubators supporting entrepreneurs, but social enterprises face challenges. A survey identified top challenges as lack of working capital, competition, and lack of participation in business networks. To help social enterprises grow, policies need to incentivize procurement from women-led enterprises, increase lending to social enterprises, lower taxes on enterprises in agriculture and livestock, and ease regulations for rural social enterprises. Current government centers and programs intended to support social enterprises have lacked leadership and engagement with entrepreneurs.
This document discusses retirement benefits for senior state officers in Kenya. It provides background on the rationale for providing pensions to public servants, including securing their independence and making public service an attractive career. In Kenya, different categories of civil servants have different pension schemes, and the government has persisted in maintaining multiple schemes. In 2003, Kenya passed a law providing generous retirement benefits for presidents. However, the law has been controversial and subject to attempts at amendment. The document examines issues around the constitutionality and sustainability of retirement benefits for senior officials in Kenya and other countries. It concludes by recommending reforms such as eliminating dual pension schemes and ensuring benefits are legally compliant and economically sustainable.
The Workforce Investment Board of Solano County is a non-profit established in 1999 to link employers with employees. It aims to serve Solano County businesses by providing HR services like posting jobs, publishing on job sites, and pushing jobs out through email networks to expand the applicant pool. The WIB also helps businesses through programs that underwrite costs like the Youth Program and On-the-Job Training program. Additional services include recruiting support, loss aversion counseling, rapid response for downsizing, and information on tax credits for hiring targeted groups.
How to generate employment and to fight against the precarisation of work rel...Fernando Alcoforado
Brazil faces significant unemployment and economic challenges, including a large informal workforce without labor rights, high unemployment, and a recession since 2014. Workers face problems generating necessary jobs and precarious working conditions imposed by neoliberal policies. To address this, the government must implement a large public works program to boost employment and consumption, attract private investment, and create an economic development plan to resume growth. However, the current government's neoliberal policies are likely to exacerbate precarious working conditions and labor reforms have already weakened unions and labor rights. Strengthening unions and pursuing alternative economic models may help address unemployment related to technological change.
The Unemployment Insurance program in Missouri is administered by the state's Division of Employment Security according to federal and state laws. The DES is responsible for collecting unemployment taxes from employers and paying benefits to eligible unemployed workers. Key stakeholders in the system include employers, who pay taxes, and unemployed workers, who receive benefits. Both groups seek to benefit from the system, but it faces challenges around ensuring accurate information, addressing tax rates, and preventing reduced incentives to work. Improving collaboration between government agencies and private organizations may help address these issues.
This document provides an overview and analysis of Back on My Feet (BoMF), a nonprofit organization that helps homeless individuals gain employment and housing through a running program. It discusses BoMF's model and impact, identifying that while over 70% of members improve their self-efficacy, most secure only entry-level jobs paying around $11/hour. To help members achieve self-sufficiency, the document recommends BoMF partner with training programs in fast-growing industries like healthcare, leisure/hospitality, and middle-skills jobs projected to increase. The student group analyzed each BoMF chapter city to identify partnership opportunities in these industries for skills development and higher-paying career opportunities.
The document summarizes key legislation passed by the Georgia General Assembly in 2015 that will impact local governments and finance officials. Some of the major bills discussed include legalizing fireworks sales and allowing local governments to collect permit and license fees; changing the state's transportation funding structure by replacing the motor fuel sales tax with a higher excise tax, increasing costs for local governments; and reforms to the property tax appeals process. Local finance officials are advised to educate themselves on these new laws that could affect revenues, finances and operations.
This document summarizes the challenges of youth employment in Tanzania. It finds that while Tanzania has experienced high GDP growth, it has failed to create enough productive jobs. With nearly 1 million new entrants to the labor market annually and low earnings, youth struggle to find meaningful employment. Formal sector jobs remain limited while the majority of youth work in low-skilled agriculture or the informal sector. Education quality is poor, resulting in a mismatch between the skills youth possess and the needs of the market. Current interventions to address youth unemployment lack coordination, evidence of effectiveness, and sufficient scale. The document identifies a need for further research to better understand effective policies and interventions.
This presentation is the final project of the Course “The Future Of Work: Preparing for Disruption” by the World Bank Group. It will explain important aspects that I have learned during this course that examines human capital in the context of my own work or community setting which is Western Australia.
A Test Of Policies: Wisconsin Vs Illinoisradarbutane60
- Wisconsin passed Act 10 in 2010 which limited collective bargaining for public sector unions except for police and firefighters. This has helped reduce spending on benefits for public sector workers and helped balance Wisconsin's budget without major cuts to services.
- In contrast, Illinois has not passed similar reforms and faces major pension payment obligations and budget deficits as a result of benefits promised to public sector unions. Chicago faces $615 million in pension payments alone for this year's budget.
- The reforms in Wisconsin have helped reduce healthcare and pension costs for local schools by an estimated 45% by 2020 while Illinois continues to struggle with the costs of benefits promised to public sector unions.
GovExec - January 2015 Cover Story on Federal Hiring and FiringMichael Cirrito
This document summarizes the challenges the US federal government faces in hiring employees. It discusses the complexity of rules around programs like Pathways and veterans' preference that are meant to help with hiring but have become difficult to understand and apply properly. It also notes the long timelines required to hire someone through the federal process. Representatives from different agencies expressed frustration with these issues at a conference on rethinking government hiring strategies.
Young Veterans are a growing segment of today’s jobseekers! This workshop will describe the demographics of Young Adult Veterans and their challenges. In addition, information will be provided on educational and training services available to young veterans as they begin to transition back into today’s challenging job market. Attendees will have an opportunity to learn about the new benefits available under the new “Post 9/11 Veterans Educational Assistance and Improvement Act.” Apprenticeship services for which young veterans may be eligible will also be highlighted.
This document discusses poverty reduction, employment, and wages in rural Pakistan. It notes that rural real wages declined in Pakistan from the 1980s despite outward migration, indicating a lack of minimum wage protection for rural workers. Agricultural labor lacks benefits like social security and pensions afforded to other sectors. The document recommends establishing minimum wages and workers' protections for the agricultural sector. It also analyzes trends in the formal and informal non-farm rural job sectors, and concludes that promoting labor-intensive agriculture and industrialization can lead to broad-based employment growth, income distribution, and poverty reduction.
The purpose of the school finance strand is to increase superintendent candidates' knowledge of Washington's school finance system. Participants will complete assignments related to school finance issues in their district throughout the program. These assignments include investigating budget assumptions, the impact of collective bargaining agreements, education platforms of political candidates, and adjusting budgets based on state apportionment updates. Participants will demonstrate their learning through a collection of evidence portfolio.
We share the National Report of the social, economic and labor situation for Colombia in 2010, a study traditionally launched by the 1st of may by the ENS.
In this version of the study, is remarkable the increase for the child work, informal work and the lack of generation of new jobs, despite the economic growth lived by Colombia, specially given due the Increase of Diretc Foreign Investment.
The Commonwealth of Massachusetts and the city of
Boston have always welcomed immigrants. Historically, immigrants made up a large proportion of the population of the city and the state.
In recent years, in fact, immigrants are responsible for what little population growth that has occurred in Massachusetts.
In earlier generations, Massachusetts was abundant in
lower-skilled jobs in areas such as manufacturing and construction. In today's knowledge-based economy,
however, occupations in all industries demand improved skills and increased levels of education.
In fact, an emerging problem facing the Massachusetts economy today is that of a shortage of workers,
especially younger workers, capable of filling those jobs.
In order to mitigate this problem, it is suggested that the State recruit so-called "New Pilgrims" - knowledge
workers from other countries - to boost the state's economy. Even if such a strategy were practicable it
appears to be unnecessary because these "New Pilgrims" are already here.
A bill recently filed at the Massachusetts legislature would
help provide the opportunity to fill more jobs in Massachusetts with educated, skilled workers. This
report analyzes the potential short term impact of the proposed legislation on the state's budget and the
long-term impact on the state's economy.
Supporting Sector Strategies In The District Of Columbiatimothy_riordan
This document summarizes discussions from forums on workforce trends in three sectors in Washington DC: hospitality and tourism, healthcare, and banking/financial services. Industry professionals provided insights into challenges they face in developing a qualified workforce. The findings provide recommendations for partnerships between businesses, education, and workforce programs to ensure DC residents can access jobs and the city has a talented labor pool. Suggestions include developing policies to enhance employment opportunities and training programs, leveraging underutilized populations, and establishing performance metrics to evaluate workforce strategies. The goal is collaboration between all stakeholders to align training with employer needs and support a workforce with the skills to fill current and future positions.
The speaker discusses three "tug-of-wars" in higher education: [1] Funding versus Accountability, noting that increased accountability is needed to obtain more funding; [2] Tuition versus Financial Aid, which are interrelated; and [3] Institutional Independence versus Need for Systemic Governance. Regarding funding versus accountability, the speaker states accountability must be improved for universities to receive more funding from the state government. The speaker also recommends the New Florida Initiative to increase graduates and research with $2 billion in new state funding.
ASSESSING PRIVATE SECTOR CONTRIBUTIONS TO JOB CREATION AND POVERTY REDUCTION ...Dr Lendy Spires
Worldwide, women's participation in the formal labor market remains low despite gains in women's education. Barriers exist at regulatory, cultural, and financial access levels that constrain women's economic opportunities. This untapped potential is a loss for companies, societies, and economies. When women can fully participate, companies benefit through increased talent pools and business opportunities. For societies, empowering women through employment helps reduce poverty and boosts future generations' productivity. At the national level, gender equality in employment opportunities is linked to reduced poverty and higher GDP. Two main strategies to address low female participation are supporting industries already employing women and encouraging women's entry into male-dominated sectors.
Pakistan has seen growth in startups and incubators supporting entrepreneurs, but social enterprises face challenges. A survey identified top challenges as lack of working capital, competition, and lack of participation in business networks. To help social enterprises grow, policies need to incentivize procurement from women-led enterprises, increase lending to social enterprises, lower taxes on enterprises in agriculture and livestock, and ease regulations for rural social enterprises. Current government centers and programs intended to support social enterprises have lacked leadership and engagement with entrepreneurs.
This document discusses retirement benefits for senior state officers in Kenya. It provides background on the rationale for providing pensions to public servants, including securing their independence and making public service an attractive career. In Kenya, different categories of civil servants have different pension schemes, and the government has persisted in maintaining multiple schemes. In 2003, Kenya passed a law providing generous retirement benefits for presidents. However, the law has been controversial and subject to attempts at amendment. The document examines issues around the constitutionality and sustainability of retirement benefits for senior officials in Kenya and other countries. It concludes by recommending reforms such as eliminating dual pension schemes and ensuring benefits are legally compliant and economically sustainable.
The Workforce Investment Board of Solano County is a non-profit established in 1999 to link employers with employees. It aims to serve Solano County businesses by providing HR services like posting jobs, publishing on job sites, and pushing jobs out through email networks to expand the applicant pool. The WIB also helps businesses through programs that underwrite costs like the Youth Program and On-the-Job Training program. Additional services include recruiting support, loss aversion counseling, rapid response for downsizing, and information on tax credits for hiring targeted groups.
How to generate employment and to fight against the precarisation of work rel...Fernando Alcoforado
Brazil faces significant unemployment and economic challenges, including a large informal workforce without labor rights, high unemployment, and a recession since 2014. Workers face problems generating necessary jobs and precarious working conditions imposed by neoliberal policies. To address this, the government must implement a large public works program to boost employment and consumption, attract private investment, and create an economic development plan to resume growth. However, the current government's neoliberal policies are likely to exacerbate precarious working conditions and labor reforms have already weakened unions and labor rights. Strengthening unions and pursuing alternative economic models may help address unemployment related to technological change.
The Unemployment Insurance program in Missouri is administered by the state's Division of Employment Security according to federal and state laws. The DES is responsible for collecting unemployment taxes from employers and paying benefits to eligible unemployed workers. Key stakeholders in the system include employers, who pay taxes, and unemployed workers, who receive benefits. Both groups seek to benefit from the system, but it faces challenges around ensuring accurate information, addressing tax rates, and preventing reduced incentives to work. Improving collaboration between government agencies and private organizations may help address these issues.
This document provides an overview and analysis of Back on My Feet (BoMF), a nonprofit organization that helps homeless individuals gain employment and housing through a running program. It discusses BoMF's model and impact, identifying that while over 70% of members improve their self-efficacy, most secure only entry-level jobs paying around $11/hour. To help members achieve self-sufficiency, the document recommends BoMF partner with training programs in fast-growing industries like healthcare, leisure/hospitality, and middle-skills jobs projected to increase. The student group analyzed each BoMF chapter city to identify partnership opportunities in these industries for skills development and higher-paying career opportunities.
The document summarizes key legislation passed by the Georgia General Assembly in 2015 that will impact local governments and finance officials. Some of the major bills discussed include legalizing fireworks sales and allowing local governments to collect permit and license fees; changing the state's transportation funding structure by replacing the motor fuel sales tax with a higher excise tax, increasing costs for local governments; and reforms to the property tax appeals process. Local finance officials are advised to educate themselves on these new laws that could affect revenues, finances and operations.
This document summarizes the challenges of youth employment in Tanzania. It finds that while Tanzania has experienced high GDP growth, it has failed to create enough productive jobs. With nearly 1 million new entrants to the labor market annually and low earnings, youth struggle to find meaningful employment. Formal sector jobs remain limited while the majority of youth work in low-skilled agriculture or the informal sector. Education quality is poor, resulting in a mismatch between the skills youth possess and the needs of the market. Current interventions to address youth unemployment lack coordination, evidence of effectiveness, and sufficient scale. The document identifies a need for further research to better understand effective policies and interventions.
This presentation is the final project of the Course “The Future Of Work: Preparing for Disruption” by the World Bank Group. It will explain important aspects that I have learned during this course that examines human capital in the context of my own work or community setting which is Western Australia.
A Test Of Policies: Wisconsin Vs Illinoisradarbutane60
- Wisconsin passed Act 10 in 2010 which limited collective bargaining for public sector unions except for police and firefighters. This has helped reduce spending on benefits for public sector workers and helped balance Wisconsin's budget without major cuts to services.
- In contrast, Illinois has not passed similar reforms and faces major pension payment obligations and budget deficits as a result of benefits promised to public sector unions. Chicago faces $615 million in pension payments alone for this year's budget.
- The reforms in Wisconsin have helped reduce healthcare and pension costs for local schools by an estimated 45% by 2020 while Illinois continues to struggle with the costs of benefits promised to public sector unions.
GovExec - January 2015 Cover Story on Federal Hiring and FiringMichael Cirrito
This document summarizes the challenges the US federal government faces in hiring employees. It discusses the complexity of rules around programs like Pathways and veterans' preference that are meant to help with hiring but have become difficult to understand and apply properly. It also notes the long timelines required to hire someone through the federal process. Representatives from different agencies expressed frustration with these issues at a conference on rethinking government hiring strategies.
Young Veterans are a growing segment of today’s jobseekers! This workshop will describe the demographics of Young Adult Veterans and their challenges. In addition, information will be provided on educational and training services available to young veterans as they begin to transition back into today’s challenging job market. Attendees will have an opportunity to learn about the new benefits available under the new “Post 9/11 Veterans Educational Assistance and Improvement Act.” Apprenticeship services for which young veterans may be eligible will also be highlighted.
This document discusses poverty reduction, employment, and wages in rural Pakistan. It notes that rural real wages declined in Pakistan from the 1980s despite outward migration, indicating a lack of minimum wage protection for rural workers. Agricultural labor lacks benefits like social security and pensions afforded to other sectors. The document recommends establishing minimum wages and workers' protections for the agricultural sector. It also analyzes trends in the formal and informal non-farm rural job sectors, and concludes that promoting labor-intensive agriculture and industrialization can lead to broad-based employment growth, income distribution, and poverty reduction.
The purpose of the school finance strand is to increase superintendent candidates' knowledge of Washington's school finance system. Participants will complete assignments related to school finance issues in their district throughout the program. These assignments include investigating budget assumptions, the impact of collective bargaining agreements, education platforms of political candidates, and adjusting budgets based on state apportionment updates. Participants will demonstrate their learning through a collection of evidence portfolio.
We share the National Report of the social, economic and labor situation for Colombia in 2010, a study traditionally launched by the 1st of may by the ENS.
In this version of the study, is remarkable the increase for the child work, informal work and the lack of generation of new jobs, despite the economic growth lived by Colombia, specially given due the Increase of Diretc Foreign Investment.
Riesgos laborales evidenciados en Manufacturas para cereales empleado los conceptos adquiridos en la catedra de higiene y seguridad industrial, de la universidad ECCI
Este documento proporciona instrucciones para completar y revisar un blog y correo electrónico. Se asigna a Diany Katerine Holguin Montoya y Heidy Valentina Raigosa Castaño de grado 8A la tarea de completar y revisar el blog y correo.
Collage is an art form that involves pasting or arranging various materials such as paper, photographs, fabric, and other objects on a backing surface to form a composition. Materials used in collage are usually two-dimensional, such as paper, cloth, photographs, or other flat pieces of printed media, but sometimes three-dimensional objects are used, such as small pieces of wood or metal. Collage work is often interactive, allowing artists to continuously add, remove, or change elements.
This document provides information about a beginners level web development course taught by Scarlett Shields during the autumn and winter of 2015. The course took place in 2015 and was aimed at students just starting out in web development.
Un blog es un sitio web en el que los autores publican artículos de forma cronológica. Los blogs permiten la publicación y comentarios de lectores, y son usados comercialmente y para mejorar el posicionamiento web. Pueden ser personales, temáticos, empresariales o de fotos/audio, y pueden ser gratuitos o requerir hosting pago.
El documento describe el proceso de fundición, que implica calentar y reducir minerales para extraer metales puros. Explica que se usa carbón como agente reductor para sacar oxígeno u otros elementos de los minerales. También habla brevemente sobre la historia de la fundición de metales como estaño, cobre y bronce.
This document discusses utilizing national service programs as a workforce development strategy to help opportunity youth and other disadvantaged workers. It provides an overview of the barriers faced by opportunity youth and adults without high school diplomas in securing employment. The document then outlines the benefits national service programs can provide, such as increasing social and human capital in ways that are associated with greater employment outcomes. It concludes by recommending expanding national service opportunities and maximizing their benefits through initiatives such as a Service Catalyst grant program and Opportunity Youth Service-Learning Awards.
WIOA Workforce Solutions for Companies.pdfEmma Bush,EdD
This deck provides a comprehensive overview of the Workforce Innovation and Opportunity Act (WIOA) programs, detailing how each initiative can benefit employers. It outlines how WIOA supports workforce development through various programs, including On-the-Job Training (OJT), apprenticeships, customized training, and supportive services.
By leveraging these programs, employers can address talent shortages, enhance their workforce’s skills, and improve overall productivity.
The deck highlights the overview of the federal workforce system, and key benefits of each WIOA program, demonstrating how these initiatives can help employers find, train, and retain skilled workers to meet their business needs effectively.
This document discusses the evolving role of Workforce Investment Boards and recommendations for updating federal workforce policy. It argues that Workforce Investment Boards should be recognized at the strategic policy boards and coalition builders in their communities. The document recommends that federal policy align agencies around economic competitiveness, enable more effective community-focused boards, create a national data system, mandate coordinated funding streams, and transform state plans into strategic planning documents. These changes would help boards better address evolving workforce needs and challenges like globalization, technological changes, and lifelong learning.
To change the economic landscape for people with disabilities, employers need to act as champions for disability employment. When employers make reasonable accommodations and implement inclusive hiring practices, it benefits both the employee and employer. Research shows employees with disabilities increase productivity and morale while reducing costs like turnover. Employers who embrace diversity and foster inclusion gain a competitive advantage in today's economy.
Voices from the front line - Supporting our social workers in the delivery of...Pat McLaren
A contribution to important current debates about how best to enable and encourage innovation and improvement in social work.
The victoria Climbie Foundation collaborated with HCL Social Care, a leading provider of permanent and temporary social workers to local government, to engage with social workers of all levels and experience. Four themes repeatedly emerged: lack of management support, not listening to front line social workers, inconsistent training and development of the workforce and poor recruitment and retention practices - particularly in the locum sector.
ARRA Overview Illinois Workforce Partnership Regional MeetingsCSW
Created in March 2009, this presentation presents an overview of the American Recovery and Reinvestment Act. Created by CSW for a regional meeting of the Illinois Workforce Partnership.
Hcad 660 group 2 paper revise to help the groupModupe Sarratt
Where I was trying to help the group leader with her draft, because she is unable to come up with an introduction, she turns around to slander me with plagiarizing the introduction to the case. Ashley Ricker with a dubious name for Ashley Heffelfinger should be doubted for not believable and as a slander for being inept.
The document summarizes efforts by the U.S. Department of Labor to expand apprenticeship programs across various industries. Key points include:
1) The Obama administration has invested unprecedented funds to expand apprenticeships, which provide workers skills training and middle-class careers while meeting employer needs.
2) Over 125,000 new apprentices have been added in recent years, with programs now in over 1,000 occupations, including high-growth sectors like healthcare, IT, and advanced manufacturing.
3) National Apprenticeship Week in November celebrates the role of apprenticeships in providing skilled workers and career opportunities.
This document discusses legislation and societal values related to industrial relations and equality. It covers several topics:
1. Changes in industrial relations at the macro, meso, and micro levels driven by factors like cost control, market forces, and increased emphasis on management. This has led to cuts in public sector staffing and changes in performance management.
2. The influence of globalization, individualism, and expanded anti-discrimination legislation protecting various attributes of workers. Legislation aims to mobilize the entire workforce while promoting fairness.
3. Issues related to an aging population driving changes to retirement legislation, including raising retirement ages. However, legislation is also motivated by ideals of equality.
4.
This document provides an overview of veterans' employment in the United States. It discusses the high unemployment rate of post-9/11 veterans and how their military training makes them well-qualified for civilian jobs. While some large companies have successful veterans' hiring programs, smaller businesses are less active in recruiting veterans. Both government agencies and companies can benefit from veterans' skills and experience. The document provides guidance on establishing effective veterans' employment programs.
What Is Bfoq And List To Which Characteristics It AppliesSheena Crouch
1. Military status protection covers the employment rights of military veterans and reservists under laws like VERA and USERRA.
2. VERA prohibits employment discrimination against Vietnam veterans. USERRA protects the reemployment rights of those serving in the uniformed services.
3. USERRA seeks to ensure those serving their country can retain civilian employment and benefits, and seek employment free from discrimination due to their service. It expands the time absent from work for military duty while retaining reemployment rights.
The document outlines developing an organizational employee wellness plan. It provides a sample outline that addresses specific points to consider, including program objectives, an employee needs survey, eligibility requirements, facilities use, and providers of instruction. The outline is intended as a starting point for state agencies to develop their own customized wellness plans tailored to their needs and resources.
A new deal of welfare: Empowering people to workforeman
This document provides SCIE's response to the UK government's consultation on proposals in the green paper "A New Deal for Welfare".
SCIE expresses concerns that the proposals seem punitive, particularly reducing benefits for not complying with action plans, which may not be realistic. SCIE welcomes recognizing the need to reduce fear of losing benefits for work-related activity. However, concerns remain about the impact on benefits.
SCIE emphasizes the heterogeneity of those receiving incapacity benefits and that activities should match individual circumstances and ambitions. Supporting some in non-work activities is also important. Flexible working and community contributions should be encouraged over an emphasis just on work.
Write a short report (2 pages) detailing what you think are real iss.pdfformicreation
Write a short report (2 pages) detailing what you think are real issues associated with work and
labor practices in contemporary South Africa. (b)Which sociological theories can we draw on to
fully understand the issues you have raised in your report?
Solution
This extract discusses labor laws in South Africa, with a particular focus on national legislation,
as it relates to the dimensions of the quality of employment framework. Rather than discussing
all employment policies, this brief will highlight the most significant legislation in order to
provide a general introduction to current labor policies.
Even though South Africa can celebrate 14 years of democracy, many aspects of life, in
particular work and quality of employment are still tainted by the legacies of apartheid that
discriminated against people predominantly based on race and ethnicity. Thus, achieving
equality and quality of employment for all is still a challenge.
here we stress on four issues and their sociological theories
1)in-country policy context
Today, the labor policy framework in South Africa is contained in the country’s constitution, as
well as in various Labor Acts, Basic Guides, and Codes of Good Practice. Section 23 of the
South African constitution emphasizes the right to fair labor practices.4 The freedom to choose a
trade, occupation, or profession is guaranteed by section 22 of the Constitution.4 Section 27
informs labor relations.
The Basic Conditions of Employment Act (BCEA) was adopted in 1997 and serves as the corner
stone for guiding labor policy. The BCEA applies to all employers and workers and regulates
leave, working hours, employment contracts, deductions, and termination.
Key focus areas are employment equity, skills development, labor relations, health and safety,
and social security.
2)dimensions of quality of employment
2.1)Â Indicators of Fair, Attractive, and Competitive Compensation & Benefits Employees’
basic economic needs are secured, and fair and equitable distribution of compensation and
benefits among employees is promoted.
Minimum wage determinations and basic needs
Equitable wage distribution
Paid leave
Pension and provident funds
Medical and Health Insurance
2.2)Indicators of Opportunities for Development, Learning, & Advancement
Job skill development and advancement are promoted for employees of as many industrial
sectors, employment statuses and life/career stages as possible.
Training and work performance
Scarce skills training and employment or re-employment of retired workers with specialist skills
“Learnerships”
Financing skill development and training
2.3)Â Indicators of Wellness, Health & Safety Protections
Protection of employees’ safety and health at their worksite is mandated, and their physical and
mental well-being is promoted. In the case of job-related injury or illness, compensation or other
forms of social protection are offered.
Cost of occupational disease and injury, compensation, and health benefits
Promoting hea.
Public sector agencies are lagging behind in recruiting and retaining people with disabilities, despite incentives from the OPM, EEOC, and other agencies. The percentage of government workers with disabilities has declined from 1.18% to 0.94% between 1996 and 2006. Many assumptions about the abilities of people with disabilities are false - research shows they can be more engaged, loyal, and technologically adept employees. By taking steps to recruit more people with disabilities, the government can help address its looming retirement crisis and tap into a talented pool of potential employees.
ODEP - A Partnership That Works From Resources To RealityCarla Irwin
This presentation introduces resources for employers to recruit and hire individuals with disabilities, including veterans. It outlines tools from the Job Accommodation Network, Employer Assistance and Resource Network, and Workforce Recruitment Program. Statistics are provided on the number of Americans with disabilities and the employment gap compared to those without. Reasonable accommodations are presented as affordable solutions to increase productivity.
The passage discusses legal, safety, and regulatory issues in human resources and how they relate to the statement that "common sense and compassion in the workplace has been replaced by litigation." It argues that litigation has greatly increased in today's society, forcing administrators to create HR processes aimed at avoiding lawsuits against their organizations. A key reason for this is the large number of laws and regulations, such as workers' compensation laws and the Americans with Disabilities Act, that have been introduced to protect employees and prevent discrimination.
ECDP recently took part in OPM's personalisation debate, centring around the importance of frontline workers in social care. This speech represents our argument against the motion.
School Psychologist Report Template. Online assignment writing service.Jessica Moore
The document provides steps for requesting and receiving a paper writing service from HelpWriting.net. It outlines the registration process, order form completion, writer bidding system, paper delivery and review process, and option for revisions. It emphasizes providing original, high-quality content and a refund if plagiarism occurs. The purpose is to help students confidently obtain writing assistance that fully meets their needs.
School Psychologist Report Template. Online assignment writing service.
SCSEP_Testimony_5-2-06
1. TESTIMONY OF MASON M. BISHOP
DEPUTY ASSISTANT SECRETARY OF LABOR
FOR EMPLOYMENT AND TRAINING
U.S. DEPARTMENT OF LABOR
BEFORE THE
SUBCOMMITTEE ON SELECT EDUCATION
COMMITTEE ON EDUCATION AND THE WORKFORCE
UNITED STATES HOUSE OF REPRESENTATIVES
May 2, 2006
Mr. Chairman and Members of the Committee:
I am pleased to have the opportunity to testify before you today to discuss the
reauthorization of the Older Americans Act (OAA). For over 40 years, the Department
of Labor has administered the Senior Community Service Employment Program
(SCSEP), authorized by Title V of the Older Americans Act.
Before discussing our efforts to employ older workers and the draft legislative
proposal for reauthorizing Title V, I would like to say a few words about America’s aging
population and workforce, and provide context on where SCSEP fits in the broader
workforce investment system.
The Aging Population and Workforce
The U.S. economy is entering a period of dramatic demographic change as our
population ages. According to the Census Bureau's American Community Survey, 12
percent of the total population in 2004 was aged 65 or over, and this percentage is set to
expand rapidly in the coming decades. After the first Baby Boomers turn 65 in 2011, the
older population will become twice as large by 2030 as it was in 2000.
Further, as a result of lower birth rates in recent years, combined with the aging
and retirement of the baby boom generation, the American workforce is growing at a
2. slower rate. The changing demographics of the labor force, in combination with the ever-
increasing skill demands of employers, have made it more critical that every available
worker, including older Americans, be able to join or remain in the workforce to enable
the continued competitiveness of American businesses in the 21st century.
Barriers to Employment Faced by Older Workers
The Baby Boomer cohort of older workers has different characteristics than in
years past. Far more women have experience in the workforce than their counterparts a
generation ago. More of this cohort are caring for grandchildren, and most envision a
very different retirement than that of their parents -- one that includes at least some work,
whether for social engagement, intellectual stimulation, or because of financial necessity.
However, despite a need for their skills and their desire to remain in or re-enter the
workforce, many older Americans find themselves unable to find suitable work. Limited
opportunities for flexible work schedules, outdated technology skills, pension plan
disincentives, and a reluctance by some employers to hire older workers all limit the full
potential of this productive, experienced cadre of workers.
There is a resource available to help. The workforce investment system, which
includes SCSEP, plays an important role in helping older workers gain the necessary
skills and access the employment opportunities that will enable them to continue
working. The workforce investment system also helps connect employers to the
experienced and skilled workforce they need, including older workers, in order to
compete in the 21st
century global marketplace.
2
3. Response by the Department of Labor to an Aging Population
Some employers already recognize the value that older workers bring to the
workplace. They know that older workers are a human capital asset, serving as effective
mentors to younger employees and bringing responsibility, loyalty, dedication,
experience and skills to the workplace.
Still, more needs to be done to provide older workers with job training
opportunities and better connections to employers looking to hire them. At the
Department of Labor, we are taking steps to enhance the effectiveness of our programs as
well as brokering better relationships with partner federal agencies and other
organizations serving older American workers.
Protocol for Serving Older Workers
In January 2005, the Employment and Training Administration (ETA) issued a
national “Protocol for Serving Older Workers.” This important step in enhancing
services to older workers was disseminated throughout the workforce investment system.
The protocol seeks to enhance the services provided to older workers, and inspire the
workforce investment system to pursue innovative strategies for tapping into this labor
pool and connecting them with the job market. The protocol outlines a set of action steps
that key stakeholders can take to achieve the goal of connecting employers with older
workers. The stakeholder groups addressed in the protocol are: (1) the U.S. Department
of Labor; (2) State and Local Workforce Investment Boards; (3) One-Stop Career
Centers; (4) mature worker intermediaries and service providers; and (5) business and
industry.
3
4. Older Worker Projects and Initiatives
Older Worker Task Force
To build on the Protocol for Serving Older Workers, the Employment and
Training Administration convened a DOL-wide Older Worker Task Force last year to
explore the key issues related to the participation of older workers in the labor market.
To continue the work of that task force, and in response to a GAO recommendation and a
request from the Senate Special Committee on Aging, the Department of Labor is
convening an inter-agency federal task force to focus on the aging of the American
workforce and the impact of this demographic change. The Task Force on the Aging of
the American Workforce brings together agencies from across the federal government to
work collectively to address the workforce challenges posed by an aging population. The
first meeting of the task force is May 5.
Assistant Secretary for Employment and Training Emily Stover DeRocco will
chair the task force, which will identify and assess ways to address the barriers that
prevent older workers from remaining in, or re-entering, the labor market and the
impediments that prevent businesses from taking full advantage of this skilled labor pool.
The task force’s recommendations will be submitted to the Secretaries of all the
participating federal agencies, and may form the basis for future recommendations for the
President and members of Congress.
Now I would like to turn to the Senior Community Service Employment Program
(SCSEP), a workforce investment program targeted exclusively to low-income seniors.
4
5. Title V: The Senior Community Service Employment Program
SCSEP serves persons 55 years of age or older whose family incomes are no more
than 125 percent of the federal poverty level. Participants are placed in a part-time
community service assignment in a local non-profit agency so that they can gain on-the-
job experience, and prepare for unsubsidized employment.
The Fiscal Year 2006 appropriation for SCSEP is $432 million. This funding will
result in approximately 92,300 people participating during Program Year 2006 (July 1,
2006-June 30, 2007). There are currently 69 SCSEP grantees, including 13 national
grantees, and 56 units of state and territorial governments.
Program participants receive training and work experience in a wide variety of
occupations, including nurse’s aides, teacher aides, librarians, gardeners, clerical
workers, and day care assistants at non-profit 501(c)(3) organizations and public
agencies. Program participants also work in the health care industry, such as in hospitals,
as well as in recreation parks and forests, education, housing and home rehabilitation,
senior centers, and nutrition programs. They are paid the highest applicable minimum
wage, be it federal, state or local, or the prevailing wage for persons employed in similar
public occupations by the same employer.
Before I turn to the SCSEP reauthorization proposal, I’d like to discuss two of the
recent developments in our management of SCSEP: 1) the implementation of electronic
performance reporting, and 2) the competition for SCSEP national grants.
Electronic Performance Reporting
Electronic performance reporting has improved the accuracy and timeliness of our
performance information, providing more immediate feedback on the outcomes of
5
6. SCSEP participants and enhancing our management of the program. To accommodate
the collection of data for the SCSEP statutory performance measures as well as the
common measures for federal job training programs, the Department provided grantees
with a software program that has allowed them to collect performance data through their
existing management information systems. Each quarter, grantees electronically submit
performance data files, which are then consolidated into a single database.
The next step in the evolution of SCSEP performance reporting is the Internet-
based SCSEP Performance and Results Quarterly Performance Report system (SPARQ),
to be launched in May. This system will allow grantees to maintain their records via the
Internet, reduce grantees’ reporting burden and enhance report accuracy.
SCSEP Grant Competition
In addition to electronic reporting, the other significant development in our
management of SCSEP is the current grant competition. On March 2, 2006, the
Department announced a grant competition for the SCSEP national grantees. This is the
second time we have competed the SCSEP national grants; the first was three years ago.
That competition opened the door for four new national grantees, and spurred innovation
in service delivery and program administration among the other national grantees. Grants
funded by the current Solicitation for Grant Applications (SGA) will be for Program Year
(PY) 2006, which begins on July 1, 2006. This SGA is designed to strengthen program
administration, including management systems, service delivery and program
performance.
The SGA is designed to improve program efficiency by encouraging a regional
service delivery architecture in order to reduce fragmentation of service delivery areas.
6
7. For instance, rather than having multiple grantees per county, which creates confusion for
participants as well as unnecessary administrative burdens and expenses, a grantee must
serve an entire county except in very large urban counties. In addition, we have provided
enough time for an orderly transition, and we remain confident that this competition will
promote better services to participants and foster additional program improvements.
I’d like to now discuss the Administration’s proposal for SCSEP reauthorization.
Legislative Proposal for SCSEP Reauthorization
The draft bill on which we have been asked to comment incorporates a number of
the key features of the Administration’s legislative proposal. The draft bill is an
important step in improving the SCSEP program for the needs of the 21st
century labor
market. We look forward to working with the Committee on this important piece of
legislation.
The Department’s key reform principles are largely reflected in the draft bill by 1)
increasing the minimum age for eligibility, 2) enhancing the focus on employment
outcomes and training for participants, 3) strengthening the capacity of the One-Stop
Career Center system to serve older workers, 4) strengthening performance
accountability, and 5) streamlining the program structure.
Increasing the Minimum Age for Eligibility
The draft bill, like the Administration’s proposal, increases the minimum
eligibility age from 55 to 65, while allowing for exceptions for individuals aged 55-64
with certain barriers to employment. Currently, 56% of SCSEP participants are aged 55-
64. We believe the workforce investment system should be the primary deliverer of
services for individuals age 55-64, and in fact, our One-Stop Career Centers are already
7
8. serving this population. To facilitate a smooth transition to the new age minimums, we
also support the exceptions to allow SCSEP programs to assist those individuals aged 55-
64 who have barriers to employment.
In order to enhance the capacity of the One-Stop Career Centers to effectively
serve individuals age 55-64, the draft bill, consistent with our proposal, sets aside 1.5
percent of funds for national activities to provide policy guidance, fund demonstrations
and pilots, and disseminate best practices on serving older workers.
The Department also proposes to clarify the income eligibility standard for
SCSEP, and calls for specifying what participant income should be considered when the
income eligibility test is applied. Standardizing the income eligibility for SCSEP assures
that the program is administered in a consistent and equitable manner.
Focusing on Employment Outcomes
The draft bill also reflects the Department’s legislative principle of enhancing the
employment focus of the program. Included in the draft bill is a provision to limit to two
years, with a limited exception, the time for participants to obtain unsubsidized
employment. The time limit encourages grantees to prepare their participants for work,
invest in skills development, and work closely with local employers to provide
meaningful work opportunities.
In order to reinforce the short-term training aspects of the program, the draft bill,
consistent with the Administration’s proposal, eliminates most of the participant fringe
benefits that are allowable expenditures under current law. The exceptions to this
prohibition include benefits that are required by law (such as workers’ compensation), the
costs of physical examinations, and necessary sick leave that is not part of an
8
9. accumulated sick leave program. Funds under the proposed legislation cannot be used
for the cost of pension benefits, annual leave, accumulated sick leave or bonuses. It
should be noted that many grantees have already eliminated fringe benefits, such as
annual leave and cash outs of leave benefits. With that said, this provision brings SCSEP
in line with other short-term training and employment programs administered by the
Department, allowing for a more effective and cost-efficient administration of the
program.
The bill also incorporates the Department’s proposal to allow a greater proportion
of grant funds to be used for training and supportive services. Specifically, the current
law requirement that “no less than” 75 percent of grant funds be expended on wages is
lowered to 65 percent, providing grantees with greater flexibility to use those funds to
provide training to enhance workers skills and provide related services.
Strengthen Performance Accountability
The draft bill also incorporates the Department’s proposal to include the use of
common performance measures, which holds all grantees accountable for entered
employment, retention in employment, and earnings. Grantees would also track
additional outcomes, such as the provision of community services that are unique to
SCSEP. The common measures are currently being implemented under administrative
authority. This change ensures that the statutory requirements reflect current
administrative practice.
Streamline Program Structure
One feature of the Administration’s proposal not included in the draft bill is to
streamline program structure by allocating funds exclusively to states according to a
9
10. statutory formula. Under our proposal, each state would then competitively select one or
more grantees to operate the program in their state. A competition would have to take
place at least once during each three-year period. This method of awarding grants would
simplify administration, eliminate duplication, reduce overhead costs, and create a more
cohesive program. It also is consistent with the management recommendations included
in the Program Assessment Rating Tool (PART) review of the SCSEP program. Eligible
entities for state grants would include non-profit entities, for-profit entities, agencies of
state government, or a consortia of agencies and/or organizations, including political
subdivisions.
The Department envisions that national aging organizations would continue to
play a major role in operating the SCSEP program in the states. However, the program
would be streamlined by avoiding the current situation of having multiple national
sponsors and the state program operating side-by-side in a state, sometimes administering
programs with small numbers of positions.
Closing
Mr. Chairman and Members of this Committee, we believe the draft bill makes
significant improvements to the SCSEP program. It better targets eligibility to those
most in need, enhances the employment focus of the program, strengthens the
performance accountability system, and better coordinates the program with the
workforce investment system. We look forward to working with you and the Senate on
reauthorizing Title V of the Older Americans Act. Working together, we are hopeful that
this important legislation can be enacted this year.
10
11. Mr. Chairman, this concludes my prepared statement. At this time I would be
pleased to answer any questions that you or other Committee members may have.
11