These include the following: Sampling Frame. This approach, which would entail semi-structured discussions with multiple respondents at each firm or organization, would provide in-depth information comparable to site visits done for case study research. For example, detailed questions about employer-provided training are asked on one wave of the SIPP. Among all TANF adult recipients twenty-nine percent worked in unsubsidized or subsidized jobs, 10.9 percent were engaged in job training or educational activities, 8.1 percent participated in job search activities, and another 4.1 percent were engaged in other statutorily listed work activities. As with the secondary interviews with employers, conducting the survey of intermediaries by telephone would reduce costs, but also yield less detailed information. It is unknown to what extent the coverage error is systematic (i.e., whether firms with specific characteristics are systematically excluded from the list). That said, the "best practices" and policy recommendations offered by available studies often rest more on assumptions and judgments than on strong evidence. Errors may have occurred because of misinterpretation of questions and because of incomplete case record information. The basic employer survey plan, which is less expensive than the comprehensive option, is designed to provide estimates for business establishments as a whole. Bethesda, MD: Abt Associates. This is true even for recipients convicted of minor crimes. In closed-case families, 23.7 percent of adults were employed in the month that the case closed, which is about one percentage points lower than in FY2009. Giloth, Robert (2000). First, we are grateful to the members of this study's expert panel Wendy Ardagna, Timothy Bartik, Beth Buehlmann, Grant Collins, John Colborn, Harry Holzer, Susan Houseman, Katherine McFate, Branka Minic, Jason Turner, and Larry Temple for sharing their time and insights. Kwas, Peter, and Beth Siegel (1995). Washington, DC: Economic Policy Institute. To obtain the 95 percent confidence level at each percent in Table 10:78, multiply the standard error by a factor of 1.96. Welfare recipients, and individuals with characteristics indicating they are at risk of welfare receipt, are twice as likely as other workers to work in "alternative" job arrangements (Lane et al., 2002). As a result, a number of the documents we reviewed cover the same or similar research as other documents. First, few studies have concentrated on the important practices of employers and labor market intermediaries in recruiting, hiring, retaining, and managing TANF recipients. We concentrate on employer practices vis--vis TANF recipients, although these practices are often indistinguishable from practices affecting low-wage, low-skill workers more generally. It is important to note that the employment data presented here is somewhat different from those presented in the Work Participation Rates and Work and Earnings sections of the report. The surveys of labor market intermediaries carried out for the Welfare to Work Partnership in the Atlanta and New Orleans metropolitan areas also could provide the basis for valuable new analyses. Namely, 39% of these households needed food assistance compared to 19% of native households. The employment rate went from 6.6 percent in FY 1992 to 27.6 percent in FY 1999, reflecting both increases in employment and changes in state earnings disregard rules that affected whether an adult entering employment remained eligible for assistance. First, they were administered in only four cities, three of which are in the Midwest, and thus may not be nationally representative. Paulsell, Diane, and Ali Stieglitz (2001). However, several of the post-hiring practices listed in Exhibit 3.1 such as soft skills training, the use of different formal and informal job performance methods, the use of mentoring and other types of worker support, and the availability of flexible scheduling options for employees may be extremely important. "Employers," said one panelist, "just need someone to do the job, regardless of whether or not he is a TANF recipient." Mail surveys with businesses generally result in lower response rates than telephone surveys or mixed-method approaches using both a mail and telephone contact. Helping Low-Wage Workers Succeed Through Innovative Union Partnerships. ACF is revising the guidance it provided in the TANF preamble to the 1999 Final Rule (64 Fed. Most, but not all, of the survey's instrument development which would be less detailed than for the in-person interviewing option could be done before the core employer survey is finished. Another appealing research option is to analyze data from the Abt Associates survey of intermediaries that was conducted in the same period. Is employee performance judged using these performance measures? Focus, vol. For tables based on subsets of the populations (e.g., oneadult or twoadult families), the approximate standard errors can be computed by the following method: (a) determine the assumed sample size of the subset by multiplying the number of cases in the subset by 0.009798; (b) divide the sample size of all families (18,098) by the assumed sample size of the subset; and (c) take the square root of the result and multiply it by the standard errors of the total caseload shown in Table 10:78. List of employers is updated at least quarterly. The key disadvantage is that, particularly for larger establishments, the most recent hire may not be representative. Given the need for systematic comparisons, it is important that such studies collect consistent information on specific practices among varied employers and intermediaries. How to conduct your own survey. Current and former welfare recipients are hired less frequently by manufacturers.(5). Nonsampling errors are errors in response or coding of responses and nonresponse errors or incomplete sample frames. Research has concluded that this reduction in welfare caseloads is due to welfare-to-work policies (1) and a robust economy. Based on evidence from a large survey of employers in four cities, expert panel member Harry Holzer recently concluded that aggregate demand for their labor is more than enough to absorb all TANF recipients who have entered the labor force (Holzer, 2002). New York, NY: Ford Foundation. 1 (1992), pp. Many closures due to employment are coded as failure to cooperate or as some other category because at the point of closure, the agency often is unaware that the client became employed. Foster-Bey, John, and Lynette Rawlings (2002). By providing specific incentives to some employers and not others, or for some employees and not others, the experiment would be designed to induce different employer practices, which would be expected to generate different outcomes for TANF recipients. Improving Collaboration between Welfare and Workforce Development Agencies. Employer surveys, such as Holzer's Multi-City Telephone Employer Survey (MCTES) and later four-city survey, have sampled establishments, recognizing the local nature of many businesses' employment practices. Wildcat Service Corporation and the Private Industry Partnership. At this time, the supervisor would probe to determine whether it is the "establishment" that is refusing or the individual. The available research suggests that One-Stop Centers vary in terms of their employer focus, TANF-WIA coordination, and performance outcomes. There were about 94,800 teen parents whose child also was a member of the TANF family, representing 12 percent of recipients aged 13-19. Due to a combination of TANF work participation rate requirements, various federal regulations, and a general "work first" approach, many states have provided few opportunities for TANF recipients to participate in education and training. The results from studies assessing the importance of particular barriers to employment are inconsistent. Post-Employment Services: Making Job Retention and Post-Employment Services Work. The Low-Wage Labor Market: Challenges and Opportunities for Economic Sufficiency. However, there are many high-priority subjects for the survey to address. Comments Regarding WIA Reauthorization and Linkages with the TANF Program. Would you be more likely to hire welfare recipients, especially without a high school diploma or work experience, if an agency provided a 50 percent tax credit against their wages for one year? We're Education, You're Semiconductors: Improving Worker Skills Through Employer-Community College Partnerships. How do you assess the performance of your employees? Using the contact information gathered during the initial screening survey, a pre-survey announcement letter would be sent to individuals in sampled establishments who are responsible for entry-level hiring decisions. A significant share ($4.73 billion) went to other TANF services. (7) Training provided by employers may increase welfare recipients' ultimate job retention and advancement, although there is limited evidence to support this proposition. 22, no. (1999). Screening Telephone Survey. SNAP recipients in Bossier . Have you participated in a job fair or some other event sponsored by a public agency or a community organization? So, the answer to this question depends on the program. In his MTCES and four-city employer surveys, Holzer used these same establishment-size categories. Boston, MA: Jobs for the Future. The research evidence that is most needed by employers and policymakers requires comprehensive knowledge of employer and intermediary attitudes, policies and practices, and explicit comparisons of activities and outcomes across employers and intermediaries. Along with the dimensional sizes, API-12F identifies nozzle sizes and nozzle locations to ensure uniformity in the API-12F tank. Long, "From Support to Self-Sufficiency: How Successful Are Programs in Advancing the Financial Independence and Well-Being of Welfare Recipients?" This conclusion was reaffirmed by members of the project's expert panel. Cambridge, MA: M.I.T. This letter would remind the contacts about the survey, its importance, and the options available for completing the survey. When employers establish working relationships with organizations that train and place only welfare recipients, they signal their intention to hire TANF recipients. Designing random assignment evaluations of intermediaries would be challenging for many reasons, including the following: Many employer-led workforce development initiatives and innovative community-based organization programs involve relatively small numbers of workers. 63-70. It indicates that, while employers who hire current and former welfare recipients use varied recruitment methods, most rely more on word of mouth and advertising than on referrals from employment agencies. Data entries are based on information in the case records. Exhibit 3.2 depicts a simple comparison of activities and short- and longer-term outcomes for employers using two types of intermediaries and employers relying on their own human resources (HR) procedures without the involvement of intermediaries. Incentives for Survey Participation. About two of three TANF adult recipients were members of minority groups. Computer training? In a national study of TANF recipients, the General Accounting Office found that 44 percent of TANF recipients nationally had at least one physical or mental health impairment, three times higher than the rate of such impairments among adults not receiving TANF benefits.
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