Employment and Education

The High Growth Job Training Initiative (HGJTI) was a national grant program administered by the U.S. Department of Labor (DOL), Employment and Training Administration (ETA). Between 2001 and 2007, more than 160 grants were awarded to establish industry-focused job training and related projects designed to meet the industry’s workforce challenges. This report is the third and final in a series from the national evaluation of the HGJTI conducted by the Urban Institute, the Institute for Policy Studies at Johns Hopkins University, and Capital Research Corporation. This report documents the national initiative, describes the structure and implementation of projects by selected grantees, and provides nonexperimental analysis of the early impacts of job training in selected HGJTI-funded programs. The analysis relies on a review of grant applications and quarterly reports; visits to nine selected grantee sites; data collected from grantee training programs; quarterly earnings data from state unemployment insurance wage records; and administrative data from state and local public workforce system agencies.

To improve the employment rates and earnings of Americans workers, we need to create more-coherent and more-effective education and workforce development systems, focusing primarily (though not exclusively) on disadvantaged youth and adults, and with education and training more clearly targeted towards firms and sectors that provide good-paying jobs. This paper proposes a new set of competitive grants from the federal government to states that would fund training partnerships between employers in key industries, education providers, workforce agencies, and intermediaries at the state level, plus a range of other supports and services. The grants would especially reward the expansion of programs that appear successful when evaluated with randomized controlled trial (RCT) techniques. The evidence suggests that these grants could generate benefits that are several times larger than their costs, including higher earnings and lower unemployment rates among the disadvantaged.

Based on our review and synthesis of the individual development account (IDA) literature, findings in this report include that IDA accounts (in the short-term, five years after program entry) help low-income families become homeowners, start or expand a business, or pursue secondary education. Studies to date have found no relationship between IDA program participation and net worth. The report reviews empirical evidence on the effect of IDA program participation and project design features on outcomes and highlights remaining gaps in the literature.

In this book the authors analyze trends in the creation of "good jobs" over time, and in the skills workers need to obtain these jobs, using a unique measure of job quality. They use the Longtiudinal Employer Household Dynamics (LEHD) data from the Census Bureau for 12 states to analyze these trends. They also consider the impacts of job displacements from good-paying jobs, and also trends across different kinds of metropolitan areas. The authors find that the US labor market continues to create good jobs, but that workers increasingly need higher levels of skill and education to obtain them. They consider the implications of these findings for a range of policies on education and job training as well as economic development.

In this paper we analyze labor market outcomes over the business cycle from 2000-07, as well as the labor market effects of the Great Recession since 2008. We use data from the Current Population Surveys (CPS) to analyze these outcomes. We find that hourly wages grew only modestly for most groups, and annual earnings stagnated, between 2000 and 2007. Young and less-educated men did relatively poorly, while highly-educated and high-earning workers did relatively well, especially among women. During the recession, the groups that fared badly during the preceding economic cycle were also the ones hardest hit during the downturn. A slow recovery is forecast from the recession, and we likely will return to a relatively weak labor market afterwards. The implications of these findings for policy are considered.

Policies and strategies at all levels of government are increasingly associating educational outcomes with community planning and housing. Challenges remain for local officials and practitioners trying to align these policy areas, including persistent spatial inequity and rigid institutional silos. This report develops seven steps to link education and planning policy at the local level. The authors draw from a national scan of model activities, interviews with key experts and agency staff members, and the authors' experience working with local governing bodies. The report identifies practical solutions that encompass assessing the current educational environment, engaging the community, strategic planning and implementation of investment, and institutionalizing successful innovations.

While prior research has documented differences in the distribution of teacher characteristics across schools serving different student populations, few studies have examined how teacher sorting occurs within schools. Comparing teachers who teach in the same grade and school in a given year, we find less experienced, minority, and female teachers are assigned students with lower average prior achievement, more prior behavioral problems, and lower prior attendance rates than their more experienced, white and male colleagues. Though more effective (higher value-added ) teachers and those with advanced degrees are also assigned less difficult classes, controlling for these factors does not eliminate the association between experience, race, gender, and assignments. These patterns have negative implications for teacher retention given the importance of working conditions for teachers' career decisions.

Principals tend to prefer working in schools with higher-achieving students from more advantaged socioeconomic backgrounds. Principals often use schools with many poor or low-achieving students as stepping stones to what they view as more desirable assignments. District leadership can also exacerbate principal turnover by implementing policies aimed at improving low-performing schools such as rotating school leaders. Using longitudinal data from one large urban school district we find principal turnover is detrimental to school performance. Frequent turnover results in lower teacher retention and lower student achievement gains, which are particularly detrimental to students in high-poverty and failing schools.