Citation URL: http://www.urban.org/LaurenEyster

This report analyzes a survey of a nationally representative sample of sponsors of registered apprenticeship programs. Commissioned by the Employment and Training Administration of the U.S. Department of Labor, the survey includes questions about how sponsors (mainly employers) view their registered apprenticeship programs. The study analyzes these survey responses on the value, benefits, and drawbacks of registered apprenticeship, its integration with the workforce investment systems, apprentice completion and reasons for non-completion, and suggestions for possible improvement. In general, sponsors report highly positive attitudes about registered apprenticeship as a system for training their workforce.

The events surrounding hurricanes Katrina and Rita in 2005 produced one of the largest disaster responses by nongovernmental, charitable organizations, including both faith-based and community organizations (FBCOs). This report is based on a telephone survey of 202 FBCOs that provided disaster-related human services and in-depth, field-based case studies of eight organizational responses after the hurricanes. The survey findings address what types of services were provided, to whom, and the collaborations used by FBCOs to deliver services. The case studies explore what motivated the response in 2005 and suggest how such efforts might connect with the larger disaster response and human service delivery systems to provide needed services in future disasters (For more information, contact Principal Investigators Carol J. De Vita and Fredrica D. Kramer).

The High Growth Job Training Initiative (HGJTI) is a national grants program administered by the U.S. Department of Labor Employment and Training Administration. Between 2001 and 2006, more than 150 grants were awarded to establish demand-driven job training and related projects designed to meet employer-defined workforce challenges. This report is the second in a series from the evaluation of the HGJTI being conducted by the Urban Institute, Johns Hopkins University, and Capital Research Corporation. This report documents the national initiative and describes the structure and implementation of projects developed by selected grantees. The information presented is based on reviews of grantee applications and quarterly reports, and on site visits to six grantees.

As the U.S. population ages and the number of people reaching traditional retirement ages increases, employers need to do more to attract and retain older workers, many of whom are highly experienced, knowledgeable, and skilled. Successful approaches include offering formal and informal phased retirement options and creating flexible work arrangements, such as part-time work, flexible schedules, job sharing, telework arrangements, and snowbird programs. Federal, state, and local governments, as well as nonprofit organizations and post-secondary educational institutions, help older workers find employment and secure job training. They also educate employers about the value of older workers.

Vouchers play an important role in federal efforts to help low-income families obtain both housing and child care. These programs constitute essential components of the promise of welfare reform to encourage and support work among low-income families. And both types of vouchers have the potential to enhance long-term outcomes for children. Although federal housing and child care voucher programs differ in important respects, they also face common challenges, and innovations in one area can potentially inform efforts in the other. This brief highlights promising strategies for tackling challenges to the success of child care and housing vouchers.

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