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A systems approach to changing labor market performance requires a substantial and enduring commitment to the task of change. A systems reform framework has been developed that is based on a dual-customer approach, with a focus on improving labor market outcomes for both low-income people and their employers. The objective is to change the labor market system so that low-income people find and hold good-paying jobs while employers efficiently find qualified workers to fill vacant jobs. This approach rests upon these four conceptual building blocks: the systemic nature of American labor markets, the drivers of labor market systems, the high-leverage strategies for changing the system's drivers, and a process for starting and sustaining systemic change at the local level. Seven strategies have been identified for changing drivers in labor markets--three that operate mainly on the supply-side of the market (increase public financial resources for upgrading work-related skills; restructure education so that it meets employer and student needs; integrate human services, income supports and workforce development) and four on the demand-side (change workplace practices to support low-income workers; restructure government financial incentives; develop portable credentials; create policy-influencing mechanisms for stakeholders). If labor markets are indeed systems, then the seven strategies provide compelling ways to leverage relatively small changes to big results. (Appendixes include11 references and 4 endnotes.) (YLB)

Current evidence suggests emerging shortages of nurses available or willing to fill some vacant positions in hospitals, nursing homes, and home care. Total employment of registered nurses (RNs) per capita and the national unemployment rate for RNs have declined, and providers from around the country report growing difficulty recruiting and retaining the number of nurses needed in a range of settings. Current problems with the recruitment and retention of nurses are related to multiple factors. The nurse work force is aging, and fewer new nurses are entering the profession to replace those who are retiring or leaving. Nurses report unhappiness with these aspects of the work environment: staffing levels, heavy workloads, increased use of overtime, lack of sufficient support staff, and adequate wages. In many cases, this growing dissatisfaction affects decisions to remain in nursing. A serious shortage of nurses is expected in the future as pressures are exerted on demand and supply. Demand is expected to increase dramatically when the baby boomers reach their 60s, 70s, and beyond. During the same period, the number of women aged 25-54, who have traditionally formed the core of the nurse work force, is expected to remain relatively unchanged. Efforts to improve the workplace environment may both reduce the likelihood of nurses leaving the field and encourage more young people to enter the nursing profession. (YLB)

Current evidence suggests emerging shortages of nurses available or willing to fill some vacant positions in hospitals, nursing homes, and home care. The nationwide unemployment rate for registered nurses (RNs), which has been low for many years, has declined to 1.0 percent, the lowest level in more than a decade. Nurses report job dissatisfaction relating to a variety of issues, including staffing, respect and recognition, and wages, and this dissatisfaction is affecting their decision to work in nursing. Furthermore, the nurse workforce is aging, and fewer new nurses are entering the profession to replace those who are retiring or leaving. A serious shortage of nurses is expected in the future as pressures are exerted on demand and supply. Demand is expected to increase dramatically when the baby boomers reach their 60s, 70s, and beyond. During the same period, the number of women aged 25-54, who have traditionally formed the core of the nurse workforce, is expected to remain relatively unchanged. Job dissatisfaction due to management decisions to restructure health care delivery and staffing may play a crucial role in determining the extent of future nursing shortages. More data is needed to assist in planning and targeting remedies. (YLB)

Cyclical and structural issues in engineering skills formation in Great Britain were studied through a review of recent employment patterns, income patterns, employment projections, recent trends in education and training, and recent developments in technology and work organization. The review focused on the following issues: (1) the extent and nature of mismatches between the supply of and demand for engineering skills; (2) the extent to which engineering skill problems are cyclical as opposed to structural; and (3) the adequacy of current arrangements for engineering education and training. The following were among the main conclusions: (1) engineering skill problems are most apparent when they manifest in the form of external recruitment difficulties at the peak of each business cycle; (2) long-term trends in training levels and recruitment difficulties in the past 3 decades reflect structural rather than merely cyclical weaknesses in the British system of engineering training; (3) recent changes in markets and work organizations have significantly increased engineering employers' expectations of graduates; and (4) one way to expand modern apprenticeship (MA) numbers would be to develop preapprenticeship courses to prepare underqualified 16- and 17-year-olds for later entry to MA schemes. (Fourteen tables/figures are included. The bibliography lists 34 references.) (MN)

This paper presents findings of a study that investigated the supply and demand of school administrators in Nebraska and their levels of job satisfaction. Methodology included: (1) an analysis of Nebraska Department of Education data sets; (2) three different surveys each of 100 teachers and 100 school administrators; and (3) a questionnaire of 150 members of the Nebraska Council of School Administrators. Findings indicate that 52 percent of administrators will be eligible for retirement within the next 10 years, leaving a shortage of experienced, qualified administrators. Concerns are expressed about the quality and quantity of administrative applicants, the rising demand for high-quality administrators, the underrepresentation of women and minorities in administration, the need for aggressive recruitment of administrative applicants, and the need to integrate improvements in preparation programs. A total of 32 tables are included. Appendices contain copies of three questionnaires. (LMI)

This report examines the effects of the Immigration Reform and Control Act of 1986 (IRCA) on the raisin industry's labor market, and provides educators with background on California migrant workers and their deteriorating working conditions. Because the raisin harvest lasts only 3-4 weeks but employs 40,000-50,000 workers, any effects of IRCA on agricultural labor markets should be most visible in the raisin grape industry. Interviews were conducted with 125 raisin harvest workers, 323 growers, and 12 industry experts. The worker sample was 92 percent male, entirely Hispanic (94 percent born in Mexico), with a median age of 28. Workers' educational level averaged 6 years, and 87 percent understood little or no English. About 35 percent were working illegally. Raisin growers increasingly used farm labor contractors to hire and oversee workers. Use of contractors eliminated employer paperwork, avoided many government regulations, and reduced labor supply concerns. However, use of contractors also increased the "distance" between growers and workers and the possibility of unscrupulous middle-man practices, while contractor fees resulted in lower wages for workers. Fears that IRCA would reduce the supply of agricultural laborers have not materialized. Undocumented workers continue to provide an ample supply of workers, and growers remain dependent on this source as workers legalized by IRCA move to better jobs in other crops. Unfortunately, the ample labor supply has left employers disinterested in providing training or improved wages and benefits for their workers. Survey instruments for workers and growers are appended. (SV)

Two surveys developed profiles of seasonal agricultural workers and their working conditions in central California. In 1989, a random sample of 347 seasonal workers was interviewed. The sample was 30 percent female and 87 percent Mexican-born. Average age was 35 years and average educational attainment was 5.9 years. Most had parents, spouses, or children who worked in farm labor. Among needs and priorities, 28-56 percent mentioned employment, food, legalization, or housing; 22 percent mentioned further education; and 11 percent mentioned job training. Income and working conditions were not related to worker educational attainment, occupational experience, any other employee characteristic examined, or employer size. The 1990-91 survey interviewed 270 seasonal agricultural workers with a demographic profile similar to the earlier sample, and focused on three subgroups. Of 122 women interviewed, most earned less than men and had sole responsibility for domestic chores, child care arrangements, and dealing with schools and public agencies. The other two subgroups were at extremes of the wage scale. Mixtec Indians from Oaxaca (Mexico) spoke neither English nor Spanish and earned less than $4 per hour, while specialized melon workers earned $10-15 per hour. Contrary to the migrant-stream model of an undifferentiated "farm-labor pool," survey data suggest that individual farm workers and family groups specialize in crops and types of tasks, establish informal communication networks to maximize employment opportunities, and generally know where they will be working before they leave home. In volume 1, table 3 (p.5) and table 21 (p.19) and in volume 2, table 2 (p.4), each contain "education" as a variable. In volume 2, appendix A is the interview questionnaire (English version) used. (SV)

Electronic work (E-work) in Ireland was examined through a comparison of survey results from 301 Irish companies with 50 or more employees with averages for the 18 European countries, including 62 in the knowledge sector, and a subsequent survey of 100 smaller companies. Findings from other Irish surveys examining e-work were also considered. Compared with the rest of Europe, supply and demand for e-work in Ireland proved modest. However, Ireland showed strong levels of supply of e-work by small firms. Smaller Irish companies were more likely to use fully home-based e-workers, whereas larger companies were more likely to use multilocational e-workers (workers who alternate between home and office or work from multiple locations). The demand for e-work that is outsourced to individuals who are not employees ("e-lancers") is also lower than in the other countries examined (8% versus 15%). The demand for e-workers located in back offices or telecottages in Ireland is well below the European average, as is the level of e-work outsourced to companies. It was concluded that individual forms of e-working will likely grow faster than in some other European countries. (Forty-nine tables/figures are included. Eight supplementary tables and summaries of the results of four other Irish surveys on demand for e-work are appended.) (MN)

Researchers explored farm women's economic contributions to the family farm--an economic contribution traditionally underestimated or ignored--employing use value production as an indicator of labor. Active labor, usually defined as commodity production, was broadened to include value production, or all activity contributing to making a living. Household and farm task performance was measured (controlling for time of season and size and type of operation), comparataive labor inputs were investigated, and off-farm employment motives and earnings were explored. Questionnaires returned in 1983 by 88 farm families in the eastern half of North Dakota provided data. Women were found to contribute more labor to farm tasks in the fall, on smaller farms, and on livestock farms, contributing at least 40 hours a week on the average to farm tasks. Women also performed 80% of the household tasks which consumed 80 hours a week on the average. Nearly one in three women reported off-farm employment; non-farm expenses and maintaining their careers were major reasons given. Distance and lack of available employment were found to pose the most difficulties for farm women in off-farm employment. Tables and figures present survey data by farm size and type and illustrate off-farm employment; an appendix lists farm and household tasks used in the survey. A short list of references concludes the document. (LFL)

Technological and demographic changes affect the nation's employment landscape. The most consistent trend of the century has been the shrinking workweek. By the year 2000, many workers will spend only 32 hours per week at work. Other workplace changes will continue the quest for more work satisfaction: technical trends (flextime/telecommuting); automation; leasing employees; compensation (flexible benefit plans or "cafeteria" benefits); the changing work force and its impact on the workplace; work force incentives (benefits); and skills for the work force. Past trends can be used as the foundation for predicting the future: (1) people will be the most important resource for organizations; (2) required knowledge and skills will change in response to technology and economy; (3)"good" attitudes will be important; (4) employees demonstrating the "right stuff" will be in demand; (5) managers will adopt and apply new leadership skills; (6) employees will accept more responsibility; (7) corporate structures will evolve with technological changes; and (8) a company's reputation will affect recruitment of workers. (14 references) (NLA)

In response to a 1982 request by the U.S. Department of the Army, the National Research Council's Board on Army Science and Technology established the Committee on Army Manpower to investigate the professional environments and use of civilian and military scientists/engineers in Army laboratories. The committee's primary objective was to identify steps the Army could take to better ensure that its laboratory personnel contribute most effectively to accomplishing the laboratories' missions. Provided in this document are the committee findings, conclusions, and recommendations which are based on extensive laboratory site visits/interviews, on discussions with experts in the field of human factors research, on the findings/recommendations of prior studies of research and development (R&D) institutions, and on the committee members' experience in managing such institutions. Observations, conclusions, and recommendations are reported in separate sections for: leadership; personnel policies/procedures; policies concerning professional growth and recognition; resources; and R&D programs. The framework for analyzing each of these areas and future trends (considering demography, labor supply/demand and Army plans) are also reported. Supporting documentation (including laboratory staff consulted, questions of the committee when meeting with laboratory personnel, list of principal documents reviewed by the committee, and others) are provided in seven appendixes. (JN)

A shortage of home care paraprofessionals in Ohio is causing concern about the quality and continuity of care. Worker turnover is high, ranging from 30-70 percent. Most paraprofessionals share several traits: middle-aged women; single, with dependents; sole breadwinners in their households; wage earners of less than $11,000 per year; part-time workers; and high school graduates or less. Several reasons account for the labor shortage: low wages; lack of benefits, career advancement, recognition, and full-time hours; inadequate training and supervision; burnout; transportation problems; and worker isolation. Trends affecting the home health industry include the following: the increasing elderly population; decreasing availability of family caregivers; escalating health care costs; the AIDS epidemic; and limits to nursing home admissions. Standardized training and certification would increase continuity and quality of care, establish minimum criteria for workers, provide for consistency and uniformity of workers' training and skill levels, and provide credentials. Action is being taken through public policy changes, coordinated funding and policies, state-mandated wage and benefit levels, agency coalitions, work life improvements, and worker-owned agencies. (18 references) (NLA)

Adopting technology to people and examining projects through the eyes of those concerned are two ways new technology and engineering can be installed and successfully operated under the adverse conditions of northern Canada and in the face of predicted labor shortages in the 1980's. Adopting a more flexible technology provides the opportunity for people, not machines, to improve productivity and performance. It increases the quality of working life, significant in the north where southern workers typically experience four stresses leading to high labor turnover: isolation; lack of stimulation; unfamiliarity; and loss or diminution of normal relationships. These stresses can be reduced and workforce stability increased by designing projects from the workers' point of view, using such techniques as selling the experience of working in the north, having workers arrive in groups, hiring women, reinforcing normal social roles, and "freight-equalizing" the culture. Once stress is reduced work schedules and average stays on the project can be extended. Project policies and specifications which include human, social, cultural, and environmental aspects along with economic, financial, and technological factors may prove to be the lowest-cost solutions in the long run, requiring the most advanced technology and engineering available. A brief bilingual (French-English) abstract is included. (SB)

A survey of registered nurses in the Rochester area was conducted to identify needs of potentially reemployable nurses in response to the prevailing opinion that uncongenial working conditions were the primary cause for the shortage of nurses. Data were collected from 20 percent random sample of registered nurses who completed either a survey form or its shortened form. The most consequential finding of the study contradicted the idea that a pool of unemployed, but potentially reemployable, nurses exists. The majority of respondents were working in a full- or part-time nursing capacity. The need was found to be for the education of more nurses rather than for an alteration of the working environment. Following a summary of the research, the report then provides tables and discussions of responses to survey questions regarding work status, current and preferred nursing specialties, demographic characteristics, motivations for continuing education and refresher training participation, current educational level and future educational goals, necessary conditions to return to nursing employment, and time limitations for continuing education participation. Cross-relationships on selected items are also shown. (YLB)

Important issues, approaches, and options pertaining to supply and utilization of engineering manpower in the United States are outlined. An overview is presented of ongoing engineering manpower surveys, projections, and patterns, with particular emphasis on activities and trends of the past 2 years. Attention is also directed to manpower planning, options that may influence the future development and utilization of U.S. engineering manpower, and specific programs for action for the Business-Higher Education Forum. Events over the past 2 years suggest that the state of engineering education and the present and future shortage of new faculty members qualified at the doctoral level require immediate attention. Other concerns include the impacts of foreign student presence on U.S. campuses, whether U.S. technical manpower is competitive with that of other nations, and the cyclical behavior of engineering enrollments and employment. One problem is that industry offers higher starting salaries and better facilities for engineering graduates than many universities. Another key issue is the opportunity structure offered by industry and higher education: many engineering faculty are seeking new environments in which to optimally practice their profession. While progress has been made in improving the information available to industry, education, and government, more effort is needed to develop and validate models that can predict future manpower needs. The forum recommends that universities establish competitive salaries independent of campuswide scales in order to retain current faculty, recruit new staff, and attract students to pursue doctoral degrees. (SW)

An examination of the changes that are likely to occur in work and productivity in the future reveals that, at least before the year 2000, Americans are not likely to see many new jobs created and will probably not be required to alter their skills greatly for existing jobs. It will be difficult to duplicate the sustained productivity attained during the first two decades following World War II. While it is true that high technology is entering the workplace at an ever accelerating pace, it is easy to overstate the impact of these changes. Faced with increasingly better educated and more affluent employees, employers are turning to changing employer-employee relations as a means of satisfying workers' quests for self-esteem. Included among the problems already affecting the workplace, and likely to continue to do so, are the increase in the numbers of displaced workers and declining areas, the underclass and feminization of poverty, and the existence of fewer entry-level jobs as older workers delay retirement. These factors have a number of implications for the insurance industry that industry planners must take into account when developing products and planning promotions for them. (MN)