Search

This study, an interim assessment, has attempted to understand the role of the Federal-State public employment service as a job search intermediary for insured unemployed workers. The conceptual role, the actual role, and claimant responsiveness to role change have been studied of three selected local offices in providing job search services to claimants. The reader is provided a better understanding of efficiency and equity aspects of the employment service role in helping claimants find jobs the extent of variation in claimant circumstances, and the relative importance of particular personal/market characteristics associated with job search processes and the length of time a claimant remains out of work. Employment service, on the average has filled fewer than one out of every five job openings; for the three groups studied, employment service was not influential in facilitating their return to work. Since most claimants obtain new jobs through some other method of search, implications of the study would be a shift from placement to assisted job search. Factors associated with different search strategies might be identified and used as screening criteria before offering more varied job search services to selected claimants. (EA)

In 1975, the Arkansas Employment Security Division conducted a telephone survey of 15,675 unemployed insurance claimants at the request of the Division of Vocational Education of the State Department of Education. The purpose of the survey was threefold: (1) to obtain detailed social and economic characteristics of the claimants, (2) to determine if the claimants had ever participated in occupational training, and (3) to determine if the claimants felt that occupational training would help them in securing future employment. Results of the survey included thefindings that about 36% of the claimants had received some training, about 64% felt that additional training would help them get a better job, and about 51% expressed willingness to attend vocational school to receive this training. The report includes a statement on methodology, a sample of the questionnaire, and an appendix summarizing the results by State and Arkansas Manpower Planning Areas. Survey findings are presented in both narrative and tabular form. (RG)

The government's role in retraining unemployed workers during nonrecession periods should be to subsidize retraining as they subsidize job search by way of the unemployment compensation system. The retraining subsidy should be about the same order of magnitude as the job search subsidy and should be administered by the public employment service which administers the subsidy to job search. The subsidy should support both institutional and on-the-job retraining, and it should be provided to both women and men. The percentage increase in retraining by women workers would likely exceed that of men workers if the policy proposed were adopted. An additional return from improving the allocation between search and retraining is the reduction of the unemployment rate as conventionally measured in the United States. (BL)

A two-part study was conducted to determine the feasibility of implementing job-sharing in state and county governments in Hawaii. First, a literature review was performed to obtain an overview of the job-sharing concept and of the results of its implementation in other state and local governments and businesses. The legislation relating to job-sharing in Maryland, California, and Palo Alto, California, was examined. Presented in part 2 is information that was gathered to construct a framework for an investigation of job-sharing in public employment in Hawaii; the fringe benefits of public employees were investigated; and an analysis was made of the cost impact of job-sharing by using hypothetical models. From the two parts the following conclusions were reached: (1) job-sharing is too new a concept to draw firm conclusions as to its merits and faults; thus, the other findings are to be considered theoretical, and followup studies need to be conducted; (2) job-sharing appears to reduce fiscal/economic costs when compared with the standard costs of hiring one full-time employee; and (3) if the secondary employee is presently supported either by welfare or unemployment insurance, there appears to be an overall reduction in costs to state and local governments. (The appendixes and exhibits in the report include copies of the legislation requesting the feasibility study; a list of the resource persons consulted; the methodologies to determine the cost of a welfare recipient sharing a job and the supplemental unemployment insurance benefits; and a bibliography and chronological history of job-sharing.) (ELG)

In highlighting findings from five separate studies on the characteristics of public school personnel in Minnesota, this study seeks to assist legislators, public agency staffs, school board members, and administrators in gaining a better understanding of the educator labor force as they engage in policy development and planning for the decade ahead. The report includes statistics on age, sex, training, experience, salaries, and mobility of educators as well as findings on unemployment insurance costs and the characteristics of newly hired staff. The effects of declining enrollment on voluntary and involuntary geographic mobility are also discussed. (Author/WD)

This document is a report of the activities undertaken to help youths in Denmark find or train for employment under the provisions of the Employment Plan during the years 1978-1980. The report covers the history of the Employment Plan, a description of its Youth Programme, the various types of activities initiated by local and county authorities, state activities to combat youth unemployment, organization of the efforts to combat youth unemployment, reports on the effects of employment effort, unemployment benefits, and special measures against long-term unemployment. (KC)

This monograph reports on an inquiry into the likely distributional effects of recent reductions in the payment of unemployment insurance to recipients of pension and social security benefits and its potential effects on labor market and consumption behavior of older people. An introductory chapter provides facts about unemployment insurance and older people in the United States and elsewhere. Chapter 2 examines the effects of unemployment insurance on the distribution of income among older people and the potential impact of the pension restriction embodied in the 1976 Unemployment Insurance Amendments. It is noted that these restrictions will impinge chiefly upon those households in the upper half of the income distribution among older workers. Chapter 3 examines how much unemployment insurance serves to prevent severe hardship among older recipients. It is reported that better-off older workers have access to prior savings and borrowed funds, and cutbacks in their receipts of unemployment insurance would not appear to have a severe detrimental impact on their living standards. The fourth chapter considers the relationship between receipt of unemployment insurance benefits and subsequent retirement and labor force status. A summary of the distributions of income and unemployment insurance benefits in the retirement history survey subsamples is appended. (LRA)

Focusing on the development of unemployment insurance since the first federal legislation was enacted in 1935, this report provides the background and highlights of federal and New York State laws on coverage, the amount and direction of benefits, entitlement and disqualification provisions, and methods of financing. The first of three sections focuses on the Social Security Act and describes the development of unemployment insurance in other countries, early developments in the United States, and the framework of the federal-state system. Developments in federal unemployment insurance coverage and administration financing are described in section 2. Specific topics addressed include early coverage limitations, amendments to the federal definition of employment, the extension of coverage under federal law, the extension of benefit duration under federal-state laws, and financing administrative costs. Section 3 expounds upon unemployment insurance developments in New York State. Appended material includes a chronology of significant changes in federal unemployment insurance legislation for 1935-1977 and a chronology of significant changes in the New York State unemployment insurance law for the same period. (LRA)

This examination of the current status of compensation for community college management and administrative personnel first summarizes the findings of a study conducted by Howard R. Bowen, which determined that, compared to business executives in comparable jobs within organizations of similar sizes, academic administrators were indeed underpaid. This fact is demonstrated in a table comparing the average salaries of academic and business personnel in nine comparable positions. Next, the benefits that are currently provided to California community college administrators are discussed in comparison to the growth of employee benefits in private industry. This discussion is followed by an outline of seven problems encountered in conducting studies of community college administrator salaries: (1) salaries do not reflect total compensation; (2) administrative positions at single and multiple campuses are difficult to compare; (3) often there is incongruity between a job title and its responsibilities; (4) it is difficult to compare colleges that have dichotomized faculty and management with colleges where faculty have administrative responsibilities; (5) some colleges do not differentiate between certificated and classified managers; (6) administrative salaries are not easily compared with faculty salaries; and (7) available data are frequently outdated. Suggestions for managers to improve their bargaining power with local boards conclude the report. (JP)

There has been a rapid increase in Mississippi women's participation in the labor force, but female participation still lags behind male participation. The 1960s witnessed dramatic increases in younger women's participation. The trend is expected to continue into the late 1970s. Annual 1977 averages showed women made up almost 40% of Mississippi's labor force. The 1977 unemployment insurance data reveals most women claimants are between twenty-two and thirty-nine. Less than one in four was hard core (fifteen weeks or longer) unemployed. Two pieces of legislation have addressed women's employment rights: the 1964 Civil Rights Act, which created the Equal Employment Commission to establish sex discrimination guidelines and the 1963 Equal Pay Act to prohibit pay discrimination because of sex. Despite Affirmative Action programs, most women have remained in traditional occupational categories (e.g., clerical and service work). There will be over 466,000 available openings in Mississippi during the 1975-1985 period. White-collar jobs will account for about 42% of openings, blue-collar occupations 38%, service workers 14%, and farm workers 5%. The projected needs of the following occupations have been analyzed: professional, technical, managers/administrators, sales workers, clerical, crafts, operatives, service workers, laborers, and farmers/farm workers. (CSS)

Before social welfare programs can be successfully designed and administered, the problems of the needy must be known. Research literature appearing from 1969 through mid-1977 reveals that: most welfare recipients are dramatically inferior in their ability to compete in the labor market; poverty is a multiproblematic chain which has not been successfully broken by transfer of payments; and rural low-income residents have particular problems including child care, transportation, health, family lifestyles, self image, and family and home responsibilities. Under the broad categories of education, health, income security, and veterans, the federal government makes payments to individuals where no current or future goods or services are required to be provided in return. Three basic programs determine the type, amount and impact of all direct transfer payment programs: (1) transfers to the physically, socially, and/or economically indigent; (2) transfers to the self-supporting and sufficient, but temporarily needy; and (3) transfers made because of "earned privileges" or mandatory social provision. This synthesis outlines historical perspectives, lists specific programs, gives conclusions and recommendations, provides a bibliography of the 73 references cited in the report, and serves as a starting point for rural development planning and projects from the national to the local level. (NEC)

The adequacy of the Department of Labor's (DOL) efforts to comply with Public Law 94-311 which directed several of the larger Federal agencies to improve their collection, analysis and publication of Hispanic statistics in such areas as decennial censuses, vital statistics, and unemployment data was evaluated. Data were gathered from interviews with Federal officials, demographers, economists, representatives of Hispanic organizations, administrators of employment training programs, and other users of unemployment data. Various documents were also reviewed, including available literature, Government publications, DOL correspondence, and congressional hearings. As of January 1978, 18 months after the law's enactment, most of DOL's efforts, which were still in the planning stages, were not adequate to comply fully with the intent of the law. Data indicated that: DOL had not added Hispanic unemployment statistics to its "Handbook of Labor Statistics", a widely used reference work; it had no plans to publish monthly unemployment rates for Hispanics, but planned to continue publishing quarterly and annual data for Hispanics; it did not plan to identify Hispanics in all its detailed unemployment tabulations which identify whites and blacks; its plans to identify the extent of Hispanic unemployment in selected states and local areas did not encompass enough geographic localities to facilitate a close examination of the extent of Hispanic unemployment in states and local areas. DOL's failure to respond may be due in part to the low priority it has assigned to P.L. 94-311. (NQ)

This first annual report of the National Commission for Manpower Policy addresses three subject areas. Addressed first are the dimensions of a national manpower policy. This discussion includes the examination of the principle areas in the work plan of the commission and an assessment of the manpower policy in the United States in the Fall of 1975. Second, manpower policy and macro-economic policy are reviewed including the areas of policy interface, public job creation, and income transfer alternatives. Third, a current manpower program assessment is given for the Comprehensive Employment and Training Act (CETA) system, unemployment insurance, and the coordination of manpower and related programs. The appendix summarizes the commission's recommendations to date. (JH)

This report of the National Commission for Manpower Policy summarizes the findings and recommendations on Public Service Employment (PSE) along with considering other responses to continuing unemployment. This booklet's content is presented in two sections. Section 1 summarizes the findings and makes twenty-one recommendations pertaining to PSE, summer jobs for youth, the unemployment insurance system, special assistance to the unemployed (mortgage payments and health insurance), energy and its manpower implications, and coordination of manpower and related programs. The second section discusses the assumptions, expectations and concerns which led to the recommendations presented in section 1. (EM)

This fifteenth special report of the National Commission for Manpower Policy examines the interplay between the forces determining work schedules and the incidence and prevalence of unemployment. In the first chapter the author sets forth the major trends in hours of work and in the changing structure of the labor force that has led increasingly to families in which both spouses hold jobs. Chapter 2 focuses on how firms are likely to respond to changes in the demand for their products, both in periods of expansion and contraction, by altering their employment and hours of scheduling. Chapter 3 discusses existing public policies that influence the employment decisions of firms, including payroll taxes, fringe benefit policies, overtime legislation, and minimum wages. The fourth chapter discusses the potential influence of unemployment insurance, social security, private pension systems, and government fiscal policy on the labor supply. The sixth chapter briefly discusses jobs for the hard to employ labor force. The concluding chapter makes six policy recommendations to decrease the unemployment rate by encouraging a reduction in the hours of work and identifies areas where further research is needed. Cost calculations of reducing work hours and increasing the number of jobs are appended. (EM)

The conference reported here was held to bring together European manpower experts and United States representatives to discuss European manpower programs and policies developed and expanded as a result of the 1974-1976 recession and recovery, and methods for coordinating manpower and general economic policies. This report contains a list of the participants, the conference agenda, and a conference summary. Fourteen discussion papers are appended. The titles of these papers are as follows: "Recent Trends in Western Economies: Needs and Methods for Further Development of Manpower Policy"; "Exchequer Costs of Unemployment"; "Alternatives to Unemployment: With Particular Reference to the Experiences of the Federal Republic of Germany in 1974-1976"; "French Employment Policy During 1974-1976"; "A Trade Union View of Labor Market Measures in the United Kingdom"; "Pushed Out of the Cookoo's Nest: The Preference for Young over Older Workers in Belgian Social and Economic Policy in Times of Recession"; "The Netherlands' Interdepartmental Committee on Labor Market Policy"; "The United States Manpower Situation"; "Unemployment Benefits and Related Payments in Seven Major Countries"; "Overseas Experience in the Use of Industrial Subsidies"; "The Administration of Industrial Subsidies"; "Recommendation of the OECD Council on a General Employment and Manpower Policy"; "Employment"; and "Sector Policy: The Case of Swedish Shipbuilding." (EM)

This third special report of the National Commission for Manpower Policy provides information regarding the ways that European nations were dealing with complex manpower problems similar to the ones faced by the United States during the recession of 1974-1975. Following a brief introductory section, section 2 reviews the methods used by the Western European countries during the recession to maintain incomes and to help maintain job attachments. The third section examines expansionary measures employed by the industrial nations during the recession, including traditional measures, employment emphases in industry and regional policies, incentives for job creation, and active manpower policies for training and mobility. The concluding section presents twelve constructive innovations and policy tendencies observed in the recession experience to date. (EM)

This report reformulates and discusses the question of the role of the Public Employment Service in Organization for Economic Co-operation (OECD) member countries under the changed conditions of the labor market during the 1970s and early 1980s. Following an introductory and background section, chapter 2 describes the varying concepts of the Public Employment Service. These aspects are discussed: degree of desirable and necessary market intervention, relationship of the Service with its clients and other agents in the labor market, functions of the Employment Service, and administration of unemployment insurance. Chapter 3 considers the placement function of the Service. Topics include the rationale, techniques, action in support of placement, and evaluation of placement activity. Chapter 4 focuses on labor market information that is collected, processed, used, and disseminated by the Service. Types, sources, and uses of labor market information are described, and deficiencies in labor market information are summarized. Chapter 5 discusses the organization and administration of the Employment Service, including legal and constitutional status, finance, field organization and local autonomy, and staff recruitment and training. Chapter 6 summarizes issues (notably the dual role of rendering service and implementing policy) and looks at prospects for the future. (YLB)

This second annual plan of Maryland's Department of Employment and Training (DET) outlines goals, objectives, and implementation strategies and highlights programs initiated during its first year of operation. Sections 1, 2, and 3 offer the mission statement, historical overview, and departmental structure. Section 4 outlines DET goals and objectives. Goals, objectives, and implementation strategies that appeared in the 1984 plan are followed by statements of progress. The implementation strategies for new goals and objectives for 1985 include completion dates. Section 5 contains highlights for each DET management unit. Section 6 focuses on the impact that DET local offices and programs have on ecomomic and labor market conditions. Information provided for the 24 political subdivisions, arranged alphabetically, includes each office's location, mailing address, telephone number, and manager; thumbnail sketch of economic and labor market conditions; graphic comparison of unemployment rates during the past two fiscal years; highlights of local office program activity; and fiscal year service totals for the Job Service and Unemployment Insurance programs. The final sections provide Job Training Partnership Act performance and funding information, Job Service program and resource allocation information, and an Unemployment Insurance Administration statistical profile. An appendix summarizes unemployment insurance legislation. (YLB)

A study examined the feasibility of adding employer-generated job titles to the North Carolina Unemployment Insurance Individual Wage Record as a means to providing a more comprehensive source of occupational data than has been possible with currently operating federal and state systems. During the study, researchers conducted structured interviews with representatives of 10 private industry firms located in Raleigh, Charlotte, and Winston-Salem and had unstructured discussions with representatives of the North Carolina Employment Security Division and Department of Community Colleges. In addition, technical documents and applicable legislation were consulted. Based on these data sources, it is clear that the state's unemployment insurance system is already being used for labor market information purposes. The expansion of the current form to include employer-generated job titles would further enhance the unemployment insurance database and thus produce a comprehensive labor market information system that would substantially improve the state's capability to plan and administer the use of public funds for a wide range of purposes. Therefore, it is recommended that enabling legislation be passed to authorize and fund the supporting additional research and development for a consolidated employer reporting requirement and an accompanying state processing and delivery system for employment data and that unemployment reporting legislation be amended to include a mandate for reporting wage items. (MN)

A study investigated the characteristics of 43,307 participants 55 years and older in the 3 percent set-aside program of the Job Training Partnership Act (JTPA) during program year 1987. Information sources included 37 states, the U.S. Bureau of the Census, the U.S. Department of Labor, the National Council on Aging, and state and community-based organizations. Findings were as follows: (1) the program serves a different clientele from the JTPA Title II-A program for Adults and Youths and the Title V, Senior Community Service Employment Program; (2) 59 percent of those served by the program in 29 states were considered long-term unemployed; (3) 1-25 percent of program participants in 15 states reporting were unemployment insurance claimants; (4) 1-28 percent of program participants in 23 states reporting were handicapped; (5) 2-34 percent of program participants in 21 states reporting were veterans; and (6) 1-3 percent of program participants in 12 states reporting were exoffenders. (CML)

This document provides the same report in English and French. Part 1 of the document outlines the challenges and opportunities of the Canadian labor force and of government programs, such as Unemployment Insurance (UI). Part 2 describes the labor force development strategy, the Canadian government's plan to respond to the challenges of market changes, occupational shifts, technology changes, unemployment, skilled labor shortages, and lack of formal training by Canadian businesses. Specific planned policy responses include reinforcement of private sector training, initiatives to help the unemployed, new benefit provisions in UI, and benefits access amendments to the UI Act. Part 3 describes the process of implementing the proposed initiatives. Appendix 1 outlines the expenditures and reallocations that would be required by the labor force development strategy. Appendix 2 lists the variable entrance requirements for regional unemployment rate and weeks of insurable employment needed in the qualifying period. Appendix 3 provides a table of the number of weeks UI benefits can be received under the proposed amendment to the UI benefit schedule. (CML)

Evidence overwhelmingly shows that providing workers with advance notice of layoffs generates substantial benefits (to displaced workers, their families, local communities, and the economy in general) that vastly outweigh any reasonable estimates of costs. Advance notice allows displaced workers to find work prior to their date of displacement, reducing the probability that they will suffer unemployment and also moderating temporary increases in area unemployment rates. The reduction in joblessness and the greater earnings that result were determined for male and female blue- and white-collar workers. The estimates imply substantial unemployment insurance savings and greater earnings for displaced workers. In the last year studied (1986), the number of workers who received unemployment benefits because of a job loss was 772,000. The savings of an estimated 3.8 fewer weeks of joblessness at the average weekly benefit of $140 would be $410 million, which is double the current costs of displaced worker programs. The most in-depth study of business practice regarding advance notice showed that the median notice to white-collar workers was 14 days, to union blue-collar workers was 14 days, and to nonunion blue-collar workers was 2 days in 1983 and 1984. Recent studies show that the productivity of a notified work force does not significantly decrease and that creditors and customers tend not to desert the company. (CML)