As a result, the other practices shown in Exhibit 3.1 were largely ignored. TANF-ACF-PA-2000-02 (Updated joint guidance regarding the ways in which At present, Holzer's survey of employers and Abt Associates' survey of intermediaries are the only sources of quantitative data on employer and intermediary practices regarding TANF recipients. Many of the questions in Holzer's surveys asked the respondent about the last employee hired. 35, no. In this case, if the case manager, through ongoing engagement, determines that the individual is participating in scheduled class hours, and the recipient is making satisfactory progress, then the state may count all hours of homework required or advised by the educational program without additional documentation and without the one hour limitation per hour of class time that the regulations establish for unsupervised homework time. These follow-up interviews would be conducted with employers who respond to the core survey and whose responses indicate experience hiring TANF recipients. ACF is revising the guidance it provided in the TANF preamble to the 1999 Final Rule (64 Fed. TANF Education and Training Resources | CLASP Washington, DC: Urban Institute. To the extent the preamble language differs from this response, this response governs in describing the allowable approaches that jurisdictions may use. Lane, Julia, Kelly S. Mikelson, Patrick T. Sharkey, and Douglas A. Wissoker (2002). Menlo Park, CA: SPR Associates. Hangley, Bill, Jr., and Anais Loizilon (2002). The Structural Link between JTPA and State Welfare Programs in 1997. The sample size of 8,376 is determined by 854,811 x 0.009798. Philadelphia, PA: Public/ Private Ventures. One expert panel member commented that employers often have encountered undiagnosed mental disabilities in TANF recipients who work. States define what counts toward cash resources for purposes of eligibility determinations. However, some states have bucked this trend by creating successful education and training programs in spite of limits imposed by federal [] Still, $100 billion is a considerable amount of money that could infuse around $800 a year into every American household. Several factors and tradeoffs should be taken into account in developing the sampling frame. It should also be possible to make separate estimates for different regions of the country.(27). Coverage is described as comprehensive, but is not 100%. In Finding Jobs: Work and Welfare Reform, edited by Rebecca Blank and David Card. In his MTCES and four-city employer surveys, Holzer used these same establishment-size categories. Annapolis, MD: Maryland Governor's Workforce Investment Board. States receive block grants to design and operate programs that accomplish the purposes of the TANF program. 6781) discusses the importance of daily supervision and explains that: Daily supervision means that a responsible party has daily responsibility for oversight of the individuals participation, not necessarily daily, in-person contact with the participant. Without question, comprehensive surveys and random assignment experiments would be the best way to address the unanswered questions identified earlier in this chapter. 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. In Workforce Intermediaries in the 21st Century, edited by Robert Giloth. If the state does so, it may use the individuals hours reported to the case manager if: If state chooses to rely on a case managers ongoing engagement in conjunction with a standard of satisfactory progress, and the recipient fails to demonstrate satisfactory progress at the end of an instructional period such as a quarter or semester, the state must subsequently make use of a heightened standard of verifying hours of education, e.g., requiring signed attendance sheets with third-party verification. Automatic SNAP Replacement Benefits Approved for Bossier, Caddo and The other important resource includes researchers and other individuals with pertinent expertise, including employers themselves. Do you use the services of a public agency, private company, or community organization that focuses on working with welfare recipients? These deficits, however, can be addressed through education, training, and work experience. Identified respondents from the sampled establishments would be contacted by telephone to complete a survey on their practices for hiring and employing current and former TANF recipients. For unsupervised homework time, it is sufficient to receive a statement from the institution indicating that as a customary matter, the institution expects class preparation time of one or more hours for every hour of scheduled class time for the relevant course of study. [The full Appendix is available in PDF format.]. Pindas, Nancy, and Robin Koralek (2000). Sampling errors occur to the extent that the results would have been different if obtained from a complete enumeration of all cases. One is additional analysis of data from the telephone survey of employers directed by Harry Holzer in the late 1990s. Jobs for the Future (1998). The remaining follow-up interviews would be done by telephone, in most cases with a single respondent. Kogan, Deborah, and Katherine P. Dickinson (1997). To help ensure that work-eligible individuals meet their hourly work requirements, some TANF agencies require individuals to participate more than the average of 20 or 30 hours per week to count in the Federal work participation rate, providing some leeway should a client miss hours due to some unforeseen circumstance or a holiday that is not recognized in the State work verification plan. Employers with different business types (e.g., manufacturing, retail, service, as noted by Standard Industrial, or SIC, codes)? For example, as shown in Exhibit 5.4, there are many important topics and specific questions to cover in such a survey. In addition, each State must maintain its own . The welfare caseload dropped by more than 50 percent between 1994 and 2000. Employment outcomes for TANF recipients are the result of an interaction between labor supply issues the skills and characteristics . They could provide credible estimates of the net impacts of alternative work development approaches, and perhaps even of particular employer practices, on employment, earnings, TANF receipt, income, training and support provided by employers, as well as other outcomes. Many of the important decisions required in designing a survey of employers are related to the interview's content. As discussed in the next chapter, valuable additional analyses could be done on issues covered by the surveys, but not yet addressed analytically by Holzer or others. Employer Intermediaries: A Briefing Paper. The comprehensive and basic telephone surveys described in the preceding two sections would not be long enough to collect detailed information on employer practices. How do recruitment practices differ for employers using TANF-focused intermediaries, other intermediaries, and their own HR departments? Washington, DC: U.S. General Accounting Office. Princeton, NJ: Mathematica Policy Research. Additionally, ten percent of adult recipients were disregarded from work participation because they were single custodial parents with a child less than 12 months old. Exhibit 5.3 Implementation Plan for Comprehensive and Basic Surveys. The focus of the research typically has been employment and public assistance outcomes for TANF recipients and the demand for low-wage and entry-level workers, of which TANF recipients are a segment. Many "job ready" individuals left the TANF rolls during the late 1990s, leaving behind recipients whose barriers kept them from finding and maintaining employment. The Center for Employment Training (CET) was rigorously evaluated in three different random assignment evaluations, although many of the key outcomes associated with its labor market intermediary role notably its interactions with and impacts on employers were not considered.(21). (Posted: 5/15/2014). Q & A: Counting and Verifying Hours of Work Participation "Changing the Culture of the Welfare Office: The Role of Intermediaries in Linking TANF recipients with Jobs." Isbell, Kellie, John W. Trutko, Burt S. Barnow, Demetra S. Nightengale, and Nancy Pindus (1996b). For example: Exhibit 5.2 contrasts the strengths and weaknesses of four possible sample frames: the Longitudinal Employer-Household Dynamics (LEHD) database; InfoUSA; Dun & Bradstreet; and business or trade organization lists. Second, research studies consistently indicate that employers who hire welfare recipients do so primarily to meet their business objectives, not out of a sense of social responsibility. Welfare statistics show that people from this category received a total of $4,414,744 against $567,381 that went to the aged. 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. There is concern that hiring workers who prove unsuccessful ultimately may prove extremely costly. New York, NY: National Bureau for Economic Research. With the help of strong economic conditions during the 1990s, great progress was made toward this goal. U.S. Chamber of Commerce (2001). 299-332. Proposals to replace or reform Princeton, NJ: Mathematica Policy Research. Ahlstrand, Amanda, and Max Armbruster (2001). The basic employer survey plan, which is less expensive than the comprehensive option, is designed to provide estimates for business establishments as a whole. States are required to collect monthly TANF data and report them to HHS quarterly. The sample of labor market intermediaries to be surveyed by telephone would be determined by the employer survey; that is, only those intermediary organizations that are identified by employers would be included in the intermediary survey. When seeking to engage business, it is important for social service agencies and other labor market intermediaries to take this finding into account. The average number of children in closed-case families was 1.8. First, they collected detailed information from intermediaries on (1) the missions of the intermediaries, (2) all types of services they provided to employers, and (3) the types of companies and business sectors they served. Why do employers hire or make an effort to hire TANF recipients (e.g., labor shortage, satisfaction with past hires, social responsibility, labor and community relations)? At the meeting of this project's expert panel, one of the panelists emphasized that it is important to distinguish between different types of employers. However, the impacts of the services, measured using an experimental research design, were negligible (Rangarajan, 2002). Based on these decisions, an appropriate sample size can be determined. U.S. General Accounting Office (2002c). In addition, approximately three weeks after beginning the telephone survey, reminder letters should be sent to all non-respondents. Werner, Alan, Lazar Treschan, Kendra Lodewick, Diane Porcari, Anne Hazlett, and Amy Checkoway (2002). A similar database (produced by Survey Sampling International) was used to develop the MCTES survey sample and the sample used by Holzer in his 1998-99 study of employers. In particular, are the employment outcomes significantly different? As with the secondary interviews with employers, conducting the survey of intermediaries by telephone would reduce costs, but also yield less detailed information. Natural experiments also provide a way to compare the activities and outcomes and, potentially the impacts of different practices and services in an environment that has not been manipulated by researchers. The available research explains reasonably well which types of employers are most likely to hire TANF recipients, the main reasons employers hire or do not hire welfare recipients, and identifies those segments of the TANF population that present the greatest challenges to employers. A Department of Agriculture report from November estimated that 35.7% of SNAP recipients in the 2018 fiscal year were white, 25.1% were Black, 16.7% were Hispanic, 3% were Asian, and 1.5% were . Recent research attention has focused on community organizations such as the Center for Employment and Training (CET) in San Jose, California, and Project QUEST in San Antonio, Texas (McGahey, 2003), and on temporary help firms such as Manpower, Inc. (Autor and Houseman, 2002). This number dropped from 4,040,646 users recorded in 2019, show the welfare statistics by year. Moss, Philip, and Chris Tilly (1995). In other words, all the hours of homework time would be supervised and documented by the case manager. As a result, this is one of the questions that can be answered well. Rademacher, Ida (2002). Philadelphia, PA: Public/Private Ventures. Third, the surveys focused on recruitment and hiring practices, paying much less attention to employer practices following hiring. It would also be possible to compare outcomes for employees who were hired using different recruitment and screening practices.(17). This depends on the persons eligibility as well as on the type of program. Some of these practices, such as scheduling, only involve employers. However, if "successfully" has a comparative meaning for example, if it means with better than average employment outcomes these claims are on shaky ground. Srinath, K.P. 4. Or, if the state determines that a limited period of remedial education would improve the likelihood of success in the vocational educational training, the state may count this participation in remedial education as vocational educational training. So, the answer to this question depends on the program. ASPE's last question What would enable employers to increase and improve their efforts? Ideally, too, the information on inputs and outputs should be sufficiently detailed to support analysis of the reasons particular practices are effective or ineffective.
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