CEO Library

Job Corps, a program administered by the U.S. Department of Labor’s (DOL) Employment and Training Administration (ETA), is the nation’s largest and most comprehensive residential education and job training program for at-risk youth. Originally established by the Economic Opportunity Act of 1964, the program currently operates under the provisions of the Workforce Innovation and Opportunity Act (WIOA), which was enacted in 2014. Studies of Job Corps have found promising results especially for older youth (Schochet et al. 2001).

As economic conditions change and the research literature evolves, there is a need to assess current best practices for serving today’s youth and consider how they could inform the Job Corps program.

The report examines the employer-based voluntary retirement system and explores a variety of potential changes through a three-part analysis:

This study includes a systematic review of existing evidence on the intersection of the opioid epidemic and workers’ compensation programs administered by public and private payers. The study will analyze existing evidence and identify innovative interventions and initiatives that may be relevant to the Federal Employees’ Compensation Act (FECA) client/customer population, and will develop research and evaluation design options for generating new evidence in the field.

In 2018, the Chief Evaluation Office (CEO) funded Mathematica Policy Research to conduct Data on Earnings: A Review of Resources for Research under the Administrative Data Research and Analysis portfolio of studies. This secondary data review describes data sources on wages and earnings that may be used by researchers who wish to incorporate reports of earned income in their analyses but original data collection is not feasible.

The U.S. Department of Labor (DOL) has contracted with IMPAQ International and ideas to learn about the customer experience in American Job Centers (AJCs), and to identify ways to improve that experience. Developing an understanding about how job seekers and employer customers perceive their AJC experience, and then maximizing what makes a positive experience, should lead to improved outcomes in employment and other areas. As part of this exploratory study, the research team conducted a literature scan in fall 2015 on related key topics.

The state-Federal system of Unemployment Insurance (UI) programs has existed for 80 years. The programs in the states are financed by employer payroll taxes paid into state trust fund accounts maintained at the U.S. Treasury. These accounts are the source for benefit payments made to eligible unemployed workers.

As investors increasingly consider environmental, social, and governance (ESG) factors when selecting and managing investments, questions about ESG’s relevance to retirement investing have grown commensurately. With this growth comes greater interest to understand if and to what extent ESG investing might affect American workers' retirement prospects.

To better understand the efficiency and practicality of the State Exchange on Employment and Disability (SEED) initiative, the U.S. Department of Labor's (DOL) Chief Evaluation Office (CEO), in collaboration with the Office of Disability Employment Policy (ODEP), conducted a formative evaluation.

Researchers conducted a scan of the implementation science literature. Implementation science is the scientific study of methods that encourage the systematic integration of evidenced-based practices and research knowledge into policy and practice (Eccles & Mittman, 2006).

Worker moral hazard has been shown in some empirical studies to influence workers’ compensation insurance claims patterns. According to moral hazard theory, temporary help services workers would be expected to file a greater number of spurious claims than traditional, directly-hired employees as a result of greater safety information asymmetry between staffing agencies and the temporary help services workers they place in third party workplaces than between employers and their directly-hired employees.

The brief focuses on several potentially promising practices identified under the First Responder Workforce Diversity Study that local agencies implement, and which can be implemented with little or no expense beyond agencies’ regular budgets. The practices fall into four major categories: cultivating a culture of diversity, redirecting resources toward a targeted approach, ensuring fairness and equality in the hiring process, and reaching a diverse pipeline through community partnerships.

First responder fields—including law enforcement, firefighting, and emergency management services (EMS)—serve a crucial role in the safety and well-being of communities around the country. Public citizens and officials have placed a renewed focus on improving agencies’ relations with their local communities by ensuring that first responders reflect the populations they serve.

The profile is one of five available for the first responder departments and training providers that were selected for the First Responder Workforce Diversity Study, based on both the extent to which their first responder workforce is representative of the local population, and their use of practices that align with the human resources literature as being effective for developing a diverse workforce.

The profile is one of five available for the first responder departments and training providers that were selected for the First Responder Workforce Diversity Study, based on both the extent to which their first responder workforce is representative of the local population, and their use of practices that align with the human resources literature as being effective for developing a diverse workforce. The Bay Area Youth EMT (BAY EMT) program was selected to participate in the study because of its unique approach to increasing diversity as a third-party training provider.

The profile is one of five available for the first responder departments and training providers that were selected for the First Responder Workforce Diversity Study, based on both the extent to which their first responder workforce is representative of the local population, and their use of practices that align with the human resources literature as being effective for developing a diverse workforce. Camp Fully Involved (CFI) was selected as a study site based on its unique practices to increase diversity in the firefighting field, with a particular focus on women.

The profile is one of five available for the first responder departments and training providers that were selected for the First Responder Workforce Diversity Study, based on both the extent to which their first responder workforce is representative of the local population, and their use of practices that align with the human resources literature as being effective for developing a diverse workforce.

The profile is one of five available for the first responder departments and training providers that were selected for the First Responder Workforce Diversity Study, based on both the extent to which their first responder workforce is representative of the local population, and their use of practices that align with the human resources literature as being effective for developing a diverse workforce. The San Francisco Fire Department (SFFD) was selected to participate in the study due to its notable diversity statistics after managing a near decade-long consent decree.

Labor force participation and the characteristics of older American workers (aged 55 and over) have changed a great deal since the mid-1930s, reflecting changes in the broader labor force. No longer are men the sole supporters of their families, working in jobs that require physical labor and expecting to fully retire by age 65. During and after World War II, women surged into the labor force. Health and life expectancy have increased, especially for more educated workers.

As the Baby Boomer generation moves toward retirement age, a chief concern facing U.S. policymakers is how to accommodate this demographic shift. For the U.S. Department of Labor (DOL) and other agencies, the workforce dynamics of older workers is of particular concern.

Retirement patterns have changed substantially in the United States in the last 30 years. During the period from 1900 to 1980, there was a continuous decline in the labor force participation of older individuals. However, this trend has reversed since the 1980s. Americans are now retiring later and expect to continue doing so. Recent research suggests a number of significant changes that have increased the labor force participation of older workers. These include the following:

The Homeless Veterans Reintegration Program (HVRP) is intended to provide services to assist in reintegrating homeless veterans into meaningful employment. In May 2014, U.S. Department of Labor's (DOL) Chief Evaluation Office (CEO) contracted with Avar Consulting, Inc. to conduct a formative evaluation of the HVRP program.

The report details a study that uses the introductions of California’s Paid Family Care Leave Act (CA-FLI) and New Jersey’s Family Leave Insurance (NJ-FLI) to examine the effects of paid-leave laws on labor market outcomes for individuals who are likely to provide care to an elderly parent. A 2012 survey of employees in the United States showed that work leaves related to the health of a family member (parent, spouse, or child) were almost as common as leaves related to caring for a newborn child (Klerman, Daley, and Pozniak, 2014).

The paper examines changes in patterns of work, poverty, and the relationship between work and poverty between 2005 and 2013. It also explores the implications of heterogeneous work-poverty dynamics for the distribution of poverty risk across race and sex groups. The researchers' analyses address three specific objectives. First, they track changes in work and poverty status among householders during the 2005 to 2013 period.

The structure and organization of work are continually changing. Changes may be cyclical, reflecting economic and social conditions, including business cycles and labor market structures. Other changes, often resulting from new technologies, may be unidirectional. Whether or not the changes are temporary or permanent, employment arrangements affect worker exposures to workplace hazards and their ability to address them.

Stagnant wages, growing inequality, and the deterioration of job quality are among the most important challenges facing the U.S. economy today. Although domestic outsourcing – firms’ use of contractors, franchises, and independent contractors – is a potentially important mechanism through which companies reduce compensation and shift economic risk to workers, surprisingly little is known about the extent of this practice and its implications for wages and working conditions.