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Background: Today, America s workforce is undergoing an unprecedented series of changes. While technology is rapidly reshaping the face of our economy, and business struggles to compete in an increasingly global market, a large segment of America s population, the Baby Boom Generation, is aging rapidly. Simultaneous advances in technology and demographic changes are having effects that will continue to reshape our economy well into the 21st century. Many people are familiar with facts about technology, computers and downsizing; however, relatively few know that the number of workers age 45 and over will have increased by nearly 17 million between 1994 and 2005. Ms. Imel's article, published by Ohio State University's Center on Education and Training for Employment, was commissioned by the Office of Educational Research and Improvement at the U. S. Department of Education. It summarizes a number of studies and articles that bear directly on the economic and demographic changes that society is experiencing. Findings: Many critical findings relative to older workers are found in the article. To highlight a few: a.) The number of individuals aged 55 and over in the work force is continuing to grow. b.) Since 1984, both the full- and part-time work of "retired" men younger than age 65 has increased markedly. c.) Proportionately more older workers were laid off as a result of the downsizing activities that took place from 1986 through 1991. d.) Attitudes and beliefs about older workers are ambivalent; that is, they are viewed as having both positive and negative attributes. e.) Compared to younger peers, older supervisors are more negative in their beliefs about older workers. f.) Managers almost always underestimate the productivity of older workers. g.) Much of the available data is unreliable. h.) Much of the research on aging and work performance has not included a detailed analysis of contextual factors, such as opportunities for retraining, that would provide a link between individual changes and work performance. i.) No basis exists for the stereotypes surrounding the ability of older workers to learn new skills. j.) Older workers are not treated comparably to younger workers in gaining access to training. k.) Ageism is a serious issue in the workplace, denying older workers equal opportunity and equitable treatment. l.) Older workers have served as scapegoats for corporate cost containment, with companies using existing prejudices and stereotypes to justify decisions regarding layoffs and access to training. Actions Required: a.) Sponsors should disseminate information from the article about older workers, and initiate dialogues with employers to educate them about their findings, and b.) Sponsors should promote efforts to educate employers and the general public about the benefits of hiring, retraining and retaining mature workers. Inquiries: Questions should be directed to your Federal Representative at (202) 219-5904.

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Background: In order to ensure that the maximum number of eligible individuals have an opportunity to participate in community service assignments, the grantee or sub- grantee shall employ reasonable means to place each enrollee into unsubsidized employment. To encourage the placement of enrollees into unsubsidized jobs, the Department has established a goal of placing at least 20 percent of the project's annual authorized positions into unsubsidized employment. Whenever this goal is not achieved, the grantee must develop and submit a plan of action for addressing the shortfall. In addition, the Employment and Training Administration's overall placement goal for SCSEP enrollees is at least 25 percent, and the number of enrollees served should exceed the number of positions funded by 40 percent. Congressional interest in the unsubsidized placement aspect of the SCSEP continues to emphasize the importance of effective transition for program participants. Rates of Transition: For the program year that ended June 30, 1997, the following SCSEP sponsors met or exceeded their placement goal: SPONSOR/RATE: Idaho Office on Aging 67.2 Wyoming Commission on Aging 56.9 Vermont Associates for Training and Development, Inc. 48.2 American Association of Retired Persons Foundation 38.9 Utah Division of Aging and Adult Services 36.9 Virginia Governor's Employment and Training Dept. 36.1 New Mexico State Agency on Aging 29.9 Nevada Division for Aging Services 29.3 California Department of Aging 28.2 Green Thumb, Inc. 27.9 Asociacion Nacional Pro Personas Mayores 27.4 Connecticut Department on Aging 27.3 National Urban League, Inc 27.0 Illinois Department on Aging 26.8 New York Office for the Aging 26.2 Ohio Department on Aging 26.0 National Senior Citizens Education & Research Center, Inc. 25.5 Colorado Department of Human Services 25.2 Wisconsin Department of Health and Family Services 24.7 North Dakota Job Service 24.3 Tennessee Commission on Aging 24.0 National Council on the Aging 23.9 National Caucus & Center on Black Aged, Inc. 23.3 Oregon Senior and Disabled Services 22.9 Delaware Department of Health & Social Services 22.4 Pennsylvania Department of Aging 22.0 Kansas Department of Human Resources 21.9 Texas Workforce Commission 21.6 District of Columbia Department of Employment Services 21.4 Minnesota Department of Jobs and Training 21.2 West Virginia Commission on Aging 21.0 Arkansas Department of Human Services 20.9 Indiana Family and Social Services Administration 20.7 Puerto Rico Department of Social Services 20.6 Maine Department of Human Services 20.3 Hawaii Department of Labor & Industrial Relations 20.2 Oklahoma Office of the Governor 20.1 TOTALS: Program Placement Rate 26.1 Percentage Served (140% Goal) 163.9 The Department of Labor wishes to commend the fine efforts of those sponsors which have met or exceeded the 20 percent goal. It also recognizes that some sponsors that failed to reach the goal in PY 1996 have achieved it in previous years. Sponsors are encouraged to continue their efforts to meet or exceed their unsubsidized placement goal as identified in the grant agreement. It is also noteworthy that, as a group, the SCSEP sponsors exceeded the program performance goals set forth in Older Worker Bulletin 97-2; namely, the achievement of at least a 25 percent placement rate and a service rate of at least 140 percent. Action Required: Sponsors that did not achieve the placement rate of 20 percent must submit a plan of action for addressing the shortfall with their 1998 grant application. Inquiries: Questions should be directed to your Federal Representative at (202) 219-5904.

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