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The SSRC Library allows visitors to access materials related to self-sufficiency programs, practice and research. Visitors can view common search terms, conduct a keyword search or create a custom search using any combination of the filters at the left side of this page. To conduct a keyword search, type a term or combination of terms into the search box below, select whether you want to search the exact phrase or the words in any order, and click on the blue button to the right of the search box to view relevant results.

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The SSRC Library collection is constantly growing and new research is added regularly. We welcome our users to submit a library item to help us grow our collection in response to your needs.


  • Individual Author: Elliot, Mark; Palubinsky, Beth; Tierny, Joseph
    Reference Type: Report
    Year: 1999

    Five programs in the Bridges to Work demonstration have functioned as a labor market exchange--with the main services being job matching and transportation coordination--for job-ready inner-city workers and suburban employment. The logistics of transportation have been simple; the basics of employment have been an ongoing challenge. Sites have struggled with recruitment because of strong economic growth, insufficient credibility, and local employment organizations reluctant to work with Bridges. Revised recruitment includes expansion of original neighborhoods and more creative and flexible approaches to outreach. Since most participants were not job-ready, sites have added job readiness training and support for recent placements to boost retention. Four principles to guide planning and implementation of transportation services are the following: flexible, extensive routes and schedules; punctual, reliable service; quick response to unplanned events and emergencies; and no transportation for other purposes. The Bridges program should include the transportation provider early in...

    Five programs in the Bridges to Work demonstration have functioned as a labor market exchange--with the main services being job matching and transportation coordination--for job-ready inner-city workers and suburban employment. The logistics of transportation have been simple; the basics of employment have been an ongoing challenge. Sites have struggled with recruitment because of strong economic growth, insufficient credibility, and local employment organizations reluctant to work with Bridges. Revised recruitment includes expansion of original neighborhoods and more creative and flexible approaches to outreach. Since most participants were not job-ready, sites have added job readiness training and support for recent placements to boost retention. Four principles to guide planning and implementation of transportation services are the following: flexible, extensive routes and schedules; punctual, reliable service; quick response to unplanned events and emergencies; and no transportation for other purposes. The Bridges program should include the transportation provider early in the program planning process, select one with the capacity and vehicles that best fit the program, select firms whose main business is transportation, and avoid changing providers. Bridges' experience shows transportation alone will not connect applicants and jobs. Intensive recruitment, job preparation, and retention services make more effective programs. (author abstract)

  • Individual Author: Berlin, Lisa J.; Kisker, Ellen Eliason; Love, John M.; Raikes, Helen; Boller, Kimberly ; Paulsell, Diane; Rosenberg, Linda; Coolahan, Kathleen
    Reference Type: Report
    Year: 1999

    This volume and its companion volumes are the first of two reports designed to share the experiences of the 17 Early Head Start research programs with others. The first report focuses on the programs early in their implementation (fall 1997), approximately two years after they were funded and one year after they began serving families. Volume I examines the characteristics and experiences of the 17 research programs from a cross-site perspective, focusing on the similarities and differences among the programs in fall 1997. Volume III analyzes the levels of program implementation achieved by the programs across program areas in fall 1997. Following a brief description of Early Head Start and the national evaluation, this volume presents in-depth profiles of each of the research programs in fall 1997. (Edited author introduction)

     

    This volume and its companion volumes are the first of two reports designed to share the experiences of the 17 Early Head Start research programs with others. The first report focuses on the programs early in their implementation (fall 1997), approximately two years after they were funded and one year after they began serving families. Volume I examines the characteristics and experiences of the 17 research programs from a cross-site perspective, focusing on the similarities and differences among the programs in fall 1997. Volume III analyzes the levels of program implementation achieved by the programs across program areas in fall 1997. Following a brief description of Early Head Start and the national evaluation, this volume presents in-depth profiles of each of the research programs in fall 1997. (Edited author introduction)

     

  • Individual Author: Fitzgerald, Joan
    Reference Type: Report
    Year: 2000

    This paper addresses the role community colleges can play in moving the working poor toward economic independence. Since Temporary Assistance to Needy Families (TANF) was enacted in 1996, there have been many new job openings in the country. But, employment and earnings prospects for job seekers leaving the welfare system are dismal. TANF clients are filling jobs in the service sector that pay near-minimum wage. In 1963, 35% of the labor force worked in low-paying jobs, but by 1998 that figure had risen to 63%. Community college vocational programs are uniquely poised to provide the training needed for low-wage workers to advance into better-paying jobs. The author examines the programs offered at three community colleges, each of which illustrates innovation in focusing on career ladders or wage progression. The schools are Shoreline Community College, Washington; South Seattle Community College, Washington; and Community College of Denver, Colorado. Three programs were established at Shoreline using funds from the Department of Social and Health Services. South Seattle uses...

    This paper addresses the role community colleges can play in moving the working poor toward economic independence. Since Temporary Assistance to Needy Families (TANF) was enacted in 1996, there have been many new job openings in the country. But, employment and earnings prospects for job seekers leaving the welfare system are dismal. TANF clients are filling jobs in the service sector that pay near-minimum wage. In 1963, 35% of the labor force worked in low-paying jobs, but by 1998 that figure had risen to 63%. Community college vocational programs are uniquely poised to provide the training needed for low-wage workers to advance into better-paying jobs. The author examines the programs offered at three community colleges, each of which illustrates innovation in focusing on career ladders or wage progression. The schools are Shoreline Community College, Washington; South Seattle Community College, Washington; and Community College of Denver, Colorado. Three programs were established at Shoreline using funds from the Department of Social and Health Services. South Seattle uses modules as a way to divide a longer course or program into manageable segments with job advancement connected to each of them. And Denver's Essential Skills program accents the importance of relationships in the process of learning. (Contains 32 references.) (Eric.gov-NB)

  • Individual Author: Relave, Nanette
    Reference Type: Report
    Year: 2000

    This document examines policy and program issues related to promoting employment retention among recipients of Temporary Assistance for Needy Families (TANF) who have moved from welfare into employment. The document begins with background information about the work requirements and time limits affecting TANF recipients. The second section discusses the following program and policy issues: (1) the importance of retention services in the context of welfare reform; (2) individuals who should be targeted for retention services; (3) strategies promoting steady employment (pre-employment services, job placement that focuses on good jobs, support services, work supplements and work incentives, post-employment services); (4) when retention services are required; (5) how retention services should be delivered; (6) available funding for retention services; and (7) ways agencies can engage employers in retention services. The third section presents a brief overview of the findings of research on the effectiveness of various strategies for promoting employment retention among welfare...

    This document examines policy and program issues related to promoting employment retention among recipients of Temporary Assistance for Needy Families (TANF) who have moved from welfare into employment. The document begins with background information about the work requirements and time limits affecting TANF recipients. The second section discusses the following program and policy issues: (1) the importance of retention services in the context of welfare reform; (2) individuals who should be targeted for retention services; (3) strategies promoting steady employment (pre-employment services, job placement that focuses on good jobs, support services, work supplements and work incentives, post-employment services); (4) when retention services are required; (5) how retention services should be delivered; (6) available funding for retention services; and (7) ways agencies can engage employers in retention services. The third section presents a brief overview of the findings of research on the effectiveness of various strategies for promoting employment retention among welfare recipients and low-wage workers. The document's final section describes successful strategies and programs that have been implemented in the following areas: Denver, Colorado; Florida; Massachusetts; Bergen County, New Jersey; Rhode Island; and New York City. The bibliography lists the 8 resource Web sites and 14 publications. (author abstract)

  • Individual Author: Gibson, Cynthia M.
    Reference Type: Report
    Year: 2000

    The Jobs Initiative, an eight-year demonstration, helps low-income residents find jobs that pay family-supporting wages in Denver, Milwaukee, New Orleans, Philadelphia, St. Louis, and Seattle. "Entrepreneurial intermediaries," ranging from a private foundation to a city agency, manage six sites that take a dramatically different, long-term approach emphasizing comprehensive strategies that fuel community-based work force development. They have a dual customer focus, meeting needs of supply (workers) and demand (employer) sides; identify and secure entry-level jobs offering low-income people livable wages, benefits, and opportunities for wage and career advancement; build on job-seekers' strengths and respect their talent, dignity, and self reliance, while providing support services; increase dialogue, communication, and understanding among stakeholders; provide community-based organizations with sustained support and technical assistance; stress outcomes-based management; and suggest and provoke broader systemic change leading to more effective jobs and work force development...

    The Jobs Initiative, an eight-year demonstration, helps low-income residents find jobs that pay family-supporting wages in Denver, Milwaukee, New Orleans, Philadelphia, St. Louis, and Seattle. "Entrepreneurial intermediaries," ranging from a private foundation to a city agency, manage six sites that take a dramatically different, long-term approach emphasizing comprehensive strategies that fuel community-based work force development. They have a dual customer focus, meeting needs of supply (workers) and demand (employer) sides; identify and secure entry-level jobs offering low-income people livable wages, benefits, and opportunities for wage and career advancement; build on job-seekers' strengths and respect their talent, dignity, and self reliance, while providing support services; increase dialogue, communication, and understanding among stakeholders; provide community-based organizations with sustained support and technical assistance; stress outcomes-based management; and suggest and provoke broader systemic change leading to more effective jobs and work force development programs and policies. Site results indicate that individuals placed in jobs had experienced significant hourly wage and earnings increases; more than twice as many had medical benefits; and more than half had been employed 12 months. Requirements for meeting workplace demands are employer engagement; employee retention and advancement; collaboration; and building organizational capacity. (author abstract)

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