Workforce Training for Older Workers:Toward a Better Understanding of Older Worker Needs A fter the Great Recession

Abstract

Facing the aging workforce but older workers’ vulnerability in the labor market, this paper empirically explores factors and policy implications to enhance older workers’ employment propensity, measured by the entered employment rates (EER), after exiting the national workforce program. After reviewing older workers' attributes and the unique methods to train them, the paper examines effects of program attributes and local labor market cyclical changes on older workers’ EER, controlling for individual workers’ demographic and socioeconomic characteristics. The paper relies on three types of empirical models including simple logistic regression, mixed-effects regression, and multilevel mixed-effects logistic regression models for robust estimates. The models are conducted separately among older dislocated workers and among older adults. Longitudinal 2013-2015 Workforce Investment Act Standardized Record Data (WIASRD) and Bureau of Labor Statistics unemployment data are used. Some WIOA training and related service combinations are identified to contribute to older adults and older dislocated workers’ EER and to inform strategic decision-making about future allocations of funds and policy efforts to serve older workers. For example, on the job training greatly enhances both older dislocated workers’ and older adults’ EER. While skill upgrading training and supportive services only enhance older dislocated workers’ EER, participating in mechanical, transportation, and military skill trainings only enhances older adults’ EER. While older adults’ EER are affected by local economic downturns, it is not the case for older dislocated workers. The study concludes with policy implications and future study directions.