Students who have dropped out of high school--and those at risk of doing so--are at greater risk of lifelong poverty, involvement with the criminal justice system, dependence on government welfare programs, and even premature death. In the last few years, however, the problems at high schools have compounded, as pandemic-era school closures led to…

The purpose of this memorandum is to affirm that funds available under the Carl D. Perkins Career and Technical Education Act of 2006, as amended by the Strengthening Career and Technical Education for the 21st Century Act (Perkins V), may be used to develop, improve, and support Registered Apprenticeship (RA) programs that are part of the…

The Office of Workforce Development (OWD) in New Orleans, Louisiana, with a grant from the U.S. Department of Labor, implemented Career Pathways, an innovative program designed to increase the local talent pool and help lower-skilled, unemployed, and underemployed individuals train for work in growing fields. RAND Corporation researchers evaluated…

The growing cost of college is one of the most significant barriers to completion. However, research shows that frequent, intensive advising, combined with financial and other support, can make a tremendous difference in helping students complete. For two years, TICAS has worked with a group of rigorously evaluated organizations across the country…

Despite the growing popularity of apprenticeships, pre-apprenticeships, and in-school youth apprenticeships in the United States, young adults who lack the credentials and connections to seamlessly enter postsecondary pathways remain overlooked. Young-adult-serving agencies and community-based organizations (CBOs) are underutilized key actors in…

These appendices accompany the full report that summarizes the implementation and evaluation of the Accelerating Connections to Employment (ACE) program. The ACE program model is designed to improve employment and employment-related outcomes for low-skilled workers through formal partnerships between Workforce Investment Boards (WIBs) and…

WorkAdvance is a sectoral workforce development program designed to meet the needs of workers and employers alike. For unemployed and low-wage working adults, the program provides skills training in targeted sectors that have good-quality job openings with room for advancement within established career pathways. For employers in those sectors,…

This article describes the creation and implementation of a faculty interest group for historically underrepresented faculty at a large, urban community college in the Northeast. Faculty interest groups provide opportunities for faculty across disciplines to meet to explore common interests and share concerns and best practices. The faculty…

The "Carl D. Perkins Career and Technical Education Act of 2006 (Perkins IV): was intended to raise the academic and technical rigor of secondary and postsecondary CTE instruction in order to prepare students for entry into high-skill, high-wage, or high-demand occupations. Under "Perkins IV," CTE generally means a sequence of…

Reform advocates and policymakers concerned about the quality and distribution of teachers support proposals of alternative compensation for teachers in hard-to-hire subject areas, hard-to-staff schools, and with special knowledge and skills. The successful implementation of such proposals depends in large part on teacher attitudes. The current…

Merit pay programs for educators--sometimes referred to a "pay for performance"--attempt to tie a teacher's compensation to his/her performance in the classroom. While the idea of merit pay for classroom teachers has been around for several decades, only now is it starting to be implemented in a growing number of districts around the…

The first section of this monograph outlines the North Carolina career development plan for teachers. The plan consists of five levels of differentiation: (1) Initial Level; (2) Provisional Level; (3) Career Status I; (4) Career Status II; and (5) Career Status III. Differential pay is provided from state funds for each of these five levels. A…

The author presents a sampling of organizations that have some kind of formal, alternative career path for their nonmanagement employees. It is shown that the rules, conditions, and reasons for implementing parallel systems vary extensively. (CT)

Discusses what the compensation manager at a diverse college or university can do with scant resources to meet the varied compensation needs of the institution. Offers as an example the University of Florida system, which has a flexible policy that incorporates new concepts into training programs and offers new options in consultations. (MSE)

In Nevada, equity projects funded through the Carl D. Perkins Vocational and Applied Technology Act and administered by the Nevada Department of Education provide program improvement, occupational preparation, training, resources, and activities designed to address the needs of all students. Although the emphasis has been on females, in particular…