Successful Work-Based Learning Strategies for Preparing Young Workers

Still Bridging the Opportunity Divide for Low-Income Youth: Year Up’s Longer-Term Impacts
This report presents further evidence on the impacts of Year Up, a national training program for young adults aged 18–24. It extends an earlier analysis to cover a five-year follow-up period and provides a cost-benefit analysis. The study covers three categories of services: work-based learning during the initial training phase, six-month internships at local employers, and intensive post-program employment services. Impacts on earnings were significant and demonstrated an increase of about $2,000 per quarter that extended to the five-year follow-up period.

Connecting Opportunity Youth and Employers Through Work-Based Learning
YouthBuild (YB) USA demonstrates that WBL is essential for opportunity youth to help them build the skills and mindsets that lead to lifelong learning and leadership. This resource illuminates the best practices learned from YB sites that participated in the High-Demand Career Pathways Program. The researchers define WBL elements, opportunity youth, 21st-century skills, common standards, and the skills’ role in the YB model; describe the WBL elements, promising practices, and the benefits realized from the youths’ WBL experiences; and make recommendations on establishing effective WBL opportunities.

Engaging Employers to Connect Young Adults to Good Fit Employment
The Generation Work (GW) initiative explores ways to connect young people, especially those of color, with the knowledge, experience, and relationships needed for a living wage. This report details the survey responses from workforce development professionals in three GW communities. Designed to learn about the types of conversations between WDPs and businesses, the survey objectives looked at their interests in having more learning-focused conversations, contextual factors that shaped conversations with employers, and strategies and resources needed to support and build capacity. Findings indicate that learning-focused conversations are mutually beneficial, but that the majority of “job-fit” assessment opportunities ask only about basic information (e.g., job opening, starting wages, schedule). Recommendations for workforce service providers include delivering race equity and inclusion training of new workforce professionals and encouraging more learning-focused engagement with employers.

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• Posted by: Katie Mehle
• Posted in: Workforce System Strategies