United States Government Accountability Office

GAO Report to the Committee on Health, 

Education, Labor, and Pensions, U.S. 

Senate 

EMPLOYMENT AND 

TRAINING 

Most One-Stop Career 

Centers Are Taking 

Multiple Actions to 

Link Employers and 

Older Workers 

April 2008 

 

GAO-08-548 
Contents 

Letter 1

Appendix I Briefing Slides 4 

Appendix II Comments from the Department of Labor 35 

Abbreviations 

SCSEP Senior Community Service Employment Program 

WIA Workforce Investment Act 

WIB Workforce Investment Board 

This is a work of the U.S. government and is not subject to copyright protection in the 

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Page i GAO-08-548 Employment and Training
United States Government Accountability Office

Washington, DC 20548 

 

April 21, 2008

The Honorable Edward M. Kennedy 

Chairman 

The Honorable Michael B. Enzi 

Ranking Member 

Committee on Health, Education, Labor, and Pensions 

United States Senate 

The Honorable Patty Murray 

Chair 

Subcommittee on Employment and Workplace Safety 

Committee on Health, Education, Labor, and Pensions 

United States Senate 

The share of older persons in the U.S. population age 55 and older is 

projected to increase to 30 percent by 2025 and continue to grow through 

2050. At the same time, more older persons are expected to continue 

working than in the past and, in doing so, may need employment and 

training services as they make transitions to different jobs and work 

arrangements. Several factors will contribute to this phenomenon. The 

number of older Americans and their proportion of the total population 

are increasing and are expected to continue to increase. Fewer of these 

older Americans are expected to have the traditional retirements of 

previous generations and many will continue working for financial or 

other reasons. At the same time, labor force growth is expected to slow 

and employers will be faced with a relatively smaller and younger 

available workforce. As a result, some businesses will need to retain 

existing older workers or attract additional older workers to meet their 

workforce needs. The Department of Labor (Labor) has identified onestop career centers (one-stops) as a means to link older workers with 

employers through employment and training services. To address the role 

of one-stops in serving older workers, we examined: (1) Labor’s actions to 

help one-stops link employers and older workers and (2) one-stops’ 

actions to help employers hire and retain older workers. 

On January 22, 2008, we briefed interested staff on the results of our 

analysis. This report formally conveys information provided during that 

briefing. In summary, we reported the following findings: 

• Labor has proposed action steps that one-stops may take to link employers 

and older workers and has ongoing efforts to promote employment for 

Page 1 GAO-08-548 Employment and Training
older workers to a wider audience. While Labor knows little about the 

results of these efforts, planned evaluations may provide some information 

on the impact of WIA services on older workers. 

• Based on our survey results, we estimate that most one-stops took 

multiple actions to link employers and older workers. One-stop officials 

identified some actions as most effective, such as training staff to assist 

older workers, and often used multifaceted approaches. Several factors—

for example, the local economy and how workers’ skills match with 

employers needs—might affect what actions one-stops take to serve older 

workers. One factor, the performance measure tracking participants’ 

earnings, may create disincentives for serving older workers who are more 

likely to work part-time, which provides lower wages. We have previously

recommended that Labor assess the potential for such disincentives, and

we continue to believe that doing so would be worthwhile. 

To examine these issues, we conducted Web-based surveys of one-stops 

and their local Workforce Investment Boards (WIB), which allowed us to 

make estimates to the entire population of one-stops.1

 We also interviewed 

one-stop and WIB officials, Labor officials, and persons from other 

organizations knowledgeable about older workers and workforce 

programs. When using the term “older workers,” we are generally referring 

to persons age 55 and older who were employed or seeking employment. 

In our review we considered how all older workers are served, but in 

reporting survey results we did not include the Senior Community Service 

Employment Program (SCSEP) when we could distinguish it from other 

programs. Although SCSEP’s efforts are directed exclusively toward older 

persons, because of stringent income requirements and other 

requirements, the program serves a very small percentage of older 

workers.2

 We conducted this performance audit from May 2007 to January 

2008, in accordance with generally accepted government auditing 

standards. Those standards require that we plan and perform the audit to

obtain sufficient, appropriate evidence to provide a reasonable basis for 

our findings and conclusions based on our audit objectives. We believe 

 1

 We conducted a stratified random probability sample of 334 comprehensive one-stops of 

1,684 one-stops, and 311 of their corresponding WIBs. We received 245 (73 percent) onestop survey responses and 256 (82 percent) corresponding WIB survey responses. 

2

 For further information on SCSEP, see the testimony: GAO, Senior Community Service

Employment Program: Labor Has Made Progress Implementing Older Americans Act 

Amendments of 2000, but Challenges Remain, GAO-06-549T (Washington, D.C.: Apr. 6,

2006). 

Page 2 GAO-08-548 Employment and Training
that the evidence obtained provides a reasonable basis for our findings 

and conclusions based on our audit objectives. 

We provided a draft of this report to Labor for review and comment. 

Labor indicated that the report was positive about actions one-stops are 

taking to serve and train older workers and Labor stated it found the 

information we collected to be helpful. Regarding the average earnings 

performance measure, Labor noted that its initial analysis shows that older 

workers have higher earnings than other workers. We clarified our 

statements in the report regarding older workers and average earnings to 

indicate that older workers are more likely to work part-time and that 

wages from part-time work are lower than wages from full-time work. 

Labor indicated that it intends to continue to explore issues surrounding 

performance. Labor’s entire comments are reproduced in appendix II. 

We are sending copies of this report to relevant congressional committees 

and other interested parties and will make copies available to others upon 

request. In addition, this report will be available at no charge on GAO’s 

Web site at http://www.gao.gov. 

If you or your staff have any questions about this report, please contact me 

at (202) 512–7215 or ScottG@gao.gov. Contact points for our Offices of 

Congressional Relations and Public Affairs may be found on the last page 

of this report. Patrick di Battista (Assistant Director), Daniel S. Meyer 

(Analyst-in-Charge), Jessica A. Botsford, Susannah L. Compton, Catherine 

V. Croake, Sharon L. Hermes, Gloria Hernandezsaunders, Kevin L. 

Jackson, Stuart M. Kaufman, Kevin M. Kumanga, Lisa B. Mirel, and 

Rachael C. Valliere also made significant contributions to this report. 

George A. Scott 

Director, Education, Workforce, 

 and Income Security Issues 

Page 3 GAO-08-548 Employment and Training
Appendix I: Briefing Slides 

Page 4 GAO-08-548 Employment and Training

Appendix I: Briefing Slides 

1

Employment and Training: Most One-Stop 

Career Centers Are Taking Multiple Actions to 

Link Employers and Older Workers 

Briefing to Congressional Staff

January 2008
Appendix I: Briefing Slides 

Page 5 GAO-08-548 Employment and Training

2

Overview

• Introduction

• Research Questions

• Scope and Methodology

• Summary of Key Findings

• Background

• Findings

• Concluding Observations
Appendix I: Briefing Slides 

Page 6 GAO-08-548 Employment and Training

3

Introduction

• The share of older persons in the U.S. population is projected to increase to 30

percent by 2025 and continue to grow through 2050. At the same time, more older

Americans are expected to continue working and many will likely make transitions to

different jobs and work arrangements, increasing their need for employment and 

training services.

• Older Americans may need to continue to work beyond when they otherwise 

might have retired, in order to ensure a more secure financial future.

• Employers, facing slower growth in the available workforce, may need to retain 

or attract older workers. Older workers are generally defined as those persons 

age 55 and older who are employed or seeking employment.

• The U.S. Department of Labor (Labor) has identified one-stop career centers, required by the Workforce Investment Act (WIA), as a means to link older

workers with employers through employment and training services.
Appendix I: Briefing Slides 

Page 7 GAO-08-548 Employment and Training

4

Research Objectives

• To address the role of one-stops in serving older workers, we 

examined

• Labor’s actions to help one-stops link employers and 

older workers and

• one-stops’ actions to help employers hire and retain older

workers.
Appendix I: Briefing Slides 

Page 8 GAO-08-548 Employment and Training

5

Scope and Methodology

•We interviewed Labor officials and reviewed Labor documents related to one-stops and older 

workers.

•We conducted two Web-based surveys using a stratified random probability sample of 334 onestops out of 1,684 one-stops and 311 of their corresponding local Workforce Investment Boards

(WIB).

1 We received survey responses for 245 (73 percent) of the one-stop centers, and 256 (82 

percent) of the WIBs. All percentage estimates presented from the surveys have margins of

error within plus or minus 8 percentage points, unless otherwise noted.

•We interviewed officials from 11 one-stops. We selected these one-stops based on our 

review of survey responses regarding the most effective practice they used in serving

older workers. These one-stops were located in the following states: California,

Colorado, Illinois, Michigan, Minnesota, New York, South Carolina, Tennessee, Texas,

and West Virginia.

•We used Census data to estimate the number of older workers residing in the areas served by

the one-stops.

1 Some local WIBs oversee multiple one-stops.
Appendix I: Briefing Slides 

Page 9 GAO-08-548 Employment and Training

6

Summary of Key Findings

• Labor has proposed action steps that one-stops may take to link

employers and older workers and has ongoing efforts to promote 

employment for older workers to a wider audience. While Labor

knows little about the results of these efforts, planned evaluations

may provide some information about the impact of WIA services on

older workers.

• Based on our survey results, we estimate that most one-stops took

multiple actions to link employers and older workers. One-stop 

officials identified some actions as most effective, such as training 

staff to assist older workers, and often used multifaceted

approaches. Several factors, for example, the local economy, might affect what actions one-stops take to serve older workers. One factor, performance measures, may create disincentives for

serving older workers.
Appendix I: Briefing Slides 

Page 10 GAO-08-548 Employment and Training

7

One-Stops and One-Stop Programs

• WIA requires states and localities to provide the employment 

and training services of 16 federally funded programs through 

the one-stop career center system. 

Background
Appendix I: Briefing Slides 

Page 11 GAO-08-548 Employment and Training

8

One-Stop Programs

Descriptions of selected programs and listing of other programs.

Veterans’ Employment and Training programs, Unemployment Insurance, Job Corps,

Employment and Training for Migrant and Seasonal Farm Workers, Employment and 

Training for Native Americans, Vocational Rehabilitation Program, Adult Education and

Literacy, Vocational Education (Perkins Act), Community Services Block Grant, WIA Youth,

HUD-administered employment and training.

Other One-Stop 

Programs

Trade Adjustment Assists workers in the manufacturing sector who lose their jobs as a result of trade.

Assistance Programs

Provides services to help job seekers find employment and help businesses find qualified 

workers.

Wagner-Peyser 

Serves individuals who have been terminated or laid off or received notification of layoff and

are unlikely to return to their previous employment.

WIA Dislocated Worker

Program

All persons aged 18 or older are eligible to receive services; priority for intensive services

and training given to recipients of public assistance or low-income individuals when funds

are limited.

WIA Adult Program

Eligibility is restricted to persons age 55 or older who are low-income and have poor 

employment prospects; provides them subsidized, part-time, community service work-based

training.

Senior Community 

Service Employment

Program (SCSEP)

Program Description

Background
Appendix I: Briefing Slides 

Page 12 GAO-08-548 Employment and Training

9

Proportion of Older Persons throughout the

United States

Proportion of Older Persons of All Persons Near Their Closest One-Stop

Background
Appendix I: Briefing Slides 

Page 13 GAO-08-548 Employment and Training

10

Labor Has Advised One-Stops on Linking Employers 

and Older Workers, but Knows Little about the Results 

of Its Efforts

Overview:

• Labor proposed action steps for one-stops to improve 

services for older workers in addition to its other efforts to

promote employment for this population.

• However, Labor knows little about whether one-stops have

implemented its proposed action steps or the results of its

efforts. 

Finding One : Actions Labor Has Taken
Appendix I: Briefing Slides 

Page 14 GAO-08-548 Employment and Training

11

Labor Has Proposed Action Steps for One-Stops to 

Improve Services for Older Workers

Protocol for Serving Older Workers (January 2005):

• Although WIA does not require one-stops to target older workers or 

provide specific services, Labor issued the Protocol to provide a set

of action steps that one-stops may take to connect employers and

older workers. For example, Labor encouraged one-stops to

• Work with employers to refer older workers to appropriate 

job openings.

• Educate businesses about alternative work arrangements

that may appeal to older workers.

• Provide personalized post-placement services to ensure 

older workers retain and advance in their jobs.

Finding One: Actions Labor Has Taken
Appendix I: Briefing Slides 

Page 15 GAO-08-548 Employment and Training

12

Labor also Has Broader Efforts to Promote Employment 

for Older Workers

Interagency Taskforce on the Aging of the American Workforce:

• Labor and other relevant federal agencies published recommendations in 

February 2008, some related to one-stop services, to address key issues 

facing older workers. For example:

• Coordinate federal agencies’ research on older workers, including 

exploring the most effective strategies for serving this population.

• Create a tool to enable one-stop staff to determine the number and 

characteristics of older workers in their area.

• Raise public awareness of one-stops as a place for older jobseekers 

and employers to connect.

• Labor also contracted with the Urban Institute on a supplemental report,

issued in March 2008, on strategies employers and others in the workforce 

investment system are using to help attract and retain older workers.

Finding One: Actions Labor Has Taken
Appendix I: Briefing Slides 

Page 16 GAO-08-548 Employment and Training

13

Labor Also Has Broader Efforts (cont.)

• Labor officials highlighted other efforts relevant to older workers:

• Two webinars since 2005, such as one featuring community college programs

for older workers.

• Conference sessions, including one in 2007 profiling a senior-focused one-stop.

• Annual National Employ Older Workers Week, including activities like award 

ceremonies and job fairs.

• Business Relations Group, which has sponsored a forum exploring challenges 

to and solutions for attracting and retaining older workers.

• While these efforts may reach a wider audience, Labor’s efforts primarily 

focus on a program targeted to low-income older workers

• The SCSEP is restricted to low-income older adults and places participants in

community service positions where the federal government subsidizes their 

salary through grants to states and national organizations.2

• Labor has noted the program’s limited capacity for serving older workers. In

2006, SCSEP had 92,000 participants—less than 1 percent of the 9.4 million 

people in the U.S. 55 and older meeting income requirements.

3

Finding One: Actions Labor Has Taken

2 Participants must be 55 or older and have a family income of no more than 125 percent of the federal poverty level. See GAO-03-350 for

more information on the Senior Community Service Employment Program. 3 About 14 percent of Americans 55 and older (or 9.5 million) were living below 125 percent of the poverty level in 2006. U.S. Census Bureau,

Current Population Survey, Annual Social and Economic Supplement, 2007. 
Appendix I: Briefing Slides 

Page 17 GAO-08-548 Employment and Training

14

Labor Knows Little about How Its Actions Have

Influenced Services to Older Workers

• Labor does not know how one-stops are using the Protocol

• Labor officials told us they have not sought any feedback on the

Protocol from states or local areas, because they focus their

oversight efforts on states’ compliance with laws and 

regulations.

• None of the one-stops we interviewed reported using the

Protocol

• Labor did not require one-stops to take any actions as a result

of the Protocol and none of the one-stops we interviewed 

reported using it.

• Just 5 of the 11 one-stop officials we interviewed were familiar

or vaguely familiar with it.

Finding One: Actions Labor Has Taken
Appendix I: Briefing Slides 

Page 18 GAO-08-548 Employment and Training

15

Planned WIA Evaluations May Provide Some Information 

on Impact of Services on Older Workers

• Labor recently began a short-term evaluation of the impact of

receiving certain WIA services on employment, earnings, and job 

retention.4

• Labor is also planning a random assignment evaluation examining 

the cost-effectiveness of WIA programs and their impact on 

participants’ post-program employment and earnings.

5 Labor 

estimates the study will take 7 years to complete.

• Both evaluations will look at older workers as a subgroup of WIA

participants.

6

4The evaluation will assess the impact of core and intensive services on participants’ earnings, employment, and job retention. 5WIA Adult, Dislocated Workers and Youth Programs. 6According to Labor, the random assignment impact evaluation will include participants 55 and older and the short-term evaluation will

include workers 50 and older, among other age groups.

Finding One: Actions Labor Has Taken
Appendix I: Briefing Slides 

Page 19 GAO-08-548 Employment and Training

16

Most One-Stops Took Multiple Actions to Link Older

Workers and Employers

Overview

• Most one-stops took multiple actions outside of SCSEP to 

link older workers and employers.

• Several factors may independently affect these actions,

including Labor’s performance measures, which may serve 

as a disincentive to serving older workers.

Finding Two: Actions One-Stops Have Taken
Appendix I: Briefing Slides 

Page 20 GAO-08-548 Employment and Training

17

Most One-Stops Took Multiple Actions to Link Older

Workers and Employers

Based on our survey results of one-stops’ actions we estimate* that

• 71 percent of one-stops took more than one action to link older workers and employers outside of SCSEP.

• The most prevalent actions one-stops took outside of SCSEP can be categorized as follows:

0

10

20

30

40

50

60

Percentage of one-stops taking specific actions

52

46

35

40 44

specific employers

Marketed to

and interview skills

Assisted in resume

counseling

Provided targeted

training courses

Provided self-paced

Trained one-stop staff

on serving older workers

search assistance

Provided job

35

52

Marketing to older

Preparing older workers workers and businesses

Training

one-stop staff

representing older workers

Source: GAO analysis of survey results.

*All estimates have a margin of error within +/- 8 percentage points.

Marketed to organizations

Finding Two: Actions One-Stops Have Taken
Appendix I: Briefing Slides 

Page 21 GAO-08-548 Employment and Training

18

Most One-Stops Took Multiple Actions to Link Older

Workers and Employers (continued)

• Based on our survey results, we estimate* that the percentage of one-stops that took other 

actions outside of SCSEP to specifically link older workers and employers are as follows:

0

5

10

15

20

25

30

Percentage of one-stops taking specific actions

28 28

22 22

27

16 15

older workers

Held job fair for

provide training

community college to

Coordinated with local

directly to older workers

Conducted mass marketing

Conducted mass

marketing to employers

offering flexible work

Educated employers on

arrangements

Provided on-site recruiting

for individual employers

for groups of older workers

Provided skills training

Source: GAO analysis of survey results.

*All estimates have a margin of error within +/- 8 percentage points.

Finding Two: Actions One-Stops Have Taken
Appendix I: Briefing Slides 

Page 22 GAO-08-548 Employment and Training

19

Most One-Stops Took Actions to Help Employers Retain

Older Workers

Based on survey results of one-stops’ actions, we estimate* that

• 60 percent of one-stops provided employers with

information/education about ways to retain older workers,

which could include offering flexible and reduced work

schedules.

Finding Two: Actions One-Stops Have Taken

*All estimates have a margin of error within +/- 8 percentage points.
Appendix I: Briefing Slides 

Page 23 GAO-08-548 Employment and Training

20

One-Stop Officials Identified Some Actions as Most

Effective, and Often Used Multifaceted Approaches

• Based on our survey results, the actions outside of SCSEP that 

were identified as most effective by the largest number of one-stops 

included:

• resume writing,

• interviewing skills, 

• job searches, as well as 

• training of one-stop staff on how to assist workers. 7

• One-stop officials we interviewed noted that while the first three

services were available to all job seekers, these services were

particularly helpful to some older workers who, by virtue of their

long work histories with few employers, may have less experience

in these areas.

Finding Two: Actions One-Stops Have Taken

7The survey asked the respondent to identify the one-stop’s three most effective actions.
Appendix I: Briefing Slides 

Page 24 GAO-08-548 Employment and Training

21

One-Stop Officials Described Multifaceted Approaches to Linking 

Older Workers and Employers

• Example 1: The one-stop provided older workers laid off

from a food processing plant with language instruction,

construction and maintenance skills, and basic skills courses. 

The one-stop provided assistance on how to complete a job 

application and how to interview, which many of the workers

had never done before. Through job search assistance, the 

one-stop placed some of the workers in new jobs and 

assisted others in self-employment. 

Finding Two: Actions One-Stops Have Taken
Appendix I: Briefing Slides 

Page 25 GAO-08-548 Employment and Training

22

Multifaceted approaches (continued)

• Example 2: The one-stop provided weekly classes on 

resume writing and interviewing skills, noting some older 

workers’ lack of experience in this area. The one-stop also

encouraged older workers to take computer classes.

Additionally, the one-stop used an assessment profile to

match job applicants with available positions.

Finding Two: Actions One-Stops Have Taken
Appendix I: Briefing Slides 

Page 26 GAO-08-548 Employment and Training

23

Multifaceted approaches (continued)

• Example 3: The one-stop provided older workers with oneon-one counseling and career assessment. In addition, the 

one-stop held a special workshop once a month specifically

for older workers. The workshop covered how to use the 

Internet, e-mail, and how to look for jobs. 

Finding Two: Actions One-Stops Have Taken
Appendix I: Briefing Slides 

Page 27 GAO-08-548 Employment and Training

24

Multifaceted approaches (continued)

• Example 4: The one-stop held an annual job fair specifically

for older workers. The one-stop registered job fair

participants and followed up with them. A portion of the 

workforce center space, including computers and other

resources, is set aside specifically for older workers.

Finding Two: Actions One-Stops Have Taken
Appendix I: Briefing Slides 

Page 28 GAO-08-548 Employment and Training

25

Several Factors Might Independently Affect What

Actions One-Stops Take: Employment Status and Fullor Part-time Work Preference

Based on the results of our survey, we estimate that one-stops were about equally split

between whether most of the older workers they served had been laid off or were

returning to work after having been out of the workforce. This could affect actions onestops take, such as the retraining of workers.

Based on our survey results, we estimate that 99 percent of one-stops post information 

on part-time or seasonal jobs through one or more programs.

5 Seeking to go from full-time to part-time employment

47 Returning to work and looking for full-time or part-time work

46 Laid off and looking for full-time work (displaced workers)

Most of the older workers they served were

Estimated percentage

of one-stops

Finding Two: Actions One-Stops Have Taken

*All estimates have a margin of error within +/- 8 percentage points.
Appendix I: Briefing Slides 

Page 29 GAO-08-548 Employment and Training

26

Independent Factors (cont.): Workers’ Skills and How 

They Match with Employers’ Needs

Based on our survey we estimate:

• Older persons served at one-stops have a variety of skill levels. For

example, the percentage of older workers who were primarily low-skilled 

and served through the WIA adult program was higher than the percentage of those workers served through the more restrictive WIA dislocated worker

program.

• Older persons’ skills may match with employers’ needs differently. The 

percentage of older workers whose skills were minimally well-matched was 

higher for the WIA adult program than for the WIA dislocated worker

program.

• Some one-stop officials we interviewed told us that when there are 

mismatches between worker skills and employer needs, they emphasize improving workers’ skills or outreach to employers that have needs that

match the workers’ current skills. 

Finding Two: Actions One-Stops Have Taken
Appendix I: Briefing Slides 

Page 30 GAO-08-548 Employment and Training

27

Independent Factors (cont.): Proportion of Older 

Persons Did Not Affect Outreach to Employers

• The proportion of older workers located in one-stops’ geographic

areas did not affect whether the one-stops were more or less likely

to reach out to employers, according to our review of our survey

data and Census data.8

Finding Two: Actions One-Stops Have Taken

8The Census data used excludes the Virgin Islands.
Appendix I: Briefing Slides 

Page 31 GAO-08-548 Employment and Training

28

Independent Factors (cont.): Economic Conditions

Some one-stop officials said that local economies present different

employment opportunities and challenges for serving older workers that

might affect the actions they take.

One-stop officials identified the need

to provide older workers with training

and noted difficulty in finding these 

workers jobs that provide similar

wages to their former jobs.

One-stop officials in these areas

described high levels of employer

interest in hiring older workers and

found direct contacts with employers

and job fairs helpful. The officials also

described a variety of flexible and 

part-time employment opportunities

for older workers.

High unemployment, declines in

major industries, such as

automotive and steel industries:

Low unemployment, growth in

retail, service, and other business:

Finding Two: Actions One-Stops Have Taken
Appendix I: Briefing Slides 

Page 32 GAO-08-548 Employment and Training

29

Independent Factors (cont.): Performance Measures

• WIA earnings measure may discourage some one-stops from

serving older workers

• Serving older workers—who are more likely to work part-time,

which provides lower wages—could lower performance on the 

measure tracking participants’ average earnings. 

• 5 of 11 of the one-stops we interviewed said performance 

measures created a disincentive to serve older workers, but

only a few reported the measures actually influenced how they

served older workers.

• We have recommended Labor examine this issue—and Labor

included it as an action step in its Protocol—but little action has

been taken to date.

9

Finding Two: Actions One-Stops Have Taken

9 To reduce the incentive to serve only those who will help meet performance levels, we recommended in 2004 that Labor systematically

adjust expected performance levels to account for different populations and local economic conditions, while still allowing states to negotiate

their own goals with Labor. See GAO, Workforce Investment Act: States and Local Areas Have Developed Strategies to Assess 

Performance, but Labor Could Do More to Help, GAO-04-657 (Washington, D.C.: June 1, 2004).
Appendix I: Briefing Slides 

Page 33 GAO-08-548 Employment and Training

30

Concluding Observations

• We have previously recommended that Labor assess the impact of WIA

programs. Labor officials told us that they have initiated this process, and it

will be important that they follow through in a timely manner. The data 

Labor plans to collect on older workers may provide insights into how older 

workers are faring and ways the workforce system can better serve them. 

• While one-stops are actively engaging older workers and employers, the

average earnings performance measure could still be discouraging some

one-stops from investing significant staff time and resources into serving 

older workers whose training and employment needs, such as the desire to 

work part-time, may not be well-matched with this performance measure. 

We have previously recommended that Labor assess the potential for such

disincentives, and we continue to believe that doing so would be

worthwhile.
Appendix I: Briefing Slides 

31

Related GAO Products

Older Workers: Some Best Practices and Strategies for Engaging and Retaining Older Workers. GAO-07-433T.

Washington, D.C.: February, 28, 2007.

Highlights of a GAO Forum: Engaging and Retaining Older Workers. GAO-07-438SP. Washington, D.C.: February

28, 2007.

Older Workers: Labor Can Help Employers and Employees Plan Better for the Future. GAO-06-80. Washington,

D.C.: December 5, 2005.

Older Workers: Employment Assistance Focuses on Subsidized Jobs and Job Search, but Revised Performance

Measures Could Improve Access to Other Services. GAO-03-350. Washington, D.C.: January 24, 2003.

Older Workers: Demographic Trends Pose Challenges for Employers and Workers. GAO-02-85. Washington, D.C.:

November 16, 2001.

Page 34 GAO-08-548 Employment and Training
Appendix II: Comments from the Department 

of Labor 

Page 35 GAO-08-548 Employment and Training

Appendix II: Comments from the Department 

of Labor 
Appendix II: Comments from the Department 

of Labor 

 (130656) Page 36 GAO-08-548 Employment and Training
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