The central philosophy is to create a market for training. There are currently no publicly available data to enable consumers to compare the content and outcomes of various public training programs. Setting standards for training programs and making performance data accessible to the public would permit a consumer-driven, perhaps even a voucher, system emphasizing competition among providers. This model is attractive, as long as its limitations are kept in mind. It is not suitable for in-school youth programs.
Firms are unlikely to accept industrywide standards for their internal training programs.
And a more competitive training market will not obviate the need for assessment and counseling services for many disadvantaged adults in labor market trouble. The Bottom Line Moving beyond business as usual in employment and training policy promises long-term gains in labor market efficiency. At the same time, the current public employment and training system includes many successful programs on which the system should build in the years to come. Policymakers interested in improving the system from within should invest in a limited portfolio of models that have been shown to be successful. In addition, strong efforts should be made to integrate the employment and training system more directly with the employment needs of firms.