Category Archives: Workforce

The State of Working New York 2007

Source: Fiscal Policy Institute, Labor Day 2007

From the press release: (scroll down)
Four years into an economic expansion, New Yorkers finally got a slight raise last year, according to this year’s edition of The State of Working New York. In particular, the troubled upstate economy has experienced encouraging payroll growth, with Buffalo leading the way. But overall, these modest gains stand out against a backdrop of worrisome long-term trends.
See also:
Executive Summary

Report: America’s Dynamic Workforce – August, 2007

Source: U.S. Department of Labor, August 2007

From the summary:
The report shows that the American labor market is strong and resilient. Labor market indicators describe an economy that is creating jobs, expanding output, and rewarding work with good compensation. Since job growth began recovering in 2003 from the effects of the last recession, the economy has tallied 46 consecutive months of job gains (through June 2007, the latest data available for this report). Employment has reached record heights. The report also recognizes that, even as our economy grows steadily, there are challenges. The United States and the world are experiencing a major economic transformation. Technology has accelerated the pace of change, and the United States is transitioning to a knowledge-based economy.

The American economy is creating good jobs. The majority of employment growth over the past six years was in occupations with above-average compensation (wages plus benefits). This trend is likely to continue in the future, and most new jobs projected for the future are expected to be filled by persons with some kind of post-secondary education. Education to gain the knowledge and skills that are in demand is the key to success in America’s dynamic labor market.
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Fast Facts: Labor Day 2007

Source: U.S. Census Bureau, CB07-FF.13, July 9, 2007

Once again the U.S. Census with a treasure chest of fast facts. Here are a few:
The first observance of Labor Day is believed to have been a parade of 10,000 workers on Sept. 5, 1882, in New York City, organized by Peter J. McGuire, a Carpenters and Joiners Union secretary. By 1893, more than half the states were observing a “Labor Day” on one day or another, and Congress passed a bill to establish a federal holiday in 1894. President Grover Cleveland signed the bill soon afterward — designating the first Monday in September as Labor Day.
•Who Are We Celebrating?
152.8 million
Number of people 16 and older in the nation’s labor force in May 2007. In the nation’s labor force are 82.1 million men and 70.7 million women.
•Another Day, Another Dollar
$41,386 and $31,858
The 2005 annual median earnings for male and female full-time, year-round workers, respectively.
•Our Jobs
Top Three Occupations in the United States
Americans work in a wide variety of occupations. Here is a sampling:
Teachers – 6.8 million
Farmers and ranchers – 784,000
Hairdressers, hairstylists and cosmetologists – 767,000
•15.9 million
Number of commuters who leave for work between midnight and 5:59 a.m. These early birds represent 12 percent of all workers.
•3 million
Number of workers who face extreme commutes to work of 90 or more minutes each day.

The Labor Market Effects of Rising Health Insurance Premiums

Source: Katherine Baicker and Amitabh Chandra, California Center for Population Research, On-Line Working Paper Series, Paper CCPR-038-06, January 1, 2006

From abstract:
We use variation in medical malpractice payments driven by the recent “medical malpractice crisis” to identify the causal effect of rising health insurance premiums on wages, employment and the distribution of part-time and full-time work. We estimate that a 10 percent increase in health insurance premiums reduces the aggregate probability of being employed by 1.2 percentage points, reduces hours worked by 2.4 percent, and increases the likelihood that a worker is employed only part-time by 1.9 percentage points. For workers covered by employer provided health insurance, a 10 percent increase in premiums results in an offsetting decrease in wages of 2.3 percent. Thus, rising health insurance premiums may both increase the ranks of the unemployed and place an increasing burden on workers through decreased wages for those with employer health insurance and decreased hours for those who may be moved from full time jobs with benefits to part time jobs without.

What works: Healing the healthcare staffing shortage

Source: PricewaterhouseCoopers’ Health Research Institute, 2007

Many nurses and physicians are among the baby boomers who will start to retire in the next three to five years. The federal government is predicting that by 2020, nurse and physician retirements will contribute to a shortage of approximately 24,000 doctors and nearly 1 million nurses. While hospital leaders voice much of the concern over possible shortages, the implications extend throughout the labor-intensive, trillion-dollar United States health system. It’s expensive to educate new nurses and doctors. Taxpayer-funded Medicare spends $8 billion a year for residence training of physicians alone.

While the U.S. has more physicians and nurses today than ever before, they are not distributed or deployed efficiently. Shortage projections tend to be built around today’s often dysfunctional system, which makes them problematic. However, while future shortages are certainly worrisome, the bigger issue for health industry leaders today lies in orchestrating care in an increasingly complex and converging healthcare labor market.

More Americans Age 55 and Older Are Working Full Time

Source: Craig Copeland, Employee Benefit Research Institute, Vol. 28 no. 8, August 2007

From press release:

As an increasing percentage of older Americans are in the labor force, the trend toward more full-time, full-year work among older workers occurs across virtually every demographic group, according to an article published today by the nonpartisan Employee Benefit Research Institute (EBRI).

These trends mark a significant change in behavior for individuals age 55 and older, the article says, and are likely driven by their need to obtain affordable employment-based health insurance (as opposed to unaffordable or unavailable coverage in the individual market) and the need to continue to accumulate savings in employment-based defined contribution retirement plans.

Annual Report on the Federal Work Force: Fiscal Year 2006

Source: U.S. Equal Employment Opportunity Commission, Annual Report on the Federal Work Force, Fiscal Year 2006

From press release:
Naomi C. Earp, Chair of the U.S. Equal Employment Opportunity Commission (EEOC), today released the Annual Report on the Federal Work Force for Fiscal Year (FY) 2006, covering October 2005 through September 2006. The comprehensive report, which informs and advises the President and the U.S. Congress on the state of equal employment opportunity (EEO) government-wide, is available on the agency’s web site.

The 58-page annual report follows the structure of the requirements set forth in the EEOC’s Management Directive (MD)-715 and includes practical tips for improving EEO performance. Data in the report are presented both in individual agency profiles and in government-wide aggregate form. MD-715, which became effective in October 2003, is an extensive guidance document for federal agencies promoting EEO principles and best practices.

The report shows that in FY 2006, federal employees and applicants filed 16,723 complaints alleging employment discrimination on the basis of race, color, sex, national origin, religion, age, disability and reprisal – down seven percent from just over 18,000 complaints in FY 2005 and nearly 20,000 complaints in prior years.

Labor Force Participation And Human Capital Increases In An Aging Population And Implications For U.S. Research Investment

Source: Kenneth G. Manton, Gene R. Lowrimore, Arthur D. Ullian, XiLiang Gu, and H. Dennis Tolley, Proceedings of the National Academy of Sciences, Communicated by Robert W. Fogel, University of Chicago, Chicago, IL, May 14, 2007

The proportion of the United States labor force ≥65 years of age is projected to increase between 2004 and 2014 by the passing of age 65 of the large post-World War II baby boom cohorts starting in 2010 and their greater longevity, income, education, and health. The aging of the U.S. labor force will continue to at least 2034, when the largest of the baby boom cohorts reaches age 70. Thus, the average health and functional capacity of persons age 65+ must improve for sufficient numbers of elderly persons to be physically and cognitively capable of work. This will require greater investments in research, public health, and health care. We examine how disability declines and improved health may increase human capital at later ages and stimulate the growth of gross domestic product and national wealth.

Census Bureau Launches Older Worker Profiles for 31 States

Source: U.S. Census Bureau, CB07-86, June 18, 2007

The U.S. Census Bureau, in partnership with 31 states, has launched a series of reports on older workers that presents a detailed picture for people 55 and older in the work force.

Individual reports will present data at the county and metropolitan area levels for 2004, based on data from the Local Employment Dynamics (LED) program.

“The retirement of baby boomers will have a huge impact on the work force,” said Census Bureau Director Louis Kincannon. “Businesses and planners need a better understanding of labor force trends, the loss of experienced workers and the payout of retirement benefits.”

The first report, The Geographic Distribution and Characteristics of Older Workers in Iowa: 2004, highlights the age composition of the state’s work force, job gains and losses for older workers by industry, industries in which older workers are concentrated and their job stability and earnings. More extensive data are in tables available on the Internet.

Reports will be issued on a flow basis for the other 30 partner states:

• Second wave: Maine, Vermont, Arkansas, Hawaii and Indiana.

• Third wave: Maryland, New Jersey, Oklahoma, Wisconsin, Colorado, Delaware, Kentucky and South Carolina.

• Fourth wave: Alabama, Idaho, Kansas, Minnesota, Missouri, Montana, Nevada, New Mexico, North Carolina, North Dakota, Oregon, Pennsylvania, Tennessee, Virginia, Washington and West Virginia.

• Fifth wave: California.

Community Health Worker National Workforce Study

Source: U.S. Department of Health and Human Services, Health Resources and Services Administration, Bureau of Health Professions, March 2007

During the past decade, private insurers, business enterprises and the Federal government have implemented or proposed changes in health care delivery and financing. These payers were reacting to unprecedented increases in health-related expenditures amid hypercompetitive global markets. Simply, the cost of providing adequate health care to employees and the population at large had become very high.

Some viewed the community health worker (CHW) workforce as a component of cost-effective strategies addressing the health care needs of underserved communities. However, there was little rigorous, comprehensive research about the CHW workforce.

This report describes a comprehensive national study of the community health worker workforce and of the factors that affected its utilization and development.

Annotated Bibliography