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The study focused on employed people who were leaving Temporary Assistance for Needy Families (TANF) and who had completed an "I Have a Job" form (required of newly employed TANF applicants and those leaving TANF who were working at least 20 hours per week). Evaluators randomly assigned clients without first contacting them or confirming their interest in participating in the study. Assignment occurred from June 2002 through June 2004. This study included 265 research sample members who were in two-parent families. (Another study examines effects for single-parent families). Only one member of each family was included in the sample. If both parents were eligible for the program, program staff selected one to participate in the study before random assignment, but both could be eligible to receive services.
Random assignment occurred from June 2002 through June 2004, and participants were followed for three years.
The Office of Planning, Research, and Evaluation in ACF at the U.S. Department of Health and Human Services funded the study, with support from the U.S. Department of Labor.
Sample members were all adults in a two-parent family who had exited TANF and were employed. Across all members of two-parent families enrolled in Employment Retention and Advancement (ERA), half were White and non-Hispanic, 32 percent were Hispanic, and 12 percent were Black and non-Hispanic. On average, participants were 31 years old. More than half (62 percent) had at least a high school diploma or equivalent certification, and more than half (59 percent) were employed during the quarter when they enrolled in ERA. In the year before enrolling in ERA, most participants (76 percent) received the Supplemental Nutrition Assistance Program, and slightly less than half (42 percent) received TANF.
Oregon TANF and Lane Community College
The program operated from February 2002 to July 2005.
The Progress Towards Retention, Opportunities, Growth, Enhancement, and Self-Sufficiency (PROGRESS) program aimed to provide employed, former TANF recipients with services to support continued employment and career progress. A case manager (from the Oregon Department of Human Services) and a career development specialist (from Lane Community College) worked with each client. The team created a career development plan, including a needs assessment, career goals, and action steps, and documented any need for vocational assessments. Subsequent meeting topics depended on participant needs but included coaching, job search assistance, education and training referrals, and counseling and advice on topics such as budgeting and conflict resolution. Case managers also worked with clients to obtain additional benefits, such as Medicaid coverage and child care and transportation assistance.
People in the comparison group had access to employment-related services in the community. They could access the same employment, training, and supportive services as individuals in the PROGRESS program but did not receive support in finding or enrolling in these services.
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Program services were available for one year.
Oregon TANF (primary); U.S. Department of Labor
This study took place in Eugene, OR. Services were provided at Oregon Department of Human Services branch offices.
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