Work Front : Home Front: A Cooperative Extension Contribution to Work First in North Carolina / Karen DeBord, D. Wayne Matthews and Rebecca Canu.

North Carolina's Work First (WF) program, like other welfare reform programs, incorporates personal responsibility contracts; paid work, volunteer work, or school requirements; and time limitations. Using telephone interviews, this study examined perceptions of 31 former welfare recipients who were...

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Bibliographic Details
Main Authors: DeBord, Karen
Matthews, D. Wayne (Author)
Canu, Rebecca (Author)
Parris, Pam (Author)
Corporate Author: North Carolina State University. Cooperative Extension Service
Language:English
Published: [Place of publication not identified] : Distributed by ERIC Clearinghouse, 1997.
Subjects:
Genre:
Physical Description:44 pages
Format: Microfilm Book

MARC

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520 |a North Carolina's Work First (WF) program, like other welfare reform programs, incorporates personal responsibility contracts; paid work, volunteer work, or school requirements; and time limitations. Using telephone interviews, this study examined perceptions of 31 former welfare recipients who were enrolled in the North Carolina Work First (WF) program regarding their work situation, the transition to work, balancing work and family responsibilities, and suggestions for providing information to communities interested in similar programs. Interviews were also conducted with 12 of the subjects' employers. Participants were identified by Department of Social Services (DSS) caseworkers. Findings indicated that in addition to added income and medical benefits, respondents noted self-esteem and belongingness from a supportive work environment as positive aspects of the program. Negative perceptions focused on transportation and child care difficulties, lack of time to accomplish household and family responsibilities, and adjusting to unfamiliar work expectations. Respondents agreed that in order to be successful with their work, adequate job preparation was essential. Personally strong motivation and drive joined emotional support from family, co-workers, and DSS as factors critical to success. Accessing transportation and child care, training opportunities, and community-based services provided additional support for workers. Results of employer interviews indicated that several were pleased with WF employee performance; others identified problems with personal difficulties and attendance. Advantages to hiring WF participants included worker commitment, DSS as extra support, and well-trained workers. Disadvantages included lack of skills, attendance problems, and transportation arrangements. Main reasons for turnover were dissatisfaction with the number of working hours, work preparedness and adjustment, and fear of loss of benefits. (Details on the sample and participants' responses are appended.) (KB) 
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