An investigation of the strategies used by organizations participating in the welfare-to-work network program and correlation of the strategies with the retention data to determine best practices for job retention among former welfare recipients

This ex post facto study (N = 209) examined the relationships between employer job strategies and job retention among organizations participating in Florida welfare-to-work network programs and associated the strategies with job retention data to determine best practices. ^ An internet-based self-report survey battery was administered to a heterogeneous sampling of organizations participating in the Florida welfare-to-work network program. Hypotheses were tested through correlational and hierarchical regression analytic procedures. The partial correlation results linked each of the job retention strategies to job retention. Wages, benefits, training and supervision, communication, job growth, work/life balance, fairness and respect were all significantly related to job retention. Hierarchical regression results indicated that the training and supervision variable was the best predictor of job retention in the regression equation. ^ The size of the organization was also a significant predictor of job retention. Large organizations reported higher job retention rates than small organizations. There was no statistical difference between the types of organizations (profit-making and non-profit) and job retention. The standardized betas ranged from to .26 to .41 in the regression equation. Twenty percent of the variance in job retention was explained by the combination of demographic and job retention strategy predictors, supporting the theoretical, empirical, and practical relevance of understanding the association between employer job strategies and job retention outcomes. Implications for adult education and human resource development theory, research, and practice are highlighted as possible strategic leverage points for creating conditions that facilitate the development of job strategies as a means for improving former welfare workers’ job retention.^

2007 Cumulative Annual Report for the Coastal Water Quality Monitoring Network

This report summarizes the existing data from the FIU Coastal Water Quality Monitoring Network for calendar year January 1 – December 31, 2007. This includes water quality data collected from 28 stations in Florida Bay, 22 stations in Whitewater Bay, 25 stations in Ten Thousand Islands, 25 stations in Biscayne Bay, 49 stations on the Southwest Florida Shelf (Shelf), and 28 stations in the Cape Romano-Pine Island Sound area. Each of the stations in Florida Bay were monitored on a monthly basis with monitoring beginning in March 1991; Whitewater Bay monitoring began in September 1992; Biscayne Bay monthly monitoring began September 1993; the SW Florida Shelf was sampled quarterly beginning in spring 1995; and monthly sampling in the Cape Romano-Pine Island Sound area started January 1999.

2007 Cumulative Annual Report for the Coastal Water Quality Monitoring Network

This report summarizes the existing data from the FIU Coastal Water Quality Monitoring Network for calendar year January 1 – December 31, 2007. This includes water quality data collected from 28 stations in Florida Bay, 22 stations in Whitewater Bay, 25 stations in Ten Thousand Islands, 25 stations in Biscayne Bay, 49 stations on the Southwest Florida Shelf (Shelf), and 28 stations in the Cape Romano-Pine Island Sound area. Each of the stations in Florida Bay were monitored on a monthly basis with monitoring beginning in March 1991; Whitewater Bay monitoring began in September 1992; Biscayne Bay monthly monitoring began September 1993; the SW Florida Shelf was sampled quarterly beginning in spring 1995; and monthly sampling in the Cape Romano-Pine Island Sound area started January 1999.