Employers are often unaware of how to accommodate and leverage the capacity of an older workforce.  Older workers with lengthy professional resumes will enter post-retirement jobs with significant skills and abilities that can add value to most work environments.  However, they often need to be re-trained in certain skill sets (such as computer software), and their knowledge base does not necessary qualify them for certification in sectors such as education and child-care where standards are increasing.  As a result, the state’s job training and postsecondary education programs must adapt to meet the needs of older workers.  Workforce development programs could play a bigger role in helping older workers attain the skills they need to be competitive in the job market.  Workforce Investment Boards, in particular must be equipped to manage employer relations, placement, training, and support for older, post-retirement jobseekers that are tech savvy, well-educated, and looking for interesting and meaningful work that may be only tangentially related to their professional career.

22.a    Stakeholders should seek federal funding for research on workforce development for older workers

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