WORKFORCE DEVELOPMENT PROGRAMS FOR OLDER ADULTS - Participant, Program, and Policy Insights

Sep 29, 2026

Workforce Development Programs for Older Adults - Participant, Program, and Policy Insights examines how increased longevity and critical labor shortages create opportunities for workforce development (WFD) programming for older adults, employers, and communities. Research from an AmeriCorps Seniors funded demonstration of seven programs provides insights into older worker motivation, program structures and processes, external environments, and local, state, and federal policy. Year One evidence uses survey data (N=191) and focus groups/interviews (N=45) to inform design, implementation, messaging, incentives and barriers, and stakeholder involvement, highlighting outcomes such as social and emotional wellness and cohort-based participation.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages2

Reading Time5 min

AccessFree to download

Participant, Program, and Policy Insights

Research design and data sources

Early findings: program design and implementation

Outcomes and lessons learned

Innovation in Aging, 2025, Vol. 9, No. S2 37 Abstract citation ID: igaf122.124 WORKFORCE DEVELOPMENT PROGRAMS FOR OLDER ADULTS: PARTICIPANT, PROGRAM, AND POLICY INSIGHTS Mary Lou Ciolfi1, Jennifer Crittenden2, and Rachel Coleman2, 1. UMaine Center on Aging, Orono, Maine, United States, 2. University of Maine Center on Aging, Orono, Maine, United States The confluence of increased longevity and critical labor shortages presents opportunities for older adult workforce development (WFD) programming that meets the needs of older adults, 38 Innovation in Aging, 2025, Vol. 9, No. S2 employers, and communities. Research on an AmeriCorps Seniors funded demonstration of seven diverse workforce development programs reveals important insights into older worker motivation, program structures and processes, external environments, and local, state, and federal policy that can inform workforce policy and programming into the future. The variety of geographic locations, labor supply, and work sector focus of the seven programs contributes to compelling questions around how to attract older workers to compensated employment, thereby decreasing critical labor shortages in regions and commercial sectors around the country. This presentation highlights early findings from the University of Maine Center on Aging’s research identifying core components of successful WFD programs. Data include survey (N = 191) and focus group and interview data (N = 45) collected across the seven programs. Year One findings illuminate promising ideas related to program design and implementation, messaging, incentives and barriers, government and higher education involvement and support, and the community and demographic data needed to boost program success, worker satisfaction, and partner collaboration. Research findings highlight valuable WFD program outcomes including participant social and emotional wellness and use of a cohort model. Lessons learned include use of specific recruitment messaging and platforms, adapting training to older workers, aligning skills and employment opportunities, and securing community partnerships to create successful, regionally responsive workforce programming that strengthens individuals, organizations, communities, and employment sectors.

FAQs

What problem does the research address for older adult workforce development?

It focuses on how increased longevity and critical labor shortages create opportunities for WFD programming that serves older adults, employers, and communities.

How many workforce development programs and participants were included in the demonstration research?

The AmeriCorps Seniors funded demonstration includes seven workforce development programs, with survey data from 191 participants and focus group/interview data from 45 participants.

What kinds of outcomes and lessons were reported from the Year One findings?

Findings highlight outcomes such as participant social and emotional wellness and cohort-model use, along with lessons on recruitment messaging and platforms, training adaptations for older workers, aligning skills with employment opportunities, and building community partnerships.

Sep 29, 2026

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