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U 1 "" 1 *!!x dd"x ; #\  PC$P# UIMPACT EVALUATION REPORT:  ; x !CrossRoads Program *$(#(# (#(#_!'#$ #\  PC˝ P# 44   ju *  Impact Evaluation of the Central Oregon 'xCommunity Action Agency Network's CrossRoads  j - Demonstration Partnership Program - 44 = = = =#p\  PCP# 8March 1991 = = = =  ^" 4Report prepared by: = .KBrian Stipak, Professor, Ph.D. , Department of Public Administration 1:Portland State University  a' 2rPortland, Oregon 97207#Xp\  PZQ+XP#0'---'#!0  X =X` hp x (#%'0*,.8135@8:"(#i 3 ppLIST OF FIGURESh!pp>"(#i 4 ppEXECUTIVE SUMMARYh!pp>"(#i 5 ppDESCRIPTION OF CROSSROADS PARTNERSHIP PROGRAMh!pp>"(#i 6 ppIMPACT EVALUATION: DESIGN AND FINDINGSh!pp>"(#i 7 pp**pp1. CrossRoads Program Impact Modelh!*p>"(#i 7 pp**pp2. Measurement of Client Progress Towards SelfSufficiencyh!*p>"(#i 8 pp**pp3. Impact Evaluation Designh!*p>"(#i 9 pp**pp4. Differences Between Treatment and Control Group, First EAP Measurementh!*p"(#i 11 pp**pp5. Success in Obtaining Employmenth!*p"(#i 14 pp**pp6. Improvements in Clients' Employability while in the CrossRoads Programh!*p"(#i 16 ppCONCLUSIONS AND RECOMMENDATIONSh!pp"(#i 27 pp**pp1. Conclusions and Recommendations regarding the Design of Client SelfSufficiency Programsh!*p"(#i 27 pp**pp2. Conclusions and Recommendations regarding the Evaluation of Client SelfSufficiency Programsh!*p"(#i 27 ppAPPENDIX A: Description of Intended Differences in Services Provided to Treatment Group and to Control Grouph!pp"(#i 29 ppAPPENDIX B: Procedure for Selection of Initial CrossRoads Participants and Initial Control Group Membersh!pp"(#i 32 ppAPPENDIX C: Procedure for Selecting Additional CrossRoads Participants, After the Initial Selectionh!pp"(#i 33 ppAPPENDIX D: Employability Assessment Scaleh!pp"(#i 34 -((  X 6 LIST OF TABLES ă  & ppTable 1: Comparison of Treatment and Control Groups: Mean Basic Skills Tests Prior To Program Entry, and Mean Number High and Low Employment Readiness Scores, at Time of First EAP Measurementh!pp>"(#i 9 ppTable 2: Comparison of Treatment and Control Groups: Percent Having Selected Motivation, Skill, and Employability Characteristics, at Time of First EAP Measurementh!pp"(#i 12 ppTable 3: Success in Obtaining Employment, at Time of Last EAP Measurementh!pp"(#i 14 ppTable 4: Success in Obtaining Employment, Comparison of CrossRoads Clients Originally Selected as CrossRoads Participants with CrossRoads Clients Originally Selected for the Control Grouph!pp"(#i 15 ppTable 5: Changes in CrossRoads Clients' Overall EAP Scores, First EAP Measurement to Last EAP Measurementh!pp"(#i 16 ppTable 6: Changes in CrossRoads Clients' Selected Motivation, Skill, and Employability Characteristics, First EAP Measurement to Last EAP Measurementh!pp"(#i 18 ppTable 7: Changes in CrossRoads Clients' Basic Skills, First EAP Measurement to Last EAP Measurementh!pp"(#i 20 ppTable 8: Percentage of CrossRoads Clients' Getting Better or Worse on Basic Skills and on Selected Motivation, Skill, and Employability Characteristics, First EAP Measurement to Last EAP Measurementh!pp"(#i 22 ppTable 9: Relationship of Time Spent in CrossRoads Program to Clients' Work Ethic and Clients' SelfConcepth!pp"(#i 24 ppTable 10: Educational Training CrossRoads Clients Completed While in CrossRoads Programh!pp"(#i 25 -((  X 6 LIST OF FIGURES ă  % ppFigure 1: CrossRoads Program Impact Modelh!pp>"(#i 7 ppFigure 2: Changes in Participants' EAP Scoresh!pp"(#i 17 ppFigure 3: Changes in Participants' Employability h!pp"(#i 20 ppFigure 4: Changes in Participants' Basic Skillsh!pp"(#i 21  -((  X Xp* Xp` hp x (#%'0*,.8135@8:55%"K<.01q q  SelfConcept: will succeed"/40%">28%"L.14q q  Dress/Appearance: good"/52%">24%"K<.01q q  JobHunting Skills: goodn"/15%n">18%n"Lԩq q  Transportation: reliable "/51% ">43% "L.24q q n Telephone: has phoneP "/71%P ">48%P "L.02q     Child Care: no problem "/80% ">79% "L.46  P   yOi #\\  PRQ/P# 1Number of cases (N) varies slightly because of missing data.  yO1  2Pvalue is the onetail probability value for test (normal distribution) of difference in treatment group and control group proportions. #Xp\  PZQ+XP#~  ppWhat is noteworthy about these results is that they are based on the first EAP measurement, which for program participants occurred usually during the first meeting with the case managers, and before the participant had received any services from the program. Therefore, the differences0# b-(('# A 0 $(#(#(#(# A'#$between treatment and control groups in Table 2 cannot reflect a true program effect, nor can they plausibly result from initial group differences, since Table 1 convincingly demonstrates the effectiveness of the random assignment. The Table2 differences must therefore result from measurement differences-the way the CrossRoads participants were measured by the CrossRoads case managers using the EAP instrument, compared to the way the control group members were measured by the AFS personnel using the EAP instrument. It appears that state welfare personnel using the EAP instrument tended to rate clients lower on some of these employability characteristics-amazingly enough, even a factual characteristic like having a phone at home-than did the CrossRoads case managers.0h$ -(('# A 0ԌppA tendency for the welfareagency (AFS) personnel to make more negative assessments of clients when using an assessment instrument like the EAP could result from different factors,  X such as:ap X ԍThese possible explanations were offered by COCAAN personnel.aXp` hp x (#%'0*,.8135@8:70%2"Lԩq q  SelfConcept: will succeed"/35%">59%"K<.01q q 2 Dress/Appearance: good"/42%">68%"K<.01q q  JobHunting Skills: good"/14%">50%"K<.01q q  Transportation: reliable"/50%">68%"L.01q q  Telephone: has phoneg "/60%g ">74%g "L.03q q  Family Environment: stable "/57% ">70% "L.04q   g  Child Care: no problemy "/82%y ">89%y "L.11     yO #\\  PRQ/P# 1Pvalue is the onetail probability value for test (normal distribution) of difference in first EAP and last EAP proportions. y #Xp\  PZQ+XP#I $(#(#4(#(# '#$0-(('#C-0ԒppTable 6 and Figure 3 present more specific information on changes in individual EAP items while clients were in the CrossRoads Program. Specifically, Table 6 and Figure 3 present  X information on clients' motivation, skills, and other employability characteristics.{0  X ԍInformation on clients' drug and alcohol dependency problems is not reported in any of the tables, because the information obtained about those problems-especially information obtained in the first EAP-is suspect. CrossRoads case managers did attempt to help clients on these problems, and they felt that they were successful in some cases.{ In order to guard against the potential threat to validity of instrumentation discussed above, these analyses were repeated for only those clients originally selected into the treatment group, and essentially  X the same findings resulted as shown in Table 6 and Figure 3. 40  X ԍAlthough the first EAP percentages were somewhat higher when analyzed for the original treatment group only, the last EAP percentages were also somewhat higher. The resulting changes in percentages between the first and last EAP measurements were very close to those shown in Table 6 and Figure 3. The instrumentation problem therefore does not affect the conclusions. The percentage of clients who believe they will succeed, who have a good appearance, and who have good jobhunting skills increased between twentyfour and thirtysix percent. The increase in clients' beliefs that they would succeed is especially noteworthy in light of the view of COCAAN managers that perhaps the most important impact of the CrossRoads Program was to help change clients' attitudes towards greater belief in their own capabilities. Prerequisites to employment such as reliable transportation, having a telephone, having a stable and supportive family situation, and having adequate child care also increased. Clients' overall desire to work did not improve, however, perhaps partly because over twothirds of the clients already wanted to work at the beginning of the program.| -((Ԍa"p4?5ddFIGURE3p<,0 A X Ԏ : Changes in Participants' Employability $(#(#(#(#a'#$"x{x< ddx<,n X Ԏ: Changes in CrossRoads Clients' Basic Skills, First EAP Measurement to Last EAP Measurement Y ddx!ddx> ~~^ Y  B B R  X  Measure " X . First EAP " X <M Last EAP " X I Pvalue 1B B Rq  Reading: reads2"171%2"?<78%2"L.16q q  Speaking: fluent"180%"?<88%"L.08q q 2 Writing: correct grammar"154%"?<65%"L.08q q  Understanding: clear"174%"?<83%"L.08q    Earning Potential: > welfare& "122%& "?<30%& "L.13    yO #\\  PRQ/P# 1Pvalue is the onetail probability value for test (normal distribution) of difference in first EAP and last EAP proportions.& #Xp\  PZQ+XP#$(#(#(#(#? '#$@-((!'#a'#C-@Ԓ"p4?3ddFIGURE4.PRNp<,? X Ԏ : Changes in Participants' Basic Skills ĸ$(#(#(#(#'#$ppTable 7 and Figure 4 present information on the improvement of clients' basic skills while  X they were in the CrossRoads Program.y0  X: ԍAs in the prior analyses, in order to guard against the threat to validity of instrumentation discussed earlier the analysis for Table 7 and Figure 4 was repeated using only those clients originally selected into the treatment group. Although the specific percentages changed somewhat, the overall pattern and conclusions remained the same.y The percentage of clients who could read, speak fluently, write using correct grammar and spelling, and could understand clearly all increased, with increases ranging from nine to eleven percent. The percentage of clients judged capable of having employment earnings exceeding the amount of their welfare grant also increased, although over twothirds (70%) still were below that capability. In short, these results show modest improvement across clients' basic skills levels.04-(('#0Ԍ "xR x<ddx<, X Ԏ: Percentage of CrossRoads Clients' Getting Better or Worse on Basic Skills and on Selected Motivation, Skill, and Employability Characteristics, First EAP Measurement to Last EAP Measurement Y ddx!ddx ^ Y  B B R  X  Measure " X . Better " X < No Change " X Lk Worse B B Rq  Work Ethic: wants work2"0N14%2"?<78%2"M8%q q  SelfConcept: will succeed"0N42%"?<49%"M9%q q 2 Dress/Appearance: good"0N36%"?<58%"M6%q q  JobHunting Skills: good"0N41%"?<53%"M5%q q  Transportation: reliable"0N30%"?<60%"M10%q q  Telephone: has phoneg "0N27%g "?<62%g "M12%q q  Family Environment: stable "0N27% "?<61% "M13%q q g  Child Care: no problemI "0N29%I "?<63%I "M8%q q   Reading: reads"0N10%"?<86%"M4%q q I  Speaking: fluent+"09%+"?<89%+"M1%q q  Writing: correct grammar"0N19%"?<74%"M6%q q + Understanding: clear "0N16% "?<77% "M8%q    Earning Potential: > welfare"0N30%"?<56%"M14%    ppTable 8 presents the information on clients' changes while in the CrossRoads Program in a somewhat different way than do Tables 6 and 7. Table 8 shows, for each of the measures in $(#(#(#(#  '#$Tables 6 and 7, the percentage of the clients who got better, did not change, or got worse, according to the recorded EAP results. Almost onehalf (42%) of the clients manifest an improvement in their selfconcept, with greater belief that they can succeed. This result again substantiates the belief of CrossRoads personnel that one of the most important impacts of the0:&-((` '# %0 CrossRoads Program was to help change clients' attitudes towards greater belief in their own capabilities. In contrast, work ethic again appears to be relatively stable: for about fourfifths (78%) of the clients, their desire to work did not change. Other characteristics which showed improvement for over onequarter of the clients include appearance, jobhunting skills, transportation, telephone availability, family environment, child care availability, and earning potential. ppThe preceding results (Tables 58) show consistent improvement in clients' employability characteristics while clients were in the CrossRoads Program. This provides substantial evidence of a positive program effect on removing employment barriers and developing skills, leading eventually by the logic of the CrossRoads Program impact model to employment and client selfsufficiency. However, these generally positive results hide a potential problem in operating a selfsufficiency program like CrossRoads: the type of clients who tend to stay in the program  X the longest are not necessarily those most motivated or most ready to become selfsufficient.(#(#l] ! "x<<jddx<,u X Ԏ: Relationship of Time Spent in CrossRoads Program to Clients' Work Ethic and Clients' SelfConcept Y ddx!&ddx X" Y  z@ P" a a" X A Mean No. CDaysz" X O x Pvalue 1z@ P@ "    X"  First EAP  "E "S@ 3@z"   Xl   WORK U  Wants to Work (N=51) Doesn't Want to Work (N=21) >"D328 D426>"R x .01 S3@q@  " X   ETHIC   X  Last EAP "E"Sq@ cB>" @  Wants to Work (N=51) Doesn't Want to Work (N=22)  "D325 D437 "R ' x .01cBq@ "   X  First EAP  "E "Sq@ 3@ "   X   SELF   Believes Will Succeed (N=26) Doesn't Believe Will Succeed (N=46) "D313 D382"R x .073@q@  " X.  CONCEPT   X>  Last EAP '"E'"Sq@ cB"   Believes Will Succeed (N=45) Doesn't Believe Will Succeed (N=28) "D335 D397"R x .12cB'  yO #\\  PRQ/P# 1Pvalue is the twotail probability value for ttest of difference in mean number of days for the two groups. ]  Table 9 provides evidence about this motivational issue. The findings clearly show that clients who did not want to work, whether measured at the time of their first EAP assessment or their last EAP assessment, spent on average many more days in the CrossRoads Program. Similarly, the findings show that clients who did not believe that they would succeed, whether measured at the time of their first EAP assessment or their last EAP assessment, spent on average many more days in the CrossRoads Program. Table 9 therefore points towards a potential problem for such a program to become disproportionately inundated with clients lacking the motivation or the selfconfidence to become selfsufficient.0h$-(('#!!0Ԍ$(#(#(#(#  !'#$ppThis finding suggests that the design of selfsufficiency programs like CrossRoads might need to institute limits or incentives to prevent clients less able to benefit from a selfsufficiency program from languishing for extended periods within the program and consuming programmatic resources. The results in Tables 6 and 8 clearly indicate that little change is likely during the course of the program in clients' desire to work. Therefore, to the extent that lack of desire to work presents an important barrier to selfsufficiency for clients, keeping those clients for0:&-(('#!!0 extended periods in a selfsufficiency program like CrossRoads is unlikely to remove that barrier. On the other hand, Tables 6 and 8 indicate that improvement is likely during the course of the program in clients' selfconcept, an improvement that CrossRoads personnel viewed as critical for making progress towards selfsufficiency. A difficult dilemma about how to run a selfsufficiency program therefore results: clients' may require considerable time to remove barriers and improve skills before they can become selfsufficient, but at the same time lack of mechanisms to keep clients from staying in the program too long could diminish program effectiveness by overloading the program with lessmotivated clients. Reflecting this difficulty, CrossRoads personnel reported that they found it difficult to know when it was no longerA"xhx< dd0 x<,0 a X Ԏ: Educational Training CrossRoads Clients Completed While in CrossRoads Program T ddx!hddx T  B B R  X  Type of Training " X 2 Percent " X = Number B B Rq  Life Skills Class2"3_100%2"?92q q  GED"420%"?18q q 2 A.A. Degree Studies"411%"?10q q  Adult Basic Educ."410%"@9q q  Trade Certificate"44%"@4q q  Bus. Ad. Certificateg "44%g "@4q    Cert. Nurses' Aide "42% "@2  g ܬ appropriate to keep a client in the program who was not progressing. $(#(#4(#(# A'#$ppThe final evidence concerning the improvement of clients' employability while in the CrossRoads Program concerns the educational training the clients received. From the point of0#'-(('#!)A0 view of the CrossRoads Program's impact model training has great importance, since training can serve both to help clients acquire skills and to remove employment barriers. Table 10 shows the amount of training received while in the CrossRoads Program. All clients went through the Life Skills Class, which provided approximately two months of training in basic skills required to participate successfully in the working world, and also worked at eliminating some barriers to employment. The next most common type of training was some type of general educational training received at the local community college: Adult Basic Education, GED, or studies towards the Associate of Arts degree. Of these, the GED training was the most common, and served both to increase basic skills levels and to deal with the employment barrier created by failing to have completed high school. Four of the clients obtained trade certificates, such as a welder's certification, and another four clients obtained business administration certificates, which involved training for doing general office work using computers and business machines. Finally, two people finished training for a certified nurse's aide, with the intention of going on to become registered nurses.-((  X  . CONCLUSIONS AND RECOMMENDATIONS ă  1. 1. 1. 1. 1. 1. 1. 1. 1. 1. 1. 1. 1. 1. 1. 1. 1. Conclusions and Recommendations regarding the Design of Client SelfSufficiency Programs pp1.1. For programs aimed at increasing the employability and eventual selfsufficiency of the least employable welfaredependent population, avoid if possible using case managers primarily oriented to and experienced in relating to clients as welfaredependents.(#p pp1.2. In order to avoid attrition of clients, potential clients should be inducted into the program immediately after their eligibility for the selfsufficiency program is established.(#p pp1.3. Client selfsufficiency programs need to allow for the substantial periods of time that motivated clients may require to make progress towards selfsufficiency. At the same time, such programs need to institute controls or incentives to prevent clients who are less motivated, are not ready for a selfsufficiency program, or for other reasons are not progressing within the program, from consuming programmatic resources for extended periods.(#p 2. Conclusions and Recommendations regarding the Evaluation of Client SelfSufficiency Programs pp2.1. Creation of Control or Comparison Groups(#p pp(2.1.1. Establish criteria for program eligibility that yield a pool of eligibles sufficient for creating both a participant group and a control group. If replacements for the participant group are to be selected from the control group, allow for resulting attrition of the control group in the original design.(# pp(2.1.2. Consider the possibility of serious attrition problems occurring in the control group due to job placement of control group members. This may be a serious problem if the control group receives services from an agency primarily providing job placement services.(# pp2.2. Minimize threats to internal validity of instrumentation by using personnel from only one agency to administer client employability assessment instruments during the course of a program, and/or use rigorous training on the application of the instrument to reduce instrumentation effects.(#p pp2.3. Program Characteristics to be Evaluated(#p pp(2.3.1. Since an important implementation issue concerns the method of selecting clients for a selfsufficiency program, evaluations could be designed to assess alternative#'-(( methods for selecting clients who are most appropriate for selfsufficiency programs. Methods should include alternative types of assessment instruments, including instruments that would be administered by case managers in cooperation with the client. Instruments evaluated should include instruments that broadly examine a range of factors affecting clients' employability, including clients' skills levels and barriers to employment.(#-((  X  APPENDIX A: Description of Intended Differences in Services Provided to Treatment  X Group and to Control Group  V ppThis appendix describes the differences in services that the CrossRoads project intended the treatment group (CrossRoads clients) would receive, compared to the  V control group (AFS JOBS Program clients).h!p Specific Differences in Services that the CrossRoads project intended that the Treatment Group would Receive ppBased on the EAP and individual counseling with his or her case managers, the CrossRoads clients developed an individualized service plan (ISP). The ISP served as the participant's primary case planning document, in which service goals were identified, specific operational objectives associated with each of the identified goals were delineated, and the participant's progress toward reaching these objectives were recorded. The individualized plan's objective was to help to improve life skills, literacy skills, and employment skills, and thereby remove barriers to employment. AFS JOBS Program participants did not develop an ISP, but instead had an action plan which defined the number of employer contacts to make. In the action plan, the employment specialist specified any special JOBS activities or employment referrals the client had to complete. The action plan also specified any day care and transportation arrangements the client needed to make. ppCrossRoads differed from the AFS JOBS Program in linking the participant to needed services and support through the case manager. CrossRoads worked more closely with existing services, and had as a central function to serve as a broker for participants and their families preparing for selfsufficiency. Interagency coordination was the primary responsibility of the CrossRoads case manager. Multidisciplinary team meetings were intended to allow case managers, counselors, and administrators to work out program inefficiencies and to ensure that the program participants were being served to the best of the program's potential. The underlying premise was that a participant required the support and expertise of advocates and service providers who could assess needs and resources correctly, and who could monitor the delivery of assistance. The goal was to maintain interagency communication and coordination among the various program components. In contrast, the JOBS Program did not coordinate in such a manner with other agencies through interagency meetings. ppCrossRoads case managers were supposed to be encouraged to fully access support and training subsidies available from AFS and other support services for their participants. The job of the CrossRoads case manager was to ensure that program components and support services were effectively delivered to participants seeking selfsufficiency. The coordination of the major partnership components was the primary responsibility of the COCAAN case manager. The case manager facilitated referrals and information sharing across agency lines. In comparison, the emphasis in the JOBS Program was more on obtaining immediate employment and less on using:&-(( training for a longerterm approach to selfsufficiency focusing on skill acquisition and barrier removal. ppCrossRoads case managers were to spend more time with their clients due to a smaller caseload and less required paper work than the AFS employment specialists. CrossRoads case managers were expected to have an average of 25 participants in their caseload. The caseload size among AFS employment specialists was expected to be higher, with the number varying depending upon the branch and on how cases were counted, but with figures as high as 120 or even higher. Sometimes the employment specialist reports showed higher caseloads than the branch manager reports. Differences in how to count active caseloads, medical suspension, and sanctioned JOB clients apparently caused differences in the actual number of reported clients. ppThe JOBS employment specialist had 19 standardized forms that needed to be completed for each client in the JOBS Program. The CrossRoads Program had only the EAP and ISP forms to be completed, along with general case notes. However, the CrossRoads case manager became responsible for AFS/JOBS Programs voucher forms necessary to reimburse CrossRoads participants for mileage, child care, educational/skills training, and other expenses. ppAll CrossRoads participants were to attend a three hour lifeskills class three days a week for about two months. The goal was to increase participants' basic skills and life skills in order to become more employable. The JOBS Program did not offer any comparable skillbuilding classes, although some training occurred for resume writing, interviewing skills, and through special referrals. Specific Similarities in Services that the CrossRoads project Intended that the Treatment and Control Groups would Receive ppOriginally, the CrossRoads manager intended that only the CrossRoads clients would have an EAP completed, but this was modified, as discussed in the process evaluation report, so that both groups were supposed to have an EAP completed. The control group was supposed to have an EAP completed at 6 month intervals, compared to the treatment group at 3 months intervals. ppBoth groups were entitled to the same cash grants and medical benefits through AFDC. They were also entitled to the same reimbursements for child care, transportation and "other JOBSrelated payments". Potential private and nonprofit employers of treatment and control group participants could be reimbursed through "work supplementation", and "onthejob training" contracts through AFS. The availability of these reimbursements for both groups depended on the discretion of the JOBS employment specialist or the CrossRoads case managers.  Xh$  ppLike the CrossRoads case manager, the AFS JOBS employment specialists were able to provide reimbursements to clients for mileage, child care, and other expenses to promote job placement. However, the employment specialists could not reimburse clients for expenses incurred for educational/skills training, unlike the CrossRoads case managers. In short, AFS#'-(( workers were more limited in accessing support services, given their constraint in using support payments for job search, placement, and other employmentrelated expenses. Also, because of spending limitations and spending priorities, little funding for support payments was available for multibarrier clients who were not "jobready", unlike the CrossRoads Program.-((  X  APPENDIX B: Procedure for Selection of Initial CrossRoads Participants and Initial Control Group Members ppApplicants scoring 245 or below on both the BASIS reading and mathematics scores became eligible for participation in the CrossRoads project. Lists of eligibles were made for each of the three counties: Deschutes County, 55 eligibles; Crook County, 26 eligibles; and Jefferson County, 15 eligibles. For each of these three counties, a stratified, random assignment procedure was used to assign the eligibles to either the group of CrossRoads participants or to the control group. To maximize the comparability of the treatment and control groups stratification was done using the clients' level of education and the clients' BASIS scores. ppThe assignment procedure worked as follows. The list of eligibles for each county was stratified into a high and a low education stratum. Within each stratum, clients were listed in  X order of their total BASIS scores.   X7 ԍTotal BASIS scores were computed by simply summing the separate mathematics and reading scores. For the original 143 CROSSROADS project applicants, the product moment correlation (r) between the separate scores was .52. A sampling fraction for each county was computed by dividing the needed number of CrossRoads participants from that county-determined by the number of available case managers-by the number of eligibles in that county. The rounded reciprocal of the sampling fraction was used as a sampling interval (K) for systematic sampling. A systematic sample was then drawn from the list using this value of K, beginning with a randomly chosen start point. When it was necessary to sample additional cases, or to delete cases already sampled, in order to obtain the correct sampling fraction, cases were selected or deleted randomly. The sampled cases constituted the treatment group, and the other cases constituted the control group. ppThe effect of this assignment procedure is to insure a high level of comparability in the initial treatment and control groups in each county, both in the groups' education levels and in their skill levels, as measured by the BASIS test. K -((  X  APPENDIX C: Procedure for Selecting Additional CrossRoads Participants, After the Initial Selection ppAfter the initial selection of CrossRoads project participants from the original lists of eligibles for each county, selection of additional participants was done using a simple random selection method. This method was used to both 1) select additional project participants from the lists of initial control group members, and 2) select additional project participants from lists of new project eligibles. ppThe following procedure was used to select additional project participants from the lists of initial control group members. A separate list of initial control group members was created for each county. The names on each list were ordered randomly. To select new project participants from the lists of initial control group members, the list for that county was chosen, and new participants were selected from the top of the list on down. ppThe following procedure was used to select additional project participants from lists of new project eligibles. There were two variations to the procedure, depending on whether it was desired to combine the new eligibles with the initial eligibles, or to treat the new eligibles separately. If it was desired to combine the new eligibles with the initial eligibles, then the names of the new eligibles were simply added to the lists of the initial control group members, and the combined lists were used to select new project participants. If it was desired to treat the new eligibles separately, then the names of the new eligibles constituted new lists for each county. The list of names on these lists were also ordered randomly. To select new project participants from these lists of new eligibles, the list for that county was chosen, and new participants were selected from the top of the list on down. ppLists of names used for selecting additional project participants for each county were maintained as computer spreadsheet files. Randomizing the order of names was accomplished using a random number function to generate random priority numbers for each case, followed by sorting the list according to the priority numbers.N! -((  X  APPENDIX D: Employability Assessment Scale EMPLOYABILITY ASSESSMENT SCALE FORM FOLLOWS ON NEXT THREE PAGES. :