The Sites and Styles of Rural Career Education: The Association of Illinois Rural and Small Schools recently released their third statewide assessment of rural CTE programs. 

The researchers surveyed rural school districts across the state and found that all the responding districts offer CTE courses in some capacity, most commonly in agriculture, business/finance and career exploration. Most rural districts also offer some form of work-based learning, primarily field trips/tours (80.4%), career fairs (76.3%) and job shadowing (67.8%). Nearly half partner with other districts to offer CTE courses, and 21.4% offer CTE dual-credit courses. When asked about transportation, 34.7% of districts indicated that students can get to work-based learning experiences via district buses. For CTE courses outside of a student’s district, this rises to 50.2%. 

From the open-ended responses, the researchers found that rural districts struggle significantly with CTE teacher recruitment and retention and with funding and facilities, stating that their infrastructure is expensive and outdated. The location of schools also prevents many from partnering with employers.  

For more rural information and resources, visit ACTE’s Community of Practice for Rural CTE through our CTE Learn portal. 

Value of Industry-recognized Certifications Earned by High School Students: A study from the Annenberg Institute examines the relationship between industry-recognized certifications (IRCs) and labor market outcomes.  

Analyzing data from six cohorts of Texas high school graduates, the researchers found that, on average, IRC attainment is associated with an 8.7% increase in earnings. Each additional IRC is associated with a 3.2% earnings increase. CTE concentrators who earn an IRC aligned with their field experience a 14.7% growth in earnings, while those who get a misaligned certification experience no increase.  

When disaggregating by cluster, IRCs in transportation are associated with the highest increase in earnings (+33%), followed by construction (+30.4%), education (+23.8%) and hospitality (+19.5%). When comparing learner groups, white, male and non-low-income students experience larger earnings gains compared to other student groups.  

Community College Credentials and AIREA Jobs: A brief from the Community College Research Center analyzes the national landscape of advanced infrastructure, energy and agriculture (AIREA) jobs and related community college credentials. Pulling from several national education and labor data sources from 2010-23, the researchers found the following: 

• Overall, AIREA roles accounted for 27% of job postings while 17% of community college credentials were in AIREA fields. 
  • AIREA credential attainment increased by 69% in 2010-23, outpacing growth in non-AIREA fields (+55%). 
  • 26% of short-term certificates were in AIREA fields, compared to 20% of long-term certificates and 10% of associate degrees. 

• AIREA fields with the most job postings include truck drivers, automotive service technicians and industrial engineers. 

• Job demand across AIREA fields has grown significantly over the past decade, with a sharp increase following the COVID-19 pandemic.  

• Workers with less than a bachelor’s degree in AIREA jobs earn about 31% more annually than their counterparts in non-AIREA jobs. AIREA workers who hold a bachelor’s degree earn about the same as similarly skilled workers in non-AIREA fields. 

In addition to the brief, the center also released a data tool where practitioners can examine AIREA job postings and credential data in their local region and by college. 

Young Adult Workforce Landscape Analysis: A study from the Corporation for a Skilled Workforce examines how workforce development organizations across the nation serve adults aged 18-29. After surveying over 200 organizations and conducting several focus groups, the researchers compiled their findings into three sections: 

• What’s Working in Young Adult Workforce Development: Organizations with higher job placement rates dedicate staff to regularly engage with employers and connect adults with work-based learning and occupational training. These organizations also maintain close contact with adults after job placement, closely track and analyze program data, and offer individualized support.  

• What’s Holding the Field Back: Funding is an issue cited by most organizations. Many also struggle significantly with long-term data tracking and analysis, and few have staff who maintain contact with adults after job placement. There are also inconsistent definitions for terms such as “opportunity youth” and “disconnected,” making collaboration with other organizations more difficult. 

• New & Innovative Practices: Organizations have begun adopting new strategies to support adults in today’s workforce, including promoting the development of soft skills and diversifying their funding streams. Several also integrate AI to assist adults in writing resumes and similar activities, and most groups are receiving feedback through surveys, youth councils and other initiatives to inform their programs.