The Phoenix metropolitan area’s “favored quarter” for employment in 1995 – the metro area’s highest employment densities outside the primary core – extended from Chaparral Road in Scottsdale to Baseline Road in Tempe. Downtown and South Scottsdale’s success can be traced to being adjacent to the favored residential quarter that extends from the area around the Phoenix Mountains through north Scottsdale. In the 1990s, the favored employment quarter has been extending north in Scottsdale through the favored residential quarter. The presence of Arizona State University, proximity to Sky Harbor Airport, and access to the region’s first two freeways contributed to the portion of Tempe north of Baseline Road becoming the largest employment center outside of the primary core in Phoenix. Employment also was above average south of Baseline Road, extending into the secondary favored residential quarter of South Tempe and Ahwatukee – Foothills. Considering residential and economic factors, the Phoenix metro area’s favored quarter stretches from north of Squaw Peak in northeast Phoenix through Paradise Valley, Scottsdale, and Tempe to south of South Mountain in southeast Phoenix.

Because of the urgency of workforce issues and the desire to begin a statewide discussion about workforce goals and choices, the Governor’s Council on Workforce Policy wanted to understand if, and how, program governance and organization are hampering progress and what changes might be beneficial. The council asked Morrison Institute for Public Policy (School of Public Affairs, College of Public Programs, Arizona State University) to: (1) Explore the strengths and weaknesses of the organization of Arizona’s workforce system, particularly at the state level (2) Review how other states have revamped their systems and connected workforce and economic development (3) Recommend options for improving Arizona’s system During the second half of 2003, Morrison Institute for Public Policy talked with more than 60 workforce professionals, business people, and workforce board members across Arizona either individually or in small groups, researched other states’ approaches through interviews with officials in other states and national organizations, analyzed responses to an online survey of selected local workforce investment board members, and reviewed a wide variety of materials on economic, workforce, and community development. This report is the first of many steps for Arizona to reflect and act on workforce development governance and its system, because as Thurgood Marshall said, "You can’t stand still. You must move, and if you don’t move, they will run over you."

With unemployment up, consumer spending down, and governments facing revenue shortfalls, Arizona must become more competitive than ever before. AZ Workforce: Latinos, Youth and the Future, produced as part of the ASU Office of Public Affairs’ César E. Chávez Leadership Lecture, examines the “unfinished business” of Arizona’s workforce. The report notes reasons why the workforce remains a critical issue: A skilled workforce is critical to expanding the state’s economy. Arizonans must have the skills employers need. Arizona ranks 17th on Milken Institute’s State Science and Technology Index overall, but 33rd among states on the Human Capital Index; Demographic shifts have put workforce issues front and center. Aging and minority growth in light of enduring disparities make Arizona’s current workforce a priority; and, Arizona’s employers will have to look harder at homegrown workers. Conservatively speaking, for everyK-12 student another Arizonan needs help with skills. For example, more than 430,000 Arizonans do not speak English well, while more than 600,000 Arizonans did not finish high school. AZ Workforce looks at big picture facts and figures about the state’s 3-million-strong workforce. By 2030, Arizona may have more than 10 million residents. A key part of the big picture is that the generation replacing older workers has less education than today’s mature workforce.

The purpose of this brief report is to provide information about Arizona’s system of workforce development, the Workforce Investment Act of 1998 (WIA), how the Act has been implemented in the greater Phoenix area and the program’s relevance to business. It is an update of a previous brief on the subject from February 2000. Prepared by Morrison Institute for Public Policy at the request of Greater Phoenix Leadership, the information contained in this report is intended for a business audience.

Fierce competition for workers is one of the top issues today in Arizona. Many people may be surprised to hear that anything related to the state’s economic situation is on a list of pressing issues. Arizona’s economy is and remains robust, the state is finding it difficult to supply workers in demand by industry. The result is a new but deep threat to our economic future. Businesses’ inability to find and retain the workers they need, where they will need them, may in fact be the spear that unexpectedly pierces the state’s prosperity.

Research into the sensitivity and vulnerability of urban water systems in Arizona reveals that managers are more concerned about factors such as population growth projections, economic trends, and revenue flows. Reliance on groundwater resources in many cases obscures recognition of any direct impact of precipitation on water supply. Given the low level of perceived climate risk among many providers interviewed for this study, it would seem unlikely that climate information would be needed. However, pockets of sensitivity and vulnerability to climatic impacts do exist in the four study areas covered in this study.

The study had three main goals: (1) to assess the vulnerability of groundwater-dependent agriculture to climate variability, (2) to identify historical and current processes of adaptation to the vagaries of climate in the region— these refer to both system wide adaptations and individual farmer’s adaptations, and, (3) to assess the use of and needs for seasonal climate forecast information in agricultural decision making. The report is targeted at institutional stakeholders (i.e., agricultural extension personnel), physical scientists (particularly climatologists), and policymakers (at the level of NOAA and other federal agencies). Specific recommendations are made to these groups in order to improve the delivery of seasonal forecasts, set research priorities, and inform public policy.

The research presented here documents institutional and organizational factors affecting fire management on tribal lands. Two case studies of fires occurring on tribal lands in Arizona provide insights into how these factors converged to influence the course of events. This study considers historic as well as current conditions and events because these affect whether or not people are receptive to information, to planning, and to working together. Though it focuses on decision making within tribes and agencies responsible for tribal lands, its findings are relevant for other locations as well.

As a major component of the Climate Assessment Project for the Southwest, this study is part of a larger effort to assess the vulnerability of natural and human systems to climate variability and change in the southwestern U.S. As importantly, this assessment seeks to fulfill the project’s larger mission of working directly with communities to improve their ability to respond adequately and appropriately to climatic events and climate change. The goal of this study is to demonstrate the utility of a rapid ethnographic approach for (1) conducting a community-level assessment of climate related vulnerability and (2) extending the findings to other assessments.