This study examines the economic, fiscal, and workforce impacts of two Dayton Power & Light (DP&L) coal-fired power plant closures in Adams County, Ohio. The decommissioning of these facilities, and the closure of an associated training centre, will result in over 1,100 total lost jobs in the Appalachian region. A skillshed analysis revealed that displaced workers transitioning to emerging occupations with similar skill requirements will experience wage decreases. Decommissioned power plants in Ohio no longer pay tangible personal property (TPP) taxes, which will result in $8.5 million in lost tax revenue for local governments.These findings suggest that a multi-pronged recovery effort will be required to assist this region, which has implications for similar communities in Appalachian Ohio dealing with coal plant closures.

for their help and support. An earlier draft of this paper was prepared for the 2014 SIEPR Conference on Working Longer and Retirement; the authors thank seminar participants for helpful comments. The authors also thank Olivia Mitchell and John Pencavel for helpful suggestions. The opinions and conclusions expressed herein are solely those of the authors and do not represent the opinions or policies of the North Carolina Retirement System or any other institution with which the authors are affiliated. The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research. NBER working papers are circulated for discussion and comment purposes. They have not been peer-reviewed or been subject to the review by the NBER Board of Directors that accompanies official NBER publications.

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Although supplemental saving plans can be an important part of an individual's financial security in retirement, contribution rates remain low, particularly among those with lower salaries and less education. We report findings from an intervention that provided information on key aspects of the employer‐provided supplemental saving plans to older public employees in North Carolina. Among workers participating in a supplemental plan, individuals who received an informational flyer increased their contributions in the months following the intervention relative to the control group. In contrast, individuals who were not enrolled in a retirement saving plan were not moved to begin contributing to a supplemental plan. The results suggest that informational interventions can induce workers who are already engaged in the saving process to reassess their level of retirement preparedness. (JEL C93, D14, D9)