Attachment A Combined WIB Region Gap Analysis Local Plan/Attachment A... · 2013. 3. 13. · Combined WIB Region Gap Analysis Results presented by: Debbie Thompson, President & CEO

Combined WIB Region

Gap Analysis

Results

presented by:

Debbie Thompson, President & CEO Jacqui Lanagan, Senior Manager of Nonprofit & Community Services

March 17, 2010

Attachment A

Workforce Investment

Boards Involved

• Lehigh Valley (Lehigh and Northampton Counties)

• Lackawanna (Lackawanna County) • Luzerne/Schuylkill Counties) • Pocono (Carbon, Monroe, Pike, and

Wayne Counties)

Attachment A

Industry Clusters

• Advanced/Diversified Manufacturing • Healthcare • Transportation and Logistics • Business and Finance • Energy • Food Processing

Attachment A

Components in Gap

Analysis

• Knowledge, Skills, and Abilities (KSA) Research

• Career Ladder/Lattice Development • Employer Survey (including demand

analysis) • Training Provider Survey

Attachment A

Foundational Information

• KSA Research (Knowledge, Skills, and Abilities) was complied for each occupation included in needs assessment to share with training providers so that critical elements can be built into curriculum/training programs

• Career ladder/lattice was created for each industry as a recruitment/retention tool for training providers/CareerLink to share with job seekers regarding opportunities for advancement and career development within the industry

Attachment A

Methodology

• Key occupations were identified by industry representatives from the combined WIB regions to be included in each component of the gap analysis

• Surveys and secondary research was conducted to obtain the information for each section (specific information included in applicable section)

Attachment A

Advanced/Diversified

Manufacturing

Attachment A

Employer Survey Respondents

• The AMDM survey was sent to 158 possible participants within the advanced manufacturing/diversified manufacturing industry sector. These participants represented 150 companies.

• A total of 15 surveys were returned, yielding a response rate of 10%.

Attachment A

Occupation Growth -

Total • The survey respondents currently employ 6,429

employees in the industry and anticipate hiring an additional 3,497 new employees over the next 5 years.

• This would represent a total of 9,926 full time employees across all occupations within the industry based on the employers responding to the survey.

• Assemblers and Fabricators represent the highest number of employment (1,488), with the majority of survey respondents employing this occupation.

• The occupations suggesting the most growth based on survey responses are: – Machine Setters, Operators, and Tenders (14%) – Material Handlers, Stock Clerks, and Shipping and

Receiving Clerks (5.5%)

Attachment A

Strategic Needs

Importance Over Next 2-3 Years

3.56

3.60

3.67

3.81

3.94

4.00

4.31

1.00 2.00 3.00 4.00 5.00

c. Financial assistance for entry level

worker training

f. Links to specific types of technical

training

g. Other

b. Recruitment assistance

a. Developing internal training programs

e. Access to capital to improve/increase

training

d. Financial assistance for existing

employees training

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Average Scores

Attachment A

Critical Training Needs

• Information Technology (750) • Cross Training (742) • Communication & Teamwork for

hourly workforce (580) • Change Management & Team Skills

(500) • Job skills and safety for hourly

workforce (400)

Attachment A

Critical Issues

• Qualified/skilled Personnel (including soft skills)

• Diminishing Funds/Economy/ Finances/Budget Cuts • Retention • Access to latest technology/keeping

pace with latest technology

Attachment A

Recruitment

How organizations recruit for entry level workersTotal Number of Responses = 559

3628

24

70

79

92

82

29

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Attachment A

Regional Training

Training Offered by Regional Training ProvidersTotal Number of Responses = 116

PoorN = 0, 0%

Very GoodN = 51, 44%

GoodN = 35, 30%

ExcellentN = 14, 12%

Fair N = 16, 14%

Attachment A

Training Gaps

Employers provided training gaps and needs for the following occupations:

•Assemblers and Fabricators •Automation Technician •Electrical and Electronic Repair Technicians •Electrical and Electronic Drafters •Electromechanical Technicians •Electronics Engineers •Engineering Managers •Industrial Engineers •Welder and Cutter •Maintenance and Repair Worker

•Industrial Machinery Mechanics •Machine Setters, Operators, and Tenders •Machinist •Mechanical Drafters •Mechanical Engineering Technicians •Metalformers •Molding and Casting Workers •Sheet Metal Workers •Tool and Die Maker

•Material Handler/Associate, Stock Clerk, Shipping and Receiving Clerk •Team Assembler •Environmental Scientists and Specialists •Logisticians •Purchasing Managers •Quality Assurance/Production Inspector

Attachment A

Training Provider

Survey Respondents

• The AMDM survey was sent to 32 possible participants representing 19 training providers

• A total of 2 surveys were returned. Secondary research was conducted for 20 additional training providers in the area for a total of 22 regional training providers for which data was provided for

Attachment A

Occupation Specific Training-

Total

Of the 36 occupations targeted for the survey, regional training providers train for 27 of them:

•Assemblers and Fabricators •Automation Technician •Electrical and Electronic Repair Technician •Electromechanical Technicians •Electronics Engineers •Engineering Managers •Industrial Engineers •Industrial Machinery Mechanics •Machine Setters, Operators, and Tenders

•Machinist •Mechanical Drafters •Mechanical Engineering Technicians •Metalformers •Molding and Casting Workers •Truck Drivers, Heavy and Trailer •Welder and Cutter •Maintenance and Repair Worker •Material Handler/Associate, Stock Clerk, Shipping and Receiving Clerk

Attachment A


Total

Of the 36 occupations targeted for the survey, regional training providers train for 27 of them (cont.):

•Team Assembler •Purchasing Managers •Quality Assurance/Production Inspection •Numerical Control and Process Control Programmers •Accountants

•Bookkeeping, Accounting, and Auditing Clerk •Computer Support Specialist •Human Resources Management •Sales Representative

Attachment A

Occupation Specific Training -

Total

Regional Training providers offer related programs for the 9 occupations not directly being trained for:

•Electrical and Electronic Drafters •Machine Builder •Sheet Metal Workers •Technical Writers •Tool and Die Maker •Environmental Scientists and Specialists •Logisticians •Power Distributor and Dispatchers •Transportation Managers

Attachment A

Healthcare

Attachment A


• The healthcare survey was sent to 116 possible participants within the healthcare industry sector. These participants represented 98 companies.


Attachment A

Occupation Growth

• The survey respondents currently employ 11,791 employees in the industry and anticipate hiring an additional 5,764 new employees over the next 5 years.


• Registered Nurses represent the highest number of employment (2,635), with the majority of survey respondents employing this occupation.

• The occupations suggesting the most growth based on survey responses are Registered Nurses (8%) and Nurse Aides, orderlies, attendants, medical assistants, and personal home care aides (7.5%).

Attachment A

Strategic Needs


4.00

4.00

4.21

4.43

4.50

4.69

1.00 2.00 3.00 4.00 5.00f. Links to specific types of technical trai...

b. Recruitment assistancec. Financial assistance for entry level wo...a. Developing internal training programsd. Financial assistance for existing empl...e. Access to capital to improve/increase ...

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Average Scores

Attachment A


• Customer Service (800) • National Patient Safety Goals (775) • Expanding Technology (775) • Training Staff to Move to Electronic

Health Records (700) • Behavioral Skills/Soft Skills (271)

Attachment A

Critical Issues

• Finding qualified employees who are well trained

• Lack of funding for employer training • Current economy

Attachment A

Recruitment

How organizations recruit for entry level workers

8

39

2

12

5452

44

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Attachment A

Regional Training

Training Offered by Regional Training Providers

Excellent, 6, 8%

Very Good, 40, 53%

Good, 25, 32%

Fair, 5, 6%

Poor, 1, 1%

Attachment A

Training Provider

Survey Respondents

• The healthcare survey was sent to 33 possible participants representing 17 training providers


• Secondary research was conducted for 23 additional training providers in the area

• Returned surveys and secondary research garnered information for 28 regional training providers

Attachment A

Occupation Specific Training


•Registered Nurses •Licensed Practical Nurse/Vocational Nurse •Nurse Aids, Orderlies, Attendants, Medical Assistants, Personal/Home Care Aides •Physician Assistants •Audiologist •Physical Therapist •Physical Therapist Assistant •Occupational Therapists •Occupational Therapy Assistants •Speech Language Pathologist

•Respiratory Therapist •Radiology Technician •Radiology Technologist •Diagnostic Medical Sonographers •Medical and Clinical Lab Technicians •Medical and Clinical Lab Technologist •Pharmacist •Pharmacy Technician •Dietician •Medical and Public Health Social Workers

Attachment A

Occupation Specific Training


•Anesthesiologists •Dietetic Technician •Clinical Psychologist •Substance Abuse and Behavioral Disorder Counselor •Biomedical Engineers •Clergy Chaplains

Attachment A

Transportation and

Logistics

Attachment A


• The transportation/logistics survey was sent to 101 possible participants within the transportation and logistics industry sector. These participants represented 90 companies.

• A total of 7 surveys were returned, yielding a response rate of 7.8%.

Attachment A

Occupation Growth -

Total

• The survey respondents currently employ 3,961 employees in the industry and anticipate hiring an additional 933 new employees over the next 5 years (note that several employers did not project growth).


• Truck Drivers – Heavy and Tractor Trailer represent the highest number of employment (1,062)

• Very few employers projected growth with most not answering the question. The following occupations are likely to experience the most growth based on the employer responses: – Logisticians (7%) – Bus Drivers/School and Transit (10%)

Attachment A

Strategic Needs


3.00

3.33

3.57

4.29

4.43

4.43

4.43

1.00 2.00 3.00 4.00 5.00

g. Otherb. Recruitment assistance

f. Links to specific types of technical trai...a. Developing internal training programsd. Financial assistance for existing empl...e. Access to capital to improve/increase trng

c. Financial assistance for entry level wor...

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Average Scores

Attachment A


• Leadership (60 workers) • Drivers (50) • Communication (33) • Diversity (33) • Technical (30) • System update training (26)

Attachment A

Critical Issues

• Becoming ISO Certified • Driver shortage • Funding • Losing the work offshore • Qualified candidates • Technical training for Mechanics • Exodus of talent to metropolitan areas • Fuel costs • Image improvement • Work ethic • Environmental issues • Struggling economy

Attachment A

Recruitment


12

22

4

11

53

27 27

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Attachment A

Regional Training


Excellent, 0, 0%

Very Good, 33, 52%Good, 29, 46%

Fair, 1, 2%

Poor, 0, 0%

Attachment A

Training Gaps


•Logisticians •Fleet Manager/Driver Manager/Transportation Manager •First Line Supervisors of Warehouse Workers/Equipment Operators •Storage and Distribution Facility Managers •Industrial Truck and Tractor Operators •Laborers, Freight, Stock and Material Movers

•Packers and Packagers •Stock Clerk-Warehouse, Storage Yards •Bus and Truck Mechanics and Diesel Engine Specialists •Maintenance and Repair Worker-General •Database Administrator •Computer Systems Analysts •Customer Service Representatives •General Office Clerk

Attachment A

Training Provider

Survey Respondents

• The transportation and logistics survey was sent to 25 possible participants representing 19 training providers

• A total of 1 survey was returned. Secondary research was conducted for 26 additional training providers in the area for a total of 27 regional training providers for which data was provided for

Attachment A


Total


•Logisticians •Fleet Managers/Driver Manager/Transportation Manager •Storage and Distribution Facility Managers •Truck Drivers – Heavy and Tractor Trailer •Truck Drivers – Light and Delivery Service •Bus Drivers (School and Transit) •Shipping, Receiving, and Traffic Clerks

•Industrial Truck and Tractor Operators •Bus and Truck Mechanics – Diesel Engine Specialists •Maintenance and Repair Work – General •Industrial Maintenance Mechanic •Network and Systems Administrators •Database Administrators •Computer System Analysts •General Office Clerk •Accounting Clerk/Bookkeeper

Attachment A


Total

The following occupations are not directly trained for – they most likely are entry level positions requiring on the job training

•First Line Supervisors of Warehouse Workers/Equipment Operators •Laborers, Freight, Stock and Material Movers •Packers and Packagers •Stock Clerk – Warehouse, Storage Yards •Customer Service Representatives

Attachment A

Business and Finance

Attachment A


• The business and finance survey was sent to 103 possible participants within the business and finance industry sector. These participants represented 52 companies.

• A total of 4 surveys were returned, yielding a response rate of 7.7%.

Attachment A

Occupation Growth -

Total

• The survey respondents currently employ 1,561 employees in the industry and anticipate hiring an additional 4,851 new employees over the next 5 years (note that several employers did not project growth).


• Customer Service Representatives represent the highest number of employment (1,525) followed closely by Agents and Business Managers (1,025)

Attachment A

Occupation Growth –

Total (cont.)

The following occupations are likely to experience the most growth based on the employer responses: – Agents and Business Mangers – Customer Service Representatives – Insurance Professionals – Sales Professionals

Attachment A

Strategic Needs


3.25

3.25

3.67

3.75

3.75

4.00

1.00 2.00 3.00 4.00 5.00d. Financial assistance for existing empl...c. Financial assistance for entry level wo...f. Links to specific types of technical trai...a. Developing internal training programs

b. Recruitment assistancee. Access to capital to improve/increase ...

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Attachment A


• Remote worker technology training (400 workers)

• Insurance Licensing (200) • Health Insurance Training (100) • Customer Service Skills (75)

Attachment A

Critical Issues

• Availability of workers with soft skills • Competent labor pool • Customer service skills • Basic workplace etiquette • Training grant dollars • Incumbent worker training • Teamwork

Attachment A

Recruitment


1

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Attachment A

Regional Training


Excellent, 0, 0%

Very Good, 2, 25%

Good, 5, 62%

Fair, 1, 13%

Poor, 0, 0%

Attachment A

Training Gaps


•Agents and Business Managers •Business Analysts •Customer Service Representatives •Insurance Professionals •Sales Professionals

Attachment A

Training Provider

Survey Respondents

• The business and finance survey was sent to 13 possible participants representing 11 training providers

• Secondary research was conducted for 23 training providers in the area

Attachment A


Total


•Accountants/Auditors •Agents and Business Managers •Business Analysts •Coroners •Credit Analysts •Emergency Management Specialists •Environmental Compliance Inspectors •Financial Analyst •Human Resource Professional

•Government Property Inspectors and Investigators •Legal Professionals •Marketing Specialists •Meeting and Convention Planners •Network Technologists •Risk Analysis Professional •Secretarial •System Analyst •Tax Professional

Attachment A


Total


•Customer Service Representatives •Logisticians •Purchasing Agents •Training & Development Professionals NOTE: All other occupations were too widespread to determine an appropriate educational tract

Attachment A

Energy

Attachment A


• The energy survey was sent to 48 possible participants within the energy industry sector. These participants represented 48 companies.


Attachment A

Occupation Growth -

Total

• The survey respondents currently employ 879 employees in the industry and anticipate hiring an additional 435 new employees over the next 5 years (note that several employers did not project growth).


• Very few employers projected growth so occupation specific growth could not be projected

Attachment A

Strategic Needs


3.33

3.67

4.00

4.33

4.33

4.50

5.00

1.00 2.00 3.00 4.00 5.00

c. Financial assistance for entry level w...b. Recruitment assistance

g. Othere. Access to capital to improve/increase...f. Links to specific types of technical tra...

d. Financial assistance for existing emp...a. Developing internal training programs

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Attachment A


• Electricians (20 workers) • Equipment Specific Training (5) • General HVAC Service for new hires

(3) • Grant Writing (2) • Sales force training on new

technologies (2) • Energy Auditing (1)

Attachment A

Critical Issues

• Knowledge of alternative energy • Lack of qualified/trained field

personnel • Training money • Funds • Workforce to support newer

energies

Attachment A

Recruitment


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Attachment A

Regional Training


Excellent, 2, 20%

Very Good, 5, 50%

Good, 3, 30%

Fair, 0, 0%

Poor, 0, 0%

Attachment A

Training Gaps


•Technicians •Service Equipment Installer

Attachment A

Training Provider

Survey Respondents

• The energy survey was sent to 13 possible participants representing 10 training providers

• One regional training provider provided data

• Secondary research was conducted for 24 training providers in the area, in total information is available for 25 regional training providers

Attachment A


Total


•Electrical and Electronic Engineering Technician •Electrical and Electronics Repairers, Commercial and Industrial •Surveying and Mapping Technicians •Surveyors •Chemical Engineers •Electrical Engineers •Environmental Scientists and Specialists •Environmentalists •Welder •Industrial Machinery Mechanics

•Geoscientists •Energy Accountants •Energy Auditors •Energy Business Analysts •Energy Marketing Specialists •Information System Specialists •First Line Supervisors/Managers of Construction Trades and Extraction Workers •Electrical and Electronic Drafters •Electrician •Plumber •Gas Plant Operators

Attachment A


Total


•Customer Service Representatives

NOTE: The majority of the occupations not directly trained for most likely require on the job training

Attachment A

Food Processing

Attachment A


• The food processing survey was sent to 37 possible participants within the food processing industry sector. These participants represented 29 companies.


Attachment A

Occupation Growth -

Total

• The survey respondents currently employ 535 employees in the industry and anticipate hiring an additional 111 new employees over the next 5 years (note that several employers did not project growth).

• This would represent a total of 646 full time employees across all occupations within the industry based on the employers responding to the survey.

• Based on secondary research from the Department of Labor the following occupations are projecting the greatest growth – Food Cooking Machine Operators and Tenders – Food Preparation and Serving Related Workers – Food Preparation Workers – Food Batchmakers

Attachment A

Strategic Needs


2.00

3.50

4.50

4.50

5.00

5.00

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b. Recruitment assistancec. Financial assistance for entry level worker trnga. Developing internal training programs

f. Links to specific types of technical trainingd. Financial assistance for existing employees trnge. Access to capital to improve/increase trng

Average Scores

Attachment A


• Thinking strategically (50 workers) • Technical troubleshooting (25) • Leadership (20) • Compliance safety for working with

food • New software training for sales

group • Equipment specific training

Attachment A

Critical Issues

• Lack of skilled applicants • Lack of people with previous

experience • Basic employability skills • Technical troubleshooting

Attachment A

Recruitment


1

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Attachment A

Regional Training


Excellent, 2, 29%

Very Good, 1, 14%

Good, 1, 14%

Fair, 3, 43%

Poor, 0, 0%

Attachment A

Training Gaps


•Food Batchmakers •Food Preparation Workers •First Line Supervisors/Managers of Food Preparation Workers •Food Roasting, Baking, and Drying Machine Operators and Tenders •Packaging and filling machine operators and tenders •Plant Manager •Plant Engineer •Quality Assurance Manager

Attachment A

Training Provider

Survey Respondents

• The energy survey was sent to 23 possible participants representing 16 training providers

• One regional training provider provided data

• Secondary research was conducted for 23 training providers in the area

Attachment A


Total


•Food Preparation Workers •First Line Supervisors/Mangers of food preparation workers •Food Preparation and serving related workers, other •Chemists •Plant Managers •Plant Engineers •Dieticians and Nutritionist •Shipping Clerks

Attachment A


Total

Regional Training providers offer related programs for the occupations not directly being trained for:

•Food Scientists and Technologists •Food Science Technicians

NOTE: The majority of the occupations not directly trained for most likely require on the job training or previous work in the industry

Attachment A

Overall Conclusions

• Financial assistance for existing employee training and access to capital to improve/increase training are top strategic needs across all industry sectors

• Finding and retaining qualified skilled employees is a critical issue for the industry clusters as is securing funding for training

• Soft skills is also a critical issue/training need for the various industry sectors

Attachment A

Overall Conclusions

Cont.

• Several regional training providers offer programs for these occupations which may reach/exceed capacity with expected job growth

• Based on KSA and employer research, regional training providers appear to be preparing students for occupations in the respective industry clusters; some gaps may continue to exist related to some occupations

• IP would benefit from relationships/additional discussion with training providers regarding capacity and specific curriculum needs, particularly in gap areas

NOTE: Debbie will be discussing ways WIB and IP can use all this data and industry specific conclusions are included in each report

Attachment A

Questions/

Comments

Attachment A

Documents

Attachment A Combined WIB Region Gap Analysis Local Plan/Attachment A... · 2013. 3. 13. · Combined WIB Region Gap Analysis Results presented by: Debbie Thompson, President & CEO