Presentation on theme: "RESEARCHING REGIONAL WORKFORCE GAPS An overview and sample of the micro- and macro-level uses of demand-driven talent development."— Presentation transcript:
RESEARCHING REGIONAL WORKFORCE GAPS An overview and sample of the micro- and macro-level uses of demand-driven talent development
ABOUT EMSI EMSI provides employment data and economic analysis via web tools and customized consulting projects and reports. Weve produced more than 1,000 comprehensive impact analyses for colleges and universities. Analyst, our labor market research tool, is used by more than 3,500 professionals in higher education, workforce, economic development and the private sector. Career Coach, our career guidance tool, has been implemented by many colleges, universities, and workforce boards to help jobseekers and students.
WHAT IS A REGIONAL EDUCATION SUPPLY GAP ANALYSIS? Education supply gap analyses assess the current postsecondary education talent supply based on education program completion, which is then compared to the demand for occupations that align to postsecondary programs.
WHY USE A REGIONAL EDUCATION SUPPLY GAP ANALYSIS? Supply gap analyses can be used by various stakeholders for different purposes. For example: 1. Community Colleges and Universities may conduct a gap analysis to determine if programs are aligned to community and industry needs 2. Workforce Boards may use gap analyses to evaluate regional talent development across multiple institutions and seek to better align workforce development programs 3. State Departments of Education and/or Labor may use gap analyses for long-term planning, assessment, and targeting of talent development to support specific initiatives
INSIGHTS ON OVERSUPPLY AND UNDERSUPPLY Oversupply (aka Surplus): may lead to higher attrition rates (i.e., brain drain). The region is educating a workforce that is leaving after program completion because of a lack of job opportunities. Undersupply (aka Gap): may lead to missed opportunities for economic growth and put stress on local businesses to find the necessary talent elsewhere.
POTENTIAL POLICY OPTIONS Oversupply: 1. Education institutions can scale back potentially costly programs, due to excess workforce supply; 2. Economic developers and business developers have the opportunity to court businesses employing the types of occupations found in the oversupply of program completers.
POTENTIAL POLICY OPTIONS Undersupply: 1. Education institutions can develop/market programs to increase enrollment in the desired programs/degrees; 2. When working with dislocated workers, workforce boards can target programs that align with in-demand occupations.
STEPS TO COMPLETE AN ANALYSIS Define Region Determine geographic boundaries for region Determine education institutions to measure within region Select Target Occupations In-demand occupation Occupations corresponding to postsecondary ed/training Occupations aligning to specific initiatives (e.g., STEM) SOC-to-CIP Crosswalk Map occupations to education programs For reference, see: Collect Occupation Data Determine annual occupation demand (e.g., new and replacement jobs), or Measure demand through some other format (e.g., historical/current job postings) Education Completion Collect education completion data Compare to occupation demand
SAMPLE OUTPUT: COLLEGE OF WESTERN IDAHO High Demand Programs CIPTitle 2008 Grads 2009 Jobs 09-'19 Change % Change Annual Openings Median Hourly Wage ($) Gap/ Surplus General Office Occupations and Clerical Services 315,9992,79017%677$13.58 (674) custom 1 1 Marketing Management1412,1851,97116%468 $18.64 (454) Truck and Bus Driver/Commercial Vehicle Operation 179,8721,62816%329$13.59 (312) Administrative Assistant and Secretarial Science, General 05,8871,19720%213$14.81 (213) Insurance03,3651,02030%169$19.88 (169) Computer Technology/Computer Systems Technology 72, %128$18.63 (121) Low Demand Programs Licensed Practical/Vocational Nurse Training (LPN, LVN, Cert, Dipl, AAS) 1361, %72$ Dental Assisting/Assistant %59$   This program did not have any approximate match among all CIP codes. EMSI created a custom program name and CIP code match.
SAMPLE OUTPUT: MULTI-STATE (OH, PA, NY) TARGET PROGRAM ASSESSMENT
SAMPLE OUTPUT: NATIONAL ENERGY WORKFORCE
OTHER METHODS Stay tuned! EMSI is experimenting with other ways to measure skill gaps: Growth of jobs and wages over time Growth of KSAs over time Considering job switchers and unemployed workers Potential for shifting low-demand workers into high-demand positions
FOR MORE INFORMATION Please refer to EMSIs white paper: regional-skill-gaps/
QUESTIONS If you would like further information or assistance in developing your own Education Supply Gap Analysis, please contact: Josh Wright