INNOVATIONS IN LABOR MARKET INFORMATION & APPLICATIONS NATIONAL FUND FOR WORKFORCE SOLUTIONS JUNE 19, 2012 Robert Holm, JFF Rock Pfotenhauer, Cabrillo College

PRESENTATION OUTLINE 1.Why Do We Need Innovations in LMI? – Dynamic & complex labor markets – Education spending and debt 1.What are the Real Time Innovations and What Can They Tell Us? – Two examples: Health Informatics, Information Technology – JFF’s Credentials that Work 2. How Can We Use Data to Engage Employers and Impact Programs? – Cabrillo College tools – Bay Area Community College Consortium collaboration 3.Questions, Answers & Resources 2

WHY DO LMI INNOVATIONS MATTER?: DYNAMIC & COMPLEX LABOR MARKETS

WHY DO LMI INNOVATIONS MATTER?: DYNAMISM & CREATIVE DESTRUCTION 4 BLS: BUSINESS EMPLOYMENT DYNAMICS

5 NEW JOBS – NEW SKILLS

6 CHURN, CHURN, CHURN IN EVERY SEASON ………

WHY DO LMI INNOVATIONS MATTER?: SKILLS AND CREDENTIALS IN THE U.S. ECONOMY

8 WHY DO LMI INNOVATIONS MATTER? SOURCE: Education Sector, Debt to Degree: A New Way of Measuring College Success, 2011 –For-profit four-year institutions: $43,383 in debt for every degree –Private non-profit universities produce roughly half that –Similar patterns exists at two-year and less-than- two-year institutions

WHY DO LMI INNOVATIONS MATTER?

PRESENTATION OUTLINE 1.Why Do We Need Innovations in LMI? – Dynamic & complex labor markets – Education spending and debt 1.What are the Real Time Innovations and What Can They Tell Us? – Two examples: A) Health Informatics, B) Information Technology – JFF’s Credentials that Work 2. How Can We Use Data to Engage Employers and Impact Programs? – Cabrillo College tools – Bay Area Community College Consortium collaboration 3.Questions, Answers & Resources 10

Data from job postings on Internet job boards, company websites, and newspapers using web-spidering technology. Collected frequently and de-duplicated. Parsed to examine hiring requirements: education, experience, skills, and certifications. Pulls out information on current trends, emerging occupations, and current and emerging skill requirements. 11 WHAT IS “REAL-TIME LMI”?

Benefits Continuously updated Actual openings, not estimates Allows for occupational skill analysis Can identify new and emerging occupations Improve employer outreach and engagement Supplement to traditional LMI, not a replacement Limitations & Caveats Varying data quality - Job postings weren’t for analysis Drawing actionable conclusions is complex Duplication of job openings is not always easily detected Some occupations do not use online job ads for recruitment Benefits and Limitations of Real-Time LMI 12

Benefits Reliable and robust Consistent and documented methodologies Time series and regional comparisons Public, no-cost distribution Limitations Looking backward/lacking current labor market perspective Static/not dynamic Lacks data on current demand/employers’ requirements Does not effectively capture emerging occupations/skill requirements/certifications 13 TRADITIONAL LMI

Traditional LMI Source: EMSI Real-time LMI Source: Burning Glass Labor Insight Real-time Period: Full year 2011 (Jan-Dec 2011) Traditional LMI Period: Geography: United States 14 Case Study: Health Care Informatics

Health Informatics (HI) Growth: What Traditional LMI Doesn’t Show Traditional vs. Real Time Example BLS Tracks only 1 HI Occupation: Medical Records and Health Information Technicians (SOC ) BLS shows only 5.3% growth between 2007 and 2011 Meanwhile, Real Time Data shows 26% growth in Health Informatics Jobs listings 39% in Arizona, for the same period! 15 Source: Burning Glass Labor Insight Sources EMSI

WHAT ARE THE EMERGING JOB TITLES? 16 Source: Burning Glass Labor Insight Period: 1/1/11 – 12/31/11 Total Postings:52,323

SKILLS & CERTIFICATIONS IN DEMAND: Health Informatics SKILLS Medical Coding Health Information Technology Icd-9-Cm Coding Medical Records Knowledge Of Health Information Management (him) Inpatient Coding Health Information Management (him) Experience Health Information Anatomy Outpatient Coding CERTIFICATIONS Registered Health Information Technician (RHIT - 27%) Registered Health Information Administrator (RHIA - 25%) Certified Coding Specialist (15%) Medical Billing And Coding Certification (7%) Certified Coding Associate (2%) Acute Care Certification (1%) Epic Certification (1%) 17 Source: Burning Glass Labor Insight Period: 1/1/11 – 12/31/11 Total Postings:52,323

18 INFORMING POSTSECONDARY Source: Burning Glass Labor Insight, 2011

Traditional LMI Source: EMSI Real-time LMI Source: Burning Glass Labor Insight Real-time Period: January 1, 2011 –October 19, 2011 Geography: United States 19 Case Study: Information Technology (IT)

Source: Burning Glass Labor Insight Period: 1/1/11 – 10/19/11 TRACKING SKILLS (vs. Occupations) DEMAND: SKILL CLUSTER ANALYSIS

Skill cluster analysis goes beyond traditional occupational analysis to track job demand by specialized skill sets or clusters – which can be mapped to education and training offerings Source: Burning Glass Labor Insight Period: 1/1/11 – 10/19/11 TRACKING SKILLS (vs. Occupations) DEMAND: SKILL CLUSTER ANALYSIS

Source: Burning Glass Analytics using Northeast Consortium Real-Time Jobs Data, Jan-Mar 2011 UNDERSTAND OCCUPATIONS IN TERMS OF SPECIALIZED SKILLS FROM MULTIPLE SUB-CLUSTERS Network Administrators – Required Skills SAMPLE SELECTION

WHAT ARE THE ADVERTISED IT JOBS EDUCATIONAL REQUIREMENTS? Source: Burning Glass Labor Insight Period: 1/1/11 – 10/19/11

Who are the top hiring employers in the Cincinnati-Middletown, OH-KY-IN MSA? 24 Source: Burning Glass Labor Insight Period: 1/1/11 – 10/19/11 Total Postings:13,773

25 WHAT ARE THE HIRING IT INDUSTRIES, US? Source: Burning Glass Labor Insight Period: 1/1/11 – 10/19/11

Traditional LMI Real-time LMI Student Labor Market Outcomes Employer Verification Data-driven Decisions 26 IMPORTANCE OF USING MULTIPLE SOURCES

Supply and Demand Dashboard Occupation 2008 Employment Annual Openings Percent Due to Replacement 2011 Employment Real Time Total Postings 1/10-12/ Regional Completions Registered Nurses14, %14,6931, Nursing Aides, Orderlies, and Attendants 10, %10, Home Health Aides5, %6, Medical Assistants2, %2, *sample selection Source: EMSI Complete Employment , BLS, Burning Glass State of Maine 27

CTW APPROACH TO EMPLOYER ENGAGEMENT Add Data to Your Employer Engagement Toolbox A means to objectively analyze what employers are requesting Prior to calling on employers for the typical focus group, the research shows that programs are serious and have done due diligence. Real time helps to keep you more up to date, and to get a more detailed picture of employers’ needs. Objective: test data against anecdotal experiences shared by employers. 28

29 Gauging Demand Strategic Planning Student Career and Postsecondary Guidance Curriculum Modification and Program Development Data Driven Decisions CREDENTIALS THAT WORK (CTW)

30 JOB PLACEMENT Identify Hiring Employers Find Job Openings Connect Students to Jobs Analyze Regional Demand Engage Active Employers Set up Internships Obtain Scholarships CURRICULUM DEVELOPMENT Identify Current Skills Needed by Industry Compare to Existing Offerings Setup New Employer Capstones Recruit Hiring Companies to Advisory Committees NEW PATHWAY DEVELOPMENT Identify Emerging Skills & Occupations Find Hiring Employers For Interviews Form Recommendations Based on Market Demand Drive New Curriculum Investments ABOUT CREDENTIALS THAT WORK (CTW)

CREDENTIALS THAT WORK’S CTW INNOVATORS NETWORK CTW Established an network of 10 community colleges and systems to test, apply & integrate new real time technologies into institutional decision-making. – Cabrillo College (Aptos, CA) – Cerritos College (Norwalk, CA) – Gateway Community and Technical College (Covington, KY) – Harper College (Palatine, IL) – Kentucky Community and Technical College System Office (Versailles, KY) – LaGuardia Community College (New York, NY) – Owensboro Community and Technical College (Owensboro, KY) – Southeast Kentucky Community and Technical College (Harlan, KY) – Southern Maine Community College (Portland, ME) – Texas State Technical College (Waco, Marshall, W. Texas & Harlingen, TX) – Centers of Excellence, CA 31

PRESENTATION OUTLINE 1.Why Do We Need Innovations in LMI? – Dynamic & complex labor markets – Education spending and debt 1.What are the Real Time Innovations and What Can They Tell Us? – Two examples: Health Informatics, Information Technology – JFF’s Credentials that Work 2. How Can We Use Data to Engage Employers and Impact Programs? – Cabrillo College tools – Bay Area Community College Consortium collaboration 3.Questions, Answers & Resources 32

Rock Pfotenhauer CABRILLO COLLEGE Presentation 33

PRESENTATION OUTLINE 1.Why Do We Need Innovations in LMI? – Dynamic & complex labor markets – Education spending and debt 1.What are the Real Time Innovations and What Can They Tell Us? – Two examples: Health Informatics, Information Technology – JFF’s Credentials that Work 2. How Can We Use Data to Engage Employers and Impact Programs? – Cabrillo College tools – Bay Area Community College Consortium collaboration 3.Questions, Answers & Resources 34

QUESTIONS? 35

36 RESOURCES TO GET YOU STARTED Bureau of Labor Statistics: CareerOneStop: mySkillsmyFuture: MyNextMove: O*NET Online: StatsIndiana: Census LED: EMSI (Career Coach): Burning Glass Labor Insight/Focus Career Monster Government Solutions Monster Seemore: emorehttp://seemore.monster.com/#/se emore Wanted Analytics Geographic Solutions TORQ: FREEFREE CareerBuilder – Supply and Demand Portal (free for workforce entities)

Learn More About Real Time LMI Tools 37 guide-re/1417

TEL FAX Broad Street, 8 th Floor, Boston, MA Pennsylvania Avenue, NW, Suite 5300, Washington, DC ROBERT HOLM JFF, Program Director, Economic & Workforce Development ROCK PFOTENHAUER Cabrillo College