NC Career Clusters Guide 2018

NC Career Clusters Guide 2018
April 18, 2018 NC Career Clusters Guide 2018 Robert J. Witchger, Ed.D. Director, Career and Technical Education Tony R. Reggi, D.Min., Patti Coultas , Chris Droessler Coordinator, Career and Technical Education North Carolina Community College System Malinda Marsh - President, North Carolina Employment and Training Association (NCETA) Welcome Thanks for showing an interest in career planning and coaching Purpose today Overview Career Development to encourage you to dig deeper Share best practices Highlight the book Hear from you on other topics of interest around career planning ===== Nov. 13, 2018: Pitt Community College in Greenville, NC Nov. 30, 2018: Catawba Valley Community College in Hickory, NC Dec. 6, 2018: Alamance Community College in Graham, NC NCperkins.org/presentations WIFI = xx, password= xx

NC Employment and Training Association (NCETA)
April 18, 2018 NC Employment and Training Association (NCETA) Malinda Marsh NCETA President ( NCWorks Career Center, Chatham County NCperkins.org/presentations

April 18, 2018 seta.org nceta.org

WIFI = xx password= xx Agenda 9:00 Welcome and Introductions
April 18, 2018 Agenda WIFI = xx password= xx 9:00 Welcome and Introductions 10:00 Why Career Development 10:15 The Future of Careers 11:30 Small Group Discussions 12:00 Lunch 12:45 Report from Small Groups 1:15 Career Development Theory 2:00 NC Career Cluster Guide 2:45 What's Next in Career Development?

April 18, 2018 Who's Here? WIFI = xx password= xx Go to kahoot.it

Why Career Development
April 18, 2018 Why Career Development Bob Witchger Career and Technical Education Director North Carolina Community College System NCperkins.org/presentations Perkins 101

April 18, 2018 Think of yourself not as the architect of your career but as the sculptor. Expect to have to do a lot of hard hammering and chiseling and scraping and polishing BC Forbes

April 18, 2018 Your work is to discover your work, and then with all your heart to give yourself to it

Meaningfulness of work in life has global and enduring appeal
April 18, 2018 Meaningfulness of work in life has global and enduring appeal

People tend to seek out occupations that enhance a sense of self
April 18, 2018 People tend to seek out occupations that enhance a sense of self

April 18, 2018 The idea of meaning and work is also revealed in how employees determine their career goals

“The evolving sequence of a person’s work experiences over time”
April 18, 2018 “The evolving sequence of a person’s work experiences over time”

April 18, 2018 Perspective of careers in the US and many parts of Europe has an individual focus, based on the interests and goals of the person.

April 18, 2018 Others have taken an organizational productivity perspective – concentrating on the needs of the organization and how individuals employees can help fulfill those needs Some have approached careers development from an individual perspective. Focusing on the persons interest, abilities, skills and goals.

April 18, 2018 Career development is an ongoing process of planning and directed action toward personal work and life goals

April 18, 2018 Development means growth, continuous acquisition and application of one’s skills.

April 18, 2018 Career development as the outcome of the individual's career planning and the organization's provision of support and opportunities… ideally a collaborative process that focuses on both the individual and organization

April 18, 2018 Career Development seen as a partnership that enhances employees skills, knowledge’s, competencies and attitudes required for their current and future job assignments.

April 18, 2018 Career development is the process of acquiring and experiencing planned and unplanned activities that support attainment of life and work goals.

April 18, 2018 Within an organization, this will be a collaborative process that enhances individuals skills and employability while fulfilling organizational needs.

April 18, 2018 Career development will be individually driven so it accommodates career pathways build outside of the organizations and acknowledges that while some activities will be part of a thought-out strategy,-- spontaneous, unexpected opportunities may be equally valuable in this process.

April 18, 2018 Career Development started in the 1950s, yet evidence in European trade guilds of the 12th century.

April 18, 2018 Late nineteenth and early twentieth centuries, industrial revolution in the US and in Europe prompted the need for vocational training to match the needs of the newly emerging manufacturing- based economy

Career Development has been around through:
April 18, 2018 Career Development has been around through: Agrarian - Rise of the Farm Industrial - Productivity Informational- - Efficiency People Age - Purpose

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Vocational Guidance in 1909
April 18, 2018 Frank Parsons - Engineer, Lawyer Originates the term Vocational Guidance in 1909 An early model for career development

April 18, 2018 Parsons model is based on practical experience rather than research. Well respected. Early proponent of matching individual interests and skills with job requirements

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April 18, 2018 Three Basic Tenants Understanding oneself Recognize what different types of work require Coordinating those two factors to find a suitable job Evolved over time for finding fit between the person and the job centered on Testing

Career Development or Planning can involve:
April 18, 2018 Career Development or Planning can involve: 1. Ability or Intelligence Testing 2. Aptitude or Technical Competence Testing 3. Interest or Personality Testing (Moore et al. 2007)

April 18, 2018 Brief History 1940s and 1950s saw the upswing in career counselor training in colleges and universities verifying its place as a profession 1950s and 1960s challenged by developmental psychologists advocating the view that career development was not a one-time rational match but rather a longitudinal process

Donald Super, key scholar in the developmental approach
April 18, 2018 Donald Super, key scholar in the developmental approach — Based on Life Stages and roles, — different aspects of the career journey became more salient as an individual moved through stages of life — that vocational maturity would be indicative of progress in the career development process Note: Stage theory has come under criticism over time, yet significant milestones in the development of career practice and theory

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April 18, 2018 60’s and 70’s saw the revival of Parsons matching idea in John Hollands theory of linking types of people with occupational environments in RIASEC realistic, investigative, artistic, social enterprising, and conventional system of categorizing remains mainstay of key interest inventories

April 18, 2018 80’s and 90’s fostered growth of outplacement counseling, declines of labor unions and more concern about the developing theories that addressed diverse groups. Ramifications of jobs loss during the period had a profound and lingering influence of how work and career area perceived.

Current career landscape
April 18, 2018 Current career landscape has been characterized as turbulent, unpredictable, & challenging

April 18, 2018 Economic Turmoil Technological Advances Social Influences Diverse Workforce Governmental Policies Economic turmoil, technological advances and more diverse workforce, governmental policies and social influences have contributed to the challenges in the environment.

April 18, 2018 Technological Advances – ushered in the rising knowledge economy and have influenced not only the types of jobs available, but also how work is done – teams, on-line, where works is done telecommuting, the scope of work – global access to potential suppliers and customers

April 18, 2018 Changing Domestic Demographics – global access to workers and government legislation have created a widely diverse workforce that had varied career goals and interested

April 18, 2018 Economic Turmoil: has fundamentally changed how career development is viewed by individual and how it is addressed by organizations

April 18, 2018 By dismissing employee with apparent disregard for work records or skills, companies inadvertently gave up the employee loyalty and commitment

- Employees have begun taking control of their own career trajectories
April 18, 2018 The Boundaryless Career - Employees have begun taking control of their own career trajectories - Ready to move when opportunities appear

April 18, 2018 Career Development will rise focused on the individual and his or her needs recognizing that workers need to be flexible and strive for employability in their overall careers rather than stability within one organization

Skilled Career Development Professionals Cultivate skills
Career Development Models and Theories Career Resources Including organization or other sources of information) Career Counseling for individual and group work Career assessment Career Development of diverse populations Ethical career counseling practices Technology related to career planning Developing and implementing a career development program April 18, 2018

This new area of career development will require individuals to be actively involved in their own career development and planning April 18, 2018

April 18, 2018 The old standard that employers held the power in determining career pathway is no longer the norm

April 18, 2018 Employee’s in charge of their own careers will be most attracted to organization that offer them growth opportunities and most likely stay with systems that continue to foster their engagement

April 18, 2018 This will require organizations to acquire a new mindset one that invests in employees without experiencing or providing a long term commitment.

Authenticity - Making choices that allow one to be true to oneself
April 18, 2018 Mainiero and Sullivan Proposed three parameters as important in influencing career decisions: Authenticity - Making choices that allow one to be true to oneself Balance - Making choices that allow an individual to balance both work and non-work responsibilities Challenge - Making choices that provide interesting and stimulating work and opportunities to advance one’s career and continually develop

The Future of Careers NCperkins.org/presentations Chris Droessler
April 18, 2018 The Future of Careers Chris Droessler Career and Technical Education Coordinator North Carolina Community College System Don't forget you can download this presentation at nc perkins dot org slash presentations NCperkins.org/presentations

You can’t see the whole sky through a bamboo tube
An Ancient Japanese proverb says “You can’t see the whole sky through a bamboo tube.” We are trained from an early age to look at things through a tube. Our education system is set up to train students to look at math, English, and other subjects in isolation from each other. The focus is on doing just enough in those independent classes to make the grade you wish and move on. If you are caught looking at the world outside your bamboo tube, -- you might be accused of -- cheating. Just as you can not see the whole sky by looking through a bamboo tube, you can not learn everything from me. So I’ll show you what I have been looking at through my own bamboo tube. And I’ll show you some of the things that I get to see when I put the bamboo tube aside -- and just look up at the whole sky. ==== Quote Panda photo

When you were young, how many of you dreamed that you would have the job you have now?
How many of you even knew that this job existed? ====

Begin with the End in Mind
Stephen Covey’s second habit of highly effective people says “Begin with the end in mind.” For high school students, the "end" is usually graduating from high school. For many, it's getting a bachelor degree in anything, because it's the next thing to do. For many, this habit is summed up with the phrase “What do you want to be when you grow up?” You need to know where you are going -- before you can plan a route, or a pathway, to get there. This habit, beginning with the end in mind, relies on using your imagination, -- which is something that is not often valued in our society, especially in education and training. We have become accustomed to allowing others tell us how to act -- and where to go. You should be in charge of your own life. ===== Steven Covey Tortoise race What do you want to be when you grow up?

And we have to help others,
like the students, clients, customers with whom we work, do the same, or we all end up like riding in bumper cars without a steering wheel. Always reacting to outside forces -- rather than creating our own career pathway. ====

2024 Projected NC Employment: Education Required
Doctorate & Professional degree work exp. Master’s degree 8.0% Bachelor + work exp. 4.8% Bachelor’s degree 11.6% 4.8% Associate degree 3.9% I'm a data guy, but I always try to present data in a way -- that it makes sense to folks who don't get their kicks reading spreadsheets. Here is the breakdown of the minimum education required for all jobs projected in North Carolina in the year 2024. The red jobs require four or more years of college. Green jobs require one or two years of college. You will notice that the largest portion, in blue, are the jobs that do not require any formal education past high school in order to get the job. They require various amounts of On-The-Job Training. Who thought the red area was going to be larger? ==== NC Employment Security Commission data via These are for all jobs that get a paycheck, not for contracted positions, or small business owners who do not write themselves a paycheck. NC Projections for 2024 2.61% Doctoral or professional degree 2.13% Master's Degree 4.77% Bachelor's Degree plus work experience 11.60% Bachelor's Degree 4.75% Associate Degree 3.92% One/two years of college 6.20% Long-term on-the-job (OJT) training 19.04% Moderate-term on-the-job (OJT) training 36.96% Short-term on-the-job (OJT) training 8.01% Work experience in a related occupation 37.0% 1,2 year college 6.2% short OJT long OJT 19.0% moderate OJT

2017 NC High School: Graduate Intentions
Other Employment 11% Military Trade and Business Schools 4.4% Public Senior Institutions 36.0% Private Junior Colleges Here you see the breakdown of the postsecondary intentions of our North Carolina high school graduates. The red shows that almost half of our high school graduates say they are going to a four-year college program. The green is one or two years at a community college, junior college, or trade school. The blue is joining the military or going directly into employment. The Other category -- is the two percent of our recent high school graduates who plan to sit on Mom’s couch the rest of their lives texting their friends. ===== NC Public Schools Statistical Profile Pupil Information Table 12.1 High School Graduates by Intentions Of the 102,945 graduates in the class of 2017, here is where they say they are going after high school. 36.0% Public Senior Institutions 9.7% Private Senior Institutions 35.5% Community/Technical College 0.4% Private Junior College 0.8% Trade/Business School 4.4% Military 11.0% Employment 2.1% Other 35.5% 9.7% Community and Technical Colleges Private Senior Institutions

Postsecondary Intentions vs. Reality
Here we can compare these two charts. On the left is where the high school students say they are going, and on the right is what kind of education the jobs require. almost 46 percent of our high school students say they are going to a four-year college program, which will prepare them for 21 percent of the job openings. Do you see that in the red part of the two charts? If you do the math, it looks like half of them will be left holding a sheepskin with no job to show for it. We’ll discus that in a few minutes. Likewise, in green you see that almost 37 percent of our high school graduates say they are going to a one- or two-year program at a community college or private training facility. This prepares them for almost 9 percent of the jobs. Whether you use old math or new math, you still see that there is some disparity between the number of people going into a postsecondary education program and the number of jobs that will demand that kind of education. Though the blue on the right shows that 62 percent of the jobs do not require postsecondary education (that means that you can get any of those blue jobs right out of high school), there are community college and technical school programs for most of these blue jobs, which means that the education is not required, but the postsecondary education is preferred, and you will be more likely to get hired, and might start at a higher salary.  But if you take into account the occupations that not only require community college training, but also heavily recommend community college training, you see that the green is actually one third of the overall pie. For these jobs, you can get the job first or get the training first. If you get the job first, then your employer will have to send you to school to get the education. ============= 21.11% four or more years of college 8.67% 1-2 years of college 62.21% OJT - On the job training 8.01% Work experience in a related occupation Graduate Intentions Education Required 8.0% OJT 4 year 15.4% 21.1% 4 year 8.7% 1-2 year 45.7% 1-2 year OJT 36.7% 62.2%

Bachelor Degree 6-year Graduation Rate 61.1% average
North Carolina Bachelor Degree 6-year Graduation Rate 61.1% average Here’s a chart that shows the graduation rate for all of the four-year colleges in North Carolina. This is the percentage of students who complete their four-year program in six years. This shows that almost half of the students that we send to a four-year college program in North Carolina will drop out or take longer than 6 years to complete. It took me 11 years to complete my four-year degree. Duke’s graduation rate, second bar from the left, is very high, but they are also very picky about who they let in. One drawback to this data is that it is showing how many start a four-year program and complete it within six years at the same institution. Some of the smaller, private colleges have low graduation rates because students might start there, and then transfer to a larger state university. This counts as a negative where the student started, and does not count at all where the student completed their degree. Anytime you look at data, you have to take time to truly understand them, -- so you don’t jump to the wrong conclusion. The main point I want to make here is that when we send someone to a four-year college, we need to make sure that they are truly ready for the work -- and are in the right education program for their chosen career pathway. ==== 2014 data Total number of students 229,307 Number of graduates 140,211 140,211 / 229,307 = 61 percent graduation rate in 6 years 59

It makes you think? What happens to our 4-year program dropouts?
So, what happens to our college dropouts? Remember that almost 40 percent do not complete their 4-year degree in 6 years. Do they come back to high school – and say “That didn’t work out. What should I try next?” Probably not, so we have to prepare them for the possibility that the four-year program does not work out. Many university graduates are going to community colleges to get the specific training they need for a job. I have heard president Scott on several occasions claim that Wake Tech Community College is the largest graduate school in North Carolina based on the number of students they have -- who already have a four-year degree. I started putting this data together about 15 years ago to show that community colleges should not be treated as second class colleges. That seems to be the perception of the high school counselors who were thinking "Lets get all the kids into a good university, -- and those that can't can go to community college or the military." I knew then that we had to change the perception. If we get people on the right career pathway, then that pathway might lead to community college on purpose, rather then serving as a second choice if you can't get into a university. And our students need to feel good about choosing a community college as part of their career pathway. What happens to our 4-year program dropouts? 25% of all students in Community College have a 4-year degree. 60

How well did they predict the future?
In Back to the Future part two, Marty McFly traveled into the future to the year 2015, -- which is now in the past. How well did they predict the future? For one thing -- The Hover Boards of today are nothing like the Hover Boards in the movie. Today’s Hover Boards don’t really hover, they have wheels. And Marty McFly never worried that his Hover Board would spontaneously catch fire. ======== admintell.napco.com/ee/images/uploads/gadgetell/delorean-external-harddrive jpg 61

If we really want to prepare our students for successful careers, we need to know all we can about the rapidly changing job market. The job market has changed considerably from when we graduated from high school. People get most of their career guidance from their parents. But, -- do our parents keep up with the rapidly changing job market? What do the parents of our students or customers know about bioinformatics and nanotechnology? ==== Emil Barnabas Emil Barnabas 62

Fastest Growing Occupations in NC Requiring Postsecondary Education (Total Change in Positions Projected from ) 15,820 Registered Nurses 9,650 Software Developers, Applications 7,340 General and Operations Managers 5,020 Business Operations Specialists, All Other 4,920 Accountants and Auditors 4,770 Market Research Analysts and Marketing Specialists 3,860 Financial Managers 3,700 Computer User Support Specialists 3,580 Management Analysts 3,080 Medical Secretaries 3,040 Carpenters 3,020 Computer Systems Analysts 2,970 Elementary School Teachers, Except Special Education 2,760 Health Specialties Teachers, Postsecondary 2,350 Teachers and Instructors, All Other 2,350 Insurance Sales Agents 2,320 Hairdressers, Hairstylists, and Cosmetologists 2,250 Automotive Service Technicians and Mechanics 2,240 Computer and Information Systems Managers 2,150 Heating, Air Conditioning, and Refrigeration Mechanics and Installers 2,140 Construction Managers 2,050 Police and Sheriff's Patrol Officers 2,040 Loan Officers 2,040 Plumbers, Pipefitters, and Steamfitters 1,790 Emergency Medical Technicians and Paramedics 1,770 Religious Workers, All Other 1,770 Phlebotomists 1,760 Secondary School Teachers, Except Special and Career/Technical Education 1,740 Personal Financial Advisors 1,740 Preschool Teachers, Except Special Education 1,700 Physician Assistants 1,680 Industrial Truck and Tractor Operators 1,670 Fitness Trainers and Aerobics Instructors 1,670 First-Line Supervisors of Mechanics, Installers, and Repairers 1,620 Social and Human Service Assistants 1,610 Medical and Health Services Managers 1,610 Training and Development Specialists 1,600 Electricians 1,590 Nurse Practitioners 1,590 Packers and Packagers, Hand 1,580 Lawyers 1,570 Paralegals and Legal Assistants 1,550 Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products 1,540 Operating Engineers and Other Construction Equipment Operators 1,530 Securities, Commodities, and Financial Services Sales Agents 1,520 Dental Hygienists 1,490 Child, Family, and School Social Workers 1,490 Physical Therapists 1,460 Massage Therapists 1,450 Physicians and Surgeons, All Other 1,420 First-Line Supervisors of Non-Retail Sales Workers 1,410 Firefighters 1,410 Bartenders 1,400 Middle School Teachers, Except Special and Career/Technical Education 1,390 Software Developers, Systems Software 1,350 Human Resources Specialists 1,300 Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop 1,300 Office Clerks, General 1,300 Cleaners of Vehicles and Equipment 1,270 Network and Computer Systems Administrators 1,250 Financial Analysts 1,230 Radiologic Technologists 1,200 Health Technologists and Technicians, All Other 1,170 Information Security Analysts 1,170 Industrial Engineers 1,120 Mental Health Counselors 1,120 Office and Administrative Support Workers, All Other 1,110 First-Line Supervisors of Personal Service Workers 1,100 Education, Training, and Library Workers, All Other 1,070 Mechanical Engineers 1,050 Respiratory Therapists 1,040 Medical and Clinical Laboratory Technicians 1,040 Loan Interviewers and Clerks 1,030 Civil Engineers 1,030 Bookkeeping, Accounting, and Auditing Clerks 990 Counter Attendants, Cafeteria, Food Concession, and Coffee Shop 980 Welders, Cutters, Solderers, and Brazers 970 Food Service Managers 960 Web Developers 960 Coaches and Scouts 950 Veterinarians 940 Dentists, General 930 Veterinary Technologists and Technicians 920 Cost Estimators 920 Dining Room and Cafeteria Attendants and Bartender Helpers 920 Dishwashers 910 Compliance Officers 910 Medical and Clinical Laboratory Technologists 910 Licensed Practical and Licensed Vocational Nurses 910 Veterinary Assistants and Laboratory Animal Caretakers 890 Parts Salespersons 880 Property, Real Estate, and Community Association Managers 860 Pharmacists 850 Marketing Managers 850 Computer Network Support Specialists 840 Cooks, Institution and Cafeteria 810 Real Estate Sales Agents 810 Insurance Claims and Policy Processing Clerks 810 Packaging and Filling Machine Operators and Tenders 790 Sales Managers 790 Mental Health and Substance Abuse Social Workers 790 First-Line Supervisors of Housekeeping and Janitorial Workers 780 Educational, Guidance, School, and Vocational Counselors 780 Bus and Truck Mechanics and Diesel Engine Specialists 770 Medical Scientists, Except Epidemiologists 770 Medical Records and Health Information Technicians 760 Speech-Language Pathologists 760 Lifeguards, Ski Patrol, and Other Recreational Protective Service Workers 750 Operations Research Analysts 750 Machinists 750 Taxi Drivers and Chauffeurs 740 Electrical Engineers 740 Graphic Designers 740 Shipping, Receiving, and Traffic Clerks 740 Electrical Power-Line Installers and Repairers 730 Public Relations Specialists 720 Healthcare Support Workers, All Other 720 Industrial Machinery Mechanics 700 First-Line Supervisors of Helpers, Laborers, and Material Movers, Hand 690 Helpers--Pipelayers, Plumbers, Pipefitters, and Steamfitters 680 Administrative Services Managers 680 Flight Attendants 660 First-Line Supervisors of Transportation and Material-Moving Machine and Vehicle Operators 660 Refuse and Recyclable Material Collectors 650 Directors, Religious Activities and Education 650 Special Education Teachers, Kindergarten and Elementary School 650 Musicians and Singers 650 Physical Therapist Assistants 650 First-Line Supervisors of Landscaping, Lawn Service, and Groundskeeping Workers 650 Eligibility Interviewers, Government Programs 640 Hotel, Motel, and Resort Desk Clerks 630 Education Administrators, Elementary and Secondary School 630 Occupational Therapists 620 Clinical, Counseling, and School Psychologists 620 Interviewers, Except Eligibility and Loan 620 Automotive Body and Related Repairers 620 First-Line Supervisors of Production and Operating Workers 610 Social and Community Service Managers 590 Production, Planning, and Expediting Clerks 590 Helpers--Installation, Maintenance, and Repair Workers 580 Ushers, Lobby Attendants, and Ticket Takers 570 Helpers--Electricians 570 Construction and Building Inspectors 540 Financial Specialists, All Other 540 Chemists 540 Healthcare Social Workers 530 Recreation Workers 520 Cement Masons and Concrete Finishers 510 Computer Occupations, All Other 510 Rehabilitation Counselors 510 Counter and Rental Clerks 510 Mobile Heavy Equipment Mechanics, Except Engines 500 Statisticians 500 Surveying and Mapping Technicians 500 Clergy 500 Slaughterers and Meat Packers 490 Environmental Scientists and Specialists, Including Health 490 Family and General Practitioners 490 Diagnostic Medical Sonographers 490 Security and Fire Alarm Systems Installers 490 Bakers 490 Computer-Controlled Machine Tool Operators, Metal and Plastic 480 Human Resources Managers 480 Ophthalmic Medical Technicians 480 Installation, Maintenance, and Repair Workers, All Other 480 Meat, Poultry, and Fish Cutters and Trimmers 480 Automotive and Watercraft Service Attendants 470 Natural Sciences Managers 460 Database Administrators 460 Interpreters and Translators 460 Tree Trimmers and Pruners 460 Sales Engineers 460 Reservation and Transportation Ticket Agents and Travel Clerks 450 Claims Adjusters, Examiners, and Investigators 450 Business Teachers, Postsecondary 440 Nursing Instructors and Teachers, Postsecondary 440 Surgical Technologists 430 Instructional Coordinators 430 Sheet Metal Workers 420 Meeting, Convention, and Event Planners 420 Telecommunications Line Installers and Repairers 420 Butchers and Meat Cutters 410 Education Administrators, Postsecondary 410 Credit Analysts 410 Producers and Directors 410 Nurse Anesthetists 410 Pest Control Workers 410 Aircraft Mechanics and Service Technicians 400 Financial Examiners 400 Substance Abuse and Behavioral Disorder Counselors 400 Music Directors and Composers 400 Painters, Construction and Maintenance 390 Logisticians 390 Librarians 380 Fundraisers 370 Architectural and Engineering Managers 370 Appraisers and Assessors of Real Estate 370 Tax Preparers 370 Writers and Authors 370 Demonstrators and Product Promoters 360 Biological Technicians 360 Audio and Video Equipment Technicians 360 Police, Fire, and Ambulance Dispatchers 360 Production Workers, All Other 350 Pipelayers 340 Computer Network Architects 340 Occupational Therapy Assistants 340 Protective Service Workers, All Other 340 Construction and Related Workers, All Other 340 Bus Drivers, Transit and Intercity 340 Parking Lot Attendants 330 Civil Engineering Technicians 320 Art, Drama, and Music Teachers, Postsecondary 320 Career/Technical Education Teachers, Secondary School 320 Cooks, Short Order 320 Sales and Related Workers, All Other 320 Cargo and Freight Agents 320 Brickmasons and Blockmasons 310 Community and Social Service Specialists, All Other 310 Dietitians and Nutritionists 310 Food Servers, Nonrestaurant 310 Medical Equipment Repairers 310 Bus Drivers, School or Special Client 300 Technical Writers 300 Hazardous Materials Removal Workers 300 Motor Vehicle Operators, All Other 290 Electronics Engineers, Except Computer 290 Engineers, All Other 290 Architectural and Civil Drafters 290 Biological Science Teachers, Postsecondary 290 Special Education Teachers, Secondary School 290 Chefs and Head Cooks 290 Brokerage Clerks 290 Roofers 280 Compensation, Benefits, and Job Analysis Specialists 280 Kindergarten Teachers, Except Special Education 280 Library Technicians 280 Multimedia Artists and Animators 280 Opticians, Dispensing 280 Airline Pilots, Copilots, and Flight Engineers 270 Postsecondary Teachers, All Other 270 Medical Equipment Preparers 270 Helpers--Carpenters 270 Maintenance Workers, Machinery 260 Paving, Surfacing, and Tamping Equipment Operators 250 Transportation, Storage, and Distribution Managers 250 English Language and Literature Teachers, Postsecondary 250 Skincare Specialists 250 Information and Record Clerks, All Other 240 Court, Municipal, and License Clerks 240 Couriers and Messengers 240 Food Batchmakers 230 Architects, Except Landscape and Naval 230 Detectives and Criminal Investigators 230 Tire Repairers and Changers 230 Dental Laboratory Technicians 220 Purchasing Managers 220 Soil and Plant Scientists 220 Environmental Science and Protection Technicians, Including Health 220 Engineering Teachers, Postsecondary 220 Special Education Teachers, Middle School 210 Education Teachers, Postsecondary 210 Surgeons 210 Physical Therapist Aides 210 Manicurists and Pedicurists 200 Electrical and Electronics Engineering Technicians 200 Urban and Regional Planners 200 Optometrists 200 First-Line Supervisors of Police and Detectives 200 Residential Advisors 200 Financial Clerks, All Other 200 Driver/Sales Workers 190 Cardiovascular Technologists and Technicians 190 Gaming Dealers 190 Barbers 190 Farmworkers and Laborers, Crop, Nursery, and Greenhouse 190 Solar Photovoltaic Installers 190 Septic Tank Servicers and Sewer Pipe Cleaners 190 Bicycle Repairers 190 Painters, Transportation Equipment 180 Mathematical Science Teachers, Postsecondary 180 Merchandise Displayers and Window Trimmers 180 Magnetic Resonance Imaging Technologists 180 Occupational Health and Safety Specialists 180 Library Assistants, Clerical 180 Computer, Automated Teller, and Office Machine Repairers 170 Education Administrators, Preschool and Childcare Center/Program 170 Surveyors 170 Mechanical Drafters 170 Industrial Engineering Technicians 170 Psychology Teachers, Postsecondary 170 Criminal Justice and Law Enforcement Teachers, Postsecondary 170 Athletic Trainers 170 Personal Care and Service Workers, All Other 170 Structural Iron and Steel Workers 170 Food Processing Workers, All Other 170 Mixing and Blending Machine Setters, Operators, and Tenders 160 Public Relations and Fundraising Managers 160 Cartographers and Photogrammetrists 160 Computer Hardware Engineers 160 Community Health Workers 160 Vocational Education Teachers, Postsecondary 160 Chiropractors 160 Telemarketers 160 Highway Maintenance Workers 160 Electrical and Electronics Repairers, Commercial and Industrial Equipment 160 Computer Numerically Controlled Machine Tool Programmers, Metal and Plastic 150 Chemical Technicians 150 Dispatchers, Except Police, Fire, and Ambulance 150 Cutting and Slicing Machine Setters, Operators, and Tenders 150 Excavating and Loading Machine and Dragline Operators 140 Actuaries 140 Biochemists and Biophysicists 140 Interior Designers 140 Pediatricians, General 140 Orthotists and Prosthetists 140 Animal Trainers 140 Machine Feeders and Offbearers 130 Education Administrators, All Other 130 Life, Physical, and Social Science Technicians, All Other 130 Health Educators 130 Foreign Language and Literature Teachers, Postsecondary 130 Internists, General 130 Health Diagnosing and Treating Practitioners, All Other 130 Orderlies 120 Credit Counselors 120 Philosophy and Religion Teachers, Postsecondary 120 Therapists, All Other 120 Tour Guides and Escorts 120 Order Clerks 120 Telecommunications Equipment Installers and Repairers, Except Line Installers 120 Farm Equipment Mechanics and Service Technicians 120 Transportation Workers, All Other 110 Industrial Production Managers 110 Training and Development Managers 110 Environmental Engineers 110 Social Scientists and Related Workers, All Other 110 Computer Science Teachers, Postsecondary 110 Obstetricians and Gynecologists 110 First-Line Supervisors of Fire Fighting and Prevention Workers 110 First-Line Supervisors of Protective Service Workers, All Other 110 Private Detectives and Investigators 110 Agricultural Equipment Operators 110 Fence Erectors 110 Outdoor Power Equipment and Other Small Engine Mechanics 100 Mechanical Engineering Technicians 100 Forensic Science Technicians 100 Communications Teachers, Postsecondary 100 Funeral Attendants 100 Helpers--Brickmasons, Blockmasons, Stonemasons, and Tile and Marble Setters 100 Coating, Painting, and Spraying Machine Setters, Operators, and Tenders 100 Commercial Pilots 90 Electrical and Electronics Drafters 90 Biological Scientists, All Other 90 Geoscientists, Except Hydrologists and Geographers 90 Physical Scientists, All Other 90 Chemistry Teachers, Postsecondary 90 History Teachers, Postsecondary 90 Recreation and Fitness Studies Teachers, Postsecondary 90 Career/Technical Education Teachers, Middle School 90 Art Directors 90 Actors 90 Film and Video Editors 90 Audiologists 90 Crossing Guards 90 Food Preparation and Serving Related Workers, All Other 90 Morticians, Undertakers, and Funeral Directors 90 Insulation Workers, Mechanical 90 Millwrights 90 Food Cooking Machine Operators and Tenders 90 Upholsterers 90 Adhesive Bonding Machine Operators and Tenders 80 Funeral Service Managers 80 Budget Analysts 80 Aerospace Engineers 80 Engineering Technicians, Except Drafters, All Other 80 Social Science Research Assistants 80 Marriage and Family Therapists 80 Commercial and Industrial Designers 80 Umpires, Referees, and Other Sports Officials 80 Media and Communication Equipment Workers, All Other 80 Radiation Therapists 80 Psychiatric Technicians 80 Healthcare Practitioners and Technical Workers, All Other 80 Carpet Installers 80 Glaziers 80 Cabinetmakers and Bench Carpenters 80 Crane and Tower Operators 70 Advertising and Promotions Managers 70 Lodging Managers 70 Wholesale and Retail Buyers, Except Farm Products 70 Physicists 70 Probation Officers and Correctional Treatment Specialists 70 Sociology Teachers, Postsecondary 70 Law Teachers, Postsecondary 70 Psychiatrists 70 Exercise Physiologists 70 Nuclear Medicine Technologists 70 Gaming Supervisors 70 Door-to-Door Sales Workers, News and Street Vendors, and Related Workers 70 Bill and Account Collectors 70 Weighers, Measurers, Checkers, and Samplers, Recordkeeping 70 Control and Valve Installers and Repairers, Except Mechanical Door 70 Medical Appliance Technicians 60 Tax Examiners and Collectors, and Revenue Agents 60 Landscape Architects 60 Nuclear Engineers 60 Zoologists and Wildlife Biologists 60 Economics Teachers, Postsecondary 60 Anesthesiologists 60 Fire Inspectors and Investigators 60 Animal Control Workers 60 Transportation Security Screeners 60 New Accounts Clerks 60 Statistical Assistants 60 Tile and Marble Setters 60 Helpers, Construction Trades, All Other 60 Earth Drillers, Except Oil and Gas 60 Electronic Home Entertainment Equipment Installers and Repairers 60 Mechanical Door Repairers 60 Precision Instrument and Equipment Repairers, All Other 60 Ophthalmic Laboratory Technicians 60 Air Traffic Controllers 50 Agents and Business Managers of Artists, Performers, and Athletes 50 Computer and Information Research Scientists 50 Biomedical Engineers 50 Health and Safety Engineers, Except Mining Safety Engineers and Inspectors 50 Conservation Scientists 50 Title Examiners, Abstractors, and Searchers 50 Physics Teachers, Postsecondary 50 Political Science Teachers, Postsecondary 50 Social Sciences Teachers, Postsecondary, All Other 50 Social Work Teachers, Postsecondary 50 Special Education Teachers, Preschool 50 Curators 50 Orthodontists 50 Shampooers 50 Baggage Porters and Bellhops 50 Mail Clerks and Mail Machine Operators, Except Postal Service 50 Floor Sanders and Finishers 50 Radio, Cellular, and Tower Equipment Installers and Repairs 50 Avionics Technicians 50 Electric Motor, Power Tool, and Related Repairers 50 Electrical and Electronics Repairers, Powerhouse, Substation, and Relay 50 Automotive Glass Installers and Repairers 50 Tool and Die Makers 40 Compensation and Benefits Managers 40 Labor Relations Specialists 40 Chemical Engineers 40 Microbiologists 40 Hearing Aid Specialists 40 Pesticide Handlers, Sprayers, and Applicators, Vegetation 40 First-Line Supervisors of Farming, Fishing, and Forestry Workers 40 Reinforcing Iron and Rebar Workers 40 Helpers--Roofers 40 Elevator Installers and Repairers 40 Riggers 40 Molding, Coremaking, and Casting Machine Setters, Operators, and Tenders, Metal and Plastic 40 Chemical Equipment Operators and Tenders 40 Paper Goods Machine Setters, Operators, and Tenders 30 Materials Engineers 30 Environmental Engineering Technicians 30 Psychologists, All Other 30 Agricultural and Food Science Technicians 30 Atmospheric, Earth, Marine, and Space Sciences Teachers, Postsecondary 30 Fine Artists, Including Painters, Sculptors, and Illustrators 30 Athletes and Sports Competitors 30 Entertainers and Performers, Sports and Related Workers, All Other 30 Public Address System and Other Announcers 30 Camera Operators, Television, Video, and Motion Picture 30 Dentists, All Other Specialists 30 Nurse Midwives 30 Dietetic Technicians 30 Occupational Health and Safety Technicians 30 Genetic Counselors 30 Psychiatric Aides 30 Locker Room, Coatroom, and Dressing Room Attendants 30 Payroll and Timekeeping Clerks 30 Graders and Sorters, Agricultural Products 30 Agricultural Workers, All Other 30 Boilermakers 30 Floor Layers, Except Carpet, Wood, and Hard Tiles 30 Paperhangers 30 Motorcycle Mechanics 30 Power Plant Operators 30 Airfield Operations Specialists 30 Ambulance Drivers and Attendants, Except Emergency Medical Technicians 30 Railroad Brake, Signal, and Switch Operators 20 Emergency Management Directors 20 Drafters, All Other 20 Electro-Mechanical Technicians 20 Life Scientists, All Other 20 Atmospheric and Space Scientists 20 Legal Support Workers, All Other 20 Architecture Teachers, Postsecondary 20 Agricultural Sciences Teachers, Postsecondary 20 Environmental Science Teachers, Postsecondary 20 Anthropology and Archeology Teachers, Postsecondary 20 Area, Ethnic, and Cultural Studies Teachers, Postsecondary 20 Graduate Teaching Assistants 20 Museum Technicians and Conservators 20 Farm and Home Management Advisors 20 Artists and Related Workers, All Other 20 Designers, All Other 20 Dancers 20 Media and Communication Workers, All Other 20 Podiatrists 20 Occupational Therapy Aides 20 Fish and Game Wardens 20 Agricultural Inspectors 20 Rail-Track Laying and Maintenance Equipment Operators 20 Electrical and Electronics Installers and Repairers, Transportation Equipment 20 Etchers and Engravers 20 Rail Transportation Workers, All Other 20 Traffic Technicians 10 Insurance Underwriters 10 Agricultural Engineers 10 Aerospace Engineering and Operations Technicians 10 Food Scientists and Technologists 10 Epidemiologists 10 Materials Scientists 10 Hydrologists 10 Survey Researchers 10 Political Scientists 10 Geological and Petroleum Technicians 10 Forest and Conservation Technicians 10 Arbitrators, Mediators, and Conciliators 10 Court Reporters 10 Forestry and Conservation Science Teachers, Postsecondary 10 Geography Teachers, Postsecondary 10 Library Science Teachers, Postsecondary 10 Home Economics Teachers, Postsecondary 10 Audio-Visual and Multimedia Collections Specialists 10 Craft Artists 10 Fashion Designers 10 Set and Exhibit Designers 10 Sound Engineering Technicians 10 Medical Transcriptionists 10 Embalmers 10 Makeup Artists, Theatrical and Performance 10 Concierges 10 Correspondence Clerks 10 Credit Authorizers, Checkers, and Clerks 10 Drywall and Ceiling Tile Installers 10 Plasterers and Stucco Masons 10 Helpers--Painters, Paperhangers, Plasterers, and Stucco Masons 10 Helpers--Extraction Workers 10 Motorboat Mechanics and Service Technicians 10 Fiberglass Laminators and Fabricators 10 Patternmakers, Wood 10 Woodworkers, All Other 10 Gas Plant Operators 10 Painting, Coating, and Decorating Workers 10 Cooling and Freezing Equipment Operators and Tenders 10 Transportation Inspectors 10 Material Moving Workers, All Other Not counting the occupations that require less than a year of on-the-job-training (OJT), here are the high-demand occupations in North Carolina that require, or at least prefer some kind of postsecondary education. The number listed is the projected change in the number of positions in North Carolina over the ten-year projection period. Does that top number stand out a little? More about that later ========= These data are from Education and training assignments 63

Fastest Growing Occupations in NC (Total Change in Positions Projected from 2016 - 2026)
30,890 Combined Food Preparation and Serving Workers, Including Fast Food 15,820 Registered Nurses 11,820 Customer Service Representatives 9,990 Retail Salespersons 9,650 Software Developers, Applications 9,050 Laborers and Freight, Stock, and Material Movers, Hand 8,380 Waiters and Waitresses 7,880 Personal Care Aides 7,870 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 7,340 General and Operations Managers 7,190 Home Health Aides 6,620 Cooks, Restaurant 6,170 Landscaping and Groundskeeping Workers 5,450 Stock Clerks and Order Fillers 5,360 Nursing Assistants 5,260 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 5,020 Business Operations Specialists, All Other 4,920 Accountants and Auditors 4,770 Market Research Analysts and Marketing Specialists 4,720 Medical Assistants 4,700 Receptionists and Information Clerks 4,670 First-Line Supervisors of Food Preparation and Serving Workers 4,640 Maintenance and Repair Workers, General 4,560 Heavy and Tractor-Trailer Truck Drivers 4,540 First-Line Supervisors of Retail Sales Workers 4,150 Childcare Workers 4,140 Maids and Housekeeping Cleaners 3,880 First-Line Supervisors of Construction Trades and Extraction Workers 3,860 Financial Managers 3,700 Computer User Support Specialists 3,580 Management Analysts 3,570 Construction Laborers 3,400 First-Line Supervisors of Office and Administrative Support Workers 3,230 Sales Representatives, Services, All Other 3,210 Cashiers 3,180 Security Guards 3,080 Medical Secretaries 3,070 Helpers--Production Workers 3,040 Carpenters 3,020 Computer Systems Analysts 2,970 Managers, All Other 2,970 Elementary School Teachers, Except Special Education 2,760 Health Specialties Teachers, Postsecondary 2,520 Billing and Posting Clerks 2,430 Teacher Assistants 2,350 Teachers and Instructors, All Other 2,350 Insurance Sales Agents 2,320 Hairdressers, Hairstylists, and Cosmetologists 2,280 Light Truck or Delivery Services Drivers 2,250 Automotive Service Technicians and Mechanics 2,240 Computer and Information Systems Managers 2,240 Food Preparation Workers 2,230 Pharmacy Technicians 2,230 Nonfarm Animal Caretakers 2,230 Real Estate Brokers 2,150 Heating, Air Conditioning, and Refrigeration Mechanics and Installers 2,140 Construction Managers 2,120 Dental Assistants 2,120 Amusement and Recreation Attendants 2,050 Police and Sheriff's Patrol Officers 2,040 Loan Officers 2,040 Plumbers, Pipefitters, and Steamfitters 1,920 Self-Enrichment Education Teachers 1,790 Emergency Medical Technicians and Paramedics 1,770 Religious Workers, All Other 1,770 Phlebotomists 1,760 Secondary School Teachers, Except Special and Career/Technical Education 1,740 Personal Financial Advisors 1,740 Preschool Teachers, Except Special Education 1,700 Physician Assistants 1,680 Industrial Truck and Tractor Operators 1,670 Fitness Trainers and Aerobics Instructors 1,670 First-Line Supervisors of Mechanics, Installers, and Repairers 1,620 Social and Human Service Assistants 1,610 Medical and Health Services Managers 1,610 Training and Development Specialists 1,600 Electricians 1,590 Nurse Practitioners 1,590 Packers and Packagers, Hand 1,580 Lawyers 1,570 Paralegals and Legal Assistants 1,550 Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products 1,540 Operating Engineers and Other Construction Equipment Operators 1,530 Securities, Commodities, and Financial Services Sales Agents 1,520 Dental Hygienists 1,490 Child, Family, and School Social Workers 1,490 Physical Therapists 1,460 Massage Therapists 1,450 Physicians and Surgeons, All Other 1,420 First-Line Supervisors of Non-Retail Sales Workers 1,410 Firefighters 1,410 Bartenders 1,400 Middle School Teachers, Except Special and Career/Technical Education 1,390 Software Developers, Systems Software 1,350 Human Resources Specialists 1,300 Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop 1,300 Office Clerks, General 1,300 Cleaners of Vehicles and Equipment 1,270 Network and Computer Systems Administrators 1,250 Financial Analysts 1,230 Radiologic Technologists 1,200 Health Technologists and Technicians, All Other 1,170 Information Security Analysts 1,170 Industrial Engineers 1,120 Mental Health Counselors 1,120 Office and Administrative Support Workers, All Other 1,110 First-Line Supervisors of Personal Service Workers 1,100 Education, Training, and Library Workers, All Other 1,070 Mechanical Engineers 1,050 Respiratory Therapists 1,040 Medical and Clinical Laboratory Technicians 1,040 Loan Interviewers and Clerks 1,030 Civil Engineers 1,030 Bookkeeping, Accounting, and Auditing Clerks 990 Counter Attendants, Cafeteria, Food Concession, and Coffee Shop 980 Welders, Cutters, Solderers, and Brazers 970 Food Service Managers 960 Web Developers 960 Coaches and Scouts 950 Veterinarians 940 Dentists, General 930 Veterinary Technologists and Technicians 920 Cost Estimators 920 Dining Room and Cafeteria Attendants and Bartender Helpers 920 Dishwashers 910 Compliance Officers 910 Medical and Clinical Laboratory Technologists 910 Licensed Practical and Licensed Vocational Nurses 910 Veterinary Assistants and Laboratory Animal Caretakers 890 Parts Salespersons 880 Property, Real Estate, and Community Association Managers 860 Pharmacists 850 Marketing Managers 850 Computer Network Support Specialists 840 Cooks, Institution and Cafeteria 810 Real Estate Sales Agents 810 Insurance Claims and Policy Processing Clerks 810 Packaging and Filling Machine Operators and Tenders 790 Sales Managers 790 Mental Health and Substance Abuse Social Workers 790 First-Line Supervisors of Housekeeping and Janitorial Workers 780 Educational, Guidance, School, and Vocational Counselors 780 Bus and Truck Mechanics and Diesel Engine Specialists 770 Medical Scientists, Except Epidemiologists 770 Medical Records and Health Information Technicians 760 Speech-Language Pathologists 760 Lifeguards, Ski Patrol, and Other Recreational Protective Service Workers 750 Operations Research Analysts 750 Machinists 750 Taxi Drivers and Chauffeurs 740 Electrical Engineers 740 Graphic Designers 740 Shipping, Receiving, and Traffic Clerks 740 Electrical Power-Line Installers and Repairers 730 Public Relations Specialists 720 Healthcare Support Workers, All Other 720 Industrial Machinery Mechanics 700 First-Line Supervisors of Helpers, Laborers, and Material Movers, Hand 690 Helpers--Pipelayers, Plumbers, Pipefitters, and Steamfitters 680 Administrative Services Managers 680 Flight Attendants 660 First-Line Supervisors of Transportation and Material-Moving Machine and Vehicle Operators 660 Refuse and Recyclable Material Collectors 650 Directors, Religious Activities and Education 650 Special Education Teachers, Kindergarten and Elementary School 650 Musicians and Singers 650 Physical Therapist Assistants 650 First-Line Supervisors of Landscaping, Lawn Service, and Groundskeeping Workers 650 Eligibility Interviewers, Government Programs 640 Hotel, Motel, and Resort Desk Clerks 630 Education Administrators, Elementary and Secondary School 630 Occupational Therapists 620 Clinical, Counseling, and School Psychologists 620 Interviewers, Except Eligibility and Loan 620 Automotive Body and Related Repairers 620 First-Line Supervisors of Production and Operating Workers 610 Social and Community Service Managers 590 Production, Planning, and Expediting Clerks 590 Helpers--Installation, Maintenance, and Repair Workers 580 Ushers, Lobby Attendants, and Ticket Takers 570 Helpers--Electricians 570 Construction and Building Inspectors 540 Financial Specialists, All Other 540 Chemists 540 Healthcare Social Workers 530 Recreation Workers 520 Cement Masons and Concrete Finishers 510 Computer Occupations, All Other 510 Rehabilitation Counselors 510 Counter and Rental Clerks 510 Mobile Heavy Equipment Mechanics, Except Engines 500 Statisticians 500 Surveying and Mapping Technicians 500 Clergy 500 Slaughterers and Meat Packers 490 Environmental Scientists and Specialists, Including Health 490 Family and General Practitioners 490 Diagnostic Medical Sonographers 490 Security and Fire Alarm Systems Installers 490 Bakers 490 Computer-Controlled Machine Tool Operators, Metal and Plastic 480 Human Resources Managers 480 Ophthalmic Medical Technicians 480 Installation, Maintenance, and Repair Workers, All Other 480 Meat, Poultry, and Fish Cutters and Trimmers 480 Automotive and Watercraft Service Attendants 470 Natural Sciences Managers 460 Database Administrators 460 Interpreters and Translators 460 Tree Trimmers and Pruners 460 Sales Engineers 460 Reservation and Transportation Ticket Agents and Travel Clerks 450 Claims Adjusters, Examiners, and Investigators 450 Business Teachers, Postsecondary 440 Nursing Instructors and Teachers, Postsecondary 440 Surgical Technologists 430 Instructional Coordinators 430 Sheet Metal Workers 420 Meeting, Convention, and Event Planners 420 Telecommunications Line Installers and Repairers 420 Butchers and Meat Cutters 410 Education Administrators, Postsecondary 410 Credit Analysts 410 Producers and Directors 410 Nurse Anesthetists 410 Pest Control Workers 410 Aircraft Mechanics and Service Technicians 400 Financial Examiners 400 Substance Abuse and Behavioral Disorder Counselors 400 Music Directors and Composers 400 Painters, Construction and Maintenance 390 Logisticians 390 Librarians 380 Fundraisers 370 Architectural and Engineering Managers 370 Appraisers and Assessors of Real Estate 370 Tax Preparers 370 Writers and Authors 370 Demonstrators and Product Promoters 360 Biological Technicians 360 Audio and Video Equipment Technicians 360 Police, Fire, and Ambulance Dispatchers 360 Production Workers, All Other 350 Pipelayers 340 Computer Network Architects 340 Occupational Therapy Assistants 340 Protective Service Workers, All Other 340 Construction and Related Workers, All Other 340 Bus Drivers, Transit and Intercity 340 Parking Lot Attendants 330 Civil Engineering Technicians 320 Art, Drama, and Music Teachers, Postsecondary 320 Career/Technical Education Teachers, Secondary School 320 Cooks, Short Order 320 Sales and Related Workers, All Other 320 Cargo and Freight Agents 320 Brickmasons and Blockmasons 310 Community and Social Service Specialists, All Other 310 Dietitians and Nutritionists 310 Food Servers, Nonrestaurant 310 Medical Equipment Repairers 310 Bus Drivers, School or Special Client 300 Technical Writers 300 Hazardous Materials Removal Workers 300 Motor Vehicle Operators, All Other 290 Electronics Engineers, Except Computer 290 Engineers, All Other 290 Architectural and Civil Drafters 290 Biological Science Teachers, Postsecondary 290 Special Education Teachers, Secondary School 290 Chefs and Head Cooks 290 Brokerage Clerks 290 Roofers 280 Compensation, Benefits, and Job Analysis Specialists 280 Kindergarten Teachers, Except Special Education 280 Library Technicians 280 Multimedia Artists and Animators 280 Opticians, Dispensing 280 Airline Pilots, Copilots, and Flight Engineers 270 Postsecondary Teachers, All Other 270 Medical Equipment Preparers 270 Helpers--Carpenters 270 Maintenance Workers, Machinery 260 Paving, Surfacing, and Tamping Equipment Operators 250 Transportation, Storage, and Distribution Managers 250 English Language and Literature Teachers, Postsecondary 250 Skincare Specialists 250 Information and Record Clerks, All Other 240 Court, Municipal, and License Clerks 240 Couriers and Messengers 240 Food Batchmakers 230 Architects, Except Landscape and Naval 230 Detectives and Criminal Investigators 230 Tire Repairers and Changers 230 Dental Laboratory Technicians 220 Purchasing Managers 220 Soil and Plant Scientists 220 Environmental Science and Protection Technicians, Including Health 220 Engineering Teachers, Postsecondary 220 Special Education Teachers, Middle School 210 Education Teachers, Postsecondary 210 Surgeons 210 Physical Therapist Aides 210 Manicurists and Pedicurists 200 Electrical and Electronics Engineering Technicians 200 Urban and Regional Planners 200 Optometrists 200 First-Line Supervisors of Police and Detectives 200 Residential Advisors 200 Financial Clerks, All Other 200 Driver/Sales Workers 190 Cardiovascular Technologists and Technicians 190 Gaming Dealers 190 Barbers 190 Farmworkers and Laborers, Crop, Nursery, and Greenhouse 190 Solar Photovoltaic Installers 190 Septic Tank Servicers and Sewer Pipe Cleaners 190 Bicycle Repairers 190 Painters, Transportation Equipment 180 Mathematical Science Teachers, Postsecondary 180 Merchandise Displayers and Window Trimmers 180 Magnetic Resonance Imaging Technologists 180 Occupational Health and Safety Specialists 180 Library Assistants, Clerical 180 Computer, Automated Teller, and Office Machine Repairers 170 Education Administrators, Preschool and Childcare Center/Program 170 Surveyors 170 Mechanical Drafters 170 Industrial Engineering Technicians 170 Psychology Teachers, Postsecondary 170 Criminal Justice and Law Enforcement Teachers, Postsecondary 170 Athletic Trainers 170 Personal Care and Service Workers, All Other 170 Structural Iron and Steel Workers 170 Food Processing Workers, All Other 170 Mixing and Blending Machine Setters, Operators, and Tenders 160 Public Relations and Fundraising Managers 160 Cartographers and Photogrammetrists 160 Computer Hardware Engineers 160 Community Health Workers 160 Vocational Education Teachers, Postsecondary 160 Chiropractors 160 Telemarketers 160 Highway Maintenance Workers 160 Electrical and Electronics Repairers, Commercial and Industrial Equipment 160 Computer Numerically Controlled Machine Tool Programmers, Metal and Plastic 150 Chemical Technicians 150 Dispatchers, Except Police, Fire, and Ambulance 150 Cutting and Slicing Machine Setters, Operators, and Tenders 150 Excavating and Loading Machine and Dragline Operators 140 Actuaries 140 Biochemists and Biophysicists 140 Interior Designers 140 Pediatricians, General 140 Orthotists and Prosthetists 140 Animal Trainers 140 Machine Feeders and Offbearers 130 Education Administrators, All Other 130 Life, Physical, and Social Science Technicians, All Other 130 Health Educators 130 Foreign Language and Literature Teachers, Postsecondary 130 Internists, General 130 Health Diagnosing and Treating Practitioners, All Other 130 Orderlies 120 Credit Counselors 120 Philosophy and Religion Teachers, Postsecondary 120 Therapists, All Other 120 Tour Guides and Escorts 120 Order Clerks 120 Telecommunications Equipment Installers and Repairers, Except Line Installers 120 Farm Equipment Mechanics and Service Technicians 120 Transportation Workers, All Other 110 Industrial Production Managers 110 Training and Development Managers 110 Environmental Engineers 110 Social Scientists and Related Workers, All Other 110 Computer Science Teachers, Postsecondary 110 Obstetricians and Gynecologists 110 First-Line Supervisors of Fire Fighting and Prevention Workers 110 First-Line Supervisors of Protective Service Workers, All Other 110 Private Detectives and Investigators 110 Agricultural Equipment Operators 110 Fence Erectors 110 Outdoor Power Equipment and Other Small Engine Mechanics 100 Mechanical Engineering Technicians 100 Forensic Science Technicians 100 Communications Teachers, Postsecondary 100 Funeral Attendants 100 Helpers--Brickmasons, Blockmasons, Stonemasons, and Tile and Marble Setters 100 Coating, Painting, and Spraying Machine Setters, Operators, and Tenders 100 Commercial Pilots 90 Electrical and Electronics Drafters 90 Biological Scientists, All Other 90 Geoscientists, Except Hydrologists and Geographers 90 Physical Scientists, All Other 90 Chemistry Teachers, Postsecondary 90 History Teachers, Postsecondary 90 Recreation and Fitness Studies Teachers, Postsecondary 90 Career/Technical Education Teachers, Middle School 90 Art Directors 90 Actors 90 Film and Video Editors 90 Audiologists 90 Crossing Guards 90 Food Preparation and Serving Related Workers, All Other 90 Morticians, Undertakers, and Funeral Directors 90 Insulation Workers, Mechanical 90 Millwrights 90 Food Cooking Machine Operators and Tenders 90 Upholsterers 90 Adhesive Bonding Machine Operators and Tenders 80 Funeral Service Managers 80 Budget Analysts 80 Aerospace Engineers 80 Engineering Technicians, Except Drafters, All Other 80 Social Science Research Assistants 80 Marriage and Family Therapists 80 Commercial and Industrial Designers 80 Umpires, Referees, and Other Sports Officials 80 Media and Communication Equipment Workers, All Other 80 Radiation Therapists 80 Psychiatric Technicians 80 Healthcare Practitioners and Technical Workers, All Other 80 Carpet Installers 80 Glaziers 80 Cabinetmakers and Bench Carpenters 80 Crane and Tower Operators 70 Advertising and Promotions Managers 70 Lodging Managers 70 Wholesale and Retail Buyers, Except Farm Products 70 Physicists 70 Probation Officers and Correctional Treatment Specialists 70 Sociology Teachers, Postsecondary 70 Law Teachers, Postsecondary 70 Psychiatrists 70 Exercise Physiologists 70 Nuclear Medicine Technologists 70 Gaming Supervisors 70 Door-to-Door Sales Workers, News and Street Vendors, and Related Workers 70 Bill and Account Collectors 70 Weighers, Measurers, Checkers, and Samplers, Recordkeeping 70 Control and Valve Installers and Repairers, Except Mechanical Door 70 Medical Appliance Technicians 60 Tax Examiners and Collectors, and Revenue Agents 60 Landscape Architects 60 Nuclear Engineers 60 Zoologists and Wildlife Biologists 60 Economics Teachers, Postsecondary 60 Anesthesiologists 60 Fire Inspectors and Investigators 60 Animal Control Workers 60 Transportation Security Screeners 60 New Accounts Clerks 60 Statistical Assistants 60 Tile and Marble Setters 60 Helpers, Construction Trades, All Other 60 Earth Drillers, Except Oil and Gas 60 Electronic Home Entertainment Equipment Installers and Repairers 60 Mechanical Door Repairers 60 Precision Instrument and Equipment Repairers, All Other 60 Ophthalmic Laboratory Technicians 60 Air Traffic Controllers 50 Agents and Business Managers of Artists, Performers, and Athletes 50 Computer and Information Research Scientists 50 Biomedical Engineers 50 Health and Safety Engineers, Except Mining Safety Engineers and Inspectors 50 Conservation Scientists 50 Title Examiners, Abstractors, and Searchers 50 Physics Teachers, Postsecondary 50 Political Science Teachers, Postsecondary 50 Social Sciences Teachers, Postsecondary, All Other 50 Social Work Teachers, Postsecondary 50 Special Education Teachers, Preschool 50 Curators 50 Orthodontists 50 Shampooers 50 Baggage Porters and Bellhops 50 Mail Clerks and Mail Machine Operators, Except Postal Service 50 Floor Sanders and Finishers 50 Radio, Cellular, and Tower Equipment Installers and Repairs 50 Avionics Technicians 50 Electric Motor, Power Tool, and Related Repairers 50 Electrical and Electronics Repairers, Powerhouse, Substation, and Relay 50 Automotive Glass Installers and Repairers 50 Tool and Die Makers 40 Compensation and Benefits Managers 40 Labor Relations Specialists 40 Chemical Engineers 40 Microbiologists 40 Hearing Aid Specialists 40 Pesticide Handlers, Sprayers, and Applicators, Vegetation 40 First-Line Supervisors of Farming, Fishing, and Forestry Workers 40 Reinforcing Iron and Rebar Workers 40 Helpers--Roofers 40 Elevator Installers and Repairers 40 Riggers 40 Molding, Coremaking, and Casting Machine Setters, Operators, and Tenders, Metal and Plastic 40 Chemical Equipment Operators and Tenders 40 Paper Goods Machine Setters, Operators, and Tenders 30 Materials Engineers 30 Environmental Engineering Technicians 30 Psychologists, All Other 30 Agricultural and Food Science Technicians 30 Atmospheric, Earth, Marine, and Space Sciences Teachers, Postsecondary 30 Fine Artists, Including Painters, Sculptors, and Illustrators 30 Athletes and Sports Competitors 30 Entertainers and Performers, Sports and Related Workers, All Other 30 Public Address System and Other Announcers 30 Camera Operators, Television, Video, and Motion Picture 30 Dentists, All Other Specialists 30 Nurse Midwives 30 Dietetic Technicians 30 Occupational Health and Safety Technicians 30 Genetic Counselors 30 Psychiatric Aides 30 Locker Room, Coatroom, and Dressing Room Attendants 30 Payroll and Timekeeping Clerks 30 Graders and Sorters, Agricultural Products 30 Agricultural Workers, All Other 30 Boilermakers 30 Floor Layers, Except Carpet, Wood, and Hard Tiles 30 Paperhangers 30 Motorcycle Mechanics 30 Power Plant Operators 30 Airfield Operations Specialists 30 Ambulance Drivers and Attendants, Except Emergency Medical Technicians 30 Railroad Brake, Signal, and Switch Operators 20 Emergency Management Directors 20 Drafters, All Other 20 Electro-Mechanical Technicians 20 Life Scientists, All Other 20 Atmospheric and Space Scientists 20 Legal Support Workers, All Other 20 Architecture Teachers, Postsecondary 20 Agricultural Sciences Teachers, Postsecondary 20 Environmental Science Teachers, Postsecondary 20 Anthropology and Archeology Teachers, Postsecondary 20 Area, Ethnic, and Cultural Studies Teachers, Postsecondary 20 Graduate Teaching Assistants 20 Museum Technicians and Conservators 20 Farm and Home Management Advisors 20 Artists and Related Workers, All Other 20 Designers, All Other 20 Dancers 20 Media and Communication Workers, All Other 20 Podiatrists 20 Occupational Therapy Aides 20 Fish and Game Wardens 20 Agricultural Inspectors 20 Rail-Track Laying and Maintenance Equipment Operators 20 Electrical and Electronics Installers and Repairers, Transportation Equipment 20 Etchers and Engravers 20 Rail Transportation Workers, All Other 20 Traffic Technicians 10 Insurance Underwriters 10 Agricultural Engineers 10 Aerospace Engineering and Operations Technicians 10 Food Scientists and Technologists 10 Epidemiologists 10 Materials Scientists 10 Hydrologists 10 Survey Researchers 10 Political Scientists 10 Geological and Petroleum Technicians 10 Forest and Conservation Technicians 10 Arbitrators, Mediators, and Conciliators 10 Court Reporters 10 Forestry and Conservation Science Teachers, Postsecondary 10 Geography Teachers, Postsecondary 10 Library Science Teachers, Postsecondary 10 Home Economics Teachers, Postsecondary 10 Audio-Visual and Multimedia Collections Specialists 10 Craft Artists 10 Fashion Designers 10 Set and Exhibit Designers 10 Sound Engineering Technicians 10 Medical Transcriptionists 10 Embalmers 10 Makeup Artists, Theatrical and Performance 10 Concierges 10 Correspondence Clerks 10 Credit Authorizers, Checkers, and Clerks 10 Drywall and Ceiling Tile Installers 10 Plasterers and Stucco Masons 10 Helpers--Painters, Paperhangers, Plasterers, and Stucco Masons 10 Helpers--Extraction Workers 10 Motorboat Mechanics and Service Technicians 10 Fiberglass Laminators and Fabricators 10 Patternmakers, Wood 10 Woodworkers, All Other 10 Gas Plant Operators 10 Painting, Coating, and Decorating Workers 10 Cooling and Freezing Equipment Operators and Tenders 10 Transportation Inspectors 10 Material Moving Workers, All Other Here I have added to the list the short and moderate on-the-job-training occupations in blue so you can compare their demand with the others. Thus the blue jobs are the ones you can get right out of high school, whereas the green and red ones require some college or postsecondary work. This list shows all occupations in North Carolina that require the most new workers projected through 2026. That’s the burger flippers at the top of the list. Lots of restaurants, lots of hungry customers, and lots of turnover. Not many occupations on this list requires a 4-year degree! There are some more if you scroll past the bottom of the screen, which you can do when you download the PowerPoint file. In 2026, North Carolina will need 15,8200 more registered nurses than we had in 2016. From Where will they all come? Tell your students: “If you don’t know what you want to be when you grow up, -- consider nursing.” OR fast food. These data are from 64

Fastest Declining Occupations in NC (Total Change in Positions Projected from 2014 - 2024)
-7,970 Farmers, Ranchers, and Other Agricultural Managers -1,790 Farmworkers and Laborers, Crop, Nursery, and Greenhouse -1,720 Bookkeeping, Accounting, and Auditing Clerks -1,270 Postal Service Mail Carriers -1,180 Farmworkers, Farm, Ranch, and Aquacultural Animals -1,110 Switchboard Operators, Including Answering Service -850 Molding, Coremaking, and Casting Machine Setters, Operators, and Tenders, Metal and Plastic -780 Cutting, Punching, and Press Machine Setters, Operators, and Tenders, Metal and Plastic -720 Postal Service Mail Sorters, Processors, and Processing Machine Operators -580 Sewing Machine Operators -530 Extruding and Drawing Machine Setters, Operators, and Tenders, Metal and Plastic -520 Textile Knitting and Weaving Machine Setters, Operators, and Tenders -500 Printing Press Operators -480 Textile Winding, Twisting, and Drawing Out Machine Setters, Operators, and Tenders -420 Cooks, Fast Food -380 Executive Secretaries and Executive Administrative Assistants -360 Mail Clerks and Mail Machine Operators, Except Postal Service -350 Extruding, Forming, Pressing, and Compacting Machine Setters, Operators, and Tenders -300 Grinding, Lapping, Polishing, and Buffing Machine Tool Setters, Operators, and Tenders, Metal and Plastic -280 Extruding and Forming Machine Setters, Operators, and Tenders, Synthetic and Glass Fibers -260 Paper Goods Machine Setters, Operators, and Tenders -250 Lathe and Turning Machine Tool Setters, Operators, and Tenders, Metal and Plastic -240 Postal Service Clerks -230 Furnace, Kiln, Oven, Drier, and Kettle Operators and Tenders -220 Welding, Soldering, and Brazing Machine Setters, Operators, and Tenders -220 Prepress Technicians and Workers -220 Photographic Process Workers and Processing Machine Operators -210 Computer Operators -200 Office Machine Operators, Except Computer -180 Print Binding and Finishing Workers -180 Reporters and Correspondents -170 Tire Builders -170 Food and Tobacco Roasting, Baking, and Drying Machine Operators and Tenders -160 Textile Bleaching and Dyeing Machine Operators and Tenders -160 Radio and Television Announcers -140 Power Plant Operators -140 Travel Agents -140 Forging Machine Setters, Operators, and Tenders, Metal and Plastic -140 Electronic Equipment Installers and Repairers, Motor Vehicles -130 Insurance Underwriters -130 Meter Readers, Utilities -120 Graders and Sorters, Agricultural Products -120 Milling and Planing Machine Setters, Operators, and Tenders, Metal and Plastic -120 Plating and Coating Machine Setters, Operators, and Tenders, Metal and Plastic -110 First-Line Supervisors of Farming, Fishing, and Forestry Workers -110 Word Processors and Typists -100 Probation Officers and Correctional Treatment Specialists -100 Tool and Die Makers -90 Data Entry Keyers -90 Highway Maintenance Workers -80 Order Clerks -80 Surveying and Mapping Technicians -80 Drilling and Boring Machine Tool Setters, Operators, and Tenders, Metal and Plastic -70 Procurement Clerks -70 Fallers -70 Postmasters and Mail Superintendents -60 Correctional Officers and Jailers -60 Coin, Vending, and Amusement Machine Servicers and Repairers -60 Cutters and Trimmers, Hand -60 Tool Grinders, Filers, and Sharpeners -60 Heat Treating Equipment Setters, Operators, and Tenders, Metal and Plastic -60 Metal Workers and Plastic Workers, All Other -50 Telecommunications Equipment Installers and Repairers, Except Line Installers -50 Pressers, Textile, Garment, and Related Materials -50 Floral Designers -50 Broadcast Technicians -50 Rolling Machine Setters, Operators, and Tenders, Metal and Plastic -50 Locksmiths and Safe Repairers -50 Desktop Publishers -50 Manufactured Building and Mobile Home Installers -40 Police, Fire, and Ambulance Dispatchers -40 Textile, Apparel, and Furnishings Workers, All Other -40 Jewelers and Precious Stone and Metal Workers -30 Cutting and Slicing Machine Setters, Operators, and Tenders -30 Separating, Filtering, Clarifying, Precipitating, and Still Machine Setters, Operators, and Tenders -30 Chemical Equipment Operators and Tenders -30 Editors -30 Mechanical Drafters -30 Agricultural Equipment Operators -20 File Clerks -20 Tax Examiners and Collectors, and Revenue Agents -20 Conveyor Operators and Tenders -20 Chemical Plant and System Operators -20 Molders, Shapers, and Casters, Except Metal and Plastic -20 Tailors, Dressmakers, and Custom Sewers -20 Textile Cutting Machine Setters, Operators, and Tenders -20 Forest and Conservation Technicians -20 Nuclear Technicians -20 Agricultural Inspectors -20 Crushing, Grinding, and Polishing Machine Setters, Operators, and Tenders -20 Administrative Law Judges, Adjudicators, and Hearing Officers -20 Foundry Mold and Coremakers -20 Pourers and Casters, Metal -10 Woodworking Machine Setters, Operators, and Tenders, Except Sawing -10 Electrical and Electronics Repairers, Powerhouse, Substation, and Relay -10 Biological Scientists, All Other -10 Labor Relations Specialists -10 Credit Authorizers, Checkers, and Clerks -10 Social Workers, All Other -10 Air Traffic Controllers -10 Fabric and Apparel Patternmakers -10 Sewers, Hand -10 Statistical Assistants -10 Fish and Game Wardens -10 Fabric Menders, Except Garment -10 Log Graders and Scalers -10 Correspondence Clerks -10 Home Economics Teachers, Postsecondary -10 Travel Guides -10 Respiratory Therapy Technicians -10 Motion Picture Projectionists -10 Model Makers, Metal and Plastic -10 Parking Enforcement Workers 0 Pile-Driver Operators 0 Explosives Workers, Ordnance Handling Experts, and Blasters 0 Mining and Geological Engineers, Including Mining Safety Engineers 0 Choreographers 0 Refractory Materials Repairers, Except Brickmasons 0 Agricultural Engineers 0 Rail-Track Laying and Maintenance Equipment Operators 0 Transit and Railroad Police 0 Musical Instrument Repairers and Tuners 0 Petroleum Pump System Operators, Refinery Operators, and Gaugers 0 Sociologists 0 Museum Technicians and Conservators 0 Dentists, All Other Specialists 0 Gas Plant Operators 0 Nuclear Power Reactor Operators 0 Atmospheric and Space Scientists 0 Legal Secretaries 0 Drafters, All Other 0 Aircraft Cargo Handling Supervisors 0 Historians 0 Pump Operators, Except Wellhead Pumpers 0 Agricultural and Food Science Technicians 0 Legal Support Workers, All Other 0 Embalmers 0 Patternmakers, Metal and Plastic 0 Layout Workers, Metal and Plastic This is the bottom of the list of all jobs in North Carolina based on projected demand. We need this many less of each of these jobs over this 10-year projection period. For most of these positions, machines are replacing humans. It used to be that these were the jobs you could get easily if you dropped out of high school. But the jobs you used to get without a high school education are going away. A high school education plus additional training is now the new minimum for employment. Simply put - These are the jobs from which to stay away. ======= These data are from 65

North Carolina's 15 Employment Regions
April 18, 2018 North Carolina's 15 Employment Regions North Carolina is divided up into 15 Employment Regions. RTHese are actually sub zones of the 8 prosperity zones. What this is is a way t look at the occupational projections in your part of the state. That is – What’s hot in your area? Each region comprises 3 to 12 counties. See if you can figure out from the map which region you work. I am going to flash up a screen for each of these regions showing the high-demand occupations. Download the PowerPoint so you can spend some time with your region. =====

Waynesville-Franklin Region (Total Change in Positions Projected from 2014 - 2024)
622 Combined Food Preparation and Serving Workers, Including Fast Food 311 Retail Salespersons 219 Waiters and Waitresses 195 Cooks, Restaurant 146 Home Health Aides 127 First-Line Supervisors of Food Preparation and Serving Workers 123 Customer Service Representatives 120 Police and Sheriff's Patrol Officers 114 Registered Nurses 94 Cashiers 94 Construction Laborers 89 First-Line Supervisors of Construction Trades and Extraction Workers 80 First-Line Supervisors of Retail Sales Workers 80 Stock Clerks and Order Fillers 79 General and Operations Managers 79 Personal Care Aides 78 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 71 Childcare Workers 70 Maids and Housekeeping Cleaners 69 Carpenters 66 Landscaping and Groundskeeping Workers 64 Office Clerks, General 58 Firefighters 57 Accountants and Auditors 55 Nursing Assistants 55 First-Line Supervisors of Office and Administrative Support Workers 54 Laborers and Freight, Stock, and Material Movers, Hand 51 Elementary School Teachers, Except Special Education 50 Software Developers, Applications 50 Computer Systems Analysts 49 Maintenance and Repair Workers, General 48 Bartenders 46 Heavy and Tractor-Trailer Truck Drivers 46 Emergency Medical Technicians and Paramedics 45 Teacher Assistants 44 Amusement and Recreation Attendants 44 Electricians 43 Team Assemblers 41 Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop 40 Secretaries and Administrative Assistants, Except Legal, Medical, and Executive So - starting in the far western part of the state and working our way to the east. Here is the difference in job openings over this ten-year period for the seven counties in this Waynesville-Franklin region. You will notice as we go through this that most regions need fast food workers and kitchen help. We do like to eat, and so do the tourists. In most parts of the state, Nurses are near the top of the list, but here in the far west, Nurses clock in at number 9. Must be a healthy place to live. 67

Asheville Region (Total Change in Positions Projected from 2014 - 2024)
1,523 Combined Food Preparation and Serving Workers, Including Fast Food 1,416 Home Health Aides 1,147 Registered Nurses 952 Retail Salespersons 836 Nursing Assistants 609 Customer Service Representatives 609 Maids and Housekeeping Cleaners 515 Waiters and Waitresses 501 Cooks, Restaurant 447 Cashiers 389 Laborers and Freight, Stock, and Material Movers, Hand 374 Stock Clerks and Order Fillers 347 First-Line Supervisors of Food Preparation and Serving Workers 330 General and Operations Managers 322 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 293 Office Clerks, General 292 Childcare Workers 284 First-Line Supervisors of Office and Administrative Support Workers 281 First-Line Supervisors of Retail Sales Workers 261 Maintenance and Repair Workers, General 259 Receptionists and Information Clerks 253 Heavy and Tractor-Trailer Truck Drivers 247 Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 246 Personal Care Aides 245 Landscaping and Groundskeeping Workers 244 Construction Laborers 242 First-Line Supervisors of Construction Trades and Extraction Workers 227 Carpenters 222 Food Preparation Workers 216 Medical Assistants 203 Accountants and Auditors 197 Hotel, Motel, and Resort Desk Clerks 191 Licensed Practical and Licensed Vocational Nurses 171 Packers and Packagers, Hand 161 Security Guards 158 Computer Systems Analysts 157 Software Developers, Applications 150 Electricians 149 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 144 Packaging and Filling Machine Operators and Tenders Once again you see the fast food workers at the top of the list in the Asheville Region. Notice the Home Health Aides in second place. As the baby-boomers get older they need someone to come by the house to take care of them. You will notice a high number of Home Health Aides in areas with lots of retirees. Those retirees need nurses as well. 68

Boone-Wilkesboro Region (Total Change in Positions Projected from 2014 - 2024)
721 Combined Food Preparation and Serving Workers, Including Fast Food 331 Retail Salespersons 272 Waiters and Waitresses 227 Cooks, Restaurant 210 Home Health Aides 150 First-Line Supervisors of Food Preparation and Serving Workers 130 Customer Service Representatives 112 Cashiers 100 Registered Nurses 98 Childcare Workers 94 Personal Care Aides 91 Nursing Assistants 88 General and Operations Managers 81 First-Line Supervisors of Retail Sales Workers 80 Maintenance and Repair Workers, General 79 Laborers and Freight, Stock, and Material Movers, Hand 75 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 64 Stock Clerks and Order Fillers 63 Landscaping and Groundskeeping Workers 63 First-Line Supervisors of Construction Trades and Extraction Workers 63 Construction Laborers 61 Amusement and Recreation Attendants 58 Carpenters 56 Accountants and Auditors 56 Bartenders 55 Maids and Housekeeping Cleaners 54 Counter Attendants, Cafeteria, Food Concession, and Coffee Shop 52 Food Preparation Workers 49 First-Line Supervisors of Office and Administrative Support Workers 48 Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop 45 Office Clerks, General 45 Elementary School Teachers, Except Special Education 45 Slaughterers and Meat Packers 45 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 43 Business Operations Specialists, All Other 42 Teacher Assistants 40 Industrial Machinery Mechanics 39 Market Research Analysts and Marketing Specialists 36 Packers and Packagers, Hand 36 Electricians Retail sales can be high in areas that attract a lot of tourists. 69

Hickory Region (Total Change in Positions Projected from 2014 - 2024)
946 Combined Food Preparation and Serving Workers, Including Fast Food 652 Home Health Aides 408 Registered Nurses 388 Retail Salespersons 362 Nursing Assistants 360 Customer Service Representatives 342 Heavy and Tractor-Trailer Truck Drivers 325 Laborers and Freight, Stock, and Material Movers, Hand 312 Waiters and Waitresses 306 Cooks, Restaurant 304 Team Assemblers 233 Cashiers 214 General and Operations Managers 213 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 194 First-Line Supervisors of Food Preparation and Serving Workers 193 Industrial Machinery Mechanics 155 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 148 First-Line Supervisors of Production and Operating Workers 145 Stock Clerks and Order Fillers 138 Cabinetmakers and Bench Carpenters 137 Packers and Packagers, Hand 136 Maintenance and Repair Workers, General 135 First-Line Supervisors of Retail Sales Workers 134 Personal Care Aides 123 Landscaping and Groundskeeping Workers 123 Maids and Housekeeping Cleaners 121 Machinists 119 Inspectors, Testers, Sorters, Samplers, and Weighers 111 Sewing Machine Operators 109 First-Line Supervisors of Office and Administrative Support Workers 108 Light Truck or Delivery Services Drivers 108 Packaging and Filling Machine Operators and Tenders 100 Woodworking Machine Setters, Operators, and Tenders, Except Sawing 96 Childcare Workers 96 Accountants and Auditors 93 Computer-Controlled Machine Tool Operators, Metal and Plastic 91 Furniture Finishers 84 Helpers--Production Workers 84 Computer Systems Analysts 83 Upholsterers After the usual high demand occupations, you see here a high demand for truckers as well as warehouse workers. 70

Charlotte Region (Total Change in Positions Projected from 2014 - 2024)
8,673 Combined Food Preparation and Serving Workers, Including Fast Food 5,592 Retail Salespersons 5,504 Customer Service Representatives 5,389 Registered Nurses 5,250 Home Health Aides 3,622 Nursing Assistants 3,229 Waiters and Waitresses 3,117 Laborers and Freight, Stock, and Material Movers, Hand 2,934 General and Operations Managers 2,671 Cooks, Restaurant 2,572 Office Clerks, General 2,262 First-Line Supervisors of Office and Administrative Support Workers 2,260 Cashiers 2,165 Heavy and Tractor-Trailer Truck Drivers 2,132 Accountants and Auditors 2,062 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 1,932 First-Line Supervisors of Food Preparation and Serving Workers 1,929 Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 1,902 Computer Systems Analysts 1,743 Stock Clerks and Order Fillers 1,718 First-Line Supervisors of Retail Sales Workers 1,694 Business Operations Specialists, All Other 1,676 Maintenance and Repair Workers, General 1,644 Landscaping and Groundskeeping Workers 1,611 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 1,597 Construction Laborers 1,576 Software Developers, Applications 1,523 Personal Financial Advisors 1,475 Maids and Housekeeping Cleaners 1,471 Childcare Workers 1,410 Financial Managers 1,333 First-Line Supervisors of Construction Trades and Extraction Workers 1,305 Loan Officers 1,274 Market Research Analysts and Marketing Specialists 1,262 Team Assemblers 1,250 Computer and Information Systems Managers 1,239 Managers, All Other 1,216 Management Analysts 1,168 Computer User Support Specialists 1,156 Receptionists and Information Clerks 71

Winston-Salem Region (Total Change in Positions Projected from 2014 - 2024)
1,550 Combined Food Preparation and Serving Workers, Including Fast Food 1,201 Registered Nurses 821 Home Health Aides 628 Customer Service Representatives 509 Cooks, Restaurant 483 Nursing Assistants 435 Waiters and Waitresses 430 Laborers and Freight, Stock, and Material Movers, Hand 369 Retail Salespersons 357 Team Assemblers 345 Cashiers 299 First-Line Supervisors of Food Preparation and Serving Workers 287 Stock Clerks and Order Fillers 238 Machinists 237 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 225 General and Operations Managers 214 Maids and Housekeeping Cleaners 205 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 182 Maintenance and Repair Workers, General 180 Computer Systems Analysts 178 Landscaping and Groundskeeping Workers 174 Computer-Controlled Machine Tool Operators, Metal and Plastic 164 First-Line Supervisors of Office and Administrative Support Workers 162 Industrial Machinery Mechanics 160 Accountants and Auditors 157 Security Guards 155 Packers and Packagers, Hand 146 Electricians 143 First-Line Supervisors of Retail Sales Workers 139 Personal Care Aides 125 Market Research Analysts and Marketing Specialists 115 Bartenders 113 Pharmacy Technicians 108 Management Analysts 106 Software Developers, Applications 104 Computer and Information Systems Managers 102 Heating, Air Conditioning, and Refrigeration Mechanics and Installers 96 Computer User Support Specialists 95 Welders, Cutters, Solderers, and Brazers 94 Counter Attendants, Cafeteria, Food Concession, and Coffee Shop 72

Pinehurst-Rockingham Region (Total Change in Positions Projected from 2014 - 2024)
482 Home Health Aides 426 Registered Nurses 396 Combined Food Preparation and Serving Workers, Including Fast Food 356 Nursing Assistants 218 Retail Salespersons 158 Cashiers 138 Waiters and Waitresses 136 Maids and Housekeeping Cleaners 134 Customer Service Representatives 125 Cooks, Restaurant 105 Childcare Workers 103 Personal Care Aides 90 First-Line Supervisors of Food Preparation and Serving Workers 89 General and Operations Managers 88 Stock Clerks and Order Fillers 88 Maintenance and Repair Workers, General 81 First-Line Supervisors of Retail Sales Workers 77 Laborers and Freight, Stock, and Material Movers, Hand 77 Licensed Practical and Licensed Vocational Nurses 76 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 70 Office Clerks, General 70 First-Line Supervisors of Office and Administrative Support Workers 60 Accountants and Auditors 55 Heavy and Tractor-Trailer Truck Drivers 55 Landscaping and Groundskeeping Workers 54 Construction Laborers 50 Pharmacy Technicians 49 Cooks, Institution and Cafeteria 48 Food Preparation Workers 46 Police and Sheriff's Patrol Officers 44 Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 44 Industrial Machinery Mechanics 41 First-Line Supervisors of Construction Trades and Extraction Workers 40 Business Operations Specialists, All Other 40 Electricians 39 Receptionists and Information Clerks 38 Security Guards 37 Managers, All Other 36 Recreation Workers 35 Hotel, Motel, and Resort Desk Clerks Here you see that in this region, the Fast Food workers drop to third place. There are lots of retirees in the Pinehurst area, and they have the funds to hire Home Health Aides and Nurses 73

Greensboro Region (Total Change in Positions Projected from 2014 - 2024)
2,324 Combined Food Preparation and Serving Workers, Including Fast Food 1,114 Home Health Aides 902 Customer Service Representatives 876 Registered Nurses 817 Retail Salespersons 799 Laborers and Freight, Stock, and Material Movers, Hand 762 Cooks, Restaurant 683 Waiters and Waitresses 620 Team Assemblers 464 Nursing Assistants 448 First-Line Supervisors of Food Preparation and Serving Workers 426 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 395 Heavy and Tractor-Trailer Truck Drivers 356 Landscaping and Groundskeeping Workers 343 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 322 General and Operations Managers 302 Machinists 292 Maintenance and Repair Workers, General 270 Industrial Machinery Mechanics 258 Security Guards 252 Construction Laborers 251 Stock Clerks and Order Fillers 240 Computer-Controlled Machine Tool Operators, Metal and Plastic 238 Light Truck or Delivery Services Drivers 225 Personal Care Aides 212 Computer Systems Analysts 210 Packers and Packagers, Hand 210 First-Line Supervisors of Construction Trades and Extraction Workers 205 Maids and Housekeeping Cleaners 198 Carpenters 192 Accountants and Auditors 183 Electricians 171 Bartenders 166 First-Line Supervisors of Office and Administrative Support Workers 165 Software Developers, Applications 164 First-Line Supervisors of Retail Sales Workers 164 Market Research Analysts and Marketing Specialists 154 Automotive Service Technicians and Mechanics 153 Sales Representatives, Services, All Other 144 Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop They need lots of Home Health Aides in the Greensboro Region 74

Raleigh-Durham Region (Total Change in Positions Projected from 2014 - 2024)
8,477 Combined Food Preparation and Serving Workers, Including Fast Food 6,599 Registered Nurses 4,514 Retail Salespersons 4,451 Customer Service Representatives 3,635 Home Health Aides 3,162 Waiters and Waitresses 2,919 Cashiers 2,848 Software Developers, Applications 2,762 Nursing Assistants 2,552 Cooks, Restaurant 2,425 General and Operations Managers 2,322 Accountants and Auditors 2,319 Office Clerks, General 2,016 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 1,994 Laborers and Freight, Stock, and Material Movers, Hand 1,844 Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 1,833 First-Line Supervisors of Food Preparation and Serving Workers 1,780 Stock Clerks and Order Fillers 1,749 Computer Systems Analysts 1,634 First-Line Supervisors of Retail Sales Workers 1,602 Landscaping and Groundskeeping Workers 1,595 Computer User Support Specialists 1,536 Business Operations Specialists, All Other 1,509 First-Line Supervisors of Office and Administrative Support Workers 1,478 Childcare Workers 1,337 Construction Laborers 1,309 Market Research Analysts and Marketing Specialists 1,287 Elementary School Teachers, Except Special Education 1,276 Maintenance and Repair Workers, General 1,250 Management Analysts 1,165 Receptionists and Information Clerks 1,156 Maids and Housekeeping Cleaners 1,128 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 1,123 First-Line Supervisors of Construction Trades and Extraction Workers 1,096 Computer and Information Systems Managers 1,034 Teacher Assistants 1,007 Sales Representatives, Services, All Other 1,006 Heavy and Tractor-Trailer Truck Drivers 1,006 Managers, All Other 1,005 Team Assemblers You may have noticed that Charlotte region and the Raleigh-Durham Region both have very high numbers. Besides the fast food workers we need lots of Nurses in the Raleigh-Durham Region. 75

Fayetteville-Lumberton Region (Total Change in Positions Projected from 2014 - 2024)
1,510 Combined Food Preparation and Serving Workers, Including Fast Food 1,196 Home Health Aides 1,147 Registered Nurses 949 Retail Salespersons 742 Nursing Assistants 568 Cashiers 545 Personal Care Aides 522 Childcare Workers 473 Cooks, Restaurant 445 Waiters and Waitresses 400 Customer Service Representatives 336 First-Line Supervisors of Retail Sales Workers 312 Stock Clerks and Order Fillers 312 First-Line Supervisors of Food Preparation and Serving Workers 264 General and Operations Managers 229 Laborers and Freight, Stock, and Material Movers, Hand 222 First-Line Supervisors of Office and Administrative Support Workers 220 Preschool Teachers, Except Special Education 198 Pharmacy Technicians 194 Maintenance and Repair Workers, General 182 Construction Laborers 181 Maids and Housekeeping Cleaners 179 Social and Human Service Assistants 177 Business Operations Specialists, All Other 175 First-Line Supervisors of Construction Trades and Extraction Workers 174 Heavy and Tractor-Trailer Truck Drivers 169 Office Clerks, General 167 Licensed Practical and Licensed Vocational Nurses 162 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 160 Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 156 Receptionists and Information Clerks 153 Accountants and Auditors 148 Medical Assistants 144 Carpenters 140 Clergy 131 Food Preparation Workers 129 Electricians 126 Teacher Assistants 121 Software Developers, Applications 121 Industrial Machinery Mechanics They need Home Health Aides and Nurses in Fayetteville Region as well. 76

Rocky Mount-Wilson Region (Total Change in Positions Projected from 2014 - 2024)
555 Combined Food Preparation and Serving Workers, Including Fast Food 186 Cooks, Restaurant 177 Home Health Aides 169 Waiters and Waitresses 104 First-Line Supervisors of Food Preparation and Serving Workers 57 Personal Care Aides 38 Bartenders 36 Retail Salespersons 36 Machinists 35 Counter Attendants, Cafeteria, Food Concession, and Coffee Shop 34 Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop 33 Industrial Machinery Mechanics 27 Computer Systems Analysts 26 Computer-Controlled Machine Tool Operators, Metal and Plastic 24 Stock Clerks and Order Fillers 21 Food Preparation Workers 19 Dining Room and Cafeteria Attendants and Bartender Helpers 17 Electrical Power-Line Installers and Repairers 15 Police and Sheriff's Patrol Officers 14 Preschool Teachers, Except Special Education 13 Parts Salespersons 13 Butchers and Meat Cutters 12 Bakers 12 Information Security Analysts 11 Slaughterers and Meat Packers 11 Pharmacy Technicians 11 Hotel, Motel, and Resort Desk Clerks 10 Market Research Analysts and Marketing Specialists 8 Emergency Medical Technicians and Paramedics 8 Operations Research Analysts 7 Social and Human Service Assistants 7 Personal Financial Advisors 6 Eligibility Interviewers, Government Programs 6 Refuse and Recyclable Material Collectors 6 Nurse Practitioners 5 Software Developers, Applications 5 Food Service Managers 5 Physical Therapists 5 Speech-Language Pathologists 5 Interpreters and Translators You will notice on the next few slides that the East Coast of this state has a high demand for Cooks. There are lots of restaurants on the East Coast, where lots of tourists from the north come south to relax and eat. 77

Greenville Region (Total Change in Positions Projected from 2014 - 2024)
830 Combined Food Preparation and Serving Workers, Including Fast Food 383 Registered Nurses 274 Cooks, Restaurant 234 Waiters and Waitresses 152 First-Line Supervisors of Food Preparation and Serving Workers 142 Customer Service Representatives 119 Cashiers 116 Home Health Aides 110 Stock Clerks and Order Fillers 102 First-Line Supervisors of Construction Trades and Extraction Workers 95 Construction Laborers 92 Laborers and Freight, Stock, and Material Movers, Hand 92 Carpenters 82 Heavy and Tractor-Trailer Truck Drivers 76 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 64 Bartenders 61 Pharmacy Technicians 60 General and Operations Managers 60 Maids and Housekeeping Cleaners 59 Electricians 58 Industrial Machinery Mechanics 55 Computer Systems Analysts 51 Police and Sheriff's Patrol Officers 50 Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop 47 Nursing Assistants 47 Counter Attendants, Cafeteria, Food Concession, and Coffee Shop 47 Heating, Air Conditioning, and Refrigeration Mechanics and Installers 45 Health Specialties Teachers, Postsecondary 42 Software Developers, Applications 40 Driver/Sales Workers 39 Management Analysts 38 First-Line Supervisors of Retail Sales Workers 38 Landscaping and Groundskeeping Workers 38 Accountants and Auditors 38 Market Research Analysts and Marketing Specialists 37 Construction Managers 36 Food Preparation Workers 34 Firefighters 34 Plumbers, Pipefitters, and Steamfitters 31 Maintenance and Repair Workers, General There is a big hospital in Greenville, so the demand fo rNursing is great. They also apparently like to eat. 78

Elizabeth City Region (Total Change in Positions Projected from 2014 - 2024)
287 Combined Food Preparation and Serving Workers, Including Fast Food 216 Retail Salespersons 103 Cooks, Restaurant 92 Maintenance and Repair Workers, General 81 Home Health Aides 66 Heavy and Tractor-Trailer Truck Drivers 62 Customer Service Representatives 61 Stock Clerks and Order Fillers 58 Cashiers 54 First-Line Supervisors of Food Preparation and Serving Workers 51 First-Line Supervisors of Retail Sales Workers 47 Laborers and Freight, Stock, and Material Movers, Hand 43 General and Operations Managers 40 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 36 Landscaping and Groundskeeping Workers 33 Waiters and Waitresses 33 Construction Laborers 32 First-Line Supervisors of Construction Trades and Extraction Workers 32 Property, Real Estate, and Community Association Managers 31 Electricians 30 Sales Representatives, Services, All Other 29 Software Developers, Applications 27 Maids and Housekeeping Cleaners 26 Accountants and Auditors 26 Personal Care Aides 25 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 25 Market Research Analysts and Marketing Specialists 24 Woodworking Machine Setters, Operators, and Tenders, Except Sawing 23 Bartenders 22 Real Estate Sales Agents 22 First-Line Supervisors of Mechanics, Installers, and Repairers 22 Heating, Air Conditioning, and Refrigeration Mechanics and Installers 22 Nonfarm Animal Caretakers 21 Police and Sheriff's Patrol Officers 20 Hotel, Motel, and Resort Desk Clerks 20 Counter and Rental Clerks 20 Computer Systems Analysts 18 Pharmacy Technicians 18 Management Analysts 15 Real Estate Brokers 79

Goldsboro-Kinston Region (Total Change in Positions Projected from 2014 - 2024)
325 Combined Food Preparation and Serving Workers, Including Fast Food 315 Home Health Aides 275 Registered Nurses 269 Slaughterers and Meat Packers 186 Customer Service Representatives 161 Retail Salespersons 155 Laborers and Freight, Stock, and Material Movers, Hand 136 Packers and Packagers, Hand 134 Nursing Assistants 131 Meat, Poultry, and Fish Cutters and Trimmers 122 Team Assemblers 115 Personal Care Aides 111 General and Operations Managers 108 Cooks, Restaurant 96 Maintenance and Repair Workers, General 93 Heavy and Tractor-Trailer Truck Drivers 88 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 88 Industrial Machinery Mechanics 82 Childcare Workers 80 Packaging and Filling Machine Operators and Tenders 72 Cashiers 72 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 72 First-Line Supervisors of Office and Administrative Support Workers 70 First-Line Supervisors of Food Preparation and Serving Workers 68 Stock Clerks and Order Fillers 62 First-Line Supervisors of Production and Operating Workers 56 Accountants and Auditors 54 Construction Laborers 54 Computer Systems Analysts 51 Business Operations Specialists, All Other 51 Machinists 50 First-Line Supervisors of Retail Sales Workers 50 Industrial Truck and Tractor Operators 49 Waiters and Waitresses 49 Pharmacy Technicians 48 Market Research Analysts and Marketing Specialists 47 Inspectors, Testers, Sorters, Samplers, and Weighers 46 Office Clerks, General 46 Bakers 43 Preschool Teachers, Except Special Education In the Goldsboro area, you see the fourth one, Slaughterers and Meat Packers. We do like bacon, and this is where it is grown. The cooks are way don the list. Tin this region they do more growing than cooking. 80

Jacksonville-New Bern Region (Total Change in Positions Projected from 2014 - 2024)
1,318 Combined Food Preparation and Serving Workers, Including Fast Food 1,090 Retail Salespersons 606 Home Health Aides 461 Waiters and Waitresses 427 Registered Nurses 424 Cashiers 415 Cooks, Restaurant 334 Nursing Assistants 317 Customer Service Representatives 292 First-Line Supervisors of Retail Sales Workers 267 First-Line Supervisors of Food Preparation and Serving Workers 248 Stock Clerks and Order Fillers 204 Laborers and Freight, Stock, and Material Movers, Hand 179 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 165 General and Operations Managers 164 Childcare Workers 152 First-Line Supervisors of Office and Administrative Support Workers 145 Personal Care Aides 131 Landscaping and Groundskeeping Workers 125 Automotive Service Technicians and Mechanics 115 Receptionists and Information Clerks 114 Office Clerks, General 114 Heavy and Tractor-Trailer Truck Drivers 104 Pharmacy Technicians 102 Maids and Housekeeping Cleaners 102 Bartenders 99 Medical Assistants 93 Construction Laborers 90 Accountants and Auditors 90 Counter Attendants, Cafeteria, Food Concession, and Coffee Shop 87 Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop 86 Maintenance and Repair Workers, General 86 Food Preparation Workers 78 Licensed Practical and Licensed Vocational Nurses 78 Sales Representatives, Services, All Other 77 Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 75 Team Assemblers 74 Computer Systems Analysts 73 Security Guards 70 First-Line Supervisors of Construction Trades and Extraction Workers Lots of retail sales on the coast 81

Wilmington Region (Total Change in Positions Projected from 2014 - 2024)
2,086 Combined Food Preparation and Serving Workers, Including Fast Food 1,111 Retail Salespersons 1,095 Home Health Aides 884 Registered Nurses 834 Waiters and Waitresses 726 Cashiers 677 Customer Service Representatives 667 Nursing Assistants 642 Cooks, Restaurant 457 First-Line Supervisors of Food Preparation and Serving Workers 442 Office Clerks, General 409 Childcare Workers 406 Janitors and Cleaners, Except Maids and Housekeeping Cleaners 394 General and Operations Managers 381 First-Line Supervisors of Retail Sales Workers 361 Stock Clerks and Order Fillers 360 Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 345 Maintenance and Repair Workers, General 339 Elementary School Teachers, Except Special Education 330 Landscaping and Groundskeeping Workers 327 Maids and Housekeeping Cleaners 326 Accountants and Auditors 308 First-Line Supervisors of Office and Administrative Support Workers 307 Laborers and Freight, Stock, and Material Movers, Hand 287 Personal Care Aides 279 Receptionists and Information Clerks 275 Teacher Assistants 257 Software Developers, Applications 232 Amusement and Recreation Attendants 226 Computer Systems Analysts 225 Business Operations Specialists, All Other 218 Fitness Trainers and Aerobics Instructors 210 Food Preparation Workers 199 Construction Laborers 197 Secondary School Teachers, Except Special and Career/Technical Education 194 First-Line Supervisors of Construction Trades and Extraction Workers 192 Sales Representatives, Services, All Other 192 Medical Assistants 190 Computer User Support Specialists 181 Heavy and Tractor-Trailer Truck Drivers 82

Lots of folks left the construction industry during the recession.
Now the construction industry is working to rebuild their labor pool. The problem is that there are not enough folks in the pipeline training for jobs in the construction industry. Lots of high schools have dropped their construction programs, and most community colleges have moved construction to Continuing Education. How do we get more folks to consider careers in construction? They need the skilled workers now. ===

NC Construction Careers Awareness Week
We are focusing on raising the awareness of construction careers in North Carolina. Whether construction courses are on the curriculum side of the college or the continuing education side, we need to attract folks to consider these careers. Open houses are a good way to get folks in the door to see what construction is all about. Many of our colleges will host open houses of some kind that week. ======= April 9-13, 2018 April 8-12, 2019 April 8-12, 2019 NCperkins.org/construction

NC Advanced Manufacturing Careers Awareness Week
We are doing the same for Manufacturing. Manufacturing has changed a lot over the last few decades. The jobs in manufacturing require using sophisticated automation equipment. Last month was our seventh annual North Carolina Advanced Manufacturing Careers Awareness Week There were 66 open houses all across the state, mostly at manufacturing companies and community colleges, helping people learn about the modern careers in Advanced Manufacturing. Look for it again next year. Always the week of the first Friday in October. ====== April 8-12, 2013 April 7-11, 2014 April 13-17, 2015 April 4-8, 2016 October 3-7, 2016 October 2-6, 2017 October 1-5, 2018 Nov 30 – Oct 4, 2019 Nov 30 - Oct 4, 2019 NCperkins.org/manufacturing

Monthly Career Pathways Webinars
We plan those to events during our monthly Raising the Awareness of Career Pathways webinars. The next one is December 13 at 9 am. You can find the registration link on our Presentations web page. If you registered for today’s workshop, then you should be on the mailing list for these planning meetings. ==== Registration link for the December 13 meeting: NCperkins.org/presentations December 13, 2018 NCperkins.org/presentations

We are currently preparing people for jobs that don’t yet exist …
You may have seen this quote that is spread across the next three slides. It profoundly reminds us that we are preparing people for jobs that don’t yet exist… ======= Shift Happens Karl Fisch and Scott McLeod

… using technologies that haven’t yet been invented …
… and they will be Using technologies that have not yet been invented … ======= Shift Happens Karl Fisch and Scott McLeod

… in order to solve problems we don’t even know are problems yet.
… to solve problems that we do not yet know are problems. Are we equipping the next generation with the knowledge and tools they will need to do this? Is this what we are doing in our WIOA training programs and community colleges? Truly equipping folks with the skills they need for the future? ======= Shift Happens Karl Fisch and Scott McLeod

You can take a course, pass a test and become a certified ScrumMaster.
Who knows what a ScrumMaster does? Does anyone kow the term Scrum from Rugby? ====

Search Monster dot com for Scrummaster and you find 6,698 job openings.
====

Indeed found 7,667 Scrum Master jobs.
=====

And Zip Recruiter found 13,345 Scrum Master job openings.
===

ScrumMaster Manages the team process, not the team
Not a decision maker Guide/coach the team A servant leader Promote sense of community Here is a few descriptors of the ScrumMaster. I think the best word we have used up to now to describe this position is a facilitator. The Scrum Master guides the team, but does not actively do the work of a team member. They get each team member to vocalize what they are doing and to identify any road blocks they see. They are not managing the team as a traditional manager, they are instead managing the process. Ensuring a smooth process, regardless of the product being made. How do people find out about these jobs that are in high demand? How do we help our clients find out about these jobs and figure out if they are the right candidate to become a ScrumMaster? -- I’ll let you ponder that while we take a 15-minute break. ===== A Scrum Master might sound like a character in a role-playing game, but it’s a serious job that’s rooted in leadership. The Scrum Master is responsible for ensuring a true Scrum process over the course of a project. They hold together the Scrum framework, facilitating the process for the organization, product owner and Scrum team. Scrum, according to Scrum.org, is a framework that allows teams to work on complex projects and deliver high-value products by approaching problems adaptively. It’s a simple, straightforward and easy-to-implement way to handle projects. It can pivot and encourages continuous feedback, which allows a project to more accurately fulfill a customer’s needs. Thanks to its many benefits, Scrum continues to grow in popularity. According to the Scrum Alliance report last year on “The State of Scrum,” 89 percent of Agile users use the Scrum approach, where 62 percent of those polled have an in-house Scrum coach and 86 percent hold a daily Scrum meeting. These statistics show the importance of the Scrum Master, for no Scrum team should be without one. So let’s take a closer look at the role of the Scrum Master. What Is a Scrum Master? The Scrum Master is the person on the team who is responsible for managing the process, and only the process. They are not involved in the decision-making, but act as a lodestar to guide the team through the Scrum process with their experience and expertise. Not everyone on the team will have the same understanding of Scrum, and that’s especially true for teams new to the framework. Without a Scrum Master promoting and supporting the process, who can help team members understand the theory, practice, rules and values of Scrum, the project can flounder and fail. Holistic Leadership One way to look at the Scrum Master is as a servant leader. They’re not part of a hierarchy, barking orders or demanding ROI. Instead, they’re taking a more holistic approach to work, offering service to others while promoting a sense of community and supporting a shared decision-making power. One thing the scrum master should be careful to stay away from is over-evangelizing, namely constantly pointing out to their team members when they are “doing scrum wrong”. This is counterproductive and does not fit into the description of what the scrum master should be doing. Rather, the scrum master should catch people doing things right; and then, in the spirit of a the best teachers, show them how things can be done better. Scrum Master Role The Scrum Master has several roles in the project. The Scrum Master serves the product owner by making sure that the goals, scope and product domain are clear to everyone on the Scrum team. They offer techniques and tools to manage the product backlog effectively and help the Scrum team know that there is a need to keep the product backlog items clear and concise. They also know product planning in an empirical environment. Naturally, a Scrum Master is adept at being agile and can practice agility. They know Agile as a way of approaching a project and can set up meetings as needed to direct or pass on information about the process. The Scrum Team When it comes to the Scrum team, a Scrum Master acts as a coach, helping them to self-organize and work cross-functionally. They also assist with getting the team to create a high-value product by removing obstacles in their process and coaching them through meetings or other venues when help is needed. An obstacle or impediment may be anything that slows the team down from getting their work done. This could include unnecessary approval processes, slow responsiveness from other departments, or maybe even updating outdated hardware or systems. The Scrum team should be able to count on the scrum master to clear the path ahead of them. This will allow them to focus on the work that is currently on their plate to accomplish and get it done as efficiently and effectively as possible. The Organization at Large Finally, the Scrum Master also helps the organization by leading and coaching the transition into a Scrum framework. This includes helping the employees and stakeholders work in an empirical product development mode. In this capacity, the Scrum Master will lead change that increases the productivity of the team while working with other Scrum Masters to help foster Scrum throughout the organization. Another big role that the scrum master plays is to constantly dispense information to project stakeholders about where the current sprint and development effort stand. This can be done via the various artifacts of scrum (i.e. backlogs to burn down charts) and just common-sense communication efforts. What Does a Scrum Master Do? While a Scrum Master is a crucial member of the Scrum team, they are not involved in planning the release. That’s done by the product owner and the team. A Scrum Master doesn’t manage; a Scrum team is self-organizing. In fact, a Scrum Master isn’t responsible for the success of the project’s result. Yet, without a Scrum Master the whole thing would fall apart. The Scrum Master is the glue that holds the project together by facilitating, though not participating, in the daily standup meeting. They help the team maintain their burndown chart and set up retrospectives, sprint reviews and sprint planning sessions. They also help the product owner by walking them through the more technical user stories and encourage collaboration between the product owner and Scrum manager. So, every part of the Scrum process is being helped by the guidance of the Scrum Master. A Scrum Master is like a mechanic, not driving the car but making sure that it’s in proper working order. Is the Scrum Master a Dedicated Role? There is some discussion about how involved the Scrum Master should be when it comes to the actual development work that is underway. One school of thought is that the Scrum Master should be exclusively dedicated to their role described above and not get buried in the day to day pressures, deadlines, and constraints that come from actually having to do the work themselves. Others feel as if the role described above may not consume 100% of the time that is available and any leftover time can be devoted to toward development work. There are pros and cons to each approach. If a Scrum Master is involved in development activities, they could find themselves in the critical path of a project that is underway. This means that when the going gets tough or deadlines are looming, they will most likely default to getting their own work done. This is understandable based upon the pressure that is put upon their particular deliverable. But, it could also let the team suffer during a time that they especially need someone filling the role of Scrum Master. The upside of a Scrum Master filling both roles is that the company may feel as if they are getting more for their money by not having to invest in two people to fill the roles. On the other hand, a person that is a 100% dedicated Scrum Master focuses exclusively on the activities mentioned above. They are the person that constantly has the big picture in mind and is always looking ahead for what could be in the way of the project moving forward, or what opportunities could be taken advantage of to bring the sprint to a more expeditious completion. The downside of this approach is that there may need to be more resources applied to the project from a technical perspective and may cost the company additional money. How to Become a Scrum Master What’s the pathway to becoming a Scrum Master? The most linear course to becoming a Scrum Master is through certification. The Scrum Alliance offers a Certified ScrumMaster (CSM) distinction that teaches the candidate how to get Scrum teams to work at their highest levels. The certification process teaches the fundamentals of the Scrum framework and helps one become intimate with what the team roles are, what events are, what artifacts and rules are, and other terms and procedures of Scrum. Having such certification on top of real-world work experience will place the certified ScrumMaster in a position to expand their career across many industries. A certification demonstrates a core knowledge of Scrum process and how to engage with other Scrum practitioners to further continuous improvement. ScrumMaster Requirements The requirements for CSM are fairly minimal. First, have some familiarity with the Scrum framework. Then there’s a two-day, 16-hour course, which is taught by a Certified Scrum Trainer, who provides an overview of how to organize and support a Scrum team. After the course there is a CSM exam. If you pass and accept the license agreement, you will graduate with a two-year membership into the Scrum Alliance. There are other certifying bodies besides the Scrum Alliance which also offer a CSM exam, such as Mountain Goat Software. ScrumMaster Certification Exam The exam contains 35 multiple-choice questions, where 24 must be answered correctly for a passing grade. The test covers the history of Scrum and the basics of the process. Specific topics include product backlogs, planning releases, problems that can occur, scalability, Scrum roles, sprints, how to conduct daily Scrum meetings, tasks, reports and team organization. While taking the test, test-takers can look at handouts and their notes. There is a time limit to the test, and you can pause it if you’re called away. But the test must be completed within 90 days of starting. Results are posted immediately upon completing the test. If you pass, you’ll be able to see any wrong answers and the correct answers. However, if you do not pass, while you’ll see those questions that you missed, the answers will not be provided. If you fail, you can take the test one more time without further charge. Certified ScrumMaster Salary A Certified ScrumMaster makes on average, depending on industry and region, between $70,000 and $100,000 annually. Certification makes a Scrum Master a more viable candidate for the job, as it provides a unbiased third-party verification of skills. Do you want to be a Scrum Master? It’s a cool title, but it’s more than a name. There’s a lot of responsibility and having the right tools to facilitate the Scrum process is key to any Scrum Master’s success. ProjectManager.com is a cloud-based project management software that works with the self-organizing teams and short tasks of a Scrum framework. Be a Scrum Master with ProjectManager.com by taking this free 30-day trial.

NCperkins.org/presentations
April 18, 2018 15-minute Break Break Is Over 14 minutes 10 minutes 13 minutes 12 minutes 11 minutes 1 minute 3 minutes 2 minutes 9 minutes 8 minutes 6 minutes 5 minutes 7 minutes 4 minutes At this time we will take a 15-minute break NCperkins.org/presentations Perkins 101

The employers know what they want in their new recruits.
And it is not always what the education establishment is giving them. High Schools seem to be more concerned with GPAs and getting students into the best universities. The focus should be on getting on the education pathway that will actually be beneficial to securing employment. Do we even know who the employers are -- where our students or clients will be working in the near future. Do we know what the employers are looking for in their new recruits? =======

2016 NC Employer Needs Survey
The North Carolina Department of Commerce surveys businesses all across the state every two years. For 2016, they collected 19 hundred surveys. This included companies of all sizes from all 100 counties. ===== 2016 NC Employer Needs Survey 2016 NC Employer Needs Survey - PowerPoint

Hiring Difficulties This survey found that Four out of Ten employers who tried to hire in the past year had difficulty filling at least one position. First on the list - The employers said their new recruits lacked work experience. Well if that is true, you can show them how a good work-based learning program, like an internship, can help their future employees get the work experience they need. And second -- is education and training. We have great training programs at the community colleges. to educate their future recruits. What else can we do to help prepare their new recruits? Ask your local employers if this chart is true for their company. Are there other items they think should be added to his list? Ask them. They know what they want. ===== 2016 NC Employer Needs Survey 2016 NC Employer Needs Survey - PowerPoint

The 10 Key Skills for the Future of Work
Sense-making Social intelligence Novel and adaptive thinking Cross-cultural competency Computational thinking New-media literacy Transdisciplinarity Design mind-set Cognitive load management Virtual collaboration Here are some broad skills that will help workers adapt to the changing career landscape: This is what the modern employers are looking for. Sense-making is the ability to determine the deeper meaning or significance of what is being expressed Social intelligence is the ability to connect to others in a deep and direct way, to sense and stimulate reactions and desired interactions Novel and adaptive thinking is proficiency at thinking and coming up with solutions and responses beyond that which is rote or rule-based Cross-cultural competency is the ability to operate in different cultural settings Download my PowerPoint and read the descriptions for the rest of these. Where are we teaching these skills that the workforce needs? ========== Computational thinking is the ability to translate vast amounts of data into abstract concepts and to understand data-based reasoning New-media literacy is the ability to critically assess and develop content that uses new media forms and to leverage these media for persuasive communication Transdisciplinarity is literacy in, and ability to understand concepts across multiple disciplines Design mind-set is the ability to represent and develop tasks and work processes for desired outcomes Cognitive load management is the ability to discriminate and filter information for importance and to understand how to maximize cognitive functioning using a variety of tools and techniques, and Virtual collaboration is the ability to work productively, drive engagement, and demonstrate presence as a member of a virtual team Are we teaching these skills to our students? If not, then who will? ======== GigaOM Dec. 16, 2011, What are the jobs of the future? The demographics of an aging population suggests health care will be big, say some. Broad skills that will help workers adapt to the changing career landscape: Sense-making. The ability to determine the deeper meaning or significance of what is being expressed Social intelligence. The ability to connect to others in a deep and direct way, to sense and stimulate reactions and desired interactions Novel and adaptive thinking. Proficiency at thinking and coming up with solutions and responses beyond that which is rote or rule-based Cross-cultural competency. The ability to operate in different cultural settings Computational thinking. The ability to translate vast amounts of data into abstract concepts and to understand data-based reasoning New-media literacy. The ability to critically assess and develop content that uses new media forms and to leverage these media for persuasive communication Transdisciplinarity. Literacy in and ability to understand concepts across multiple disciplines Design mind-set. Ability to represent and develop tasks and work processes for desired outcomes Cognitive load management. The ability to discriminate and filter information for importance and to understand how to maximize cognitive functioning using a variety of tools and techniques Virtual collaboration. The ability to work productively, drive engagement and demonstrate presence as a member of a virtual team

We educators often place a great emphasis on grades, class rank, and being valedictorian.
These create parental bragging rights for the parents, but what do they mean outside of high school and college? Google has crunched the numbers and found that GPA is a worthless criteria for hiring. They compared the GPA of their new recruits with how well they were performing years later -- and found no correlation. So they stopped asking their potential employees for their GPA. You can imagine how well this news goes over in our high schools and colleges where grades appear to be everything. This is good news for the folks with whom you work who did not make good grades in school. ======= In Head-Hunting, Big Data May Not Be Such a Big Deal June 19, 2013 One of the things we’ve seen from all our data crunching is that G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless — no correlation at all except for brand-new college grads, where there’s a slight correlation. Google famously used to ask everyone for a transcript and G.P.A.’s and test scores, but we don’t anymore, unless you’re just a few years out of school. We found that they don’t predict anything. What’s interesting is the proportion of people without any college education at Google has increased over time as well. So we have teams where you have 14 percent of the team made up of people who’ve never gone to college. After two or three years, your ability to perform at Google is completely unrelated to how you performed when you were in school, because the skills you required in college are very different. You’re also fundamentally a different person. You learn and grow, you think about things differently. Another reason is that I think academic environments are artificial environments. People who succeed there are sort of finely trained, they’re conditioned to succeed in that environment. One of my own frustrations when I was in college and grad school is that you knew the professor was looking for a specific answer. You could figure that out, but it’s much more interesting to solve problems where there isn’t an obvious answer. You want people who like figuring out stuff where there is no obvious answer. === Google no longer hires based on GPA or test scores "One of the things we’ve seen from all our data crunching is that G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless" Google also said that "academic environments are artificial environments." Students are "conditioned to succeed in that environment ... looking for a specific answer." Google wants "people who like figuring out stuff where there is no obvious answer." These problem-solving skills that Google and others are looking for can be taught in our CTE classes, but the learning can be hard to measure, which makes it tough to convice the administration that these skills need to be taught.

Besides saying that GPAs are a worthless hiring criteria, Google says that test scores, and even college degree don’t matter much when hiring. Google says the No. 1 thing they look for is general cognitive ability, and it’s not I.Q. It’s learning ability. It’s the ability to process on the fly. Businesses want people who can grab a bunch of data, quickly turn it into useful information, and use that information to solve a problem. Do the people which whom you work know this? ======

Google says the second thing they are looking for is leadership
Google says the second thing they are looking for is leadership. --in particular, emergent leadership as opposed to traditional leadership. What they are looking for is: when faced with a problem, and you’re a member of a team, do you, at the appropriate time, step in and lead. And just as critically, do you step back at the right time and stop leading, and let someone else lead? How do people learn to take the leadership reigns when necessary and to relinquish when it’s time for someone else to lead? Google said “It’s feeling the sense of responsibility, the sense of ownership, to step in,” to try to solve any problem – and the humility to step back and embrace the better ideas of others. The end goal is group problem-solving. How do people learn that? Can we do more leadership training in our schools? In our colleges we have found that SkillsUSA is a great way to get our college students involved in group problem-solving activities, often competing at state and national competitions. ====== Photo

Myth # 1 All of the manufacturing is moving to China.
If you read the front page of the newspaper (or listen to the politicians), you might still believe this. But if you read the Business section like I do … ===== 103

… you will find that -- not only is manufacturing alive and well in North Carolina, but
Chinese companies have moved some of their manufacturing to North Carolina. ===== China offshores manufacturing to the U.S.

Chinese Manufacturing in NC
April 18, 2018 Chinese Manufacturing in NC RATO – engines, all-terrain vehicles – Lincoln Co. Jetion Solar Corp – solar panels – Charlotte Lenovo – ThinkPads – Greensboro U-Play – sanitary products – Wayne Co. Uniquetex – Textiles – Grover Ming Yang Wind Power - Raleigh Here are a few Chinese manufacturing companies that have set up facilities in North Carolina. This is just what I have seen in the news over the past 6 years. I am sure there are others. We think all of the manufacturing has moved to China, when in fact, much of it has moved from China to North Carolina, and they need local workers to make the products and to keep the production lines moving. ===== Perkins 101

And here it works the other way around.
Here is an American manufacturing company in North Carolina that is shipping it’s high-quality mattresses to China. Yes, products made in America being sold in China. === 106

Mattresses made in Mebane North Carolina, just west of the Research Triangle, are going to China.
The rising Chinese middle class wants the same great products we have come to enjoy here in the United States, and they are willing to import them. They are planning to have 500 Kingsdown stores in China by the year 2020. ====== Mebane mattress maker continues rapid expansion in China May 9, 2017, 8:23am EDT Mebane-based luxury mattress manufacturer Kingsdown Inc. said Monday that it is moving forward with the company’s international expansion, with plans to soon have a total of 83 company branded stores in 58 Chinese cities. It's part of a larger plan by the firm to have a total of 500 branded stores open throughout China by The latest openings include three additional stores in Beijing, bringing to six the total number of Kingsdown locations in that city alone, as well as new stores in both Changzhou and Xianyang. Enlarge Mebane-based Kingsdown Inc. plans to soon have a total of 83 company branded stores in 58… more Kingsdown The company said it is expanding in China through its licensing partnership with Hong Kong-based bedding producer and retailer, Roth Bedding Technology, which is also known as Kingsdown China. “Our business in China is very strong and profitable,” said Frank Hood, president and CEO of Kingsdown, which formed its partnership with Roth in “The Chinese consumer is attracted to our more luxurious offerings and have helped position Kingsdown at the higher end of the market in the country. We continue to grow our market share with China’s luxury mattress consumer through our strategic plan and partnership with Roth." Founded in 1904, Kingsdown houses its headquarters in Mebane, along with its research and development facilities, training and distribution locations and two manufacturing plants.The company's international offices are located in Tokyo, Japan and Melbourne, Australia.

NC Exports to Countries in 2016
$6,407,000 Canada $3,012,000 Mexico $2,186,000 China $1,611,000 Saudi Arabia $1,547,000 Japan $1,455,000 United Kingdom $1,184,000 France $999,000 Germany $841,000 Honduras $758,000 Netherlands Contrary to popular belief -- Not all things are made in China. North Carolina has a healthy export business, and as you see, we sold over 2 million dollars worth of products last year to China. ==== 2016 data Map Get new data

NC Exports - Products 2016 $1,418,490,000 Civilian Aircraft, Engines, and Parts $1,409,000,000 Antisera, Blood Fractions & Immunological Pro $1,214,530,000 Medicaments Nesoi, Measured Doses, Retail Pk $993,730,000 Parts of Airplanes or Helicopters, Nesoi $689,070,000 Tobacco, Partly or Wholly Stemmed/Stripped $659,410,000 Chemical Woodpulp, Soda rtc. N Dis S Bl & Bl $400,480,000 Road Tractors for Semi-trailers $329,930,000 Cot Yarn, 85% Cot, No Retail, Ov 14nm Not Ov $328,030,000 Photosnsitve Semicndctr Dvice Inc Phtvltc Cel $276,920,000 Parts of Mach for Assmbl Elec Lamp etc Mfg Gl $268,480,000 Auto Regulating Ins & Appr Ex Throstat,mnstat And in case you are wondering what the other countries are buying from us. You see here that North Carolina exports lots of airplanes and aviation parts -- and pharmaceuticals. And there is still a high demand around the world for some of our older products like tobacco and cotton yarn. Who knew this? We need lots of skilled workers to keep making this stuff that the Chinese, and others are buying from us. ====== 2016 data

There is a lot of high-tech going on in modern kitchens
There is a lot of high-tech going on in modern kitchens. The appliances are all talking to each other. And when you are running low on milk, the refrigerator orders another gallon that could be delivered directly to your house. When the milk arrives, your refrigerator could even unlock and open the front door of the house -- and let the drone in -- and have the drone put the milk in the refrigerator. It’s all possible now through current technology. -- We still have to drink the milk ourselves. There’s no app for that! Not yet! =====

This is all great of course -- until someone hacks your fridge –
and now you don’t even have access to your own milk. ======

But many are hopeful about letting robots and computers take over our lives.
My smart phone frustrates me quite often. =====

Your home automation system could anticipate your needs and even make you a sandwich.
We need workers who will dream up these ideas, do the engineering, build them, install them, program them, fix them when they don’t work, and -- keep the hackers at bay. And then we need some special workers - to convince us all - that this new technology is actually a good thing. =====

--- Too many people go through life not knowing who they are -- and why they are here on planet Earth. For some -- the revelation comes late in life. Somewhere along the way -- all of us found out that we cared about helping others– and we were supposed to be right here – this very morning– listening to an old high-school shop teacher talk about the future. ======== “The two most important days in your life are the day you are born and the day you find out why.” ― Mark Twain Photo

Passion and Purpose Thriving in your work, not just surviving.
Leaving the world a little better off because you cared to make a difference in your work. Helping people discover their passion and then helping them turn that passion into an educational pathway that will lead to a rewarding career. Though the term “vocational” has earned a bad reputation in the last few decades, the original meaning of the term is clear that your “vocation” is your life’s calling. Our vocation as workforce-development professionals is preparing our clients for careers. What is the vocation of the clients with whom you work? What is life calling them to do? What is their purpose in life? We need to help people discover their passion. What makes them get up in the morning and want to learn something new? It’s more than just working for a paycheck. It’s doing satisfying work, making a difference in the world, feeling needed. And we need to help them to turn that passion into a rewarding career. -- In the future -- when our clients are employed, -- and someone asks them what they do for a living, -- wouldn’t it be great if they could say – “I get to make a difference in the world.” That’s what I do… “I get to make a difference” === Chris Droessler

The Future of Careers NCperkins.org/presentations Chris Droessler
April 18, 2018 The Future of Careers Chris Droessler Career and Technical Education Coordinator North Carolina Community College System Thank You NCperkins.org/presentations Perkins 101

Small-Group Discussions
April 18, 2018 Small-Group Discussions How will you use the information presented so far?

April 18, 2018 Lunch Break Be back by 12:45 NCperkins.org/presentations Perkins 101

Small-Group Discussions
April 18, 2018 Small-Group Discussions How will you use the information presented so far? Reports from the groups

Themes &Theories in Career Development
April 18, 2018 Themes &Theories in Career Development Bob Witchger Career and Technical Education Director North Carolina Community College System NCperkins.org/presentations Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Career Concerns occur throughout one’s Life Career concerns occur through one’s life They get deeper and broader the older one gets After high school individuals are concerned with transitional occupations Continued adjustments continue to be made throughout life 1/2 of the individuals waking hours are spend in working, dissatisfied work can lead to dissatisfaction in other parts of life Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Several hours of upfront planning can have a positive influence of career outcomes Several hours of upfront planning can have a positive influence on career outcomes John Krumboltz believers one’s career and personal life are intertwined Career has been defined as roles individuals play over their lifetime NCDA sees Leisure and Life work as part of one’s career Career Decisions or career choice can occur at any point in a career Career Development theories (CDT) can serve as a guide for counseling CDT attempt to explain behavior that occurs over many years Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 As career guides, it is good to choose a manageable theory that is easy to draw on when working with individuals As career coaches and counselors it it good to choose a manageable theory that is easy to draw on in working with individuals As counselors/coaches there is a general code of ethics in working with individuals: Show unconditional positive regard in working with individuals, that is acceptance of the individual as worth-while, valuable, accepting of all ages, sex, races, and creeds. Demonstrate Genuine sincerity, act in a sincere and honest manner It is important to be congruent and consistent in your voice, body language, verbal statements Communicate with empathy and show understanding for the individuals point of view. Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Attending Skills are critical in working with students Attending Skills are critical in working with students/ Insure your non-verbal presence demonstrates openness, good eye contact and a relaxed manner Ask open ended questions Rephrase what the client said Provide information not opinion, information that is up to date and clear REMEMBER: Students see coaches as experts Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Assessment instruments can be categorized as tests and inventories Assessment Instruments can be categorized as Tests and Inventories Tests typically measure ability and achievements Inventory solicit preferences or viewpoints, there are not right or wrong answers Rule of thumb use assessments that Have strong Norms based on populations we are working with Reliability - that are consistent and dependable Validity - it measures what it’s supposed to measure Assessment Instruments help us develop and verify theories Provide the coach with information that can be used to understanding the client from career development theory - point of view Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 A Career Coach's Mantra Autonomy Non-Maleficence Justice Fidelity Coaches and Career Counseling When sharing Information on education and occupations Autonomy - respect the client decisions Non-maleficence - Promote health and well being Justice- Fairness in dealing with clients Fidelity - to clients, colleagues and students Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Trait Factor Theory Trait factor are types of theories Trait Factor model has its start in Parsons (1909) book Choosing a Vocation in which he outlined his theory of patching personal traits to job characteristics Frank Parson the father of trait factors felt it was important that the individual understand yourself and the requirements and conditions of work The key was using true reasoning on the relationship of the two Each person has: Attitudes, abilities, interested ambitions, resources (limitations) Work has requirements and conditions for success, advantages and disadvantages, $ Opportunities Career choice can be balancing one general values with one’s work values Number of subsequent researchers continued to develop the model It is to the trait factor school that we owe the Dictionary of Occupational Titles (1972) a compendium of more that 40,000 job each one described and classified The General Aptitude Test Battery (GATB) and Differential Aptitude Test (DAT) have implications that there exists on ideal job for each person, and that peoples interests and abilities do not change over time and that these two factors are most responsible for career choice and satisfactions The trait factor models of career counseling assume that clients have one of four possible problems LACK OF INFORMATION ABOUT THE SELF, WORK OR PERSONAL BARRIERS lack of career choice uncertainty about career choice unwise career choice — PERSON AND JOB A MISMATCH discrepancy between interest and aptitude - PERSON WITH POOR VERBAL SKILLS BECOME A LAWYER?? Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Individual Traits O*NET Factors Search Jobs and Careers based on 14 elements If you want to go deeper, To better understand Work and Job Requirements - O-Net provides 14 elements of information on careers the o-net number Occupational Title Occupational Handbook Title O-nets Descriptions or tasks Years Earnings Educational requirements Knowledge required Abilities Skills Needed General Work Activities Job Characteristics Guide for Occupational Exploring Grouping Classification of instructional programs Related Dictionary of Occupation Job Title 6. The Hay-day for trait factor over in the 1950’s, influence is still apparent today Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 John Holland Personality Type 7. Holland has delineated environmental traits in six categories and individuals personalities in Six (6) types — This is for another time John Holland - theory of vocational personalities and work environments- revised 5 times since 1959 From simple trait factor premise Holland developed a typology of personalities and work environments that can be used to categorize a particular persons or jobs Not to simplistic - dominate type and one or two other types Some types are more compatible than than others His hexagon was developed to reflect this compatibility His latest version he theorized how personality types develop and change Holland indicates a person’s basic personality type stabilized between the ages of 18 and 30 Individuals who personalities are inconsistent or undifferentiated, not clearly distinguished dominant or secondary type tend to change themselves -- to find the job-- rather than alter the environment to suit them Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 John Holland Personality Type Holland theory of “Type” Realistic - Work - Physical Demands, Tools, Machines, Animals, Manipulative People - Enjoy working with Tools, Hobbies, do not like abstract Investigative - Work - Searching fro Problems and Solutions, math, science, analytical thinking People - Like puzzles, intellect, math, science, challenges Artistic - Work - open free environment, creative, personal expression, unconventional People - Like expressing self in unconventional ways, art, music, Social - Flexible, understanding of other helping, teaching listening Solve Problems with discussions team work, verbal and social skills idealism Enterprising Managing, persuading other, organizing goals, risks for rewards Self Confident, to accomplish, wealth, convincing, persuading Conventional Record Keeping, File Papers, copy materials, organizing reports Control situations, follow rules and regulations and guidelines Congruence - Relationship between personality and environment Differentiation -Dominant types Perkins 101

April 18, 2018

Theories Emphasize Learning
April 18, 2018 Coaching for Action Theories Emphasize Learning Bandura Personalities grow from learning experiences more than genetic or inter-psychic experiences Krumboltz - Theory is grounded in social learning theory and classical behaviorism Personality develops not out of innate psychic drives of developmental stages but as a result of idiosyncratic interactions with the environment Personalities grow from learning experiences more than genetic or inter-psychic experiences Theses interactions are a two was street People learn from both the responding to and by acting on the environment. Behavior (action) and Cognition (knowing and thinking) in making career decisions ACTION, KNOWING, THINKING Learning Experiences and Task approach (gaining) skills important in career decision making Career preferences are a result of prior learning experiences both Instrumental Behaviors and Associative observations Task Approach Skills - Genetic Endowment, Environmental Conditions , Learning Experiences , Skills in doing a variety of tasks For purposes of career theory laws of Instrumental learning is familiar to most as reward and punishment - people tend to reposed and enjoy behavior that is pleasing for them and — avoid or dislike behavior that unpleasant results Associative learning occurs when people transfer the emotional importance of one event to another the up until then there is no emotional significance — Dynamic interaction between person and the environment - Learning Theory Perkins 101

Coaching for Action April 18, 2018
Krumboltz places emphasis on learning The Goal of career counseling it to facilitate the learning of skills, interests beliefs, values, and work habits. Personal qualities that enable the client to create a satisfying life within a constantly changing environment People need to expand her capabilities and interests not base their decisions on existing characteristics only People need to prepare for changing work tasks and not assume the occupations will remain stable Social Educational and Occupational conditions are changing People need to be empowered to take action not merely be given a diagnosis — Coaches need to follow up with clients Individuals need to be able to respond to new and unexpected events that occur in their lives Counselors help individuals understand the importance of chance in their lives - Planned Happenstance Perkins 101

April 18, 2018 Coaching for Action Mitchell, Krumboltz Recognize Unplanned Events Engage with Open-Mindedness Help clients anticipate and recognized unplanned events see them as positive and encourage “OpenMindedness” Look at a number of different paths Curiosity - explore new learning - follow upon options that result from chance events Persistence - learn from setbacks keep trying Flexibility - Learn to deal with chance, flexible changing attitudes, dealing with differences Optimism pursue new opportunities and finding activities that pay off Risk Taking - when unplanned events occur people learn from taking risks Integrated into career counseling/Coaching - dealing with anxiety about future problems Integrate learning process encourages curiosity and helps clients take advantage of unplanned events Normalize planned happenstance Transform curiosity into learning opportunities Teach clients to provide desirable chance events Teach clients to overcome blocks to action Examples of College students - Stories that exemplify re we are. Career Cluster Guide 2018 Intro

April 18, 2018 Planned Happenstance

Career Goal Veterinarian English Teacher Undecided Nurse 4 H
High School Dropped Over 2 story Rail English Teacher Diary Queen Photo Lab College UE Father Dies Mother Ill Undecided Rehab Tech UE UE Nursing Home Nurse College CNA College RN Has to Retake Classes

Planned Happenstance Career pathways Unplanned events
April 18, 2018 Planned Happenstance Career pathways Lifelong, includes many career goals and jobs Subject to many forces (within and without) HS to Present time Unplanned events Unanticipated & without intention Pivotal unplanned events Change in career goal Non-pivotal unplanned events No change in career goal

What is Career Development?
Definitions: Dynamic Through one’s whole life not just one occupation Involves the ever-changing context of his/her life Environmental pressures and constraints Convergence of Personal and Career Development Turn to your neighbor and answer these two questions? Pause Would a few of you like to share your discussion ? Put on Sticky Notes or bring up other information 9

Career Development Theories
Trait factor - (Parsons, 1909) Stage - (Super, 1957) Occupational selection - (Roe,1957) Conscription and compromise - (Gottfredson,1981) Personality - (Holland, 1985) Social learning theory of career development (Krumboltz, 1979; 2009) Happenstance theory – (Mitchell, Levin and Krumboltz, 1999) A history of career development theories from – Parsons to Krumboltz, Trait Factor Learning Theories Trait: Characteristics of the Individuals to those of work environment Stage: 1Growth,2 Explore,3 Establishment, 4Maintain, 5Retire Roe: Personality Characteristic – Levels and Fields –Congruence between Personal Characteristics and Work Environment Gottfredson; Circumscription. People with Practical Choices, Compromise job before sex or type and prestige. Eliminate alternatives they feel are not available to them Social Learning Theory: Genetic Endowment , Environmental Learning Experiences , Task Approach skills Happenstance: Open minded , Planful Develop Skills , Curiosity, Optimism, Flexibility . Persistence , Risk Taking

Counseling framework Social learning theory of career development (Krumboltz, 1979) Experience shapes career paths Individuals are problem solvers Planned happenstance theory (Mitchell et al., 1999) Unplanned events happen Planful, open-minded Develop skills to benefit from unplanned events I used two theories to frame this study Social Learning Theory (Krumboltz, 1979) Countless learning experiences combine to shape a persons career path Individuals are problem solvers Happenstance Theory (Mitchell et al.,1999) Unplanned Events Happen Individuals need to be Planful and Open Minded when it comes to unplanned events They Hypothesized the individual needs to develop Skills – Curiosity, Optimism, Flexibility, Persistence, & Risk Taking are more likely to learn from and benefit from unplanned event

Workforce Technological - changes the way we work
Globalization – competition Continually evolving technologies - retraining Manufacturing to service and technology Nature of work – lifelong jobs to short stints Workforce development & economic development As Part of the Lit Review We have seen changes in the workforce: Layoffs – Textiles, Apparel, Furniture, electronic products Prepare the Workforce for Specific Jobs to Attract new Companies for Specific Region All workers will have to be prepared to constantly renew their skills Portable Skills, Cross Functional No Longer Patriarchal Workers All Workers – Flexible Specialized Skills Certifications, Stackable Lifelong learners Core Technical – Bridges (1994) Employability – Bolles (1978, 2003) Career Development that Empowers the worker – McDaniels and Gysbers, (1992)

Career Pathways – Unplanned Events pivotal or non-pivotal career decisions
Non-pivotal Event Career Goal A Career goals are influenced by unplanned events Individuals experienced change in career direction or reaffirm current path Some individuals upon Reflection and reassessment ultimately decided to pursue a different career path 1. Roe and Baruch – explored factors influence and noted accidental discoveries and attractive alternatives prompted occupational change 2. Miller Happenstance measurably altering one career path 3. Betsworth and Hansen degrees of change in career direction – around serendipitous events 4. William 1998 – change in careers academic women from serendipitous event 5. Henderson and Oliver unemployed upper class women - perceived chance as opportunities All found change in career direction as a result of unplanned events Other individuals when experiencing Chance, happenstance, serendipitous events reassess, reflect, and remain in the same path Change did not occur, affirmed or initiated process of reflection, continue on the same path Change also happened some time in the distant , The UPE offered an opportunity to gain knowledge and make meaning from the experience. Pivotal Event Career Goal B

Career Goal ? Health Care Nursing Nurse Practitioner High School
Ran into Girlfriend Car Accident UE Promoted to Manager ? High School UE Office Work Video Store Phone Sales Call Center Mgr Computer Service Center Business, Undecided UE Lost Scholarship Unplanned Pregnancy Unsatisfied, Driven, Better Self College Biology l Challenged Girlfriend Says Jump through Hoops UE UE College Surge Tech l Surge Tech Health Care Fails RN School UE UE Nursing CC Nursing l CC Nursing l Nurse Practitioner

The Influence of Unplanned Events
Five categories of unplanned events emerged from the data: Family Health Interpersonal Work Education Purposeful – Students Volunteered As you Read in the dissertation there were: 12 Females, 3 Males 14 Caucasian and 1 African American 6% Since June % African American have graduated 8 with baccalaureate degrees 1 Some College 1 Associates Degree 5 High School graduates Average Age Allied Health Students – Nursing and Radiology Programs Lower – Mid Socioeconomic Groups Many held Part Time jobs & Family Responsibilities Unplanned Events were categorized into 5 areas

Family-related Unplanned Events
Incidents: Divorce Spousal abuse Oppressive relationships Fall in love, marriage Unplanned pregnancy Child care challenges Sudden transfer of spouse Effects: Moved to new town Changed jobs Joined military Sought support Changed pathway Hit pot hole Unable to change A few examples here: In the family related unplanned events, Clients identified such things as Oppressive relationships Sudden transfer of spouse Family – 11 experienced UPE in this Category 10 Pivotal, 12 Non Pivotal Enrolled CC Transfer Univ, English Teacher, Broke UP, Crippling Experience being from a small town,… joined Military Graduated HS with Unplanned Pregnancy, Adoption, moved away, from Goal as Marketing to Nursing. Graduated HS Low Esteem, Secretary, Divorce, Break up, moved home continued as Secretary, Health

Health-related Unplanned Events
Incidents: Serious automobile crashes Broken bones Unanticipated surgery Serious illness Sports accidents Miscarriages Death of loved one Effects: Hospitalization with significant Interactions with health care system Physical incapacity to continue in the same job Rethink career Empowered in career Likewise: In the Health related category, participants identified such events as…. As having an effect on their career pathway. These effects might have been….. Health – 11 experienced six pivotal events and ten non-pivotal P –BA English Grad, Teacher PT Life Coach, dropped second story [methamphetamines] – Enrolled Nursing School P - Textile manager 2 kids, sudden Buillian-Barre, full time Mom Book Keeper Husbands Trucking Co. NP – HS Health Occupations, HS Scoliosis – Surgery – RN care Influence to Continue. NP – Graphics College – Soph Year – Suddenly Chronically Ill, thought nursing, finished graphics worked 15 yrs. 6, P and 10 NP

Unplanned Events of an Interpersonal Nature
Incidents: Unexpected meeting Unexpected phone call or Social conversations Job lead when not looking for work Effects: Support and enhanced career direction Critically examined career goal Change in career direction Changed later Likewise: In unplanned events of an interpersonal nature participants identified such events as…… As having an effect on their career pathway. These effects might have been….. Nine Individuals – experienced UPE 6 pivotal, 12 non-pivotal - same direction Unexpected job openings or offers P Paperwork desk clerk Drug Rehab, aunt calls, offers social work in small nursing home job - P- Procurement Clerk, vacation visit brother, new husband, wife sustainable farm NP – Fail RN School to Evening Manger VIDEO and Call CNTR, friend lead on surgical technician – security – stayed with manager call company. NP – Mom Raise Children, Farm, Volunteers School, to paid TA doing the same, sustainable farm mom Impact: 12 New Jobs – Pivotal and 6 Non Pivotal

Work-related Unplanned Events
Incidents: Forced resignations Conflicts on the job Layoffs Business failures Effects: Lost jobs and started new work Changed jobs Changed career Likewise: In the Work related category, participants identified such events as As having an effect on their career pathway. These effects might have been….. 11 Pivotal Events, 11 Non Pivotal Events P- BA Degree – Followed BoyFriend New Town – Marketing MGR., shift in market, layoff, school for Nursing P- Manufacturing Supervisor – 8 yrs Slowdown business, started back to college prerequisite, layoff – School Health Care – NP – BA Engineering – Environmental Engineering, Cutback layoff, head hunter, continued in same field NP - Entrepreneur - Greenhouse MGR , Debt, opened Small business, closed, retired, soon after started another small business – 11 Pivotal and 11 Non-Pivotal

Education-related Unplanned Events
Incidents: Scheduling errors Enrolled in wrong class Unexpectedly met influential professor Effects: Change major New program of study Dropped out of college Explore new career direction Likewise: In the Education related category participants identified such events as As having an effect on their career pathway. These effects might have been….. 7 people, identified eleven events - 8 pivotal, 3 non pivotal P- Pre-Med – 4 year RN, could not get in classes, revised plan -- Business Economics, P- RN A student, studied as in HS, suddenly – grade point average dropped, lost position in class - retail sales, NP – High School Year Book – Marketing Graphics- Lead on Scholarship and PT job in college – Marketing, Graphics NP - IT – Small College – Grades Dropped – moves 800 miles with Brother – continues in IT 11 Pivotal, 3 Non-Pivotal Transition These events did not happen in a vacuum Why do some benefit from unplanned events and for others the events pass them by.

Recognizing & Interacting Unplanned Events
A. Internal factors Traits Characteristics Behaviors B. External factors External circumstances Support systems or lack of support These events did not happen in a vacuum Why do some benefit from unplanned events and for other the events pass them by. The answer may be in the contextual factors Contextual factors are the factors that were in place within the individual and surrounding the individual when an unplanned event occurreed. In this research theses were parsed into two domains Individual Traits influenced Career pathways I Internal Factors Traits within the individual Personal Characteristics, Behaviors, Attitudes , Can be learned through recognition, encouragement and teaching Unplanned events to not happen in a vacuum Individual Experience, Personality Traits, Learned Behaviors, Belief Systems II External Factors Support Systems External independent of the person, Circumstances,

A. Internal factors Flexibility - Adapting, balancing, compromise
Curiosity - Discovery, eager to find out, love learning Persistence - Determination, hard work, continuing the course Optimism - Positive outlook, hopefulness, attainable Risk taking - Explore, leave secure job, exposure Spirituality - Blessed, spiritually connected, calling Need for job security - Need, critical, gainful, viable work In previous studies, Williams and other have identified five internal factors that may influence the way people interact with unplanned events. For those in workforce training you may call them soft skills, employability skills, or readiness factors, for this study I call them traits or internal contextual factors. The presence of these traits were self identified by participants or by their exact words of by clear inference in the interviews Examples: Once I get a goal in my mind, I just never never quit – Persistence I just really want to know everything, I like finding out new stuff – Curiosity Flexibility : 14 Adapting to new, different, and changing circumstances and conditions with tolerance, accommodation Willingness to compromise Curiosity: 13 Strong desire for discovery, an eagerness to know, enthusiasm to learn Spirit of discovery , I love learning new things , It’s natural to what to know how it works and why it works Persistence: 15 Determination and hard work in spite of difficulties and opposition Continuing the course in spite of obstacles , Moving with firmness of purpose , Optimism: 9 Maintain a positive attitude Ability to express hopefulness and positive outlook, View new opportunities as possible and attainable Possibility Thinking Risk Taking 8 First time on the job, Opening a new business – Leaving accounts giving up security Exploring the possibility Exposing to harm or danger, in a situation where there could be a negative outcome

B. External factors Financial support Logistical support
Most frequently acknowledged Obstacle & Need for approval Support and encouragement Logistical support Coordination and planning of everyday life Balancing family obligations & time constraints Proximity of training enabling Emotional support External factors clustered around three different areas of everyday living. As you see from the slide: Financial Support : Positive and Negative Results Enabled Blocked Emotional Support Need for Approval - Sabotage Logistical Support : Coordination Make Decision Meeting own needs or needs of family Educational facilities played heavily in this external factor. Assist or infringe upon ability to take action Five participants influenced by Logistical Support Note Unplanned event was the sudden loss of child care External Factors is the logistics of initially setting it up

Unplanned events are common
Adult Career Changers experience unplanned events that affect their pathways Unplanned events are common Bandura, 1982 Miller, 1983 Mitchell, 1999 Unplanned events influence career decisions Cabal & Salomone, 1990 Betsworth & Hansen, 1996 Magnuson, 2003 This study found Unplanned events occurred in pathways over 20 years Had positive and negative effects Mid and lower socio-economic group Some unplanned events were positive and others negative Appeared to coalesce 5 areas: education, work, interpersonal, family and health 1. Researchers that found Unplanned events as common: Bandura 1982 – Suggests life encounters affect life paths Miller Happenstance is common place Mitchell chance plays a major role in everyone's career Unplanned events can influence career decisions therefore: A. Cabal and Salome 1990 – UPE influence the CDM Process Prepare Counselors B. Betsworth and Hansen 1996 – Retired Midwestern U. Career P. influenced – Categorized serendipitous C. Magnuson 2003 – Prof. Career Counselors serendipitous were turning points in careers Williams 1998: Academic Professors affected by chance events Chen 2003 – Integration of the notion of chance into career development – most individuals experience change Unplanned Events do occur in life and were found in this Study Participants 40.7 years old, Held 6.8 jobs, Rural, Half Married with Children Longer Period of Time , Traced pathway for 20.9 years ATTRIBUITION THEORY – I BELIEVE I CAN DO IT = CONFIDENCE, IF CHANCE I HAVE NOT CONFIDENCE, LEARNING DOES NOT TAKE PLACE

Past studies on happenstance
Unplanned events were either pivotal or non-pivotal in relationship to career decisions Past studies on happenstance Accidental discoveries caused change – (Roe & Baruch, 1967) Happenstance measurably alters careers - (Miller, 1983) Categorized serendipitous events by type or degree of change – (Betsworth & Hansen, 1996) Serendipitous events influence change in career paths - (Williams et al., 1998) Perceived change as opportunity – (Henderson & Oliver, 2000) This study found Pivotal changed career goal - confirmed Non-pivotal same career goal/made new meaning/re-decided Past studies on happenstance have primarily viewed unplanned events through the lens of change In contrast to that this study found… 1. that events were not only measured by change but also by the meaning making that occurred for the participant 2. And sometimes contextual factors prevented or delayed change even when change was desired. 3. Sometimes the career decision was not to change. Career goal are influenced by unplanned events Change in career direction or reaffirm current path Reflection and reassessment and ultimately decided to pursue a different career path Roe and Baruch – explored factors influence and noted accidental discoveries and attractive alternatives prompted occupational change Miller Happenstance measurably altering one career path Betsworth and Hansen degrees of change in career direction – around serendipitous events William 1998 – change in careers academic women from serendipitous event Henderson and Oliver unemployed upper class women - perceived chance as opportunities All found change in career direction as a result of unplanned events Chance, happenstance, serendipitous events also reassess, reflect, and remain in the same path Change did not occur, affirmed or initiated process of reflection , continue on the same path Change some time in the distant , upe opportunity to gain knowledge and make meaning from the experience.

Identified internal factors:
Factors, both internal and external, influenced participants’ interactions with unplanned events along their career pathway Identified internal factors: Williams (1998) Neualt (2000) Hackett & Betz (1981) When Counseling Consider Flexibility Curiosity Optimism Persistence Risk-taking The third finding:……. A Closer Lookg 1. Williams (1999) – Flexibility, curiosity seeking change, optimism – positive readiness, playfulness, persistence .2 Neualt (2000) - flexibility with satisfaction, Persistence with career success 3. Hackett and Betz (1981) - Optimism essential factor in career development This Study found what emerged from the data were Flexibility - willingness to step off career path , influenced how participants interacted Curiosity – explore, Learn and go deeper prepare for and make informed decision on career directions () Optimism – described their positive outlook on life, promoted open-minded-ness Persistence- continue forward with a decision, sticking to it – exerting efforts in a career goal Risk-taking - penchant for approach new situations with forethought and spirit of exploration

Spirituality emerged as an internal factor
Factors, both internal and external, influenced participants’ interactions with unplanned events along their career pathway Spirituality emerged as an internal factor In the literature on career development Calling and identity (Weiss et al., 2004) Holistic frame (Guidon & Hanna, 2002) Interconnectedness relationship with higher power (Hamilton & Jackson, 1998) Higher power with purpose (Tisdell, 2001) Participants’ interaction with unplanned events This is my mission This is my calling Provided a deeper meaning in life The Study also found: Spirituality – Profound Sense of Guidance of a higher power A mission or a calling to an area of work Spiritual feeling of it was meant to be at this time in their lives Calling that brought deeper meaning in their lives Vocation Weiss et al 2004 – calling is a part of realizing their own identity Guidon and Hanna (2002) – spiritual dimension – holistic framework Hamilton and Jackson (1998) spirituality as further development of self awareness, a sense of interconnectedness and relationship to a higher power Tisdell (2001) spirituality as one’s personal belief in and experience of a high power and purpose in career choice. Influence in participants interaction with unplanned events 9 for 15 sought guidance from a higher power Desire for spiritual satisfaction from their careers Providing meaning 69% Pew Forum I interviewed 69% indicated religion was very important in their life Location may have affected Allied Health Careers - service and caring occupations - selection of course may have impacted the study

Job security emerged as an internal factor Need for job security
Factors, both internal and external, influenced participants’ interactions with unplanned events along their career pathway Job security emerged as an internal factor Need for job security Limited research Participants’ interaction with unplanned events My need to support my family My need for stable employment Nothing on unplanned events an job security The need within the person – rather than external labor market projections People layoffs - pressing need for job security Career Change - Need for Job security as a factor influencing their career decision making Important factor - in interaction with unplanned events Participants with four year degrees cited less often - Study in time of undertaking he economy and US 10 individuals stated Job Security was important in making career decisions There were also external factors Job Security Internal belief job security was critically important, Continual gainful employment, job viable for the individual, Internal emotional and psychological need for job security Influenced how that interacted with unplanned events Layoff more likely to express need for job security Internal need for job security job that would py and be assured of continuing work

Financial support as contextual factor
Factors, both internal and external, influenced participants’ interactions with unplanned events along their career pathway Financial support Financial support is a frequent barrier (Ford & Orel, 2005) Availability financial support increases participation (Barr, 2005) Financial support as contextual factor Positive – enabling Tuition Negative – constraining Lack of income Lack of funds for retraining Financial support in in the literature: Ford and Orel (2005) Financial support is frequently a barrier for women unemployed women returning to college Barr (2005) the availability of Financial support increases participation of adult learners Financial - by almost all – lack of funds, prospect of losing income some stayed on the same career path Some reported that financial support gained either by own means, contribution from others, enabling factor Remember: Most were lower and mid range socio economic bracket Financial responsibilities supporting families Lack of funds for tuition, retraining, deciding factor whether career change could be made, Factor acted as a barrier or a constraint in how the individual responded to unplanned events The gift of a benefactor or ability to procure funds though other means deciding factor Few studies about adult career changers and unplanned events Lack of information, guidance and financial resources may serve as significant barriers

Literature on emotional support
Factors, both internal and external, influenced participants’ interactions with unplanned events along their career pathway Literature on emotional support Emotional and social support key (Schultheiss et al., 2001) Emotional support support as contextual factor Positive Support from individuals – enrolled Teachers, family, advisors, & friends - changed Negative Withheld – stuck, deterrent to change The second External Factor Emotional Support: Schultheiss et al. (2001) relationship as a multidimensional source of support - Emotional and social support key Clustered around Financial, Emotional and Logistical Support Emotional support - Defined as encouraging words Built Confidence Lack of Support or disapproval of others was deterrent to change Participants described a need for support from Individuals to whom they were close Whose judgment they valued - family, teachers, advisors, friends, colleagues Not much on emotional support and unplanned events

Literature on logistics
Factors, both internal and external, influenced participants’ interactions with unplanned events along their career pathway Literature on logistics Flexible and accessible training (Drummond, 2001) Child care (Mingle & Birkes, 2004) Logistics as a contextual factor Positive Through effort, planning, attention Arranged transportation Coordinated child or elder care Shared household & family responsibilities Proximity of their community college Negative (absence of these factors) Factors influencing career decision revolved around everyday activities Drummond – 2001 – Flexibility - accessible education and training - Off Campus Centers – Mingle and Birkes Lack of childcare as part of the financial aide package- barrier in participation Few studies around the factor of logistical support and unplanned events. Each external factor influenced how, when, where and who participant interacted with unplanned events Internal Flexibility and Persistence were used to circumvent barrier of lack of child care The internal and external factors formed a unique framework around unplanned events Individuals need to be empowered to recognize and evaluate their particular matrix of factors at and vive time to allow them to make informed choices about their career. Of course there was a lot of interplay in the factors - open minded and persistence for financial means to return, and child care through extended family

Implications For counselors, mentors, faculty, and program planners:
Adopt and develop instruments to aid clients in visualizing and reflecting on how these events affected their career decisions. Strive to eliminate the differentiation between personal experience and work experience. Encourage clients to reflect on how each event affected their career choice, even if no change took place. Guide clients to reflect on learning and meaning making from unplanned events in one’s personal and work life Complex matrix of how, when, where and why adult career changers interact with and learn from unplanned events in their career pathway. So what does all of this mean for career development professional in adult education . 1. We need to develop instruments that will help clients recognize abd reflect the influence of UPE in their career pathways 2. More full integrate work, personal and education life in the career development process 3. We need to take a more holistic look at the career development process 4. Encourage clients to be more empowered develop methods to develop the readiness skills to meet unplanned events and benefit from therm. _______ Unplanned Events influence career pathways Change when interacting with UPE Event has effect if not immediate change Reaffirm the current direction Resolve to continue same path due to external factors outside of their control Instrument of Visual Representations – Visual rep - more aware of and adapt in identifying UPE encountered Time for reflection and interchange with interviewer. Valuable tool of reference in reporting their experiences Did not see until visual representation Counselors, Mentors, Career …. Develop or adopt an instrument Identify UPE and reflect on how these affected their decision Learning and Making meaning from UPE can also be a significant outcome Strive to eliminated difference in personal exp. and work experience, Stress inoculation Donald Meichenbaum

April 18, 2018 15-minute Break Break Is Over 14 minutes 10 minutes 13 minutes 12 minutes 11 minutes 1 minute 3 minutes 2 minutes 9 minutes 8 minutes 6 minutes 5 minutes 7 minutes 4 minutes At this time we will take a 15-minute break NCperkins.org/presentations Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Chris Droessler Career and Technical Education Coordinator North Carolina Community College System NCperkins.org/presentations Perkins 101

This is the latest update in a series of Career Cluster Guides.
April 18, 2018 This is the latest update in a series of Career Cluster Guides. Just inside the front cover is the web address NCcareers.org That is the place where we, along with several other state agencies are building a career information portal. Right now you can access an interactive version of this Cluster Guide, as well as many other useful tools that relate to career development. Perkins 101

April 18, 2018 Page 6 Lets jump to Page 6. Here is the four-step process to go from zero to career. First step is to know yourself. Most people have no idea of who they are! Then the second is to explore the career clusters. Nobody knows about all of the many careers that are out there. Third is to know your options. Then fourth is to actually get on that Career Pathway and prepare for work. This is the basic design for the Career Cluster Guide Perkins 101

Page 7 Page 7 Step one begins with Knowing Yourself.
April 18, 2018 Page 7 Page 7 Step one begins with Knowing Yourself. Most folks haven’t a clue as to who they are or what they really like. They have never had to compare themselves with others, so don't even know what the options are. One way to figure out who you are is to discover your interests and then match your interests with careers. Perkins 101

April 18, 2018 Page 8 Starting on Page 8 we have included a quick interest assessment. Here we call it an Interest Profiler. Easy questions like; Would you like to build kitchen cabinets? Perkins 101

Page 10 The directions for scoring this assessment is on Page 10.
April 18, 2018 Page 10 The directions for scoring this assessment is on Page 10. Simply add up the "likes" in each of the six colors and you end up with a specific number in six categories. The largest number is your primary interest area. The second largest number is your secondary interest area. I rank high in Realistic and Conventional, so I am an R-C. Perkins 101

April 18, 2018 Page 11 If someone does not have time to answer these sixty simple questions, they might be able to read the six paragraphs on Page 11 to see which best describes themselves. Reading these paragraphs after taking the assessment can confirm the results. And at the bottom of the page, there is a little information about John Holland who first suggested this system of career interests. Bob will talk about that later today. Perkins 101

Page 12 Pages 12 and 13 We are moving on to step two.
April 18, 2018 Page 12 Pages 12 and 13 We are moving on to step two. In step one, we learned about ourselves -- and measured our career interests. Now in step two we shift gears and start looking at a career classification system where we sort all careers into 16 Career Clusters. This is a national standard that is used in education across the country. This makes it much easier to do career planning for our mobile society. On these two pages there is a two- or three-sentence description of each Career Cluster. Reading these might stimulate a desire to dig deeper into that Cluster for career opportunities. Each Career Cluster is divided into multiple Pathways. This helps many to narrow their career choice by selecting a Pathway or two for further research. Perkins 101

April 18, 2018 Page 14 On Pages 14 and 15 we have what we call the Matrix. Here you see Career Pathways going across horizontally intersecting with Career Interests going vertical. This is where we join what we learned about ourselves in step one with what we learned about Career Clusters at the beginning of step two. Two or three occupations are listed in each of the quadrants where the horizontal and vertical intersect. This is where many will narrow down their list of possible careers. Perkins 101

April 18, 2018 Page 16 On Page 16 you find the introduction to the Main part of the book where we look at each of the sixteen Career Clusters. There are Six pages for each of the sixteen clusters. Perkins 101

Page 17 Page 17 starts the first cluster.
April 18, 2018 Page 17 Page 17 starts the first cluster. This one is called Agriculture, Food and Natural Resources. The other clusters will have a similar starting page. On the left is a few paragraphs describing the cluster. On the right is a Career Research section where we have listed websites for more information. Some of these might be professional associations, student clubs, job boards, and government websites. Perkins 101

April 18, 2018 Page 18 Flip over to Page 18 Core skills for this Career Cluster are listed at the top of the page. If you don't see anything of interest here, then it might be time to look at another cluster. The big pie chart in the middle shows the Pathways that comprise that Career Cluster. Those Pathways are detailed starting at the bottom of the page and on to the next page. Perkins 101

April 18, 2018 Page 19 Here on Page 19 you see each Pathways in that Career Cluster with a listing of the many occupations in each one. For some, seeing familiar occupation titles here might help to solidify that this might be a Career Cluster worth further investigation. Perkins 101

Pages 20,21 April 18, 2018 The next two pages, pages 20 and 21, you see a table that shows labor market information for a selection of occupations in that Career Cluster. For each occupation, there is a job description. On the facing page is the Career Pathway, and stars representing the projected job openings in the next 10 years. More stars here means a better chance of finding a job opening. The footnotes for these tables can be found at the back of the book on page 118. - The next column, the Annualized Growth Rate, shows more stars representing the percentage change for that occupation. The stars in the previous column indicates the number of positions that will need to be filled. This second set of stars shows how that occupation is growing as a percentage of the current workers. Lots of stars here shows that occupation is growing fast as a percentage, not necessary a high number. - The next column shows the entry and median wage, which for many is crucial to finding an occupation that will finance their desired lifestyle. - Minimum education is next. Some people don't like school! - And the last column is the Interest Area codes we learned about in step one. I am high in R and C, so I can quickly skim down the column looking for R or C -- or even better, a combination of the two. - Most of the occupations in the Agriculture and Natural Resources Career Cluster list an R, because they are hands-on jobs, and many list a C, which means there are procedures to be followed. I should have been a farmer.

April 18, 2018 Page 22 Flip over to Page 22 and find a success story. This is a graduate of one of our Community Colleges who explains her journey on her Career Pathway. Reading these stories might help someone to see a familiar face facing similar challenges who seems to have made it. These same six pages are duplicated through the rest of the book for each of the sixteen Career Clusters. Take time to read through them yourself and with the people with whom you work to see if they can narrow their job search to one or two Career Clusters. And then cross match that with the career interests, and they should quickly narrow their job search to a short list of occupations, -- many of which they may not be familiar. Perkins 101

Page 113 Here we jump to the back of the book to Page 113.
April 18, 2018 Page 113 Here we jump to the back of the book to Page 113. This page is about work-based learning. Everything from job shadowing -- where you just watch someone work -- all the way to a Registered Apprenticeship - where you get paid to learn on the job. Work-based learning is an essential part of a personal Career Pathway. This is where the student can apply what is learned in the classroom and truly learn about the world of work, which is so different from the world of Education. Perkins 101

April 18, 2018 Page 114 Pages 114 and 115 have work-based learning stories about our community college students who found their work-based learning experience to be truly valuable. Perkins 101

, 117 April 18, 2018 On Pages 116 and 117 is a map of the state showing the location of all colleges and universities. Everyone in the state is close to one of these campuses. This would be a place to start looking for the right education program that aligns with their Career Pathway. Perkins 101

April 18, 2018 Page 118 On Page 118, the last page in the guide, there is information about exploring the job market. After figuring out who you are in step one, and choosing a Career Cluster in step two, and looking at almost 100 pages of information I step three, we come to the point of doing further research on the pathway to that perfect career. Perkins 101

We've given you a few copies of this guide today.
April 18, 2018 We've given you a few copies of this guide today. Copies were sent to each of the 58 community colleges as well as the NCWorks Career Centers, and many high schools. An interactive version of this guide can be found at NC careers dot org. That address is just inside the front cover. Also at that address are many other career tools that we don’t have time to go into today. We'll address them in future meetings and webinars. We have your contact information. You will be contacted. There are a lot of careers out there that most folks have never encountered. And until they do through a guide like this, they might settle for a job that is just good enough, rather than what this guide can bring them -- is a Career Pathway leading to a career that ignites their passion and makes them want to go to work on Monday morning. ===== Nccareers.org Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Questions Comments Suggestions (use the back of the card) Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Robert J. Witchger, Ed.D. Director, Career and Technical Education Tony R. Reggi, D.Min., Patti Coultas , Chris Droessler Coordinator, Career and Technical Education North Carolina Community College System Malinda Marsh - President, North Carolina Employment and Training Association (NCETA) ===== Nov. 13, 2018: Pitt Community College in Greenville, NC Nov. 15, 2018: Catawba Valley Community College in Hickory, NC WIFI = PCC, password= student NCperkins.org/presentations Perkins 101

Perkins/CTE State Staff
Dr. Bob Witchger Director, Career & Technical Education Dr. Tony R. Reggi Coordinator, Career & Technical Education Patti Coultas Coordinator, Career & Technical Education Chris Droessler Coordinator, Career & Technical Education Darice McDougald CTE Administrative Assistant

April 18, 2018 NC Career Clusters Guide 2018 Tony Reggi Career and Technical Education Coordinator North Carolina Community College System NCperkins.org/presentations Perkins 101

April 18, 2018 NC Career Clusters Guide 2018 Patti Coultas Career and Technical Education Coordinator North Carolina Community College System NCperkins.org/presentations Perkins 101

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