ALMIS Data At Work – A Consultant’s Perspective

Presented to

The ALMIS Database Seminar – San Diego

August 15, 2005

Who is Godbe Research?

• Founded in January 1990

• Research Disciplines:• Survey Research of Voters • Survey Research for Local and Regional Planning• Market Research for Corporations

• Workforce Clients Include:• San Diego Workforce Partnership• Orange County Workforce Investment Board• Snohomish Workforce Development Council• Silicon Valley Workforce Investment Network

The Three E’s of Workforce Research

EMPLOYER • Hiring / Growth Expectations

• Employee Dev. Practices• Firm Profile

EDUCATION• Capacity

• Curriculum• Flexibility

RegionalWorkforce Research

ECONOMYHow does the Economy

affect demand on the Workforce • Cluster or Sector Approach • Macroeconomic Impacts

Using ALMIS Data in Workforce Research

National Economic Trends

Regional Economic Comparison

Cluster / Industry Profile

Occupational Data

Questions facing Workforce Planners

1. Occupational Gap Analysis

2. Cluster Comparison and Employer Profile

3. Industry and Occupational Skills Assessment

4. Education, Training, and Employee Development Practices

5. Cluster or Region Specific Issues

Occupational Gap Analysis

• Is the supply of qualified candidates meeting employers demand for a given occupation both now and in the future?

• Wage pressure• Employer’s perceived difficulty finding qualified

applicants • Quantity of recruiting done outside of the region• Industry and occupational growth • New education or policy requirements (e.g. Nurse

ratios in the Healthcare Cluster for CA)

Occupational Gap Analysis -Example

Primary Occupations - San Diego Healthcare ClusterPotential Shortage

Dental Hygienists RedLicensed Practical & Licensed Vocational Nurses RedPharmacy Technicians RedRadiologic Technologists & Technicians RedRegistered Nurses RedCardiovascular Technologists & Technicians YellowClinical, Counseling, and School Psychologists YellowEmergency Medical Technicians & Paramedics YellowMedical & Clinical Laboratory Technicians (Cytotechnologist) YellowMedical Assistants YellowMedical Records & Health Information Technician YellowNursing Aides, Orderlies, and Attendants YellowSurgical Technologists YellowDental Assistants GreenOccupational Therapist Assistants GreenPharmacy Aides GreenPhysical Therapist Assistants Green

Cluster Comparison and Employer Profile

• How do the hiring and growth expectations for employers in different clusters compare in a given region?

• Hiring and Growth Expectations• Number of Firms in a Cluster• Relative size of a Cluster within the Regional

Economy• Employer Hiring and Promoting Preferences

Cluster Comparison - Example

1.1%

6.5%6.3%

4.5% 4.4%

5.9%

1.2%

-2.0%

-4%

-2%

0%

2%

4%

6%

8%

0 250 500 750 1000

Number of Firms

Pro

jec

ted

Gro

wth

Ra

te i

n N

ex

t 1

2 M

on

ths

MANU

GOVT

MEDS TOUR

EDUC

BSVCCONS

BIOT

Employer Profile – Example

Full-Time Employees

Part-Time Employees

Temporary Employees

Expected Growth in Employment Over 12 Months

Expected Retirement in Next 3 Years

BIOM 87% 13% 13% 5.7% 2.0%

BSVC 86% 14% 12% 7.3% 2.5%

COMP 94% 6% 2% 11.0% 2.1%

NONC 81% 19% 15% 4.6% 2.0%

Overall 86% 14% 12% 6.5% 2.3%

Industry and Occupational Skills Assessment

• What are the skills that are most important to employers for a given occupation?

• What are the skills that current employees and applicants most deficient in?

• Should applicants focus on improving their hard skills (e.g. technical abilities) or soft skills (e.g. communication skills) or both?

Occupational Skills Assessment - Example

63%

20%

11%

26%

9%

17%

6%

14%

6%

14%

6%9%

0%

25%

50%

75%

Technicalcompetence

Communicationskills

Work ethic Workindependently

Followdirections

Problem-solving skills

Importance Deficiency

Education, Training, and Employee Development Practices

• What type of employee development programs are employers using?

• Are current employees and applicants receiving the appropriate training and education from High School, Community College, and Regional University’s.

• Are occupations that require specific training and/or education facing capacity constraints?

Employee Development Practices - Example

60%45%

33%

55%

32%

50%35%

49%33%

52%

0%

20%

40%

60%

80%

100%

In-House Classroom Training Career Development Programs/CareerLadders

BIOM COMP BSVC NONC Overall

Cluster or Regional Specific Issues

• Will a substantial percentage of employees retire in this cluster or occupation in the next 3 years?

• Are employers in a specific cluster using specific technology applications, such as GIS?

• Are employers in a given cluster outsourcing positions to locations outside of the region?

Cluster or Regional Specific Issues – Example Outsourcing

No95%

DK/Refused1%

Yes4%

Production/ Manufacturing

53%

Both16%

Services31%

Outside of Orange County

19%

Outside of US49%

Outside of California

32%

Type of Business Process

Location of Outsourcing

Cluster or Regional Specific Issues – Use of GIS Technology

6%

8%

9%

75%

77%

79%

74%

71%

19%

21%

14%

19%

21%

8%

3%

0% 20% 40% 60% 80% 100%

Overall

NONC

COMP

BSVC

BIOM

Yes No DK

Some difficulty19%

DK/NA11%

No difficulty59%

Great difficulty11%

Difficulty Finding Employees with GIS Skills

Cluster Usage of GIS Technology

Putting Regional Workforce Questions into a Greater Context

National / International

Statewide

Regional

City / County Level

ALMIS Data At Work – A Consultant’s Perspective

Presented to

The ALMIS Database Seminar – San Diego

August 15, 2005