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Workforce Solutions Capital Area is an Equal Opportunity Employer/Program. Auxiliary aids and services are available, upon request, to persons with disabilities. Relay Texas: 1.800.735.2989 (TDD) / 711 (Voice)
www.wfscapitalarea.com
Austin’s Lessons on
Upskilling Entry-Level
Workers
Presenters
Tamara AtkinsonCEO Workforce Solutions Capital Area
Valerie EsparzaDirector, Workforce Development and DiversityAscension Seton
Drew ScheberleSenior Vice President, Education/Talent DevelopmentGreater Austin Chamber of Commerce
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Upskilling serves both economic and workforce
development
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Chambers and Workforce Boards can help bridge
the talent gap
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Austin Bridging The Talent Gap
This project is made possible with support from the Trellis Foundation
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Who Participated?
Employers Employees
Austin participants
U. S. participants
144
2,406
1,784
1,522
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Employer Survey Details
Top 5 industry sectors participating
Austin U.S.
Manufacturing 13% 23%
Professional, Scientific, and Technical Services 27% 17%
Health Care and Social Assistance 22% 15%
Educational Services 12% 12%
Finance and Insurance 14% 11%
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Employer Survey Details
Organization size
Austin U.S.
Small (self-employed – 49 employees) 32% 32%
Medium (50 – 499 employees) 39% 43%
Large (500 or more employees) 30% 24%
Note: percentages may not add to 100% due to rounding
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Employee Survey Details
Employment level
Austin U.S.
Entry level (up to one year) 14% 24%
Mid-level non-management 57% 45%
Mid-level supervisory/management 27% 24%
Executive 3% 6%
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Anticipated Increased Need, Austin vs U. S.
31%
46%
32%
48%
29%31%
41%
35%
43%
22%
0%
20%
40%
60%
High school Industry/professionalcredential
Associate'sdegree
Bachelor'sdegree
Advanceddegree
Austin employers
U. S. employers
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Education Premium for Essential Skills, Austin
Percent of respondents saying yes, applicants possess this skill
0% 20% 40% 60% 80% 100%
Leadership
Problem solving
IT Application
Teamwork/collaboration
Work with diversepopulations 75
%
60%
76
%
55%
81
%
72%41%
77
%
59%33%
64
%
37
%
26%
High school diploma
2-year degree
4-year degree
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Learning Support
55%
54%
81%
55%
62%
56%
85%
62%
0% 20% 40% 60% 80% 100%
Non-financial supportto pursue learning or training
On-the-job education,learning, or training
Financial support fornon-college coursework
Financial support forcollege coursework Austin employers
U. S. employers
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Austin Learning Support X Organization Size
70%
90%
60%
100%
63%
86%
61%
60%
52%
78%
44%
30%
0% 20% 40% 60% 80% 100%
Non-financial supportto pursue learning or training
On-the-job education,learning, or training
Financial support fornon-college coursework
*Financial support forcollege coursework
Small
Medium
Large
*p < 0.0001
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Learning Support X Size, Austin vs. U. S.
Financial support for college coursework
Austin U.S.
Small (self-employed – 49 employees) 30% 27%
Medium (50 – 499 employees) 60% 60%
*Large (500 or more employees) 100% 80%
*p < 0.03
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Learning Support Perception, Austin
41%
59%
41%
71%
62%
85%
56%
62%
0% 20% 40% 60% 80% 100%
*Non-financial supportto pursue learning or training
*On-the-job education,learning, or training
*Financial support fornon-college coursework
Financial support forcollege coursework Employers
Employees
*p < 0.01
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Employee LB Perception PenetrationAmong organizations who offer these benefits
0% 20% 40% 60% 80% 100%
Non-financial supportto pursue learning or training
On-the-job education,learning, or training
Financial support fornon-college coursework
Financial support forcollege coursework
57%
31%
45%
33%16
Reasons benefits not used, Austin vs U. S.
8%
5%
9%
21%
33%
38%
45%
62%
5%
5%
17%
22%
36%
45%
53%
66%
0% 20% 40% 60% 80%
No need for benefits
Few/no options for…
*Too difficult to access
Lack of interest
No incentives/benefits
*Lack of promotion…
*Lack of knowledge
Too busy or otherwise…
Austin employees
U. S. employees
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Education Friendly Workplace, Austin vs U. S.
28%
32%
36%
42%
48%
38%
54%
55%
66%
67%
0% 20% 40% 60% 80%
*Information/service to makeeducation more affordable
**Allow me to work from home
**Work schedules to fit classschedules for the entire…
**Flexible work schedulesmatching education schedules
**Financial aid for books, fees, orcoursework technology
Austin employees
U. S. employees
*p < 0.05*p < 0.01
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Putting it into practice
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Advice for other economic development organizations
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Change management
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Ascension Seton’s Vision:Connect Local Community
to High-Demand Jobs in Healthcare
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How the Vision is Manifested
• JP Morgan Chase-Funded Initiatives: Pipelines and Pathways
• Participation/Leadership in Central Texas Healthcare Partnership
• Industry Partnerships/Internships with Austin high schools
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Pipelines and Pathways
Partner-ship in 5-week PCT
program
Associate Degree, Pre-Health Sci.
Scholar-ships for 9-month
CMA program
Surgical Tech
EXTERNAL PIPELINE ASCENSION SETON PATHWAY
Certified Medical Assistant
Patient Care Tech
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Project SEARCH• Business best practice for preparing and training young adults with
intellectual disabilities for the competitive workforce
• Currently operating at 4 Seton hospitals in Central Texas; expanded to 28 businesses throughout the state
• From 2007 – 2018, 247 interns have graduated and 91% have transitioned into competitive employment
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Intentional focus on entry-level upskilling
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Advice for other employers
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Upskilling: A new goal for the community but a
proven concept for the Workforce Board
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But you don’t have to take our word for it…
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To Train or Hire?• Constantly Evolving Skill Needs Require Continuous
Learning: More than half (54%) of all employees will require significant reskilling and upskilling by 2022.
• Companies Aren’t Betting on Just Making Good Hires: A majority (77%) of companies are leaning towards training over hiring as their means of acquiring the skills they need and 84 percent reported that they were increasing their investment in reskilling programs.
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Investment = Retention• Your Investment for Their Loyalty: Employer-sponsored
career advancement opportunities increase employee loyalty and productivity and reduce turnover.
• Support Their Goals and They’ll Stay to Achieve Yours:Millennials – who are expected to make up 75% of the global workforce by 2025 –are less likely to leave their jobs when they work for companies that support their ambitions and professional development.
A key part of the Workforce Board’s strategic plan
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A workforce development approach for both public
and private employers
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Texas Workforce Commission support is
available and critical
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Advice for other Workforce Boards
Questions?
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Stay in Touch
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Tamara AtkinsonWorkforce Solutions Capital [email protected]
Valerie EsparzaAscension [email protected]
Drew ScheberleAustin Chamber of [email protected]