Download - Workforce Development: The Next Plan
Board of Higher Education Meeting | December 9, 2014
David Cedrone - Associate Commissioner DHE
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Strategic Workforce Planning: Next Focus
Statewide Workforce Planning
David Cedrone - Associate Commissioner DHE
Industry Sector Focus Healthcare IT/Technology Advanced Manufacturing Life Sciences (Bio) Financial Services
KEY OUTCOMES 1 & 4: College Participation & Workforce Alignment
STEM Education Expanding the Pipeline for All
(STEM Plan 2.0)
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Strategic Workforce Planning: Next Focus
Results! Nursing Workforce
David Cedrone - Associate Commissioner DHE
Year 2010 2011 2012 2013% Change 2010-2013
Total BSN Graduates, Source: IPEDs 1922 2282 2388 2580 34.2%BSN Graduates, prelicensure programs only; Source: BORN
1484 1633 1633 1787 20.4%
BSN Graduates, post-licensure (calc) 438 649 755 793 81.1%
0
500
1000
1500
2000
2500
3000
2010 2011 2012 2013
Massachusetts BSN Graduates
Pre-Licensure Programs Post-LicensureSources: MA BORN, IPEDs
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Strategic Workforce Planning: Next Focus
Engagement Process
David Cedrone - Associate Commissioner DHE
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Existing BHE-Approved Plans
Three Potential Candidates for New Plans
Healthcare IT/TechnologyManufacturingWHOLE INDUSTRY
BioWHOLE INDUSTRY
Financial Services
WHOLE INDUSTRY
Employment
Job Postings Requiring Higher Ed.
36,000 50,000 21,000 10,500 10,000
Note: Filtered to exclude admin. support and other non-specialized
jobs within these industries.
Note: Not yet filtered; slightly inflated compared to healthcare & IT/technology.
Strategic Workforce Planning: Next Focus
Sector Scale & Job Opportunities
David Cedrone - Associate Commissioner DHE
Sources: BLS QCEW and OES 2013; Wanted Analytics. 120 Days, November 2014.
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Regional ImpactStrategic Workforce Planning: Next Focus
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Manufacturing and IT/Tech Plans would address half the Bio workforce demand.
Intersections
Manufacturing 21,000 postings
Bio 10,500 postings
IT/Technology50,000 postings
40% of Bio job postings fall within
Manufacturing
Strategic Workforce Planning: Next Focus
10% of Bio job postings fall within IT/Tech
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Strategic Workforce Planning: Next Focus
Workforce Educational Attainment Trend
Source: American Community Survey. IPUMS. 2007, 2010, and 2013, Massachusetts.
All recent Manufacturing workforce growth has been among college-educated workers.
44% / 56% 40% / 60%40% / 60%
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Educational Requirements
Source: Wanted Analytics. 120 Days, November 2014.
CS and IT 100% College-Level
Engineering100% College-Level
Management & Financial93% College-Level
Other36% College-Level
Production & Mechanical0% College-Level
Science, Health, & Math100% College-Level
Strategic Workforce Planning: Next Focus
78% of current MA Manufacturing job postings require some college education; 69% require bachelor’s or above.
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Strategic Workforce Planning: Next Focus
Educational Attainment
Source: Massachusetts Dept. of Higher Education. Employment After College– MA UI Employment Match. Public higher education graduates one year after graduation.
Recent graduates employed in Manufacturing reflect the patterns of the industry.
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Strategic Workforce Planning: Next Focus
Level of Educ. Attainment by State
Source: 2012 ACS 3 year sample. IPUMS. University of Minnesota.
MA has the highest-educated Manufacturing workforce among leading technology states.
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In two sample Manufacturing occupations, MA is showing greater hiring difficulty than other technology states.
CNC Machine Tool Operators—Median MA Salary: $34,300
Industrial Engineers—Median MA Salary: $86,200
Strategic Workforce Planning: Next Focus
Hiring Demand Scales
Source: Wanted Analytics. Dec. 8, 2014
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Address the college-level workforce demand needs of the Manufacturing sector, with special attention to the Manufacturing (and IT/Tech) workforce needs of the Bio sector.
Defer the Financial Services sector to FY16 when the Financial Services Advisory Council (established by Chapter 287 of the Acts of 2014) can be engaged.
Recommendations
David Cedrone - Associate Commissioner DHE
Strategic Workforce Planning: Next Focus
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In what sub-sectors of “Manufacturing” are college-level job postings dominant, and can we further categorize the required competencies in context of academic programs?
Are there opportunities for progression from “middle skill” manufacturing jobs to baccalaureate and higher jobs, and do we have pathways to promote this progression?
Are there other specialized needs of employers to develop a sustainable workforce pipeline, e.g., regional demand, workforce diversity, incumbent (adult) worker training?
What capacity do we have to address this demand? What constraints do we face?
Essential Questions
David Cedrone - Associate Commissioner DHE
Strategic Workforce Planning: Next Focus