economic overview and program demand gap analysis dec. 2017.pdfsource: emsi gap model. source: emsi...

Southern Brazoria County

Economic Overview and Program Demand Gap Analysis

December 2017

Emsi | 409 South Jackson St, Moscow, ID 83843

TEL: (208) 883-3500 | FAX: (208) 882-3317 | www.economicmodeling.com

ENCNOMIC MODELING SPECIALISTS INTL. | 1187 ALTURAS

DRIVE, MOSNCW, IDAHO 83843

TEL: 208.883.3500 | FAX: 208.882.3317 |

WWW.ENCNOMICMODELING.NCM

Southern Brazoria County – Economic Overview and Program Demand Gap Analysis

2

Table of Contents

Table of Contents .............................................................................................................................................. 2

Acknowledgements ............................................................................................................................................ 5

Executive Summary ........................................................................................................................................... 6

Economic Overview ..................................................................................................................................... 6

Targeted Program Demand Gap Analysis ................................................................................................. 7

Program Demand Gap Analysis ................................................................................................................. 8

Program Additions ...................................................................................................................................... 10

Conclusion .................................................................................................................................................... 11

1. Introduction.................................................................................................................................................. 12

Important Note ........................................................................................................................................... 12

2. Economic Overview ................................................................................................................................... 14

2.1 Industry Composition .......................................................................................................................... 15

2.2 Occupations within Key Industries .................................................................................................... 17

2.3 Recent and Projected Economic Development ............................................................................... 20

2.4 Workforce Commuting Patterns ........................................................................................................ 22

2.5 Labor Availability .................................................................................................................................. 25

2.6 Educational Attainment ....................................................................................................................... 27

3. Program Demand Gap Analysis ................................................................................................................ 31

3.1 Interpretation ......................................................................................................................................... 31

3.2 Targeted Program Demand Gap Analysis ........................................................................................ 32

3.3 Certificate Level Analysis ..................................................................................................................... 34

3.4 Associate Degree Level Analysis ........................................................................................................ 39

3.5 Transfer-Track Associate and Bachelor’s Degree Level Analysis .................................................. 44

3.4 Non-Credit Course Analysis................................................................................................................ 48

3.5 Liberal Arts and General Studies Students ........................................................................................ 51

3.6 Summary ................................................................................................................................................. 52


3

4. Program Additions ...................................................................................................................................... 54

4.1 Additions at the Certificate Level ....................................................................................................... 54

4.2 Additions at the Associate Degree Level ........................................................................................... 55

4.3 Additions at the Transfer Track Associate and Bachelor’s Degree Level .................................... 56

4.4 Skills Evaluation for Existing Program Realignment ...................................................................... 57

4.5 Summary ................................................................................................................................................. 62

5. Job Postings Analysis .................................................................................................................................. 63

5.1 General and Operations Managers ..................................................................................................... 63

5.2 Construction Managers ........................................................................................................................ 66

5.3 First-Line Supervisors of Construction Trades and Extraction Workers .................................... 69

5.4 First-Line Supervisors of Food Preparation and Serving Workers ............................................... 72

5.5 Maintenance and Repair Workers, General ...................................................................................... 75

5.6 Plumbers, Pipefitters, and Steamfitters .............................................................................................. 78

5.7 Industrial Machinery Mechanics ......................................................................................................... 80

5.8 Carpenters .............................................................................................................................................. 83

5.9 Secretaries and Administrative Assistants, Except Medical, Legal, and Executive ..................... 85

5.10 Medical Secretaries .............................................................................................................................. 88

5.11 Registered Nurses ............................................................................................................................... 90

5.12 Preschool Teachers, Except Special Education ............................................................................. 92

6. Peer College Program Evaluation ............................................................................................................. 95

Appendix 1 : About Emsi Data ..................................................................................................................... 98

Appendix 2 : Economic Overview Tables ................................................................................................... 99

A2.1 Industry Composition ....................................................................................................................... 99

A2.2 Industry Staffing Patterns .............................................................................................................. 103

A2.3 Workforce Commuting Patterns .................................................................................................. 108

A2.4 Labor Availability ............................................................................................................................ 108

A2.5 Educational Attainment ................................................................................................................. 113

Appendix 3 : Program-to-Occupation Mapping ...................................................................................... 114

Appendix 4 : Program Demand Gap Analysis Methodology ................................................................ 126


4

A4.1 Supply and Demand Model ........................................................................................................... 126

A4.2 Occupation Demand ...................................................................................................................... 126

A4.2.1 Educational Level Adjustments ............................................................................................ 126

A4.2.2 De-duplication of Annual Openings .................................................................................... 127

A4.3 Education Output ........................................................................................................................... 128

A4.4 Targeted Program Demand Gap Analysis .................................................................................. 129

Appendix 5 : Detailed Employment Projections ..................................................................................... 131

Appendix 6 : Unemployment ...................................................................................................................... 138

Appendix 7 : Living Wage Calculations ..................................................................................................... 143


5

Acknowledgements

Emsi gratefully acknowledges the excellent support of the faculty and staff at Brazosport College for

making this study possible. Special thanks go to Millicent Valek, President of Brazosport College, who

approved the study. Thanks also go to Lynda Villanueva, Vice President Academic & Student Services,

and Anne Bartlett, Vice President Industry & Community Resources, who collected much of the

college-specific data and information requested. Any errors in the report are the responsibility of Emsi

and not of any of the above-mentioned individuals.


6

Executive Summary

Brazosport College (BC), a public, two-year postsecondary institution in Lake Jackson, Texas

partnered with Emsi to determine how well BC’s program offerings satisfy the region’s workforce

demand. This report outlines the region’s economy, determines whether any misalignments exist, and

offers recommendations for new program development. The following figures and table display key

findings in terms of top regional industries, top gaps by educational level, and new program additions.

Economic Overview

Across all industries in southern Brazoria County,1 seven are top employers, in terms of jobs, and have

large employment concentrations, in terms of a location quotient (LQ). One additional industry,

Ambulatory Health Care Services, is also included as an industry of interest to the college. As shown

in Figures 1 and 2, the industries are:

• Chemical Manufacturing;

• Construction of Buildings;

• General Merchandise Stores;

• Heavy & Civil Engineering Construction;

• Local Government;

• Repair & Maintenance;

• Specialty Trade Contractors; and

• Ambulatory Health Care Services.

For the college, ranking industries by their total job count provides insight into where BC’s students

can find employment opportunities within the region, how programs’ curricula can be designed to

best fit the region’s workforce, and which programs may be better suited for an expansion. The

location quotient (LQ) is a way of quantifying how concentrated an industry is in southern Brazoria

County as compared to the U.S. As shown, Chemical Manufacturing, with an LQ of 10.9, accounts

for a larger than average share of total jobs. In fact, the share is more than ten times as large as normal,

which is an LQ of 1.0. The industry is concentrated in the region, or in other words, it is one of the

region’s specialties. Industries with a large LQ provide an indication of their relative strength in

southern Brazoria County and could represent industries with potential opportunities for ensuring

that they have adequate workforce supply.

1 Southern Brazoria County consists of 13 Zone Improvement Plan (ZIP) codes: 77422, 77430, 77463, 77480, 77486,

77515, 77516, 77531, 77534, 77541, 77542, 77566, and 77583.


7

Figure 1: Top Industries in Southern Brazoria Figure 2: Top Industries in Southern Brazoria County by Jobs County by Employment Concentration (LQ)

An industry’s total job count and projected change over the next The location quotient (LQ) is a way of quantifying how

decade provides BC insight into regional concentrated an industry’s employment is in southern

employment trends. Brazoria County as compared to the U.S.

Source: Emsi gap model. Source: Emsi gap model.

Targeted Program Demand Gap Analysis

The targeted program demand gap analysis connects BC’s program and non-credit course offerings

with the occupations related to the eight industries identified above and evaluates them based on

economic performance. In other words, the analysis identifies well-performing occupations and ties

them to the programs and non-credit courses educating and training students for such jobs.

0 5 10

Local Government

Construction of Buildings

Specialty TradeContractors

Chemical Manufacturing

Heavy & Civil EngineeringConstruction

Ambulatory Health CareServices

General MerchandiseStores

Repair & Maintenance

Jobs (thousands)

2016 Jobs 2026 Jobs

0.0 5.0 10.0 15.0


Heavy & Civil EngineeringConstruction



Specialty Trade Contractors

Local Government

General Merchandise Stores

Ambulatory Health CareServices

2016 LQ 2026 LQ


8

Table 1: Well-Performing Programs and Non-Credit Courses Offered by BC*

CIP

Code† CIP Title Award

13.1203 Junior High/Intermediate/Middle School Education & Teaching Associate

13.1210 Early Childhood Education & Teaching Associate

15.1001 Construction Engineering Technology/Technician Associate

43.0107 Criminal Justice/Police Science Certificate

Associate

46.0302 Electrician Certificate

Associate

46.0502 Pipefitting/Pipefitter & Sprinkler Fitter Certificate

Associate

48.0508 Welding Technology/Welder Certificate

Associate

51.3801 Registered Nursing/Registered Nurse Associate

52.0201 Business Administration & Management, General Bachelor’s

52.0401 Administrative Assistant & Secretarial Science, General Certificate

Associate

* Refer to the highlighted rows in the tables in Chapter 3 for a complete list of the well-performing programs and non-credit courses offered by BC and mapped to the eight targeted industries. † CIP refers to the Classification of Instructional Program system by the National Center for Education Statistics.

Source: Emsi gap model.

Ten BC programs, none offered as non-credit courses, are identified as well-performing in the targeted

program demand analysis, as shown in Table 1. Several programs related to trades are identified. As

for BC students, those completing certificates, associate degrees, or bachelor’s degrees from such well-

performing programs are more competitive in the region’s labor market. In addition, these targeted

programs are a starting point when BC is considering program expansion.

Program Demand Gap Analysis

Unlike the methodology for targeting programs based on their economic performance in the region,

this section provides results across all of BC’s certificate, associate degree, and bachelor’s degree level

programs, as well as BC’s non-credit courses. For BC’s programs, the program demand gap analysis

connects the college’s graduates with the availability of regional jobs, regardless of the industry or

program. For BC’s non-credit courses, the analysis is similar in that is connects the college’s course

completers with the availability of regional jobs, regardless of the industry or program, but without

the additional reference to non-credit course completers from other institutions and organizations in

southern Brazoria County. A gap or surplus larger than 30 is considered beyond normal labor market

fluctuations.

BC has 18 certificate level programs, when the programs are classified by their six-digit CIP codes.2

Two of the programs have a significant gap, as shown in Figure 3, above the 30 job level of

significance. BC offers 15 non-transfer-track associate degree level programs, when the programs are

2 CIP refers to the Classification of Instructional Program system by the National Center for Education Statistics.


9

classified by their six-digit CIP codes, and five have a significant gap, as shown in Figure 4. BC’s five

other associate degree level programs, all transfer-track, are evaluated at the bachelor’s degree level, as

well as the college’s two bachelor’s degree level programs in Business Administration & Management,

General and Health Science Management. Two programs have a significant gap at these degree levels,

as shown in Figure 5. No non-credit courses at BC have a significant gap.

There are quite a few programs and courses that should be considered for an expansion. Notably, the

Administrative Assistant & Secretarial Science, General program at the certificate and associate degree

level and the bachelor’s degree level program in Business Administration & Management, General

look promising. For BC’s non-credit courses, there appears to be opportunity for those in the Nursing

Assistant/Aide & Patient Care Assistant/Aide course seeking to work as nursing assistants.

Figure 3: Top Certificate Level Program Gaps

Figure 4: Associate Degree Level Program Gaps

Figure 5: Top Transfer-Track Associate and Bachelor’s Degree Level Program Gaps

The top programs shown are those with the largest difference between annual program completers and annual job openings for occupations related to the program. Completers are a three-year average, by award type, and job openings are a projected ten-year average in which occupations have been de-duplicated across programs and weighted according to the type of award. The analysis at the bachelor’s degree level includes BC’s transfer-track associate degree level programs. As shown, the top gap is for a bachelor’s degree level program, and the second largest gap is for a transfer-track associate degree level program. No non-credit course have a gap above the 30 job level of significance.


31

132

0 20 40 60 80 100 120 140

Administrative Assistant and Secretarial Science, General

Child Development

36

37

58

62

146

0 20 40 60 80 100 120 140 160 180


Machine Tool Technology/Machinist

Welding Technology/Welder

Child Development

Pipefitting/Pipefitter and Sprinkler Fitter

60

102

0 20 40 60 80 100 120 140

Business Administration and Management, General

Criminal Justice/Police Science

Demand Supply Gap


10

Program Additions

The program demand gap analysis identifies programmatic areas of opportunity for BC at the

certificate, associate degree, and transfer track associate/bachelor’s degree levels of education. These

selected occupations are based on gaps in the labor market that exist within the occupations that BC

does not currently train for. The program additions are identified in Table 2 by level of education.

Many of these occupations are related to skilled trades at the certificate level, various technicians at

the associate degree level, and several engineering occupations at the transfer track associate/

bachelor’s degree level. The results indicate that there may be an opportunity to adjust current

programming to better align with the region’s labor market demand. Even though many selected

occupations require an associate degree level of education or less, more of southern Brazoria County’s

labor market demand may be captured by developing transfer-track programs specifically geared

towards bachelor’s degree programs offered by the state’s four-year colleges and universities, attracting

more students to BC.

Table 2: Top New Program Recommendations by Education Level*

SOC SOC Title Average Annual

Openings

Average Annual

Completers Gap

Median Hourly Wage

Education Level

47-2031 Carpenters 26 0 26 $15.12 Certificate

53-3032 Heavy & Tractor-Trailer Truck Drivers 24 0 24 $16.91 Certificate

47-2073 Operating Engineers & Other Construction Equipment Operators

17 0 17 $16.75 Certificate

35-1012 First-Line Supervisors of Food Preparation & Serving Workers

15 0 15 $15.50 Certificate

41-1011 First-Line Supervisors of Retail Sales Workers 12 0 12 $17.45 Certificate

17-3022 Civil Engineering Technicians 3 0 3 $19.39 Associate

29-2034 Radiologic Technologists 2 0 2 $25.57 Associate

29-2021 Dental Hygienists 2 0 2 $35.19 Associate

29-1126 Respiratory Therapists 1 0 1 $25.65 Associate

29-2056 Veterinary Technologists & Technicians 1 0 1 $13.28 Associate

13-2011 Accountants & Auditors 17 0 17 $32.80 Transfer

track/Bachelor’s

17-2051 Civil Engineers 16 0 16 $44.22 Transfer

track/Bachelor’s

17-2141 Mechanical Engineers 8 0 8 $41.92 Transfer

track/Bachelor’s

13-1071 Human Resources Specialists 7 0 7 $26.50 Transfer

track/Bachelor’s

17-2041 Chemical Engineers 6 0 6 $54.28 Transfer

track/Bachelor’s

* The Standard Occupational Classification (SOC) system is used to classify workers into occupational categories. These program additions are not currently being trained for at BC and have therefore been recommended as new program additions based on wage rates and types of occupations.


Conclusion

Clearly, the variety of professional, technical, and trade-related programs shows BC’s efforts towards

fostering student success. But, more importantly, the programs’ alignment with the region’s labor

market reflects the college’s efforts towards supplying the region with an educated, skilled, and

successful workforce.


12

1. Introduction

An efficient labor market requires a seamless flow of skilled workers between the educational

institutions that train them and the employers that hire them. One factor behind workforce

misalignment stems from when the needs of the employers evolve differently than the educational

programs that train their workers.

These misalignments may happen at different times and for different reasons: 1) employer training

becomes more tailored and comprehensive; 2) businesses come and go, and certain educational

programs become more or less pertinent to a specific region; 3) rapid advances in technology and

business create curriculum needs that few educational institutions possess; and 4) as economic

conditions shift, businesses have different hiring requirements of their employees.

In light of these dynamics, an up-to-date understanding of the regional economy is crucial for both

educational institutions and employers. The demand for skilled labor is vital to the planning efforts of

colleges and universities seeking to adapt their program offerings to the requirements of an ever-

changing workforce. And, the availability of well-trained and well-educated students provides local

businesses, companies, and organizations a supply of highly engaged workers.

To gain better insight into economic conditions and workforce trends, Brazosport College partnered

with Emsi, a CareerBuilder company and leading provider of economic impact studies and labor

market data. We conducted an economic overview of southern Brazoria County and provided a

program demand gap analysis of BC’s program offerings.

The program demand gap analysis is performed by assessing the supply and demand of skilled workers

and identifying the educational programs that need to be adapted in order to fill any existing or future

gaps. The analysis weighs the educational output of BC, the only postsecondary educational

institutions in the region, against the number of job openings related to the college’s program offerings

to determine whether a deficit or an oversupply of skilled workers exists. The goal of the analysis is

to provide BC with relevant data and information that it can use when solving problems and making

decisions about current and future program development.

Important Note

This analysis is intended to serve as a point of departure for BC as they discuss the region’s workforce

needs. A deficit (gap) or oversupply (surplus) of workers in a particular occupation category represents

a potential problem for the region, making it important for each program and occupation group to be

evaluated by the college on a case-by-case basis. The purpose of this analysis is, therefore, to initiate

the conversation on evaluating program effectiveness. Once evaluated internally within the college,

specific implications may be considered for programs with substantial gaps or surpluses.


13

It must be noted that our analysis does have its limitations in that only the education supply pipeline

is considered. This is due to data availability at the zip code, county, and institutional levels. However,

other sources—unemployed workers, industry trained pipelines, workers migrating to the county, and

job changers from other occupational categories—can also be a source of skilled workers. These types

of considerations are useful when evaluating specific types of occupations. Publicly available data

sources are limited in accounting for this, and consequently these labor sources are unavailable for

Emsi analysis. Primary data collection methods (i.e., interviews and surveys) are among the only ways

to obtain information on the other sources for skilled workers.


14

2. Economic Overview

Before looking at the results of the program demand gap analysis, BC should first consider the

economic structure of it region, defined as southern Brazoria County3 in Texas for the purpose of this

report (Figure 2.1). Identifying the key driving industries within the region is an important first step

for three reasons: 1) it helps BC understand where they should logically target their efforts, 2) it helps

to reveal whether there are industries that may be overlooked as a result of recent economic growth,

and 3) it helps identify the top occupations within those key driving industries.

In addition to knowing the industry structure of the region, it is important to have an understanding

of the workforce—how connected the region’s workers are to the surrounding community and the

educational attainment of workers in the region. To these ends, this chapter provides an overview of

the southern Brazoria County’s industry composition, identifies occupations within key regional

industries, and shows regional commuting patterns, the availability of labor by occupational groups,

and the educational attainment of the region’s residents. Supporting data tables are available in

Appendix 2.

Figure 2.1: Map of Brazoria County and Southern Brazoria County in Texas

3 Southern Brazoria County consists of 13 Zone Improvement Plan (ZIP) codes: 77422, 77430, 77463, 77480, 77486,

77515, 77516, 77531, 77534, 77541, 77542, 77566, and 77583.


15

Source: U.S. Census Bureau, OnTheMap Application and Emsi Analyst.

2.1 Industry Composition

Evaluating current and future employment by industry provides information on the economic

diversification of a given region. Understanding the industry mix of southern Brazoria County is

important for drawing connections to the occupations and companies that are in-demand. The North

American Industry Classification System (NAICS) is the structure used by the Census Bureau to

classify establishments into industry sectors based on their production process (although the final

product or service is usually similar for the firms in a given industry sector). NAICS applies a six-digit

hierarchical coding system to organize more than 1,100 detailed industries. We have aggregated these

into three-digit hierarchical coding for purposes of presentation in this analysis. Figure 2.2 presents

the 15 largest and fastest growing industries in southern Brazoria County. For more detail across all

three-digit industry sectors, please refer to Appendix 2.


16

Figure 2.2: Jobs by Industry Sector in Southern Brazoria County, 2016 to 2026

Source: QCEW Employees, Non-QCEW Employees, and Self-Employed Data 2017.2.

As shown, the Local Government industry had the highest number of jobs in southern Brazoria

County in 2016 and is expected to remain the top employer in the region. The Construction of

Buildings and Food Services & Drinking Places industries are the next largest in terms of jobs. All top

15 industries are expected to grow between now and 2026.

Figure 2.3 shows the employment concentration of the industry sectors in southern Brazoria County,

measured in terms of a location quotient (LQ). LQs are used to assess national competitiveness by

comparing the concentration of employment in a given industry against the concentration of

employment for that same industry across the nation. An LQ equal to one means that the percentage

of total employment comprised by an industry in the region exactly matches the percentage of total

employment comprised by that industry in the nation. An LQ greater than one means that the industry

comprises a greater proportion of total employment in the region than it does in the nation.

0 2 4 6 8 10

Local Government


Food Services & Drinking Places



Heavy & Civil Engineering Construction

Professional, Scientific, & Technical Services

Administrative & Support Services

Ambulatory Health Care Services


State Government

Religious, Grantmaking, Civic, Professional, &Similar Organizations


Food & Beverage Stores

Social Assistance

Jobs (thousands)

2016 Jobs 2026 Jobs


17

High LQs (usually anything greater than 1.2) are an indication that the region has a comparative

advantage or specialization in certain industries relative to the rest of the nation or potentially to other

competing regions. When evaluated jointly with job counts and expected job growth, high LQs give a

sense of the industries that have the greatest potential for workforce investment and where regional

economic development professionals are likely to be focusing their efforts. This information is of

particular importance to educators seeking to engage in larger conversations with other organizations

about aligning program offerings with workforce needs.

Figure 2.3: Employment Concentration (LQ) by Industry Sector in Southern Brazoria County, 2016 and 2026


As shown in Figure 2.3, the Petroleum & Coal Products Manufacturing industry has the largest LQ at

17.8 but is expected to decrease to 17.3 or by 3% between now and 2026. Even with this projected

decrease, the industry will remain highly concentrated. The Chemical Manufacturing (LQ of 11.2);

Construction of Buildings (LQ of 8.2); and Heavy & Civil Engineering Construction (LQ of 8.1)

industries also have relatively large LQs. Over the next 10 years, the Construction of Buildings industry

is projected to have the largest LQ growth in southern Brazoria County, a growth of 20% to an LQ

of 9.9.

2.2 Occupations within Key Industries

Seven industries are found in both Figure 2.2 and Figure 2.3 because they are top employers and have

high LQs. These industries are Chemical Manufacturing (NAICS 325), Construction of Buildings

0.0 2.0 4.0 6.0 8.0 10.0 12.0 14.0 16.0 18.0

Petroleum & Coal Products Manufacturing



Heavy & Civil Engineering Construction

Pipeline Transportation

Support Activities for Transportation



Gasoline Stations

Fishing, Hunting & Trapping

Truck Transportation


Fabricated Metal Product Manufacturing

Local Government

Rental & Leasing Services

2016 LQ 2026 LQ


18

(NAICS 236), General Merchandise Stores (NAICS 452), Heavy & Civil Engineering Construction

(NAICS 237), Local Government (NAICS 903), Repair & Maintenance (NAICS 811), and Specialty

Trade Contractors (NAICS 238). Their appearance in the figures provides an indication of their

relative strength in Brazoria County.

In addition to the seven industries identified above, BC is also concerned with jobs in the healthcare

industry, represented as Ambulatory Health Care Services (NAICS 621) in Figure 2.2 as a top

employer. At a more detailed level of classification, the industry includes Offices of Physicians (NAICS

62111), Home Health Care Services (NAICS 62161), Offices of Dentists (NAICS 62121), Other

Outpatient Care Centers (NAICS 62149), and others. As shown in Figure 2.2, the Ambulatory Health

Care Services industry had about 2,000 jobs in the region in 2016 and is projected to add an additional

1,100 jobs by the next decade. The industry’s LQ in the region was 0.79 in 2016, and it is projected to

increase to 0.83, which shows that the industry has a smaller share of employment in the region relative

to the national employment concentration. Nonetheless, the industry looks to be a good employment

opportunity, considering its projected growth, for BC graduates within healthcare-related programs.

In this section, we identify the most common occupations within the eight industries, called the

staffing pattern.4 Not only do the industries’ staffing patterns provide insight into the region’s labor

market demand, but by extension, the demand for the college’s program offerings. See Appendix 2

for a complete list of the top 25 occupations, with employment projections, related to the eight

industries. Also, Chapter 3 provides more information about the college’s current program offerings

and their association to the region’s labor market, and Chapter 4 makes recommendations as to how

the current program offerings could expand and train for more of the region’s occupations.

The staffing pattern of the Chemical Manufacturing industry requires further explanation, as it has a

major presence in the region. Chemical equipment operators & tenders, chemical plant & system

operators, and first-line supervisors of production & operating workers account for 19%, 10%, and

4% of all jobs in the industry, respectively. These occupations typically require a high school diploma

for entry level positions, which usually is associated with low wages, yet their median hourly wage rates

are greater than $30.00. Chemical engineers and chemists, which typically require a bachelor’s degree

level of education, and chemical technicians, which typically require an associate degree, are also

among the top occupations in the industry’s staffing pattern. The median hourly wage rates for the

chemical engineers and chemists are $54.28 and $30.09, respectively, and $24.53 for chemical

technicians. It must also be noted that in practice, chemical equipment operators & tenders, chemical

plant & system operators, and chemical technicians are very similar since they share overlapping skills.

When an industry has such a high LQ as Chemical Manufacturing (LQ of 11.2 in 2016), it is important

to consider the industry’s projected job growth so that college graduates can continue to find

4 The top occupations, in terms of the percent of total jobs in an industry, are identified using data from the National

Occupational Employment Statistics program, projections from the National Industry-Occupation Employment Matrix,

and Emsi’s proprietary employment data.


19

employment in the industry for years to come. Data show that as the fifth largest industry in the

region, in terms of jobs, the industry is expected to increase slightly over the next decade.

Two construction-related industries are among the top employers in the region with high LQs, which

reflects the high amount of growth and construction occurring within the county. It is also interesting

to note that these are commercial construction industries, not residential, indicating high levels of

business growth and expansion. The two industries are Construction of Buildings and Heavy & Civil

Engineering Construction. The combined staffing pattern for these two industries shows construction

laborers, first-line supervisors of construction trades & extraction workers, and construction managers

as top occupations, accounting for a third of all industry jobs. Although the median hourly wage rate

for construction laborers is $12.65 and the occupation typically requires no formal education

credential, BC could provide regional residents with the opportunity to upgrade their skills or work

with the construction companies in training workers. For example, a high school graduate working as

a construction laborer could receive a certificate or associate degree in Construction Engineering

Technology/Technician from BC and have the opportunity to work as a construction supervisor or

manager. In addition, many skilled trades are included in the region’s staffing pattern: carpenters;

plumbers, pipefitters, & steamfitters; welders, cutters, solderers, & brazers; structural iron & steel

workers; cement masons & concrete finishers; and electricians. There appears to be a lot of job

opportunities for such BC program completers finding employment in the region’s construction

industries.

The region’s General Merchandise Stores industry may be a top employer with a high LQ, but the

occupations identified in the industry’s staffing pattern do not look promising for a BC program

completer. Retail salespersons alone account for one-third of the jobs within the industry, with a

median hourly wage of $9.77. Cashiers and stock clerks & order fillers account for another 17% and

16% of jobs with median hourly wages of $8.76 and $10.90, respectively. Unless BC programs

specifically educate and train their students for jobs with high-wage employers, the industry does not

appear to be promising.

In southern Brazoria County’s Local Government industry, the five largest occupations, by percent

of jobs, account for 21% of all jobs and are related to teaching. Even though the industry, as a whole,

is not of particular concern to the college, training and educating college students to become teachers

is relevant. BC has six programs related to education and child development with, on average, two

program completers every year. Some of the other top occupations in the industry’s staffing pattern

include police & sheriff’s patrol officers; office clerks, general; and janitors, which are not current

occupations of interest to the college.

The Repair & Maintenance industry subsector consists of four industry groups: Automotive Repair &

Maintenance (NAICS 8111), Electronic & Precision Equipment Repair & Maintenance (NAICS

8112), Commercial & Industrial Machinery & Equipment (except Automotive & Electronic) Repair

& Maintenance (NAICS 8113), and Personal & Household Goods Repair & Maintenance (NAICS

8114). The staffing pattern shows that most of the occupations within the industry are related to


20

automotive and industrial repair. Only six percent of industrial jobs are for cleaners of vehicles &

equipment, the occupation with the lowest median hourly wage of $10.41, and the staffing pattern

includes some occupations with higher wages. These include automotive service technicians &

mechanics, with a median hourly wage rate of $16.14; automotive body & related repairers, with a

median hourly wage rate of $17.26; and industrial machinery mechanics, with a median hourly wage

rate of $22.39. Those with supervisory and managerial occupations also earn higher wages, but the

occupations may require additional skills beyond technical tasks, such as accounting and report

writing.

The occupations identified in the staffing pattern of the Specialty Trade Contractor industry are similar

to those in the Construction of Buildings and Heavy & Civil Engineering Construction industries,

although there are differences worth reporting. Electricians account for 9% of the jobs in the Specialty

Trade Contractor industry but less than 2% of the industry jobs in the two construction industries.

These results indicate that electricians in the region have more opportunity as private contractors

rather than in construction-related businesses. Nonetheless, the occupation is expected to grow in the

region over the next decade. Likewise, Heating, Air Conditioning, & Refrigeration Mechanics &

Installers are not a top-ranked occupation in the construction industries’ staffing pattern but rank

seventh in the Specialty Trade Contractor’s staffing pattern with 4% of industry jobs. Within the

industry, there are 135 jobs in the region for the mechanics & installers with a projected increase of

48 jobs or 36% over the next decade. BC has certificate and associate degree level programs for

electricians; heating, air conditioning, & refrigeration mechanics & installers; plumbers; welders; and

other specialty trades.

The eighth, and final, key industry is Ambulatory Health Care Services. As expected, many of the top

occupations in the region’s staffing pattern are related to direct patient care. These occupations include

personal care aides, with 10% of industry jobs; registered nurses, with 8% of industry jobs; and medical

assistants, with 8% of industry jobs. Personal care aides, with a median hourly wage of $9.67, typically

do not require a formal education, but the other two occupations look more promising for BC

program completers. Median hourly wage rates for registered nurses and medical assistants are $36.12

and $12.44, respectively. In addition, several occupations within the industry are identified in the

staffing pattern with skills related to administrative tasks. Medical secretaries; receptionists &

information clerks; and office clerks, general account for 16% of industrial jobs. The college has

licensed practical nursing and registered nursing programs but not a medical records technician

program.

2.3 Recent and Projected Economic Development

The industries and occupations discussed thus far are those that currently exist in the regional

economy. The data comes from Emsi’s traditional labor market database that is updated on a quarterly

basis and covers government reported sources, such as the Quarterly Census of Employment and

Wages (QCEW), Occupational Employment Statistics (OES), the Census Bureau, and more. It does


21

not encapsulate companies that may have recently closed or moved to another location, nor does it

include those that just moved in or are expected to move.

BC provided Emsi with a list of companies and their expected numbers of direct and indirect

employment that either just opened in Brazoria County, are in the process of constructing facilities in

the county, or are prospects of opening in the county. Note that project successes were provided for

2013 to 2017. Emsi honed in on just the projects that were still underway to be completed since these

would not yet be reflected in the government sources. Those that were completed in 2015 and before

were not analyzed since it is assumed that they are in the government sources. The projects still

underway represent over 1,000 jobs expected to be employed directly by the companies. There were

also two companies under announced projects, which are projected to represent around 75 direct jobs.

These companies are estimated to begin operation between 2019 and 2021. Finally, two companies

were provided as serious prospects. Although smaller, they are projected to employ around 27 direct

jobs. On top of the direct jobs are jobs required for construction of the facilities, along with indirect

jobs created through ripple effects, such as for support industries in retail and food service.

All of these companies will primarily operate within natural gas production, chemical manufacturing,

and steel pipe manufacturing. Emsi used their proprietary input-output model to estimate the

occupations that will be employed directly by these companies, along with the occupations that will

be indirectly created through the ripple effects. Although much of this report is focused on the

industries and jobs in southern Brazoria County, the analysis here represents county-level jobs.

Primarily, it is not clear as to where in the county the new construction will be taking place, and the

impacts at the county-level, as opposed to the zip-code level, are a better estimate of new jobs given

current data limitations.

Table 2.1 displays the top 30 occupations that will see the largest total number of new jobs. Note that

the table excludes construction-related jobs that will be supported through the construction of the

facilities, although it is recognized that a large number will be required. These types of occupations

are covered in the previous section.

Table 2.1: Top Occupations Created by the New Companies

SOC Code

SOC Title Direct

Company Jobs Indirect

Company Jobs Total New

Jobs

11-9199 Managers, All Other 97 9 106

41-4012 Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products

77 9 86

51-9011 Chemical Equipment Operators and Tenders 31 14 45

13-1111 Management Analysts 35 3 38

51-4121 Welders, Cutters, Solderers, and Brazers 33 4 37

51-1011 First-Line Supervisors of Production and Operating Workers 29 6 36

49-9071 Maintenance and Repair Workers, General 25 7 32

53-3032 Heavy and Tractor-Trailer Truck Drivers 12 17 30

51-9061 Inspectors, Testers, Sorters, Samplers, and Weighers 25 4 30

13-2011 Accountants and Auditors 24 6 29

11-1021 General and Operations Managers 21 8 29


22

SOC Code

SOC Title Direct

Company Jobs Indirect

Company Jobs Total New

Jobs

51-9199 Production Workers, All Other 26 1 27

51-4031 Cutting, Punching, and Press Machine Setters, Operators, and Tenders, Metal and Plastic

24 2 26

43-9061 Office Clerks, General 14 10 24

11-9141 Property, Real Estate, and Community Association Managers

21 3 24

51-8091 Chemical Plant and System Operators 16 7 24

51-9198 Helpers--Production Workers 21 3 24

53-7073 Wellhead Pumpers 23 1 23

49-9041 Industrial Machinery Mechanics 19 4 23

53-7062 Laborers and Freight, Stock, and Material Movers, Hand 16 7 23

47-2111 Electricians 17 4 21

43-5071 Shipping, Receiving, and Traffic Clerks 16 4 20

53-7051 Industrial Truck and Tractor Operators 16 3 20

53-7021 Crane and Tower Operators 19 1 20

51-4081 Multiple Machine Tool Setters, Operators, and Tenders, Metal and Plastic

16 1 17

51-4021 Extruding and Drawing Machine Setters, Operators, and Tenders, Metal and Plastic

17 1 17

51-4041 Machinists 12 5 17

51-9192 Cleaning, Washing, and Metal Pickling Equipment Operators and Tenders

17 0 17

43-5061 Production, Planning, and Expediting Clerks 15 2 17

41-2031 Retail Salespersons 0 17 17

Source: Emsi input-output model.

As shown, a large number of production-related jobs, such as chemical equipment operators &

tenders; welders, cutters, solderers, & brazers; first-line supervisors of production & operating

workers; and maintenance & repair workers, general will be required. Business support occupations,

such as managers, management analysts, and accountants & auditors will also be required by the new

companies. Other jobs will be created in the county economy, but not necessarily employed as much

by the companies, such as heavy & tractor-trailer truck drivers and retail salespersons.

This section provides context behind patterns likely to be occurring in the county’s economy in the

near future. The remaining data in this analysis does not directly affect these new types of occupations.

However, where relevant, it could certainly drive BC’s programming decisions.

2.4 Workforce Commuting Patterns

The Longitudinal Employer-Household Dynamics (LEHD) program5 at the Census Bureau provides

information on the residential and employment locations of workers. This provides community

leaders with an idea of the commuting patterns of regional employees. More specifically, it

5 LEHD is an innovative program that uses modern statistical and computing techniques to combine federal and state

administrative data on employers and employees with core Census Bureau censuses and surveys while protecting the

confidentiality of people and firms that provide the data.


23

demonstrates the extent to which employees commute to the region for work and/or residents

commute to surrounding communities for work. The results of the LEHD data provide additional

context as to how workers from outside the region could be filling current gaps or how the region’s

workers could be out-commuting when there is a surplus of available jobs. The concepts of a “gap”

and “surplus” are discussed in greater detail in the first section of Chapter 3.

Figure 2.4 presents the inflow and outflow of primary jobs to and from southern Brazoria County.

There are 50,574 jobs in the region, with 26,440 jobs filled by residents and 24,134 jobs going to

people living outside the region. In addition, 36,560 residents commute outside the region for work.

The figure illustrates that 1.5 times the amount of workers out-commute than in-commute. Supporting

data tables can be found in Appendix 2.

Figure 2.4: Brazoria County Job Inflow and Outflow

24,134 - Employed in southern Brazoria County but living outside

26,440 - Living and employed in southern Brazoria County

36,560 - Living in southern Brazoria County but employed outside

Source: U.S. Census Bureau, OnTheMap Application and LEHD Origin-Destination Employment Statistics (Beginning of Quarter Employment, 2nd Quarter of 2002-2014).

Seeing that many southern Brazoria County residents out-commute for jobs, it would be of interest

to know where the region’s residents are working. Figure 2.5 and Table 2.2 show which cities the

region’s residents work, by their primary job. As shown, 38% of the region’s residents work in

Houston, and about 13% of the region’s residents work in Clute, Freeport, and Lake Jackson. In

24,134 36,560

26,440


24

general, this shows that the region has tight labor market connections with cities outside the region

and linked to the Greater Houston area.

Figure 2.5: Where Residents of Southern Brazoria County Work by ZIP Code

Source: U.S. Census Bureau, OnTheMap Application, and LEHD Origin-Destination Employment Statistics.

Table 2.2: Where Residents of Southern Brazoria County Work by ZIP Code

ZIP Code Primary City Count Share

77541 Freeport, TX 7,323 11.6%

77531 Clute, TX 7,201 11.4%

77566 Lake Jackson, TX 4,373 6.9%

77515 Angleton, TX 3,724 5.9%

77486 West Columbia, TX 1,236 2.0%

77030 Houston, TX 1,220 1.9%

77002 Houston, TX 1,185 1.9%

77511 Alvin, TX 1,052 1.7%

77503 Pasadena, TX 864 1.4%

77480 Sweeny, TX 759 1.2%

All Other Locations 34,063 54.1%

All Cities 63,000 100.0%

Source: U.S. Census Bureau, OnTheMap Application, and LEHD Origin-Destination Employment Statistics. Primary city was found by United States Zip Codes at https://www.unitedstateszipcodes.org.


25

2.5 Labor Availability

This section describes the current skills and occupations of the people residing within southern

Brazoria County. The data come from the Census LEHD program coupled with the Census’

Longitudinal Origin-Destination Employment Statistics (LODES) program, and we match the

information with occupational data from Emsi Analyst’s staffing patterns. The results show how many

regional residents, by occupation, are finding jobs inside and outside the region because of its

occupational demand.

Table 2.3 provides a breakdown of the region’s top 25 occupations filled by residents of southern

Brazoria County. Note that the occupations are ranked by the number of resident regional workers.

Net regional commuters, in Column 5, are the minimum number of workers who commute into or

out of the region to satisfy the workforce demand. A positive number describes commuters entering

the region for that occupation, whereas a negative number describes commuters leaving the region

for that occupation. Net commuter data allow postsecondary educational institutions and economic

development professionals to understand which occupations and skills are leaving the area or vice

versa.

As shown, retail salespersons; office clerks, general; and construction laborers are the three most

common net commuter occupations, typical of many regions in the U.S. Using 2016 data, there were

509 and 427 net regional commuters for retail salespersons and office clerks, general, respectively,

which indicates that regional businesses may be having difficulty recruiting the more highly skilled

workers amongst these occupations. However, 316 jobs for construction laborers, the third-ranked

occupation of resident regional workers, were not met by the resident workforce. For regional

residents employed as registered nurses, one of the highest paid occupations in the table, 312 jobs

were found outside the region. Among the top 25 occupations, the region loses about 4,130 residents

to jobs outside the area. In Chapter 3, when we discuss BC programs with a surplus, Table 2.2 provides

additional information regarding which occupations tend to employ residents who work outside the

region.

Table 2.3: Net Regional Commuters in Southern Brazoria County by Top 25 Occupations of Resident Regional Workers

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional Commuters

Average Annual Regional Job

Openings

Median Hourly Wage

41-2031 Retail Salespersons 1,496 2,005 (509) 86 $9.77

43-9061 Office Clerks, General 1,390 1,817 (427) 64 $14.49

47-2061 Construction Laborers 1,882 1,566 316 112 $12.65

41-2011 Cashiers 1,283 1,511 (228) 84 $8.76

35-3021 Combined Food Preparation & Serving Workers, Including Fast Food

1,139 1,494 (355) 79 $8.32

53-3032 Heavy & Tractor-Trailer Truck Drivers 1,033 1,091 (58) 29 $16.91

35-3031 Waiters & Waitresses 723 1,080 (357) 57 $8.36

43-6014 Secretaries & Administrative Assistants, Except Legal, Medical, & Executive

842 1,074 (232) 30 $14.79


26

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional Commuters


Openings

Median Hourly Wage

43-4051 Customer Service Representatives 724 1,040 (316) 37 $13.55

29-1141 Registered Nurses 725 1,037 (312) 49 $36.10

11-1021 General & Operations Managers 803 1,002 (199) 44 $52.61

53-7062 Laborers & Freight, Stock, & Material Movers, Hand

789 936 (147) 44 $11.31

39-9021 Personal Care Aides 519 906 (387) 22 $9.67

37-2011 Janitors & Cleaners, Except Maids & Housekeeping Cleaners

595 889 (294) 20 $9.81

47-1011 First-Line Supervisors of Construction Trades & Extraction Workers

1,073 846 227 48 $27.60

43-5081 Stock Clerks & Order Fillers 688 839 (151) 40 $10.90

25-2021 Elementary School Teachers, Except Special Education

705 756 (51) 26 $27.08

49-9071 Maintenance & Repair Workers, General

561 708 (147) 28 $15.37

47-2031 Carpenters 818 688 130 39 $15.12

43-3031 Bookkeeping, Accounting, & Auditing Clerks

536 686 (150) 12 $16.94

13-2011 Accountants & Auditors 478 678 (200) 25 $32.77

41-1011 First-Line Supervisors of Retail Sales Workers

505 630 (125) 20 $17.45

51-9011 Chemical Equipment Operators & Tenders

641 585 56 22 $32.31

43-1011 First-Line Supervisors of Office & Administrative Support Workers

433 581 (148) 18 $25.30

39-9011 Childcare Workers 503 569 (66) 31 $8.40

Total 55,610 68,892 (13,279) 2,759 $20.33

Source: U.S. Census Bureau LODES data and Emsi Analyst.

Similar to Table 2.3, Table 2.4 provides a breakdown of the region’s top 25 occupations filled by

residents of southern Brazoria County; however, it is ranked by the number of net regional in-

commuters. Four occupations are found in both tables: construction laborers, first-line supervisors of

construction trades & extraction workers, carpenters, and chemical equipment operators & tenders.

In other words, a large proportion of regional residents are employed in the four occupations, and yet

a large number of workers from outside the region are needed to fill those occupations.

Focusing on Table 2.4, the jobs most people are commuting into the area for are trade-related and

include construction laborers, first-line supervisors of construction trades & extraction workers, and

construction managers. Altogether, there are just under 700 net regional in-commuters for the three

occupations. See Appendix 2 for a more complete list of southern Brazoria County’s top occupations

by resident regional workers.

Table 2.4: Top 25 Occupations by Net County Commuters in Southern Brazoria County

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage



1,073 846 227 48 $27.60


27

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage

11-2021 Construction Managers 630 485 145 28 $34.73

47-2031 Carpenters 818 688 130 39 $15.12

47-2152 Plumbers, Pipefitters, & Steamfitters 578 492 86 30 $21.06


462 405 57 21 $16.75


641 585 56 22 $32.31

17-2051 Civil Engineers 360 319 41 27 $44.21

45-2092 Farmworkers & Laborers, Crop, Nursery, & Greenhouse

163 123 40 6 $9.86

13-1051 Cost Estimators 236 197 39 17 $29.14

47-2221 Structural Iron & Steel Workers 155 123 32 9 $17.18

47-3015 Helpers--Pipelayers, Plumbers, Pipefitters, & Steamfitters

192 161 31 9 $13.71

33-3012 Correctional Officers & Jailers 338 312 26 14 $16.96

47-2081 Drywall & Ceiling Tile Installers 105 79 26 4 $14.79

47-2141 Painters, Construction & Maintenance 325 306 19 15 $15.76

21-1092 Probation Officers & Correctional Treatment Specialists

87 72 15 3 $18.39

51-8091 Chemical Plant & System Operators 326 311 15 13 $32.85

47-2151 Pipelayers 103 90 13 7 $14.21

49-9044 Millwrights 77 65 12 5 $22.68

47-3012 Helpers--Carpenters 101 90 11 5 $13.09

51-9081 Dental Laboratory Technicians 44 35 9 3 $14.48

47-2131 Insulation Workers, Floor, Ceiling, & Wall

27 20 7 2 $16.59

11-2013 Farmers, Ranchers, & Other Agricultural Managers

115 108 7 2 $14.65

51-9023 Mixing & Blending Machine Setters, Operators, & Tenders

133 127 6 4 $17.91

47-2171 Reinforcing Iron & Rebar Workers 75 69 6 6 $15.42

Total 55,610 68,892 (13,279) 2,759 $20.33


2.6 Educational Attainment

Slightly more than 102,000 adults, 25 years and over, live in southern Brazoria County, and this section

describes their educational attainment. The data are useful for educators targeting specific population

groups that have low education levels. The region’s educational attainment is presented by gender and

ethnicity and broken out according to the following categories: 1) less than a high school diploma, 2)

high school diploma, 3) some college,6 4) associate degree, 5) bachelor’s degree, and 6) graduate degree

and higher.

6 The “Some College” category includes individuals who attended college but did not successfully obtain a degree and

individuals who have received a postsecondary vocational award or professional certification but did not receive an

associate or bachelor’s degree.


28

Figure 2.6 displays the educational attainment of the overall adult population in southern Brazoria

County, without reference to gender and ethnicity. In the region, 49,128 adults or 48% of the adult

population has a high school diploma or less, which is a larger proportion of adults compared to the

national average of 42% and the state average of 44%. Out of all the educational categories in Figure

2.6, the people who are most likely to seek education and training from BC are those in the “Less than

High School Diploma,” “High School Diploma,” and “Some College” categories. Together these

categories total 75,896 adults or 74% of the entire adult population in the region.

Figure 2.6: Educational Attainment of the Adult Population in Southern Brazoria County, Texas, and the U.S.


About 54,000 adult males and 48,500 adult females live in southern Brazoria County, and their

educational attainment is most different at levels less than and greater than a high school diploma.

About 27,400 adult males or 51% of all adult males have a high school diploma or less, whereas 21,700

adult females or 45% of all adult females have a high school diploma or less. The category “Some

College” accounts for about 13,100 or 24% and 13,600 or 28% of adult males and females,

respectively. In the region, 25% of adult males have some kind of degree, and similarly, 27% of adult

females have a degree. This information appears in Figure 2.7.

18% 19%14%

29% 25%28%

26%

22%21%

8%

7%8%

12%

18% 18%

6% 9% 11%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Southern Brazoria County Texas U.S.

Graduate Degree andHigher

Bachelor's Degree

Associate Degree

Some College

High School Diploma

Less than High SchoolDiploma


29

Figure 2.7: Educational Attainment of the Adult Population in Southern Brazoria County by Gender


Table 2.5 shows the adult population in southern Brazoria County by ethnicity, and Figure 2.8 displays

its educational attainment. As shown in the table, 58,473 adults or 57% of the region’s adult population

are in the “White, Non-Hispanic” category. Twenty-seven percent of adults are in the “Hispanic, All

Types” category and 12% are in the “Black, Non-Hispanic” category, the two next largest proportions.

Altogether, less than 1% of the region’s adult population identify as American Indian or Alaskan

Native, non-Hispanic; two or more races, non-Hispanic; and Native Hawaiian or Pacific Islander,

non-Hispanic.

As shown in Figure 2.8, the “Native Hawaiian or Pacific Islander, Non-Hispanic” category has the

highest percentage of adults with a postsecondary education (100%). The “Asian, Non-Hispanic”

category follows with 75%. The “Hispanic, All Types” and “Black, Non-Hispanic” categories have

the lowest levels of educational attainment. For these groups, 34% and 47%, respectively, of the

region’s adult population has had some sort of postsecondary degree education, and 10,970 “Hispanic,

All Types” adults or 39% of the category’s adults have less than a high school diploma. Note that

there are less than 24 “Native Hawaiian or Pacific Islander, Non-Hispanic” adults living in the region.

These data suggest that there are many opportunities to increase educational attainment in southern

Brazoria County.

20% 17%

31%28%

24%28%

7% 8%

12% 13%

6% 7%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Males Females

Graduate Degree and Higher

Bachelor's Degree

Associate Degree

Some College

High School Diploma

Less than High School Diploma


30

Table 2.5: Adult Population 25 Years and Older in Southern Brazoria County by Ethnicity, 2016

Ethnicity 2016 Adult Population

% of Total

White, Non-Hispanic 58,473 57.0%

Hispanic, All Types 28,042 27.4%

Black, Non-Hispanic 12,635 12.3%

Asian, Non-Hispanic 2,736 2.7%

American Indian or Alaskan Native, Non-Hispanic 409 0.4%

Two or More Races, Non-Hispanic 201 0.2%

Native Hawaiian or Pacific Islander, Non-Hispanic 24 0.0%

Total 102,520 100.0%

Source: QCEW Employees, Non-QCEW Employees, and Self-Employed Data 2017.2

Figure 2.8: Educational Attainment of the Adult Population in Southern Brazoria County by Ethnicity


8%

19%

28%

18%

6%

39%

31%

33%

6%

6%

36%

27%

29%

26%

36%

12%

85%

16%

21%

10%

5%

12%

7%

15%

13%

4%

15%

11%

13%

27%

25%

5%

7%

5%

6%

29%

4%

3%

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

White, Non-Hispanic

Black, Non-Hispanic

American Indian or Alaskan Native, Non-Hispanic

Asian, Non-Hispanic

Native Hawaiian or Pacific Islander, Non-Hispanic

Two or More Races, Non-Hispanic

Hispanic, All Types

Less than High School Diploma High School Diploma Some College

Associate Degree Bachelor's Degree Graduate Degree and Higher


31

3. Program Demand Gap

Analysis

With the region’s top industries and regional workforce in mind, the program demand gap analysis

can now be conducted, answering the following question:

Where are there misalignments between the workforce demand and the supply of college completers?

This chapter outlines the deficit of BC’s program completers to the workforce (gap), as well as the

oversupply of completers to the workforce (surplus). The occupations directly related or mapped to

the significant gaps are also displayed. Before providing and discussing the results, we will go over the

interpretation of the results.

3.1 Interpretation

The terms used in the analysis are as follows:

Gap: Represents a deficit, or when there are more job openings in a particular occupation than there

are completers from higher education institutions within the region. If left unaddressed, a gap may

lead to missed opportunities for economic growth and put stress on local businesses to find the

necessary talent elsewhere. Significant gaps translate into higher human resources costs and decreased

efficiencies in the economic system. They also provide an opportunity for institutions to develop new

programs and/or strengthen their current programs.

Surplus: Represents an oversupply, or when there are more completers from postsecondary

educational institutions in the regional than there are job openings for an occupation. If left

unaddressed, significant surpluses may lead to higher unemployment rates or higher attrition rates—

the college could be educating a workforce that is leaving the region after program completion because

of a lack of job opportunities. Values in parentheses in the result tables represent a surplus.

Note: The Houston–The Woodlands–Sugar Land metropolitan statistical area (MSA), as

defined by the U.S. Office of Management and Budget, consists of nine counties in Texas.

The MSA is commonly referred to as the Greater Houston Area. In the analysis, however,

only a portion of one county within the MSA has been included. A surplus of program

completers may indicate the need for some southern Brazoria County residents to commute

outside the region for job opportunities.

One important consideration to keep in mind when reviewing the results is that not all gaps or

surpluses indicate necessary adjustments. Due to labor market inefficiencies, it is common for most

program categories to face a certain level of gap or surplus. This means only significant gaps or

surpluses should be reviewed to allow for focus on the areas of concern. Given the size and


32

characteristics of southern Brazoria County, any gap or surplus within 30 jobs either above or below

zero should be considered within the normal range of labor market fluctuations.

The program gaps and surpluses are discussed by their award levels. Each table includes the

Classification of Instructional Program (CIP) code and title, the average annual number of job

openings associated with the program (which have been de-duplicated using the process outlined in

Appendix 4), the average annual completers between 2014 and 2016, and the gap or surplus figure for

southern Brazoria County. Job openings by program or occupation represent average annual

projections from 2016 to 2026. Note the BC is the only postsecondary educational institution in the

region, thus the college’s certificate, associate degree, and bachelor’s degree level program completers

represent all the region’s program completers. Average annual job openings are grouped into

occupational categories according to the Standard Occupational Classification (SOC) system. The

median hourly wage rate for related occupations is also included, but due to data limitations, the wages

are aggregated across all educational levels.

3.2 Targeted Program Demand Gap Analysis

The program demand gap analysis focuses on all the programs offered by BC, maps the programs to

occupations, and analyzes the misalignments between the region’s job openings and BC’s supply of

program completers. The targeted program demand gap analysis, described in this section, differs

slightly in its approach. It focuses on particular industries in the region, then maps the occupations

related to those industries to educational programs and BC’s non-credit course offerings. In other

words, the analysis identifies well-performing occupations and ties them to the programs and non-

credit courses educating and training students for such jobs.

As described in the first section of Chapter 2, the region’s Chemical Manufacturing, Construction of

Buildings, General Merchandise Stores, Heavy & Civil Engineering Construction, Local Government,

Repair & Maintenance, Specialty Trade Contractors, and Ambulatory Health Care Services industries

are top employers with relatively large employment concentrations or are of interest to the college.

We use the occupations within these eight industries as a starting point for the targeted program

demand gap analysis. Well-performing occupations are selected from the industries based on the

following criteria: 1) the occupation accounts for 2% or more of the jobs in the industry, 2) median

hourly wages are greater than $12.00, 3) the ten-year projected job growth is positive, and 4) the typical

level of education for an entry level position is from a high school diploma or equivalent to a bachelor’s

degree. See Appendix 2 for the top 25 occupations identified in the industry staffing patterns and

Appendix 4 for a list of well-performing occupations by industry.

Next, well-performing occupations are mapped backed to BC’s current program and non-credit

course offerings and further evaluated. In other words, well-performing programs and non-credit

courses are selected from the list of all programs and non-credit courses mapped to the well-

performing occupations and currently offered by the college. The selection parameters for identifying

well-performing programs and non-credit courses include: 1) programs and courses offered by BC, by


33

six-digit CIP code, with more than one completer in fiscal year 2015-16; 2) programs and courses with

more than 200 jobs available in the region in 2016; 3) programs and courses with more than 20

projected annual job openings in the region between 2016 and 2026; and 4) programs and courses

with at least a 10% job growth rate between 2016 and 2026.

The use of a second set of selection parameters may seem redundant after the initial identification of

well-performing occupations, but it was a necessary step in the targeted analysis because several well-

performing occupations map to more than one BC program or non-credit course. For example,

medical secretaries (SOC 43-6013) maps to four BC programs, including Business Administration &

Management, General (CIP 52.0201). But, the occupation’s performance is not necessarily a reflection

of the entire program’s performance in the region. The results of the targeted analysis are shown in

Table 3.1, and the well-performing programs mapped to the eight industries are highlighted

throughout the tables in the remaining sections of Chapter 3.

Table 3.1: Well-Performing Credit Programs offered by BC and their Corresponding Non-Credit Courses*

CIP Code

CIP Title Credit Program Award

Level Non-Credit Course

13.1203 Junior High/Intermediate/Middle School Education & Teaching

Transfer-Track Associate Teaching Assistant & Paraprofessional Certification

13.1210 Early Childhood Education & Teaching Associate Teaching Assistant & Paraprofessional Certification

15.1001 Construction Engineering Technology/Technician

Certificate

Associate

Occupational Safety & Health Administration Training

43.0107 Criminal Justice/Police Science Certificate

Transfer-Track Associate

First Responder Safety & Continuing Education; Firearms Safety & Training for Protective Service Professionals

46.0302 Electrician Certificate

Associate

Electrician Safety & Certification; Occupational Safety & Health Administration Training

46.0502 Pipefitting/Pipefitter & Sprinkler Fitter Certificate

Associate

Plumber Safety & Certification; Occupational Safety & Health Administration Training

48.0508 Welding Technology/Welder Certificate

Associate

Welding Safety & Certification; Occupational Safety & Health Administration Training

51.3801 Registered Nursing/Registered Nurse Transfer-Track Associate Continuing Education for Registered Nurses; Cardiopulmonary Resuscitation for Healthcare Professionals

52.0201 Business Administration & Management, General

Bachelor’s Continuing Education for Bookkeepers

52.0401 Administrative Assistant & Secretarial Science, General

Certificate

Associate Continuing Education for Bookkeepers

* Refer to the highlighted rows in the tables in the remaining sections of Chapter 3 for a complete list of the well-performing programs and non-credit courses offered by BC and mapped to the eight targeted industries. Source: Emsi gap model.

The well-performing programs listed in Table 3.1 are valuable when considering an expansion. As

shown, 10 programs, when classified by their six-digit instructional program codes, are offered by BC

and related to the eight industries identified in the second section of Chapter 2. No non-credit courses

have been considered targeted using the parameters described above. However, non-credit courses

could enable students to take advantage of the region’s job opportunities in its well-performing


34

industries, and the non-credit courses could engage students so that they can readily enroll in one of

BC’s credit program offerings. As such, the fourth column in the table includes a corresponding non-

credit course title.

Many of these programs are offered at various award levels, as noted in the third column of the table.

Four programs are only offered at the associate degree level, and the Business Administration &

Management, General program is the only bachelor’s degree level program identified in the targeted

analysis and one of two such award level programs at the college. For context, program completers of

the Business Administration & Management, General program are awarded a Bachelor of Applied

Technology in Industrial Management with a general specialty or an emphasis in one of four

specialties: process operations management; business management; safety, health, & environmental

management; or general technology management. Five programs award completers with more than

one type of award. Results show that programs related to trades (CIPs 15, 46, 48) make up a large

portion of the table, and no programs related to computer science (CIP 11) are identified in the

targeted analysis, considering the region’s current and projected economic performance.

3.3 Certificate Level Analysis

Figure 3.1: Significant Gaps for Certificate Level Programs at BC


BC awards more than 30 different certificate level programs, including licensure certificates. This

section focuses on these programs, which have been aggregated into 18 certificate level programs by

the programs’ six-digit CIP codes.7 The largest certificate level gap, at 132 job openings, is in the

Administrative Assistant & Secretarial Science, General program (Figure 3.1). The program is also

considered well-performing in the targeted program demand gap analysis described in the previous

section. The gap takes annual reported job openings at the certificate level of education into account

and adjusts for other programs that train for occupations related to Administrative Assistant &

Secretarial Science, General. Within the program, BC produces seven average annual completers, but

data show 139 annual job openings in the region every year (Table 3.1).

The next step in the program demand gap analysis is to take a closer look at the occupations mapped

to a certificate in the Administrative Assistant & Secretarial Science, General program. As shown in

7 The certificate level analysis includes the BC programs that offer awards of less than one academic year and at least one

but less than two academic years. Program completers from BC’s Ready to Work programs, which are nine-week training

programs also known as Jumpstart, have been included at the certificate level.

31

132

0 20 40 60 80 100 120 140


Child DevelopmentDemand Supply Gap


35

Table 3.2, there are more than 20 occupations mapped to the program, such as customer service

representatives, first-line supervisors of office & administrative support workers, and a variety of

clerks. The median hourly wage of first-line supervisors of office & administrative support workers,

the highest paid occupation mapped to the program, is $25.30, well above the state minimum wage of

$7.25 per hour8 and the county’s living wage of $14.31 for a household with two working adults and

two children.9 However, data show there are only four average job openings for the occupation every

year. On the other hand, customer service representatives have a lower wage rate, at $14.03, but there

are 22 annual job openings every year. Clerk-related occupations account for 67% of all job openings

and their median hourly wage rates range from $11.64 for stock clerks & order fillers to $20.05 for

production, planning, & expediting clerks. However, it must also be noted that one of the largest

employers of these types of occupations, Direct TV, left the county in March 2016.10 This loss of jobs

may not yet be reflected in the data below given a lag in government reporting sources. Therefore, it

may not be in the best interest of the college to expand the program.

Using Table 3.3, this kind of analysis can be applied to the other program with a significant gap, the

Child Development program. In general, occupational gaps in Table 3.3 above five are considered

noteworthy. In addition, gaps around occupations with high wages, as opposed to low wage

occupations, are worth further investigation. The tables in Appendix 7 can be used as a guide for the

low and high wage occupations. Also, if the occupational forecasts around a certain gap are not

positive, the gap may not be worth further consideration. Keep in mind that there could be other

sources of skilled workers filling the gaps, such as unemployed workers or workers from outside the

region. For a complete list of job projections see Appendix 5, and see Appendix 6 for unemployment

information by industry and occupation.

Table 3.2: Supply and Demand for Certificate Level Programs at BC

CIP Code

CIP Title Average

Annual Job Openings

Average Annual BC Completers

Gap or Surplus

Median Hourly Wage

52.0401 Administrative Assistant & Secretarial Science, General 139 7 132 $15.11

19.0706 Child Development 32 1 31 $16.54

48.0508 Welding Technology/Welder 55 27 28 $20.73

51.0904 Emergency Medical Technology/Technician (EMT Paramedic)

22 1 21 $18.23

47.0604 Automobile/Automotive Mechanics Technology/Technician 24 9 15 $17.18

43.0107 Criminal Justice/Police Science 36 26 10 $24.04

47.0201 Heating, Air Conditioning, Ventilation & Refrigeration Maintenance Technology/Technician

22 15 6 $19.94

15.1001 Construction Engineering Technology/Technician 21 18 3 $29.76

19.0708 Child Care & Support Services Management 4 1 3 $11.12

8 Texas’s minimum wage rate is the same as the federal wage of $7.25 per hour. Source: U.S. Department of Labor. 9 “Living Wage Calculation for Texas,” Dr. Amy K. Glasmeier and the Massachusetts Institute of Technology, last

modified February 2017, accessed December 2017, http://livingwage.mit.edu. See Appendix 7 for the complete table. 10 Information provided by BC.


36

CIP Code

CIP Title Average

Annual Job Openings


Gap or Surplus

Median Hourly Wage

51.3901 Licensed Practical/Vocational Nurse Training 11 9 2 $35.22

11.0201 Computer Programming/Programmer, General 4 3 1 $22.94

48.0501 Machine Tool Technology/Machinist 58 62 (4) $19.16

15.0404 Instrumentation Technology/Technician 4 8 (4) $25.04

46.0302 Electrician 29 39 (9) $25.07

46.0502 Pipefitting/Pipefitter & Sprinkler Fitter 33 47 (14) $22.80

15.0701 Occupational Safety & Health Technology/Technician 3 19 (16) $29.26

15.1301 Drafting & Design Technology/Technician, General 3 41 (38) $27.54

41.0301 Chemical Technology/Technician 32 97 (65) $31.25

* The highlighted programs are mapped to the well-performing programs in the region in the targeted program demand gap analysis described in the second section of Chapter 3. Numbers may not sum due to rounding. Annual completers represent an average across the past three years. Due to insufficient data, the median hourly wage is aggregated across all educational levels.


While the gaps are important for building or expanding BC’s programs, the surpluses are equally

important. An analysis of the surplus programs ensures that the college is educating and training

students with the skills the region’s workforce requires. At the certificate level, two BC programs have

a significant surplus below the 30 job level of significance. The Chemical Technology/Technician

program has the largest, with a surplus of 65, followed by the Drafting & Design

Technology/Technician, General program, with a surplus of 38. For the former, BC produces 97

annual program completers, on average, for the 32 annual job openings, resulting in the large surplus.

It is possible that BC completers of the surplus programs are finding employment in areas outside of

southern Brazoria County, seeing that the region is a part of the Greater Houston Area. A review of

alumni placement rates could also provide additional information.

Table 3.3: Occupations Related to Significant Gap Programs at the Certificate Level at BC

CIP SOC Code

SOC Title 2016 Jobs

2026 Jobs

Job Change

Average Annual Job Openings

Median Hourly Wage

Adm

inis

trative A

ssis

tant

& S

ecre

taria

l S

cie

nce,

Genera

l

CIP

52.0

401

43-5081 Stock Clerks & Order Fillers 689 826 138 31 $11.64

43-4051 Customer Service Representatives 732 885 153 22 $14.03


835 981 145 16 $14.78

43-9061 Office Clerks, General 1,403 1,637 234 16 $14.49

43-4171 Receptionists & Information Clerks 220 278 58 9 $12.26

43-5071 Shipping, Receiving, & Traffic Clerks 254 284 30 8 $13.26

43-3031 Bookkeeping, Accounting, & Auditing Clerks 528 567 38 7 $16.94

41-2021 Counter & Rental Clerks 160 183 23 5 $11.93

43-3021 Billing & Posting Clerks 139 179 39 5 $16.31

43-5061 Production, Planning, & Expediting Clerks 157 189 31 5 $20.05


443 528 85 4 $25.30

43-3051 Payroll & Timekeeping Clerks 71 80 9 2 $18.75

43-4151 Order Clerks 57 62 5 2 $16.77


37

CIP SOC Code

SOC Title 2016 Jobs

2026 Jobs

Job Change


Median Hourly Wage

43-5032 Dispatchers, Except Police, Fire, & Ambulance 83 92 9 2 $16.02

43-3061 Procurement Clerks 28 30 3 1 $17.13

43-4071 File Clerks 47 53 6 1 $14.29

43-6011 Executive Secretaries & Executive Administrative Assistants

202 223 21 1 $24.37

43-9021 Data Entry Keyers 62 68 6 1 $13.19

43-9041 Insurance Claims & Policy Processing Clerks 44 52 8 1 $16.88

43-4021 Correspondence Clerks 0 0 0 0 $14.10

43-4141 New Accounts Clerks 23 23 (0) 0 $15.47

43-9022 Word Processors & Typists 12 12 0 0 $14.69

43-9051 Mail Clerks & Mail Machine Operators, Except Postal Service

15 14 (1) 0 $13.14

Child

Develo

pm

ent

CIP

19.0

706

39-9011 Childcare Workers 523 653 130 16 $9.19

25-9041 Teacher Assistants 387 462 75 9 $10.52

25-2011 Preschool Teachers, Except Special Education 252 337 85 5 $11.57

21-1093 Social & Human Service Assistants 62 73 11 1 $14.37

25-2012 Kindergarten Teachers, Except Special Education

84 91 7 1 $25.75


698 748 50 1 $27.08

11-9031 Education Administrators, Preschool & Childcare Center/Program

27 36 9 0 $20.03

11-9032 Education Administrators, Elementary & Secondary School

106 114 8 0 $37.98

19-3031 Clinical, Counseling, & School Psychologists 33 38 5 0 $31.97

21-1021 Child, Family, & School Social Workers 110 121 11 0 $17.88

25-2051 Special Education Teachers, Preschool 7 9 2 0 $28.44

25-2052 Special Education Teachers, Kindergarten & Elementary School

44 51 7 0 $27.95

25-9021 Farm & Home Management Advisors 1 1 0 0 $22.02

25-9031 Instructional Coordinators 54 61 7 0 $30.82

* The highlighted occupations are considered well-performing in the region in the targeted program demand gap analysis described in the second section of Chapter 3. Numbers may not sum due to rounding. Average annual job openings have been adjusted for a certificate level of education. Due to insufficient data, the median hourly wage is aggregated across all educational levels.


Table 3.4 shows the same information presented in Table 3.2, except it groups job openings, program

completers, and gaps or surpluses into BC’s meta-majors. When the results are shown in this way, the

gaps and surpluses have different values than the analysis at the six-digit CIP code level, which may

prove more valuable in programming decisions. Likewise, students completing a program may have

the education and training needed for employment in an occupation related to a different program

but same meta-major.

At the certificate level, there are seven BC meta-majors. As shown, two have significant gaps: Business

has a gap of 132, and Education has a gap of 34. These gap results highlight the importance of a

program expansion in Administrative Assistant & Secretarial Science, General, which is the only

program included in the Business meta-major at the certificate level. One meta-major has a significant


38

surplus: Chemical & Refining Industries. Although data indicate that the demand for jobs mapped to

the meta-major is low in southern Brazoria County, the Chemical Manufacturing industry is a top

employer with a high employment concentration in the region and Greater Houston Area. Thus, an

expansion of the meta-major would even be in the best interests of the college and its students.

Table 3.4: Supply and Demand for Certificate Level Programs at BC by Meta-Major

CIP Code

CIP Title Average

Annual Job Openings


Gap or Surplus

Median Hourly Wage

Business 139 7 132

52.0401 Administrative Assistant and Secretarial Science, General 139 7 132 $15.11

Education 36 2 34


19.0708 Child Care and Support Services Management 4 1 3 $11.12

Health Professions 32 9 23


22 1 21 $18.23

51.3901 Licensed Practical/Vocational Nurse Training 11 9 2 $35.22

Social and Behavior Sciences 36 26 10


STEM 4 9 (5)

11.0201 Computer Programming/Programmer, General 4 9 (5) $22.94

Mechanical and Construction Technologies 244 257 (13)


15.1301 Drafting and Design Technology/Technician, General 3 41 (38) $27.54

46.0302 Electrician 29 39 (9) $25.07

46.0502 Pipefitting/Pipefitter and Sprinkler Fitter 33 47 (14) $22.80

47.0201 Heating, Air Conditioning, Ventilation and Refrigeration Maintenance Technology/Technician

22 15 6 $19.94


48.0501 Machine Tool Technology/Machinist 58 62 (4) $19.16


Chemical and Refining Industries 39 124 (85)


15.0701 Occupational Safety and Health Technology/Technician 3 19 (16) $29.26


* The highlighted programs are considered well-performing in the region in the targeted program demand gap analysis described in the second section of Chapter 3. Numbers may not sum due to rounding. Average annual job openings have been adjusted for a certificate level of education. Due to insufficient data, the median hourly wage is aggregated across all educational levels.



39

3.4 Associate Degree Level Analysis

Figure 3.2: Significant Gaps for the Associate Degree Level Programs at BC


The program demand gap analysis at the associate degree level includes the BC programs at this

educational level not considered transfer-track. There are 15, when classified by the programs’ six-

digit CIP codes, and five programs have a significant gap (Figure 3.2).

The Administrative Assistant & Secretarial Science, General program has the largest gap, at 146,

followed by the Machine Tool Technology/Machinist and Welding Technology/Welder programs.

As stated in the previous section, the Administrative Assistant & Secretarial Science, General program

is considered well-performing in the targeted program demand gap analysis, as well as the Welding

Technology/Welder program. The Pipefitting/Pipefitter & Sprinkler Fitter program also has a

significant gap and is identified as well-performing in the targeted analysis. These well-performing

programs are highlighted in Table 3.5. Across all programs, the gaps and surpluses take annual

reported job openings at the associate degree level of education into account and adjust for other

programs that train for the same mapped occupations.

Seeing that the Administrative Assistant & Secretarial Science, General program was discussed in the

previous section, the analysis presented here will focus upon the significant gap in the Machine Tool

Technology/Machinist program. As shown, there are more than 20 occupations mapped to the

program, and most are various types of setters, operators, tenders. For those with an associate degree

level of education, there are 18 annual job openings, on average, for industrial machinery mechanics,

and 14 average annual job openings for maintenance & repair workers, general. For the former, the

median hourly wage rate is $22.39, and the rate is $15.37 for the maintenance & repair workers, general.

These two occupations account for 48% of the job openings in the program in the region, and

according to job data for 2016 and the information on resident regional workers, many of the other

occupations mapped to the program are not being filled by the region’s residents (see Table 2.3).

36

37

58

62

146

0 20 40 60 80 100 120 140 160 180


Machine Tool Technology/Machinist

Welding Technology/Welder

Child Development

Pipefitting/Pipefitter and Sprinkler Fitter

Demand Supply ------| Gap


40

Considering these occupational gaps and other job data, a program expansion would be in the best

interests of BC’s associate degree program completers looking to find employment in the region.11

This kind of step-by-step analysis can be applied to the other programs with a significant gap. As

stated previously, occupational gaps above five are considered noteworthy, as well as gaps around

occupations with high wages (see Appendix 7). If the occupational forecasts around a certain gap are

not positive, the gap may not be worth further consideration. Keep in mind that there could be other

sources of skilled workers filling the gaps, such as unemployed workers or workers from outside the

region. For a complete list of job projections see Appendix 5, and see Appendix 6 for unemployment

information by industry and occupation.

Table 3.5: Supply and Demand for Associate Degree Level Programs at BC

CIP Code

CIP Title Average

Annual Job Openings


Gap or Surplus

Median Hourly Wage


48.0501 Machine Tool Technology/Machinist 65 3 62 $19.16



46.0502 Pipefitting/Pipefitter and Sprinkler Fitter 36 0 36 $22.80

46.0302 Electrician 34 5 29 $25.07


26 0 26 $18.23



24 1 23 $19.94


13.1210 Early Childhood Education and Teaching 10 1 9 $16.58





* The highlighted programs are mapped to the well-performing programs in the region in the targeted program demand gap analysis described in the second section of Chapter 3. Numbers may not sum due to rounding. Annual completers represent an average across the past three years. Due to insufficient data, the median hourly wage is aggregated across all educational levels.


While the gaps are important for building or expanding BC’s programs, the surpluses are equally

important. At the associate degree level, no BC programs have a significant surplus below the 30 job

level of significance. The Instrumentation Technology/Technician program has the largest, with a

11 Further research must be conducted before making a final determination, such as top employer identification within the

region; business surveys to verify the data; resume and job postings analysis to determine trending skills for individuals

with similar educations; industry recommendations on curriculum development; and analysis of the strengths, weaknesses,

and capacities of similar programs at other educational institutions in the Greater Houston Area. Emsi is available to

conduct this research; see your Emsi contact for details.


41

surplus of 22, followed by the Chemical Technology/Technician program, with a surplus of 19.

However, the two surpluses are within normal labor market fluctuations.

Table 3.6: Occupations Related to Significant Gap Programs at the Associate Degree Level at BC

CIP SOC Code

SOC Title 2016 Jobs

2026 Jobs

Job Change


Median Hourly Wage

Adm

inis

trative A

ssis

tant and S

ecre

taria

l S

cie

nce, G

enera

l

(CIP

52.0

401)

43-5081 Stock Clerks and Order Fillers 689 826 138 34 $11.64

43-4051 Customer Service Representatives 732 885 153 26 $14.03

43-6014 Secretaries and Administrative Assistants, Except Legal, Medical, and Executive

835 981 145 19 $14.78


43-4171 Receptionists and Information Clerks 220 278 58 11 $12.26

43-3031 Bookkeeping, Accounting, and Auditing Clerks 528 567 38 8 $16.94

43-5071 Shipping, Receiving, and Traffic Clerks 254 284 30 8 $13.26

41-2021 Counter and Rental Clerks 160 183 23 6 $11.93

43-3021 Billing and Posting Clerks 139 179 39 6 $16.31

43-5061 Production, Planning, and Expediting Clerks 157 189 31 5 $20.05

43-1011 First-Line Supervisors of Office and Administrative Support Workers

443 528 85 4 $25.30

43-5032 Dispatchers, Except Police, Fire, and Ambulance 83 92 9 3 $16.02

43-3051 Payroll and Timekeeping Clerks 71 80 9 2 $18.75

43-4151 Order Clerks 57 62 5 2 $16.77

43-3061 Procurement Clerks 28 30 3 1 $17.13

43-4071 File Clerks 47 53 6 1 $14.29

43-6011 Executive Secretaries and Executive Administrative Assistants

202 223 21 1 $24.37

43-9021 Data Entry Keyers 62 68 6 1 $13.19

43-9041 Insurance Claims and Policy Processing Clerks 44 52 8 1 $16.88

43-4021 Correspondence Clerks 0 0 0 0 $14.10

43-4141 New Accounts Clerks 23 23 (0) 0 $15.47

43-9022 Word Processors and Typists 12 12 0 0 $14.69

43-9051 Mail Clerks and Mail Machine Operators, Except Postal Service

15 14 (1) 0 $13.14

Ma

chin

e T

ool T

echnolo

gy/M

achin

ist

(CIP

48.0

501)

49-9041 Industrial Machinery Mechanics 294 394 100 18 $22.39

49-9071 Maintenance and Repair Workers, General 573 675 102 14 $15.37

51-4041 Machinists 180 219 40 9 $17.99

49-9098 Helpers--Installation, Maintenance, and Repair Workers

118 142 24 5 $12.13

49-9044 Millwrights 70 92 23 4 $22.68

49-1011 First-Line Supervisors of Mechanics, Installers, and Repairers

214 252 38 3 $28.95

49-9043 Maintenance Workers, Machinery 81 96 15 3 $19.87

51-4011 Computer-Controlled Machine Tool Operators, Metal and Plastic

43 57 14 3 $17.23

17-3029 Engineering Technicians, Except Drafters, All Other

42 49 7 1 $26.04

49-2094 Electrical and Electronics Repairers, Commercial and Industrial Equipment

56 64 8 1 $23.90

51-4031 Cutting, Punching, and Press Machine Setters, Operators, and Tenders, Metal and Plastic

47 50 3 1 $13.36


42

CIP SOC Code

SOC Title 2016 Jobs

2026 Jobs

Job Change


Median Hourly Wage

51-4033 Grinding, Lapping, Polishing, and Buffing Machine Tool Setters, Operators, and Tenders, Metal and Plastic

14 14 0 1 $14.67

51-4034 Lathe and Turning Machine Tool Setters, Operators, and Tenders, Metal and Plastic

23 23 0 1 $14.33

51-4081 Multiple Machine Tool Setters, Operators, and Tenders, Metal and Plastic

25 31 7 1 $15.02

17-3026 Industrial Engineering Technicians 16 19 3 0 $27.23

51-4021 Extruding and Drawing Machine Setters, Operators, and Tenders, Metal and Plastic

14 14 0 0 $13.68

51-4022 Forging Machine Setters, Operators, and Tenders, Metal and Plastic

4 5 1 0 $16.78

51-4023 Rolling Machine Setters, Operators, and Tenders, Metal and Plastic

2 3 1 0 $14.94

51-4032 Drilling and Boring Machine Tool Setters, Operators, and Tenders, Metal and Plastic

6 7 1 0 $14.00

51-4035 Milling and Planing Machine Setters, Operators, and Tenders, Metal and Plastic

9 9 (1) 0 $18.72

51-4191 Heat Treating Equipment Setters, Operators, and Tenders, Metal and Plastic

7 7 (0) 0 $15.39

51-4192 Layout Workers, Metal and Plastic 2 3 0 0 $19.11

Weld

ing T

echnolo

gy/W

eld

er

(CIP

48.0

508)

51-4121 Welders, Cutters, Solderers, and Brazers 437 546 109 25 $18.84

47-2152 Plumbers, Pipefitters, and Steamfitters 561 733 173 8 $21.06

47-2221 Structural Iron and Steel Workers 139 183 44 7 $17.18

47-1011 First-Line Supervisors of Construction Trades and Extraction Workers

976 1,233 256 6 $27.60

49-9071 Maintenance and Repair Workers, General 573 675 102 6 $15.37

47-2171 Reinforcing Iron and Rebar Workers 67 97 30 4 $15.42

47-2211 Sheet Metal Workers 90 114 24 3 $16.81

51-4122 Welding, Soldering, and Brazing Machine Setters, Operators, and Tenders

16 18 2 1 $19.52

Child

Develo

pm

ent

(CIP

19.0

706)

39-9011 Childcare Workers 523 653 130 18 $9.19

25-9041 Teacher Assistants 387 462 75 11 $10.52

25-2011 Preschool Teachers, Except Special Education 252 337 85 6 $11.57

21-1093 Social and Human Service Assistants 62 73 11 1 $14.37

25-2012 Kindergarten Teachers, Except Special Education 84 91 7 1 $25.75


698 748 50 1 $27.08

11-9031 Education Administrators, Preschool and Childcare Center/Program

27 36 9 0 $20.03

11-9032 Education Administrators, Elementary and Secondary School

106 114 8 0 $37.98

19-3031 Clinical, Counseling, and School Psychologists 33 38 5 0 $31.97

21-1021 Child, Family, and School Social Workers 110 121 11 0 $17.88

25-2051 Special Education Teachers, Preschool 7 9 2 0 $28.44

25-2052 Special Education Teachers, Kindergarten and Elementary School

44 51 7 0 $27.95

25-9021 Farm and Home Management Advisors 1 1 0 0 $22.02

25-9031 Instructional Coordinators 54 61 7 0 $30.82

Pip

efitt

i

ng/P

ipe

fitter

and

Sprin

kl

er

Fitte

r (C

IP

46.0

50

2)

47-2152 Plumbers, Pipefitters, and Steamfitters 561 733 173 13 $21.06

47-1011 First-Line Supervisors of Construction Trades and Extraction Workers

976 1,233 256 11 $27.60


43

CIP SOC Code

SOC Title 2016 Jobs

2026 Jobs

Job Change


Median Hourly Wage

47-3015 Helpers--Pipelayers, Plumbers, Pipefitters, and Steamfitters

184 236 52 8 $13.71

47-2151 Pipelayers 108 156 48 5 $14.21

* The highlighted occupations are considered well-performing in the region in the targeted program demand gap analysis described in the second section of Chapter 3. Numbers may not sum due to rounding. Average annual job openings have been adjusted for an associate degree level of education. Due to insufficient data, the median hourly wage is aggregated across all educational levels.


Table 3.7 shows the same information as Table 3.5, except the results are grouped into BC’s five

associate degree level meta-majors: Business, Chemical & Refining Industries, Education, Health

Professions, and Mechanical & Construction Technologies. Three meta-majors have a significant gap,

and one has a significant surplus. The Mechanical & Construction Technologies meta-major has a gap

of 248, Business has a gap of 132, and Education has a gap of 34, as shown in the table. These associate

degree level gap results highlight the need for a program expansion in the Mechanical & Construction

Technologies meta-major, given the industries and jobs in the region. The Chemical & Refining

Industries meta-major has a significant surplus, with a surplus of 47, but as stated in the previous

section, this meta-major is also worth a program expansion because of the importance of the Chemical

Manufacturing industry in the region and Greater Houston Area.

Table 3.7: Supply and Demand for Associate Degree Level Programs at BC by Meta-Major

CIP Code

CIP Title Average

Annual Job Openings


Gap or Surplus

Median Hourly Wage

Mechanical and Construction Technologies 273 25 248

48.0501 Machine Tool Technology/Machinist 65 3 62 $19.16


46.0502 Pipefitting/Pipefitter and Sprinkler Fitter 36 0 36 $22.80

46.0302 Electrician 34 5 29 $25.07



24 1 23 $19.94



Business 160 15 146


Education 49 4 46


13.1210 Early Childhood Education and Teaching 10 1 9 $16.58



26 0 26 $18.23

Chemical and Refining Industries 46 93 (47)




44

CIP Code

CIP Title Average

Annual Job Openings


Gap or Surplus

Median Hourly Wage




3.5 Transfer-Track Associate and Bachelor’s Degree Level Analysis

Figure 3.3: Significant Gaps for Transfer-Track Associate and Bachelor’s Degree Level Programs at BC

* Business Administration & Management, General is a bachelor’s degree level program. The other program is a transfer-track associate degree level program evaluated at the bachelor’s degree level.


The analysis in this section evaluates BC’s five transfer-track associate degree level programs and BC’s

two bachelor’s degree level programs. The associate degree level programs are designed so that

completers can readily transfer to a four-year institution in the Greater Houston Area or the state of

Texas. In this section, the associate degree level programs are evaluated with the idea that program

completers, once they have obtained a bachelor’s degree at BC or at another postsecondary

educational institution, are finding jobs that typically require a bachelor’s degree level of education. In

other words, seven BC programs, five of which are offered by the college at the associate degree level

(but designed for transfer), are evaluated at the bachelor’s degree level. The two bachelor’s degree

level programs are Business Administration & Management, General and Health Science

Management. For the latter, completers are awarded a Bachelor of Applied Technology in Health

Services Management and prepared for entry to mid-level management positions in a health care or

medical facility.12

Two programs have a significant gap, as shown in Figure 3.3, and Table 3.8 shows the results of the

analysis with the program gaps and surpluses. The Business Administration & Management, General

program has the largest gap, with a gap of 102, but seeing that the program was discussed in a previous

section, the analysis here will focus on the Criminal Justice/Police Science program, also identified as

a well-performing program. As stated previously, the gap takes annual reported openings at the

12 Information provided by BC.

60

102

0 20 40 60 80 100 120 140

Business Administration and Management, General*

Criminal Justice/Police Science

Demand Supply Gap


45

bachelor’s degree level of education into account and adjusts for other programs that train for

occupations mapped to the Criminal Justice/Police Science program.

There are 19 occupations mapped to the program, two with decent wage rates and large numbers of

annual job openings (Table 3.9). These occupations are police & sheriff’s patrol officers, with 23

average annual job openings and a median hourly wage rate of $27.09, and correctional officers &

jailers, with 19 average annual job openings and a median hourly wage rate of $16.96. Note that wage

rates are aggregated across all levels of education, due to insufficient data, and represent regional level

employment information. Nonetheless, these wages are well above Texas’s state minimum wage of

$7.25 per hour and substantial considering a bachelor’s degree level of education.13 A program

expansion looks to be in the best interest of program completers seeking employment within the

region, especially if the program’s curriculum is tailored to the Local Government industry, as

discussed in the second section of Chapter 2.14

This kind of step-by-step analysis, which looks at occupational gaps and annual job openings, can be

applied to the other significant program gap in Table 3.9. As stated previously, occupational gaps

above five are considered noteworthy, as well as gaps around occupations with high wages (see

Appendix 7). If the occupational forecasts around a certain gap are not positive, the gap may not be

worth further consideration. Tthere could be other sources of skilled workers filling the gaps, such as

unemployed workers or workers from outside the region. For a complete list of job projections see

Appendix 5, and see Appendix 6 for unemployment information by industry and occupation.

Table 3.8: Supply and Demand for Transfer-Track Associate and Bachelor’s Degree Level Programs at BC†

CIP Code

CIP Title Average

Annual Job Openings


Gap or Surplus

Median Hourly Wage

52.0201* Business Administration & Management, General 133 31 102 $30.52


13.1203 Junior High/Intermediate/Middle School Education & Teaching

10 3 6 $28.63


51.3801 Registered Nursing/Registered Nurse 32 30 2 $38.35

13.1205 Secondary Education & Teaching 4 3 1 $29.45

51.0701* Health/Health Care Administration/Management 5 4 1 $23.20

* These programs are bachelor’s degree level programs. All other programs are transfer-track associate degree level programs evaluated at the bachelor’s degree level. † The highlighted programs are mapped to the well-performing programs in the region in the targeted program demand gap analysis described in the second section of Chapter 3. Numbers may not sum due to rounding. Annual completers represent an average across the past three years. Due to insufficient data, the median hourly wage is aggregated across all educational levels. Source: Emsi gap model.

13 Texas’s minimum wage rate is the same as the federal wage of $7.25 per hour. Source: U.S. Department of Labor. 14 Further research must be conducted before making a final determination. Emsi is available to conduct this research; see

your Emsi contact for details.


46

While the gaps are important to keep in mind for building or expanding programs, the surpluses are

equally important to ensure the college is training students with skills the region workforce requires.

There are no BC programs with a significant surplus, as shown in Table 3.5. The Instrumentation

Technology/Technician program has the largest surplus of 21, which is within normal market

fluctuations.

Table 3.9: Occupations Related to Significant Gap Programs at the Transfer-Track Associate and Bachelor’s Degree Level at BC

CIP Code

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Job Change


Median Hourly Wage

Busin

ess A

dm

inis

tratio

n &

Ma

nagem

ent, G

enera

l

(CIP

52.0

201)

11-1021 General & Operations Managers 786 955 169 33 $52.61


43-6013 Medical Secretaries 313 409 96 11 $13.77


443 528 85 9 $25.30

13-1051 Cost Estimators 212 277 65 8 $29.14

11-2022 Sales Managers 80 96 16 3 $54.99

11-3011 Administrative Services Managers 86 104 18 3 $43.31

11-3051 Industrial Production Managers 75 85 10 3 $49.28

11-9199 Managers, All Other 232 276 44 3 $28.04

13-1111 Management Analysts 122 145 23 3 $39.64

13-1161 Market Research Analysts & Marketing Specialists 72 97 25 3 $26.67


202 223 21 3 $24.37

11-3071 Transportation, Storage, & Distribution Managers 42 49 6 2 $40.24

13-1199 Business Operations Specialists, All Other 238 284 46 2 $34.83

19-4099 Life, Physical, & Social Science Technicians, All Other

41 48 8 2 $17.02

27-3031 Public Relations Specialists 65 76 12 2 $23.33

11-3061 Purchasing Managers 24 28 3 1 $60.52

11-3121 Human Resources Managers 33 39 6 1 $52.26

11-9111 Medical & Health Services Managers 71 94 23 1 $45.41

11-1011 Chief Executives 57 66 9 1 $73.54

13-1075 Labor Relations Specialists 16 18 2 1 $29.39

13-1081 Logisticians 54 59 6 1 $35.82

13-2051 Financial Analysts 56 68 12 1 $36.61

15-1199 Computer Occupations, All Other 25 29 4 1 $37.74

15-2031 Operations Research Analysts 15 20 5 1 $35.92

21-1022 Healthcare Social Workers 39 52 13 1 $27.85

21-1091 Health Educators 17 21 5 1 $22.05

21-1094 Community Health Workers 22 26 4 1 $16.91

43-4061 Eligibility Interviewers, Government Programs 59 65 6 1 $14.15

11-1031 Legislators 7 8 1 0 $9.72

13-1011 Agents & Business Managers of Artists, Performers, & Athletes

2 2 (0) 0 $19.07

13-2099 Financial Specialists, All Other 22 26 4 0 $31.23


47

CIP Code

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Job Change


Median Hourly Wage

Crim

inal Justice/P

olic

e S

cie

nce

CIP

43.0

107

33-3051 Police & Sheriff's Patrol Officers 575 618 43 23 $27.09


33-9032 Security Guards 190 199 9 5 $11.18

11-9199 Managers, All Other 232 276 44 3 $28.04


134 147 13 3 $18.39

13-1199 Business Operations Specialists, All Other 238 284 46 2 $34.83

21-1021 Child, Family, & School Social Workers 110 121 11 2 $17.88

33-3021 Detectives & Criminal Investigators 65 71 5 2 $30.78

13-1041 Compliance Officers 102 116 14 1 $34.99

33-1011 First-Line Supervisors of Correctional Officers 34 37 3 1 $17.81

33-1012 First-Line Supervisors of Police & Detectives 16 19 3 1 $40.48

43-5031 Police, Fire, & Ambulance Dispatchers 45 45 0 1 $15.41

11-9161 Emergency Management Directors 3 3 0 0 $34.73

13-2099 Financial Specialists, All Other 22 26 4 0 $31.23

15-1122 Information Security Analysts 13 17 4 0 $41.01

33-2021 Fire Inspectors & Investigators 7 8 1 0 $29.17

33-3011 Bailiffs 4 4 1 0 $16.65

33-3052 Transit & Railroad Police 10 11 0 0 $24.49

33-9021 Private Detectives & Investigators 6 5 (1) 0 $22.46

* The highlighted occupations are considered well-performing in the region in the targeted program demand gap analysis described in the second section of Chapter 3. Numbers may not sum due to rounding. Average annual job openings have been adjusted for an associate degree level of education. Due to insufficient data, the median hourly wage is aggregated across all educational levels.


Table 3.10 shows the same information as Table 3.8, except the results are grouped into five meta-

majors: Business, Education, Health Professions, Social & Behavior Sciences, and STEM. Two meta-

majors have a significant gap, and none have a significant surplus. The Business meta-major has a gap

of 103, and Social & Behavior Sciences has a gap of 60, as shown in the table. These bachelor’s degree

level gap and surplus results are similar to the results of the analysis at the six-digit CIP code level due

to the combination of programs or lack thereof.

Table 3.10: Supply and Demand for Transfer-Track Associate and Bachelor’s Degree Level Programs at BC by Meta-Major

CIP Code

CIP Title Average

Annual Job Openings


Gap or Surplus

Median Hourly Wage

Business 138 35 103

52.0201 Business Administration and Management, General 133 31 102 $30.52

51.0701 Health/Health Care Administration/Management 5 4 1 $23.20

Social and Behavior Sciences 65 5 60


Education 14 6 8

13.1205 Secondary Education and Teaching 4 3 1 $29.45


48

CIP Code

CIP Title Average

Annual Job Openings


Gap or Surplus

Median Hourly Wage

13.1203 Junior High/Intermediate/Middle School Education and Teaching

10 3 6 $28.63

STEM 8 3 5



51.3801 Registered Nursing/Registered Nurse 32 30 2 $38.35



3.4 Non-Credit Course Analysis

The results that appear in this section present a focused view of the non-credit courses projected to

have a gap or surplus in southern Brazoria County. The methodology and interpretation for non-

credit courses differs somewhat from the certificate and associate degree analyses.

Emsi worked with BC to create a crosswalk between the non-credit courses and the types of

occupations the course completers are likely to enter. The full list of non-credit courses available and

their completions from 2014 through 2016 was provided by BC (Table 3.7). In general, non-credit

courses can be designed for self-enrichment rather than higher education and the development of

employable skills. However, BC confirmed that the non-credit courses they offer are designed with

workforce skills in mind. With the customized course-to-occupation mapping, the non-credit courses

were analyzed using the program demand gap analysis methods, detailed in Appendix 4.

Table 3.11: Supply and Demand for Non-Credit Courses at BC*

CIP Code CIP Title 2014 2015 2016 3-Year

Average

51.0601 Dental Assistant 10 17 5 11

51.0710 Medical Insurance Coding & Billing 0 7 6 4

51.0801 Medical Assistant 28 36 23 29

51.0805 Pharmacy Technician 14 4 8 9

51.0806 Physical Therapy Aide 0 0 1 0

51.0808 Veterinary Assistant 4 0 0 1

51.0902 EKG Technician 8 0 0 3

51.1009 Phlebotomist 14 6 19 13

51.2603 Medication Aide 8 0 0 3

51.3501 Massage Therapy 7 11 8 9

51.3902 Certified Nurse Aide 31 8 0 13

* Course titles in the table correspond with CIP code titles, and as such may not match directly to BC course titles.

Source: BC and Emsi.

Several caveats must be kept in mind when interpreting the results of the non-credit program analysis.

First, many of the students that take non-credit courses take more than one course over an academic

year since these courses tend to be much shorter than credit courses. This means that the completions


49

data for the non-credit courses contains duplication, which inflates the number of completers and

may cause the non-credit courses to appear to have a large surplus.

Second, the completions fluctuate quite drastically for several of the courses over the years. Emsi uses

a three-year average in the program demand gap analysis to normalize the fluctuations, but it must be

recognized these fluctuations in completions could cause a gap or surplus to vary between years.

Third, completers of non-credit courses may already be employed (i.e., their employer requires

continuing education to keep certain licenses up-to-date). It is up to the college to determine whether

a course has a gap or surplus that is worth taking action to correct, based on a variety of sources of

information beyond the scope of this report.

Fourth, it is important to contrast the results of the credit program analysis with those of the non-

credit course analysis. One program in particular is offered both as a credit program and non-credit

course: Medical Insurance Coding & Billing. At the bachelor’s degree level, the non-credit course is

referred to by its formal CIP title, Health Science Management. While the course-to-occupation

crosswalk is unique for the non-credit course, there are still several shared occupations between

completers of the credit program and non-credit course. In these instances, completers of both the

credit program and non-credit course compete for the same job openings. For example, just under

50% of the people working as medical records & health information technicians have a high school

diploma or equivalent and about another 20% have some college education with no degree or an

associate degree level of education. Completers of both the bachelor’s degree level program and the

non-credit course could compete for the same annual job openings, more so if someone currently

employed as a business administrator in a hospital completed such a course at BC, because the credit

program and the non-credit course sufficiently train completers. Therefore, it is important to compare

the results of the credit program demand gap analysis with the supply of completers from the non-

credit courses offered in the same fields.

Finally, there may be other institutions or organizations in the region, on-line colleges in particular,

that offer non-credit courses not analyzed in this report. The gaps and surpluses shown assume there

are no other non-credit courses offered in the region. Figure 3.4 illustrates the non-credit course

workforce gaps.

Figure 3.4: Gaps for the Non-Credit Courses at BC


BC offers 11 non-credit courses, all related to healthcare and considered Healthcare Professions meta-

majors, and none have a significant gap or surplus above or below the 30 job level of significance,

19

4

0 5 10 15 20 25 30 35

Nursing Assistant/Aide and Patient Care Assistant/Aide

Medication Aide

Demand Supply Gap


50

respectively, as shown in Table 3.8. Note that all the staffing pattern of this industry was presented in

the second section of Chapter 2. Figure 3.4 shows the two BC non-credit courses with a gap. There

are two: Nursing Assistant/Aide & Patient Care Assistant/Aide, with a gap of 19, and Medication

Aide, with a gap of four. In addition, there are no BC programs with a significant surplus. The

Medical/Clinical Assistant program has the largest, with a surplus of 24, but it too can be considered

as within normal market fluctuations. The gaps and surpluses take annual reported job openings into

account and adjust for those completing a similar non-credit course or credit program at BC. Again,

data are not publicly available for non-credit courses from other regional institutions and

organizations, therefore only BC non-credit courses are accounted for in this section.

Seeing that there are no non-credit courses with a significant gap or surplus, the analysis continues

with an emphasis on the non-credit courses with the largest gap and surplus. As shown in Table 3.9,

for the Nursing Assistant/Aide & Patient Care Assistant/Aide non-credit course, the largest

occupational gaps are for personal care aides and nursing assistants, occupations with median hourly

wage rates of $9.68 and $11.33, respectively. Between the two, nursing assistants earn slightly more,

but both occupations are expected to add jobs over the next 10 years. In fact, all the occupations

related to the non-credit course are expected to add more jobs in the region. Nonetheless, even an

expected regional decline in jobs may not look unfavorable, considering the region’s proximity to the

Greater Houston Area. The non-credit course is one BC should consider expanding.15

BC should also consider expanding the Medical/Clinical Assistant non-credit course. Unlike the

Nursing Assistant/Aide & Patient Care Assistant/Aide non-credit course, this course focuses on the

administrative duties within the healthcare industry. As such, the occupations related to the non-credit

course include medical records & health information technicians, medical secretaries, and medical

transcriptionists. In the region, the greatest number of jobs, over 300, are for medical secretaries, but

all three occupations have relatively few job openings available to those who have only completed a

non-credit course. As stated previously, considering the region’s proximity to the Greater Houston

Area and the job opportunities and staffing patterns of the region’s healthcare industry, there appears

to be enough evidence to support a non-credit course expansion.

15 Further research must be conducted before making a final determination, such as top employer identification within the

county; business surveys to verify the data; resume and job postings analysis to determine trending skills for individuals

with similar educations; industry recommendations on curriculum development; and analysis of the strengths, weaknesses,

and capacities of similar programs at other county higher education institutions. Emsi is available to conduct this research;

see your Emsi contact for details.


51

Table 3.12: Supply and Demand for Non-Credit Courses at BC*

CIP Code

CIP Title Average

Annual Job Openings


Gap or Surplus

Median Hourly Wage

51.3902 Nursing Assistant/Aide & Patient Care Assistant/Aide 32 13 19 $10.54

51.2603 Medication Aide 7 3 4 $10.54

51.0808 Veterinary/Animal Health Technology/Technician & Veterinary Assistant

1 1 (0) $12.53

51.0806 Physical Therapy Technician/Assistant 0 0 (0) $24.15

51.0902 Electrocardiograph Technology/Technician 2 3 (1) $13.24

51.0710 Medical Office Assistant/Specialist 0 4 (4) $14.35

51.0805 Pharmacy Technician/Assistant 4 9 (4) $16.13

51.1009 Phlebotomy Technician/Phlebotomist 8 13 (5) $12.51

51.3501 Massage Therapy/Therapeutic Massage 1 9 (8) $14.17

51.0601 Dental Assisting/Assistant 0 11 (11) $20.24

51.0801 Medical/Clinical Assistant 5 29 (24) $14.35

* The highlighted non-credit courses are mapped to the well-performing programs in the region in the targeted program demand gap analysis described in the second section of Chapter 3. Numbers may not sum due to rounding. Annual completers represent an average across the past three years. Due to insufficient data, the median hourly wage is aggregated across all educational levels.


Table 3.13: Occupations Related to the Nursing Assistant/Aide & Patient Care Assistant/Aide and Medical/Clinical Assistant Non-Credit Courses at BC

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Job Change


Median Hourly Wage

Nursing Assistant/Aide & Patient Care Assistant/Aide (CIP 51.3902)

39-9021 Personal Care Aides 522 667 145 13 $9.68

31-1014 Nursing Assistants 380 466 86 11 $11.33

31-1011 Home Health Aides 128 195 67 7 $9.98

31-1015 Orderlies 21 25 3 1 $10.75

31-9099 Healthcare Support Workers, All Other 16 20 5 1 $19.57

31-1013 Psychiatric Aides 17 20 3 0 $10.55

Medical/Clinical Assistant (CIP 51.080)

43-6013 Medical Secretaries 313 409 96 4 $13.77

29-2071 Medical Records & Health Information Technicians 49 65 16 1 $16.77

31-9094 Medical Transcriptionists 6 8 1 0 $17.36

Numbers may not sum due to rounding. Average annual job openings have been adjusted for a certificate level of education. Due to insufficient data, the median hourly wage is aggregated across all educational levels.


3.5 Liberal Arts and General Studies Students

A number of students attend BC with the intention of transferring to a four-year institution to receive

a bachelor’s degree. In a previous section, for the purpose of this analysis, most of BC’s subject-

specific transfer-track associate degree level programs were evaluated at the bachelor’s degree level.

This section focuses on the students who complete an Associate of Arts degree in General Studies.


52

Over the past four years, an average of 178 students have completed such a degree at the associate

degree level, which composes 27% of the college’s annual production of certificates and degrees. Once

these students leave BC, their educational and career track is difficult to predict. They could attend a

four-year college or university in the Greater Houston Area, in Texas, or outside the state. They could

study any number of different subjects that will ultimately determine their future career. What can be

shown is that over the next 10 years, jobs that require a bachelor’s degree are projected to be in high

demand. In any given year between 2016 and 2026, 351 jobs in the region will require a bachelor’s

degree and 1,641 will require a bachelor’s degree or less, availing these students of 91% of all regional

job openings.

3.6 Summary

At BC, 10 programs, none offered as non-credit courses, are well-performing in the region’s labor

market and related to the Chemical Manufacturing, Construction of Buildings, General Merchandise

Stores, Heavy & Civil Engineering Construction, Local Government, Repair & Maintenance, Specialty

Trade Contractors, and Ambulatory Health Care Services industries. Six of the well-performing

programs are offered at multiple award levels, three are only offered at the associate degree level, and

one is only offered at the bachelor’s degree level, Business Administration & Management, General.

Across all well-performing programs, results show that those related to trades (CIPs 15, 46, 48) make

up a large portion of the table, and no programs related to computer science (CIP 11) are identified

in the targeted analysis, which considers the region’s current and projected economic performance.

In the general program demand gap analysis across all of BC’s program offerings, nine programs have

a significant gap of 30 or more, considering southern Brazoria County’s workforce demand. The two

programs with a significant gap at the certificate level also have a significant gap at the associate degree

level. They are Administrative Assistant & Secretarial Science, General, which is identified as well-

performing in the region, and Child Development. At the associate degree level, which considers non-

transfer-track programs, five programs have a significant gap. Notably, the Welding

Technology/Welder and Pipefitting/Pipefitter & Sprinkler Fitter programs have significant gaps and

are identified as well-performing. The bachelor’s degree level analysis includes five transfer-track

associate degree programs, as well as BC’s two bachelor’s degree level programs. Two of these

programs have a significant gap: Business Administration & Management, General (gap of 102;

median hourly wage $30.52) and Criminal Justice/Police Science (gap of 60; median hourly wage

$24.04). Both are well-performing and should be considered for a program expansion.

The program demand gap analysis also analyzes BC’s non-credit courses and considers those with a

significant surplus of completers. BC offers 11 non-credit courses, and none have a significant gap

above the 30 job level of significance.

Two of BC’s programs have a significant surplus, both at the certificate level. The programs are

Chemical Technology/Technician, with a surplus of 65, and Drafting & Design

Technology/Technician, General, with a surplus of 38. It is likely that students completing certificates


53

in the surplus programs are finding jobs outside southern Brazoria County in the Greater Houston

Area.


54

4. Program Additions

Thus far, the analysis has centered around programs currently offered by BC and the occupations

mapped to them. This chapter looks at gaps in the labor market that exist within occupations that the

college does not currently train for and provides recommendations for program additions at the

certificate, associate degree, and bachelor’s degree levels. Please note that the recommendations are

based solely on the gap and whether or not the occupation looks promising, in terms of job growth,

hourly wages rates, and so on. In coordination with the results of the program demand gap analysis,

these are initial findings and should serve as a starting point for further research. BC will still need to

undergo steps before deciding whether or not these occupations would be a good fit for the programs

currently offered, the region the college serves, and the state of Texas. Future work could include

analyzing programs at regional levels, surveying local employers, analyzing skills and similar programs

offered elsewhere, calculating program specific economic impacts, and looking at capacity and capital

requirements for building these programs.

4.1 Additions at the Certificate Level

Table 4.1 contains a list of 20 programmatic areas of opportunity that could fill gaps in the labor

market by certificate level completers. These selected occupations present unmet annual job openings

within the region, and the typical level of education required for the occupations is a high school

diploma or equivalent, postsecondary non-degree award, or some college with no degree. The table

lists occupations by their detailed SOC code, and in many cases, a program can be designed to train

for multiple occupations. Once similar occupations are grouped into a new or existing program, the

actual gap may be larger. Therefore, occupations with relatively small gaps are included. Note that the

program demand gap analysis assesses BC’s supply of program completers to the region’s labor market

and does not consider a program’s enrollment capacity or the capital requirements for such a program

addition.

As shown, skilled trades and blue-collar occupations like drivers, equipment operators, and

supervisors appear to be undersupplied in southern Brazoria County. Across all occupations, wage

rates range between $10.78 for tellers to $30.56 for first-line supervisors of production & operating

workers. Most occupations require a certificate level of education or lower, but creating an associate

degree program may capture more of the region’s demand for these occupations and make completers

more competitive in the labor market.


55

Table 4.1: Programmatic Areas of Opportunity at the Certificate Level at BC

SOC Code

SOC Title Average

Annual Job Openings


Gap Median Hourly Wage

47-2031 Carpenters 26 0 26 $15.12

53-3032 Heavy & Tractor-Trailer Truck Drivers 24 0 24 $16.91


17 0 17 $16.75


15 0 15 $15.50

41-1011 First-Line Supervisors of Retail Sales Workers 12 0 12 $17.45

31-9092 Medical Assistants 9 0 9 $12.44

39-5012 Hairdressers, Hairstylists, & Cosmetologists 9 0 9 $11.37

51-9061 Inspectors, Testers, Sorters, Samplers, & Weighers 8 0 8 $19.20

51-1011 First-Line Supervisors of Production & Operating Workers

7 0 7 $30.56

51-9111 Packaging & Filling Machine Operators & Tenders 7 0 7 $11.88

53-3033 Light Truck or Delivery Services Drivers 7 0 7 $13.18

43-3071 Tellers 6 0 6 $10.78

41-4012 Sales Representatives, Wholesale & Manufacturing, Except Technical & Scientific Products

6 0 6 $26.47

51-2092 Team Assemblers 6 0 6 $13.83

41-3099 Sales Representatives, Services, All Other 6 0 6 $23.44

51-8093 Petroleum Pump System Operators, Refinery Operators, & Gaugers

6 0 6 $29.54

31-9091 Dental Assistants 5 0 5 $16.93

53-3031 Driver/Sales Workers 5 0 5 $11.34

49-9051 Electrical Power-Line Installers & Repairers 5 0 5 $30.30

49-3042 Mobile Heavy Equipment Mechanics, Except Engines 5 0 5 $21.73

Numbers may not sum due to rounding. Annual completers represent an average across the past three years. Due to insufficient data, wages are aggregated across all education levels.


4.2 Additions at the Associate Degree Level

Thirteen occupations have been identified as programmatic areas of opportunity at the associate

degree level (Table 4.2). These selected occupations present unmet annual job openings within the

region and typically require an associate degree level of education. As stated in the previous section,

the table lists occupations by their detailed SOC code, and in many cases, a program can be designed

to train for multiple occupations. Once similar occupations are grouped into a new or existing

program, the actual gap may be larger. Therefore, occupations with relatively small gaps are included.

Note that the program demand gap analysis assesses BC’s supply of program completers to the

region’s labor market and does not consider a program’s enrollment capacity or the capital

requirements for such a program addition.

As shown, technicians make up a majority of the occupations in the table: civil engineering technicians,

veterinary technologists & technicians, and geological & petroleum technicians. And, most of the

occupations related to the healthcare industry are offered at BC as non-credit courses. Across all

occupations, a variety of industries are represented, mainly healthcare but also engineering, and median


56

hourly wage rates range from $13.28 for veterinary technologists & technicians to $35.19 for dental

hygienists. The occupations typically require an associate’s degree level of education for entry level

positions, but creating a bachelor’s degree program may capture more of the region’s demand and

make program completers more competitive in the labor market.

Table 4.2: Programmatic Areas of Opportunity at the Associate Degree Level at BC

SOC Code

SOC Title Average

Annual Job Openings

Average Annual County

Completers Gap

Median Hourly Wage

17-3022 Civil Engineering Technicians 3 0 3 $19.39

29-2034 Radiologic Technologists 2 0 2 $25.57

29-2021 Dental Hygienists 2 0 2 $35.19

29-1126 Respiratory Therapists 1 0 1 $25.65

29-2056 Veterinary Technologists & Technicians 1 0 1 $13.28

23-2011 Paralegals & Legal Assistants 1 0 1 $24.20

29-2031 Cardiovascular Technologists & Technicians 1 0 1 $21.83

29-2012 Medical & Clinical Laboratory Technicians 1 0 1 $16.62

29-2032 Diagnostic Medical Sonographers 1 0 1 $31.63

19-4041 Geological & Petroleum Technicians 1 0 1 $30.29

31-2021 Physical Therapist Assistants 1 0 1 $30.51

19-4091 Environmental Science & Protection Technicians, Including Health

1 0 1 $17.68

51-9141 Semiconductor Processors 1 0 1 $18.21



4.3 Additions at the Transfer Track Associate and Bachelor’s Degree

Level

Fifteen occupations have been identified as programmatic areas of opportunity at the transfer track

associate and bachelor’s degree level (Table 4.3). These selected occupations present unmet annual

job openings within the region and typically require a bachelor’s degree level of education. As stated

previously, the table lists occupations by their detailed SOC code, and a program can be designed to

train for multiple occupations. Once similar occupations are grouped into a new or existing program,

the actual gap may be larger. Therefore, occupations with relatively small gaps are included. Note that

the program demand gap analysis assesses BC’s supply of program completers to the region’s labor

market and does not consider a program’s enrollment capacity or the capital requirements for such a

program addition.

As shown, there are a variety of industries represented in the selected occupations, from business to

computer science. Note the number of engineering-related occupations, which represent

opportunities to develop engineering transfer track programs. Across all occupations, median hourly

wage rates range from $24.92 for securities, commodities, & financial services sales agents, all other

to $72.97 for architectural & engineering managers.


57

Table 4.3: Programmatic Areas of Opportunity at the Transfer Track Associate and Bachelor’s Degree Level at BC

SOC Code

SOC Title Average

Annual Job Openings

Average Annual County

Completers Gap

Median Hourly Wage

13-2011 Accountants & Auditors 17 0 17 $32.80

17-2051 Civil Engineers 16 0 16 $44.22

17-2141 Mechanical Engineers 8 0 8 $41.92

13-1071 Human Resources Specialists 7 0 7 $26.50

17-2041 Chemical Engineers 6 0 6 $54.28

11-3031 Financial Managers 5 0 5 $59.23

17-2112 Industrial Engineers 4 0 4 $42.79

11-9041 Architectural & Engineering Managers 4 0 4 $72.97

15-1121 Computer Systems Analysts 5 2 4 $40.08

41-3031 Securities, Commodities, & Financial Services Sales Agents

3 0 3 $24.92

13-1151 Training & Development Specialists 3 0 3 $30.00

15-1142 Network & Computer Systems Administrators 3 0 3 $38.26

17-2071 Electrical Engineers 3 0 3 $44.89

17-2171 Petroleum Engineers 3 0 3 $66.81

17-2111 Health & Safety Engineers, Except Mining Safety Engineers & Inspectors

3 0 3 $45.15



4.4 Skills Evaluation for Existing Program Realignment

The occupations presented in this section are of interest to BC because they represent gaps in the

labor market. While the previous sections evaluate the occupations as areas around which new

programs can be formed, in many cases the college has existing programs that can be modified to train

for these occupations.

To evaluate how BC can modify its exisiting programs to train for some of the occupations presented

in this chapter, Emsi identifies the top knowledge, skills, and abilities (KSAs) shared by occupations

presented in this chapter and existing BC programs. KSAs are a component of the Occupational

Information Network (O*NET) classificiation system, which provides further detail regarding the

qualifications, skills, day-to-day aspects, and more for occupations.16 From these skills comparisons,

BC can more easily identify which programs may be expanded to train for the occupations presented

in this chapter with minimal realignment.

Table 4.4 presents the closest related BC program, if any, to each occupation, and the top shared

KSAs between the occupation and other occupations the program trains for. For program

modification purposes, we also present the top KSAs for each occupation that do not appear in the

top KSAs for the exisiting program. This does not mean that the program does not teach those KSAs;

16 For more information on the O*NET system and its componenets, see https://www.onetcenter.org/overview.html.


58

rather, it means that those KSAs are not the top focus of the exisiting program and that the program

can be modified to highlight those KSAs.

Some of the occupations presented in this chapter are already mapped to BC non-credit programs.

Their presence in the sections above are indicative that the program is worthy of consideration as a

credit program. Because they are already tied to to existing programs, they are not included in Table

4.4.

Table 4.4: Skills Shared by Occupations with Gaps and BC Existing Programs

Recommended New Occupation

Related existing BC program

Shared top KSAs

SOC Code SOC Title

Recommended new occupation top KSAs

not shared by existing program

11-3031 Financial Managers

52.0201 – Business Administration and

Management, General

Economics and accounting

Administration and management

Active learning

Critical thinking

Deductive reasoning

Monitoring

Judgement and decision making

11-9041 Architectural & Engineering Managers

n/a

13-1071 Human Resources Specialists


Management, General

Personnel and human resources

Customer and personal services


Clerical

Active listening

Deductive reasoning

n/a

13-1151 Training & Development Specialists


Management, General

Personnel and human resources

Education and training


Speaking

Deductive reasoning

Learning strategies

Instructing

13-2011 Accountants & Auditors


Management, General


Mathematics

Computers and electronics

Number facility

Mathematical reasoning

15-1121 Computer Systems Analysts

11.0201 – Computer Progamming/

Programmer, General



Critical thinking

Deductive reasoning

Quality control analysis

Systems evaluation

Inductive reasoning

15-1142 Network & Computer Systems Administrators

11.0201 – Computer Progamming/

Programmer, General


Telecommunications

Clerical

Critical thinking

Monitoring

Systems evaluation

Problem sensitivity

17-2041 Chemical Engineers

41.0301 – Chemical Technology/

Technician

Engineering and technology

Chemistry

Physics

Mathematics

Science

Operations analysis

Category flexibility


59



Shared top KSAs

SOC Code SOC Title



17-2051 Civil Engineers

15.1001 – Construction Engineering Technology/

Technician


Building and construction

Design


Critical thinking

Mathematics

Operations analysis

Active learning

Mathematical reasoning

Problem sensitivity

17-2071 Electrical Engineers n/a


15.0701 – Occupational Safety

and Health Technology/

Technician


Active listening

Active learning

Critical thinking

Monitoring

Inductive Reasoning

Problem Sensitivity

Deductive Reasoning


17-2112 Industrial Engineers n/a

17-2141 Mechanical Engineers n/a

17-2171 Petroleum Engineers n/a

17-3022 Civil Engineering Technicians


Technician



Design

Reading comprehension

Active listening

Speaking

Deductive reasoning

Mathematics

Complex problem solving

Writing

Visualization

19-4041 Geological & Petroleum Technicians

41.0301 – Chemical Technology/

Technician

Computers and Electronics

Chemistry

Mathematics

Reading Comprehension

Critical Thinking

Deductive reasoning

Geography

Monitoring


n/a

23-2011 Paralegals & Legal Assistants

n/a

29-1126 Respiratory Therapists n/a

29-2012 Medical & Clinical Laboratory Technicians

51.0801 – Medical/Clinical Assistant (non-

credit)

Biology


Science

Critical thinking

Active listening

Problem sensitivity

Information ordering

29-2032 Diagnostic Medical Sonographers

n/a

29-2034 Radiologic Technologists n/a


60



Shared top KSAs

SOC Code SOC Title





Management, General


Customer and personal service


Monitoring

Speaking

Critical Thinking

Food production

39-5012 Hairdressers, Hairstylists, & Cosmetologists

n/a



Management, General




Social perceptiveness

Monitoring

Speaking

Sales and marketing

Persuasion

n/a



Management, General



Mathematics

Critical thinking

Deductive reasoning

Speaking

Persuasion

Problem sensitivity

41-3099 Sales Representatives, Services, All Other


Management, General




Active listening

Speaking

Deductive reasoning

Clerical

41-4012

Sales Representatives, Wholesale & Manufacturing, Except Technical & Scientific Products


Management, General

Sales and marketing



Persuasion

Critical Thinking

Active Listening

Negotiaion

Clerical

43-3071 Tellers

52.0401 – Administrative Assistant and

Secretarial Science, General


Clerical


Mathematics

Sales and marketing

Active listening

Service orientation

n/a

47-2031 Carpenters n/a


61



Shared top KSAs

SOC Code SOC Title





Technician


Coordination

Monitoring

Mechanical

Public safety and security


Multilimb coordination

Equipment maintenance

Control precision

49-3042 Mobile Heavy Equipment Mechanics, Except Engines

47.0604 – Automobile/

Automotive Mechanics Technology

/Technician

Mechanical




Operation monitoring

Repairing

Troubleshooting

Equipment maintenance

Quality control analysis

Extent flexibility

Control precision

Visualization

Multilimb coordination

49-9051 Electrical Power-Line Installers & Repairers

46.0302 - Electrician

Mechanical

Mathematics


Critical thinking

Repairing

Monitoring

Troubleshooting

Judgment and decision making

Information ordering

Problem sensitivity

Multilimb coordinaiton



Management, General

Production and processing


Management of personnel resoures

Coordination

Deductive reasoning


Mechanical


51-2092 Team Assemblers n/a


n/a

51-9061 Inspectors, Testers, Sorters, Samplers, & Weighers

n/a

51-9111 Packaging & Filling Machine Operators & Tenders

n/a

51-9141 Semiconductor Processors n/a

53-3031 Driver/Sales Workers


Management, General


Sales and marketing

Service orientation

Critical thinking

Coordination

Transportation

Negotiation

Response orientation


62



Shared top KSAs

SOC Code SOC Title



53-3032 Heavy & Tractor-Trailer Truck Drivers

n/a

53-3033 Light Truck or Delivery Services Drivers

n/a


Source: Emsi gap model, O*NET competency database.

As shown, many of the occupations presented in this chapter can be trained for by existing BC

programs with little modification. Several programs can fit into the Business Administration and

Management, General program. While that program currently focuses on industrial management, BC

could create a sales specialization to train students for sales-related occupations or retail management

occupations, or a human resources specialization to train for human resource-related occupations.

4.5 Summary

There appears to be a lot of opportunity for BC program additions at the certificate, associate degree,

and transfer track associate/bachelor’s degree levels. Twenty occupations are identified as

programmatic areas of opportunity at the certificate level, 13 are at the associate degree level, and 15

are at the transfer track associate and bachelor’s degree level. The certificate level occupations include

various types of drivers and equipment operators, and the occupations at the associate degree level

include various types of technicians. In addition, most of the occupations at the associate degree level

selected as areas of opportunity relate to the healthcare industry and are offered at BC as non-credit

courses. BC can determine whether these should continue to be offered as non-credit courses or

whether an associate degree program should be developed around them. At the transfer track associate

and bachelor’s degree level, many of the occupations are engineers, and a variety of industries are

represented, from business to computer science. Many of the occupations listed in this section can be

trained for by existing BC programs if the programs are modified slightly or adjusted to offer certain

specializations.


63

5. Job Postings Analysis

Emsi’s proprietary database includes job postings datasets, and these job postings are used to help

determine current and emerging needs for graduates. While the job openings in the previous

sections are helpful for determining demand for program completers based on structural labor

market information, they can be limited in that they use historical information to determine job

openings. While more stable and generally conservative, they may not capture real-time demand or

activity around an occupation.

Job posting data provide a snapshot of real-time labor market information in a given region through

the number of total and unique job postings for an occupation. More specifically, it opens the

possibility to go deeper into the types of skills and jobs demanded by employers. Also, the data tie

back to the companies posting job openings and the cities in which the jobs are located. The end

result is a way to ascertain what is currently in demand across regional employers, including

emerging needs, and as such, tailor programs so their graduates will be competitive in the regional

job market.

CareerBuilder, Emsi’s parent company, uses several sources to collect job posting information from

companies. Total job postings denote the total number of online job advertisements listed by different

companies on career sites and job boards. The sources collect between 35 to 65 million job postings

per month from more than 90,000 companies. CareerBuilder de-duplicates these postings down to

approximately 8 million unique job postings per month. In the process, geographies are also assigned.

Through this entire process, we can then use the data to look into the companies posting jobs and the

specific skills in demand within a given region.

BC expressed interest in further information around twelve occupations. Ten of the occupations are

mapped to existing BC programs, while the other two are presented as programmatic areas of

opportunity in Chapter 4. This chapter provides job postings data in terms of number of job postings,

top companies posting for the occupations, postings by location, and top skills requested. The data

reflects job postings in 2016 in Brazoria County. Although this report focuses on the southern portion

of Brazoria County, job postings data is only available at the county level. However, detail regarding

the top cities in which postings are located is provided in the following sections.

5.1 General and Operations Managers

General and operations managers are mapped to one BC program, Business Administration and

Management, General. As estimated by Emsi’s employment dataset, using BLS data, the occupation

has 82 annual job openings in Brazoria County. In 2016, there were 2,258 total job postings for general

and operations managers in Brazoria County. Of those, 540 were unique.


64

An important metric in job postings data analysis is posting intensity. This is the ratio of unique job

postings to total job postings. It is another measure of demand because it reflects employers’ desire

to fill a position. If an employer posts for one job on only one job board, versus an employer who

posts for one job on ten different job boards, we can assume that the need to fill that position is less

pressing. At 4 to 1, the posting intensity for general and operations managers is lower than the region’s

average for all occupations (8 to 1). This suggests that either the demand for this occupation is not

very strong in Brazoria County or that openings for this position are not as well reflected in online

postings as other occupations.

Table 5.1 shows the top companies and organizations in Brazoria County with the largest number of

unique job postings for general and operations managers. All of the top companies are national chains.

A few are restaurants, such as McDonald’s or Raising Cane’s, while others are specialized retail stores

such as Petsmart, Office Depot, and Michael’s.

Table 5.1: Top Companies by Unique Job Postings for General and Operations Managers in Brazoria County

Company Unique job postings Posting intensity

Petsmart, Inc. 57 3.3 to 1

McDonald's Corporation 26 8.7 to 1

Office Depot Inc. 22 10.4 to 1

CVS Health Corporation 18 5.2 to 1

Raising Cane's Chicken Fingers 16 3.8 to 1

Domino's Pizza 15 3.0 to 1

Love's Travel Stops & Country Stores, Inc. 14 6.5 to 1

Charlie Charming Inc 12 2.0 to 1

Harbor Freight Tools 12 2.0 to 1

Michaels Stores, Inc. 12 4.3 to 1

Source: Emsi job posting analytics data, January 2016 to December 2016.

Table 5.2 shows the top cities in Brazoria County for job postings for general and operations

managers. While the top city, Pearland, is adjacent to the Houston MSA, other top cities such as Lake

Jackson are in the southern part of the county.

Table 5.2: Top Cities by Unique Job Postings for General and Operations Managers in Brazoria County

City Unique job postings Posting intensity

Pearland, TX 307 4.2 to 1

Lake Jackson, TX 65 3.1 to 1

Angleton, TX 54 4.0 to 1

Alvin, TX 51 4.3 to 1

Freeport, TX 25 3.8 to 1

Clute, TX 16 6.0 to 1

Brookside Village, TX 5 2.0 to 1


65


Rosharon, TX 4 19.8 to 1

Sweeny, TX 4 2.5 to 1

Manvel, TX 3 4.3 to 1


Another way to gain insight from job postings data is to look at the skills requested by employers.

Figure 5.1 shows the top unique hard skills for general and operations managers requested by

employers in Brazoria County. In addition to management, many of the sales relate to retail, such as

sales, retailing, and customer service.

Figure 5.1: Top Unique Hard Skills for General and Operations Managers Job Postings in Brazoria County


Figure 5.2 shows the top soft skills requested by employers for general and operations managers job

postings. As shown, the top requested soft skill is leadership, followed by communications, scheduling,

and hospitality.


66

Figure 5.2: Top Unique Soft Skills for General and Operations Managers Job Postings in Brazoria County


5.2 Construction Managers

Construction managers are mapped to one BC program, Construction Engineering

Technology/Technician. Government data sources show an estimated 31 average annual openings in

Brazoria County. However, there were 503 total job postings and 133 unique job postings for this

occupation in the county in 2016. The posting intensity for these job postings was 4 to 1, less than the

regional average posting intensity of 8 to 1. This suggests that either the demand for this occupation

is not as strong relative to the demand for other occupations, or that this is an occupation that is not

well-reflected in online postings. Given the blue-collar nature of this occupation, the latter is a more

likely explanation.


unique job postings for construction managers. As shown, some employers post for this position at a

much higher intensity than others.

Table 5.3: Top Companies by Unique Job Postings for Construction Managers in Brazoria County


Kelly Services, Inc. 103 3.1 to 1

INEOS GROUP LIMITED 85 4.3 to 1

Kelly Engineering Resources 111 6.9 to 1

Ascend Performance Materials LLC 20 2.0 to 1

BASF Corporation 37 5.3 to 1


67


The Dow Chemical Company 23 3.3 to 1

Burns & McDonnell, Inc. 10 2.5 to 1

Crain Group, LLC 16 4.0 to 1

Neighbors Emergency Center, LLC 12 3.0 to 1

Ch2m Hill, Inc. 11 3.7 to 1


Table 5.4 shows the top cities in Brazoria County for job postings for construction managers. Many

of the top cities in need of construction managers are in the southern portion of the county, such as

Freeport and Brazoria.

Table 5.4: Top Cities by Unique Job Postings for Construction Managers in Brazoria County





Brazoria, TX 9 4.3 to 1



Oyster Creek, TX 1 2.0 to 1


Figure 5.3 shows the top unique hard skills for construction managers requested by employers in

Brazoria County. Many of the skills relate to construction operations and engineering, while others

relate to management, such as Microsoft Excel and contract management.


68

Figure 5.3: Top Unique Hard Skills for Construction Manager Job Postings in Brazoria County


Figure 5.4 shows the top soft skills requested by employers for construction manager job postings.

The top requested skill is scheduling (project management), followed by leadership, communications,

and problem solving.


69

Figure 5.4: Top Unique Soft Skills for Construction Manager Job Postings in Brazoria County


5.3 First-Line Supervisors of Construction Trades and Extraction

Workers

First-line supervisors of construction trades and extraction workers are mapped to BC’s Welding

Technology/Welder, Construction Engineering Technology/Technician, Electrician, and

Pipefitting/Pipefitter & Sprinkler Fitter programs. Government data shows that this occupation has

an estimated 55 average annual openings. However, job postings data shows that there were 278

unique postings for the occupation in Brazoria County in 2016. These unique postings came from

1,437 total postings, resulting in a posting intensity of 5 to 1. Like construction managers, it is likely

that the demand for this occupation is not as well reflected in online postings compared to other

occupations.


unique job postings for first-line supervisors of construction trades and extraction workers. The top

company was the Zachry Construction Corporation, while the National Guard had the highest posting

intensity of 33.1 to 1.

Table 5.5: Top Companies by Unique Job Postings for First-Line Supervisors of Construction Trades and Extraction Workers in Brazoria County


Zachry Construction Corporation 103 3.4 to 1

0 10 20 30 40 50 60 70 80

Listening

Conflict Resolution

Interpersonal Skills

Decision Making

Time Management

Appointment Scheduling

Problem Solving

Communications

Leadership

Scheduling (Project Management)

Unique Job Postings


70


Kbr, Inc. 58 6.5 to 1

Zachry Group, LLC 36 3.3 to 1

Greystar Real Estate Partners, LLC 11 8.5 to 1

Thermon Manufacturing Company 9 2.1 to 1

Prime Inc 8 2.9 to 1

Roy Jorgensen Associates Inc 8 3.3 to 1

National Guard 7 33.1 to 1

Fluor Corporation 6 3.5 to 1

Ls Mechanical Corp. 6 3.2 to 1


Table 5.6 shows the top cities in Brazoria County for job postings for first-line supervisors of

construction trades and extraction workers. The city with the highest posting intensity is Angleton,

with 11 unique postings and a posting intensity of 25.6 to 1. Other cities like Freeport had many more

unique postings, but a lower posting intensity.

Table 5.6: Top Cities by Unique Job Postings for First-Line Supervisors of Construction Trades and Extraction Workers in Brazoria County



Old Ocean, TX 67 4.3 to 1










Figure 5.5 shows the top unique hard skills for first-line supervisors of construction trades and

extraction workers requested by employers in Brazoria County. While most of the top skills are related

to construction operations, management also appears as a top skill.


71

Figure 5.5: Top Unique Hard Skills for First-Line Supervisor of Construction Trades and Extraction Workers

Job Postings in Brazoria County


Figure 5.6 shows the top soft skills requested by employers for first-line supervisor of construction

trades and extraction workers job postings. As with construction managers, the top skill is scheduling

(project management). Other top skills include communications, problem solving, and leadership.


72

Figure 5.6: Top Unique Soft Skills for First-Line Supervisor of Construction Trades and Extraction Workers

Job Postings in Brazoria County


5.4 First-Line Supervisors of Food Preparation and Serving Workers

First-line supervisors of food preparation and serving workers are not mapped to any BC programs;

they are presented as a programmatic area of opportunity. Government data shows an estimated 52

average annual openings for this occupation. However, there are many more online job postings,

reflecting a stronger real-time demand. In 2016, there were 8,580 total postings in Brazoria County.

Of these, 1,736 were unique, resulting in a posting intensity of 5 to 1.


unique job postings for first-line supervisors of food preparation and serving workers. All of the top

companies are national food service chains. Some companies, such as Starbucks, post at a much higher

intensity (10.2 to 1) than others.

Table 5.7: Top Companies by Unique Job Postings for First-Line Supervisors of Food Preparation and Serving Workers in Brazoria County


Pizza Hut, Inc. 220 5.1 to 1

Taco Bell Corp 189 3.6 to 1

Sonic Drive-In 159 3.9 to 1


Panera Bread Company 114 5.7 to 1


73


Starbucks Corporation 105 10.2 to 1

Domino's Pizza 96 3.0 to 1

Panda Express, Inc. 93 3.5 to 1

Jack In The Box Inc. 91 3.4 to 1

KFC 34 3.6 to 1


Table 5.8 shows the top cities in Brazoria County for job postings for first-line supervisors of food

preparation and serving workers. The top cities are Pearland, Lake Jackson, and Alvin.

Table 5.8: Top Cities by Unique Job Postings for First-Line Supervisors of Food Preparation and Serving Workers in Brazoria County







West Columbia, TX 96 3.4 to 1






Figure 5.7 shows the top unique hard skills for first-line supervisors of food preparation and serving

workers requested by employers in Brazoria County. Many skills relate to day-to-day restaurant

operation, while other skills relate to management and human resources skills, like staffing and

information security.


74

Figure 5.7: Top Unique Hard Skills for First-Line Supervisor of Food Preparation and Serving Workers Job

Postings in Brazoria County


Figure 5.8 shows the top soft skills requested by employers for first-line supervisor of food preparation

and serving workers job postings. The top requested skill is training, which is very relevant in the high-

turnover food service field. Other top skills are communications, customer service, and hospitality.


75

Figure 5.8: Top Unique Soft Skills for First-Line Supervisor of Food Preparation and Serving Workers Job

Postings in Brazoria County


5.5 Maintenance and Repair Workers, General

Maintenance & repair workers, general are mapped to BC’s Heating, Air Conditioning, Ventilation &

Refrigeration Maintenance Technology/Technician, Automobile/Automotive Mechanics

Technology/Technician, Machine Tool Technology/Machinist, and Welding Technology/Welder

programs. Government data shows an estimated 53 average annual openings. Similar to other

occupations, job postings data shows a stronger real-time demand. Of 3,538 total postings for this

occupation, 833 are unique, resulting in a posting intensity of 4 to 1.


unique job postings for maintenance & repair workers. Many of the top companies are national

retailers, such as Home Depot and Costco, while others are real estate companies, such as Greystar

Real Estate and Riverstone Residential Group.

Table 5.9: Top Companies by Unique Job Postings for Maintenance and Repair Workers in Brazoria County


Sunbelt Rentals, Inc. 67 5.1 to 1



The Home Depot Inc 47 2.8 to 1


76


Costco Wholesale Corporation 33 2.8 to 1

BASF Corporation 27 4.7 to 1

La Quinta Holdings Inc. 27 4.0 to 1

Lowe's Companies, Inc. 27 4.4 to 1

Greystar Real Estate Partners, LLC 26 9.3 to 1

Riverstone Residential Group LLC 24 2.0 to 1


Table 5.10 shows the top cities in Brazoria County for job postings for maintenance and repair

workers. The top two cities are Pearland and Freeport.

Table 5.10: Top Cities by Unique Job Postings for Maintenance and Repair Workers in Brazoria County











Richwood, TX 10 3.4 to 1


Figure 5.9 shows the top unique hard skills for maintenance and repair workers requested by

employers in Brazoria County. The skills relate to a variety of trades, such as plumbing, HVAC,

welding, painting, and carpentry.


77

Figure 5.9: Top Unique Hard Skills for Maintenance and Repair Worker Job Postings in Brazoria County


Figure 5.10 shows the top soft skills requested by employers for maintenance and repair worker job

postings. The top requested skill is management, followed by scheduling (project management),

troubleshooting (problem solving), and training.

Figure 5.10: Top Unique Soft Skills for Maintenance and Repair Worker Job Postings in Brazoria County



78

5.6 Plumbers, Pipefitters, and Steamfitters

Plumbers, pipefitters, & steamfitters are mapped to BC’s Pipefitting/Pipefitter & Sprinkler Fitter,

Heating, Air Conditioning, Ventilation & Refrigeration Maintenance Technology/Technician, and

Welding Technology/Welder programs. Government data shows an estimated average annual 34

openings for this occupation. However, job postings data shows 264 unique postings in Brazoria

County in 2016. These postings came from 1,678 unique postings, resulting in a posting intensity of 6

to 1. Although this is lower than the regional average posting intensity for all occupations (8 to 1), this

is another occupation whose demand may not be as well-reflected in online postings as other types of

occupations.


unique job postings for plumbers, pipefitters, & steamfitters. Many of the companies are construction-

centered, while some relate to the oil & gas industry, such as Teledyne Technologies and Chevron.

Table 5.11: Top Companies by Unique Job Postings for Plumbers, Pipefitters, and Steamfitters in Brazoria County




Teledyne Technologies Incorporated 28 11.0 to 1

Direct Plumbing, Inc 10 7.4 to 1

Texas Department of Criminal Justice 10 3.1 to 1

Tradesmen International, Inc 9 4.3 to 1

Army National Guard 7 29.3 to 1

Industrial Companies, Inc 7 8.9 to 1

The Daniel Group Inc 6 9.2 to 1

Chevron Corporation 4 3.3 to 1


Table 5.12 shows the top cities in Brazoria County for job postings for plumbers, pipefitters, &

steamfitters. The city with the highest posting intensity by far is Angleton.

Table 5.12: Top Cities by Unique Job Postings for Plumbers, Pipefitters, and Steamfitters in Brazoria County










79





Figure 5.11 shows the top unique hard skills for plumbers, pipefitters, & steamfitters requested by

employers in Brazoria County. As would be expected, most of the skills relate directly to plumbing

and maintenance.

Figure 5.11: Top Unique Hard Skills for Plumbers, Pipefitters, and Steamfitters Job Postings in Brazoria County


Figure 5.12 shows the top soft skills requested by employers for plumbers, pipefitters, and steamfitters.

The top requested skill is communications, followed by problem solving, leadership, and

troubleshooting.


80

Figure 5.12: Top Unique Soft Skills for Plumbers, Pipefitters, and Steamfitters Job Postings in Brazoria County


5.7 Industrial Machinery Mechanics

Industrial machinery mechanics are mapped to one BC program, Machine Tool

Technology/Technologist. Government data shows an estimated 31 average annual openings. Job

postings data for Brazoria County show 791 total postings and 180 unique postings, resulting in a

posting intensity of 4 to 1. Similar to other blue-collar occupations presented in this section, this

occupation may be posted for less intensely relative to other occupations.


unique job postings for industrial machinery mechanics. Many of the top companies are also found as

top companies for plumbers in the previous section, such as Teledyne Technologies.

Table 5.13: Top Companies by Unique Job Postings for Industrial Machinery Mechanics in Brazoria County





Veolia Water North America Operating Services, LLC 14 7.0 to 1

Team, Inc. 11 2.4 to 1

Veolia 11 2.3 to 1

Hahn & Clay, Ltd. 10 7.8 to 1


81



Hertz Global Holdings, Inc. 7 2.7 to 1

Praxair, Inc. 6 3.2 to 1


Table 5.14 shows the top cities in Brazoria County for job postings for industrial machinery

mechanics. The top cities are Freeport, Pearland, and Old Ocean.

Table 5.14: Top Cities by Unique Job Postings for Industrial Machinery Mechanics in Brazoria County










Richwood, TX 1 2.0 to 1


Figure 5.13 shows the top unique hard skills for industrial machinery mechanics requested by

employers in Brazoria County. Many of the skills relate to maintenance and repairs, while others

require the knowledge of specific machinery parts, such as pumps, motors, and fans.


82

Figure 5.13: Top Unique Hard Skills for Industrial Machinery Mechanic Job Postings in Brazoria County


Figure 5.14 shows the top soft skills requested by employers for industrial machinery mechanic job

postings. The top requested skill is troubleshooting (problem solving), followed by scheduling (project

management) and time management.

0 20 40 60 80 100 120 140

Lifting

Manufacturing

Turbines

Fans

Motors

Machinery

Installations (Manual/Mechanical)

Pumps

Maintenance

Repairing (Computer Systems)

Unique Job Postings


83

Figure 5.14: Top Unique Soft Skills for Industrial Machinery Mechanic Job Postings in Brazoria County


5.8 Carpenters

No BC programs are mapped to carpenters; the occupation is presented as a programmatic area of

opportunity. Government data shows an estimated 45 average annual openings; however job postings

data shows more openings. Of 466 total postings in 2016, 148 were unique, resulting in a posting

intensity of 3 to 1. Although this is lower than the regional average posting intensity (8 to 1), this may

be another occupation that is not as well represented in online job postings.


unique job postings for carpenters. Many of the top companies are construction-related.

Table 5.15: Top Companies by Unique Job Postings for Carpenters in Brazoria County





Kbr, Inc. 6 9.2 to 1


Advantage Solutions, Inc. 2 2.0 to 1

Brock Services, Ltd. 1 3.0 to 1

Hoar Construction, LLC 1 2.0 to 1



84

Table 5.16 shows the top cities in Brazoria County for job postings for carpenters. Similar to other

occupations in previous sections, the top city is Freeport.

Table 5.16: Top Cities by Unique Job Postings for Carpenters in Brazoria County











Figure 5.15 shows the top unique hard skills for carpenters requested by employers in Brazoria County.

Many of the skills are basic construction skills, while others relate to using tools such as saws and

cutters.

Figure 5.15: Top Unique Hard Skills for Carpenter Job Postings in Brazoria County


Figure 5.16 shows the top soft skills requested by employers for carpenter job postings. The top

requested skill by far is scheduling (project management), followed by management, leading, and

customer service.


85

Figure 5.16: Top Unique Soft Skills for Carpenter Job Postings in Brazoria County


5.9 Secretaries and Administrative Assistants, Except Medical, Legal,

and Executive

Secretaries and administrative assistants, except medical, legal, and executive (secretaries and

administrative assistants) are mapped to one BC program, Administrative Assistant & Secretarial

Science, General. Government data shows that this occupation has an estimated 48 average annual

openings in Brazoria County. Job postings data shows 307 unique postings in 2016. Of 1,152 total

postings, this occupation has a posting intensity of 4 to 1.


unique job postings for secretaries and administrative assistants. Many of the top companies are

national employers, such as Macy’s and Costco. The company with the highest posting intensity is

D.R. Horton, Inc.

Table 5.17: Top Companies by Unique Job Postings for Secretaries and Administrative Assistants in Brazoria County



Macy's, Inc. 16 3.4 to 1

Costco Wholesale Corporation 15 2.7 to 1

D.R. Horton, Inc. 12 11.5 to 1


86


Brazosport College 11 2.0 to 1


Aerotek, Inc. 7 3.7 to 1

INEOS GROUP LIMITED 7 2.6 to 1


Team, Inc. 6 2.8 to 1


Table 5.18 shows the top cities in Brazoria County for job postings for secretaries and administrative

assistants. The top cities are Pearland, Freeport, and Alvin.

Table 5.18: Top Cities by Unique Job Postings for Secretaries and Administrative Assistants in Brazoria County













Figure 5.17 shows the top unique hard skills for secretaries and administrative assistants requested by

employers in Brazoria County. Many of the skills are administrative in nature, such as reports and

filing, while other skills relate to specific software, like Microsoft Excel.


87

Figure 5.17: Top Unique Hard Skills for Secretary and Administrative Assistant Job Postings in Brazoria

County


Figure 5.18 shows the top soft skills requested by employers for secretary and administrative assistant

job postings. The top requested skill is scheduling (project management), followed by

communications, customer service, and prioritization.

Figure 5.18: Top Unique Soft Skills for Secretary and Administrative Assistant Job Postings in Brazoria County



88

5.10 Medical Secretaries

Medical secretaries are mapped to BC’s Health Science Management and Business Administration &

Management, General credit programs, as well as its Medical Office Assistant/Specialist and

Medical/Clinical Assistant non-credit programs. Government data shows an estimated 27 average

annual openings for medical secretaries. Job postings data shows 685 total postings in Brazoria County

in 2016. Of these, 190 were unique, resulting in a posting intensity of 4 to 1.


unique job postings for medical secretaries. Many of the top companies are regional employers, such

as Kelsey Seybold Clinic, while others are national employers like Davita Inc.

Table 5.19: Top Companies by Unique Job Postings for Medical Secretaries in Brazoria County


Kelsey Seybold Clinic 72 3.9 to 1

Heartland Dental Care, LLC 19 2.2 to 1

Neighbors Emergency Center, LLC 17 4.1 to 1

Davita Inc. 13 2.4 to 1

Dental One, Inc. 8 3.9 to 1

HCA Holdings, Inc. 8 2.8 to 1

Houston Methodist 8 2.8 to 1

Pacific Dental Services, Inc. 8 7.9 to 1

Dental One Partners 6 2.5 to 1

First Choice Emergency Room 5 3.0 to 1


Table 5.20 shows the top cities in Brazoria County for job postings for medical secretaries. The vast

majority of postings are in Pearland.

Table 5.20: Top Cities by Unique Job Postings for Medical Secretaries in Brazoria County








Figure 5.19 shows the top unique hard skills for medical secretaries requested by employers in Brazoria

County. Many of the skills relate to billing, insurance, and collections, while other skills relate to

administrative tasks such as setting appointments.


89

Figure 5.19: Top Unique Hard Skills for Medical Secretary Job Postings in Brazoria County


Figure 5.20 shows the top soft skills requested by employers for medical secretary job postings. The

top requested skill is scheduling (project management), followed by customer service,

communications, and written communication.

Figure 5.20: Top Unique Soft Skills for Medical Secretary Job Postings in Brazoria County



90

5.11 Registered Nurses

Registered nurses (RNs) are mapped to two BC programs, Registered Nursing/Registered Nurse and

Licensed Practical/Vocational Nurse Training. Government data shows an estimated 64 average

annual openings for RNs in Brazoria County. Job postings data, however, shows a much larger

demand for RNs. In 2016, there were 23,433 total postings for RNs in Brazoria County. Of these,

3,272 were unique, resulting in a posting intensity of 7 to 1.

Of postings that specified an education level , there were about four times as many unique postings

for bachelor’s degrees than associate degrees. However, the posting intensity for associate degrees was

slightly higher than bachelor’s degrees. Note that there may be some overlap between education levels;

if a job posting lists that either an associate degree or bachelor’s degree is acceptable, that posting will

be counted under each when the postings are filtered by education level. The total number of unique

job postings, however, is unduplicated.

Table 5.21: Job postings for Registered Nurses in Brazoria County, 2016

Job postings for Registered Nurses Total job postings Unique job postings Posting intensity

Associate degree 1,744 218 8.0 to 1

Bachelor’s degree 6457 875 7.4 to 1

Total, all education levels 23,433 3,272 7.2 to 1



unique job postings for RNs. Some of the top companies are regional employers like Memorial

Hermann Health System, while others are national employers like the U.S. Air Force.

Table 5.22: Top Companies by Unique Job Postings for Registered Nurses in Brazoria County


Parallon Business Solutions, LLC 411 10.9 to 1

United States Department of the Air Force 323 5.8 to 1

HCA Holdings, Inc. 289 6.9 to 1

Memorial Hermann Health System 230 10.8 to 1

Davita Inc. 140 8.9 to 1

Kelsey Seybold Clinic 107 4.2 to 1

University of Texas Medical Branch At Galveston 88 6.0 to 1

Parallon Workforce Management Solutions 68 4.8 to 1

Delta Companies, LLC 52 6.1 to 1

Clinical Management Consultants 49 5.7 to 1


Table 5.23 shows the top cities in Brazoria County for job postings for RNs. As with other occupations

in previous sections, the top city by far is Pearland. The city with the highest posting intensity is

Damon.


91

Table 5.23: Top Cities by Unique Job Postings for Registered Nurses in Brazoria County


Pearland, TX 1,590 7.1 to 1









Damon, TX 44 11.5 to 1


Figure 5.21 shows the top unique hard skills for RNs requested by employers in Brazoria County.

Many of the top skills relate to critical care, intensive care, and life support.

Figure 5.21: Top Unique Hard Skills for Registered Nurse Job Postings in Brazoria County


Figure 5.22 shows the top soft skills requested by employers for RNs job postings. The top skill is

scheduling (project management). Other top skills include leadership, critical thinking, and ethics.


92

Figure 5.22: Top Unique Soft Skills for Registered Nurse Job Postings in Brazoria County


5.12 Preschool Teachers, Except Special Education

Preschool teachers, except special education (preschool teachers) are mapped to BC’s Early Childhood

Education & Teaching, Child Development, and Child Care & Support Services Management

programs. Government data shows an estimated 51 average annual openings for preschool teachers

in Brazoria County. Unlike the other occupations presented in this chapter, this occupation has fewer

job postings than estimated using government data. In Brazoria County in 2016, there were only 36

unique postings for preschool teachers. It is possible that job titles for preschool teachers refer less to

teaching and more to childcare, and as such are not captured by searchers for “preschool teachers”.


unique job postings for preschool teachers. The company with the highest posting intensity, at 16.5

to 1, is Kindercare Learning Centers.

Table 5.24: Top Companies by Unique Job Postings for Preschool Teachers in Brazoria County


Knowledge Learning Corporation 16 3.8 to 1

K C Lc LLC 6 6.2 to 1

Kindercare Learning Centers 6 16.5 to 1

Brazosport College 4 3.5 to 1

Alvin Coleman 3 2.0 to 1


93


Early Learning Center 1 2.0 to 1


Table 5.25 shows the top cities in Brazoria County for job postings for preschool teachers. Similar to

other occupations in this section, the top city is Pearland.

Table 5.25: Top Cities by Unique Job Postings for Preschool Teachers in Brazoria County






Figure 5.23 shows the top unique hard skills for preschool teachers requested by employers in Brazoria

County. As would be expected, many of the skills relate to teaching, instruction, and child care.

Figure 5.23: Top Unique Hard Skills for Preschool Teacher Job Postings in Brazoria County


Figure 5.24 shows the top soft skills requested by employers for preschool teacher job postings. The

top requested skill is learning, followed by scheduling (project management).


94

Figure 5.24: Top Unique Soft Skills for Preschool Teacher Job Postings in Brazoria County



95

6. Peer College Program

Evaluation

When colleges form and classify their programs, they have a lot of flexibility. Although IPEDS has

created a classification of instructional programming (CIP) system for colleges to categorize their

programs, it often does not reflect smaller variations in programs. For example, while there is only

one CIP code for Welding (Welding Technology/Welder (48.0508)), programs may feature emphases

in different types of welding, such as arc welding or pipefitting. Though the CIP system can be useful

for identifying and categorizing programs at a high level, it is ultimately up to the colleges on how to

best choose CIPs and name their programs.

As a result, there can be inconsistencies or variations between the classification of programs at

colleges. For instance, two colleges can offer nearly identical programs but name them differently and

classify them under different CIP codes. Conversely, two colleges could also have two slightly different

programs that are classified under the same CIP code. These inconsistencies can create difficulties

when evaluating the available programs at peer institutions and assisting students who are transferring

with their decisions.

To help BC make program-to-program comparisons more easily, Emsi evaluated similar programs at

ten peer colleges. For each college, Emsi identified similar or related programs and provided their CIP

classification as well as the college’s name for the program and the degree levels at which it is offered.

In some program areas, such as healthcare, Emsi also identified more loosely-related programs at

other colleges for the purposes of assisting students with transfer decisions. These program lists can

be found in the supplementary data file titled Brazosport_PeerCollege_Programs. In the process of

collecting this data, Emsi gained insight regarding the amount of variation in a few particular program

areas.

Computer Science/Information Technology

Computer science is a field of study that is constantly evolving. As a result, programs training for those

occupations are also evolving. While there are CIPs for some areas of computer science, such as

programming and networking, many colleges classify their programs under the general Computer and

Information Sciences, General (11.0101) CIP, while noting that students in those programs can

specialize in a variety of areas, such as network administration, application development, or computer

maintenance technology. Even within more specialized CIPs, such as Computer Programming,

Specific Applications (11.0202), students are offered further specialization in areas such as Java, C++,

or database administration. When information on program specialties was available, Emsi lists those

specializations.


96

Healthcare and allied health

There is a wide variety of CIP classifications for healthcare programs. Unlike computer science,

healthcare is a field of study that has existed for centuries, and while the technology used in practice

is still evolving, programs that train for healthcare professions are much more clearly defined. A wide

range of programs (and corresponding CIPs) exist for various occupations in healthcare, from

registered nursing to histologic technicians to medical insurance specialists. However, for certain allied

health programs, colleges may classify programs differently.

Both Alvin Community College (ACC) and Houston Community (HCC) college offer general health

service or allied health associate degrees. At ACC, the Health Science AS program is designed to train

students in general healthcare practices and is intended as a transfer program for students looking to

earn a BSN or other bachelor’s degree in allied health. At HCC, the Allied Health AAS offers

specialties in dental assisting, medical assisting, pharmacy technician, surgical technology, or vocational

nursing. HCC does not separately offer associate degrees in these categories (such as a Medical

Assisting AAS).

While nursing programs are clearly classified, students looking to become registered nurses (RNs)

have options. Several colleges offer licensed vocational nurse (LVN) to RN transition degrees, and a

few also offer emergency medical technology (EMT) to RN transition degrees. These transition

programs offer easy access to the nursing profession to students who already have some healthcare

education.

For students pursuing careers in healthcare administration or health information, several of BC’s peer

colleges offer programs in medical records technology, medical administrative assisting, and medical

coding. However, there can be a lot of inconsistency among these programs and how they are

classified. For example, many colleges offer certificates in medical coding that are classified under the

CIP for health information (51.0707), rather than medical coder (51.0713). Additionally, some colleges

will offer their medical information and administrative assistant programs in their business

departments. For example, College of the Mainland’s medical administrative support certificate

program is classified as Administrative Assistant and Secretarial Science, General (52.0401), which fits

under the broad program category of business.

Business

Business is another program area where colleges tend to classify their programs differently. For

example, while HCC offers an accounting clerk certificate categorized under the CIP for accounting

(52.0301), South Texas College (STC) offers a similar accounting clerk certificate categorized under

Business/Commerce, General (52.0101).

Similar to computer science, business programs often offer specializations within more general

programs, which are not often reflected through CIP classifications. Almost every peer college offers

a general business or business administration program. However, within those programs there are

programs in management, logistics, marketing, human resources, and more. While CIP classifications


97

exist for each of these areas, it seems that most colleges prefer to provide a general business foundation

in addition to specialized knowledge in these fields. Students looking to transfer to any of BC’s peer

colleges should be aware of these specialization options before they choose an institution and

program.

In conclusion, the flexibility colleges have when naming and classifying their programs can create

difficulties for students, academic advisors, and researchers. However, with the data Emsi is providing,

BC can more easily navigate inconsistencies in programs and more properly evaluate similar programs

at its peer colleges.


98

Appendix 1: About Emsi Data

Emsi data were used to calculate the projected number of annual job openings from 2016 to 2026.

These projections take into account openings due to job growth and openings due to replacement

needs, such as when a worker retires or leaves the position.

In order to capture a complete picture of industry employment, Emsi gathers and integrates economic,

labor market, demographic, and education data from over 40 government and private-sector sources,

creating a comprehensive and current database that includes both published data and detailed

estimates with full coverage of the United States.

More specifically, Emsi combines covered employment data from Quarterly Census of Employment

and Wages (QCEW-produced by the Department of Labor) with total employment data in Regional

Economic Information System (REIS-published by the Bureau of Economic Analysis or BEA). This

is augmented with County Business Patterns (CBP) and Non-Employer Statistics (NES) published by

the Census Bureau. Projections are based on the latest-available Emsi industry data, 15-year past local

trends in each industry, growth rates in statewide and, where available, sub-state area industry

projections published by individual state agencies and, in part, growth rates in national projections

from the Bureau of Labor Statistics (BLS).

Through this combination of data sources, Emsi is able to fill gaps in individual sources (such as

suppressions), yielding a composite database that leverages the strengths of all its sources. Finally,

Emsi’s database is updated quarterly, providing the most up-to-date integrated information possible.


99

Appendix 2: Economic Overview Tables

In Chapter 2, we provided a high-level overview with figures of southern Brazoria County. This

appendix holds the supporting data tables.

A2.1 Industry Composition Table A2.1: Current and Projected Jobs by Industry Sector in Southern Brazoria County, 2016 and 2026

NAICS Code

NAICS Title 2016 Jobs 2026 Jobs Change % Change

111 Crop Production 254 213 (40) (16%)

112 Animal Production & Aquaculture 38 31 (6) (17%)

113 Forestry & Logging 1 2 0 26%

114 Fishing, Hunting & Trapping 22 25 3 13%

115 Support Activities for Agriculture & Forestry 107 130 23 22%

211 Oil & Gas Extraction 32 49 17 55%

212 Mining (except Oil & Gas) 51 80 28 55%

213 Support Activities for Mining 82 36 (47) (57%)

221 Utilities 109 158 49 45%

236 Construction of Buildings 4,863 6,516 1,653 34%

237 Heavy & Civil Engineering Construction 2,991 3,947 956 32%

238 Specialty Trade Contractors 3,233 3,447 214 7%

311 Food Manufacturing 260 239 (21) (8%)

312 Beverage & Tobacco Product Manufacturing 1 1 0 58%

313 Textile Mills 5 8 3 48%

314 Textile Product Mills 0 0 (0) (17%)

315 Apparel Manufacturing 0 0 0 --

316 Leather & Allied Product Manufacturing 0 0 0 --

321 Wood Product Manufacturing 8 11 3 40%

322 Paper Manufacturing 8 14 6 72%

323 Printing & Related Support Activities 52 45 (6) (12%)

324 Petroleum & Coal Products Manufacturing 670 727 57 8%

325 Chemical Manufacturing 3,152 3,355 203 6%

326 Plastics & Rubber Products Manufacturing 29 31 2 8%

327 Nonmetallic Mineral Product Manufacturing 50 50 (1) (1%)

331 Primary Metal Manufacturing 12 17 5 45%

332 Fabricated Metal Product Manufacturing 762 924 162 21%

333 Machinery Manufacturing 29 40 10 35%

334 Computer & Electronic Product Manufacturing 186 186 (1) (0%)

335 Electrical Equipment, Appliance, & Component Manufacturing

19 32 14 72%

336 Transportation Equipment Manufacturing 95 123 28 29%

337 Furniture & Related Product Manufacturing 10 9 (0) (4%)

339 Miscellaneous Manufacturing 197 256 59 30%

423 Merchant Wholesalers, Durable Goods 779 969 189 24%

424 Merchant Wholesalers, Nondurable Goods 419 479 60 14%

425 Wholesale Electronic Markets & Agents & Brokers 62 84 23 37%

441 Motor Vehicle & Parts Dealers 726 826 100 14%


100

NAICS Code


442 Furniture & Home Furnishings Stores 110 106 (4) (4%)

443 Electronics & Appliance Stores 203 248 44 22%

444 Building Material & Garden Equipment & Supplies Dealers

572 624 51 9%

445 Food & Beverage Stores 1,109 1,457 348 31%

446 Health & Personal Care Stores 306 389 83 27%

447 Gasoline Stations 524 570 47 9%

448 Clothing & Clothing Accessories Stores 234 269 35 15%

451 Sporting Goods, Hobby, Musical Instrument, & Book Stores

120 165 44 37%

452 General Merchandise Stores 1,630 1,807 177 11%

453 Miscellaneous Store Retailers 205 224 19 9%

454 Nonstore Retailers 81 72 (9) (11%)

481 Air Transportation 12 19 7 58%

482 Rail Transportation 107 123 16 15%

483 Water Transportation 15 27 12 80%

484 Truck Transportation 936 931 (5) (1%)

485 Transit & Ground Passenger Transportation 30 49 20 66%

486 Pipeline Transportation 112 138 26 23%

487 Scenic & Sightseeing Transportation 3 4 1 24%

488 Support Activities for Transportation 554 647 94 17%

491 Postal Service 0 0 (0) (7%)

492 Couriers & Messengers 128 131 3 2%

493 Warehousing & Storage 227 337 110 48%

511 Publishing Industries (except Internet) 100 75 (25) (25%)

512 Motion Picture & Sound Recording Industries 21 16 (5) (22%)

515 Broadcasting (except Internet) 1 1 0 46%

517 Telecommunications 72 64 (8) (11%)

518 Data Processing, Hosting, & Related Services 0 0 0 --

519 Other Information Services 1 0 (1) (62%)

521 Monetary Authorities-Central Bank 0 0 0 --

522 Credit Intermediation & Related Activities 826 899 73 9%

523 Securities, Commodity Contracts, & Other Financial Investments & Related Activities

93 133 39 42%

524 Insurance Carriers & Related Activities 290 335 45 15%

525 Funds, Trusts, & Other Financial Vehicles 4 7 3 82%

531 Real Estate 586 675 88 15%

532 Rental & Leasing Services 258 222 (36) (14%)

533 Lessors of Nonfinancial Intangible Assets (except Copyrighted Works)

1 2 1 71%

541 Professional, Scientific, & Technical Services 2,431 2,988 557 23%

551 Management of Companies & Enterprises 96 143 46 48%

561 Administrative & Support Services 2,310 2,768 458 20%

562 Waste Management & Remediation Services 51 56 5 11%

611 Educational Services 269 281 12 5%

621 Ambulatory Health Care Services 1,985 2,851 865 44%

622 Hospitals 832 868 36 4%

623 Nursing & Residential Care Facilities 697 801 104 15%


101

NAICS Code


624 Social Assistance 1,117 1,468 351 31%

711 Performing Arts, Spectator Sports, & Related Industries 59 58 (1) (2%)

712 Museums, Historical Sites, & Similar Institutions 11 20 9 77%

713 Amusement, Gambling, & Recreation Industries 265 296 31 12%

721 Accommodation 277 361 84 30%

722 Food Services & Drinking Places 3,705 4,701 996 27%

811 Repair & Maintenance 1,169 1,389 220 19%

812 Personal & Laundry Services 552 678 126 23%

813 Religious, Grantmaking, Civic, Professional, & Similar Organizations

1,204 1,327 123 10%

814 Private Households 119 140 22 18%

901 Federal Government 419 426 7 2%

902 State Government 2,081 2,323 242 12%

903 Local Government 7,498 8,612 1,114 15%

Total 55,938 66,384 10,446 20%


Table A2.2: Employment Concentration (LQ) by Industry Sector in Southern Brazoria County, 2016 and 2026

NAICS Code

NAICS Title 2016 LQ 2026 LQ

111 Crop Production 0.84 0.65

112 Animal Production & Aquaculture 0.24 0.19

113 Forestry & Logging 0.05 0.06

114 Fishing, Hunting & Trapping 1.60 1.57

115 Support Activities for Agriculture & Forestry 0.55 0.53

211 Oil & Gas Extraction 0.48 0.59

212 Mining (except Oil & Gas) 0.76 1.04

213 Support Activities for Mining 0.75 0.26

221 Utilities 0.55 0.67

236 Construction of Buildings 6.92 8.18

237 Heavy & Civil Engineering Construction 8.42 8.83

238 Specialty Trade Contractors 1.67 1.56

311 Food Manufacturing 0.47 0.37

312 Beverage & Tobacco Product Manufacturing 0.01 0.01

313 Textile Mills 0.13 0.20

314 Textile Product Mills 0.01 0.01

315 Apparel Manufacturing 0.00 0.00

316 Leather & Allied Product Manufacturing 0.00 0.00

321 Wood Product Manufacturing 0.06 0.07

322 Paper Manufacturing 0.06 0.10

323 Printing & Related Support Activities 0.31 0.29

324 Petroleum & Coal Products Manufacturing 17.02 16.42

325 Chemical Manufacturing 10.88 10.06

326 Plastics & Rubber Products Manufacturing 0.12 0.11

327 Nonmetallic Mineral Product Manufacturing 0.34 0.30

331 Primary Metal Manufacturing 0.09 0.12

332 Fabricated Metal Product Manufacturing 1.48 1.54


102

NAICS Code


333 Machinery Manufacturing 0.07 0.09

334 Computer & Electronic Product Manufacturing 0.49 0.47

335 Electrical Equipment, Appliance, & Component Manufacturing 0.14 0.21

336 Transportation Equipment Manufacturing 0.16 0.18

337 Furniture & Related Product Manufacturing 0.07 0.06

339 Miscellaneous Manufacturing 0.88 1.02

423 Merchant Wholesalers, Durable Goods 0.73 0.79

424 Merchant Wholesalers, Nondurable Goods 0.56 0.55

425 Wholesale Electronic Markets & Agents & Brokers 0.19 0.20

441 Motor Vehicle & Parts Dealers 1.01 0.97

442 Furniture & Home Furnishings Stores 0.62 0.57

443 Electronics & Appliance Stores 1.06 1.25

444 Building Material & Garden Equipment & Supplies Dealers 1.25 1.18

445 Food & Beverage Stores 0.99 1.12

446 Health & Personal Care Stores 0.81 0.89

447 Gasoline Stations 1.59 1.49

448 Clothing & Clothing Accessories Stores 0.47 0.50

451 Sporting Goods, Hobby, Musical Instrument, & Book Stores 0.50 0.58

452 General Merchandise Stores 1.43 1.33

453 Miscellaneous Store Retailers 0.60 0.59

454 Nonstore Retailers 0.35 0.24

481 Air Transportation 0.07 0.10

482 Rail Transportation 1.21 1.19

483 Water Transportation 0.62 0.88

484 Truck Transportation 1.58 1.35

485 Transit & Ground Passenger Transportation 0.14 0.19

486 Pipeline Transportation 6.40 6.08

487 Scenic & Sightseeing Transportation 0.26 0.25

488 Support Activities for Transportation 2.21 2.03

491 Postal Service 0.09 0.05

492 Couriers & Messengers 0.56 0.49

493 Warehousing & Storage 0.73 0.82

511 Publishing Industries (except Internet) 0.37 0.26

512 Motion Picture & Sound Recording Industries 0.12 0.07

515 Broadcasting (except Internet) 0.01 0.01

517 Telecommunications 0.25 0.21

518 Data Processing, Hosting, & Related Services 0.00 0.00

519 Other Information Services 0.01 0.00

521 Monetary Authorities-Central Bank 0.00 0.00

522 Credit Intermediation & Related Activities 0.89 0.88

523 Securities, Commodity Contracts, & Other Financial Investments & Related Activities 0.27 0.30

524 Insurance Carriers & Related Activities 0.33 0.32

525 Funds, Trusts, & Other Financial Vehicles 1.32 2.44

531 Real Estate 0.82 0.83

532 Rental & Leasing Services 1.30 0.93

533 Lessors of Nonfinancial Intangible Assets (except Copyrighted Works) 0.14 0.21

541 Professional, Scientific, & Technical Services 0.68 0.68


103

NAICS Code


551 Management of Companies & Enterprises 0.12 0.15

561 Administrative & Support Services 0.69 0.67

562 Waste Management & Remediation Services 0.34 0.30

611 Educational Services 0.19 0.16

621 Ambulatory Health Care Services 0.76 0.81

622 Hospitals 0.48 0.42

623 Nursing & Residential Care Facilities 0.59 0.54

624 Social Assistance 0.77 0.76

711 Performing Arts, Spectator Sports, & Related Industries 0.20 0.17

712 Museums, Historical Sites, & Similar Institutions 0.20 0.27

713 Amusement, Gambling, & Recreation Industries 0.44 0.40

721 Accommodation 0.40 0.44

722 Food Services & Drinking Places 0.91 0.94

811 Repair & Maintenance 1.97 2.00

812 Personal & Laundry Services 0.74 0.76

813 Religious, Grantmaking, Civic, Professional, & Similar Organizations 1.16 1.12

814 Private Households 0.37 0.38

901 Federal Government 0.24 0.24

902 State Government 1.11 1.10

903 Local Government 1.50 1.52


A2.2 Industry Staffing Patterns Table A2.3: Employment Projections in Southern Brazoria County for the Top 25 Occupations Related to the Chemical Manufacturing Industry Sector

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %

Change % of Jobs in Industry

51-9011 Chemical Equipment Operators & Tenders 611 588 (23) (4%) 19.0%

51-8091 Chemical Plant & System Operators 312 303 (9) (3%) 9.7%

17-2041 Chemical Engineers 168 162 (6) (4%) 5.2%

51-1011 First-Line Supervisors of Production & Operating Workers 130 129 (1) (1%) 4.0%

19-2031 Chemists 107 110 3 3% 3.3%

19-4031 Chemical Technicians 101 100 (1) (1%) 3.1%

49-9071 Maintenance & Repair Workers, General 87 87 0 0% 2.7%

51-9023 Mixing & Blending Machine Setters, Operators, & Tenders 84 85 1 1% 2.6%

49-9041 Industrial Machinery Mechanics 71 81 10 14% 2.2%

53-3032 Heavy & Tractor-Trailer Truck Drivers 70 68 (2) (3%) 2.2%

51-9061 Inspectors, Testers, Sorters, Samplers, & Weighers 67 73 6 9% 2.1%

51-9111 Packaging & Filling Machine Operators & Tenders 57 67 10 18% 1.8%

11-1021 General & Operations Managers 46 46 0 0% 1.4%

43-5071 Shipping, Receiving, & Traffic Clerks 43 41 (2) (5%) 1.3%

11-3051 Industrial Production Managers 41 43 2 5% 1.3%

51-9012 Separating, Filtering, Clarifying, Precipitating, & Still Machine Setters, Operators, & Tenders

40 41 1 3% 1.3%

51-9198 Helpers--Production Workers 37 36 (1) (3%) 1.1%

43-5061 Production, Planning, & Expediting Clerks 36 36 0 0% 1.1%


34 34 0 0% 1.1%


104

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %


17-2112 Industrial Engineers 33 35 2 6% 1.0%

49-9043 Maintenance Workers, Machinery 33 35 2 6% 1.0%

13-2011 Accountants & Auditors 32 33 1 3% 1.0%

53-7051 Industrial Truck & Tractor Operators 30 30 0 0% 0.9%

53-7062 Laborers & Freight, Stock, & Material Movers, Hand 29 30 1 3% 0.9%

49-1011 First-Line Supervisors of Mechanics, Installers, & Repairers 28 28 0 0% 0.9%


Table A2.4: Employment Projections in Southern Brazoria County for the Top 25 Occupations Related to the Construction of Buildings and Heavy & Civil Engineering Construction Industry Sectors

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %


47-2061 Construction Laborers 1,474 2,148 674 46% 17.1%


891 1,251 360 40% 10.4%

47-2031 Carpenters 596 849 253 42% 6.9%

11-9021 Construction Managers 528 692 164 31% 6.1%


361 495 134 37% 4.2%

47-2152 Plumbers, Pipefitters, & Steamfitters 285 414 129 45% 3.3%

43-9061 Office Clerks, General 273 364 91 33% 3.2%


51-4121 Welders, Cutters, Solderers, & Brazers 185 253 68 37% 2.1%


180 246 66 37% 2.1%

13-1051 Cost Estimators 178 257 79 44% 2.1%

17-2051 Civil Engineers 161 222 61 38% 1.9%

43-3031 Bookkeeping, Accounting, & Auditing Clerks 131 164 33 25% 1.5%

53-3032 Heavy & Tractor-Trailer Truck Drivers 127 173 46 36% 1.5%

47-2111 Electricians 123 175 52 42% 1.4%

47-2221 Structural Iron & Steel Workers 119 167 48 40% 1.4%

47-2051 Cement Masons & Concrete Finishers 117 167 50 43% 1.4%

47-3015 Helpers--Pipelayers, Plumbers, Pipefitters, & Steamfitters 114 160 46 40% 1.3%

13-2011 Accountants & Auditors 108 151 43 40% 1.3%

47-2151 Pipelayers 94 142 48 51% 1.1%

47-2141 Painters, Construction & Maintenance 92 118 26 28% 1.1%

47-3012 Helpers--Carpenters 88 124 36 41% 1.0%


41-3099 Sales Representatives, Services, All Other 61 85 24 39% 0.7%

47-5071 Roustabouts, Oil & Gas 57 82 25 44% 0.7%


Table A2.5: Employment Projections in Southern Brazoria County for the Top 25 Occupations Related to the General Merchandise Stores Industry Sector

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %


41-2031 Retail Salespersons 546 625 79 14% 33.3%

41-2011 Cashiers 286 317 31 11% 17.4%

43-5081 Stock Clerks & Order Fillers 256 285 29 11% 15.6%


105

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %


41-1011 First-Line Supervisors of Retail Sales Workers 110 129 19 17% 6.7%

53-7062 Laborers & Freight, Stock, & Material Movers, Hand 58 64 6 10% 3.5%


39 46 7 18% 2.4%

43-4051 Customer Service Representatives 35 40 5 14% 2.1%

43-5071 Shipping, Receiving, & Traffic Clerks 26 27 1 4% 1.6%

29-2052 Pharmacy Technicians 24 30 6 25% 1.5%

27-1026 Merchandise Displayers & Window Trimmers 22 23 1 5% 1.4%

37-2011 Janitors & Cleaners, Except Maids & Housekeeping Cleaners 19 23 4 21% 1.1%

33-9032 Security Guards 15 16 1 7% 0.9%

29-1051 Pharmacists 14 16 2 14% 0.8%



13 14 1 8% 0.8%

53-7064 Packers & Packagers, Hand 10 13 3 30% 0.6%



41-9099 Sales & Related Workers, All Other 8 10 2 25% 0.5%

39-5012 Hairdressers, Hairstylists, & Cosmetologists 8 8 0 0% 0.5%

35-3022 Counter Attendants, Cafeteria, Food Concession, & Coffee Shop

7 9 2 29% 0.4%

51-3011 Bakers 7 9 2 29% 0.4%

11-2022 Sales Managers 6 6 0 0% 0.4%

43-4161 Human Resources Assistants, Except Payroll & Timekeeping 6 6 0 0% 0.3%

29-2081 Opticians, Dispensing 5 6 1 20% 0.3%


Table A2.6: Employment Projections in Southern Brazoria County for the Top 25 Occupations Related to the Local Government Industry Sector

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %


25-2021 Elementary School Teachers, Except Special Education 660 744 84 13% 9.8%

25-2031 Secondary School Teachers, Except Special & Career/Technical Education

437 494 57 13% 6.5%

25-2022 Middle School Teachers, Except Special & Career/Technical Education

322 361 39 12% 4.8%

33-3051 Police & Sheriff's Patrol Officers 315 351 36 11% 4.7%

25-3098 Substitute Teachers 301 338 37 12% 4.5%

25-9041 Teacher Assistants 300 372 72 24% 4.5%



213 262 49 23% 3.2%

29-1141 Registered Nurses 194 284 90 46% 2.9%


187 235 48 26% 2.8%

25-1099 Postsecondary Teachers 176 280 104 59% 2.6%

53-3022 Bus Drivers, School or Special Client 150 161 11 7% 2.2%

33-2011 Firefighters 129 143 14 11% 1.9%

11-9032 Education Administrators, Elementary & Secondary School 98 111 13 13% 1.5%

33-3012 Correctional Officers & Jailers 93 102 9 10% 1.4%


106

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %



82 95 13 16% 1.2%

25-2012 Kindergarten Teachers, Except Special Education 76 85 9 12% 1.1%


35-2012 Cooks, Institution & Cafeteria 69 72 3 4% 1.0%

21-1012 Educational, Guidance, School, & Vocational Counselors 68 82 14 21% 1.0%

39-9011 Childcare Workers 67 78 11 16% 1.0%

15-1151 Computer User Support Specialists 50 68 18 36% 0.7%

31-1014 Nursing Assistants 48 70 22 46% 0.7%

33-9032 Security Guards 47 64 17 36% 0.7%



Table A2.7: Employment Projections in Southern Brazoria County for the Top 25 Occupations Related to the Repair & Maintenance Industry Sector

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %


49-3023 Automotive Service Technicians & Mechanics 119 125 6 5% 10.1%

49-9041 Industrial Machinery Mechanics 114 160 46 40% 9.6%

51-4121 Welders, Cutters, Solderers, & Brazers 88 101 13 15% 7.4%

53-7061 Cleaners of Vehicles & Equipment 73 95 22 30% 6.2%


41-1012 First-Line Supervisors of Non-Retail Sales Workers 36 41 5 14% 3.0%

49-3021 Automotive Body & Related Repairers 35 39 4 11% 2.9%

49-1011 First-Line Supervisors of Mechanics, Installers, & Repairers 32 37 5 16% 2.7%


51-4041 Machinists 26 34 8 31% 2.2%

49-3031 Bus & Truck Mechanics & Diesel Engine Specialists 25 29 4 16% 2.1%

49-9098 Helpers--Installation, Maintenance, & Repair Workers 24 28 4 17% 2.0%


49-3042 Mobile Heavy Equipment Mechanics, Except Engines 21 25 4 19% 1.8%

49-9021 Heating, Air Conditioning, & Refrigeration Mechanics & Installers

20 25 5 25% 1.7%


20 24 4 20% 1.7%


51-6052 Tailors, Dressmakers, & Custom Sewers 17 20 3 18% 1.4%

49-9099 Installation, Maintenance, & Repair Workers, All Other 16 18 2 13% 1.4%


53-6031 Automotive & Watercraft Service Attendants 13 18 5 38% 1.1%

49-2092 Electric Motor, Power Tool, & Related Repairers 11 13 2 18% 0.9%

49-2094 Electrical & Electronics Repairers, Commercial & Industrial Equipment

11 13 2 18% 0.9%

49-9031 Home Appliance Repairers 10 13 3 30% 0.9%

49-2011 Computer, Automated Teller, & Office Machine Repairers 10 11 1 10% 0.9%



107

Table A2.8: Employment Projections in Southern Brazoria County for the Top 25 Occupations Related to the Specialty Trade Contractor Industry Sector

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %


47-2061 Construction Laborers 358 336 (22) (6%) 10.8%

47-2111 Electricians 297 389 92 31% 9.0%

47-2152 Plumbers, Pipefitters, & Steamfitters 259 326 67 26% 7.8%

47-2141 Painters, Construction & Maintenance 219 274 55 25% 6.6%

47-2031 Carpenters 207 215 8 4% 6.3%


141 137 (4) (3%) 4.3%


135 183 48 36% 4.1%


11-9021 Construction Managers 84 71 (13) (15%) 2.6%

47-3015 Helpers--Pipelayers, Plumbers, Pipefitters, & Steamfitters 74 90 16 22% 2.2%


69 33 (36) (52%) 2.1%

47-2081 Drywall & Ceiling Tile Installers 65 76 11 17% 2.0%

11-9199 Managers, All Other 59 75 16 27% 1.8%

47-2211 Sheet Metal Workers 55 70 15 27% 1.7%



51 58 7 14% 1.6%

47-4021 Elevator Installers & Repairers 43 43 0 0% 1.3%


53-3032 Heavy & Tractor-Trailer Truck Drivers 42 21 (21) (50%) 1.3%

13-1051 Cost Estimators 39 46 7 18% 1.2%

47-2132 Insulation Workers, Mechanical 38 42 4 11% 1.2%


47-3013 Helpers--Electricians 37 50 13 35% 1.1%

47-2051 Cement Masons & Concrete Finishers 36 31 (5) (14%) 1.1%

47-2221 Structural Iron & Steel Workers 33 44 11 33% 1.0%


Table A2.9: Employment Projections in Southern Brazoria County for the Top 25 Occupations Related to the Ambulatory Health Care Services Industry Sector

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %


43-6013 Medical Secretaries 207 290 83 40% 10.1%

39-9021 Personal Care Aides 203 307 104 51% 9.9%

29-1141 Registered Nurses 162 284 122 75% 7.9%

31-9092 Medical Assistants 157 242 85 54% 7.7%

31-9091 Dental Assistants 115 162 47 41% 5.6%

31-1011 Home Health Aides 89 161 72 81% 4.4%

29-2061 Licensed Practical & Licensed Vocational Nurses 70 115 45 64% 3.4%

43-4171 Receptionists & Information Clerks 61 102 41 67% 3.0%


29-1069 Physicians & Surgeons, All Other 52 72 20 38% 2.6%

29-2021 Dental Hygienists 47 70 23 49% 2.3%

31-1014 Nursing Assistants 39 65 26 67% 1.9%


108

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %


29-1021 Dentists, General 38 48 10 26% 1.9%

43-3021 Billing & Posting Clerks 38 59 21 55% 1.9%


32 50 18 56% 1.5%

29-2041 Emergency Medical Technicians & Paramedics 30 24 (6) (20%) 1.5%

29-1062 Family & General Practitioners 28 38 10 36% 1.4%

11-9111 Medical & Health Services Managers 27 45 18 67% 1.3%


21 33 12 57% 1.0%

29-1123 Physical Therapists 20 32 12 60% 1.0%

43-4051 Customer Service Representatives 20 32 12 60% 1.0%

29-1071 Physician Assistants 18 32 14 78% 0.9%

29-2034 Radiologic Technologists 18 28 10 56% 0.9%

29-1171 Nurse Practitioners 17 32 15 88% 0.8%

29-2099 Health Technologists & Technicians, All Other 16 32 16 100% 0.8%


A2.3 Workforce Commuting Patterns Table A2.10: Southern Brazoria County Job Inflow and Outflow

County Jobs Commute Share

Employment Patterns

Employed in the Economic Region 50,574 100%

Employed in the Economic Region but Living Outside 24,134 48%

Employed and Living in the Economic Region 26,440 42%

Residential Patterns

Living in the Economic Region 63,000 100%

Living in the Economic Region but Employed Outside 36,560 58%

Living and Employed in the Economic Region 26,440 42%

Source: Census LEHD.

A2.4 Labor Availability

The following tables provide a breakdown of the region’s top occupations by the largest number of

resident regional workers and the largest number of in-commuters and out-commuters. Table A2.10

provides a breakdown of the region’s top 50 occupations filled by residents of southern Brazoria

County, ranked by the number of resident regional workers. Tables A2.11 and A2.12 provide a

breakdown of the region’s occupations filled by residents of southern Brazoria County, ranked by the

number of resident regional in-commuters and out-commuters, respectively.

Table A2.11: Top 50 Occupations of Resident Regional Workers in Southern Brazoria County

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage




41-2011 Cashiers 1,283 1,511 (228) 84 $8.76


109

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage


1,139 1,494 (355) 79 $8.32

53-3032 Heavy & Tractor-Trailer Truck Drivers 1,033 1,091 (58) 29 $16.91



842 1,074 (232) 30 $14.79





789 936 (147) 44 $11.31



595 889 (294) 20 $9.81


1,073 846 227 48 $27.60



705 756 (51) 26 $27.08


561 708 (147) 28 $15.37

47-2031 Carpenters 818 688 130 39 $15.12


536 686 (150) 12 $16.94



505 630 (125) 20 $17.45


641 585 56 22 $32.31


433 581 (148) 18 $25.30

39-9011 Childcare Workers 503 569 (66) 31 $8.40


350 545 (195) 15 $26.47

47-2111 Electricians 482 525 (43) 24 $20.23


464 506 (42) 18 $27.16


Nov-21 Construction Managers 630 485 145 28 $34.73


331 483 (152) 15 $23.44

31-1014 Nursing Assistants 378 481 (103) 21 $11.33

43-6013 Medical Secretaries 319 470 (151) 15 $13.77

55-9999 Military occupations 294 452 (158) 11 $15.77

51-4121 Welders, Cutters, Solderers, & Brazers

441 450 (9) 27 $18.84

25-1099 Postsecondary Teachers 209 448 (239) 16 $29.11

35-2014 Cooks, Restaurant 298 444 (146) 21 $9.54

25-9041 Teacher Assistants 388 444 (56) 21 $9.83


323 431 (108) 20 $15.24


110

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage

37-3011 Landscaping & Groundskeeping Workers

334 424 (90) 10 $10.46

33-3051 Police & Sheriff's Patrol Officers 381 409 (28) 18 $27.09


462 405 57 21 $16.75

37-2012 Maids & Housekeeping Cleaners 265 402 (137) 13 $8.79


325 380 (55) 9 $30.56


340 367 (27) 12 $27.05

33-9032 Security Guards 188 364 (176) 6 $10.49


291 362 (71) 25 $8.21

35-2021 Food Preparation Workers 263 359 (96) 16 $9.40

25-3098 Substitute Teachers 327 345 (18) 11 $12.13


275 343 (68) 12 $19.20

All Other 25,794 33,062 (7,269) 1,260 --

Total 55,610 68,892 (13,279) 2,759 $20.33


Table A2.12: Occupations of Resident Regional Workers in Southern Brazoria County by Net Regional In-Commuters*

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage



1,073 846 227 48 $27.60

Nov-21 Construction Managers 630 485 145 28 $34.73

47-2031 Carpenters 818 688 130 39 $15.12



462 405 57 21 $16.75


641 585 56 22 $32.31

17-2051 Civil Engineers 360 319 41 27 $44.21

45-2092 Farmworkers & Laborers, Crop, Nursery, & Greenhouse

163 123 40 6 $9.86

13-1051 Cost Estimators 236 197 39 17 $29.14

47-2221 Structural Iron & Steel Workers 155 123 32 9 $17.18


192 161 31 9 $13.71


47-2081 Drywall & Ceiling Tile Installers 105 79 26 4 $14.79

47-2141 Painters, Construction & Maintenance 325 306 19 15 $15.76

51-8091 Chemical Plant & System Operators 326 311 15 13 $32.85


87 72 15 3 $18.39

47-2151 Pipelayers 103 90 13 7 $14.21

49-9044 Millwrights 77 65 12 5 $22.68

47-3012 Helpers--Carpenters 101 90 11 5 $13.09

51-9081 Dental Laboratory Technicians 44 35 9 3 $14.48


111

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage

Nov-13 Farmers, Ranchers, & Other Agricultural Managers

115 108 7 2 $14.65

47-2131 Insulation Workers, Floor, Ceiling, & Wall

27 20 7 2 $16.59


133 127 6 4 $17.91

47-2171 Reinforcing Iron & Rebar Workers 75 69 6 6 $15.42

45-2091 Agricultural Equipment Operators 15 10 5 1 $13.55

51-9141 Semiconductor Processors 32 28 4 1 $18.21

47-2011 Boilermakers 45 42 3 2 $25.06

45-1011 First-Line Supervisors of Farming, Fishing, & Forestry Workers

10 7 3 0 $24.88

47-3019 Helpers, Construction Trades, All Other

52 50 2 2 $14.90

23-1023 Judges, Magistrate Judges, & Magistrates

20 18 2 1 $51.34

47-2161 Plasterers & Stucco Masons 12 10 2 0 $15.87

47-2082 Tapers 9 7 2 0 $18.55

47-2231 Solar Photovoltaic Installers 3 1 2 0 $16.41

51-6063 Textile Knitting & Weaving Machine Setters, Operators, & Tenders

2 - 2 0 $17.31

45-2011 Agricultural Inspectors 2 - 2 0 $32.30

All Other 46,363 61,042 (14,680) 2,302 --

Total 55,610 68,892 (13,279) 2,759 $20.33

*The selected occupations in the table, there are 36, have two or more net regional in-commuters. Another 62 occupations have one net regional in-commuter.


Table A2.13: Top 50 Occupations of Resident Regional Workers in Southern Brazoria County by Net Regional Out-Commuters

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage






1,139 1,494 (355) 79 $8.32




595 889 (294) 20 $9.81

25-1099 Postsecondary Teachers 209 448 (239) 16 $29.11


842 1,074 (232) 30 $14.79

41-2011 Cashiers 1,283 1,511 (228) 84 $8.76




350 545 (195) 15 $26.47


112

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage

33-9032 Security Guards 188 364 (176) 6 $10.49

55-9999 Military occupations 294 452 (158) 11 $15.77


331 483 (152) 15 $23.44


43-6013 Medical Secretaries 319 470 (151) 15 $13.77


536 686 (150) 12 $16.94


433 581 (148) 18 $25.30


789 936 (147) 44 $11.31


561 708 (147) 28 $15.37

35-2014 Cooks, Restaurant 298 444 (146) 21 $9.54

37-2012 Maids & Housekeeping Cleaners 265 402 (137) 13 $8.79


505 630 (125) 20 $17.45

15-1121 Computer Systems Analysts 155 274 (119) 7 $40.06

31-1011 Home Health Aides 130 248 (118) 13 $9.97


323 431 (108) 20 $15.24

31-1014 Nursing Assistants 378 481 (103) 21 $11.33

31-9092 Medical Assistants 205 305 (100) 15 $12.44

15-1132 Software Developers, Applications 80 177 (97) 4 $43.09

35-2021 Food Preparation Workers 263 359 (96) 16 $9.40

29-2061 Licensed Practical & Licensed Vocational Nurses

233 327 (94) 15 $22.78

15-1151 Computer User Support Specialists 154 248 (94) 7 $23.25

13-1199 Business Operations Specialists, All Other

227 318 (91) 9 $34.84

37-3011 Landscaping & Groundskeeping Workers

334 424 (90) 10 $10.46

43-4171 Receptionists & Information Clerks 224 310 (86) 15 $11.88

41-2021 Counter & Rental Clerks 159 244 (85) 7 $10.83

53-3033 Light Truck or Delivery Services Drivers

235 318 (83) 8 $13.18

23-1011 Lawyers 215 297 (82) 6 $51.90

49-3023 Automotive Service Technicians & Mechanics

237 315 (78) 9 $16.14

43-5071 Shipping, Receiving, & Traffic Clerks 254 331 (77) 9 $13.20

13-1111 Management Analysts 110 186 (76) 4 $39.42


291 362 (71) 25 $8.21

43-3021 Billing & Posting Clerks 140 211 (71) 8 $16.31

53-3031 Driver/Sales Workers 157 227 (70) 6 $10.23

35-2011 Cooks, Fast Food 212 281 (69) 7 $8.29


275 343 (68) 12 $19.20

35-9031 Hosts & Hostesses, Restaurant, Lounge, & Coffee Shop

146 213 (67) 16 $8.25

All Other 33,991 39,138 (5,148) 1,620 --


113

SOC Code

SOC Title 2016 Jobs

Resident Regional

Workers, 2016

Net Regional

Commuters


Openings

Median Hourly Wage

Total 55,610 68,892 (13,279) 2,759 $20.33


A2.5 Educational Attainment Table A2.14: Breakdown of Adult Population in Southern Brazoria County by Educational Attainment

Education Level 2016

Population 2016 %

Distribution

Less than high school diploma or equivalent 18,937 18%

High school diploma or equivalent 30,191 29%

Some college 26,768 26%

Associate degree 7,725 8%

Bachelor's degree 12,692 12%

Graduate degree or higher 6,207 6%


Table A2.15: Breakdown of Adult Population in Southern Brazoria County by Educational Attainment and Gender

Education Level Males Proportion Females Proportion

Less than high school diploma or equivalent 10,737 20% 8,200 17%

High school diploma or equivalent 16,726 31% 13,464 28%

Some college 13,136 24% 13,633 28%

Associate degree 3,960 7% 3,765 8%

Bachelor's degree 6,391 12% 6,302 13%

Graduate degree and higher 3,032 6% 3,175 7%


Table A2.16: Breakdown of Adult Population in Southern Brazoria County by Educational Attainment and Ethnicity

Ethnicity Less than

High School Diploma

High School

Diploma

Some College

Associate Degree

Bachelor’s Degree

Graduate Degree and

Higher

White, non-Hispanic

Count 4,918 18,064 16,941 5,563 8,943 4,044

Percent 8% 31% 29% 10% 15% 7%

Black, non-Hispanic

Count 2,421 4,221 3,318 677 1,391 607

Percent 19% 33% 26% 5% 11% 5%

American Indian or Alaskan native, non-Hispanic

Count 114 23 146 47 53 25

Percent 28% 6% 36% 12% 13% 6%

Asian, non-Hispanic

Count 501 171 316 205 746 797

Percent 18% 6% 12% 7% 27% 29%

Native Hawaiian or Pacific Islander, non-Hispanic

Count 0 0 20 4 0 0

Percent 0% 0% 85% 15% 0% 0%

Two or more races, non-Hispanic

Count 13 73 32 26 51 8

Percent 6% 36% 16% 13% 25% 4%

Hispanic, all types Count 10,970 7,638 5,995 1,203 1,509 726

Percent 39% 27% 21% 4% 5% 3%



114

Appendix 3: Program-to-Occupation Mapping

Table A3.1 displays the crosswalk between educational programs (CIP codes) and occupations (SOC

codes) that Emsi used to complete the program demand gap analysis. Also listed are the adjustment

factors which were applied to the annual openings figures for each occupation within each program.

The methodology for these factors is described in Appendix 4, with the program based weight figure

discussed under “De-duplication of Annual Openings” and the educational level adjustments

explained under “Education Level Adjustments.” Table A3.2 shows the crosswalk between the non-

credit courses and occupations that Emsi used to complete the non-credit course analysis.

Table A3.1: Program to Occupation Mapping with Employment Adjustment Factors

CIP Code

CIP Title SOC Code

SOC Title Program Based Weight

% of Workforce with Given Education Level and Below

Certificate or Some College

Associate Degree

Bachelor’s Degree

11.0201 Computer Programming/Programmer, General

15-1151 Computer User Support Specialists

1.00 40 57 91

15-1152 Computer Network Support Specialists

1.00 40 57 91

49-2011 Computer, Automated Teller, & Office Machine Repairers

1.00 53 74 95

13.1203

Junior High/Intermediate/Middle School Education & Teaching

11-9032

Education Administrators, Elementary & Secondary School

0.30 13 18 42

25-2022

Middle School Teachers, Except Special & Career/Technical Education

1.00 4 6 49

25-2023 Career/Technical Education Teachers, Middle School

1.00 4 6 49

25-2031

Secondary School Teachers, Except Special & Career/Technical Education

0.56 4 5 47

13.1205 Secondary Education & Teaching

11-9032


0.24 13 18 42

25-2031

Secondary School Teachers, Except Special & Career/Technical Education

0.44 4 5 47

25-2032 Career/Technical Education Teachers, Secondary School

1.00 4 5 47

13.1210 Early Childhood Education & Teaching

11-9031

Education Administrators, Preschool & Childcare Center/Program

0.18 13 18 42


115

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

11-9032


0.09 13 18 42

19-3031 Clinical, Counseling, & School Psychologists

0.20 1 1 6

21-1021 Child, Family, & School Social Workers

0.03 16 22 62

25-2011 Preschool Teachers, Except Special Education

0.18 37 53 87


0.20 37 53 87


0.20 4 6 49

25-2051 Special Education Teachers, Preschool

0.20 10 14 49


0.20 10 14 49

25-9031 Instructional Coordinators

0.20 17 22 53

25-9041 Teacher Assistants 0.20 61 76 95

39-9011 Childcare Workers 0.18 72 82 96

15.0404 Instrumentation Technology/Technician

17-3023 Electrical & Electronics Engineering Technicians

1.00 60 82 97

17-3024 Electro-Mechanical Technicians

1.00 60 82 97

17-3026 Industrial Engineering Technicians

0.12 60 82 97


0.27 60 82 97


0.30 69 90 99

51-2023 Electromechanical Equipment Assemblers

1.00 87 94 99

15.0701 Occupational Safety & Health Technology/Technician

11-9199 Managers, All Other 0.31 36 44 79

13-1041 Compliance Officers 0.48 29 39 79


0.10 60 82 97


0.23 60 82 97

29-9011 Occupational Health & Safety Specialists

1.00 31 40 76

29-9012 Occupational Health & Safety Technicians

1.00 31 40 76


116

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

15.1001 Construction Engineering Technology/Technician

11-9021 Construction Managers 1.00 58 66 94

13-1051 Cost Estimators 0.42 56 68 96


0.16 82 89 98

47-4011 Construction & Building Inspectors

0.58 62 74 95

15.1301 Drafting & Design Technology/Technician, General

17-3011 Architectural & Civil Drafters

1.00 40 73 95

17-3012 Electrical & Electronics Drafters

1.00 40 73 95

17-3013 Mechanical Drafters 1.00 40 73 95

27-1021 Commercial & Industrial Designers

1.00 30 42 90

51-4012

Computer Numerically Controlled Machine Tool Programmers, Metal & Plastic

1.00 80 93 99

19.0706 Child Development 11-9031


0.71 13 18 42

11-9032


0.36 13 18 42

19-3031 Clinical, Counseling, & School Psychologists

0.80 1 1 6


0.11 16 22 62

21-1093 Social & Human Service Assistants

0.86 48 59 88


0.71 37 53 87


0.80 37 53 87


0.80 4 6 49

25-2051 Special Education Teachers, Preschool

0.80 10 14 49


0.80 10 14 49

25-9021 Farm & Home Management Advisors

0.86 17 22 53

25-9031 Instructional Coordinators

0.80 17 22 53

25-9041 Teacher Assistants 0.80 61 76 95



117

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

19.0708 Child Care & Support Services Management

11-9031


0.12 13 18 42


0.02 16 22 62

21-1093 Social & Human Service Assistants

0.14 48 59 88


0.12 37 53 87

25-9021 Farm & Home Management Advisors

0.14 17 22 53


41.0301 Chemical Technology/Technician


0.54 60 82 97

19-2031 Chemists 1.00 3 8 62

19-4031 Chemical Technicians 1.00 50 62 90

19-4051 Nuclear Technicians 1.00 57 70 94

51-8011 Nuclear Power Reactor Operators

1.00 66 84 98

51-8012 Power Distributors & Dispatchers

1.00 66 84 98

51-8013 Power Plant Operators 1.00 66 84 98

51-8091 Chemical Plant & System Operators

1.00 76 87 99


1.00 73 82 97

43.0107 Criminal Justice/Police Science

11-9161 Emergency Management Directors

0.97 25 41 73


13-1041 Compliance Officers 0.52 29 39 79


0.40 30 40 79

13-2099 Financial Specialists, All Other

0.50 28 37 75

15-1122 Information Security Analysts

1.00 25 34 79


0.85 16 22 62


1.00 17 22 82

33-1011 First-Line Supervisors of Correctional Officers

1.00 60 72 92

33-1012 First-Line Supervisors of Police & Detectives

1.00 42 55 87

33-2021 Fire Inspectors & Investigators

1.00 55 71 94

33-3011 Bailiffs 1.00 70 85 98

33-3012 Correctional Officers & Jailers

1.00 70 85 98


118

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

33-3021 Detectives & Criminal Investigators

1.00 31 43 85

33-3051 Police & Sheriff's Patrol Officers

1.00 48 65 94

33-3052 Transit & Railroad Police

1.00 48 65 94

33-9021 Private Detectives & Investigators

1.00 33 43 82

33-9032 Security Guards 1.00 72 83 97

43-5031 Police, Fire, & Ambulance Dispatchers

0.97 74 85 98

46.0302 Electrician 47-1011 First-Line Supervisors of Construction Trades & Extraction Workers

0.31 82 89 98

47-2111 Electricians 1.00 78 92 99

47-3013 Helpers--Electricians 1.00 91 96 100

49-1011 First-Line Supervisors of Mechanics, Installers, & Repairers

0.32 73 85 97

49-2098 Security & Fire Alarm Systems Installers

1.00 79 91 100

46.0502 Pipefitting/Pipefitter & Sprinkler Fitter


0.34 82 89 98

47-2151 Pipelayers 0.74 89 96 99

47-2152 Plumbers, Pipefitters, & Steamfitters

0.52 89 96 99


1.00 91 96 100

47.0201

Heating, Air Conditioning, Ventilation & Refrigeration Maintenance Technology/Technician


0.21 30 40 79

47-2151 Pipelayers 0.26 89 96 99


0.18 89 96 99

47-2211 Sheet Metal Workers 0.37 89 96 100

47-4011 Construction & Building Inspectors

0.42 62 74 95

47-4099 Construction & Related Workers, All Other

1.00 87 93 99


0.12 73 85 97


0.14 69 90 99

49-9021

Heating, Air Conditioning, & Refrigeration Mechanics & Installers

1.00 82 95 99

49-9031 Home Appliance 1.00 85 94 99


119

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

Repairers


0.14 82 93 99

49-9098 Helpers--Installation, Maintenance, & Repair Workers

0.20 92 96 100

47.0604 Automobile/Automotive Mechanics Technology/Technician

17-3027 Mechanical Engineering Technicians

1.00 60 82 97


0.07 73 85 97

49-2093

Electrical & Electronics Installers & Repairers, Transportation Equipment

1.00 69 90 99

49-2096 Electronic Equipment Installers & Repairers, Motor Vehicles

1.00 84 94 100

49-3021 Automotive Body & Related Repairers

1.00 91 98 100

49-3022 Automotive Glass Installers & Repairers

1.00 91 97 100

49-3023 Automotive Service Technicians & Mechanics

1.00 85 96 100

49-3093 Tire Repairers & Changers

1.00 90 95 100


0.08 82 93 99

53-6051 Transportation Inspectors

1.00 71 84 98

53-7061 Cleaners of Vehicles & Equipment

1.00 93 96 100

48.0501 Machine Tool Technology/Machinist


0.23 60 82 97


0.50 60 82 97


0.48 73 85 97


0.56 69 90 99

49-9041 Industrial Machinery Mechanics

1.00 81 94 99

49-9043 Maintenance Workers, Machinery

1.00 84 94 100

49-9044 Millwrights 1.00 86 96 99


0.54 82 93 99


0.80 92 96 100


120

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

51-4011

Computer-Controlled Machine Tool Operators, Metal & Plastic

1.00 80 93 99

51-4021

Extruding & Drawing Machine Setters, Operators, & Tenders, Metal & Plastic

1.00 88 97 100

51-4022

Forging Machine Setters, Operators, & Tenders, Metal & Plastic

1.00 94 97 100

51-4023

Rolling Machine Setters, Operators, & Tenders, Metal & Plastic

1.00 96 98 100

51-4031

Cutting, Punching, & Press Machine Setters, Operators, & Tenders, Metal & Plastic

1.00 92 97 100

51-4032

Drilling & Boring Machine Tool Setters, Operators, & Tenders, Metal & Plastic

1.00 92 97 100

51-4033

Grinding, Lapping, Polishing, & Buffing Machine Tool Setters, Operators, & Tenders, Metal & Plastic

1.00 92 97 100

51-4034

Lathe & Turning Machine Tool Setters, Operators, & Tenders, Metal & Plastic

1.00 92 97 100

51-4035

Milling & Planing Machine Setters, Operators, & Tenders, Metal & Plastic

1.00 92 97 100

51-4041 Machinists 1.00 85 96 100

51-4081

Multiple Machine Tool Setters, Operators, & Tenders, Metal & Plastic

1.00 90 96 100

51-4191

Heat Treating Equipment Setters, Operators, & Tenders, Metal & Plastic

1.00 90 96 100

51-4192 Layout Workers, Metal & Plastic

1.00 90 96 100

48.0508 Welding Technology/Welder 47-1011 First-Line Supervisors of Construction Trades & Extraction Workers

0.20 82 89 98


0.31 89 96 99

47-2171 Reinforcing Iron & Rebar Workers

1.00 92 96 100

47-2211 Sheet Metal Workers 0.63 89 96 100

47-2221 Structural Iron & Steel 1.00 87 94 100


121

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

Workers


0.23 82 93 99

51-4121 Welders, Cutters, Solderers, & Brazers

1.00 91 98 100

51-4122

Welding, Soldering, & Brazing Machine Setters, Operators, & Tenders

1.00 91 98 100

51.0701 Health/Health Care Administration/Management

11-9111 Medical & Health Services Managers

0.05 24 36 68


29-2071 Medical Records & Health Information Technicians

1.00 61 80 96

31-9094 Medical Transcriptionists

1.00 61 82 97

43-6013 Medical Secretaries 0.11 65 79 97



0.01 24 36 68

11-9161 Emergency Management Directors

0.03 25 41 73

29-2041 Emergency Medical Technicians & Paramedics

1.00 62 83 98

31-1014 Nursing Assistants 1.00 79 89 97

33-1021 First-Line Supervisors of Fire Fighting & Prevention Workers

1.00 52 74 93

33-2011 Firefighters 1.00 61 81 98

33-9092

Lifeguards, Ski Patrol, & Other Recreational Protective Service Workers

1.00 63 73 95

43-5031 Police, Fire, & Ambulance Dispatchers

0.03 74 85 98

53-3011

Ambulance Drivers & Attendants, Except Emergency Medical Technicians

1.00 80 89 98

51.3801 Registered Nursing/Registered Nurse


0.40 24 36 68

29-1141 Registered Nurses 0.78 7 43 90

29-1151 Nurse Anesthetists 0.78 7 11 25

29-1161 Nurse Midwives 0.78 2 3 9

29-1171 Nurse Practitioners 0.78 2 3 9

51.3901 Licensed Practical/Vocational Nurse Training


0.12 24 36 68


1.00 75 94 99


122

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

29-1141 Registered Nurses 0.22 7 43 90

29-1151 Nurse Anesthetists 0.22 7 11 25

29-1161 Nurse Midwives 0.22 2 3 9

29-1171 Nurse Practitioners 0.22 2 3 9

52.0201 Business Administration & Management, General

11-2022 Sales Managers 1.00 25 32 82

11-3011 Administrative Services Managers

1.00 48 61 89

11-3051 Industrial Production Managers

1.00 46 55 87

11-3061 Purchasing Managers 1.00 31 39 79

11-3071 Transportation, Storage, & Distribution Managers

1.00 61 70 92

11-3121 Human Resources Managers

1.00 36 44 79


0.41 24 36 68


11-1011 Chief Executives 1.00 26 31 72

11-1021 General & Operations Managers

1.00 40 48 84

11-1031 Legislators 1.00 26 31 72


1.00 31 40 86

13-1051 Cost Estimators 0.58 56 68 96

13-1075 Labor Relations Specialists

1.00 31 40 82

13-1081 Logisticians 1.00 44 56 89

13-1111 Management Analysts 1.00 18 23 64

13-1161 Market Research Analysts & Marketing Specialists

1.00 15 20 74


0.39 30 40 79

13-2051 Financial Analysts 1.00 11 14 59

13-2099 Financial Specialists, All Other

0.50 28 37 75

15-1199 Computer Occupations, All Other

1.00 31 46 85

15-2031 Operations Research Analysts

1.00 22 29 70


1.00 41 52 85

21-1022 Healthcare Social Workers

1.00 16 22 62

21-1091 Health Educators 1.00 36 45 77

21-1094 Community Health Workers

1.00 36 45 77


123

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

27-3031 Public Relations Specialists

1.00 14 19 75

43-1011

First-Line Supervisors of Office & Administrative Support Workers

0.59 55 66 92

43-4061 Eligibility Interviewers, Government Programs

1.00 41 54 90

43-6011

Executive Secretaries & Executive Administrative Assistants

0.59 65 79 97


43-9061 Office Clerks, General 0.59 67 79 96

52.0401 Administrative Assistant & Secretarial Science, General

41-2021 Counter & Rental Clerks

1.00 76 84 98

43-1011

First-Line Supervisors of Office & Administrative Support Workers

0.41 55 66 92

43-3021 Billing & Posting Clerks 1.00 69 83 97


1.00 70 80 97

43-3051 Payroll & Timekeeping Clerks

1.00 65 79 97

43-3061 Procurement Clerks 1.00 53 66 90

43-4021 Correspondence Clerks

1.00 72 82 98

43-4051 Customer Service Representatives

1.00 64 75 96

43-4071 File Clerks 1.00 64 77 95

43-4141 New Accounts Clerks 1.00 63 72 96

43-4151 Order Clerks 1.00 72 82 98

43-4171 Receptionists & Information Clerks

1.00 72 84 97

43-5032 Dispatchers, Except Police, Fire, & Ambulance

1.00 74 85 98

43-5061 Production, Planning, & Expediting Clerks

1.00 57 69 93

43-5071 Shipping, Receiving, & Traffic Clerks

1.00 85 92 99

43-5081 Stock Clerks & Order Fillers

1.00 83 90 98

43-6011

Executive Secretaries & Executive Administrative Assistants

0.41 65 79 97

43-6014

Secretaries & Administrative Assistants, Except Legal, Medical, &

1.00 65 79 97


124

CIP Code

CIP Title SOC Code




Associate Degree

Bachelor’s Degree

Executive

43-9021 Data Entry Keyers 1.00 66 79 97

43-9022 Word Processors & Typists

1.00 65 79 97

43-9041 Insurance Claims & Policy Processing Clerks

1.00 62 74 96


1.00 79 87 98

43-9061 Office Clerks, General 0.41 67 79 96


Table A3.2: Non-Credit Course to Occupation Mapping with Employment Adjustment Factors

CIP Code

CIP Title SOC Code

SOC Title Course Based Weight



Associate Degree

Bachelor’s Degree

51.0601 Dental Assisting/Assistant 29-2021 Dental Hygienists 0.00 12 65 96

31-9091 Dental Assistants 0.00 73 91 98

51-9081 Dental Laboratory Technicians

0.00 68 84 97

51.0710 Medical Office Assistant/Specialist


0.12 61 80 96

31-9094 Medical Transcriptionists 0.12 61 82 97


51.0801 Medical/Clinical Assistant 29-2071 Medical Records & Health Information Technicians

0.78 61 80 96

31-9094 Medical Transcriptionists 0.78 61 82 97


51.0805 Pharmacy Technician/Assistant

29-2052 Pharmacy Technicians 1.00 60 81 97

31-9095 Pharmacy Aides 1.00 69 81 98

51.0806 Physical Therapy Technician/Assistant

31-2011 Occupational Therapy Assistants

1.00 12 89 100

31-2012 Occupational Therapy Aides

1.00 12 89 100

31-2021 Physical Therapist Assistants

1.00 25 79 96

31-2022 Physical Therapist Aides 0.04 25 79 96

51.0808 Veterinary/Animal Health Technology/Technician & Veterinary Assistant

29-2056 Veterinary Technologists & Technicians

1.00 60 81 97

31-9096 Veterinary Assistants & Laboratory Animal Caretakers

1.00 60 78 98

51.0902 Electrocardiograph Technology/Technician

29-2031 Cardiovascular Technologists & Technicians

1.00 30 74 96

31-9092 Medical Assistants 0.17 68 90 98

51.1009 Phlebotomy Technician/Phlebotomist

31-9092 Medical Assistants 0.83 68 90 98


125

CIP Code

CIP Title SOC Code

SOC Title Course Based Weight



Associate Degree

Bachelor’s Degree

31-9097 Phlebotomists 1.00 74 90 98

51.2603 Medication Aide 31-1011 Home Health Aides 0.17 79 89 97

31-1013 Psychiatric Aides 0.17 79 89 97


31-1015 Orderlies 0.17 79 89 97

31-9099 Healthcare Support Workers, All Other

0.17 77 87 98

39-9021 Personal Care Aides 0.17 79 87 97

51.3501 Massage Therapy/Therapeutic Massage

31-2022 Physical Therapist Aides 0.96 25 79 96

31-9011 Massage Therapists 1.00 56 74 94

51.3902 Nursing Assistant/Aide & Patient Care Assistant/Aide

31-1011 Home Health Aides 0.83 79 89 97

31-1013 Psychiatric Aides 0.83 79 89 97


31-1015 Orderlies 0.83 79 89 97

31-9099 Healthcare Support Workers, All Other

0.83 77 87 98

39-9021 Personal Care Aides 0.83 79 87 97



126

Appendix 4: Program Demand Gap Analysis

Methodology

This appendix focuses on describing and understanding the methodology used in the program demand

gap analysis. This requires data on both occupation demand (e.g., annual job openings) and education

supply (e.g., number of postsecondary degree completions). These are then compared through an

education “gap” analysis to determine whether an education program is potentially producing a surplus

or shortage of workforce talent relative to the number of job openings. In this way, it is possible to

see how the institution’s current programs are satisfying county workforce needs.

A4.1 Supply and Demand Model

Emsi builds a model using demand-side data (average annual openings) and supply-side data

(postsecondary education output) to compare workforce demand with education supply. The purpose

of this analysis is to find the difference or “gap” between the average annual openings for an

occupation and the number of people completing postsecondary awards for that occupation, whether

at BC or at another educational institution within the region. This makes it possible to identify whether

there may be talent shortages or surpluses within Brazoria County.

The first step involves mapping the linkage between annual openings for a SOC code and the number

of completions for an education program CIP code. The BLS provides information on the

occupations that completers of specific CIP codes are more likely to enter. Specific connections have

been refined through previous engagements with educational institutions and state departments of

labor. Some programs have direct occupational ties. For example, a physical therapist assistant is a

specific occupation that requires specialized postsecondary training. In this case, one CIP code

(physical therapy technician/assistant) maps to only one SOC code (physical therapist assistants). This

provides an easy comparison of annual openings for physical therapist assistants to the number of

people completing the relevant program to see whether a talent shortage or surplus exists.

Unfortunately, this is not always the case. More often than not an educational program maps to

multiple occupations and an occupation maps to multiple educational programs. For this reason, Emsi

has pioneered a method of de-duplicating job openings, such that the potential sources of demand are

not double-represented for any occupation. The details of this process are outlined in this chapter,

under “De-duplication of Annual Openings.”

A4.2 Occupation Demand

A4.2.1 Educational Level Adjustments

To capture occupation demand, Emsi uses a proprietary employment dataset that reflects total

employment. Emsi uses the QCEW data source, which measures employment covered by

unemployment insurance (UI). According to the BLS, “employment covered by these UI programs


127

represents about 97% of all wage and salary civilian employment in the country”. Further through a

proprietary process, Emsi removed the BLS local area employment suppressions to yield the best

employment data available at local levels. The employment data reflects jobs for the first quarter of

2017. Within this dataset, Emsi calculates the number of county annual job openings for the

occupations that require different entry levels of education.17 The BLS also provides educational

attainment data of current workers for each SOC code, broken out by their highest level of education

attained. The data is presented as the percentage of workers in the SOC code with educational

attainment ranging from less than a high school degree to an associate degree. Using these data, Emsi

adjusts the annual opening estimates for each SOC code to only incorporate the percentage of workers

that correspond with BC’s program offerings.

For example, as shown in Table A4.1, there are three occupations trained for by Corrections (CIP

code 43.0102). Within that cluster are an assortment of career fields, including correctional officers

and jailers, first-line supervisors of police and detectives, and first-line supervisors of correctional

officers. Among correctional officers, the majority of job openings (75%) are available to somebody

with “some college” or a certificate. Alternatively, for first-line supervisors of police and detectives,

only 46% of job openings are accessible to a person without a college degree. The weighted average

of job openings is calculated for each program at each program/degree level where BC has produced

completers over the past three years. Not taking into account the educational attainment dynamics in

this way would bias the result by over-counting potential job opportunities for completers.18

Table A4.1: Educational Level Adjustments

A4.2.2 De-duplication of Annual Openings

Most educational programs are designed to train people for multiple occupational types, many of

which are simultaneously linked with other educational programs. This presents a complexity when

comparing supply and demand for any particular educational program. For instance, the Computer

Systems Networking & Telecommunications program is mapped to three different occupations:

computer support specialists, information security analysts, and computer systems analysts. If we

focus on just one of the occupations for this list—computer support specialists—it is also mapped to

17 See Appendix 1 for a description of the sources and processes of Emsi data. 18 Given the changing dynamics and need for more education in the existing workforce (i.e., skills-biased technology

change in many occupations and industry sectors), this assumption is considered conservative.

CIP Code

CIP Title SOC Code

SOC Title Some College, No

Degree; Certificate; or Lower

Associate Degree or Lower

43.0102 Corrections 33-3012 Correctional Officers and Jailers

75% 88%

33-1012 First-Line Supervisors of Police and Detectives

46% 62%

33-1011 First-Line Supervisors of Correctional Officers

61% 75%

Weighted Average 68% 85%


128

10 different educational programs, spanning program titles such as Computer Systems Analysis and

Medical Office Computer Specialist.

To ensure that no double-counting occurs, it is necessary to either realign the program groupings to

eliminate the mapping of occupations to multiple programs or to determine what proportion of

demand should be compared with supply numbers from each program. Emsi takes the second

approach in this analysis, which has the advantage of maintaining the program titles and descriptions

in roughly the same format that completer data were originally delivered to Emsi. Emsi uses a formula

that favors program types with the largest number of completers, attributing a greater proportion of

demand to these than the programs which produce a smaller number of completers. This method

utilizes the assumption that the higher output educational programs are likely feeding a higher degree

of demand within the Economic Region.19 Appendix 3 contains the detailed mapping of each CIP

code to all relevant occupations.

Emsi uses a methodology that allocates jobs on a proportional basis according to the number of

program completers. For example, in a region where a unique program such as Commercial and

Advertising Art is more prevalent than Graphic Design, it is assumed that the graduates of the

Commercial and Advertising Art program will be offered a proportional, therefore a larger number of

local openings than students from the Graphic Design program.

Emsi also provides an alternative program demand gap analysis, which does not de-duplicate the

number of annual openings based on the size of each educational program. Rather the total number

of annual openings available for students at each educational level for each program is provided

without further modification. Due to this modification, these numbers have not been de-duplicated,

unlike the annual openings figures shown in Chapter 3. This leads to double counting the job openings

and overstates the true number of jobs available to all students. While these figures have not been

provided in this analysis, they are available upon request from Emsi.

A4.3 Education Output

BC is the only postsecondary educational institutions in southern Brazoria County. This education

output was determined by Emsi using data from the Integrated Postsecondary Educational System

(IPEDS),20 which are publicly available through the National Center for Educational Statistics. BC

19 Note this adjustment is performed on a program-by-program basis without consideration of individual colleges or

training providers. Therefore, a single program offered at one large institution has no advantage over a group of similar

programs offered a number of smaller educational providers provided that the aggregate output of the smaller schools is

near the output of the single larger school. 20 These data come with inherent weaknesses. First, numbers are only available for institutions that participate in or are applicants for

any federal financial assistance program authorized by the Higher Education Act (HEA). Also, IPEDS does not account for the fact

that some people may receive multiple degrees or certifications, so when the number of degrees awarded exceeds the number of people

receiving the degrees, the number of completers can be overstated. Nevertheless, this system is the best source for collecting data

regarding a broad range of educational institutions.


129

program completion data, provided by the college, are averaged for a three-year period, 2014 through

2016, to smooth out any bumps in enrollment that may be unique to a particular academic year. Using

the three-year average, BC grants 429 certificates, 187 associate degrees, and 35 associate degrees every

year.

A4.4 Targeted Program Demand Gap Analysis Table A4.2: Well-Performing Occupations in Southern Brazoria County

SOC Code

SOC Title 2016

Industry Jobs

2026 Industry

Jobs Change

% Change

Median Hourly Wage

Construction of Buildings (NAICS 236)

11-1021 General & Operations Managers 170 245 75 44% $52.61

11-9021 Construction Managers 451 591 140 31% $34.73

13-1051 Cost Estimators 149 217 68 46% $29.14

17-2051 Civil Engineers 142 204 62 44% $44.21


137 190 53 39% $14.79

43-9061 Office Clerks, General 192 262 70 36% $14.49


688 979 291 42% $27.60

47-2031 Carpenters 552 799 247 45% $15.12

47-2152 Plumbers, Pipefitters, & Steamfitters 145 205 60 41% $21.06

Heavy & Civil Engineering Construction (NAICS 237)

11-9021 Construction Managers 78 101 23 29% $34.73



203 273 70 34% $27.60


257 345 88 34% $16.75


51-4121 Welders, Cutters, Solderers, & Brazers 103 135 32 31% $18.84

53-3032 Heavy & Tractor-Trailer Truck Drivers 87 117 30 34% $16.91

Specialty Trade Contractors (NAICS 238)


47-2031 Carpenters 207 215 8 4% $15.12

47-2111 Electricians 297 389 92 31% $20.23


47-3015 Helpers--Pipelayers, Plumbers, Pipefitters, & Steamfitters 74 90 16 22% $13.71


135 183 48 36% $18.97

Chemical Manufacturing (NAICS 325)

19-2031 Chemists 107 110 3 3% $30.09

49-9041 Industrial Machinery Mechanics 71 81 10 14% $22.39


84 85 1 1% $17.91

51-9061 Inspectors, Testers, Sorters, Samplers, & Weighers 67 73 6 9% $19.20

General Merchandise Stores (NAICS 452)

41-1011 First-Line Supervisors of Retail Sales Workers 110 129 19 17% $17.45


39 46 7 18% $25.30

43-4051 Customer Service Representatives 35 40 5 14% $13.55


130

SOC Code

SOC Title 2016

Industry Jobs

2026 Industry

Jobs Change

% Change

Median Hourly Wage

Ambulatory Health Care Services (NAICS 621)

29-1141 Registered Nurses 162 284 122 75% $36.10

29-2021 Dental Hygienists 47 70 23 49% $35.19

29-2061 Licensed Practical & Licensed Vocational Nurses 70 115 45 64% $22.78

31-9091 Dental Assistants 115 162 47 41% $16.94

31-9092 Medical Assistants 157 242 85 54% $12.44

43-6013 Medical Secretaries 207 290 83 40% $13.77


Repair and Maintenance (NAICS 811)

41-1012 First-Line Supervisors of Non-Retail Sales Workers 36 41 5 14% $25.49



32 37 5 16% $28.95

49-3021 Automotive Body & Related Repairers 35 39 4 11% $17.26

49-3023 Automotive Service Technicians & Mechanics 119 125 6 5% $16.14

49-3031 Bus & Truck Mechanics & Diesel Engine Specialists 25 29 4 16% $19.26

49-9041 Industrial Machinery Mechanics 114 160 46 40% $22.39

49-9071 Maintenance & Repair Workers, General 27 33 6 22% $15.37

51-4041 Machinists 26 34 8 31% $17.99

51-4121 Welders, Cutters, Solderers, & Brazers 88 101 13 15% $18.84

Local Government (NAICS 903)

25-2021 Elementary School Teachers, Except Special Education 660 744 84 13% $27.08


322 361 39 12% $27.05


437 494 57 13% $27.16

25-3098 Substitute Teachers 301 338 37 12% $12.13

29-1141 Registered Nurses 194 284 90 46% $36.10

33-3051 Police & Sheriff's Patrol Officers 315 351 36 11% $27.09


187 235 48 26% $14.79


53-3022 Bus Drivers, School or Special Client 150 161 11 7% $14.86

Source: Emsi Analyst.


131

Appendix 5: Detailed Employment Projections

Table A5.1 displays the occupations mapped to one or more of BC’s educational programs. The

programs with which they are related to can be found in Table A3.1. Table A5.2 displays the

occupations that map with one or more of the programs discussed in the analysis of new program

additions. Note that if an occupation appears in Table A5.1, it is usually not included in Table A5.2.

Table A5.3 displays the occupations mapped to BC’s non-credit courses. Note that many of these

occupations are already included in the previous tables.

Table A5.1: Detailed Employment Projections Related to Existing Programs

SOC Code

SOC Title 2016 Jobs 2026 Jobs Change %

Change

Projected Annual Job Openings

11-1011 Chief Executives 57 66 9 16% 2

11-1021 General & Operations Managers 786 955 169 22% 39

11-1031 Legislators 7 8 1 18% 0

11-2022 Sales Managers 80 96 16 20% 4

11-3011 Administrative Services Managers 86 104 18 21% 4

11-3051 Industrial Production Managers 75 85 10 13% 3

11-3061 Purchasing Managers 24 28 3 14% 1

11-3071 Transportation, Storage, & Distribution Managers

42 49 6 15% 2

11-3121 Human Resources Managers 33 39 6 20% 2

11-9021 Construction Managers 562 660 98 17% 20

11-9031 Education Administrators, Preschool & Childcare Center/Program

27 36 9 33% 2

11-9032 Education Administrators, Elementary & Secondary School

106 114 8 7% 4

11-9111 Medical & Health Services Managers 71 94 23 33% 4

11-9161 Emergency Management Directors 3 3 0 17% 0

11-9199 Managers, All Other 232 276 44 19% 10


2 2 (0) (2%) 0

13-1041 Compliance Officers 102 116 14 14% 3

13-1051 Cost Estimators 212 277 65 31% 14

13-1075 Labor Relations Specialists 16 18 2 14% 1

13-1081 Logisticians 54 59 6 11% 1

13-1111 Management Analysts 122 145 23 19% 4

13-1161 Market Research Analysts & Marketing Specialists

72 97 25 34% 3

13-1199 Business Operations Specialists, All Other 238 284 46 19% 8

13-2051 Financial Analysts 56 68 12 21% 3

13-2099 Financial Specialists, All Other 22 26 4 19% 1

15-1122 Information Security Analysts 13 17 4 29% 1

15-1151 Computer User Support Specialists 156 195 39 25% 6

15-1152 Computer Network Support Specialists 35 42 7 21% 1

15-1199 Computer Occupations, All Other 25 29 4 18% 1

15-2031 Operations Research Analysts 15 20 5 34% 1

17-3011 Architectural & Civil Drafters 92 111 20 21% 3


132

SOC Code


Change


17-3012 Electrical & Electronics Drafters 26 34 8 32% 1

17-3013 Mechanical Drafters 37 46 9 24% 1

17-3023 Electrical & Electronics Engineering Technicians 78 92 15 19% 4

17-3024 Electro-Mechanical Technicians 5 6 1 15% 0

17-3026 Industrial Engineering Technicians 16 19 3 20% 1

17-3027 Mechanical Engineering Technicians 39 49 10 25% 2


42 49 7 17% 2

19-2031 Chemists 137 150 13 9% 5

19-3031 Clinical, Counseling, & School Psychologists 33 38 5 14% 1

19-4031 Chemical Technicians 139 149 10 7% 5

19-4051 Nuclear Technicians 0 1 0 32% 0


41 48 8 19% 3

21-1021 Child, Family, & School Social Workers 110 121 11 10% 4

21-1022 Healthcare Social Workers 39 52 13 32% 2

21-1091 Health Educators 17 21 5 27% 1


134 147 13 10% 4

21-1093 Social & Human Service Assistants 62 73 11 17% 2

21-1094 Community Health Workers 22 26 4 21% 1

25-2011 Preschool Teachers, Except Special Education 252 337 85 34% 17


84 91 7 8% 3


698 748 50 7% 22


337 360 23 7% 10

25-2023 Career/Technical Education Teachers, Middle School

5 6 0 8% 0


459 492 33 7% 15

25-2032 Career/Technical Education Teachers, Secondary School

32 34 2 5% 1

25-2051 Special Education Teachers, Preschool 7 9 2 26% 0


44 51 7 16% 2

25-9021 Farm & Home Management Advisors 1 1 0 26% 0

25-9031 Instructional Coordinators 54 61 7 13% 1

25-9041 Teacher Assistants 387 462 75 19% 18

27-1021 Commercial & Industrial Designers 8 10 2 19% 0

27-3031 Public Relations Specialists 65 76 12 18% 2

29-1141 Registered Nurses 719 954 235 33% 44

29-1151 Nurse Anesthetists 19 26 7 39% 1

29-1161 Nurse Midwives 1 2 1 54% 0

29-1171 Nurse Practitioners 26 42 16 62% 2

29-2041 Emergency Medical Technicians & Paramedics 74 74 (1) (1%) 2


235 290 55 23% 13


133

SOC Code


Change



49 65 16 33% 3

29-9011 Occupational Health & Safety Specialists 99 114 15 15% 4

29-9012 Occupational Health & Safety Technicians 31 37 5 18% 1

31-1014 Nursing Assistants 380 466 86 23% 18

31-9094 Medical Transcriptionists 6 8 1 20% 0

33-1011 First-Line Supervisors of Correctional Officers 34 37 3 9% 1

33-1012 First-Line Supervisors of Police & Detectives 16 19 3 17% 1

33-1021 First-Line Supervisors of Fire Fighting & Prevention Workers

13 14 2 14% 1

33-2011 Firefighters 210 225 14 7% 8

33-2021 Fire Inspectors & Investigators 7 8 1 9% 0

33-3011 Bailiffs 4 4 1 13% 0

33-3012 Correctional Officers & Jailers 520 567 48 9% 20

33-3021 Detectives & Criminal Investigators 65 71 5 8% 2

33-3051 Police & Sheriff's Patrol Officers 575 618 43 8% 24

33-3052 Transit & Railroad Police 10 11 0 3% 0

33-9021 Private Detectives & Investigators 6 5 (1) (10%) 0

33-9032 Security Guards 190 199 9 5% 5

33-9092 Lifeguards, Ski Patrol, & Other Recreational Protective Service Workers

57 61 4 7% 1

39-9011 Childcare Workers 523 653 130 25% 31

41-2021 Counter & Rental Clerks 160 183 23 15% 7


443 528 85 19% 16

43-3021 Billing & Posting Clerks 139 179 39 28% 7

43-3031 Bookkeeping, Accounting, & Auditing Clerks 528 567 38 7% 10

43-3051 Payroll & Timekeeping Clerks 71 80 9 13% 3

43-3061 Procurement Clerks 28 30 3 9% 1

43-4021 Correspondence Clerks 0 0 0 15% 0

43-4051 Customer Service Representatives 732 885 153 21% 35

43-4061 Eligibility Interviewers, Government Programs 59 65 6 10% 1

43-4071 File Clerks 47 53 6 13% 2

43-4141 New Accounts Clerks 23 23 (0) (2%) 1

43-4151 Order Clerks 57 62 5 8% 2

43-4171 Receptionists & Information Clerks 220 278 58 26% 13

43-5031 Police, Fire, & Ambulance Dispatchers 45 45 0 0% 1

43-5032 Dispatchers, Except Police, Fire, & Ambulance 83 92 9 11% 3

43-5061 Production, Planning, & Expediting Clerks 157 189 31 20% 8

43-5071 Shipping, Receiving, & Traffic Clerks 254 284 30 12% 9

43-5081 Stock Clerks & Order Fillers 689 826 138 20% 38


202 223 21 10% 4

43-6013 Medical Secretaries 313 409 96 31% 13


835 981 145 17% 24

43-9021 Data Entry Keyers 62 68 6 9% 1

43-9022 Word Processors & Typists 12 12 0 4% 0


134

SOC Code


Change


43-9041 Insurance Claims & Policy Processing Clerks 44 52 8 17% 2


15 14 (1) (7%) 0

43-9061 Office Clerks, General 1,403 1,637 234 17% 56


976 1,233 256 26% 36

47-2111 Electricians 466 579 113 24% 19

47-2151 Pipelayers 108 156 48 44% 7

47-2152 Plumbers, Pipefitters, & Steamfitters 561 733 173 31% 26

47-2171 Reinforcing Iron & Rebar Workers 67 97 30 45% 4

47-2211 Sheet Metal Workers 90 114 24 26% 5

47-2221 Structural Iron & Steel Workers 139 183 44 32% 7

47-3013 Helpers--Electricians 53 70 17 32% 2


184 236 52 28% 8

47-4011 Construction & Building Inspectors 55 69 14 25% 3

47-4099 Construction & Related Workers, All Other 21 26 5 23% 1


214 252 38 18% 8

49-2011 Computer, Automated Teller, & Office Machine Repairers

37 43 6 15% 1

49-2093 Electrical & Electronics Installers & Repairers, Transportation Equipment

7 8 2 22% 0


56 64 8 14% 2

49-2096 Electronic Equipment Installers & Repairers, Motor Vehicles

5 4 (1) (25%) 0

49-2098 Security & Fire Alarm Systems Installers 19 26 7 38% 1

49-3021 Automotive Body & Related Repairers 50 55 6 12% 2

49-3022 Automotive Glass Installers & Repairers 8 9 1 16% 0

49-3023 Automotive Service Technicians & Mechanics 241 263 22 9% 9

49-3093 Tire Repairers & Changers 49 57 8 16% 3


182 231 50 27% 8

49-9031 Home Appliance Repairers 16 19 3 20% 1

49-9041 Industrial Machinery Mechanics 294 394 100 34% 19

49-9043 Maintenance Workers, Machinery 81 96 15 18% 3

49-9044 Millwrights 70 92 23 33% 4

49-9071 Maintenance & Repair Workers, General 573 675 102 18% 27


118 142 24 20% 7

51-2023 Electromechanical Equipment Assemblers 15 18 3 23% 1

51-4011 Computer-Controlled Machine Tool Operators, Metal & Plastic

43 57 14 33% 3

51-4012 Computer Numerically Controlled Machine Tool Programmers, Metal & Plastic

8 11 3 33% 1

51-4021 Extruding & Drawing Machine Setters, Operators, & Tenders, Metal & Plastic

14 14 0 0% 0

51-4022 Forging Machine Setters, Operators, & Tenders, Metal & Plastic

4 5 1 15% 0


135

SOC Code


Change


51-4023 Rolling Machine Setters, Operators, & Tenders, Metal & Plastic

2 3 1 23% 0

51-4031 Cutting, Punching, & Press Machine Setters, Operators, & Tenders, Metal & Plastic

47 50 3 6% 1

51-4032 Drilling & Boring Machine Tool Setters, Operators, & Tenders, Metal & Plastic

6 7 1 12% 0

51-4033 Grinding, Lapping, Polishing, & Buffing Machine Tool Setters, Operators, & Tenders, Metal & Plastic

14 14 0 1% 1

51-4034 Lathe & Turning Machine Tool Setters, Operators, & Tenders, Metal & Plastic

23 23 0 1% 1

51-4035 Milling & Planing Machine Setters, Operators, & Tenders, Metal & Plastic

9 9 (1) (6%) 0

51-4041 Machinists 180 219 40 22% 10

51-4081 Multiple Machine Tool Setters, Operators, & Tenders, Metal & Plastic

25 31 7 26% 1

51-4121 Welders, Cutters, Solderers, & Brazers 437 546 109 25% 25

51-4122 Welding, Soldering, & Brazing Machine Setters, Operators, & Tenders

16 18 2 13% 1

51-4191 Heat Treating Equipment Setters, Operators, & Tenders, Metal & Plastic

7 7 (0) (4%) 0

51-4192 Layout Workers, Metal & Plastic 2 3 0 12% 0

51-8011 Nuclear Power Reactor Operators 0 0 0 15% 0

51-8012 Power Distributors & Dispatchers 1 1 0 21% 0

51-8013 Power Plant Operators 10 13 3 28% 1

51-8091 Chemical Plant & System Operators 323 336 14 4% 14

51-9011 Chemical Equipment Operators & Tenders 635 659 24 4% 24

53-3011 Ambulance Drivers & Attendants, Except Emergency Medical Technicians

5 6 0 4% 0

53-6051 Transportation Inspectors 30 33 2 8% 1

53-7061 Cleaners of Vehicles & Equipment 135 163 28 21% 8


Table A5.2: Detailed Employment Projections Related to Program Opportunities

SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %

Change

Projected Annual

Openings

Certificate Level Program Additions

47-2031 Carpenters 738 924 185 25% 29

53-3032 Heavy & Tractor-Trailer Truck Drivers 1,027 1,082 55 5% 28


465 552 88 19% 19


321 408 87 27% 20

41-1011 First-Line Supervisors of Retail Sales Workers 504 560 56 11% 19

31-9092 Medical Assistants 201 283 83 41% 13

39-5012 Hairdressers, Hairstylists, & Cosmetologists 207 252 45 22% 10

51-9061 Inspectors, Testers, Sorters, Samplers, & Weighers 275 315 40 15% 12


326 365 40 12% 10

51-9111 Packaging & Filling Machine Operators & Tenders 130 153 23 18% 7

53-3033 Light Truck or Delivery Services Drivers 233 267 34 14% 8


136


43-3071 Tellers 222 219 (3) (1%) 9


344 405 61 18% 14

51-2092 Team Assemblers 123 157 34 28% 6

41-3099 Sales Representatives, Services, All Other 323 378 54 17% 13


128 149 20 16% 7

31-9091 Dental Assistants 117 155 39 33% 7

53-3031 Driver/Sales Workers 154 183 28 18% 6

49-9051 Electrical Power-Line Installers & Repairers 50 81 31 62% 6

49-3042 Mobile Heavy Equipment Mechanics, Except Engines

124 144 21 17% 6

Associate Degree Level Program Additions

17-3022 Civil Engineering Technicians 71 90 19 26% 4

29-2034 Radiologic Technologists 54 69 16 29% 3

29-2021 Dental Hygienists 47 65 19 40% 3

29-1126 Respiratory Therapists 33 42 9 28% 2

29-2056 Veterinary Technologists & Technicians 34 44 10 28% 1

23-2011 Paralegals & Legal Assistants 53 59 6 11% 2

29-2031 Cardiovascular Technologists & Technicians 22 30 8 34% 1

29-2012 Medical & Clinical Laboratory Technicians 28 39 11 37% 2

29-2032 Diagnostic Medical Sonographers 17 25 7 43% 1

19-4041 Geological & Petroleum Technicians 22 24 2 11% 1

31-2021 Physical Therapist Assistants 12 17 5 43% 1


24 27 3 11% 1

51-9141 Semiconductor Processors 35 29 (6) (17%) 1

Bachelor’s Degree Level Program Additions

13-2011 Accountants & Auditors 484 566 82 17% 23

17-2051 Civil Engineers 355 465 110 31% 23

17-2141 Mechanical Engineers 142 187 45 32% 10

13-1071 Human Resources Specialists 175 208 33 19% 8

17-2041 Chemical Engineers 214 230 15 7% 8

11-3031 Financial Managers 125 150 24 20% 6

17-2112 Industrial Engineers 89 109 20 22% 5

11-9041 Architectural & Engineering Managers 92 118 26 28% 6

15-1121 Computer Systems Analysts 168 213 45 27% 7


113 130 18 16% 4

13-1151 Training & Development Specialists 86 101 15 18% 4

15-1142 Network & Computer Systems Administrators 106 126 19 18% 3

17-2071 Electrical Engineers 66 88 22 33% 4

17-2171 Petroleum Engineers 94 97 3 3% 4


58 70 12 21% 3


137

Table A5.3: Detailed Employment Projections Related to Non-Credit Courses


SOC Code

SOC Title 2016 Jobs

2026 Jobs

Change %

Change

Projected Annual

Openings

39-9021 Personal Care Aides 522 667 145 28% 19

31-1014 Nursing Assistants 380 466 86 23% 18

31-1011 Home Health Aides 128 195 67 52% 10

31-9092 Medical Assistants 201 283 83 41% 13

43-6013 Medical Secretaries 313 409 96 31% 13

31-9091 Dental Assistants 117 155 39 33% 7

29-2052 Pharmacy Technicians 155 205 50 32% 7

29-2021 Dental Hygienists 47 65 19 40% 3

51-9081 Dental Laboratory Technicians 42 61 19 44% 3

31-9011 Massage Therapists 30 40 10 33% 1

29-2071 Medical Records & Health Information Technicians 49 65 16 33% 3

29-2056 Veterinary Technologists & Technicians 34 44 10 28% 1

29-2031 Cardiovascular Technologists & Technicians 22 30 8 34% 1

31-2021 Physical Therapist Assistants 12 17 5 43% 1

31-9096 Veterinary Assistants & Laboratory Animal Caretakers

19 23 4 23% 1

31-9097 Phlebotomists 16 22 6 39% 1

31-9099 Healthcare Support Workers, All Other 16 20 5 29% 1

31-1013 Psychiatric Aides 17 20 3 16% 1

31-1015 Orderlies 21 25 3 16% 1

31-2011 Occupational Therapy Assistants 5 7 2 35% 0

31-2022 Physical Therapist Aides 8 11 3 32% 1

31-9094 Medical Transcriptionists 6 8 1 20% 0

31-9095 Pharmacy Aides 3 5 2 53% 0

31-2012 Occupational Therapy Aides 2 2 0 23% 0


138

Appendix 6: Unemployment

Data on unemployment give researchers an idea of where skills mismatches may exist in the county.

Unemployment data can also provide important context when identifying the training programs that

are best suited to transitioning unemployed workers into in-demand occupations.

Table A6.1 and Figure A6.1 present the number of people unemployed by two-digit industry sector21

in Brazoria County, as data at the ZIP code level is not available. Data reflect October 2016 and follow

the same methodology used by the federal statistical agencies to determine the number of workers in

an industry that are not currently employed. The unemployment rate is not provided because it is

difficult to accurately determine the size of the labor force in a given industry on a monthly basis.

Rather than the unemployment rate, the percent of all unemployed for the region and for the nation

are provided to display which industry sectors have the highest concentration of unemployed workers.

21 Unemployment by industry data is only available at the two-digit level whereas the industry data reported elsewhere in

this analysis is at the three-digit level.


139

Table A 6.1: Number of Unemployed Workers by Industry Sector in Brazoria County

NAICS Code

NAICS Title No. of

Unemployed % of

Unemployed

National

% of Unemployed

11 Agriculture, Forestry, Fishing & Hunting 9 0% 1%

21 Mining, Quarrying, & Oil & Gas Extraction 157 2% 1%

22 Utilities 17 0% 0%

23 Construction 1,383 16% 5%

31 Manufacturing 1,318 15% 9%

42 Wholesale Trade 101 1% 2%

44 Retail Trade 1,026 12% 13%

48 Transportation & Warehousing 169 2% 3%

51 Information 14 0% 1%

52 Finance & Insurance 126 1% 2%

53 Real Estate & Rental & Leasing 98 1% 1%

54 Professional, Scientific, & Technical Services 351 4% 5%

55 Management of Companies & Enterprises 1 0% 0%

56 Administrative & Support & Waste Management & Remediation Services

314 4% 7%

61 Educational Services (Private) 102 1% 3%

62 Health Care & Social Assistance 408 5% 8%

71 Arts, Entertainment, & Recreation 62 1% 2%

72 Accommodation & Food Services 549 6% 10%

81 Other Services (except Public Administration) 373 4% 4%

90 Government 387 5% 7%

99 No Previous Work Experience/Unspecified 1,546 18% 16%

Source: Emsi Total Unemployment (October 2016).

As shown in Table A6.1, the category with the highest number of unemployed workers, 1,546 workers,

is “No Previous Work Experience/Unspecified,” a catch-all category for which reliable

unemployment data are unavailable. The second highest number of unemployed workers is in the

Construction industry with 1,383 workers, followed by the Manufacturing industry with 1,318

workers. For industries like Construction, seasonal jobs or jobs of short duration may also lead to high

numbers of unemployed workers. In addition, it is common for industries like Retail Trade and

Administrative & Support & Waste Management & Remediation Services to have a high percentage

of low-skill jobs that require little to no education and training, thus making them more vulnerable to

worker turnover. Another sector that is generally affected by high turnover is Accommodation &

Food Services.

There are six industries in Brazoria County that exceed the national concentration of unemployed

workers. Construction at 16% and Manufacturing at 15% have a much higher proportion of

unemployed workers than at the national level. The national unemployment rates for these industries

are 5% and 9%, respectively. On the other hand, Accommodation & Food Services, at 6% compared

to the national unemployment rate of 10%, and a host of other industries actually have a lower

proportion of unemployed workers than at the national level.


140

Figure A6.1: Number of Unemployed Workers by Industry Sector in Brazoria County


Table A6.2 and Figure A6.2 provide a breakdown of unemployment in Brazoria County by major

occupational group. As shown, occupational groups that contain the highest number of unemployed

workers are construction & extraction occupations at 15%, the “No Previous Work

Experience/Unspecified” occupational category at 12%, and sales & related occupations at 10%.

Though some of these occupational groups may have a relatively high number of annual openings,

high turnover still leads to a high number of unemployed.

0 500 1,000 1,500 2,000

Agriculture, Forestry, Fishing & Hunting

Mining, Quarrying, & Oil & Gas Extraction

Utilities

Construction

Manufacturing

Wholesale Trade

Retail Trade

Transportation & Warehousing

Information

Finance & Insurance

Real Estate & Rental & Leasing

Professional, Scientific, & Technical Services

Management of Companies & Enterprises

Administrative & Support & WasteManagement & Remediation Services

Educational Services

Health Care & Social Assistance

Arts, Entertainment, & Recreation

Accommodation & Food Services

Other Services (except Public Administration)

Government

No Previous Work Experience/Unspecified


141

Table A6.2: Number of Unemployed Workers by Occupation Group in Brazoria County

SOC Code SOC Title No. of

Unemployed % of

Unemployed

National

% of Unemployed

11-0000 Management 511 6% 6%

13-0000 Business & Financial Operations 273 3% 3%

15-0000 Computer & Mathematical 39 0% 2%

17-0000 Architecture & Engineering 315 4% 1%

19-0000 Life, Physical, & Social Science 44 1% 1%

21-0000 Community & Social Service 43 1% 1%

23-0000 Legal 28 0% 0%

25-0000 Education, Training, & Library 332 4% 3%

27-0000 Arts, Design, Entertainment, Sports, & Media 84 1% 2%

29-0000 Healthcare Practitioners & Technical 99 1% 2%

31-0000 Healthcare Support 182 2% 2%

33-0000 Protective Service 132 2% 2%

35-0000 Food Preparation & Serving Related 363 4% 8%

37-0000 Building & Grounds Cleaning & Maintenance 219 3% 4%

39-0000 Personal Care & Service 297 3% 4%

41-0000 Sales & Related 864 10% 12%

43-0000 Office & Administrative Support 862 10% 12%

45-0000 Farming, Fishing, & Forestry 11 0% 1%

47-0000 Construction & Extraction 1,301 15% 6%

49-0000 Installation, Maintenance, & Repair 375 4% 3%

51-0000 Production 471 6% 6%

53-0000 Transportation & Material Moving 605 7% 8%

99-0000 No Previous Work Experience/Unspecified 1,063 12% 12%


A number of occupation groups have a concentration of unemployed workers that is at the national

average, including the “No Previous Work Experience/Unspecified” occupational category,

management, and protective service. Construction & extraction occupations, at 15% compared to 6%,

and architecture & engineering occupations, at 4% compared to 1%, have a much higher

concentration of unemployed workers than at the national level.


142

Figure A6.2: Number of Unemployed Workers by Occupation Group in Brazoria County


0 200 400 600 800 1,000 1,200 1,400

Management

Business & Financial Operations

Computer & Mathematical

Architecture & Engineering

Life, Physical, & Social Science

Community & Social Service

Legal

Education, Training, & Library

Arts, Design, Entertainment, Sports, & Media

Healthcare Practitioners & Technical

Healthcare Support

Protective Service

Food Preparation & Serving Related

Building & Grounds Cleaning & Maintenance

Personal Care & Service

Sales & Related

Office & Administrative Support

Farming, Fishing, & Forestry

Construction & Extraction

Installation, Maintenance, & Repair

Production

Transportation & Material Moving

No Previous Work Experience/Unspecified


143

Appendix 7: Living Wage Calculations

As shown in Tables A7.1 and A7.2, the living wage is the hourly rate that an individual must earn to

support his or her family as a sole income provider working full-time or 2,080 hours annually. Part-

time is defined as less than 35 hours per week of work. The Texas state minimum wage is the same

for all individuals, regardless of the number of dependents in the household. Values are reported per

adult in the household. The poverty rate is typically reported as gross annual income and has been

adjusted to an hourly wage rate.

Table A7.1: Living Wage Calculations for Texas

Adults in Household Children in Household

Living Wage Poverty Wage Minimum Wage

One adult

No children $10.67 $5.00 $7.25

One child $21.99 $7.00 $7.25

Two children $26.37 $9.00 $7.25

Three children $32.36 $11.00 $7.25

Two adults, one working

No children $17.35 $7.00 $7.25

One child $22.10 $9.00 $7.25

Two children $24.45 $11.00 $7.25

Three children $27.21 $13.00 $7.25

Two adults, one working part-time One child $12.50 -- --

Two adults

No children $8.68 $3.00 $7.25

One child $12.50 $4.00 $7.25

Two children $14.41 $5.00 $7.25

Three children $16.53 $6.00 $7.25

Source: “Living Wage Calculation for Texas,” Dr. Amy K. Glasmeier and the Massachusetts Institute of Technology, last modified February 2017, accessed December 2017, http://livingwage.mit.edu.

Table A7.2: Living Wage Calculations for Brazoria County

Adults in Household Children in Household

Living Wage Poverty Wage Minimum Wage

One adult

No children $11.18 $5.00 $7.25

One child $21.78 $7.00 $7.25

Two children $26.16 $9.00 $7.25

Three children $31.92 $11.00 $7.25

Two adults, one working

No children $17.26 $7.00 $7.25

One child $21.89 $9.00 $7.25

Two children $24.25 $11.00 $7.25

Three children $26.77 $13.00 $7.25

Two adults, one working part time One child $12.40 -- --

Two adults

No children $8.63 $3.00 $7.25

One child $12.40 $4.00 $7.25

Two children $14.31 $5.00 $7.25

Three children $16.31 $6.00 $7.25

Source: “Living Wage Calculation for Texas,” Dr. Amy K. Glasmeier and the Massachusetts Institute of Technology, last modified February 2017, accessed December 2017, http://livingwage.mit.edu.

economic overview and program demand gap analysis dec. 2017.pdfsource: emsi gap model. source: emsi...

Documents