industry insights on talent - grow cedar valley · 5.7 5.2 maintenance- machinery robotics...

Because workforce availability has emerged as a priority for Cedar Valley businesses, an assessment focused on workforce was distributed to businesses throughout the region. This report details the data collected on workforce supply, skills demands, recruitment, work-based learning programs, and educational preparation. The assessment was developed with input from both education and business partners, and the information

gathered will help shape educational programs and talent attraction programming in the Cedar Valley.

Black Hawk | Bremer | Buchanan | Butler | Chickasaw | Grundy

INDUSTRY INSIGHTS ON TALENT for the Cedar Valley Region of Iowa

2018

PARTICIPATION OVERVIEW

44% Waterloo

1% Denver

2% Independence

2% Evansdale

39%Cedar Falls

8% Waverly

102 PARTICIPANTS

Cities represented

169 FULL-TIME

69 PART-TIME

5 CONTRACT

Average number of employees for COMPANIES REPRESENTED

Average Distribution of Employees for COMPANIES REPRESENTED

179Non-Management Hourly

41Non-Management Salaried

23Management

20Other

3Executive

3% New Hampton

1% Janesville

1% Beaman

SECTORS REPRESENTED

Companies surveyed employ a total of 16,907 full-time employees, 6,095 employees, and 309 contract employees.

Companies surveyed employ a total of 287 executives, 2,031 managers, 3,296 non-management salaried employees, 16,602 non-management hourly employees, and 407 other types of employees.

Manufacturing & Production

23%

Other 25%

Professional & Business Services

12%Finance & Insurance 10%

Construction 6%

Information Technology &

Software Development

5% Health Care 13%

Distribution& Logistics

3%

Marketing

3%

WORKFORCE TRENDS

EXPECTATIONS OF WORKFORCE SIZE

57% Increase 40% Remain Stable 3% Decrease

48% of employers express that workforce is a limiting factor to growing in the Cedar Valley.

The above graph shows percentage of employers by industry that expressed workforce as a limiting factor to growing in the Cedar Valley.

90%

60% Construction

33% Finance & Insurance

43% Health Care

67% Information Technology & Software Development

38% Manufacturing & Production

75% Professional & Business Services

63% Other

10% 20% 30% 40% 50% 60% 70%80%

0%

The following graph shows percentage of employers by industry that have contracted out or relocated business functions due to a lack of available workforce.

0%

10%

20%

30%

40%

50%

60%

70%

Construction0%

Distribution & Logistics

33%

Health Care

11%

Information Technology & Software Develpment

67%


22%

Marketing

33%

Professional & Business

Services

50%

Finance & Insurance

17%20% of employers have contracted out or relocated business functions due to a lack of available workforce.

WORKFORCE TRENDS continued

54%

42%

27%

35%

Use of contract employees

Automation

Shift work to other company facilities

outside the Cedar Valley

Outsourcing

Companies have considered using or are using the following labor shifting strategies.

Expectations of WAGE LEVEL

76% Increase

23% Remain Stable

1% Decrease

Employers expect to fill the following NUMBER OF POSITIONS IN THE NEXT 3 YEARS

0%

49%

17%11%

4% 4% 2% 2%

10%

None 1-10 11-20 21-30 31-50 51-75 76-100 101-150 151+0%

10%

20%

30%

40%

50%

60%

Perc

enta

ge o

f Em

ploy

ers

RECRUITMENT & RETENTION

Employers chose the following RECRUITING CHANNELS AS MOST EFFECTIVE

0%

10%

20%

30%

40%

50%

60%

70%

7%Company-hosted Recruiting Events

In-person

Job/Career Fairs

7%Print

Advertisements

11%

Company Career

Webpage

24%

Social Media

36%

3rd Party Job Boards

43%

Employee Referrals

57%

3rd Party Staffing Firms

10%

Drop-in/On-Site

Applications

10%

Employers ranked how challenging the following factors are when RECRUITING TALENT Scale of 1-7 (7 being difficult)

4.3 LIMITED OPPORTUNITIES FOR SPOUSE/PARTNER

4.3 PERCEPTION OF

AREA/IOWA

3.9 SALARY

2.8 HOUSING ABILITY

2.6 COST OF LIVING

2.7 HOUSING EQUALITY

Ranking of Difficulty to RETAIN EMPLOYEES1-7 (7 being difficult)

EMPLOYEES FROMCEDAR VALLEY

EMPLOYEES FROM OUTSIDECEDAR VALLEY

3.4

3.9

62% of employers recruit talent from outside the Cedar Valley

EMPLOYMENT BARRIERS

0%

20.8%9.9%

22.1%

26.0%26.0%

49.4%

ELDER CARE

SUSTANCE ABUSE

ENGLISH LANGUAGE TRANSLATION

OTHER

TRANSPORTATION

CHILD CARE

NONE

9% No

MANUFACTURING INDUSTRY SP ECIFIC DATA

1

2

3

4

5

6

7

Welder

4.7

Painter

4.3

CNC Operator

5.0

CNC Programmer

5.75.2

Maintenance- Machinery

Robotics Technician

6.04.9

Maintenance- Facilities

Quality Control Inspector

4.9

General and Operations Manager

5.7

Shipping & Receiving

3.6

General Labor

3.5

Assembler

4.1

WORKFORCE AVAILABILITY 1-7 (7 being difficult)

Use of NEW TECHNOLOGIES

91% Yes

UTILIZINGCROSS TRAINING

65% No

35% Yes

CURRENTLY USINGROBOTICS

65% No

35% Yes

IF NO, PLAN TO USEROBOTICS

78% No

22% Yes

USINGADDITIVE

MANUFACTURING

89% No

11% Yes

IF NO, PLAN TO USEADDITIVE

MANUFACTURING

MANUFACTURING INDUSTRY SP ECIFIC DATA


HEALTH CARE

DISTRIBUTION & LOGISTICSNURSING Hiring Practice

*BSN: Bachelor of Science in Nursing*ADN: Associates Degree in Nursing

Anesth

esiolo

gist

Clinical

Labo

ratory

Techn

ician

Emergen

cy Med

ical Te

chnicia

n

Family

Practitio

ner

Health

Inform

ation T

echnic

ian

Home H

ealth

Aide

Licen

sed Prac

tical N

urse (

LPN)

Medica

l Assi

stant

Nurse A

nesth

etist

Nurse P

ractitio

ner

Certifie

d Nurs

ing Assi

stant

(CNA)

Occupa

tional T

herap

ist

Pharm

acist

Pharm

acy Te

chnicia

n

Physica

l The

rapist

Physicia

n

Physicia

n Assi

stant

Registe

red Nurs

e (RN)

Speech

-Lang

uage

Patholo

gist

Surgeo

n

Surgica

l/OR Te

chnolo

gist

Therap

ist/Men

tal Hea

lth Cou

nselor

s

2

1

3

4

5

6

7

67%

0% 33%

HIRE WITH ADN OR BSN

REQUIRE BSN

PRIMARILY HIRE BSN, BUT NOT REQUIRED


Plan to use AUTONOMOUS TRUCKING/PLATOONING

Inventory Control

Employees

4.3

Warehouse Employees

(Non-management)

4.3

Warehouse Supervisors/Managers

5

Truck Drivers

6

100% NO 0% YES

Oracle

5

INFORMATION TECHNOLOGY

Skills needed for entry-level employees DEVELOPMENT FRAMEWORDS USED17 employers responded

Skills needed for entry-level employeesTECHNICAL COMPETENCIES19 employers responded

OPERATING SYSTEMS24 employers responded

Skills needed for entry-level employees DEVELOPMENT TOOLS12 employers responded

3 Angular

3 jQuery

9 .Net

0

2

4

6

Bit Bucket

2 2 2

Azure Git

3

Visual Studio Other GitHub AWS

5

Flash

3 34

Skills needed for entry-level employees PROGRAMMING LANGUAGES17 employers responded

Skills needed for entry-level employees DATABASE MANAGEMENT SYSTEMS15 employers responded

0

Objectiv

e C C++jQue

ryJS

ONOthe

rXML C#

Java

HTML

HTML5

JavaS

cript

SQL

2

4

6

8

10

12

24 4 4 4

56 6

78 8

12

MSSQL

6MySQL

611 Sharepoint

9 Wordpress

2 JBoss (Wildfly)

Economic Inclusion INITIATIVES USED BY EMPLOYERS

0%

10%

20%

30%

40%

50%

60%

70%

80%

4%Offer Child

Care AssistanceOffer Financial Assistance with Transportation

1%Actively Recruit

Veterans

36%

Hire Candidates with Criminal

Record

60%

Employ Veterans

69%

Employ Translators

11%

Diversity & Inclusion Initiative

29%

ECONOMIC INCLUSION

24 Windows 8 macOS 3 Linux

7

6

5

4

3

2

1

EDUCATIONAL PREPARATION

ENGAGE WITH EDUCATIONAL INSTITUTIONS

51% of employers engage with regional educational institutions

40% Construction

5 Community College

33% Distribution & Logistics

5 Regional University/Private College

63% Finance & Insurance

3.9 High School

60% Health Care

50% Manufacturing & Production

33% Professional & Business Services

10%

1

20%

2

30%

3

40%

4

50%

5

60%

6

70%

7

0%

0

The left shows percentage of employers by industry that engage with regional higher and lower educational institutions.

Range of How Adequately Regional Educational Institutions Prepare

WORK-READY GRADUATES 1-7 (7 being well-prepared)

Rating of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES BY INDUSTRY 1-7 (7 being well-prepared)

Rating of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES BY COUNTY 1-7 (7 being well-prepared)

7

6

5

4

3

2

1Distribution & Logistics

4.67

5.675.33

Finance & Insurance

4.50

5.505.29

Health Care

4.11

5.20 5.27


3.60

4.67

5.00


3.80

5.25

4.67

Regional High School Prep Rating University/Private School Prep Rating Community College Prep Rating Black Hawk Bremer Buchanan Chickasaw Butler-Grundy

Construction

2.00

4.004.20

Regional High School Prep Rating

University/Private School Prep Rating

Community College Prep Rating

3.79

4.96 5.00

3.67

5.00

4.50

5.00

4.00

4.50

5.00

4.00

4.83

5.25

5.67

4.83

15%

21%18%

14%

17%

4%

8%

5% 6%6%5%

1% 1% 1%

4%

1%1%2%

5%

2%1%

11%10%

4%

100% 100%

67%70%

75% 75%

60%

53%

0% 0%0% 0%0% 0%0%5%

EDUCATIONAL PREPARATION continued

7

6

5

4

3

2

1

Rating of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES BY CITY 1-7 (7 being well-prepared)

Percentage of Hires that are RECENT COLLEGE GRADUATES

Expectation of Amount of Hires that are RECENT COLLEGE GRADUATES BY INDUSTRY

Expectation of Amount of Hires that are RECENT COLLEGE GRADUATES

Waterloo Cedar Falls Waverly New Hampton Independence

Regional High School Prep Rating

University/Private School Prep Rating

Community College Prep Rating

4.04

5.15 5.21

3.63

4.93

3.834.004.00

5.33

6.00

4.50

5.50

5.004.71 4.85

0

0

None -

Rarely h

ire

recen

t colleg

e grad

uates 0%

Constr

uction

10%

Distribu

tion & Lo

gistics

20%

Finance

& Insur

ance

30%

Health

Care

40%

Manufa

cturin

g & Prod

uction

Profess

ional &

Busine

ss Serv

ices

50%

Marketin

g

60%

Other

70%

80%

90%

100%

5%

10%

10%

20%

30%

70%

15%

40%

80%

20%

50%

90%

25%

60%

100%

Perc

enta

ge o

f Em

ploy

ers

Percentage of Hires

Hourly Hires Salaried/Management Hires

Increase DecreaseStable

69% REMAIN STABLE

30% INCREASE

1% DECREASE

0% 0%

33%30%

25% 25%

40% 42%

WORK-BASED LEARNING

WORKFORCE SKILLS

58%

78%Soft Skills Importance & Rating of APPLICANTS1-7 (7 being high)

Anticipated INTERNSHIP PROGRAM USAGE43% Community relations to build awareness of your organization

50% Developing future leaders

52% Opportunity for staff to mentor and supervise

63% Operational support to help with regular employee workload

73% Create a strong pipeline of future workforce

42% New points of view and organizational diversity

Primary benefits of WORK-BASED LEARNING PROGRAMS

0

20

40

60

80

of employees utilize a work-based learning program like an internship. preceptorship, or apprenticeship program.

of employers have a training program or financially support employee development

Percentage of INTERNS HIRED FULL-TIME

11% 11%

2%0%

4%

11%

15%

22%

9% 9%7%

0None 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

5%

10%

15%

20%

25%

Perc

enta

ge o

f Em

ploy

ers

Percentage of Hires

Stable

64%Increasing

36%Decreasing

0%

1

6.3

4.1

Problem Solving Skills

6.5

4.3

Communication Skills

6.5

4.5

Interpersonal Relationship Skills

6.6

4.0

Work Ethic

5.7

3.9

Leadership Skills

2

3

4

5

6

7

Level of Importance Rating of Applicants

Knowledge/Skills Gap with NEW HIRES

5%9% 12% 13% 13%

16% 16% 17%22%

24%

29%32%

49%

57%62% 63%

0

Readin

g Com

prehe

nsion

(in Eng

lish)

English

Lang

uage

Knowled

ge of

Specifi

c Tech

nolog

y

Compu

ter Skill

s

Mathem

atics (

Compu

tation

)

Problem

Discove

ry Skill

s

Writing in

English

(Gram

mar, Spe

lling,

etc.)

Ability t

o Work

Inde

pend

ently/

Remote

ly

Techn

ical (E

ngine

ering

, Mech

anica

l, etc.)

Innova

tive/Crea

tive Thin

king

Adapta

bility

Problem

Solving

Skills

Initiati

ve/Self-

Directe

d

Work Ethic

Commun

ication

Skills

Ability t

o Work

in a T

eam

10%

20%

30%

70%

40%

80%

50%

60%

7

6

5

4

3

2

1

Cedar Valley Regional Partnership(319) 232-1156

www.cedarvalleyregion.com

Data compiled and prepared by the Greater Cedar Valley Alliance & Chamber

WORKFORCE SKILLS continued

Importance of Soft Skills by INDUSTRY 1-7 (7 being high)

Rating of Applicants' Soft Skills by INDUSTRY 1-7 (7 being high)

Construction


Finance & Insurance

Health Care


Professional & Business ServicesProblem Solving Communication Skills Interpersonal Relationship Work Ethic Leadership Skills

7

6

5

4

3

2

1Problem Solving Communication Skills Interpersonal Relationship Work Ethic Leadership Skills

Construction


Finance & Insurance

Health Care



industry insights on talent - grow cedar valley · 5.7 5.2 maintenance- machinery robotics...

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