presentation baltimore regional talent development pipeline study

Baltimore Regional Talent Development Pipeline Study

October 30, 2013

Socio-Economic and Labor Market Conditions

Highly-Educated Region

0%

5%

10%

15%

20%

25%

30%

35%

40%

1980 1990 2000 2010

Adults with Bachelor's Degree

Baltimore Area

United States

Prosperous Region

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

1980 1990 2000 2010

Median Household Income

Baltimore Area

United States

Economic Recovery

1,220

1,240

1,260

1,280

1,300

1,320

1,340

1,360

Au

g, 2

00

3

Au

g, 2

00

4

Au

g, 2

00

5

Au

g, 2

00

6

Au

g, 2

00

7

Au

g, 2

00

8

Au

g, 2

00

9

Au

g, 2

01

0

Au

g, 2

01

1

Au

g, 2

01

2

Au

g, 2

01

3

Tota

l E

mp

loym

en

t (0

00

)

Source: Current Employment Statistics Database

Total Employment, Baltimore Region Residents

Income Disparities

Source: National Center for Smart Growth

Income Disparities

Source: American Community Survey 2012 Estimates

Median Household Income 2012

$108,844

$89,179

$80,028 $76,645

$62,444

$39,241

Howard

County

Anne

Arundel

County

Carroll

County

Harford

County

Baltimore

County

Baltimore

city

United States $51,371

Racial Disparities in Opportunity

Source: American Community Survey 2006-2010 Estimates

Average Unemployment Rate By Race 2006-2010, Baltimore Region

4.3%

9.6%

5.6%

3.7%

7.8%

5.8%

White Black Latino Asian Other/Two or

More Races

Total, All Races

Educational Attainment Affects Opportunity

Source: American Community Survey 2011 Estimates

Unemployment Rate By Educational Attainment, Baltimore Region, 2011

Educational Attainment Share of the Labor Force Unemployment Rate

Less than high school graduate

8% 20.7%

High school graduate or equivalent

25% 11.4%

Some college or Associates degree

28% 7.9%

Bachelors degree or higher

38% 3.8%

Total Population 25 to 64 years

100% 7.8%

Elevated Number of Unemployed

Source: Local Area Unemployment Statistics, Quarterly Census of

Employment and Wages

Baltimore Region Employment and Unemployment - Comparative Measures

1,363

1,298

1,357

1,242

1,194

1,219

48,602

120,343

-

20,000

40,000

60,000

80,000

100,000

120,000

140,000

1,050

1,100

1,150

1,200

1,250

1,300

1,350

1,400

2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012

To

tal U

ne

mp

loye

d P

ers

on

s

To

tal E

mp

loym

en

t (0

00

)

Employment of Baltimore Region Residents (LAUS)

Employment at Businesses/Governments in the Baltimore Region (QCEW)

Unemployment of Baltimore Region Residents (LAUS)

Barriers to Employment Opportunity Encountered by Low-Skilled Adults

Transportation

Barriers

Low Basic

Math and

Literacy Skills

Difficulties

finding a job

that can cover

basic living

expenses

Lack of

Technical Skills

or Credentials

Limited Social

Network

Lack of

Experience

Best Practices for Workforce Development Among Low-Skilled Adults

Career Pathways offer a clear sequence of education and training courses and

credentials that are built around:

Sector

Strategies “Stackable” Training Contextual Learning

Industry Credentials Multiple Entry/Exit

Points

Intensive Wrap-

Around Services

Designs for Working

Learners

Accelerated/Integrat

ed Learning

• Aligned with the skill

needs of industry

sectors.

• Employers actively

engaged in

determining skill

requirements.

• Arranged or “chunked”

in a non-duplicative

progression of courses.

• Provide opportunities

to earn credits that

have labor market

value.

• Instructional strategies

that make work a

central context for

learning and help

students attain work

readiness skills.

• Combine adult

education with

postsecondary technical

training.

• Accelerate career

advancement of

participants.

• Meet needs of

nontraditional students

who combine work and

study.

• Lead to the attainment

of industry-recognized

degrees or credentials

that have value in the

labor market.

• Enable workers of

varying education and

skill levels to enter or

advance in a specific

sector or occupational

field.

• Incorporate academic

and career counseling

and wraparound

support services

(particularly at points

of transition).

Source: The Promise of Career Pathways: Systems Change (2012)

Industry-Led Sector Strategies Produce Superior and Lasting Results

Source: Job Training the Works: Findings from the Sectorial

Employment Impact Study

Have significantly higher earnings

Over the long-term, participants in sector-based workforce development…

Are more consistently employed

• Identify sector opportunities for low-

skilled workers to progress into mid-

skilled jobs that pay a family supporting

wage.

• Determine the training and educational

pipeline linked to those careers.

• Implement strategies to ensure a pipeline

of qualified workers is available to meet

the current and future workforce needs

of the region’s high growth industries

Goals of the Baltimore Talent Development Pipeline Study

How the Study Informs the Regional Workforce Development Plan

Regional Talent Development

Pipeline Study

Analysis of Barriers to Employment

Opportunity

Career-Related Transportation

Barriers Analysis

Career Pathways

Regional Workforce

Development Plan

1 2

3

4

5

1. There is a wide disparity in labor market outcomes

and opportunities for high skilled vs. low skilled

adults.

• Workers who do not have a high school diploma or

equivalent have unemployment levels more than five times

higher than workers with a Bachelor’s degree.

• One third of the region’s workforce is comprised of

individuals who either have not completed a high school

diploma or have attained a high school diploma or

equivalent as their highest level of education.

Key Findings of the Baltimore Talent Development Pipeline Study

2. The region’s job opportunities fall mainly into two categories:

(1) high-paying jobs requiring at least a Bachelors degree

and

(2) jobs that require few technical skills and pay less than a

living wage.

• Mid-skilled job opportunities that pay a living wage comprise

a small portion of the labor market.

• This trend is evident at a macro level and for most industry

sectors, making it difficult for low skilled workers to

recognize and progress into specialized mid-skill career

paths that pay family-supporting wages.


3. A review of occupational hiring requirements in 13 industry

sectors reveals that six sectors offer the greatest promise for low

skilled workers to move into family-supporting, mid-skilled jobs:

1. The healthcare sector,

2. The construction sector,

3. The information technology sector (including

cybersecurity),

4. The transportation and warehousing sector,

5. The business services sector, and

6. The manufacturing sector.


Share of Jobs by Minimum Education Required to Begin Work, 13 Selected Industry Sectors


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Jobs with Minimum Entry Requirements of a High School Diploma or Less

Jobs Requiring an Associates Degree, Post-Secondary Award, or Some College

Jobs Requiring a Bachelor's Degree or Higher

Share of Jobs by Minimum Education Required to Begin Work, 13 Selected Industry Sectors


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Jobs with Minimum Enrty Requirements of a High School Diploma or Less

Jobs requiring and Associates Degree, Post-Secondary Award, or Some College

Jobs Requiring a Bachelor's Degree or Higher

4. There are 39 occupations in the six sectors that are mid-

skilled occupations where workers can progress into a position

earning a living wage.



1. Electricians

2. Plumbers,

Pipefitters, and

Steamfitters

3. Carpenters

4. Operating Engineers

and Other

Construction

Equipment Operators

5. Highway

Maintenance

Workers

6. Brickmasons and

Blockmasons

7. Glaziers

8. Elevator Installers

and Repairers

9. Heating, Air

Conditioning, and

Refrigeration

Mechanics and

Installers

1. Computer Support

Specialists*

2. Computer Systems

Analysts*

3. Network and

Computer Systems

Administrators

4. Information Security

Analysts, Web

Developers, and

Computer Network

Architects

1. Industrial Truck and

Tractor Operators

2. Heavy and Tractor-

Trailer Truck Drivers

3. Cargo and Freight

Agents

4. Dispatchers

5. Bus and Truck

Mechanics and

Diesel Engine

Specialists

Healthcare Construction IT / Cybersecurity Transportation &

Logistics Business Services

1. Medical Assistants

2. Medical Records and

Health Information

Technicians

3. Pharmacy Technicians

4. Surgical Technologists

5. Radiologic

Technologists and

Technicians

6. Medical and Clinical

Laboratory

Technicians

7. Licensed Practical

and Licensed

Vocational Nurses

8. Emergency Medical

Technicians and

Paramedics

9. Registered Nurses

10.Respiratory Therapists

11.Dental Hygienists

1. Tax Preparers

2. Human Resources

Assistants

3. Hazardous Materials

Removal Workers

4. Environmental

Science and

Protection

Technicians, Including

Health

5. Civil Engineering

Technicians*

6. Electrical and

Electronics

Engineering

Technicians*

7. Mechanical

Engineering

Technicians

8. Other Engineering

Technicians

9. Architectural and Civil

Drafters

10.Mechanical Drafters*

*Note: Also a top manufacturing occupation


14,450 7,163 7,166 4,449 2,576

35,804

49,374

17,254 12,458

17,839

46,787

143,712

Healthcare Occupations

Construction Occupations

Information Technology

Occupations

Transportation and Logisitcs Occupations

Business Services Occupations

Five-Sector Total

Hiring in Selected Occupations (Economy-Wide) Hiring in the Sector (Total, All Occupations)

Future Hiring Demand 2012-2020, Selected Sectors and Selected Occupations

Projected Hiring in 39 Selected Mid-Skill Occupations (2012-2020): 35,800

Unemployed Persons in the Baltimore Region 2012: 105,000

Detailed Findings of the Baltimore Talent Development Pipeline Study

Detailed Findings: Projected Job Creation and Total Hiring Demand

440

789

1,528

1,624

1,842

4,479

4,695

5,825

5,867

6,000

12,509

15,608

20,049

Utilities

Manufacturing

Wholesale

Finance & Insurance

Transportation And Warehousing


Retail Trade

Bioscience

Construction

Hospitality & Tourism

Education

Business Services

Healthcare

1,532

7,746

10,093

11,889

12,458

14,783

15,694

17,254

33,270

37,514

39,658

46,787

49,374

Utilities

Transportation & Warehousing

Wholesale

Manufacturing


Finance & Insurance

Bioscience

Construction

Education

Retail Trade


Business Services

Healthcare

New Job Creation by Sector 2012-2020 Total Hiring Demand Incl. Turnover

Detailed Findings: Share of Jobs by Minimum Educational Requirements

Less than High School

High School Diploma or Equivalent

Associate's Degree, Post-Secondary Award, or Some

College, less than a Bachelor's Degree

Bachelor's Degree or Higher

Bioscience 2% 25% 13% 60%

Business Services 13% 36% 12% 38% Construction 18% 65% 12% 5%

Education 4% 28% 5% 63%

Finance & Insurance 6% 64% 4% 26%

Healthcare 11% 30% 38% 22%

Hospitality & Tourism 76% 20% 2% 2%

IT 2% 28% 13% 57%

Manufacturing 15% 55% 11% 19% Retail Trade 62% 31% 3% 3%

Transportation and Warehousing 24% 66% 4% 6% Utilities 4% 63% 11% 22%

Wholesalers 15% 61% 8% 16%

Detailed Findings: Average Wages by Minimum Educational Requirements

Less than High School

High School Diploma or Equivalent

Associate's Degree, Post-Secondary Award, or Some

College, less than a Bachelor's Degree

Bachelor's Degree or Higher

Bioscience $13.90 $24.37 $33.55 $42.05

Business Services $12.39 $20.81 $32.58 $42.60

Construction $16.19 $23.01 $40.91 $38.91

Education $11.39 $17.05 $28.11 n.a.

Finance & Insurance $12.87 $23.63 $45.04 $41.36

Healthcare $11.05 $18.42 $27.50 $40.46

Hospitality & Tourism $10.02 $18.62 $47.91 $31.64

IT $13.30 $24.73 $33.86 $44.33

Manufacturing $13.30 $20.40 $36.36 $43.27

Retail Trade $11.77 $19.55 $45.67 $47.61

Transportation And Warehousing

$14.34 $19.98 $44.14 $41.44

Utilities $14.11 $23.18 $38.23 $41.98

Wholesalers $13.65 $23.99 $42.28 $43.42

Detailed Findings: Talent Development Pipeline

888

1493

2,792

2,957

3656

4,556

6,995

7,485

15,117

28,869

48,194

61,648

64,015

Retail Trade

Utilities

Construction

Transportation and Warehousing

Wholesale

Manufacturing

Finance & Insurance



Bioscience

Healthcare

Business Services

Education

Regional Post-Secondary Enrolment in

Programs Linked to Each Sector

• 2,049 post-secondary educational programs

in the Baltimore Region that reported

combined enrolment of 199,218 students

during the 2011-2012 period.

• 1,778 college and university programs with

combined enrolment of 184,844 students in

2012.

• 186 WIA-eligible training programs with

combined enrolment of 7,939 students

(2012).

• 85 other programs (non-WIA eligible) with

combined enrolment of 6,435 students.

• 46,250 graduates from all programs in the

most recent year of reporting (2011-2012).

Regional Education and Training Capacity

Sector

Training and Education Capacity

WIA-Eligible Training Programs

Enrolment in WIA-Eligible Training

Programs

All Programs Less than a Bachelor's

Degree

Enrolment in Programs Less

than a Bachelor's Degree

Total Educational and Training

Programs

Total Enrolment - All Programs

Bioscience 7 119 115 6,072 384 28,869

Business Srvs. 56 1,000 341 18,115 767 61,648

Construction 26 586 62 2,677 65 2,792

Education 2 338 142 40,329 413 64,015

Finance & Ins. 7 144 52 2,881 101 6,995

Healthcare 66 4,153 218 20,150 459 48,194


7 244 39 2,212 115 7,485

IT 28 176 151 5,490 271 15,117

Manufacturing 9 189 38 1,506 72 4,556

Retail Trade 4 99 9 649 15 888


15 1,668 44 2,918 45 2,957

Utilities - - 10 486 17 1493

Wholesale 9 1,129 33 2,201 45 3656

Gaps in Training Capacity

Sector

Job Opportunity Training and Education Capacity Earnings for Occupations

in the Sector

Employ-ment

2012

Share of Workforce (Employed

in the Region)

Total Hiring Demand

(Including Turnover) 2012-2020

Pct. Of Jobs with

Minimum Education

Requirement Less than a

Bachelors Degree

WIA-Eligible Training All Education and

Training Programs Lasting Less than Four Years

Average Hourly

Wage 2012

Average Annual

Earnings 2012

Pro

gram

s

Enro

llmen

t

Pro

gram

s

Enro

llmen

t

Bioscience 57,089 4.70% 15,694 40% 7 119 115 6,072 $36.09 $75,144

Business Services

190,554 15.60% 46,787 62% 56 1,000 341 18,115 $29.55 $61,550

Construction 67,953 5.60% 17,254 95% 26 586 62 2,677 $24.62 $51,216

Education 116,339 9.50% 33,270 37% 2 338 142 40,329 n.a. $58,992

Finance & Insurance

71,452 5.90% 14,783 74% 7 144 52 2,881 $28.45 $59,183

Healthcare 188,405 15.50% 49,374 78% 66 4,153 218 20,150 $25.95 $54,288


118,294 9.70% 39,658 98% 7 244 39 2,212 $12.87 $26,719


49,182 4.00% 12,458 43% 28 176 151 5,490 $36.82 $76,586

Manufacturing 62,863 5.20% 11,889 81% 9 189 38 1,506 $25.43 $52,891

Retail Trade 138,329 11.30% 37,514 97% 4 99 9 649 $16.56 $34,451


32,100 2.60% 7,746 94% 15 1,668 44 2,918 $20.94 $43,565

Utilities 5,894 0.50% 1,532 78% - - 10 486 $28.73 $59,760

Wholesale 46,389 3.80% 10,093 84% 9 1,129 33 2,201 $26.93 $56,008

Implications for the Regional Workforce Development Plan

• Industry-led partnerships will be an important component of

the plan, especially in high-opportunity sectors.

• Many mid-skilled family-supporting jobs are specialist/niche

occupations (100s of job openings, rather than 1,000s).

Resources will be needed to offer a broad menu of training

options for these diverse occupations.

• Efforts to increase graduation rates and promote a successful

transition to postsecondary education and/or training are

essential.

Implications for the Regional Workforce Development Plan

• Training to prepare low-skilled workers for promising entry-level

positions will require a combination of essential skills training,

basic math and literacy education, and technical skills training

needed for mid-skilled occupations.

• Strategies to reduce transportation barriers, social barriers,

and other barriers should be designed to support workers in

high-opportunity sectors.

• Example: Ensure transit service is available to areas where

transportation & logistics businesses are located, and is available for

2nd and 3rd shift workers).

Next Steps

• Study of Barriers to

Employment Opportunity

• GIS Analysis of the

Journey to Work

• Career Pathways

Mapping

• Regional Workforce

Development Plan

Preview: Off-Peak Transit Times for Cherry

Hill Residents to Travel to Transportation

and Logistics Sector Jobs

presentation baltimore regional talent development pipeline study

Career

minimum education required

total hiring demand

high school diploma

baltimore region residents

projected job creation

reported combined enrolment

education capacity enrolment

secondary educational programs