Talent Attraction USING DATA TO IDENTIFY AND ADDRESS WORKFORCE CHALLENGES

Talent Attraction USING DATA TO IDENTIFY AND ADDRESS WORKFORCE CHALLENGES

Topics The EDO dilemma Jobs and skills shortage Threats (and benefits) of automation Workforce trends Geography of jobs Emerging skills, job titles What your community can do to ensure residents have the right skills

The Economic Developer s Dilemma

How do we understand what skills shortages employers face today?

Traditional Data Strengths Highly Structured Projections & Trends Total Coverage Traditional Data Lack of Detail No Localized Skills Information Outdated (maybe) No Employer Data Real-Time Data Strengths Provides Details on Job Descriptions Connects Jobs to Specific Businesses Reflects Current Outlook & Demand Real-Time Data Weaknesses Small Portion of Economy Represented Non-Standardized Structure Unable to Produce Projections

Traditional LMI Weaknesses Lack of Detail No Localized Skills Information Outdated (maybe) No Employer Data Real-Time LMI Strengths Provides Details on Job Descriptions Connects Jobs to Specific Businesses Reflects Current Outlook & Demand

What should a community do? Kn ow yo u r key industries, c l u sters, a n d supply chains Auditors

Workforce Trends

Axis Title States With Most Manufacturing Jobs (density), 2016 350,000 300,000 250,000 200,000 150,000 100,000 50,000 Michigan Indiana Ohio Tennessee Kentucky Alabama 0 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 Source: Emsi 2017.1 Employees; NAICS 33

Manufacturing Jobs: 2001-2007

Manufacturing Jobs: 2010-2016

Job Growth by Wage Category 10.0% 8.0% 6.0% 4.0% 2.0% 0.0% -2.0% -4.0% -6.0% -8.0% 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 Lower-Wage ($9.48-$13.33) Mid-Wage ($13.73-$20.00) Higher-Wage ($20.03-$32.62) Source: Emsi 2017 Q1 Dataset (Employees); Wage categories from NELP Automation hollows out middle-skill work

Software Design for 3D in manufacturing is completely different than manufacturing design Match variety of CAD programs Proprietary User friendly Detect design and printing issues 3D printing considerations Speed Tip size (how much 3D material is laid down) Multi-material Multi-resolution Part yield Printer uptime Traceability (what piece came from which batch) Machine shop user interface Oven technology consistent heat application; consistent cooling/fan air flow; apply heat at different rates to the product Layer interfacial temperatures (layer bonding) Multiple extruders on the same printing head Larger motors Increase oven heat to accommodate new materials Dealer Display Increase camera ability which conflicts, of course, with oven temperatures Bigger space for printing The ability to mix and match extruders, affecting size, color, materials, blend and beads. Material development issues Cost Shelf life Reliability Durability Brittleness Packaging and delivery (moisture sensitive) Volume Thermal conductive Electrical conductive Medical compatible drug conductive and/or antimicrobial Particle filled metals, glass, etc. Structural strength Prototype Panel Assembly Assembly Checking Fixture Printing technologies Fused Deposition Modeling (FDM) Stereo Lithography (SLA) hard plastic, laser 3D color prints ID-Light Laser Sintering Polyjet Direct Metal Laser Sintering Urethane Casting Laser Direct Structuring Tooling Low Volume Production Prototype Die Construction Fabrication Pre-production Assembly Tooling Robot Fitted with End of Arm Tool

Training and Education

High Tech Jobs: 2010-2016

What s Included METHODOLOGY Net Migration Educational Attainment* Overall Job Growth Regional Competitiveness Skilled Job Growth Annual Openings Per Capita

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What should a community do? Infrastructure Education Demographics Crime Rates Community Insights Unemployment and the LFPR Department of Defense Dependence

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 Labor Force Participation Rate Almost10 million people not participating in the labor force SSDI Recipients Everyone 10,000,000 8,000,000 6,000,000 4,000,000 2,000,000 -

% in Labor Force Labor Force Participation Rate Labor Force Participation Rate by Age 90 80 70 60 50 40 30 20 10 0 1994 2004 2014 2024 Everyone by Age 40,000,000 30,000,000 20,000,000 10,000,000 Total, 16 years and older 16 to 19 20 to 24 25 to 34 35 to 44 45 to 54 55 to 59 60 to 64 65 to 69 70 to 74 75 to 79 0 Labor Force by Age Age Age Age Age Age Age 16-1920-2425-3435-4445-5455-64 Age 65+

Labor Force Participation Rate Women

Labor Force Participation Rate As of August 2017, the total unemployment estimate including underemployed or discouraged workers was 8.6% Men

What should a community do? Work together P EO P L E E D U C AT I O N Our mission is to connect people, education, and employers. E M P LOY E R S

Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills: The 6-Month to 2-Year Strategy 3. Technical & Certificate Programs: The 2- to 4-Year Strategy 4. Advanced Skill Sets: The 4- to 7- Year Strategy 5. Information Gap: The 7- to 10-Year Strategy 6. Starting Early: The 10- to 15-Year Strategy

60% 50% 40% 30% 20% 10% 0% 1 Talent Attraction: The 0- to 6-Month Strategy F i n d w o r k e r s w h o g r e w u p i n y o u r a r e a W h o h a v e r e l a t i v e s i n y o u r a r e a A l u m n i ( b o t h h i g h s c h o o l a n d c o l l e g e s ) P r e v i o u s l y w o r k e d t h e r e I n c r e a s e s e r v i c e s a n d p r o g r a m s f o r t h o s e f a c i n g b a r r i e r s t o e m p l o y m e n t

2 Transferable Skills: The 6-Month to 2-Year Strategy M i n i m a l t r a i n i n g w i t h s i m i l a r s k i l l s e t s t h a t c o u l d t r a n s f e r t o n e e d e d p o s i t i o n s P a r t n e r w i t h w o r k f o r c e d e v e l o p m e n t b o a r d s o r w o r k f o r c e t r a i n i n g c e n t e r s Knowledge Skills Ability

3 Technical & Certificate Programs: The 2- to 4-Year Strategy P a r t n e r s h i p b e t w e e n b u s i n e s s, E D O s, w o r k f o r c e b o a r d s, a n d c o l l e g e s P r o g r a m a l i g n m e n t L i f e l o n g e d u c a t i o n Advanced Skill Sets: 4 The 4- to 7- Year Strategy P a r t n e r i n g w i t h 4 - y e a r c o l l e g e s a n d u n i v e r s i t i e s C r e a t i n g c u r r i c u l u m t h a t h a s f l e x i b i l i t y ( l o n g e v i t y )

5 Information Gap: The 7- to 10-Year Strategy I n v e s t i n J u n i o r H i g h a n d H i g h S c h o o l p r o g r a m s t h a t a l i g n t o w o r k f o r c e n e e d s M a k e s t u d e n t s a w a r e o f t h e r e a l - l i f e l a b o r m a r k e t o p p o r t u n i t i e s i n y o u r a r e a E a r l y e d u c a t i o n S T E M f i e l d s Starting Early: The 10- to 15- Year Strategy C o m p u t e r k n o w l e d g e ( n o n - S T E M f i e l d s ) 6

Who is Emsi? ECONOMICS F I R M B A S E D I N N O R T H E R N I DA H O

Thank You Debbie Maranger Menk Debbie.Menk@economicmodeling.com 734-730-3902 Subscribe to our blog for stories and case studies from communities and employers across the U.S. EconomicModeling.com