Understanding Local and Regional Talent Pipelines: Partnering Traditional LMI with Real-Time Job Posting Data

Meet the team Melissa Sheldon Michelle Wein Scott Corsi Karley Thurston Edwin laswell Senior Project Manager Senior Research Manager Research Analyst Research Assistant Research Assistant

To cultivate a cohesive talent system by facilitating data-driven workforce solutions to ensure responsiveness to labor market demands. Workforce solutions

WIN Board

Overview Labor Market Reports Regional labor market overview Creating occupation groups Educational Attainment and Talent Attraction Labor supply indicators Identifying a skills gap Educational resources Regional Comparisons Local skills gaps and commuting flow Talent attraction and local highlights Industry skills gap

Labor Market Reports Regional Overview and Occupation Grouping

Labor Market Reports Inventory of regional demand patterns WIN Labor Market Reports Custom occupation groups by demand sector Creating an occupation group Analyzing an occupation group

Demand Patterns from Traditional Data Employment Growth since recession, last quarter Wages Typical entry-level education and experience

Demand Patterns from Real Time Data Job Postings: trends and changes Top occupations Total demand Skills Credentials and qualifications Certificates Degrees

Combining Real Time and Traditional Data VIEWING THE FULL PICTURE Job postings and employment data provide complementary information Low/ variable job postings, but high employment Increasing job postings, but slow employment growth Key details about top jobs Education and experience: how to enter? Wages: career growth opportunities

Creating an Occupation Group PROCESS OVERVIEW Data Employment and industry data Job postings by keyword Take employers into account Filter by skills Important for emerging occupations

Creating an Occupation Group CASE STUDY: ROBOTICS Job postings and employment data provide complementary information Some occupations may not be well-defined (ex., Mechatronics) Separate by job function: machining, engineering, maintenance, electrical What skills are useful for all group occupations? What education/ training is necessary?

Occupation Groups: Engineers and Designers INDUSTRIAL ENGINEERS MECHANICAL ENGINEERS ELECTRICAL ENGINEERS ELECTRONICS ENGINEERS, EXCEPT COMPUTER CIVIL ENGINEERS ENGINEERS, ALL OTHER COMPUTER HARDWARE ENGINEERS HEALTH AND SAFETY ENGINEERS, EXCEPT MINING SAFETY ENGINEERS AND INSPECTORS ENVIRONMENTAL ENGINEERS AEROSPACE ENGINEERS ARCHITECTS, EXCEPT LANDSCAPE AND NAVAL MATERIALS ENGINEERS COMMERCIAL AND INDUSTRIAL DESIGNERS ARCHITECTURAL AND CIVIL DRAFTERS Moving advanced manufacturing forward Top occupations: Industrial, mechanical, and electrical engineers Top employers: Auto makers Almost all occupations require a bachelor’s degree Average wages: high ROI Skills show extra needs: automation, product development Many require low to moderate experience

Occupation Groups: Health Care REGISTERED NURSES PHARMACY TECHNICIANS MEDICAL AND HEALTH SERVICES MANAGERS NURSING ASSISTANTS MEDICAL ASSISTANTS LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES PHYSICAL THERAPISTS HOME HEALTH AIDES SPEECH-LANGUAGE PATHOLOGISTS FAMILY AND GENERAL PRACTITIONERS Steady high demand Only group with no drop in employment during recession Consistently high levels of postings Wide range of career tracks and possible entry Range of education levels Even low education positions have wage and growth potential Registered nurses always regional overall top 5 job

Occupation Groups: Information Technology SOFTWARE DEVELOPERS, APPLICATIONS COMPUTER OCCUPATIONS, ALL OTHER COMPUTER USER SUPPORT SPECIALISTS COMPUTER SYSTEMS ANALYSTS WEB DEVELOPERS NETWORK AND COMPUTER SYSTEMS ADMINISTRATORS SOFTWARE DEVELOPERS, SYSTEMS SOFTWARE INFORMATION SECURITY ANALYSTS COMPUTER AND INFORMATION SYSTEMS MANAGERS COMPUTER PROGRAMMERS Expanding tech scene in Detroit Employment and posting growth Education and skill relationship Bachelor’s common requirement, but many occupations available with AA or right-skills Desired certifications provide further insight Popularity of “All Other” occupations: Emerging occupation groups and technologies Skill, keyword filtering

Occupation Groups: Skilled Trades MAINTENANCE AND REPAIR WORKERS, GENERAL FIRST-LINE SUPERVISORS OF PRODUCTION AND OPERATING WORKERS MACHINISTS PRODUCTION WORKERS, ALL OTHER ELECTRICAL AND ELECTRONICS ENGINEERING TECHNICIANS INDUSTRIAL PRODUCTION MANAGERS COMPUTER-CONTROLLED MACHINE TOOL OPERATORS, METAL AND PLASTIC INDUSTRIAL MACHINERY MECHANICS WELDERS, CUTTERS, SOLDERERS, AND BRAZERS INDUSTRIAL ENGINEERING TECHNICIANS Rebounding demand with changing skills Employment just under 2007 levels Postings growing with both demand and changing job search methods Entry requirements Apprenticeships, OTJ training, and experience priority Increasing focus on technology and management skills CNC Machining, computer literacy

Educational Attainment and Talent Retention Making the most of your labor supply

Educational Attainment and Talent Retention Assessing regional available talent Openings, postings, and completions Skills gap analysis: County Report Keeping skilled workers Case study: Robotics Local educational resources CAV Training Guide

Openings, Completions, and Demand Educational completions from institutions that report to IPEDS How many graduates in high-demand fields? Postings may specify education level Compare to real-time and traditional data for sense of demand and needs Job openings Job postings

Skills Gap Analysis: Livingston County DO AVAILABLE JOBS MATCH WORKFORCE SKILLS? Compare population educational attainment across 3 counties Region has many training programs, Livingston county has occupational programs Growth vs completions: Middle and High-Skills Occupations Most have comparable openings/completions, except skilled trades High skilled occupations projected to grow most quickly Demographic information by occupation Difference between job growth and posting volume Entry level skew in postings

In-Demand Hard Skills: In-Demand Soft Skills: Regional Educational Attainment: Optimizing Training Programs Are workers learning In-Demand skills? Occupational prospects Do skills being taught lead to in-demand jobs? Projections Top employers and job titles Wages Are certificates offered desired in postings? Typical entry-level education and experience In-Demand Hard Skills: In-Demand Soft Skills: Preventive Maintenance Oral and Written Communication Blueprints Troubleshooting Electrical Systems Microsoft Office Instrumentation Problem Solving Lean Manufacturing Detail Oriented

Talent Retention: Robotics Talent Pipeline Making the best use of local educational resources Engaging graduates Building strong employer pathways Wage comparison Skilled Trades vs state overall

Regional Training Guide for Jobseekers: Connected and Automated Vehicles LEVERAGING LOCAL RESOURCES TO ADDRESS A SKILL GAP Region has high concentration of educational resources Supplies graduates to Detroit, full WIN Region Growing and retaining talent Highlighting new occupations Employment and Postings—employer demand inflection points Use custom defined occupation groups Occupational profiles

Regional Training Guide for Jobseekers Displaying career pathways Regional institution data to get programs, completions related to each group Which programs would help an interested jobseeker? Which institutions offer those programs? Clear pathway from education to employment Top employers Posted titles Include apprenticeships and other training

Regional Comparisons and Talent Attraction Area highlights and jobseeker flow

Regional Comparisons and Talent Attraction Flow of commuters LMI, real time, and commuter data Talent attraction from out of state counties Robotics case study Industry concentration and other local highlights LIFT Quarterly Reports Connected and Automated Vehicles Cybersecurity

Combining EMSI Data with Commuting Data Combines various sources of traditional LMI data Detroit-area skills “mismatch” High level of commuters in Michigan Workforce attraction needs Demographic information Regional education comparison Emsi Commuter data Resident workers by occupation Regional economy overviews

Advanced Manufacturing and Robotic Talent Attraction Talent Attraction: Robotics Talent Pipeline TALENT ATTRACTION County rankings by industry Which locations have graduate oversupply? Employment and wage potential What advantages does your region have? Advanced Manufacturing and Robotic Talent Attraction County, State Ranking Current Employment Level in County Oakland and Macomb Alumni Graduate Oversupply Location Premium Los Angeles County, CA 1 150,812 610 11,988 $ 8.57 New York County, NY 2 56,778 39 5,462 $ 12.75 Bronx County, NY 3 9,390 4 1,012 $ 10.76 Maricopa County, AZ 73,338 366 4,464 $ 4.67 Kings County, NY 5 19,931 6 2,325 $ 11.24 Garrett County, MD 723 86 $ 9.64 Cook County, IL 7 93,477 314 6,565 $ 4.19 Orange County, CA 8 60,517 152 5,455 $ 8.04 Grand Isle County, VT 9 68 10 $ 8.78 Modoc County, CA 92 -10 $ 8.64

Measures of Regional Comparison Partnership for quarterly Labor Market Reports with Lightweight Innovations for Tomorrow (LIFT) 5 states 3 occupation groups Highlighting regional strengths More to talent attraction than job postings Cost of Living-adjusted wages Location Quotient High industry concentration can improve network and opportunities

Skills Gaps Planning for an emerging industry Suspected skills gap: now what? Challenges in identifying skills gap in ill- defined groups Using job postings to gain information on desired skills

Connected and Automated Vehicles Skills Gap Analysis: Connected and Automated Vehicles Upskilling current manufacturing and creating new jobs What skills are needed? Utilizing vehicle manufacturing infrastructure Where are top cities for CAV? Compare infrastructure, encourage talent Concentrated demand Varied occupations make grouping difficult

Skills Gap Analysis: Cybersecurity Grouping occupations by function Cybersecurity mixed in with other occupations Difficulty of certification and talent signaling Consider top players in industry nationwide Growing fast in Michigan Most “frontline” occupations require Bachelor’s degree Identify local training institutions

Senior Research Manager| Data and Research Michelle Wein Senior Research Manager| Data and Research michelle.wein@WINintelligence.org (734) 626-7833 Karley Thurston Research Assistant karley.thurston@WINintelligence.org (253) 486-2476 Questions? Melissa Thank you!