1. Approaches to Improve the Reemployment Function
Data Sets, Tools, and
Approaches to Improve the Reemployment Function
December 10, 2008
2p.m. EST

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6. Presenters Presenters:
John Dorrer, Director, Center for Workforce Research & Information, Maine Department of Labor
Mary Bruton, Workforce Analysis Manager, Missouri Economic Research & Information Center
John Slenker, Regional Labor Market Analyst, NYS Department of Labor
Moderator:
Anthony Dais, Office of Workforce Investment, US DOL/ETA

11. Industry Abbreviations
AFFH
Agriculture/Forestry/Fishing/Hunting
Min
Mining
Utl
Utilities
Con
Construction
Manf
Manufacturing
WhTr
Wholesale Trade
ReTr
Retail Trade
T&W
Transportation and Warehouse
Inf
Information
F&I
Finance and Insurance RE
Real Estate, Rental & Leasing
PSTS
Professional/Scientific/Tech Services
Man
Management of Companies & Enterprises
Adm
Administration and Support/Waste Management/Remediation Services
Educ
Educational Services
Hlth
Health Care and Social Assistance
Arts
Arts, Entertainment & Recreation
Food
Accommodation and Food Services
Oth
Other Services (except Public Administration)
PubAdm
Public Administration

12. Maine Department of Labor Center for Workforce Research & Information
John Dorrer
Maine Department of Labor
Center for Workforce Research
& Information

13. Research-Based Strategy Development
Assess Regional Economic Impacts
Gauge Impacts on Base Civilian Workforce
Monitor Regional Economic Conditions
Track Labor Market Conditions for Secondary Impacted Workers
Support Economic Development/Worker Transition Planning and Programs

14. Gather the Facts- Understanding the Problem The Economic Impact Study

16. The Setting and Timeline

17. Analysis of Impacted Workforce Directly Impacted Workers Secondary Impacted Workers

19. The median full-time equivalent annual salary of
civilian workers is $32,166. Most of those
earning less than $20,000 work part-time.

20. The highest level of eductional attainment of 63 percent of
BNAS civilian workers is a high school diploma or less

21. The BNAS civilian workforce is older than Maine
employment in general with 55 percent age 45 to 64

22. Most jobs are in occupations which generally
do not require post-secondary education

23. Civilian employment at BNAS is concentrated in administrative support, protective service, sales, personal services, and maintenance occupations

24. Secondary Impacted Workers
Identify a pool of workers affected by the base closing
Assess their skills and training needs
Encourage these workers to enter training

30. Workforce Analysis Manager Missouri Economic
Mary Bruton
Workforce Analysis Manager
Missouri Economic
Research & Information Center

31. Missouri’s Re-employment Approach
Utilizes existing state and federal data
Leverages research capability of LMI shop
Collection, use, and dissemination of data integrated into core services

32. Utilizes Existing State and Federal Data
Jobseekers/UI claimant case management system
O*Net knowledge, skills, and abilities database
Missouri employment projections matrix

34. Leverages Research Capability of LMI Shop
UI confidentiality restrictions not problematic
Analysis and product development integrated into LMI research plan
Decreasing funding = increased need for collaboration

35. Collection, use, and dissemination of data integrated into core services
Create labor pool availability reports for economic development planning
Develop online dislocated worker tool for re- employment
Analyze state job vacancy survey data for skills gap research for targeting training programs

36. Provides labor pool availability intelligence to economic developers and is used in rapid response events for impacted workers

37. Strategic career exploration for dislocated workers

38. Assists workforce developers in development of targeted hard and soft skill training programs

39. Regional Labor Market Analyst NYS Department of Labor
John Slenker
Regional Labor Market Analyst
NYS Department of Labor

40. Occupational Distribution
Top 10 occupations = 20% of claims load
Top 50 represent over 50%
Top 100 represent 70%
The other 660 occupations comprise only 30% of the claim load

41. Claimants vs Openings
Given limited resources it makes sense to concentrate job development strategies on the top occupations.

42. Smallest Firms Have Most Hires

43. Lots of Small Companies

44. Large Companies Need Replacements from Turnover

45. 200 Times More Effective
The number of contacts to generate ONE potential hire in the smallest firm class size would generate 196 in the largest firm class
Most cost effective strategy is to target large firms, even without growth turnover provides openings

46. How to Target Job Orders
We know the occupations of UI claimants
Reversing the process the staffing patterns are used to identify firms likely to hire these occupations
A list is then generated using the business directory and sorting by size of firm

47. ARC Employer Database

48. ARC Employer Database

49. ARC Employer Database

50. ARC Employer Database

51. Proactive not Reactive
Occupations of claim-load can be projected
Get lead time for job development
Training needs for claimants can be projected

52. Contacts and Links
ustrydata/bdirector.shtm

53. Contact Information
John Dorrer, Director, Center for Workforce Research and Information
Maine Department of Labor
Mary Bruton, Missouri Research and Information Center (MERIC)
Missouri Department of Economic Development

54. WIN-WIN Network Workforce3One SAVE the DATE –
Workforce Information and Economic Analysis Super Category
SAVE the DATE –
Re-Employment Works Summit
January 27 through 29/2009
Baltimore, Maryland

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