1. Primary Purpose: To provide apprenticeship, certificate, technical diploma, and associate degree programs that:
Respond to district workforce needs
Prepare students to obtain family-sustaining jobs
Assist individuals with career advancement

2. Southwest Tech District Southwest Tech Labor Market
While our district covers the 5 counties in Southwest Wisconsin, our Labor Market includes counties in Iowa and Northern Illinois. Collecting and analyzing labor market information that includes 3 separate states was a challenge for us prior to using EMSI

3. POTENTIAL NEW PROGRAM IDENTIFICATION:
Conduct GAP analysis using EMSI Occupational Table data. Highlight occupations with significant projected growth and low regional completions = potential new training.

4. COMPLETION OF PROGRAM CONCEPT REVIEW
Program Aid Code, number, title, and description
Occupational title(s) and the associated Standard Occupational Classification Code associated with the new program
Mean starting hourly salary
Analysis of how this new degree program supports employment demand
List of stakeholders working in an Ad Hoc capacity and a summary of their discussion that support the new program
Once a potential program has been identified, the next step is to complete a Program Concept Review which requires information related to areas shown:
EMSI Analyst is our “go to” source for completing the Concept Review and validating program need. The Occupation Overview helps validate employment demand, identifies a median hourly wage (local and national), shows regional, district and state comparisons.

5. Job Posting Analytics
Program Overview tells us what (if any) regional institutions offer the new program as well as the number of annual program completers and the educational level of individuals in the occupation. Job Postings analytics is a good resource to learn which employers are searching for employees. We can reach out to these employers to encourage their participation on the Ad Hoc advisory team to validate employment need.

6. Engaging faculty in conversations: Workforce demand and curriculum alignment
Who would hire our graduates?
What skills are important?
What should we call the program?
Which programs should grow? Change?
What’s our niche in a crowded marketplace?
Credit to Aaron Olanie, who worked with me on these slides for another presentation,
and David Kallemeyn, who worked on the data.

7. Data Science vs Analytics
Item
Data Science
Overlap
Analytics 
Skills
statistics, hadoop, data mining, algorithms
Finance, big data, machine learning, java, SQL, business intelligence
analytics, data management, data warehousing, information systems
Job Titles
Directors of Data Management, Data Architects, Data Analytics Managers, Hadoop DevOps Engineers
Data Scientists, Software Engineers, Research Analysts, Data Engineers, Product Managers, Business Analysts
Data Analysts, Project Managers, Java Developers, Auditors
Companies
Accenture, Microsoft, Booz Allen Hamilton, Cybercoders, General Electric, AT&T, Aetna
Oracle, Amazon, Anthem
CenturyLink, Deloitte, United Health, Sotera Defense Solutions, State Farm, Wells Fargo, IBM

8. MBA Specialization
What skills are in-demand for MBA jobs?

9. Data Champions and Triangulation
Institution
Masters Completions (2016)
Growth % YOY (2016)
Market Share (2016)
USC
478
(12.0%)
0.6%
Loyola Marymount U
428
(2.3%)
0.5%
CSU-Northridge*^
398
(1.7%)
CSU-Los Angeles^
396
47.8%
CSU-Fullerton^
368
636.0%
CSU-Fresno^
350
10.8%
0.4%
San Francisco State^
254
(2.7%)
0.3%
CSU-San Bernardino^
226
26.3%
U. San Francisco
219
(5.2%)
UCLA^
218
CSU-Dominguez Hills^
185
(7.0%)
0.2%
CSU-Long Beach^
183
(1.6%)
U. of La Verne
176
(16.6%)
*Top ranked for counseling
4.8%
^Lower tuition bracket
New programs?
Cybersecurity
Media Studies
Financial Engineering
Education (MA, Student Affairs)
Other info?
Institution mission & priorities?

10. Extending utility of the data: Program Review & WSCUC Accreditation
Assessing program demand & aligning curriculum with in-demand skills
CRF 4.1 & 4.7
Competitive landscape & peer analyses
CRF 4.1
Track alumni outcomes and career pathways
CRF 2.7 & 4.1
Career exploration and development
CRF 2.13
Employer and alumni engagement
CRF 4.5