1. ALMIS Data At Work – A Consultant’s Perspective Presented to The ALMIS Database Seminar – San Diego August 15, 2005

2. Who is Godbe Research? Founded in January 1990 Research Disciplines: Survey Research of Voters Survey Research for Local and Regional Planning Market Research for Corporations Workforce Clients Include: San Diego Workforce Partnership Orange County Workforce Investment Board Snohomish Workforce Development Council Silicon Valley Workforce Investment Network

3. The Three E’s of Workforce Research EMPLOYER Hiring / Growth Expectations Employee Dev. Practices Firm Profile EDUCATION Capacity Curriculum Flexibility Regional Workforce Research ECONOMY How does the Economy affect demand on the Workforce Cluster or Sector Approach Macroeconomic Impacts

4. Using ALMIS Data in Workforce Research National Economic Trends Regional Economic Comparison Cluster / Industry Profile Occupational Data

5. Questions facing Workforce Planners 1. Occupational Gap Analysis 2.Cluster Comparison and Employer Profile 3.Industry and Occupational Skills Assessment 4.Education, Training, and Employee Development Practices 5. Cluster or Region Specific Issues

6. Occupational Gap Analysis Is the supply of qualified candidates meeting employers demand for a given occupation both now and in the future? Wage pressure Employer’s perceived difficulty finding qualified applicants Quantity of recruiting done outside of the region Industry and occupational growth New education or policy requirements (e.g. Nurse ratios in the Healthcare Cluster for CA)

7. Occupational Gap Analysis - Example

8. Cluster Comparison and Employer Profile How do the hiring and growth expectations for employers in different clusters compare in a given region? Hiring and Growth Expectations Number of Firms in a Cluster Relative size of a Cluster within the Regional Economy Employer Hiring and Promoting Preferences

9. Cluster Comparison - Example

10. Employer Profile – Example

11. Industry and Occupational Skills Assessment What are the skills that are most important to employers for a given occupation? What are the skills that current employees and applicants most deficient in? Should applicants focus on improving their hard skills (e.g. technical abilities) or soft skills (e.g. communication skills) or both?

12. Occupational Skills Assessment - Example

13. Education, Training, and Employee Development Practices What type of employee development programs are employers using? Are current employees and applicants receiving the appropriate training and education from High School, Community College, and Regional University’s. Are occupations that require specific training and/or education facing capacity constraints?

14. Employee Development Practices - Example

15. Cluster or Regional Specific Issues Will a substantial percentage of employees retire in this cluster or occupation in the next 3 years? Are employers in a specific cluster using specific technology applications, such as GIS? Are employers in a given cluster outsourcing positions to locations outside of the region?

16. Cluster or Regional Specific Issues – Example Outsourcing Type of Business Process Location of Outsourcing

17. Cluster or Regional Specific Issues – Use of GIS Technology Difficulty Finding Employees with GIS Skills Cluster Usage of GIS Technology

18. Putting Regional Workforce Questions into a Greater Context National / International Statewide Regional City / County Level

19. ALMIS Data At Work – A Consultant’s Perspective Presented to The ALMIS Database Seminar – San Diego August 15, 2005