1. Prepared For: Workforce Development – A Regional Economic Perspective David Hollars, Executive Director Centralina Workforce Development Board Charlotte Area Fund – Business Seminar Luncheon - December 1, 2011

2. We’re Working Together Regional Focus Common goals Pooling resources and eliminating silos Competitive Workforce Alliance State of the Workforce Report Regional Partnerships with Education and Economic Development

3. Centralina WDB Service Area

4. Area Demographics

5. Area Population Estimates 2005-2010 County20052010 Growth 2005-10 % Growth 2005-10 Centralina WDB 848,077848,077112,19915% Source: EMSI 2011

6. Area Population Projections 2010-2020 County20102020 Growth 2010-20 % Growth 2010-20 Centralina WDB 848,077927,14779,0709% Source: EMSI 2011

7. Employment Situation Employment Situation

8. Area Labor Force Estimates October 2011 County Labor Force EmployedUnemployed UI Rate Centralina WDB 402,752362,61740,13510.0% Source: NC Dept. of Commerce – Division of Employment Security

9. % Regional Growth By Sector

10. Occupational Make Up

11. Declining Industries in Region 2008- 2013 Apparel & Textiles Chemicals and Chemical Based Products Electrical Equipment and Appliance & Component Manufacturing Agribusiness, Food Processing & Technology

12. Highest Growth, 2008-2013 Business & Financial Services Biomedical/Biotechnical (Life Sciences) Transportation & Logistics, Arts, Entertainment, Recreation & Visitor Industries Energy (Fossil & Renewable)

13. Employment Trends The region is transitioning from a manufacturing to service & knowledge based economy. The Centralina WDB region has lost more than 22,000 jobs (mostly in manufacturing) since first quarter 2008. Manufacturing losses have continued over the past 12 months, but some service sectors have received modest employment gains.

14. Employment Trends More productivity, N.C. workers are 10% more productive than average U.S. workers. 1099 Economy – More workers are contract employees Wages will make a gradual comeback due to structural unemployment Focus is on skills & certifications

15. Largest Occupations in Centralina WDB

16. Knowledge in Demand Customer and Personal Service English Language MathClerical Computers and Electronics Administration and Management Communications Sales and Marketing

17. Abilities In Demand Oral Expression Oral Comprehension Written Comprehension Deductive Reasoning Inductive Reasoning Originality Selective Attention Time Sharing

18. Skills Gaps What Jobs Are Out There?

19. What is a Skills Gap? Business can’t meet goals with current staffing capabilities Critical roles can’t be filled Business lacks skills to compete globally Routine tasks not being performed satisfactorily or at all. Lack of skills negatively impacts production

20. Reasons for the Gaps Workforce demographics & geography Unprepared graduates More knowledge based jobs Acquisitions and Mergers Cuts in training budgets Lack of bench strength among leadership Mismatch of company needs with workforce skills Changing Societal Needs

21. Where are the Gaps? Broad occupational categories with shortages or potential shortages nationally include: Healthcare Education (Special Ed Teachers) Business & Finance Architecture and Engineering

22. Where are the Gaps? October 2011 Study by Deloitte and the Manufacturing Institute showed gaps in: 1.Machining 2.Operators 3.Craft Workers 4.Technicians 67% of manufacturers nationally have a shortage of qualified workers. >> This is true for North Carolina as well.

23. Projected Gaps for NC Information Technology Registered Nurses Accounting & Auditors Medical & Health Services Managers Purchasing Agents Dental Hygienists Engineers (Mechanical, Nuclear, & Electronics) Respiratory & Occupational Therapist

24. Where Will the Jobs Be? Biomedical Engineers Network Systems & Informatics Home Health & Personal Care Aides Financial Examiners Medical Scientists Physician Assistant Skin Care Specialists Biochemist & Biophysicist Athletic Trainers

25. What Businesses Want People who can think creatively Good communication & people skills People who can grow my business

26. Twelve Behaviors That Employers are Seeking (Paulette Aslin, Aslin Associates) Calculated risk-taker High EQ (Emotional Quotient), maturity Ability to adapt and assimilate (the younger generation is looking for the job/company to adapt to them) Grasp of global /general knowledge Self-awareness and humility (reference book “Why CEOs Fail” –they are not humble; arrogance is their downfall)

27. Twelve Behaviors That Employers are Seeking (Paulette Aslin, Aslin Associaties) Good relationship manager Appreciation for meritocracy (promoted/rewarded for a REASON) Adapt to change Inquisitiveness Desire to learn Strong work ethic Patience

28. The Workforce Vision Adaptability Innovative thinking & action Take personal responsibility for learning Use gaming simulation technology and e-tools for training

29. What’s Next? Close skills gaps – Match skills to Jobs Focus on growing our strong clusters Use technology as a learning tool Build career ladders with employer engagement Promote/encourage entrepreneurism and innovation Measure success and celebrate wins

30. Final Thought “There is nothing more vital to a community than that of providing employment opportunities for its citizens. Employment not only has an economic impact on communities, but also has a direct relationship with the quality of life within the community.”

31. THANK YOU!! Want to Know More? David Hollars, Executive Director Centralina Workforce Development Board (704) 348-2717 dhollars@centralina.org www.centralinaworks.com www.agreatworkforce.com