INDUSTRY INSIGHTS ON TALENT for the Cedar Valley Region of Iowa

Transcription

1 8 INDUSTRY INSIGHTS ON TALENT for the Cedar Valley Region of Iowa Because workforce availability has emerged as a priority for Cedar Valley businesses, an assessment focused on workforce was distributed to businesses throughout the region. This report details the data collected on workforce supply, skills demands, recruitment, work-based learning programs, and educational preparation. The assessment was developed with input from both education and business partners, and the information gathered will help shape educational programs and talent attraction programming in the Cedar Valley. Black Hawk Bremer Buchanan Butler Chickasaw Grundy

2 PARTICIPATION OVERVIEW % % Evansdale Independence % New Hampton 8% Waverly 9% Cedar Falls % Janesville % Beaman % Denver PARTICIPANTS Cities represented % Waterloo Average number of employees for COMPANIES REPRESENTED 9 FULL-TIME 9 PART-TIME CONTRACT Companies surveyed employ a total of,9 full-time employees,,9 employees, and 9 contract employees. SECTORS REPRESENTED Average Distribution of Employees for COMPANIES REPRESENTED Manufacturing & Production % Other % Construction % Information Technology & Software Development % Health Care % Professional & Business Services % Finance & Insurance Distribution & Logistics % Marketing % 9 Non-Management Hourly Non-Management Salaried Management Other Executive Companies surveyed employ a total of 8 executives,, managers,,9 non-management salaried employees,, nonmanagement hourly employees, and other types of employees.

3 WORKFORCE TRENDS EXPECTATIONS OF WORKFORCE SIZE % Increase Remain Stable % Decrease 8%of employers express that workforce is a limiting factor to growing in the Cedar Valley. Construction 8 9 % Finance & Insurance % Health Care % Information Technology & Software Development 8% Manufacturing & Production % Professional & Business Services % Other The above graph shows percentage of employers by industry that expressed workforce as a limiting factor to growing in the Cedar Valley. The following graph shows percentage of employers by industry that have contracted out or relocated business functions due to a lack of available workforce. % of employers have contracted out or relocated business functions due to a lack of available workforce. Construction % Distribution & Logistics % Finance & Insurance Health Care Information Technology & Software Develpment % Manufacturing & Production % Marketing Professional & Business Services

4 WORKFORCE TRENDS continued Companies have considered using or are using the following labor shifting strategies. % Automation % Use of contract employees Expectations of WAGE LEVEL % Remain Stable % Decrease % % Outsourcing Shift work to other company facilities outside the Cedar Valley % Increase Employers expect to fill the following NUMBER OF POSITIONS IN THE NEXT YEARS 9% Percentage of Employers % % % % % None

5 RECRUITMENT & RETENTION Employers chose the following RECRUITING CHANNELS AS MOST EFFECTIVE % % Job/Career Company-hosted Fairs Recruiting Events In-person rd Party Staffing Firms Drop-in/ On-Site Applications Print Advertisements % Company Career Webpage % Social Media % rd Party Job Boards % Employee Referrals Employers ranked how challenging the following factors are when RECRUITING TALENT Scale of - ( being difficult). LIMITED OPPORTUNITIES FOR SPOUSE/PARTNER. PERCEPTION OF AREA/IOWA % EMPLOYMENT BARRIERS of employers recruit talent from outside the Cedar Valley.9 SALARY.8 HOUSING ABILITY 9.9%.8%.%.. 9.% ELDER CARE ENGLISH LANGUAGE TRANSLATION SUSTANCE ABUSE OTHER CHILD CARE TRANSPORTATION NONE. HOUSING EQUALITY. COST OF LIVING Ranking of Difficulty to RETAIN EMPLOYEES - ( being difficult).9 EMPLOYEES FROM OUTSIDE CEDAR VALLEY. EMPLOYEES FROM CEDAR VALLEY

6 MANUFACTURING INDUSTRY SP WORKFORCE AVAILABILITY - ( being difficult) Welder Painter Assembler CNC Operator CNC Programmer Robotics Technician Quality Control Inspector Shipping & Receiving Maintenance- Machinery Maintenance- Facilities General and Operations Manager General Labor Use of NEW TECHNOLOGIES % Yes % Yes CURRENTLY USING ROBOTICS IF NO, PLAN TO USE ROBOTICS % No % No % Yes Yes 9% Yes USING ADDITIVE MANUFACTURING IF NO, PLAN TO USE ADDITIVE MANUFACTURING UTILIZING CROSS TRAINING 8% No 89% No 9% No

7 ECIFIC DATA HEALTH CARE WORKFORCE AVAILABILITY - ( being difficult) Anesthesiologist Clinical Laboratory Technician Emergency Medical Technician Family Practitioner Health Information Technician Home Health Aide Licensed Practical Nurse (LPN) Medical Assistant Nurse Anesthetist Nurse Practitioner Certified Nursing Assistant (CNA) Occupational Therapist Pharmacist Pharmacy Technician Physical Therapist Physician Physician Assistant Registered Nurse (RN) Speech-Language Pathologist Surgeon Surgical/OR Technologist Therapist/Mental Health Counselors NURSING Hiring Practice DISTRIBUTION & LOGISTICS % HIRE WITH ADN OR BSN WORKFORCE AVAILABILITY - ( being difficult).. % PRIMARILY HIRE BSN, BUT NOT REQUIRED *BSN: Bachelor of Science in Nursing *ADN: Associates Degree in Nursing REQUIRE BSN Warehouse Employees (Non-management) Inventory Control Employees Warehouse Supervisors/ Managers Plan to use AUTONOMOUS TRUCKING/PLATOONING NO YES Truck Drivers

8 INFORMATION TECHNOLOGY Skills needed for entry-level employees DEVELOPMENT FRAMEWORDS USED employers responded Skills needed for entry-level employees DEVELOPMENT TOOLS employers responded Angular jquery 9.Net Bit Bucket Azure Flash OPERATING SYSTEMS employers responded Git Visual Studio Other GitHub AWS Windows 8 macos Linux Skills needed for entry-level employees PROGRAMMING LANGUAGES employers responded Skills needed for entry-level employees DATABASE MANAGEMENT SYSTEMS employers responded Skills needed for entry-level employees TECHNICAL COMPETENCIES 9 employers responded 8 Objective C C++ jquery JSON Other XML C# Java 8 8 HTML HTML JavaScript SQL MSSQL Oracle MySQL Sharepoint 9 Wordpress JBoss (Wildfly) ECONOMIC INCLUSION Economic Inclusion INITIATIVES USED BY EMPLOYERS 8 9% % 9% % % Offer Financial Offer Child Assistance with Care Assistance Transportation Employ Translators Diversity & Inclusion Initiative Actively Recruit Veterans Hire Candidates with Criminal Record Employ Veterans

9 EDUCATIONAL PREPARATION ENGAGE WITH EDUCATIONAL INSTITUTIONS %of employers engage with regional educational institutions Construction % Distribution & Logistics % Finance & Insurance Health Care Manufacturing & Production % Professional & Business Services The left shows percentage of employers by industry that engage with regional higher and lower educational institutions. Range of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES - ( being well-prepared) Community College Regional University/Private College.9 High School Rating of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES BY INDUSTRY - ( being well-prepared) Rating of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES BY COUNTY - ( being well-prepared) Construction Distribution & Logistics Finance & Insurance Health Care Manufacturing & Production Professional & Business Services Regional High School Prep Rating University/Private School Prep Rating Community College Prep Rating Regional High School Prep Rating University/Private School Prep Rating Community College Prep Rating Black Hawk Bremer Buchanan Chickasaw Butler-Grundy

10 EDUCATIONAL PREPARATION continued Rating of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES BY CITY - ( being well-prepared) Percentage of Hires that are RECENT COLLEGE GRADUATES Percentage of Employers % % % % % % 8% % % % 8% % % %% % % % % % % % None - Rarely hire recent college graduates 8 Hourly Hires Percentage of Hires Salaried/Management Hires % % % 9 Regional High School Prep Rating University/Private School Prep Rating Community College Prep Rating Waterloo Cedar Falls Waverly New Hampton Independence Expectation of Amount of Hires that are RECENT COLLEGE GRADUATES BY INDUSTRY Expectation of Amount of Hires that are RECENT COLLEGE GRADUATES 9 8 % % % 9% REMAIN STABLE % % % % % INCREASE % DECREASE % Construction Distribution & Logistics Finance & Insurance Health Care Manufacturing & Production Marketing Professional & Business Services Other Increase Stable Decrease

11 WORK-BASED LEARNING 8% Primary benefits of WORK-BASED LEARNING PROGRAMS 8 of employees utilize a workbased learning program like an internship. preceptorship, or apprenticeship program. Percentage of INTERNS HIRED FULL-TIME Percentage of Employers % % % % % 9% 9% % None 8 9 % Percentage of Hires % % New points of view and organizational diversity % Community relations to build awareness of your organization Developing future leaders % Opportunity for staff to mentor and supervise % Operational support to help with regular employee workload % Create a strong pipeline of future workforce Anticipated INTERNSHIP PROGRAM USAGE Stable % Increasing % Decreasing WORKFORCE SKILLS Knowledge/Skills Gap with NEW HIRES 8 % Reading Comprehension (in English) English Language Knowledge of Specific Technology Computer Skills % % % % % % % % 9% 9% % 9% Writing in English (Grammar, Spelling, etc.) Problem Discovery Skills Technical (Engineering, Mechanical, etc.) Innovative/Creative Thinking Mathematics (Computation) Ability to Work in a Team Adaptability Ability to Work Independently/Remotely Problem Solving Skills % % % Communication Skills Initiative/Self-Directed Work Ethic 8% Soft Skills Importance & Rating of APPLICANTS - ( being high).. Problem Solving Skills.. Communication Skills Level of Importance of employers have a training program or financially support employee development.. Interpersonal Relationship Skills.. Work Ethic Rating of Applicants..9 Leadership Skills

12 WORKFORCE SKILLS continued Importance of Soft Skills by INDUSTRY - ( being high) Problem Solving Communication Skills Interpersonal Relationship Work Ethic Leadership Skills Construction Health Care Distribution & Logistics Manufacturing & Production Finance & Insurance Professional & Business Services Rating of Applicants' Soft Skills by INDUSTRY - ( being high) Problem Solving Communication Skills Interpersonal Relationship Work Ethic Leadership Skills Construction Health Care Distribution & Logistics Manufacturing & Production Finance & Insurance Professional & Business Services Cedar Valley Regional Partnership (9) - Data compiled and prepared by the Greater Cedar Valley Alliance & Chamber