Ponca City Labor Basin Labor Availability Analysis 2015

Transcription

1 Ponca City Labor Basin Labor Availability Analysis 2015 Cowley Garfield Grant Kay Noble Osage Pawnee Sumner Counties Prepared For Ponca City Development Authority By The Docking Institute of Public Affairs Copyright 2015 All Rights Reserved

2 Fort Hays State University 600 Park Street Hays, Kansas Telephone: (785) FAX: (785) Gary D. Brinker, PhD Director Jian Sun, PhD Research Scientist Michael S. Walker, MS Assistant Director Bradley Pendergast Survey Center Manager Lynette Ottley Administrative Associate Mission: To Facilitate Effective Public Policy Decision-Making. The staff of the Docking Institute of Public Affairs and its University Center for Survey Research are dedicated to serving the people of Kansas and surrounding states.

3 Ponca City Labor Basin Labor Availability Analysis 2015 Prepared By: Michael S. Walker, M.S. Assistant Director, Docking Institute of Public Affairs Prepared For: Ponca City Development Authority Copyright 2015 All Rights Reserved

4 Table of Contents Executive Summary... 1 The Ponca City Labor Basin... 2 The Ponca City Labor Basin s Available Labor Pool... 4 Current Skills and Work Experiences... 8 Educational Experience and Job Satisfaction...14 Considerations for Employment...17 Desired Wages of Available Labor Pool...20 Subsets of the Available Labor Pool...21 Subset 1: Within Necessary Commute Time...21 Subset 2: Underemployed Available Labor Pool Workers...25 Subset 3: Potential Entrepreneurs in the Available Labor Pool...33 Survey of Area Employers...36 Methods...42 List of Figures...44 List of Tables...45 List of Maps...45 Glossary of Terms...46 Appendix I: Diagram of Pool and Subsets...47 Appendix II: Employer Questionnaire...48 Appendix III: Hourly Wage to Annual Salary Conversion Chart...51 The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page i

5 Executive Summary The Ponca City Labor Basin includes Cowley, Garfield, Grant, Kay, Noble, Osage, Pawnee, and Sumner counties in northern Oklahoma and southern Kansas. The purpose of this report is to assess the Available Labor Pool in this labor basin. The Available Labor Pool represents those who indicate that they are looking for employment or are interested in new jobs for the right employment opportunities. The Docking Institute s independent analysis of this labor basin shows that: The population of the Ponca City Labor Basin is 248,169. About 29% of the population (or 72,808 individuals) is considered the Available Labor Pool. Of the non-working members of the Available Labor Pool, an estimated 8,249 (11.3%) are currently looking for work and 14,042 (19.3%) are interested in working for the right opportunities. Of the working members of the Available Labor Pool, 11,093 (15.2%) are currently looking for work, while 39,424 (54.1%) are interested in a different job given the right opportunities. More than two-thirds (69.3%) of the Available Labor Pool has at least some college experience and about 97% has at least a high school diploma. The average age for members of the Pool is about 42 years old, and women make up half (50.7%) of the Pool. About 17% of the Available Labor Pool are currently employed as general laborers, while an additional 8.3% work in government services or technical/high skill blue-collar occupations. An estimated 34.1% members of the Pool work in service sector jobs, while 9.7% work in professional white-collar jobs. Less than a third (30.6%) are not currently working. More than 80% of the Available Labor Pool is willing to work outside of their primary field of employment for a new or different employment opportunity. More than one-third (37%) of the members of the Available Labor Pool will commute up to 45 minutes, one-way, for an employment opportunity, while 82% will commute up to 30 minutes for employment. The five most important desired benefits, in order, are good salary or hourly wage, good retirement benefits, on-the-job training (OJT) or paid training, good health benefits, and good vacation benefits. An estimated 12,121 members (17%) of the Available Labor Pool are interested in a new job at $10 an hour, 31,716 (44%) are available at $15 an hour, and 46,302 (64%) are available at $20 an hour. Of the 50,517 members in the subset of employed members of the Available Labor Pool, 16,083 (32%) consider themselves underemployed. Of the 66,435 members in the subset of non-business-owning members of the Pool, 22,231 (33%) have considered starting their own businesses and are potential entrepreneurs. Most employers experience low turnover and find their workforces at least moderately productive, have at least good work attitudes, and have average or better entry level skills. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 1

6 The Ponca City Labor Basin The Ponca City Labor Basin includes eight counties in northern Oklahoma and southern Kansas (see Map 1 below). The criterion used to include a county in this labor basin is whether it contains communities from which, it can be reasonably assumed, individuals may commute to the center of the labor basin (Ponca City) for an employment opportunity. In the case of the Ponca City Labor Basin, it is reasonable that individuals may commute from (and within) one of the eight counties because these counties contain 1) communities with adequate transportation to the Ponca City area and 2) communities that are within a 45-minute commute to the center of the labor basin. Map 1: Ponca City Labor Basin The Ponca City Labor Basin has a total population of approximately 248,169, and a Civilian Labor Force of 122,861. The total number of employed is 116,805 and the average unemployment rate was about 4.9% at the time of this study. The Docking Institute s analysis suggests that the Ponca City Labor Basin contains an Available Labor Pool of 72,808 individuals. This report describes characteristics of the Available Labor Pool for the Ponca City Labor Basin. This report also provides information on three subsets of the Available Labor Pool, as described on the next page. Please see the Methods section page 42 for more information about the Institute s Available Labor Pool Analysis methodology and the survey research methods used for this study. The glossary page 46 provides definitions of terms used in this report. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 2

7 Components of the Report The majority of this report assesses the characteristics of the Available Labor Pool in the Ponca City Labor Basin by answering the following questions: What portion of the labor force employed, unemployed, homemakers, students, retired and disabled are interested in a new employment opportunity? What types of jobs have workers and potential workers had in the past? What skills and education levels do those interested in new employment have? What are the job satisfaction levels of those interested in new employment? What types of jobs have current non-working workers had in the past? What types of considerations (pay, benefits, commute time) shape their decision-making? What are some of the characteristics of the general laborers, high skill blue-collar workers, service and support workers and professional white-collar workers? What percentage is willing to change fields of employment? What work shifts are they willing to work? Three Subsets of the Available Labor Pool This report also provides information on three subsets of the Available Labor Pool: 1 Those living within the necessary commute time. Necessary commute time is defined as a commute time stated by the respondent that is equal to or greater than the commute time necessary for the respondent to travel from his or her Zip Code of residence to the Zip Code at the center of the labor basin. Information includes: o Desired wages for a new job. o Wages by employment sector. o Locations of subset members by Zip Code areas. Those that consider themselves as underemployed. Information includes: o Current employment sectors and current job types. o Education levels. o Desired wages for a new job. o Minutes willing to commute for a new job. o Important benefits to change jobs. o Location of subset members by Zip Code areas. Those considered potential entrepreneurs. Information includes: o Current employment sectors. o Education levels. o Strength of Desire to own a business. Survey of Key Informants This section provides the results from a survey of 30 major employers in the Ponca City area. 1 Appendix I provides a diagram outlining the subsets of the Available Labor Pool. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 3

8 The Ponca City Labor Basin s Available Labor Pool The Available Labor Pool is composed of workers categorized as either 1) currently not working and looking for full-time employment, 2) not working but interested in full-time employment, 3) currently working and looking for other employment, and 4) currently employed but interested in different employment for the right opportunities. It is estimated that 8,249 (11.3%) members of the Available Labor Pool) are non-employed 2 and looking for employment, while 14,042 (19.3%) are non-employed but interested in a job for the right opportunities. In addition, 11,093 (15.2%) members of the Pool are employed and currently looking for different employment, while 39,424 (54.1%) are employed but interested in new employment for the right opportunities. Figure 1: The Available Labor Pool for the Ponca City Labor Basin 2 The terms non-employed, not employed, and non-working refer to officially unemployed members of the Civilian Labor Force and any non-employed/non-working full-time students, homemakers, retirees, and disabled individuals that indicate they are available for employment. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 4

9 Table 1 shows the gender, age, and education levels of the 72,808-member Available Labor Pool. Half (50.7%) of the Pool is women, and the average age is about 42 years old. Most (97%) have at least a high school diploma, more than two-thirds (69.3%) have at least some college education, and less than a third (30.0%) have at least a bachelor s degree. Almost 23% speak Spanish but most (74.3%) speak only a little. Table 1: Age, Gender, and Education Levels of Available Labor Pool Current Year Age in 2015 Range 18 to 68 Average 42 Median 44 Gender Number Percent Female 36, Male 35, Total 72, Cumulative Highest Level of Education Achieved Percent Doctoral Degree Masters Degree 5, Bachelors Degree 15, Associates Degree 11, Some College (including current students) 17, High School Diploma 20, Less HS Diploma 2, Total 72, "Do you speak Spanish?" Number Percent "Yes" 16, Speak Very Well 1, Speak Fairly Well 3, These percentages represent portions of Speak Only a Little 12, % 100 The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 5

10 Table 2 shows the various occupational categories of the 72,808-member Available Labor Pool. General labor occupations represent 17.4% of the entire Available Labor Pool, while high skill, blue-collar jobs make up 8.3%. Traditional service-related occupations represent 34.1% of the Available Labor Pool, while professional occupations represent 9.7%. Non-employed members of the Pool make up 30.6% of the total. Table 2: Major Occupational Categories of Available Labor Years at Job Number Percent Mean Median Construction/Cleaning/Labor/Delivery 6, Manufacturing/Maintenance/Trucking 6, Total General Labor 12, Mechanic/Welder/Comp Tech 3, Crew Management/Protection Services 2, Total High Skill Labor 6, General Customer Service 12, Clerical 1, Office or Dept Manager 2, Health Aid/Nurse 4, Education Aid/Teacher 3, Total Service Sector 24, Exec Management 1, Accounting/Engineering 2, Doctor/Professor/Attorney 2, Writer/Artist/Musician Total Professional Sector 7, Homemaker/Student/Unemployed 12, n/a n/a Retired/Disabled 9, n/a n/a Total Non-Employed 22, Total 72, Figure 2 shows the occupational sectors of the employed members of the Available Labor Pool only. The percentages shown in Figure 2 differ from those presented in Table 2 because the table includes non-employed Available Labor Pool members. Figure 2: Occupational Sectors of Available Labor (Employed Only) The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 6

11 Map 2 shows how each Zip Code area compares to all other Zip Code areas in terms of the percent of total available labor in the Ponca City Labor Basin. The map shows: Ten percent or more of the entire labor basin s Available Labor Pool is located in Zip Codes areas within Cowley and Garfield counties. (See purple areas in the map.) Between 7% and 9.99% of the entire labor basin s Available Labor Pool is located in Zip Code areas within Garfield County. (See red area in the map.) Zip Code areas in Cowley, Kay, Osage, and Sumner counties contain 4% to 6.99% of the basin s Available Labor Pool. (See brown areas in the map.) Zip Code areas in Cowley, Grant, Kay, Noble, Osage, Pawnee, and Sumner counties contain 1% to 3.99% of the basin s Available Labor Pool. (See orange areas in the map.) Zip Codes areas across the basin contain less than 1% of the Available Labor Pool. (See light yellow areas in the map.) Map 2: Percent of Total Available Labor in Basin by Zip Code The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 7

12 Current Skills and Work Experiences To gain perspective on the types of workers that are available for new and/or different employment in the Ponca City Labor Basin, survey respondents were asked questions assessing work skills and previous work experience. Table 3 (below) and Figure 3 (next page) show the current employment status and previous work or training experience of Available Labor Pool members. Table 3 shows the number of workers currently employed in various job categories, as well as the number of workers and non-workers that have previous work or training experience in those same job categories. The table also shows the sum of working Available Labor Pool members currently employed in a job category plus those who indicate previous training or experience in that particular field. For example, 3,862 members of the Pool are currently employed as general laborers, construction, cleaners, and similar positions. An additional 2,181 Pool members (employed and currently non-employed) had previous employment experience or training in one of those jobs, for a total of 6,044 individuals (the total does not sum precisely due to rounding error). Table 3: Current Work Experience plus Previous Work or Training Experience Current Previous Current plus Previous Employment* Work/Training* Work or Training** Number + Number = Number Working with Hands Construction/Cleaning/Manual Labor 3,862 2,181 6,044 Farm or Ranch Labor ,262 Manufacturing and Assembly 1,353 5,036 6,390 Maintenance 1, ,265 Driving (Delivery, Bus, Postal) 1, ,886 Truck Driving/HEO 3,185 1,339 4,524 Skilled Labor 2,680 4,117 6,797 Crew Management 1,929 1,876 3,804 Working with People General Customer Service 12,126 12,999 25,125 Office Management 2,277 3,360 5,637 Governmental Services 617 2,565 3,182 Executive Management 1,484 1,586 3,070 Advanced Social Services 1, ,122 Working with Numbers Clerical 1,501 3,677 5,178 Accounting/Finance/Banking 1, ,702 Researcher/Analyst Working with Technology IT and Other (Non-Med) Tech. Maint ,677 Software Dev./Comp. Prog Engineer/Designer 1, ,505 Providing Health Services Health Aid 4,053 2,580 6,633 Nurse ,685 Advanced Medical Practitioner Providing Educational Services Education Aid 938 1,349 2,287 Teacher/Trainer 3, ,849 Professor/Lecturer Creative Arts Writer/Artist/Musician ,195 Total 50,517 49,117 99,634 * Retired, disabled, non-w orking students, homemakers are not included. ** An individual member of the Pool is counted only once w ithin each employment category. If jobs are dublicate, they w ere removed from the Previous Job Category. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 8

13 Figure 3 shows the same information as that presented in Table 3, but in graphic format. Many Available Labor Pool members report current work experience or previous work/training as front desk clerks, retail sales positions, receptionists and other jobs classified as general customer service workers. There are 12,126 working Pool members currently employed in this category and 12,999 previously employed/trained in this category, for a total of 25,125 individuals. Figure 3: Current Work Experience plus Previous Work or Training Experience The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 9

14 Table 2 on page 7 showed that 22,291 members of the Available Labor Pool are currently nonworking. Those with previous work experience were included in the previous work/training column in Table 3 on page 8. Table 4 below shows the work experience of the non-working members of the Pool. The table shows that 30.3% of the current non-workers were previously employed as general customer service workers, 7.4% were employed as construction workers, cleaners, and manual laborers, 6.8% were employed as clerical workers, and 6.6% were employed as health aids. Table 4: Previous Work Experience of Non-Workers Number Percent Working with Hands Construction/Cleaning/Manual Labor 1, Farm or Ranch Labor Manufacturing and Assembly 1, Maintenance Driving (Delivery, Bus, Postal) Truck Driving/HEO Skilled Labor 1, Crew Management Working with People General Customer Service 6, Office Management 1, Governmental Services Executive Management Advanced Social Services Working with Numbers Clerical 1, Accounting/Finance/Banking Researcher/Analyst Working with Technology IT and Other (Non-Med) Tech. Maint Software Dev./Comp. Prog Engineer/Designer Providing Health Services Health Aid 1, Nurse Advanced Medical Practitioner Providing Educational Services Education Aid Teacher/Trainer Professor/Lecturer Creative Arts Writer/Artist/Musician Total 22, The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 10

15 In addition to collecting data regarding the current employment status and previous work or training experience through a series of open-ended survey questions (the results of which are shown previously), respondents were asked about the six specific employment areas listed in Figure 4. Respondents were first asked if they had any training or work experience in a specific field and then if they would take a job in that field (regardless of their prior training or experience). 3 The figure shows that an estimated 48,431 Pool members report any experience or training in data entry with telephone operation (blue column), while fewer (38,119 individuals) would consider employment in that field (red column). An estimated 37,297 members of the Pool have any experience or training in a professional office environment (blue column), while more (39,033 individuals) would take a job in that field (red column). The figure also shows responses for training or experience working in food production or distribution, in manufacturing or processing, in maintenance and repair, and in research and development. The third column shows the estimated number that have any experience/training in a field and are willing to work in that field again (green column). The fourth column shows the estimated numbers that have any experience/training and are willing to take a job in that field and are within the necessary commute time (purple column) 4. Figure 4: Work Experience / Willing to Work in Field 3 Figure 4 differs substantially from Table 3 and Figure 3 (pages 8 and 9). For example, the has any experience or training column above represents an extrapolated total of all Pool members answering yes to the question do you have any experience or training in. As such, Figure 4 provides a 50,000-foot view of the skill sets of Pool members. Table 3 and Figure 3, on the other hand, provide extrapolated responses from Pool members (working in the first column, non-working in the second) about specific jobs one current job and/or one previous job. 4 Page 21 provides a definition of within the necessary commute time. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 11

16 Survey respondents with training or experience in food production/distribution or manufacturing/processing were asked additional questions to assess the type of work they performed at those jobs. Figures 4a and 4b show the responses to those questions. The figures show that about twofifths (42%) of those with food production/distribution experienced/training worked in food production or packaging. More than half (56%) of those indicating experience/training in manufacturing/processing had jobs in production, fabrication or assembly. Figure 4a: Work Experience in Food Production or Distribution Figure 4b: Work Experience in Manufacturing or Processing Plant The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 12

17 Working Available Labor Pool members were asked for the Zip Code of their workplaces. Map 3 shows the locations of workplaces employing Available Labor Pool members within the basin by Zip Code area. The map shows: Ten percent or more of the working members of the Available Labor Pool work in Zip Code areas in Cowley, Garfield, and Kay counties. (See purple areas in the map.) Between 7% and 9.99% of the working members of the Pool work in Zip Codes areas in Garfield County. (See red area in the map.) Workplaces located in Zip Code areas in Cowley, Kay, and Osage counties employ 4% to 6.99% of the basin s working Pool members. (See brown areas in the map.) Workplaces located in Zip Code areas in Cowley, Kay, Noble, Osage, Pawnee, and Sumner counties employ 1% to 3.99% of the basin s working Pool members. (See orange areas in the map.) Finally, less than 1% of the Pool work for employers located in Zip Code areas in the rest of the basin. (See light yellow areas in the map.) Map 3: Workplaces by Zip Code The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 13

18 Educational Experience and Job Satisfaction Table 1 (see page 6) shows that 69.3% of the Available Labor Pool reports attending some college (with at least 45.8% having completed an associate s degree and 30% having completed a bachelor s degree). Respondents that had completed at least some college or are currently enrolled in a community college, college, or university were asked to provide their major area of study. Answers were grouped into the following categories: Social Sciences: Sociology, Psychology, Anthropology, Politics, and Social Work. Biological Sciences and Health: Biology, Agriculture, Nursing, Pre-med, and Pre-vet. Physical Sciences and Engineering: Physics, Geology, Chemistry, and Engineering. Business and Economics: Management, Accounting, Finance, Marketing, and Economics. Education: Elementary and Secondary Teaching. Computer Science and Math: Programming or Technology, Networking, Web Design, and Math. Arts and Humanities: Art, Music, History, Philosophy, and Languages. Figure 5 shows that Available Labor Pool members with at least some college experience indicate majors in business and economics (30%), education (14%), arts and humanities (13%), biological sciences (12%), social sciences (11%), computer science and math (10%), and physical sciences (10%). Figure 5: Undergraduate College Major The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 14

19 All respondents that had completed at least some college were asked: Are you attending technical school now or have you received a technical degree? Figure 6 shows that 19% of the respondents hold a technical degree or are working on one at the present time. Figure 6: Technical College Experience Respondents answering yes to the above question were asked for their area of study. Answer options were grouped into one of the options shown in Figure 6a. The figure shows that 17% report studying information technology, 13% nursing or another health related field, and 12% office related skills. Less than 10% report studying each of these fields: automotive technology, manufacturing technology, beautician skills or other personal care, culinary arts or food processing/handling, and trucking or commercial driver s license (CDL) training. Figure 6a: Technical College Study Area The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 15

20 Figure 7 and Table 5 show responses to questions regarding job satisfaction. The figure and table report responses from working survey respondents only. The figure shows that about 27% of the working Pool respondents strongly agree with a statement suggesting that they enjoy the things I do, while 66% agree with that statement. In all, about 93% at least agree that they enjoy their work. In general, Pool members are generally satisfied with their work and their work environments but are simply looking for and/or are available for new employment. Less than half, however, feel that they have a fair chance at promotion to another position. Figure 7: Job Satisfaction Among Available Labor Pool Workers Table 5 shows combined strongly agree and agree responses of working Pool members and working non-pool respondents. The table shows that 93.1% of the working Pool members at least agree with the statement regarding enjoying the things I do, while a higher percentage (98.3%) of the working non-pool respondents suggest the same. The statement with the largest percentages of disparity between working Pool members and working non-pool respondents is with regards to having a fair chance at promotion. About 69% of the working non-pool respondents at least agree with this statement, whereas about 26% fewer (43.2%) of the working Pool members feel the same way. Table 5: Job Satisfaction Among Workers: Pool and Non-Pool Members Strongly Agree and Agree Working Pool Working Non-Pool* Percent Percent Difference I Enjoy the Things I Do Generally Positive Work Env Reasonable Workload I Receive Fair Pay Fair Chance at Pay Increases Fair Chance at Promotion *This column represent working respondents not in the Pool. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 16

21 Considerations for Employment An important consideration for many employers looking to locate or expand operations is whether workers are willing to pursue new employment opportunities. Some workers may be available for new employment but are unwilling to switch from their current job to a different type of position. A large percentage of those unwilling to change their jobs might limit the types of employers that can enter the labor basin. This does not seem to be the case for the Ponca City Labor Basin. Figure 8 shows that 59,318 (81.5%) members of the Available Labor Pool are willing to accept positions outside of their primary fields of employment. Figure 8: Considerations for Employment Figure 8 also shows responses to three questions regarding work shifts. Respondents were asked if they would be willing to work weekends, rotating shifts, or a second or night shift for a new job. The figure shows that almost 49% of the Available Labor Pool is willing to work weekends and about 30% is willing to work rotating shifts for a new or different job. About a sixth (17%) is willing to work a second shift or night shift for a new or different job. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 17

22 Another important consideration for many employers is whether workers are willing to commute for a new or different employment opportunity. Figure 9 shows that the Available Labor Pool in the Ponca City Labor Basin is open to commuting. More than one-third (37%) of the members of the Available Labor Pool will commute up to 45 minutes, one-way, for an employment opportunity, while 82% will commute up to 30 minutes for employment. All (99%) will travel up to 15 minutes for employment. Figure 9: Available Labor by Commute Minutes Working members of the Pool indicating a willingness to commute further than 60 minutes, oneway, for a job, were asked two questions: Have you considered moving to be closer to your job? and Have you considered getting a job closer to your home? Figure 9a shows that a third (33%) of this subset of the Pool would consider getting a new job closer to their places of residence, while about 12% would consider moving closer to their places of work. Figure 9a: Being Closer to Work The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 18

23 Available Labor Pool members were asked about various benefits that might be important when considering whether to take a new or different job. Respondents were asked if each benefit would be a very important consideration for taking a new job, with answer options included yes and no. Figure 10 shows that the five most important benefits are, in order, good salary or hourly pay, good retirement benefits, on-the-job training (OJT), good health benefits, and good vacation benefits. All of these benefits are considered very important by 75% or more of the Available Labor Pool each. Flexible hours or flex-time follows at about 66%. The least desired benefits are good educational assistance and transportation assistance, considered very important by 50.7% and 29.2% of Pool members, respectively. Figure 10: Benefits Very Important to Change Employment The left column in Table 6 shows the percentages of all Pool members that said the benefit is a very important consideration for taking a new or different job, while the right column shows the percentages of working members of the Available Labor Pool that are offered the benefit from their current employers. Flexible hours/flex-time stands out with a 20% difference between those Pool members considering this benefits very important (65.8%) and those working Pool member that receive this benefit (45.8%). Table 6: Desired Benefits and Current Benefits Offered Benefit Important Benefit Currently to Change Jobs Offered* Percent Percent Difference Good Salary/Hourly Pay Good Retirement Benefits OJT or Paid Training Good Health Benefits Good Vacation Benefits Flexible Hours/Flex-Time Good Education Assistance Transportation Assistance * This column respresents working Pool members only. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 19

24 Desired Wages of Available Labor Pool Desired wages are another important consideration for employers and economic developers. Figure 10 shows desired wages for members of the Available Labor Pool. It is estimated that 56,521 people (or 78% of the available labor) are interested in a new job at $25 an hour 5. An estimated 46,302 (64%) members of the Pool are interested in new employment opportunities at $20 an hour, while 31,716 (44%) are interested at $15 an hour. Finally, an estimated 12,121 people (17%) are interested in a new job at $10 an hour. Figure 11: Available Labor by Hourly Wage 5 See Appendix III for an hourly wage/annual salary conversion chart. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 20

25 Subsets of the Available Labor Pool The previous portion of the report addressed the entire Available Labor Pool. The remainder of the report addresses three subsets of the Available Labor Pool. Each provides a different look at the Available Labor Pool, and they are not mutually exclusive. The three subsets are: those residing Within the Necessary Commute Time, the Underemployed Available Labor Pool Workers, and non-business-owning members of the Pool that desire to own their own businesses. Subset 1: Within Necessary Commute Time To present an even more refined picture regarding the number of workers who would seriously consider a new employment opportunity, the data in this section includes only those respondents that are determined to reside within the necessary commute time. Necessary Commute Time is defined as a commute time stated by the respondent that is equal to or greater than the commute time necessary for the respondent to travel from his or her Zip Code of residence to the Zip Code at the center of the labor basin. For example, a respondent that is willing to travel for 30 minutes, one-way, for a new or different job opportunity and that lives an estimated 15 minutes from the center of the labor basin is considered to be willing to travel the necessary commute time for a new job. Data from these respondents are included in this section of the report. Desired Wages (of those Within Necessary Commute Time) Figure 12 shows the wage demands for the Available Labor Pool members that are within the necessary commute time. An estimated 20,143 people (or 80% of this subset) are interested in a new job at $25 an hour. An estimated 13,857 (55%) are interested in new employment opportunity at $20 an hour, and 10,009 (39%) are interested at $15 an hour. Finally, an estimated 4,123 people (16%) are interested in a new job at $10. Figure 12: Available Labor by Hourly Wage (for those Within Necessary Commute Time) The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 21

26 The previous figure suggests the obvious: that the higher the wage, the larger the pool of available labor. As noted, 10,009 members of the within the necessary commute time subset of the labor pool are available for a new or different job at $15 an hour. At $14 an hour there are 7,283 members of the pool available. As such, an increase of $1 per hour from $14 to $15 represents an increase of 2,726 workers and potential workers. The graph also highlights various wage preference plateaus that may be of interest to current and potential employers. A wage preference plateau is a situation in which an increase in wage results in an insignificant or small increase in available labor. For example, 1,099 members of this subset are interested in a job at $8 an hour. At $9 an hour there are an estimated 1,574 individuals available. So, while there is certainly an increase in the number of available workers at this higher wage rate, the increase is only 476 individuals a relatively small increase given the overall size of this subset of the Available Labor Pool. Additional wage plateaus exist between $13 and $14 (408), between $15 and $16 (178), between $18 and $19 (274), and between $22 and $23 (278). Desired Wages by Occupational Sector (for those within Necessary Commute Time) Table 7 shows the four main occupational sectors (employed only) of those within the necessary commute time subset of the Available Labor Pool. The table shows that 13% of the general laborers will take a new or different job at a wage of at $12 an hour, while 24% is available for new employment at a wage of $15 an hour. Of the skilled laborers, none are available for new employment at a wage of $12 an hour, while 12% is available at a wage of $15 an hour. Regarding service workers, 21% is available at a wage of $12 an hour, while 35% is available at a wage of $15 an hour. Of the professional workers, none are available at a wage of $12 an hour, while 12% is available at a wage of $15 an hour. Table 7: Cumulative Desired Wages by Occupational Sector General Labor High Skill Labor Service Sector Professional $30 < $30 $27 $24 $21 $18 $15 $12 $9 $6 ( N= 27 ) (+/- 18.7% M oe) ( N= 9 ) (+/- 33.5% M oe) ( N= 48 ) (+/- 14.2% M oe) ( N= 16 ) (+/- 24.3% M oe) Number 4,730 3,354 3,354 2,666 2,494 1,978 1, Cumulative Number Cumulative Number Cumulative Number Cumulative 100% 1, % 8, % 2, % 71% 1, % 6,505 79% 1,205 43% 71% 1,298 88% 6,333 77% 1,033 37% 56% 1,125 76% 5,817 71% % 53% % 4,784 58% % 42% % 3,752 46% % 24% % 2,891 35% % 13% 0 0% 1,686 21% 0 0% 4% 0 0% 482 6% 0 0% 0% 0 0% 138 2% 0 0% The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 22

27 Table 7 (previous page) shows data for working members of the Pool that are within the necessary commute time, with each occupational sector shown independently and excluding non-working pool members. Table 8 (below) includes non-working Pool members, working service sector Pool members, and working general labor Pool members that are within the necessary commute time. Additionally, in Table 8, general laborers and service sector workers are classified in both sectors shown if they are willing to change fields of employment (see Figure 8, page 17). It is assumed that non-working Pool members will take jobs (all things being equal) in either general labor or service sectors. In other words, Table 8 allows general laborers, service sector workers, and non-workers to transfer between employment sectors providing much larger numbers of workers available for general labor and service sector jobs at various wages than is shown in Table 7. Specifically, Table 8 includes data from respondents that: 1 are willing to commute the necessary distance from his/her community to the center of the labor basin, and 2 are willing to change their primary field of employment (for example: service sector employment to general labor employment), and 3a are currently non-employed, or 3b are employed as general laborers or service sector employees. 6 Table 8: Cumulative Desired Wages Allowing for Transfer Between Sectors Transferable General Labor Transferable Service Sector $30 < $30 $27 $24 $21 $18 $15 $12 $9 $6 ( N= 101 ) (+/- 9.8% M oe) ( N= 97 ) (+/- 9.9% M oe) Number Cumulative 17, % 16,868 98% 16,352 95% 14,630 85% 12,565 73% 9,983 58% 7,229 42% 4,992 29% 1,205 7% 172 1% Number Cumulative 16, % 16,352 98% 16,007 95% 14,458 86% 12,737 76% 10,155 61% 7,745 46% 5,336 32% 1,377 8% 172 1% 6 High skill blue-collar workers and professional white-collar workers are excluded from Table 7 because it is assumed that, as a general rule, people in occupations such as Doctors, Lawyers, Engineers, Professors, Machinists, Electricians, etc are unlikely to transfer into lower-skill general labor and service/support occupations. In addition, it is assumed that, because professional and high skill occupations require extensive education and/or training, lowerskilled general laborers and service sector workers are unable to transfer to higher-skill labor or professional positions - at least in the near term. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 23

28 Map 4 shows how each Zip Code area compares to all other Zip Code areas in terms of the percent of the within the necessary commute time subset of the Available Labor Pool. The map shows: Ten percent or more of this subset is located in Zip Code areas within Kay and Osage counties. (See purple area in the map.) Between 7% and 9.99% of this subset is located in Zip Code areas within Cowley County. (See red area on the map.) Zip Code areas in Garfield, Kay, Osage, and Sumner counties contain 4% to 6.99% of this subset. (See brown areas in the map.) Zip Code areas in Cowley, Grant, Garfield, Kay, Noble, Pawnee, and Sumner counties contain 1% to 3.99% of this subset. (See orange areas on the map.) Finally, less than 1% of this subset is located in Zip Code areas in the remaining counties of the labor basin. (See light yellow areas on the map.) Map 4: Percent within Necessary Commute Time by Zip Code The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 24

29 Subset 2: Underemployed Available Labor Pool Workers Underemployment individuals possessing skills and/or training levels that exceed the responsibilities of their current job is a significant issue in many communities. To assess underemployment in the Ponca City Labor Basin, employed members of the Available Labor Pool were presented with a scenario describing underemployment. 7 They were then asked a series of questions assessing if they perceive themselves as underemployed because 1) their skill level is greater than their current job requires, 2) they possess higher levels of education than is required on the job, 3) they earned a higher income at a similar job previously, or 4) they are limited in the number of hours that they can work. Of the 50,517 employed members of the Available Labor Pool (shown in Figure 13), almost a third answered yes to one or more of the questions presented above (see Figure 14). These Pool members are considered underemployed. Figure 14 shows that the underemployed workers represent 32% (or 16,083 individuals) of the employed members of the Pool. Figure 13: Employed and Non-Employed Members of the Available Labor Pool Figure 14: Underemployed Workers 7 Because of circumstances, some workers have jobs that do not fully match their skills, education, or experiences. For example, a master plumber taking tickets at a movie theater would be a mismatch between skill level and job requirements. Do you consider yourself an underemployed worker because...? The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 25

30 Figure 15 shows the percentages of the positive responses (i.e., yes answers) to the various measures of underemployment. About 34% of this subset possesses education levels exceeding those needed for their current jobs. Almost 31% possesses skills not used currently on the job, and about 27% also earned more money at a past but similar job. Almost 16% cannot work enough hours as desired. Figure 15: Reasons for Underemployment Table 9 shows that the education levels of the underemployed workers differ somewhat from the overall Available Labor Pool. Those with higher education levels are less likely to consider themselves as underemployed that those with lower education levels. For example, the table below shows that 4.7% of the underemployed workers have at least master s degrees, while the percentage for the Available Labor Pool as a whole is 8.4% - see Table 1, page 6. Table 9: Highest Level of Education Achieved Among Underemployed Cumulative Number Percent Percent Doctoral Degree Masters Degree Bachelors Degree 4, Associates Degree 2, Some College 4, High School Diploma Only 3, Less HS Diploma Total 16, The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 26

31 Occupational Sectors and Job Experience (of Underemployed Workers) Figure 16 shows that 29% of the underemployed workers are general laborers and 12% are high skill blue-collar workers. Most underemployed workers are employed as service sector workers (55%), while 4% hold professional positions. Comparing Figure 16 with Figure 2 (page 7) suggests that fewer professional workers but more general laborers consider themselves underemployed. Figure 2 (page 7) shows that the subset of working Available Labor Pool members consists of 25% general laborers, 12% high skill laborers, 49% service workers, and 14% professionals. Figure 16: Occupational Sectors of Underemployed Workers Table 10 shows the underemployed workers by major occupational category. The figure shows that slightly less than half of the workers classified as general laborers work in jobs involved in manufacturing, maintenance, trucking, and similar occupations. The table also shows that general customer services workers make up the largest group of underemployed workers, while no executive managers consider themselves underemployed. Table 10: Major Occupational Categories of Underemployed Workers Number Percent Construction/Cleaning/Labor/Delivery 2, Manufacturing/Maintenance/Trucking 2, Total General Labor 4, Mechanic/Welder/Comp Tech 1, Crew Management/Protection Services Total High Skill Labor 1, General Customer Service 4, Clerical Office or Dept Manager Health Aid/Nurse 1, Education Aid/Teacher 1, Total Service Sector 8, Exec Management Accounting/Engineering Doctor/Professor/Attorney Writer/Artist/Musician Total Professional Sector Total 16, The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 27

32 Table 11 shows the current work experience of underemployed workers by type of job. The information provided below is similar to Figure 17 but the jobs are grouped differently to show the numbers of underemployed workers that work with their hands, work with people, work with numbers, etc. Table 11: Current Work Experience of Underemployed Workers Number Percent Working with Hands Construction/Cleaning/Manual Labor 1, Farm or Ranch Labor Manufacturing and Assembly Maintenance Driving (Delivery, Bus, Postal) 1, Truck Driving/HEO Skilled Labor Crew Management Working with People General Customer Service 4, Office Management Governmental Services Executive Management Advanced Social Services Working with Numbers Clerical Accounting/Finance/Banking Researcher/Analyst Working with Technology IT and Other (Non-Med) Tech. Maint Software Dev./Comp. Prog Engineer/Designer Providing Health Services Health Aid 1, Nurse Advanced Medical Practitioner Providing Educational Services Education Aid Teacher/Trainer Professor/Lecturer Creative Arts Writer/Artist/Musician Total 16, The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 28

33 Map 5 shows how each Zip Code area compares to all other Zip Code areas in terms of the percent of the underemployed workers in the labor basin. The map shows: Ten percent or more of the underemployed workers are located in Zip Code areas within Cowley and Kay counties. (See purple areas in the map.) Between 7% and 9.99% is located in Zip Code areas in Garfield County. (See red area on the map.) Between 4% and 6.99% is located in Zip Code areas in Kay, Osage, and Sumner counties. (See brown areas in the map.) Between 1% and 3.99% is located in Zip Code areas in Cowley, Garfield, Kay, Noble, Osage, Pawnee, and Sumner counties. (See orange areas on the map.) Finally, less than 1% of this subset is located in Zip Code areas in the remaining counties of the labor basin. (See light yellow areas on the map.) Map 5: Underemployed Workers by Zip Code The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 29

34 Considerations for Employment (among Underemployed Workers) Figure 17 shows the estimated number underemployed workers willing to commute, one-way, for a new job. More than a half (58%) of the members of the underemployed workers will commute up to 45 minutes, one-way, for new job, while 84% will commute up to 30 minutes for employment. Most (97%) will travel up to 15 minutes for employment. Figure 17: Underemployed Workers by Commute Minutes Figure 18 shows the estimated number underemployed workers by desired wage. Figure 18 shows that 86% of the underemployed workers are interested in a new job at $25 an hour. Almost three-quarters (70%) is interested in a new job $20 an hour, while half (51%) is interested at $15 an hour. Finally, about a sixth (15%) is interested in a new job at $10 an hour. Figure 18: Underemployed Workers by Hourly Wage The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 30

35 Figure 19 shows that the five most important benefits are, in order, good salary or hourly pay, good retirement benefits, good health benefits, on-the-job training (OJT), and good vacation benefits. All of these benefits are considered very important by almost 80% or more of the underemployed workers. Flexible hours or flex-time follows at 61% and good educational assistance follow at 51%. Transportation assistance is considered very important by 30% of the underemployed workers. Figure 19: Underemployed Workers Benefits Very Important to Change Jobs The left column in Table 12 shows the percentages of underemployed considering a benefit a very important consideration for taking a new or different job, while the right column shows the percentages of Pool member considering a benefit very important. Flexible hours/flex-time stands out with a 4.5% difference. Interestingly, fewer underemployed workers than Pool members as a whole consider this benefit very important for changing jobs. Table 12: Desired Benefits Underemployed and Pool Benefit Important Benefit Important to Change Jobs (Underemp)* to Change Jobs (Pool) Percent Percent Difference Good Salary/Hourly Pay Good Retirement Benefits Good Health Benefits OJT or Paid Training Good Vacation Benefits Flexible Hours/Flex-Time Good Education Assistance Transportation Assistance * This column respresents underemployed workers only. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 31

36 Finally, underemployed workers were asked if they are available for a new or different job because they are underemployed? Figure 20 shows that more than half (56% or 9,053 individuals) are seeking new employment to address underemployment. Figure 20: Seeking New Employment to Address Underemployment The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 32

37 Subset 3: Potential Entrepreneurs in the Available Labor Pool Workers The desire for self-employment may be another indicator of the types of workers available in the labor basin. Of the 72,808-member Available Labor Pool, 6,373 (8.8%) report owning their own businesses (shown in Figure 21). Figure 21: Business Ownership Non-business-owning members of the Available Labor Pool (estimated to be 66,435 or 91.2%) were asked the question: In the past few years have you serious though about starting your own business? Figure 22 shows that a third (33% or 22,231) of the non-business-owning members of the Pool indicates that they had seriously considered this option for new employment. These Pool members are considered potential entrepreneurs. Figure 22: Seriously Thought About Starting Own Business The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 33

38 Table 13 (below) and Figures 23 (below) and 24 (next page) show some characteristics of the potential entrepreneurs. Table 13 shows that the 56% of the potential entrepreneurs have at least Associate s degrees, almost 35% have at least Bachelor s degrees, and about 5% have at least Master s degrees. The table suggests that those with lower education levels and very high education levels are less likely than others to be potential entrepreneurs. For example, the table below shows that 5.3% of the potential entrepreneurs have at least master s degrees, while the percentage for the Available Labor Pool as a whole is 8.4% - see Table 1, page 6. However, 21.3% of the potential entrepreneurs have high school diplomas only. The percentage for the Pool as a whole is 27.7%. Table 13: Highest Level of Education Achieved Among Potential Entrepreneurs Cumulative Number Percent Percent Doctoral Degree Masters Degree Bachelors Degree 6, Associates Degree 4, Some College 3, High School Diploma Only 4, Less HS Diploma 1, Total 22, Figure 23 shows that 17% of the currently working potential entrepreneurs are currently employed as general laborers and that 26% are currently employed as high skill blue-collar workers. Service sector workers make up 45% of the potential entrepreneurs, while 12% hold professional positions. When compared to the working Pool members as a whole, the figure below suggests high skill laborers are more likely than others to desire business ownership, while general labors are less likely. (Figure 2, page 7, shows: 25% general laborers, 12% high skill laborers, 29% service sector workers, and 14% professionals.) Figure 23: Occupational Sectors of Potential Entrepreneurs The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 34

39 Figure 24 shows the strength of desire to own a business. Almost 24% of this subset of the Pool strongly agree with a statement asking if they are willing to work evenings or on weekends to make their business a success, while about 68% agree. Only about 8% of the potential entrepreneurs disagree or strongly disagree with this statement. About 17% strongly agree with a statement asking if they would rather own their own business than pursue a promising career elsewhere, while 60% agree. Almost a quarter (23%) of the potential entrepreneurs disagree with this statement, while none strongly disagree. Responses to a question asking if they would rather own their own business than earn a higher salary working for someone else are more varied. About 10% strongly agree with this statement, 40% agree, 47% disagree, and 3% strongly disagree. Still, however, more than half at least agree with this statement. When presented with the statement, I am willing to have less security for my family in order to operate my own business, 6% strongly agree, 25% agree, 60% disagree, and 9% strongly disagree. As such, a higher percentage of potential entrepreneurs at least disagree (69%) with this statement than at least agree (31%). Figure 24: Strength of Desire for Own Business Among Potential Entrepreneurs The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 35

40 Survey of Area Employers Ponca City Development Authority provided the Docking Institute with a list of 51 employers located in the Ponca City area. The Institute attempted to complete interviews with all 51 employers using a combination of telephone and web-based surveying methods. Thirty employers agreed to be interviewed, providing a response rate of 58.8%. The survey included questions assessing workforce productivity, attitude, turnover, entry level skills, labor supply, and educational preparation. The survey also addressed recruitment practices and satisfaction with local workforce development and the area business climate. 8 The following charts show the responses from the 30 employers. Unlike the previous sections in this report, the numbers provided here are not extrapolated to the larger population. Workforce Productivity, Attitude, Turnover, and Entry Level Skills The first part of the survey asked about the productivity, overall attitude, and turnover of each employers own workforce, as well as a rating of the entry level skills of the area s workforce as a whole. Figure 25 shows responses to a question asking each employer to assess the productivity of his or her own workforce. The figure shows that no employers rate their employee productivity as less than somewhat productive. Almost half (14 out of 30) rate their employees as moderately productive, while 40% rate their employees as very productive. Figure 25: Workforce Productivity 8 Appendix II provides the employer questionnaire. The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 36

41 Figure 26 shows responses to a question asking each employer to assess the overall attitude of his or her own workforce. As with productivity, no employers rated their own workforce negatively with regard to attitude. More than half (18 out of 30) rate their employees as having good attitudes, while about a sixth (5 out of 30) rate the workforce attitude as very good. Figure 26: Workforce Attitude Employers were asked to rate the turnover rate of their workforce. Answer options included high, moderate, and low. Figure 27 shows that more than half (53%) report that their turnover rate is low, while about 30% report the rate as moderate. Figure 27: Workforce Turnover The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 37

42 Employers were also asked to rate the entry level skills of the entire area workforce. Figure 28 shows that most employers rated the entry level skills as at least average; with two rating skills as very good and five rating the skills as good. Ten employers rated the entry level skills as poor, and one rated the skills as very poor. Figure 28: Entry Level Skill of Entire Area Workforce Workforce Supply The next section of the survey asked employers about the supply of various types of workers for hire. Specifically, employers were asked if they find an adequate supply, small shortage, or a large shortage of five types of workers: Good clerical workers and office support staff Good white-collar professionals like executives and sales people Good engineers, designers, and other similar creative professionals Good high-skilled blue-collar workers Good low-skilled or semi-skilled blue collar workers Employers find the largest shortages among white-collar professionals, engineers and designers, and high-skill blue-collar workers. Figure 29: Supply of Workers for Hire The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 38

43 Recruitment Efforts The next section of the survey addressed recruitment of workers. Employers were read a list of recruitment tools (shown in Figure 30) and asked if they use each tool. Answer options were not mutually exclusive (employers could answer yes or no to each question.) The figure shows that most employers (28 out of 30) recruit workers by word of mouth and referrals. Many (60% to 80%) use staffing agencies, newspapers, and state agencies to recruit workers. Few recruit workers via radio or television. An other option was provided but no employers provided a yes response to this option. Figure 30: Recruitment Tools Employers were asked which of the recruitment tools works best for finding applicants. No employer considered television or a state agency as the best recruitment tool. Word of mouth/referrals stands out at the method rated best by employers. Staffing agencies, newspapers, and non-company websites are rated best by some employers. Figure 31: Best Recruitment Tool The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 39

44 Educational Preparedness Employers were asked if the public education system provides workers that are highly prepared, somewhat prepared, or not prepared for work at jobs requiring specific educational requirements. For example, employers were asked if they find that new high school graduates are highly prepared, somewhat prepared, or not prepared for jobs requiring high school educations. Similar questions addressed jobs requiring community college or technical school educations, job requiring (four-year) college educations, and jobs requiring advanced educations. Figure 32 shows that most employers reporting finding community college/technical school graduates, four-year college graduates, and employees with advanced degrees at least somewhat prepared for jobs requiring those education levels. Almost a third of the employers find workers with advanced degrees highly prepared for jobs requiring advanced educations. Figure 32: Educational Preparation for Work The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 40

45 Workforce Development, Economic Development, and Business Climate Employers were asked if they were satisfied, neither satisfied nor unsatisfied, or unsatisfied with local workforce development programs, the local economic development organization, and the area business climate. Figure 33 shows that most employers (19 out of 27) report satisfaction with their local economic development organization. Another four are neither satisfied nor unsatisfied and only two are unsatisfied. Similarly, most employers (18 out of 26) are satisfied with local workforce development programs. Six employers are neither satisfied nor unsatisfied and only two are unsatisfied. A vast majority of employers (almost 80%) are either satisfied or neutral with regard to the local area business climate. Figure 33: Satisfaction with Local Entities/Business Climate The Docking Institute of Public Affairs, Ponca City Labor Basin Study 2015 Page 41