Umatilla County Skilled Workforce Needs STUDY HIGHLIGHTS

Transcription

1 Umatilla County Skilled Workforce Needs STUDY HIGHLIGHTS

2 MISSION To connect with employers to better understand the workforce challenges & successes, to identify opportunities to contribute toward solutions, and to support existing business & attract potential industry.

3 VISION To provide an in-depth look at Umatilla County s skilled workforce needs, available resources, and employer best practices and to share the information in a way that will ignite and propel initiatives to enhance skilled workforce development and availability of a qualified workforce in our communities.

4 METHOD 3-Step Strategy to Connect with Employers Survey Link Focus Groups Interviews 2-Step Strategy to Understand the Data Oregon Employment Department & US Census Bureau Statistics Literature review for best practices

5 EMPLOYER RESPONSE: IMPRESSIVE 180 survey participants across Umatilla County 35 employer interviews representing 4940 employees 25 focus groups involving over 250 business owners

6 RELATIVELY SPEAKING 4648 companies in Umatilla County We heard from over 400 or nearly 9% of them! 31,906 people over age 16 employed We heard from companies that employ nearly 1/3 of them! Source: U.S. Census Bureau, 2014

7 UMATILLA COUNTY: CENSUS SNAP SHOT Population: 75,889 Employed Population: 31,906 Median Age: 35.9 High School Grad or Higher: 83.3% Median Household Income: $47,185 Mean Travel Time to Work: 17.4 minutes Individuals Below Poverty Level: 17.1% Source: U.S. Census Bureau, 2014

8 UMATILLA COUNTY: NONFARM EMPLOYMENT CHANGE Umatilla County employment INCREASED by an estimated 300 jobs between March 2015 and March 2016 Private Sector Public Sector 310 jobs 10 jobs Source: Oregon Employment Department, Labor Market Information,

9 SURVEY HIGHLIGHTS: EMPLOYEES/INDUSTRY 48% of the companies employ % employ % employ industries were represented The majority of people both live & work in Umatilla County

10 SURVEY HIGHLIGHTS: SKILLED POSITIONS 46% report that more than 1 in 4 jobs require a specific skill, certification, or training 17% report that 0 to 3% of the jobs require a specific skill, certification, or training

11 SURVEY HIGHLIGHTS: TRAINING & EDUCATION 59% have internal training programs, while 32% do not 56% of the companies say that their positions require a college degree, while 44% say that none of their positions require a degree

12 SURVEY HIGHLIGHTS: OPEN POSITIONS Employers depend upon word-of-mouth and referrals by current employees to find people to fill open positions Nearly 1/3 open positions can be filled in 16 to 30 days and 7/10 can be filled within 45 days

13 SURVEY HIGHLIGHTS: LENGTH OF SERVICE 38% of the companies report the average length of service is between 5 and 10 years 29% report an average between 1 and 5 years 23% report an average between 10 and 20 years

14 SURVEY HIGHLIGHTS: AVERAGE AGE 63% estimate the average age of their workforce is between years Another 10% estimate the average age of their workforce is between years

15 SURVEY HIGHLIGHTS: WHY EMPLOYEES LEAVE Retire Move from the area Get a better paying job

16 SURVEY HIGHLIGHTS: WHY CANDIDATES DECLINE THE JOB OFFER Pay is not competitive Spouse doesn t like something about the community Inability to find suitable housing

17 SURVEY HIGHLIGHTS: IMPACT OF LIVABILITY The MAJORITY (87%) of Umatilla County employers feel that community livability impacts their ability to attract and retain the most qualified people for skilled positions.

18 SURVEY RESULTS: MOST COMMON BENEFITS 1# Competitive Salary #2 Health Insurance #3 Competitive Paid Time Off #4 Retirement Plan #5 Room for Advancement & Internal Training/Professional Development

19 SURVEY HIGHLIGHTS: WELLNESS PROGRAMS Wellness Programs YES 33% NO 57%

20 SURVEY HIGHLIGHTS: GROWTH & EXPANSION 43.5% say that workforce availability HAS BEEN considered before expanding 47% report that availability of workforce HAS NOT BEEN a consideration before expanding 32% report expanding beyond Umatilla County, but the majority (58%) report that lack of a skilled workforce did NOT influence the decision to expand

21 TOP 5 WORKFORCE CHALLENGES EMPLOYERS FACE Candidates inability to pass drug test Some people can make more money from government programs than from working at a job; which decreases availability of workers and adds to the costs of filling open positions State requirements for electrician apprenticeships is cumbersome State s lack of reciprocity for certificated trades is costly to employers Evolving image of what work ethic looks like

22 TOP 10 TRAINING NEEDS PER EMPLOYERS #10 Basic Math (cash handling, simple operations without a calculator) # 9 Computer Readiness # 8 Critical Thinking/Problem Solving # 7 Supervision/Leadership Skills # 6 General Office Skills (filing, alphabetizing, phone etiquette)

23 TOP 10 TRAINING NEEDS PER EMPLOYERS #5 Customer Service Skills #4 ESL (English as a Second Language) #3 Communication Skills/Interpersonal Relations #2 Professionalism (Dress, Language, Attitude) #1 Work Ethic

24 HIGH DEMAND SKILLED OCCUPATIONS Electricians Mental Health Counselors Medical Certificated Support Mechanics (auto & farm equipment)

25 HIGH DEMAND SKILLED OCCUPATIONS Commercial Truck Drivers Value-Added Agriculture Technical Experts Computer Information Systems Support

26 HIGH DEMAND SKILLED OCCUPATIONS IN UMATILLA/MORROW COUNTIES Skilled Occupations Physical Therapists 35% Health Technologists/Technicians Growth Projection ( ) 33% Chemical Technicians 29% Medical/Clinical Lab Technicians 28% Cost Estimators 25% Nursing Assistants 24% Source: Oregon Employment Department, Workforce and Economic Research High Demand Occupations,

27 HIGHEST ANNUAL SKILLED JOB OPENINGS Skilled Occupations Truck Drivers, Heavy and Tractor-Trailer Bookkeeping, Accounting, and Auditing Clerks Average Annual Job Openings across Oregon Nursing Assistants 534 Medical Assistants 352 Computer User Support Specialists 309 Source: Oregon Employment Department, Workforce and Economic Research Typical Entry Level Education: Postsecondary Training,

28 UMATILLA COUNTY EMPLOYER BEST PRACTICES Tuition Reimbursement Internal Professional Development Program Comprehensive New Employee Orientation Process

29 UMATILLA COUNTY EMPLOYER BEST PRACTICES Job Descriptions with Minimum Qualifications Salary Increase for Ability to Speak Multiple Languages Pre-Employment Assessments Behavioral Interviewing

30 WHAT S GOING ON HERE? Oregon High Schools & Districts Hermiston High School Nixyaawii Community School Pilot Rock High School Stanfield Secondary School Umatilla High School Weston-McEwen High School Baker Clatsop Crook Deschutes Douglas Jackson Josephine Lane Marion Union Oregon Counties

31 National Career Readiness Certificates WORK READY COMMUNITIES

32 RECOMMENDATIONS Pursue State Reciprocity for Certificated Trades Work with State Apprenticeship Accreditation Boards to Simplify the Process for Electricians Develop a Collaborative Effort to Promote CTE by Connecting Students with Employers and Trades

33 RECOMMENDATIONS Take steps to ensure that Umatilla County achieves Work Ready Designation Promote the region to encourage people to live, work, and play here

34 EARLY COMMITMENTS It s only the beginning of the conversation, but here s what s already is in the works! Connections to Careers Program Branding Initiative: Umatilla County A Place You Can Live, Work, & Play Full study available May 11 th, see BMCC & Umatilla County websites Umatilla County and Blue Mountain Community College are eager to listen and contribute