PINELLAS COUNTY ECONOMIC DEVELOPMENT

Transcription

1 PINELLAS COUNTY ECONOMIC DEVELOPMENT UPDATED SUMMARY REPORT Comprehensive Regional Workforce Assessment: Pinellas County Economic Development November 28,

2 TABLE OF CONTENTS 1. PROJECT OBJECTIVES & APPROACH a. Project Overview & Approach b. Target Industries & Occupational Profiling c. Data Sources 2. COMMUTE ANALYSIS & LABOR SHEDS 3. SUMMARY EMPLOYER SURVEY RESULTS 4. COMPARATIVE LABOR MARKET DATA a. Overview b. Workforce Demographics c. Target Industry Overview For each cluster: i. Occupational Presence, Concentration, Growth ii. Labor Demand iii. Wage & Salary Summary iv. Educational Completions v. Survey Results vi. In-Demand Jobs and Skills 6. APPENDIX a. Occupational Profiling b. Industry & Occupational Cluster Definitions 5. TARGET OCCUPATIONAL CLUSTERS a. Production & Logistics b. Engineering c. Science d. Information Technology e. Business & Finance Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 2

3 EXECUTIVE SUMMARY: KEY FINDINGS The below briefly summarizes key findings from the Comprehensive Regional Workforce Assessment: Commuting & Labor Shed The report examined three distinct labor sheds within Pinellas County (South/Downtown, Central/Carillon, and North/Oldsmar). Data show that each labor shed draws the vast majority of its workforce from within a minute drive time radius. The Central/Carillon labor shed generally shows the largest sheer number of workers within that 45 minute drive time due to its central location. However, this labor shed also posts the highest median commute time, meaning that while its potential workforce draw is larger compared to other parts of the County, workers employed there tend to have longer commutes. Surveyed employers noted some challenges in the region as it relates to overall traffic congestion and lack of quality public transportation options. Some also noted challenges with convincing potential employees to commute across the bay from other parts of the Tampa Bay region. Key Employer Survey Findings Fifty-seven Pinellas County employers provided feedback on regional workforce strengths and challenges through an online survey. More than half reported past employment growth or the intention to hire more workers in the next two years, putting additional pressure on the regional labor market. On balance, employers reported strong, positive opinions about workforce quality in the region across the majority of key occupational sectors. A common challenge cited by employers was that finding skilled, experienced workers for their hiring requirements was becoming increasingly challenging. Employers reported generally positive opinions about post-secondary educational institutions in the region, although many reported that they do not closely interact with those schools. Demographics and Industry/Occupational Presence (General) Overall historic and projected population growth in the region compare very favorably with other competitor markets in Florida and the Southeast. However, the age and educational structure (more so in Pinellas County proper and less so for the three analyzed labor sheds) may not compare as favorably. In general, demand indicators show relatively lower demand for key occupational clusters in Pinellas County proper compared to the Tampa Bay region overall, namely Hillsborough County. This data could be leveraged for new and prospective employers to give them comfort that they may face less direct hiring competition in Pinellas County. The data show a significant concentration, count, and growth projections for IT workers, and especially mid-skill Professional Service workers. Coupled with ongoing training and employment opportunities in the County, these individuals could serve as a significant base for growing the County s professional services profile. A summary of findings of interest for specific occupational clusters of interest are shown on the next page. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 3

4 EXECUTIVE SUMMARY: OCCUPATIONAL CLUSTERS CRITICAL STRENGTHS CRITICAL WEAKNESSES Production & Logistics Comparatively stronger presence and growth indicators for skilled production workers compared to general production workers sign of the potential to focus efforts on more advanced operations. Less relative demand (competition) for skilled production and distribution workers, although general production demand is high. Secondary data show competitive wage structure. Generally positive view of production and related workforce from employers, although some challenges with hiring key skills. Larger production markets to the north (e.g. Atlanta, Charlotte, Nashville) show higher counts and growth of key workers. Low numbers of skilled production completions in Pinellas and the greater Tampa region may concern some prospects on the future pipeline of skilled workers. Engineering Strong concentration and count of mid-skill engineering technicians compares favorably with competitor markets. Lower demand in Pinellas/Tampa region compared to other markets. Secondary data show competitive wage structure. Positive opinions of engineering quality from existing employers. Larger production markets to the north (e.g. Atlanta, Charlotte, Nashville) show higher counts and growth of engineers overall. Lack of engineering school directly in the community may be a hindrance, although USF-Tampa engineering school and completions is a regional advantage. Positive historical and projected growth for key science occupations. Science Low to moderate comparative demand for workers. Secondary data show competitive wage structure. High number of science-related educational completions in the greater Tampa Bay metro area. Lower concentration and count of key occupations compared to markets likes Atlanta and Nashville. Information Technology Positive growth statistics, but trails markets like Atlanta and Charlotte. Lower job demand in Pinellas vs. the greater Tampa region opportunity for employers to enjoy less direct competition. Secondary data show competitive wage structure. Generally strong workforce quality metrics from existing employers. Less concentration and lower counts of IT workers compared to Atlanta and Charlotte. Similar challenge as in many markets significant demand for highly skilled IT workers. As some employers noted, region may not have the same depth of experience and skill as other major tech markets. Very high counts and concentration of mid/lower-skill financial and professional services related workers. Business & Finance Lower demand and competition in Pinellas compared to Tampa Bay market at-large and other comparison markets. Secondary data show competitive wage structure. Pinellas and Tampa Bay overall may lag major financial and business hubs like Charlotte and Atlanta in terms of sheer numbers and concentration of workers. Very large number of business completions in region at large. Very strong workforce quality metrics from existing employers. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 4

5 PROJECT OBJECTIVES & APPROACH Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 5

6 PROJECT OVERVIEW To collect and analyze detailed, real-time labor market data to supplement those available via subscription or other third-party sources, the Pinellas County Economic Development (noted herein as PCED ) engaged Site Selection Group (noted herein as SSG ) to conduct a detailed regional workforce assessment for the County. The majority of SSG s work involves helping companies identify the optimal location for a new, relocated, or consolidated operation. Because workforce plays a critical role in almost all corporate location decisions, SSG is uniquely positioned to provide economic development agencies like PCED with a comprehensive look at the regional labor market using many of the same tools and approaches as would be utilized for a corporate project. In short, SSG looks through the corporate lens to objectively evaluate the Pinellas County workforce, so PCED in turn can better meet the needs of new and expanding target industries. In summary, PCED expects this project to result in: A thorough understanding of the strengths and weaknesses of the regional workforce through the eyes of key employers. In Site Selection Group s experience, employer testimony is a critical source of information regarding the labor force, and further, can play a very important role in providing comfort to new and expanding employers that they can find the workforce they need in the region. A better understanding of real commuting patterns across Pinellas County. As an urban community, and one with unique geographical considerations (e.g. a peninsula within the greater Tampa Bay region), it is critical to demonstrate real and defendable commuting patterns to prospective and expanding companies in the region. Also, because of the unique geography of the county, understanding how commuting patterns differ within the county (e.g. southern/downtown, vs. northern parts) is another critical consideration. Key comparative labor market data to benchmark Pinellas County, its unique labor sheds, and the overall Tampa region against a basket of highly competitive comparison communities in Florida and the Southeast. This data includes demographics, industry trends, key occupational statistics, educational completions, and labor demand. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 6

7 APPROACH TO COMPREHENSIVE LABOR ANALYSIS Whether for its corporate clients, or for an engagement with an economic development agency, SSG believes that in order for a labor market assessment to be truly comprehensive, it must include the following characteristics: Targeted on Industries/Occupations of Interest In order to realize its optimal value to both economic and workforce development in the community, the analysis should be targeted on the specific industries and/or occupational clusters that are most important to the community s overarching strategy. To this point, SSG worked with PCED initially to confirm its target industries and to identify the key occupational categories comprising those industries. Primary Research Data from public sources like the U.S. Census Bureau or the Bureau of Labor Statistics provide a wealth of information on local and regional workforces. However, like all data sources, they have their weaknesses. For one, data can oftentimes lag real-time market conditions. In addition, data can also lack certain specificity at highly localized geographies. As a result, a comprehensive workforce assessment should incorporate primary research as one critical leg on which to build an assessment. Herein, SSG and PCED utilized an online employer survey to gather the views and opinions of key employers across Pinellas County. Diverse Secondary Sources That being said, the data provided by public sector agencies and third-party subscription services still provide a plethora of critical workforce information that cannot be realistically or efficiently gathered by primary research alone. As a result, a quality workforce analysis leverages the best and most appropriate secondary data sources and uses them to complement, not replace, primary research. Site Selection Group uses diverse and best-in-class resources to meet this criteria. Recognizes Intra-Market Diversity and Real Commuting Patterns Demonstrating real and defendable labor sheds from which new and expanding employers can attract workers from is a critical part of the site selection process. In addition, real labor sheds aren t constrained by political boundaries, but at the same time, can be profoundly shaped by geographic features. Nowhere is that more true than in Pinellas County, where a long and relatively narrow peninsula is mostly separated from other parts of the greater Tampa Bay market by water. As a result, recognizing those features and also that different parts of the county can have different labor pulls is another step in building a comprehensive analysis. Comparative Finally, economic and labor market data is relatively meaningless unless it s put in context relative to similar or aspiration communities. For example, a six percent unemployment rate looks a lot different if other communities have a four (or ten) percent rate. Further, while comparisons against national or state averages are helpful, in SSG s view, it s far more useful to lay out how a community looks relative to those which it most regularly competes (or wants to compete) with for corporate investment. Specifically, understanding how Pinellas County and its unique labor sheds compare to both one another and competitor markets is an important factor in helping transform the analysis from simply numbers, to strategic information. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 7

8 TARGET INDUSTRIES To ensure that this workforce analysis is targeted to PCED s short and longterm goals, SSG first identified the key target industry clusters PCED is working to attract to and grow within the County. Those target sectors are listed in the graphic at right. In general, SSG has focused the analysis on those sector components that are typically either export-oriented or described as primary industries (i.e. those industries that are focused on selling products and services outside of the immediate region). For example, while a significant component of Life Sciences & Med. Tech. may include local hospitals and health care, this analyses focuses more on portions of that industry that export goods and services (e.g. medical device production, or life science research and consulting). In addition, Site Selection Group recognizes that there can oftentimes be significant overlap between target sectors. For example, components of Aviation & Aerospace can be composed of various types of advanced manufacturing operations. Similarly, Defense & Homeland Security firms may also overlap with Aviation & Aerospace ones. As a result, for this labor analysis, SSG starts with the target industry clusters, but focuses its attention of the critical occupational clusters that make up the employment base of those companies. For example, skilled production workers are important for Advanced Manufacturing firms, whether ultimately producing goods for Aerospace, Defense, or Life Science applications. Similarly, IT workers are a critical part of nearly all firms today, but are especially important to Business and Financial Services, and of course, dedicated Information Technology firms. For rigorous comparisons, SSG examines each of those clusters using NAICS codes which can be found in the Appendix. While NAICS codes are certainly an important tool for this type of workforce analysis, SSG clearly understands that real industry clusters can sometimes transcend codes, or that the codes may not provide the correct level of aggregation for these types of operations. Advanced Manufacturing Aviation & Aerospace Defense & Homeland Security Life Sciences & Med Tech Business & Financial Services Information Technology Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 8

9 TARGET INDUSTRIES TO KEY OCCUPATIONS As discussed previously, SSG focuses this workforce analysis on the occupational clusters most important to each industry target. The graphic here identifies the key occupational clusters analyzed within this project and how they apply to each target industry cluster. This is not an exhaustive list, but instead, one that highlights the most important occupational categories for the target industrial clusters overall. Further, some occupational clusters are split into two groups those occupational categories requiring generally more skill or experience, and those requiring relatively less. For example, Production workers are split into General Production (e.g. entry-level production workers, machine operators, assemblers, etc.) and Skilled Production (e.g. machinists, welders, CNC programmers). SSG defined these occupational clusters using national staffing patterns via EMSI to identify the most common SOC codes within each NAICSdefined cluster. Those SOC codes were then categorized into clusters. The Appendix shows more details on which SOC codes were assigned to which occupational clusters. Again, while the SOC codes allow for rigorous and comparative analysis, they don t always fully align with the actual and potential skill sets needed for successful operations. Further, this analysis focuses on what SSG believes are the most important occupational clusters for each target industry. As a result, there may be overlap in use (e.g. IT workers are critically important in almost all industry clusters today including sectors like Advanced Manufacturing). Production (Skilled, General, & Logistics) Engineers & Engineering Technicians Scientists & Science Techs. Information Technology Business & Finance (Higher and Mid-Skill) Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 9

10 PRIMARY RESEARCH: EMPLOYER SURVEY Primary research that is, collecting and analyzing data from the community itself for the specific purposes of this study is perhaps the most important component of a comprehensive workforce assessment. The reason why many primary research efforts are limited in many engagements is that frankly, primary research can be very time consuming and expensive to conduct. To ensure that this analysis is as comprehensive as possible, SSG and PCED developed an outreach strategy to gather primary data from key employers in the region via survey. Company Survey SSG developed an online survey targeted at key employers across Pinellas County to gather critical information on operation characteristics, workforce quality, skill set shortages/surpluses, hiring dynamics, and interaction with and opinion of education and workforce development efforts in the region. While all responders received the same set of core questions, the survey was conditioned to ask specific questions depending on their hiring requirements. For example, manufacturing firms were asked questions about their production and engineering workforces, while financial services firms were asked about their IT and finance/accounting needs. PCED distributed the survey to directly to key employers. The survey was distributed and responded to between June and October Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 10

11 SECONDARY DATA SOURCES & COMPARISON MARKETS As noted earlier, while primary research is one of the most critical components of a comprehensive workforce analysis, leveraging the best available secondary data resources is another key part. In short, primary research is not a substitute for secondary research or vice versa. Instead, both should complement one another to form a clearer vision of a community s strengths and weaknesses. As a result, throughout this process, SSG leveraged the data resources shown in the graphic at right. These sources represent a mix of both publicly available resources (e.g. labor dynamics via Quarterly Workforce Indicators, or commuting data via LODES) in addition to subscription based databases (e.g. EMSI or Economic Research Institute). All data have their strengths and weaknesses, and as a result, it s important to utilize the best and most appropriate data sources, but not to rely wholly on one result or one indicator. For example, SSG uses two sources of wage data in the specific target industry analyses later herein to better show either consistency or discrepancy between sources. Finally, secondary data is important for showing comparisons between Pinellas County, it s labor sheds, the Tampa Bay region overall and other markets of interest. Few, if any, analyses can generate and leverage primary data in multiple markets simultaneously. Secondary data sources provides a level playing field on which to compare Pinellas against other markets of interest. Furthermore, the sources help provide more context on what are real and unique challenges in a community, and which ones are more acute to a location. DATA SOURCES Job Postings Data (EMSI/CareerBuilder) Occupation data at 6-digit SOC code (EMSI) Industry data at 6-digit NAICS code (EMSI) Wages (Economic Research Institute & EMSI) Workforce Dynamics (Quarterly Workforce Indicators) Commuting Patterns (LODES) Demographics (Claritas & Census) Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 11

12 COMMUTE ANALYSIS & LABOR SHEDS Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 12

13 REGIONAL COMMUTE ANALYSIS OVERVIEW Site Selection Group used commuting data via the U.S. Census Bureau LODES (commonly referred to as On-the-Map ) to identify key commuting patterns across Pinellas County. Because of the County s unique geography (e.g. north-to-south length, along with bridge connections on the south and east sides), there is significant potential for unique commuting patterns in different parts of the county. As a result, instead of just examining in/outflow of residents and origins/destinations of the same, SSG performed this analysis on three separate sites in the County as shown in the maps below. In short, SSG drew a three mile radius around three key sites in Pinellas County: 1) Downtown/South, 2) Carillon/Central, and 3) Oldsmar/North. Those radii and sites are shown in the maps below from the On-the-Map application, along with data on inflow and outflow of individuals residing or working within those areas. The goal here is not to identify the commuting patterns of everyone in Pinellas County, but instead to highlight a representative sample from three unique and separate parts of the County. Downtown/South Target Area Carillon/Central Target Area Oldsmar/North Target Area Source: U.S. Census, LODES On-the-Map Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 13

14 CUMULATIVE PERCENTAGE OF WORKERS AVERAGE COMMUTES FOR LABOR SHED For each of those geographies, SSG identified the ZIP codes from which individuals working within those zones commute from every day. SSG then calculated approximate drive times using Google from each home ZIP code to the center point of each target zone. The charts below show the cumulative distribution of commute drive times into each zone (e.g. for Downtown, 24% of workers travel less than 10 minutes, 37% travel less than 15 minutes, etc.). The table at right shows summary key cutoff points for half of all workers along with 80% of all workers. Notably, the vast majority of workers in all target areas are within a similar 40-minute drive time. However, a large portion of workers in the downtown zone travel less than 20 minutes, indicating a fairly localized workforce. That contrasts with the Carillon zone, where half of workers travel approximately 30 minutes. Distribution of Workers Drive Times to each Target Location Labor Shed 50% of Workers 80% of Workers Downtown South Carillon Central Oldsmar - North Distribution of Workers Drive Times to each Target Location DOWNTOWN CARILLON OLDSMAR 100% 100% 100% 56% 62% 72% 78% 84% 88% 90% 92% 94% 94% 91% 91% 93% 88% 89% 84% 86% 81% 83% 58% 70% 51% 64% 73% 24% 37% 17% 30% 41% 17% 31% 36% 8% DRIVE TIME IN MINUTES < to to to to to to to to to to 60 > 60 Source: U.S. Census, LODES On-the-Map & Google Drive times Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 14

15 REGIONAL COMMUTING MAPS The maps below further show the concentration of individuals working in each target zone by home ZIP code. For example, worker residences in the Downtown analysis are much more heavily concentrated in the southern part of Pinellas County, along with relatively more individuals travelling from south in Manatee County. On the other side of Pinellas County, a much higher proportion of individuals working in the Oldsmar/North target zone travel from north Pinellas and Pasco County, along with northern parts of Hillsborough County. The Carillon/Central target zone shows the widest dispersion of worker home ZIPS, covering all of Pinellas County, but with significant coverage from across Tampa Bay, as well. In summary, these three maps along with the previously conducted drive time analysis show a diversity of locations from which workers commute to work in three distinct areas of Pinellas County. Downtown/South: Home ZIPs of Workers Carillon/Central: Home ZIPs of Workers Oldsmar/North: Home ZIPs of Workers Source: U.S. Census, LODES On-the-Map Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 15

16 RESPONSES COMMUTING: SURVEY COMMENTS In addition to the commuting analysis presented earlier, the employer survey also included questions regarding commuting and travel patterns in the region. More specifically, the survey asked companies to estimate the average commute time for their employees. The results of that question are shown in the figure at right, broken down by percentage of responses within each time category. For example, almost half of all responding companies reported average commute times for their employees between 30 and 44 minutes. In Site Selection Group s previous experience, there is typically more response in that 15 to 29 minute category, although the data typically skews higher (as it does here) in more urban areas, and especially those with growing challenges with traffic congestion. Responding companies were also able to report specific challenges with commuting and travel in the region via the survey. Nearly a quarter of respondents noted challenges with a lack of effective public transportation both in the county and in the region at large. One respondent noted extremely long travel times via bus just to travel within Pinellas County. Another twenty percent of respondents noted challenges with traffic congestion in the area. Issues like workers lacking vehicle options and road quality were cited by a fewer number of survey responders overall. Employer Reported Average Commute Times 48% 33% 17% 2% Less than 15 minutes 15 to 29 minutes 30 to 44 minutes 45 or more minutes Source: Company Surveys Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 16

17 SUMMARY EMPLOYER SURVEY RESULTS Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 17

18 RESPONSES RESPONSES SURVEY RESPONSES Survey Responses As noted earlier, to complement labor market data from publicly available and subscription services, Site Selection Group with the help of PCED distributed a company-level survey to gather information on the strengths and weaknesses of the regional workforce through the eyes of employers. Overall, the survey was completed by 57 employers in the county. The chart at top right shows the distribution of responding employers by employee counts, with a relatively equal distribution between small firms (roughly less than 50 workers) and large firms (more than 100 workers). The survey asked firms to report employment levels by category, rather than specific count (to protect confidentiality), and as a result a total count of represented workers is not possible. However, a reasonable estimate puts the represented workforce between 10,000 and 12,000 workers. The chart at bottom right shows the distribution of responses by operation tenure. And finally, the chart below shows the distribution of responses by broad firm type: White Collar (e.g. IT, Business & Finance), Blue Collar (e.g. Manufacturing, Distribution), and Mixed (e.g. companies not readily classified into one or the other) Size of Operations by Employment Level 40% 21% 18% 18% 4% 1-19 emps emps emps emps. 250 or more emps. Company Tenure in Region Response by Broad Industry Type Mixed 28% Blue 18% 25% 26% 19% 30% White 54% Source: Company Survey (Charts may not add to 100% due to rounding) Less than 5 years Between 5 and 15 years Between 15 and 25 years More than 25 years Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 18

19 SUMMARY STRENGTHS & WEAKNESSES Overall Results The following pages summarizes a number of data points and analyses collected from the employer survey conducted in Pinellas County. However, the first page here focuses less so on specific numbers and data, but instead, categorizes the overall tone and content of three key summary questions asked of employers in the survey. The results of those first two questions are shown at right that is, the survey asked responders to note what they see as the primary strengths of the regional workforce. Those most common responses are shown at right and are ordered from more to less frequent responses. The second box shows the opposite, employers responses to what they see as the primary weaknesses of the regional workforce. Finally, and somewhat related, the survey asked responders to list their single most significant challenge as it comes to hiring and retaining a skilled workforce. While these answers are open-ended, Site Selection Group categorized these into major themes and summarizes the responses below: Workforce Quality: More than half of respondents cited some component of workforce quality (e.g. skills gap, lack of qualified candidates, etc.) Wage/Salary Benefits: Another quarter of respondents noted issues related to competitive wages, or offering attractive benefits. Sundry Items: Others noted specific issues related to work ethic, substance abuse, and others Site Selection Group notes these responses first in part because it closely matches what SSG sees in its corporate work almost every day workforce quality and availability trumping cost concerns, especially as labor markets continue to tighten both in Pinellas County and across the country. Key Workforce Strengths Deep Candidate Pool (sheer volume of applicants) Demographic Trends Diversity Specific Industry Experience (in certain clustered sectors) Education/Community College Quality of Life Low Cost of Living Key Workforce Challenges Lack of Skill/Experience/Qualification Work Ethic Drugs/Background Check Educational System Too Much Competition Aging Workforce Not Enough Competition (need larger, diverse employers) Lack of Public Transportation Source: Company Surveys Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 19

20 RESPONSES RESPONSES HIRING ACTIVITY: PAST & FUTURE Expansion/Contraction Activity The survey asked companies to report both their historical employment growth over the past two years, along with their projected growth over the next two years. The results of that question are shown in the graphs at right, with historic growth shown in the chart at top and projected growth shown below. Both questions show more than half of surveyed firms previously expanding their workforces and/or looking to do so in the future. Only a small minority of firms reported reduced headcount or the intention to reduce headcount in the future. While this is certainly a positive result in terms of the overall health of the regional economy, it underscores the significant challenge facing both companies, but also workforce and economic development along with educational institutions to fill the pipeline of workers moving forward. Past Two Years Expansion Activity 51% 39% 7% 4% Expanded Steady Reduced No Answer Future Expansion Plans 53% 39% 5% 4% Plan to Expand Hold Steady Plan to Reduce No Answer Source: Company Surveys Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 20

21 RESPONSES RESPONSES LABOR DYNAMICS Employee Turnover The graph at top right shows responding firms estimate of their annual turnover. Almost half of responding firms reported very low levels of annual turnover at less than five percent. The remainder of the responses are scattered across other categories. While low turnover is advantageous for incumbent companies in the region, too low turnover can be a sign of limited churn or labor dynamism in the region that is, a healthy flow of workers from job to job. Worker Desire for More/Fewer Hours The survey also asked related questions about whether in employers view, their workforces would prefer more or fewer work hours (e.g. a desire for overtime). The result of that question is shown at bottom right and the vast majority of responding employers do not see their workers looking for more or fewer hours. Again, this question helps examine overall labor dynamics in the region and further supports the results from the annual turnover question. Temporary Labor Employers were also asked about their usage of temporary workers. Approximately 46% of employers responding said that they use temporary workers. The list below highlights employers reasons for utilizing temp workers (employers could select multiple reasons): 54% - Backfill Positions or Occasionally Use Temps 38% - Temp to Perm hiring model 24% - Seasonal Demands 27% - Special Projects, Special Skill Requirements Reported Annual Turnover 47% 16% Worker Desire for More Hours 13% 8% 13% Less than 5% 5%-9% 10%-14% 15%-20% Higher than 20% 13% 79% Fewer hours The same number of hours More hours 8% 3% Not reported Source: Company Surveys Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 21

22 RESPONSES RESPONSES RESPONSES AGE, EMPLOYEE TENURE, RETIREMENTS Retirements, Tenure, and Skills The survey asked responders questions regarding the average age of their workforce and their average tenure (length of employment) with their firms. The results of that question are shown respectively at top and bottom right. In addition, employers were asked about their overall concern level regarding replenishing their workforces due to retirements and workforce age in both the short-term (less than five years) and in the long-term (more than five years). The results from that question are shown directly below. Approximately sixty percent of responding employers categorized themselves as either being Concerned or Very Concerned regarding replenishing their workforces. Average Age of Workforce 41% 31% 20% 8% years years years > 55 years Overall Concern with Short Term & Long Term Retirements Average Tenure of Workforce Short-Term Long-Term 33% 29% 37% 42% 29% 39% 25% 21% 19% 10% 10% 6% No Concern Minimally concerned Concerned Very concerned Less than 5 years 5-9 years years 15 or more years Source: Company Surveys Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 22

23 RESPONSES RESPONSES WAGE & SALARY Wage & Salary Summary The survey asked respondents to classify their overall wage target in terms of competing employers in the region (i.e. Below Average, Average, or Above Average). The goal of this question is both to understand employer perceptions of their wages, while also ensuring that the survey is reasonably calibrated between low, average, and high paying firms. The overall results show a relatively normal distribution of responses, with most responding employers reporting that they target paying average regional wages. The chart at bottom right shows employers reported wage growth over the past year. This data point can be more important in the site selection process, as secondary data on wage and salary growth in a specific geography can be difficult to rigorously asses. Here, the results again show a generally normal distribution of moderate wage growth concentrated from flat to three percent wage growth. This data is consistent with a growing, but not overheating local job market. However, more than a quarter of responders noted wage growth in excess of three percent. Employer Reported Overall Wage Target 63% 29% 9% Below Average Average Above Average Employer Reported Wage Growth 55% 3% 16% 18% 8% Decreasing wages Flat wages 0% to 3% growth 3% to 5% growth > 5% growth Source: Company Surveys Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 23

24 RESPONSES RESPONSES BENEFITS Benefits The survey also asked companies to quantify their offered benefits packages both in terms of relative to local market standards (as shown in the chart at top right), along with in terms of a percentage of wage/salary (as shown in the chart at bottom right). The top chart shows generally a normal distribution of targeted benefits packages, with a slight skew towards companies that believe they are offering more attractive packages relative to market standards. The bottom chart, however, shows a stronger left skew that is employers reporting relatively low benefits offerings as a percentage of salary and wage. While this could be consistent with the top chart (while some employers may offer low absolute benefits in dollar terms, those packages may nevertheless still be attractive relative to competitors in their industry), it may also point to a misalignment of benefits relative to perceptions. The chart immediately below shows reported benefits offerings from responding companies, ordered by the percentage of firms offering those types of benefits. Of note, the vast majority of companies offer health insurance along with some form of PTO. Several companies reported that significant employer contributions to health coverage were seen as very attractive benefits. Specific Benefits Reported by Companies Employers Perceptions of their Benefits Packages 3% Significantly Below Avg. (< 25th percentile) 13% Below Avg. (25th to 50th percentile) 44% Average (50th percentile) 25% Above Avg. (50th to 75th percentile) Overall Benefits Target (as Percentage of Wage/Salary) 16% Significantly Above Avg. (> 75th percentile) PTO Indv. Health Vision Dental Family Health Other Insurance (AD&D, Life) 401k (or similar) Training Programs Educational Opps. Profit Sharing/Perf. Bonuses 19% 75% 75% 75% 66% 59% 53% 47% 94% 100% 29% 29% 23% 16% 3% Less than 10% 10 to 19% 20 to 29% 30 to 39% 40 to 49% Source: Company Surveys Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 24

25 WORKFORCE DEVELOPMENT & EDUCATION In the online survey, respondents were asked about their opinions of local educational institutions and the degree of their interaction with those institutions as it relates to workforce development and other strategic initiatives. The survey results are shown in the graphics below. Overall Results The table at top right shows responding employers overall opinion of local educational institutions as it relates to providing workers with training related to their operational needs. The second question asks employers to self-rate their level of interaction with those same educational institutions. Responding employers overall rated four-year colleges and technical/community colleges relatively well compared to K- 12 education. These scores and distribution are generally aligned with what Site Selection Group sees in other communities it has conducted surveys in and speaks to the overall positive perception of post-secondary education in the community and region at large. On the other hand, overall scoring for interacting with those educational institutions is comparatively lower. While these scores almost always lag the counterpart question from above (e.g. not all small companies are going to interact heavily with K-12 or four year colleges), nevertheless, the results point to the importance of further collaboration between businesses and education. Of particular note, the interaction score for Community/Technical Colleges is relatively low although almost half of respondents gave them a Good or Excellent ranking. Overall View of Educational Institutions K-12 Community/ Technical College 4 Year Colleges 1 - Poor 16% 6% 3% 2 - Fair 16% 6% 6% 3 - Average 35% 38% 22% 4 - Good 26% 38% 47% 5 - Excellent 6% 13% 22% Weighted Score Level of Interaction with Educational Institutions Poor (1.0) Excellent (5.0) K-12 Community/ Technical College 4 Year Colleges 1 - No Interaction 57% 37% 37% 2 - Little Interaction 23% 29% 20% 3 - Medium Interaction 9% 20% 20% 4 - High Interaction 3% 11% 9% 5 - Very High Interaction 9% 3% 14% Weighted Score Low Interaction (1.0) High Interaction (5.0) Source: Company Survey Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 25

26 RESPONSES RESPONSES ORGANIZED LABOR & SUBSTANCE ABUSE Organized Labor Especially in industries with production and distribution requirements, organized labor presence can be a concern for many locationally active companies. As a result, the survey asked employers about any organized labor presence at their facilities, along with the overall perceived threat of organized labor in the community. Only approximately ten percent of responding companies noted that they have an organized labor presence in their facility. The table at top right shows responding employers overall concern regarding organization attempts in the region. The vast majority of responders noted no or limited concern with organization activity in the region. This comes as little surprise as per the most recent 2016 data, the Tampa-St. Petersburg-Clearwater MSA shows only a 4.7% overall union membership rate, and only 2.3% in private companies. Concern about Organized Labor 61% 21% 14% 4% No concern Limited concern Moderate concern High Concern Substance Abuse Finally, substance abuse can be another challenge facing communities overall and companies specifically, especially as labor markets continue to tighten and substance abuse can either formally or informally disqualify workers for job opportunities. As a result, the survey asked companies about the impact of substance abuse in their operations. The results of that question are shown in the chart at right, separated by Blue Collar vs. White Collar operation categories. Overall, substance abuse has a fairly limited impact per responding firms on the White Collar side, but a larger impact on the Blue Collar side. While the data here can be influenced by the comparatively lower number of survey responses from these types of manufacturing, distribution and related firms, it nevertheless shows some concern about drug abuse and its impact on hiring. Two responding employers noted drug abuse as their top concern regarding workforce in the community and region at large. Impact of Substance Abuse 18% 38% Virtually no impact 27% 35% Limited negative impact Blue Collar 9% 15% Some negative impact White Collar 18% 4% Negative impact 27% 8% Significant negative impact Source: Company Surveys Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 26

27 COMPARATIVE LABOR MARKET DATA Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 27

28 COMPARATIVE BENCHMARKING: OVERVIEW This section uses mostly secondary data sources to further examine how Pinellas County, its labor sheds (defined as a 45 minute drive time around each target point in the region Downtown, Carillon, and Oldsmar), and the overall Tampa Bay region stack up against a basket of select, competitive communities in Florida and the Southeast overall. These communities, including Atlanta, Charlotte, Jacksonville, Nashville, and Orlando, were selected in SSG s judgement to be an appropriate sample set of the types of large, southeastern metro areas Pinellas County and the greater Tampa Bay region are likely to compete against for corporate investment. The remainder of this section demonstrates as follows: Workforce Demographics: A overview of key demographic factors (e.g. age, education, growth, etc.) of Pinellas and its key labor sheds. Target Industry Overview: For each of Pinellas target industry clusters, a summary of cluster size, concentration, and growth. Then, for each target occupational cluster of interest: Occupational Overview: Summary of size, concentration, and past & projected growth of each target occupational cluster. Labor Demand (Job Postings): Current and historical job postings data compared against current labor supply to provide a proxy of current market demand for each occupational cluster of interest. Educational Pipeline: Historic and most recent completions in degree programs of interest for each sector. This data is provided for Pinellas County and the greater Tampa Bay region, as intra-market comparisons of educational completions is somewhat redundant. Wages & Salary: Market wages and salaries for key occupational clusters of interest. Survey Results: Specific data and results from the employer survey for each occupational cluster of interest, along with additional job postings data on job titles and skill sets in high demand to further complement survey data. While most of the concepts presented should be accessible to most readers, the concept of location quotient deserves special attention. Simply, this metric shows the relative concentration of an industry or occupation in a location compared to a larger benchmark location (typically, and in this case, the United States overall). It s calculated by taking the percentage of Industry A in one location as a percentage of all industries, and dividing that by the percentage of that same Industry A in the nation. For example, if the automotive industry makes up 4% of Detroit s overall employment, but only 2% of the nation s overall, then Detroit has an LQ of 2.00 (4% divided by 2%) indicating a large concentration of that industry. Simply put, LQ s greater than 1.00 indicate a higher concentration of that industry or occupation relative to the national average. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 28

29 WORKFORCE DEMOGRAPHICS: POPULATION GROWTH Like many communities in the Sun Belt, Pinellas County and the greater Tampa Bay region have experienced significant growth and are projected to continue to grow into the future. The chart below shows both projected population growth and historical population growth for Pinellas and each of the three examined labor sheds along with the comparison metro areas. At first glance, growth in Pinellas County proper, while positive, lags other comparison areas. Looking at the data from a labor shed perspective, however, which includes fast-growing parts of neighboring areas of Pasco, Hillsborough, and Manatee Counties, puts the County s labor sheds more on par with the comparison metro areas. Historic and 5-Year Projected Population Growth Pinellas & Labor Sheds Comparison Metros 15.4% 5.9% 4.9% 6.3% 9.0% 12.6% 12.1% 10.1% 10.4% 9.7% 10.5% 10.6% 6.7% 6.7% 6.5% 6.7% 6.7% 7.0% 7.2% 8.3% Pinellas Oldsmar Carillon Downtown Tampa Atlanta Jacksonville Nashville Charlotte Orlando Projected Growth Historical Growth Source: Nielsen/Claritas Projected data is from years Historical data is from years Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 29

30 WORKFORCE DEMOGRAPHICS: AGE & LABOR FORCE From an age perspective, as one might expect, Pinellas County proper has a higher proportion of individuals of or above retirement age, as shown in the graphic at bottom left in orange. Again, examining that data from a labor shed perspective tempers that statistic, but still lags the comparison communities. Median age is also shown, with a significant difference between Pinellas County proper, with a median age of nearly 48, and its labor sheds, with median ages hovering around 42. This age distribution correlates with large percentage of the population not participating in the labor force, as shown in the graphic at bottom right. Pinellas County s overall unemployment rate is also below all comparison markets, with the exception of Nashville. Age Concentration and Median Age Pinellas & Labor Sheds Pinellas 24% Median Age 47.8 Labor Force and Unemployment Pinellas & Labor Sheds Carillon 39% County Unemployment Downtown 20% 42.6 Oldsmar 39% Oldsmar 19% 42.0 Downtown 39% Carillon 19% 41.9 Pinellas 42% 3.8% Comparison Metros Comparison Metros MSA Unemployment Tampa 20% 42.1 Charlotte 33% 4.2% Orlando 15% 37.7 Nashville 33% 3.3% Jacksonville 15% 38.7 Atlanta 33% 4.8% Nashville 13% 37.0 Orlando 36% 4.0% Charlotte 13% 37.6 Jacksonville 36% 4.3% Atlanta 12% 36.5 Tampa 40% 4.1% Under and over Not in Labor Force Civilian - Employed Civilian - Unemployed In Armed Forces Source: Nielsen/Claritas 2017 & BLS LAUS Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 30

31 WORKFORCE DEMOGRAPHICS: SUMMARY The following graphs show income and educational attainment data for Pinellas County, its labor sheds, and the comparison communities. The graph at bottom left shows that Pinellas County has the highest percentage of households making less than $50,000 a year. The graph at bottom is sorted by the field Bachelors and Above, showing that while the Tampa MSA has the lowest percentage of those with higher education degrees, Pinellas and its labor sheds have a slightly higher proportion of more educated individuals. Income Distribution Pinellas & Labor Sheds Educational Attainment Pinellas & Labor Sheds Downtown 24% 26% Pinellas 11% 60% 29% Carillon 24% 26% Downtown 11% 60% 29% Oldsmar 25% 26% Oldsmar 11% 60% 28% Pinellas 25% 27% Carillon 12% 60% 28% Comparison Metros Comparison Metros Atlanta 20% 23% Atlanta 12% 53% 35% Nashville 20% 25% Charlotte 13% 56% 32% Charlotte 21% 24% Nashville 12% 56% 32% Jacksonville 22% 26% Orlando 12% 60% 28% Orlando 23% 27% Jacksonville 10% 62% 28% Tampa 25% 26% Tampa 12% 61% 27% Less than $25,000 $25,000-$49,999 $50,000-$74,999 $75,000-$99,999 $100,000-$199,999 $200,000 or more Less than High School High School, Less than Bachelors Bachelors and Above Source: Nielsen/Claritas 2017 Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 31

32 5 YEAR GROWTH (HISTORIC) ADVANCED MANUFACTURING The graphic below charts the overall size of the Advanced Manufacturing industry cluster by employment (size of circle), concentration/location quotient (horizontal axis), and growth over the past five years (vertical axis). The data are shown for Pinellas County in blue, the overarching Tampa metropolitan area in orange, and other key comparison metro areas. Pinellas County is home to a relatively significant concentration of manufacturing firms, even more so than the Tampa Bay region overall, and above those comparison markets in Florida like Orlando and Jacksonville. However, Pinellas and Tampa Bay lag much larger and concentrated manufacturing markets more centrally located in the heart of the Southeast like Nashville and Charlotte. Those markets have experienced significant growth over the past five years. Advanced Manufacturing: Cluster Presence, Growth, andconcentration 40% 35% 30% Nashville 81,075 25% 20% 15% Orlando 41,895 Tampa Bay (MSA) 63,693 Atlanta 160,507 10% 5% 0% Jacksonville 29,002 Pinellas County 31,788 Charlotte 104,787-5% CONCENTRATION (LOCATION QUOTIENT) Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 32

33 5 YEAR GROWTH (HISTORIC) AVIATION & AEROSPACE; DEFENSE & HOMELAND SECURITY The graphic below charts the overall size of the Aviation & Aerospace; Defense & Homeland Security industry cluster by employment (size of circle), concentration/location quotient (horizontal axis), and growth over the past five years (vertical axis). The data are shown for Pinellas County in blue, the overarching Tampa metropolitan area in orange, and other key comparison metro areas. The Aviation & Aerospace sector (as defined by NAICS codes) is relatively small in Pinellas County and Tampa Bay overall. This industry cluster is significantly larger in markets like Orlando to some degree but especially Atlanta (home of a major Lockheed Martin facility in Marietta). However, as noted earlier, this target industry, especially when layering in defense and homeland security that is oftentimes defined by a number of unique NAICS codes, can be difficult to define. Aviation & Aerospace: Cluster Presence, Growth, and Concentration 80% 70% 60% 50% Charlotte 12,471 40% 30% 20% 10% Jacksonville 5,080 Tampa Bay (MSA) 8,384 Orlando 16,746 0% -10% Nashville 2,801 Pinellas County 3,713 Atlanta 48,568-20% CONCENTRATION (LOCATION QUOTIENT) Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 33

34 5 YEAR GROWTH (HISTORIC) LIFE SCIENCE & MED TECH (SUPPORT) The graphic below charts the overall size of the Life Science & Med Tech (Support) industry cluster by employment (size of circle), concentration/ location quotient (horizontal axis), and growth over the past five years (vertical axis). The data are shown for Pinellas County in blue, the overarching Tampa metropolitan area in orange, and other key comparison metro areas. Site Selection Group separated the Life Science & Med. Tech industries into two separate analysis to reflect their different occupational needs. The below shows the Support sector, which includes research & development and lab facilities. As a result, the absolute employment numbers in this cluster is relatively small in all communities, as it is in Pinellas County. The greater Tampa Bay region, however, boasts a relatively large presence of employees in this specific sector. Further, this sector has grown in all comparison communities, but has lagged in Pinellas County. Life Science & Med. Tech (Support): Cluster Presence, Growth, and Concentration 35% 30% 25% 20% Nashville 4,830 Orlando 7,619 15% 10% 5% Jacksonville 1,408 Charlotte 3,460 Atlanta 10,086 Tampa Bay (MSA) 7,338 0% -5% Pinellas County 1,274-10% CONCENTRATION (LOCATION QUOTIENT) Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 34

35 5 YEAR GROWTH (HISTORIC) LIFE SCIENCE & MED TECH (PRODUCTION) The graphic below charts the overall size of the Life Science & Med Tech (Production) industry cluster by employment (size of circle), concentration/location quotient (horizontal axis), and growth over the past five years (vertical axis). The data are shown for Pinellas County in blue, the overarching Tampa metropolitan area in orange, and other key comparison metro areas. On the other side of Life Science & Med. Tech., SSG broke out those firms and associated employment that are in more of a production capacity. When viewed this way, the sector is significantly stronger and larger in Pinellas County relative to comparison communities (and Pinellas makes up the vast majority of the cluster s overarching presence in the region). Life Science & Med. Tech (Production): Cluster Presence, Growth, and Concentration 60% 40% 20% Orlando 1,935 Atlanta 5,118 Charlotte 3,540 Tampa Bay (MSA) 5,862 Pinellas County 3,987 0% -20% -40% Nashville 330 Jacksonville 2,494-60% CONCENTRATION (LOCATION QUOTIENT) Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 35

36 5 YEAR GROWTH (HISTORIC) BUSINESS & FINANCIAL SERVICES The graphic below charts the overall size of the Business & Financial Services industry cluster by employment (size of circle), concentration/location quotient (horizontal axis), and growth over the past five years (vertical axis). The data are shown for Pinellas County in blue, the overarching Tampa metropolitan area in orange, and other key comparison metro areas. Business & Financial Services is a large and broad industry sector, covering a number of specific industries. From an absolute employment standpoint, this sector is large and concentrated in almost all comparison communities, but is especially concentrated in Pinellas and Tampa overall (outdone only by Charlotte and its large financial sector). This cluster has also shown significant growth in all comparison markets with 20% and greater growth in almost all areas shown in the chart below. Business & Financial Services Cluster Presence, Growth, and Concentration 40% 35% 30% 25% Orlando 98,155 Atlanta 276,292 Nashville 103,403 Tampa Bay (MSA) 161,997 20% 15% Pinellas County 54,303 Charlotte 155,830 10% 5% Jacksonville 78,019 0% CONCENTRATION (LOCATION QUOTIENT) Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 36

37 5 YEAR GROWTH (HISTORIC) INFORMATION TECHNOLOGY The graphic below charts the overall size of the Information Technology industry cluster by employment (size of circle), concentration/location quotient (horizontal axis), and growth over the past five years (vertical axis). The data are shown for Pinellas County in blue, the overarching Tampa metropolitan area in orange, and other key comparison metro areas. Information Technology is another sector that is sometimes more difficult to define by specific NAICS industry code. For example, a financial service s IT operation is sometimes rolled up in that financial services cluster, rather than in an IT one. Nevertheless, statistics for the IT cluster are shown in the chart below. Pinellas County s pure IT cluster lags those other comparison markets in terms of growth, concentration, and size. However, the Tampa region overall boasts relatively higher growth and concentration. Markets like Nashville, Charlotte, and Atlanta show significantly larger sectors and higher recent growth. Please note that the results for Jacksonville are covered up by the larger bubble for the Tampa Bay MSA. Information Technology: Cluster Presence, Growth, andconcentration 80% 70% 60% 50% Nashville 14,320 Charlotte 25,807 40% 30% 20% 10% Pinellas County 5,843 Tampa Bay (MSA) 22,974 Orlando 18,408 Jacksonville 11,740 Atlanta 72,362 0% -10% CONCENTRATION (LOCATION QUOTIENT) Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 37

38 PRODUCTION & LOGISTICS OCCUPATIONS Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 38

39 OCCUPATIONAL PRESENCE: SKILLED PRODUCTION The table below shows key presence, concentration, and growth statistics for Skilled Production occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. Each of Pinellas labor sheds show a strong absolute presence of Skilled Production workers, complemented by strong historic growth on par with those in comparison markets. Further, these labor sheds and the County overall show an net inflow of workers (that is, workers traveling from residences outside of the area of interest to jobs within). However, five-year projected growth in the three labor sheds, the County, and Tampa Bay overall lag those in comparison markets. Skilled Production Occupations: Presence, Growth, and Concentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 22,590 26, % 27, % 3, Carillon Labor Shed (Central) 25,588 29, % 31, % 5, Downtown Labor Shed (South) 24,293 28, % 29, % 5, Pinellas County, FL 12,768 14, % 15, % 1, COMPARISON METROS Atlanta 66,782 76, % 81, % N/A Charlotte 39,280 46, % 50, % N/A Jacksonville 15,727 17, % 18, % N/A Nashville 26,633 32, % 34, % N/A Orlando 24,225 28, % 31, % N/A Tampa Bay (MSA) 31,602 36, % 38, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 39

40 OCCUPATIONAL PRESENCE: GENERAL PRODUCTION The table below shows key presence, concentration, and growth statistics for General Production occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. The pattern here examining general production occupations is similar to that in Skilled Production. While Pinellas and its labor sheds boast high absolute numbers of production workers (due to the strong manufacturing presence in the County), both its historic and projected growth rates lag those in comparison metros. However, again we see a strong inflow of workers into each labor shed and the County overall. General Production Occupations: Presence, Growth, and Concentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 35,561 38, % 36, % 5, Carillon Labor Shed (Central) 39,623 43, % 41, % 7, Downtown Labor Shed (South) 37,903 41, % 40, % 7, Pinellas County, FL 21,237 22, % 21, % 2, COMPARISON METROS Atlanta 120, , % 144, % N/A Charlotte 70,248 81, % 85, % N/A Jacksonville 22,455 23, % 23, % N/A Nashville 54,371 69, % 73, % N/A Orlando 31,888 36, % 38, % N/A Tampa Bay (MSA) 48,196 53, % 52, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 40

41 OCCUPATIONAL PRESENCE: LOGISTICS The table below shows key presence, concentration, and growth statistics for Logistics occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. Pinellas County is generally not well positioned for attracting large dedicated distribution projects due to its geographic positioning. That being said, logistics positions can be an important secondary consideration for certain types of production facilities. In all three labor sheds, along with the County, Tampa Bay overall, and the comparison communities, logistics positions have growth quickly over the past five years. Centrally-located markets like Nashville have seen very high growth especially. As it relates to attracting and growing the Advanced Manufacturing sector in Pinellas County, there is a significant number of logistics workers to satisfy the needs of the vast majority of users. Logistics Occupations: Presence, Growth, and Concentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 38,036 43, % 44, % 5, Carillon Labor Shed (Central) 45,770 52, % 54, % 10, Downtown Labor Shed (South) 42,201 48, % 50, % 10, Pinellas County, FL 17,802 19, % 19, % COMPARISON METROS Atlanta 168, , % 212, % N/A Charlotte 72,439 87, % 94, % N/A Jacksonville 41,503 45, % 46, % N/A Nashville 65,137 82, % 89, % N/A Orlando 55,403 66, % 70, % N/A Tampa Bay (MSA) 58,391 67, % 70, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 41

42 OCCUPATIONAL DEMAND: PRODUCTION Analyzing online job postings data is another way to uncover recent trends in demand for skill sets in a market. While this data is oftentimes noisier than traditional labor market indicators, nevertheless, it remains another tool for analyzing labor market conditions. The data below takes the most recent 12 months of unique job postings for each cluster of interest (i.e. eliminating the same job posting that appears in multiple places) and divides by the most recent annual count of individuals in those same occupational clusters in each market to give an indicator of relative demand in each market. On the Skilled Production side, relative to occupational presence in the market, Pinellas County overall shows relatively low demand compared to other competitor markets and the Tampa Bay region overall. However, that is flipped when looking at more General Production positions, with Pinellas showing relatively higher demand. Skilled Production: Relative Demand Orlando Higher Relative Demand General Production: Relative Demand Pinellas County Nashville Orlando Atlanta Tampa Bay (MSA) Jacksonville Jacksonville Tampa Bay (MSA) Charlotte Charlotte Atlanta Pinellas County 0% 10% 20% 30% 40% 50% 60% 70% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Lower Relative Demand Nashville 0% 5% 10% 15% 20% 25% 30% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Source: EMSI. Ratio is calculated by taking the absolute number of unique job postings for each occupational cluster from August 2016 to July 2017 and dividing by the number of workers in that same occupational cluster. The number of unique postings identified in a year could exceed the number of actual workers in a given year (i.e. a ratio greater than 100%). This could indicate either very high demand, or that some postings are duplicated. As a result, SSG is more focused on the relative difference in demand between markets, rather than the absolute demand level. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 42

43 OCCUPATIONAL DEMAND: LOGISTICS Analyzing online job postings data is another way to uncover recent trends in demand for skill sets in a market. While this data is oftentimes noisier than traditional labor market indicators, nevertheless, it remains another tool for analyzing labor market conditions. The data below takes the most recent 12 months of unique job postings for each cluster of interest (i.e. eliminating the same job posting that appears in multiple places) and divides by the most recent annual count of individuals in those same occupational clusters in each market to give an indicator of relative demand in each market. Again, while Logistics positions are not nearly as important to Advanced Manufacturing facilities as Skilled and General Production positions, demand can still be an important indicator (and also a proxy for entry-level production workers, as well). As seen here, Pinellas and Tampa overall have moderate demand levels for Logistics positions. Notably, a fast-growing, centrally-located market like Nashville is currently experiencing significant demand for these types of positions. Logistics: Relative Demand Nashville Higher Relative Demand Charlotte Atlanta Pinellas County Tampa Bay (MSA) Orlando Jacksonville 0% 50% 100% 150% 200% 250% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Lower Relative Demand Source: EMSI. Ratio is calculated by taking the absolute number of unique job postings for each occupational cluster from August 2016 to July 2017 and dividing by the number of workers in that same occupational cluster. The number of unique postings identified in a year could exceed the number of actual workers in a given year (i.e. a ratio greater than 100%). This could indicate either very high demand, or that some postings are duplicated. As a result, SSG is more focused on the relative difference in demand between markets, rather than the absolute demand level. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 43

44 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: SKILLED PRODUCTION The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. Skilled Production: Change in Relative Demand over Time All markets have shown parallel growth in demand for Skilled Production positions especially in 2015 and early However, that demand has flattened in some markets, but more noticeably in Pinellas County and greater Tampa Bay. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Skilled Production: Change in Posting Intensity over Time Positing intensity is one way of looking at how hard employers are searching for positions. Like the data above, posting intensity in Pinellas and Tampa overall is below those levels in other markets, indicating that relative to others, employers are not having to search quite as hard as in other markets Pinellas Tampa MSA 3.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 44

45 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: GENERAL PRODUCTION The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. General Production: Change in Relative Demand over Time Growth in General Production positions follows a similar trajectory to that of Skilled Production, with higher growth in 2015 with some leveling off more recently. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Pinellas Tampa MSA 3.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 General Production: Change in Posting Intensity over Time However, posting intensity data tells a slightly different story, with comparatively low levels in both Pinellas and greater Tampa Bay. This data is not necessarily incongruous with the above it could mean that while manufacturing operations are experiencing relatively high demand for filling positions, they are in fact, having relatively more success compared to other markets. Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 45

46 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: LOGISTICS The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. Logistics: Change in Relative Demand over Time Overall demand for logistics positions have leveled off slightly in Pinellas and greater Tampa Bay relative to other markets. Of note, the fastest growing market is again Nashville a market with a significant distribution/logistics cluster, with high demand putting pressure on logistics operations and manufacturer s alike. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Pinellas Tampa MSA 3.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 Logistics: Change in Posting Intensity over Time The posting intensity data shows a similar pattern to the above, with relatively lower levels for Pinellas County and the Tampa Bay region overall. Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 46

47 LABOR COSTS: PRODUCTION The data here shows two sets of wage data. The first, via EMSI, shows median wage data for each occupational cluster of interest. However, this data can have composition effects (e.g. if one market has a higher number of lower skill/paid workers in the cluster relative to another market, the overall median cluster wage will be lower). As a result, SSG also uses ERI data for example wage/salaries for specific job titles of interest for a more apples-to-apples approach. Table cells are color coded within each column, with red cells showing relatively higher wages, and green ones showing relatively lower wages. By both data points, Pinellas and the greater Tampa Bay region offer competitive wage structures for these production and logistics occupational clusters. Example Skilled Production Wages MSA Median Cluster Salary (EMSI) EXAMPLE WAGE AND SALARY (ERI) CNC Programmer Machinist Welder Orlando $18.38 $26.36 $21.02 $20.89 Tampa Bay (MSA) $18.57 $26.26 $20.93 $20.80 Pinellas County $18.87 $26.30 $20.94 $20.81 Atlanta $19.98 $27.37 $21.72 $21.58 Jacksonville $20.17 $27.12 $21.66 $21.53 Nashville $20.48 $26.61 $21.37 $21.24 Charlotte $20.60 $27.36 $21.79 $21.65 Example Logistics Wages Example General Production Wages EXAMPLE WAGE AND SALARY (ERI) EXAMPLE WAGE AND SALARY (ERI) MSA Median Cluster Salary (EMSI) Picker/Packer Forklift Shipping Clerk MSA Median Cluster Salary (EMSI) Production Helper Machine Operator Assembler (Bench) Pinellas County $12.52 $11.21 $12.15 $15.40 Tampa Bay (MSA) $13.11 $11.20 $12.14 $15.39 Orlando $13.31 $11.26 $12.19 $15.31 Atlanta $13.91 $11.63 $12.70 $16.12 Charlotte $14.21 $11.71 $12.75 $15.93 Jacksonville $14.37 $11.74 $12.74 $15.72 Nashville $14.40 $11.57 $12.56 $15.74 Orlando $14.62 $11.10 $14.88 $13.27 Pinellas County $15.40 $11.03 $14.93 $13.31 Atlanta $15.45 $11.31 $15.32 $13.66 Tampa Bay (MSA) $15.50 $11.02 $14.92 $13.30 Nashville $16.34 $11.58 $15.81 $14.21 Jacksonville $16.58 $11.63 $15.27 $13.63 Charlotte $16.69 $11.61 $15.68 $14.06 Source: EMSI for Median Cluster Salary, ERI for example wages and salaries. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 47

48 EDUCATIONAL COMPLETIONS: PRODUCTION Key Educational Completions Skilled Production ANNUAL COMPLETIONS MSA GROWTH Growth ( vs ) Atlanta 1,039 1, ,251 1,289 1,570 45% Jacksonville % Nashville % Charlotte % Orlando % Tampa Bay (MSA) % Pinellas County % Quantifying the pipeline of students graduating from local colleges and training institutions is another key data point for identifying the strengths and challenges of building and maintaining a qualified workforce for target industries. The table at left shows the last five years of completion data for the greater Tampa metro area, along with Pinellas County individually, and the comparison metro areas for Skilled Production completions. The data for Pinellas County is italicized, as it s not a true apples-to-apples comparison, placing one county against multiple large metropolitan areas. In addition, employers in Pinellas County are unlikely to only rely on graduates of key programs in just the county, but rather across the entire metro area. Skilled Production completions can oftentimes be difficult to fully quantify, as numerous technical colleges and the like offer both formal degree and certificate completions, along with other forms of training. However, completions data oftentimes gives a good proxy of the quantity of students being served in these disciplines. Overall, Pinellas County and Tampa broadly do not show the same quantity of completions in these areas compared to other competitor metro areas. Source: IPEDS via EMSI. Codes used include (Precision Metal Working), (Electrical Maintenance & Repair Technology), (Industry Equipment Maintenance), and (Precision Systems Maintenance). Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 48

49 EMPLOYER SURVEY: QUALITY & CHALLENGES Workforce Quality Ratings: Skilled Production, Logistics, Maintenance Education Experience Certifications Technical Skill Soft Skill Poor (1.0) Excellent (5.0) Source: Company Survey Reading, Writing, Math Productivity Work Ethic Turnover Absenteeism Challenges when Hiring: Skilled Production, Logistics, Maintenance Lack Education Lack Certifications Lack Skills Lack Relevant Experience Lack Any Experience Drugs Need Childcare/ Transpo. Absenteeism Won't Accept Offered Pay Overall Competition Common Challenge (1.0) Few Challenges (5.0) Easy vs. Difficult to Find Skill Sets & Positions (ordered by more common responses on top) AVAILABLE SKILLS/POSITIONS Basic/Entry Level Workers Basic Mechanical Basic Machine Operators CDL Entry Level Overall Experience Work Ethic CHALLENGING SKILLS/POSITIONS Soft Skills English/ESL Machining Computer/IT Aptitude Related Job Experience Attitude, Motivation Diesel Experience Technical Skills Skilled Trades (e.g. electrical) Survey Summary The data at left shows summary results from workforce quality data collected from the employer survey. The table at top shows employers rankings of skilled blue collar workers in the region by a number of key criteria. Overall, employers rate their workers Productivity and Work Ethic the highest, but Reading, Writing, and Math abilities the lowest. The table at middle left shows employers reported challenges when hiring these types of workers, again, separated by a number of key criteria. For example, this data shows that finding workers with Relevant Skills and Experience is a more significant challenge than the other reported issues. And finally, the chart at bottom left shows free-entry survey responses from employers when asked about specific skills or positions that are easier or more difficult to find in the region. In general, surveyed employers report that they can more easily find entry-level workers, or those for entry-level positions. On the other hand, it is more difficult to find these types of workers with required Soft Skills, for example. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 49

50 ONLINE JOB POSTINGS: DEMAND FOR SKILLS Online job postings data is another way to supplement and verify the experiences of employers on the types of positions and skill sets they re looking to hire. As in the previous sections, this data leverages online jobs posting data to identify the most common job titles and hard skills required by employers posting positions online. The tables at right show data related to the number of unique job postings in broad occupational categories (e.g. Production and Maintenance) within the Manufacturing sector. The table at near right shows the most common job titles in the occupational category of interest over the past year, while the table at far right shows the same for the most common skills. Online job postings indicate significant demand for a number of maintenance-related positions both specifically related to industrial maintenance along with those related to automotive and vehicle maintenance. In addition, the data also show strong demand for more skilled production positions like Production Supervisors, CNC Machinists, and Welders, along with more entry- or mid-skill positions like assemblers and production/machine operators. Most Common Job Titles: Manufacturing Most Common Skills Required: Manufacturing Job Title Postings Skill Postings Maintenance Mechanics 547 Packaging And Labeling 530 Machine Operators 376 Tires 516 Maintenance Technicians 260 Automotive Services 488 Tire Technicians 250 Brakes 472 Automotive Technicians 239 Preventive Maintenance 453 Production Supervisors 230 Suspension (Vehicle) 451 CNC Machinists 136 Air Conditioning 385 Maintenance Managers 113 Transmission 357 Mechanical Assemblers 106 Electrical Systems 334 Manufacturing Team Leads 105 Welding 307 Production Leaders 104 Batteries 299 Production Operators 89 Warehousing 295 Welders 79 Blueprinting 294 Quality Inspectors 73 Machining 293 Manufacturing Supervisors 55 Hydraulics 290 Plant Operators 54 Forklift Truck 285 Manufacturing Maintenance Technicians 53 Tire Maintenance 278 Manufacturing Managers 52 WordPress 264 Press Operators 50 Electrical Wirings 260 Equipment Technicians 49 Fabrication 259 Saw Operators 48 Electronics 237 Field Service Technicians 47 Exhaust Systems 231 Security Alarm Technicians 46 Palletizing 230 Facility Maintenance Technicians 45 Tooling 227 Fabricators 44 Mechanics 218 Heavy Assemblers 44 Lean Manufacturing 213 Injection Mold Technicians 43 HVAC 212 Production Technicians 42 Quality Control 201 Automotive Service Managers 41 Automation 196 General Service Technicians 41 Programmable Logic Controllers 190 Source: CareerBuilder/EMSI Annual, Unique Job Postings for broad occupational categories in the greater St. Petersburg/Tampa MSA. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 50

51 ENGINEERING OCCUPATIONS Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 51

52 OCCUPATIONAL PRESENCE: ENGINEERING The table below shows key presence, concentration, and growth statistics for Engineering occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. Each of Pinellas County s labor sheds, along with the County itself show strong historic growth in engineering positions over the past five years. Both the historic and projected growth numbers are in line with those in competitor communities (except for relatively higher projected growth in Charlotte and Nashville). Engineering Occupations: Presence, Growth, and Concentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 5,816 6, % 6, % Carillon Labor Shed (Central) 6,551 7, % 7, % 1, Downtown Labor Shed (South) 6,175 6, % 6, % 1, Pinellas County, FL 3,246 3, % 3, % COMPARISON METROS Atlanta 21,718 23, % 24, % N/A Charlotte 8,964 10, % 11, % N/A Jacksonville 3,819 4, % 4, % N/A Nashville 6,338 7, % 8, % N/A Orlando 6,712 7, % 8, % N/A Tampa Bay (MSA) 7,545 8, % 8, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 52

53 OCCUPATIONAL PRESENCE: ENGINEERING TECHS. The table below shows key presence, concentration, and growth statistics for Engineering Technician occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. The data for Engineering Technicians is similar to those for Engineers: relatively strong historic growth for these types of positions in the three labor sheds over the past five years. While slight, both Pinellas County and its labor sheds show relatively higher concentrations of Engineering Technicians relative to competitor communities. While Engineering talent is often front and center in an advanced manufacturing site search, showing a strong concentration and continued growth of these types of mid-skill occupations should not be overlooked. Engineering Technicians Occupations: Presence, Growth, and Concentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 2,255 2, % 2, % Carillon Labor Shed (Central) 2,520 2, % 2, % Downtown Labor Shed (South) 2,350 2, % 2, % Pinellas County, FL 1,254 1, % 1, % COMPARISON METROS Atlanta 5,382 5, % 6, % N/A Charlotte 2,145 2, % 2, % N/A Jacksonville 1,301 1, % 1, % N/A Nashville 1,865 2, % 2, % N/A Orlando 1,926 2, % 2, % N/A Tampa Bay (MSA) 2,890 3, % 3, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 53

54 OCCUPATIONAL DEMAND: ENGINEERING Analyzing online job postings data is another way to uncover recent trends in demand for skill sets in a market. While this data is oftentimes noisier than traditional labor market indicators, nevertheless, it remains another tool for analyzing labor market conditions. The data below takes the most recent 12 months of unique job postings for each cluster of interest (i.e. eliminating the same job posting that appears in multiple places) and divides by the most recent annual count of individuals in those same occupational clusters in each market to give an indicator of relative demand in each market. For both Engineering and Engineering Technician occupations, Pinellas County shows relatively lower demand compared to other metro areas. This can be seen as a positive as there are relatively fewer competitors for the same talent in the region. Engineering: Relative Demand Orlando Higher Relative Demand Engineering Technicians: Relative Demand Charlotte Charlotte Jacksonville Atlanta Orlando Tampa Bay (MSA) Atlanta Jacksonville Pinellas County Pinellas County Nashville Nashville 0% 20% 40% 60% 80% 100% 120% 140% 160% 180% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Lower Relative Demand Tampa Bay (MSA) 0% 20% 40% 60% 80% 100% 120% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Source: EMSI. Ratio is calculated by taking the absolute number of unique job postings for each occupational cluster from August 2016 to July 2017 and dividing by the number of workers in that same occupational cluster. The number of unique postings identified in a year could exceed the number of actual workers in a given year (i.e. a ratio greater than 100%). This could indicate either very high demand, or that some postings are duplicated. As a result, SSG is more focused on the relative difference in demand between markets, rather than the absolute demand level. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 54

55 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: ENGINEERING The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. Engineering: Change in Relative Demand over Time Overall demand for Engineering talent has been relatively steady in most markets, with some growth in Pinellas in 2015, but has flattened out more recently. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Engineering: Change in Posting Intensity over Time Engineering posting intensity has grown significantly over the past year. With the data in the above chart, this indicates that while demand for Engineering positions has been more or less steady, it is becoming increasingly hard (and/or employers are turning to more outlets to advertise jobs) to fill those positions. 3.5 Pinellas Tampa MSA 3.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 55

56 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: ENGINEERING TECHS. The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. Engineering Techs.: Change in Relative Demand over Time Change in Engineering Technician growth over the past two and a half years roughly follows that of Engineering, with some ebb and flow, but flat or moderate growth. However, overall demand in Pinellas County and greater Tampa Bay has lagged other markets. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Pinellas Tampa MSA 3.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 Engineering Techs.: Change in Posting Intensity over Time Similar to the Engineering data, this posting intensity data for Engineering Technicians shows a similar pattern: despite relatively level demand for these types of positions, it s becoming harder to fill mid-skill Engineering Technician positions. It s noticeably spiked recently in both Pinellas County and greater Tampa Bay. Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 56

57 LABOR COSTS: ENGINEERING The data here shows two sets of wage data. The first, via EMSI, shows median wage data for each occupational cluster of interest. However, this data can have composition effects (e.g. if one market has a higher number of lower skill/paid workers in the cluster relative to another market, the overall median cluster wage will be lower). As a result, SSG also uses ERI data for example wage/salaries for specific job titles of interest for a more apples-to-apples approach. Table cells are color coded within each column, with red cells showing relatively higher wages, and green ones showing relatively lower wages. Overall, Pinellas County and the greater Tampa Bay region offer competitive salary structures for Engineering talent relative to comparison markets. Of note, a market like Nashville, which has experienced rapid growth in the manufacturing and logistics industries, is likely, in SSG s opinion, to have higher wage and salary levels relative to the data shown at right. Also, the Engineering occupational cluster data for Orlando appears to be an example of composition effects, as it is unlikely such a large wage differential exists between Orlando and Pinellas/Tampa. Example Engineering Salaries MSA MSA Median Cluster Salary (EMSI) Median Cluster Salary (EMSI) EXAMPLE WAGE AND SALARY (ERI) Manufacturing Engineer EXAMPLE WAGE AND SALARY (ERI) Engineering Technician Industrial Validation Engineer Engineering Technician Mechanical Industrial Engineer Nashville $81,499 $86,549 $81,578 $84,178 Pinellas County $82,441 $86,778 $86,445 $87,464 Tampa Bay (MSA) $84,281 $86,549 $86,216 $87,256 Jacksonville $90,216 $87,818 $85,987 $88,525 Charlotte $93,706 $89,086 $90,314 $89,794 Atlanta $93,918 $89,752 $90,189 $90,438 Orlando $94,688 $86,653 $85,675 $87,360 Example Engineering Technician Salaries Technician CAD - Aided Design Pinellas County $48,192 $60,237 $55,182 $45,718 Tampa Bay (MSA) $48,790 $60,133 $55,099 $45,677 Orlando $50,748 $59,946 $54,974 $45,718 Nashville $51,195 $59,426 $54,746 $45,926 Charlotte $53,871 $61,984 $56,971 $47,611 Atlanta $56,360 $63,170 $57,990 $48,194 Jacksonville $58,330 $61,693 $56,555 $46,987 Source: EMSI for Median Cluster Salary, ERI for example wages and salaries. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 57

58 EDUCATIONAL COMPLETIONS: ENGINEERING Key Educational Completions Engineering ANNUAL COMPLETIONS MSA GROWTH Growth ( vs ) Atlanta 3,091 3,083 3,325 3,638 3,657 4,002 19% Orlando 952 1,063 1,128 1,209 1,335 1,380 25% Tampa Bay (MSA) % Charlotte % Nashville % Jacksonville % Pinellas County % Key Educational Completions Engineering Technicians ANNUAL COMPLETIONS MSA GROWTH Growth ( vs ) Orlando 1, % Atlanta 1, % Charlotte % Tampa Bay (MSA) % Jacksonville % Nashville % Pinellas County % Quantifying the pipeline of students graduating from local colleges and training institutions is another key data point for identifying the strengths and challenges of building and maintaining a qualified workforce for target industries. The table at left shows the last five years of completion data for the greater Tampa metro area, along with Pinellas County individually, and the comparison metro areas for Engineering and Engineering Technician completions. The data for Pinellas County is italicized, as it s not a true apples-to-apples comparison, placing one county against multiple large metropolitan areas. In addition, employers in Pinellas County are unlikely to only rely on graduates of key programs in just the county, but rather across the entire metro area. The Tampa region overall boasts a strong number of Engineering completions that have grown over the last few years. Atlanta leads this list due in part to the major influence of a university like Georgia Tech. Pinellas County itself does not show any engineering completions, but again, most prospective firms will be looking at completions in the broader region and metro area. Notably, Engineering Technician completions has fallen across all comparison areas over the past few years. This may be in part due to reclassification of programs, and the like. Overall, the Tampa region shows a moderate level of these types of graduates. Source: IPEDS via EMSI. Codes used include 14 (Engineering) and 15 (Engineering Technologies and Engineering-Related Fields) Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 58

59 EMPLOYER SURVEY: QUALITY & CHALLENGES Workforce Quality Ratings: Engineering Education Experience Certifications Technical Skill Soft Skill Poor (1.0) Excellent (5.0) Source: Company Survey Reading, Writing, Math Productivity Work Ethic Turnover Absenteeism Challenges when Hiring: Engineering Lack Education Lack Certifications Lack Skills Lack Relevant Experience Lack Any Experience Drugs Need Childcare/ Transpo. Absenteeism Won't Accept Offered Pay Overall Competition Common Challenge (1.0) Few Challenges (5.0) Easy vs. Difficult to Find Skill Sets & Positions (ordered by more common responses on top) AVAILABLE SKILLS/POSITIONS Basic/Entry Level Engineers Computer Programming Educational Background Systems Engineering Mechanical Engineers CHALLENGING SKILLS/POSITIONS Experienced Engineers High End IT/Technologies/Languages (e.g. Oracle, MySQL) AutoCAD Soft Skills Troubleshooting Mechanical/Electrical Drafting Electric Engineers Survey Summary The data at left shows summary results from workforce quality data collected from the employer survey. The table at top left shows employers rankings of engineering workers in the region by a number of key criteria. Overall, responding employers report strong, positive opinions about their engineering and related workforce The table at middle left shows employers reported challenges when hiring these types of workers, again, separated by a number of key criteria. When hiring positions, issues like specific skill and experience, along with overall competition for engineering talent is a more significant challenge. And finally, the chart at bottom left shows free-entry survey responses from employers when asked about specific engineering skills or positions that are easier or more difficult to find in the region. Responding employers noted, on balance, that entry-level engineers (e.g. recent graduates are relatively easier to find). On the other hand, experienced engineering talent, and especially those with specific IT/programming language skills is significantly more challenging. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 59

60 ONLINE JOB POSTINGS: DEMAND FOR SKILLS Online job postings data is another way to supplement and verify the experiences of employers on the types of positions and skill sets they re looking to hire. As in the previous sections, this data leverages online jobs posting data to identify the most common job titles and hard skills required by employers posting positions online. The tables at right show data related to the number of unique job postings in Engineering within the broad Manufacturing sector. The table at near right shows the most common job titles in the occupational category of interest over the past year, while the table at far right shows the same for most common skills. Specific engineering positions like Quality, Design, Manufacturing, and Process Engineers are commonly required posted positions, as shown in the table at near right. In terms of engineering skill requirements, credentials like Lean Manufacturing, Six Sigma Methodology, and various improvement processes are also commonly asked for by hiring employers. Most Common Job Titles: Engineering Most Common Skills Required: Engineering Job Title Postings Skill Postings Quality Assurance Engineers 311 Lean Manufacturing 418 Design Engineers 269 Corrective And Preventive Actions 345 Manufacturing Engineers 140 Six Sigma Methodology 327 Project Engineers 123 Continuous Improvement Process 320 Process Engineers 115 Pharmaceuticals 303 Engineering Interns 85 Electrical Engineering 273 Product Engineers 70 Electronics 257 Quality Engineers 67 Microsoft Access 255 Systems Engineers 57 Product Quality Assurance 250 Quality Control Specialists 48 Aviation 243 Engineering Technicians 45 Auditing 228 Mechanical Engineers 43 Mechanical Engineering 211 Engineering Co-ops 42 Packaging And Labeling 205 Senior Electrical Engineers 41 Quality Management Systems 204 Industrial Engineers 40 Quality Control 191 Process Technicians 35 Tooling 189 Continuous Improvement Engineers 34 Corrective And Preventive Action (CAPA) 187 Production Technicians 34 Automation 178 Service Engineers 34 Business Process Improvement 174 Safety Managers 31 Computer-Aided Design 166 Materials Engineers 29 Manufacturing Engineering 164 Principal Engineers 29 Process Improvements (Business) 152 Electro-Mechanical Technicians 28 Good Manufacturing Practices 145 Senior Test Engineers 28 Manufacturing Processes 138 Environmental, Health, and Safety Managers 27 Statistical Process Controls 136 Operations Engineers 27 Chemistry 133 Product Development Engineers 26 Computer Control Systems 133 Research and Development (R&D) Engineers 25 Process Development 131 Project Managers 24 ISO Validation Engineers 24 New Product Development 128 Source: CareerBuilder/EMSI Annual, Unique Job Postings for broad occupational categories in the greater St. Petersburg/Tampa MSA. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 60

61 SCIENCE OCCUPATIONS Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 61

62 OCCUPATIONAL PRESENCE: SCIENTISTS The table below shows key presence, concentration, and growth statistics for Science occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. While small in absolute number in all comparison communities, Pinellas shows strong historic growth trends for Scientists, and especially strong projected growth. Like other clusters, both Pinellas County overall and its labor sheds show a net inflow of workers in this occupational cluster. Science Occupations: Presence, Growth, and Concentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 1,399 1, % 1, % Carillon Labor Shed (Central) 1,646 1, % 2, % Downtown Labor Shed (South) 1,554 1, % 1, % Pinellas County, FL % % COMPARISON METROS Atlanta 4,898 5, % 6, % N/A Charlotte 1,747 2, % 2, % N/A Jacksonville 982 1, % 1, % N/A Nashville 2,179 2, % 2, % N/A Orlando 1,929 2, % 2, % N/A Tampa Bay (MSA) 1,965 2, % 2, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 62

63 OCCUPATIONAL PRESENCE: SCIENCE TECHNICIAN The table below shows key presence, concentration, and growth statistics for Science Technician occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. Similar to the Scientist occupational cluster, Pinellas County and its labor sheds show significant historic and projected growth for its Science Technician cluster. Science Technician Occupations: Presence, Growth, and Concentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 1,284 1, % 1, % Carillon Labor Shed (Central) 1,569 1, % 1, % Downtown Labor Shed (South) 1,464 1, % 1, % Pinellas County, FL % % COMPARISON METROS Atlanta 3,185 3, % 3, % N/A Charlotte 1,515 1, % 2, % N/A Jacksonville % 1, % N/A Nashville 1,624 1, % 1, % N/A Orlando 1,776 2, % 2, % N/A Tampa Bay (MSA) 1,915 2, % 2, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 63

64 OCCUPATIONAL DEMAND: SCIENCE Analyzing online job postings data is another way to uncover recent trends in demand for skill sets in a market. While this data is oftentimes noisier than traditional labor market indicators, nevertheless, it remains another tool for analyzing labor market conditions. The data below takes the most recent 12 months of unique job postings for each cluster of interest (i.e. eliminating the same job posting that appears in multiple places) and divides by the most recent annual count of individuals in those same occupational clusters in each market to give an indicator of relative demand in each market. The data below shows moderate demand for Scientists and Science Technicians in Pinellas County compared to other markets of interest. Notably, demand in Pinellas County is lower than that in the broader Tampa Bay region. Scientists: Relative Demand Nashville Higher Relative Demand Engineering Technicians: Science Technicians Atlanta Atlanta Nashville Tampa Bay (MSA) Charlotte Charlotte Jacksonville Pinellas County Tampa Bay (MSA) Jacksonville Pinellas County Orlando 0% 20% 40% 60% 80% 100% 120% 140% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Lower Relative Demand Orlando 0% 10% 20% 30% 40% 50% 60% 70% 80% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Source: EMSI. Ratio is calculated by taking the absolute number of unique job postings for each occupational cluster from August 2016 to July 2017 and dividing by the number of workers in that same occupational cluster. The number of unique postings identified in a year could exceed the number of actual workers in a given year (i.e. a ratio greater than 100%). This could indicate either very high demand, or that some postings are duplicated. As a result, SSG is more focused on the relative difference in demand between markets, rather than the absolute demand level. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 64

65 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: SCIENTISTS The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. Scientists: Change in Relative Demand over Time The data at left show a significant spike in demand for Sciencefocused occupations in late 2015/early While undoubtedly this is due in part to some employer demand, with a relatively small occupational category, part of this could be attributed to statistical noise, as well. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Pinellas Tampa MSA 3.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 Scientists: Change in Posting Intensity over Time Posting intensity for Science-focused occupations shows quite a bit of statistical noise, again, partially a product of a small occupational cluster that can be influenced by a small number of postings. Overall, current posting intensity is relatively low in Pinellas County and Tampa Bay overall, but has grown over the past year. Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 65

66 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: SCIENCE TECHS. The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. Science Techs.: Change in Relative Demand over Time There appear to be fewer outliers in the data here compared to higher-skill Science-related positions analyzed previously. Pinellas County and Tampa Bay overall show moderate growth, but slightly below those in other markets. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Science Techs.: Change in Posting Intensity over Time Posting intensity has accelerated in all markets, Pinellas County and Tampa Bay overall included Pinellas Tampa MSA 2.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 66

67 LABOR COSTS: SCIENCE The data here shows two sets of wage data. The first, via EMSI, shows median wage data for each occupational cluster of interest. However, this data can have composition effects (e.g. if one market has a higher number of lower skill/paid workers in the cluster relative to another market, the overall median cluster wage will be lower). As a result, SSG also uses ERI data for example wage/salaries for specific job titles of interest for a more apples-to-apples approach. Table cells are color coded within each column, with red cells showing relatively higher wages, and green ones showing relatively lower wages. Like the other sectors, Pinellas County and the Tampa Bay region overall generally show competitive wage structures for Science-related occupations compared to other markets. Again, the occupational cluster data at right show the potential impact of composition effects in examining wages in this manner. Example Science Wages MSA Median Cluster Salary (EMSI) EXAMPLE WAGE AND SALARY (ERI) Chemist Biochemist Statistician Jacksonville $58,422 $78,957 $95,451 $88,005 Nashville $62,034 $75,192 $90,854 $84,635 Pinellas County $62,683 $79,061 $94,557 $89,045 Tampa Bay (MSA) $63,977 $78,874 $94,307 $88,816 Orlando $69,352 $77,334 $94,890 $88,275 Charlotte $72,469 $79,622 $97,864 $93,475 Atlanta $80,332 $81,723 $99,736 $93,454 Example Science Technician Wages EXAMPLE WAGE AND SALARY (ERI) MSA Median Cluster Salary (EMSI) Technician Clinical Research Technician Laboratory Technician Quality Control Orlando $41,009 $38,563 $39,333 $37,690 Jacksonville $45,457 $39,270 $40,186 $39,458 Nashville $46,343 $38,771 $39,936 $38,771 Pinellas County $46,516 $39,458 $39,666 $37,773 Tampa Bay (MSA) $47,904 $39,437 $39,624 $37,752 Atlanta $49,297 $40,227 $42,411 $38,917 Charlotte $51,357 $39,666 $40,768 $39,125 Source: EMSI for Median Cluster Salary, ERI for example wages and salaries. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 67

68 EDUCATIONAL COMPLETIONS: SCIENCE Key Educational Completions Science ANNUAL COMPLETIONS MSA GROWTH Growth ( vs ) Atlanta 1,999 2,142 2,354 2,550 2,501 2,648 19% Tampa Bay (MSA) 1,242 1,318 1,508 1,562 1,657 1,919 26% Orlando ,361 1,379 1,254 1,556 49% Nashville % Charlotte % Jacksonville % Pinellas County % Key Educational Completions Science Technicians ANNUAL COMPLETIONS MSA GROWTH Growth ( vs ) Jacksonville % Nashville % Atlanta % Charlotte % Tampa Bay (MSA) % Pinellas County % Orlando % Quantifying the pipeline of students graduating from local colleges and training institutions is another key data point for identifying the strengths and challenges of building and maintaining a qualified workforce for target industries. The table at left shows the last five years of completion data for the greater Tampa metro area, along with Pinellas County individually, and the comparison metro areas for Science and Science Technician completions. The data for Pinellas County is italicized, as it s not a true apples-to-apples comparison, placing one county against multiple large metropolitan areas. In addition, employers in Pinellas County are unlikely to only rely on graduates of key programs in just the county, but rather across the entire metro area. The Tampa region (and Pinellas County) show a significant number of Science-focused completions in 2016 and that number has grown significantly over the past few years. The region s number is comparable to that in Atlanta, a much larger market. Again, the growth rates, while positive in all markets, are strong in the Tampa metro area and in Pinellas County, as well. Science Technician programs are less common than those on the pure science side. No market here has a large number of completions in this area, skewing the growth statistics. Of note, Jacksonville shows a very large number of completions in this area they are exclusively Chemical Technician completion certificates (less than 1 year) from Florida State College. Source: IPEDS via EMSI. Codes used include for Science include 26 (Biological and Biomedical Sciences) and 40 (Physical Sciences). For Science Technicians, 41 (Science Technologies/Technicians) Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 68

69 ONLINE JOB POSTINGS: DEMAND FOR SKILLS Online job postings data is another way to supplement and verify the experiences of employers on the types of positions and skill sets they re looking to hire. As in the previous sections, this data leverages online jobs posting data to identify the most common job titles and hard skills required by employers posting positions online. The tables at right show data related to the number of unique job postings in Science across all industry sectors. The table at near right shows the most common job titles in the occupational category of interest over the past year, while the table at far right shows the same for most common skills. While headlining the Job Title list at near right, Psychologists is a bit of an outlier, as it s much more related to local and regional health care requirements (although the position is oftentimes coded under Science-related positions instead of healthcare). Thereafter, a number of general and biological related technician positions are near the top of the list, like Chemists, Environmental Technicians, and Environmental Scientists. In terms of specific skill sets, high-level qualifications and backgrounds in Biology and Chemistry appear in a large number of postings, as does more specific, industry-focused requirements like Product Quality Control and Assurance. Most Common Job Titles: Science Most Common Skills Required: Science Job Title Postings Skill Postings Psychologists 489 Biology 513 Laboratory Technicians 233 Psychology 495 Postdoctoral Research Fellows 186 Pharmaceuticals 287 Chemists 103 Chemistry 253 Field Technicians 103 Product Quality Control 230 Environmental Technicians 90 Product Quality Assurance 214 Environmental Scientists 82 Molecular Biology 202 Research Fellows 73 Occupational Health And Safety 179 IT Quality Assurance Analysts 68 Clinical Psychology 178 Research Associates 68 Clinical Works 157 Molecular Biology Research Associates 59 Finance 154 Environmental Specialists 54 Hazardous Wastes 154 Medical Science Liaisons 54 Microsoft Access 153 Analytical Scientists 49 Cell Biology 150 Environmental Services Technicians 49 Clinical Research 147 Research Scientists 46 Sampling (Statistics) 145 Microbiologists 44 Biochemistry 134 Research Assistants 44 Oncology 133 Research Analysts 42 Reagent 130 Medical Directors 41 Cell Cultures 128 Planning Directors 40 Good Manufacturing Practices 128 Transportation Planners 39 Personal Protective Equipment 127 Quality Assurance Engineers 38 Environmental Science 125 Staff Scientists 36 Auditing 122 Research and Development (R&D) Scientists 35 Quality Control 122 Quality Control Analysts 34 Mental Health 112 Environment Services Technicians 32 Flow Cytometry 109 Microbiology Technicians 32 Microbiology 109 Health Services Directors 29 Psychotherapy 108 Development Scientists 27 Groundwater 107 Source: CareerBuilder/EMSI Annual, Unique Job Postings for broad occupational categories in the greater St. Petersburg/Tampa MSA. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 69

70 INFORMATION TECHNOLOGY OCCUPATIONS Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 70

71 OCCUPATIONAL PRESENCE: INFORMATION TECHNOLOGY The table below shows key presence, concentration, and growth statistics for Information Technology occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. The IT sector is one where the occupational definition of the cluster is oftentimes more useful than the industry definition. It may come as no surprise that almost all markets, Pinellas and its labor sheds included, have shown significant historic occupational growth for IT jobs and strong projected growth, as well. Further, Pinellas and the three labor sheds also show slightly higher concentrations of IT workers relative to markets like Jacksonville, Nashville, and Orlando, along with the Tampa Bay metro area overall. Information Technology Occupations: Presence, Growth, andconcentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 18,730 22, % 24, % 3, Carillon Labor Shed (Central) 21,624 25, % 28, % 5, Downtown Labor Shed (South) 20,363 24, % 26, % 6, Pinellas County, FL 8,646 9, % 10, % COMPARISON METROS Atlanta 79,525 93, % 100, % N/A Charlotte 26,849 35, % 41, % N/A Jacksonville 11,886 13, % 14, % N/A Nashville 15,062 19, % 22, % N/A Orlando 20,444 24, % 26, % N/A Tampa Bay (MSA) 24,831 29, % 32, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 71

72 OCCUPATIONAL DEMAND: INFORMATION TECHNOLOGY Analyzing online job postings data is another way to uncover recent trends in demand for skill sets in a market. While this data is oftentimes noisier than traditional labor market indicators, nevertheless, it remains another tool for analyzing labor market conditions. The data below takes the most recent 12 months of unique job postings for each cluster of interest (i.e. eliminating the same job posting that appears in multiple places) and divides by the most recent annual count of individuals in those same occupational clusters in each market to give an indicator of relative demand in each market. Interestingly, the data show significantly higher demand for IT talent in the broader Tampa Bay region relative to current occupational presence than in Pinellas County on its own. Information Technology: Relative Demand Charlotte Higher Relative Demand Tampa Bay (MSA) Atlanta Nashville Orlando Jacksonville Pinellas County 0% 50% 100% 150% 200% 250% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Lower Relative Demand Source: EMSI. Ratio is calculated by taking the absolute number of unique job postings for each occupational cluster from August 2016 to July 2017 and dividing by the number of workers in that same occupational cluster. The number of unique postings identified in a year could exceed the number of actual workers in a given year (i.e. a ratio greater than 100%). This could indicate either very high demand, or that some postings are duplicated. As a result, SSG is more focused on the relative difference in demand between markets, rather than the absolute demand level. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 72

73 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: INFORMATION TECHNOLOGY The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. IT: Change in Relative Demand over Time IT position demand grew significantly in 2015 and early 2016, but this data shows some leveling off recently. However, what s more interesting is the gap between high relative demand in Tampa overall verse relatively lower demand in Pinellas County. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Pinellas Tampa MSA 3.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 IT: Change in Posting Intensity over Time The pattern in posting intensity is very consistent in all markets, with the data showing employers posting their open positions in more and more online forums. Similar to the relative demand data above, Tampa Bay s overall posting intensity is higher than that in Pinellas County a sign of relatively higher demand on the east side of the bay. Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 73

74 LABOR COSTS: INFORMATION TECHNOLOGY The data here shows two sets of wage data. The first, via EMSI, shows median wage data for each occupational cluster of interest. However, this data can have composition effects (e.g. if one market has a higher number of lower skill/paid workers in the cluster relative to another market, the overall median cluster wage will be lower). As a result, SSG also uses ERI data for example wage/salaries for specific job titles of interest for a more apples-to-apples approach. Table cells are color coded within each column, with red cells showing relatively higher wages, and green ones showing relatively lower wages. Information Technology wages and salaries are generically competitive compared to other markets of interest. Again, composition effects must be taken into account when looking at the median cluster salary. But even in the more apples-to-apples data, we see a wider gap between IT salaries in very fast growing markets like Atlanta and Charlotte and the remainder. This generally aligns with SSG s experience in these sectors and could provide a favorable marketing tool for Pinellas County and the greater Tampa region. Example Information Technology Wages MSA Median Cluster Salary (EMSI) EXAMPLE WAGE AND SALARY (ERI) Software Developer Software Engineer Software Programmer Pinellas County $81,467 $89,960 $87,693 $74,194 Nashville $82,186 $84,802 $82,722 $70,408 Jacksonville $85,191 $89,565 $87,256 $73,528 Tampa Bay (MSA) $86,165 $89,731 $87,485 $74,027 Orlando $86,257 $89,315 $86,965 $73,029 Atlanta $97,994 $93,683 $91,437 $77,979 Charlotte $99,800 $93,954 $91,603 $77,709 Source: EMSI for Median Cluster Salary, ERI for example wages and salaries. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 74

75 EDUCATIONAL COMPLETIONS: INFORMATION TECHNOLOGY Key Educational Completions IT (Bachelors & Above) ANNUAL COMPLETIONS MSA GROWTH Growth ( vs ) Atlanta 1,748 1,875 2,187 2,339 2,464 2,794 31% Orlando ,110 1,265 33% Charlotte % Tampa Bay (MSA) % Nashville % Jacksonville % Pinellas County % Key Educational Completions IT (Less than Bachelors) ANNUAL COMPLETIONS MSA GROWTH Growth ( vs ) Atlanta 1,608 1,506 1,493 1,510 1,729 1,703 7% Orlando ,225 1,683 1,523 1,543 86% Tampa Bay (MSA) ,011 66% Charlotte % Pinellas County % Jacksonville % Nashville % Quantifying the pipeline of students graduating from local colleges and training institutions is another key data point for identifying the strengths and challenges of building and maintaining a qualified workforce for target industries. The table at left shows the last five years of completion data for the greater Tampa metro area, along with Pinellas County individually, and the comparison metro areas for IT completions, separated by Bachelor s degree and above, and those below a Bachelor s degree. The data for Pinellas County is italicized, as it s not a true apples-to-apples comparison, placing one county against multiple large metropolitan areas. In addition, employers in Pinellas County are unlikely to only rely on graduates of key programs in just the county, but rather across the entire metro area. The greater Tampa region shows a moderate level of IT graduates with both a Bachelor s degree and above, and with less than a Bachelor s degree. Completions have grown steadily in all markets (the growth data point in the table shows a slight negative rate for Pinellas County overall because we average annual results). Pinellas County also shows a very strong absolute number and growth in IT completions (Associate s or certificates). The vast majority of those completions are one-year certificate completions from St. Petersburg College. Source: IPEDS via EMSI. Codes used include 11 (Computer and Information Sciences and Support Services) and 27 (Mathematics and Statistics) Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 75

76 EMPLOYER SURVEY: QUALITY & CHALLENGES Workforce Quality Ratings: Information Technology Education Experience Certifications Technical Skill Soft Skill Poor (1.0) Excellent (5.0) Source: Company Survey Reading, Writing, Math Productivity Work Ethic Turnover Absenteeism Challenges when Hiring: Information Technology Lack Education Lack Certifications Lack Skills Lack Relevant Experience Lack Any Experience Drugs Need Childcare/ Transpo. Absenteeism Won't Accept Offered Pay Overall Competition Common Challenge (1.0) Few Challenges (5.0) Easy vs. Difficult to Find Skill Sets & Positions (ordered by more common responses on top) AVAILABLE SKILLS/POSITIONS Basic Knowledge/Experience Degreed Individuals Motivation/Work Ethic Programming (Certifications but w/o Experience) General Technical Competence CHALLENGING SKILLS/POSITIONS Experience Specific Languages (e.g. PHP, MySQL) (one noted that training, methods, and languages seemed to significantly lag those in other major tech hubs) Data Scientists Web Developers Cross Training Teamwork/Team Environment Survey Summary The data at left shows summary results from workforce quality data collected from the employer survey. The table at top shows employers rankings of IT workers in the region by a number of key criteria. Overall, responding employers reported generally positive opinions about their IT workforces, although Soft Skills (like in other areas) lagged some of the other criteria. The table at middle left shows employers reported challenges when hiring these types of IT workers, again, separated by a number of key criteria. Again, specific skills, relevant experience, and overall competition in the market were cited as more common challenges than other issues. And finally, the chart at bottom left shows free-entry survey responses from employers when asked about specific IT skills or positions that are easier or more difficult to find in the region. Like in other occupational clusters, employers reported the ability to find basic, entry-level knowledge and individuals with degrees (but no or little experience). Experience and specific language shortages were cited as challenges by a number of responders. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 76

77 ONLINE JOB POSTINGS: DEMAND FOR SKILLS Online job postings data is another way to supplement and verify the experiences of employers on the types of positions and skill sets they re looking to hire. As in the previous sections, this data leverages online jobs posting data to identify the most common job titles and hard skills required by employers posting positions online. The tables at right show data related to the number of unique job postings in Information Technology across all industry sectors. The table at near right shows the most common job titles in the occupational category of interest over the past year, while the table at far right shows the same for most common skills. Software Engineers, along with Java Developers and other broad positions like Project Managers and Business Analysis led the way in terms of most common job titles in the IT sector. Specific skill sets like SQL (noted in both the IT survey results, along with the Engineering ones) was the most requested hard skill, followed by other programming languages and related like Java, Agile, JavaScript, C Sharp, and.net). Most Common Job Titles: IT Most Common Skills Required: IT Job Title Postings Skill Postings Software Engineers 3,416 SQL (Programming Language) 11,453 Java Developers 3,334 Finance 11,125 Project Managers 2,872 Java (Programming Language) 9,655 Business Analysts 2,295 Software Development 8,518 Systems Engineers 2,129 Agile Software Development 8,015.Net Developers 1,617 JavaScript (Programming Language) 7,599 Systems Administrators 1,492 Information Systems 7,193 Network Engineers 1,319 C Sharp (Programming Language) 4,914 IT Help Desk Specialists 1,310 Business Process 4,889 IT Support Analysts 952.NET Framework 4,869 Systems Analysts 951 Business Requirements 4,820 IT Quality Assurance Analysts 935 Systems Engineering 4,730 Web Developers 896 Cascading Style Sheets (CSS) 4,567 Information Security Analysts 890 Automation 4,539 Database Administrators 865 HyperText Markup Language (HTML) 4,469 Cloud Engineer Architects 787 Systems Development Life Cycle 4,310 Solutions Architects 784 Microsoft Access 4,284 SQL Developers 778 Unix 4,211 IT Systems Analysts 777 Linux 4,168 Technical Leads 694 Operating Systems 4,020 Security Engineers 624 Technical Support 3,979 Operations Analysts 571 Scrum (Software Development) 3,785 Client Support Specialists 565 Extensible Markup Language (XML) 3,563 Programmers 549 Software Development Life Cycle 3,348 Data Analysts 540 Professional Services 3,153 Test Automation Engineers 527 Amazon Web Services 3,137 Oracle Developers 473 Test Planning 2,993 Front-End Developers 469 JQuery 2,855 PHP Developers 443 Debugging 2,813 Data Architects 416 Web Services 2,791 Source: CareerBuilder/EMSI Annual, Unique Job Postings for broad occupational categories in the greater St. Petersburg/Tampa MSA. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 77

78 BUSINESS & FINANCE OCCUPATIONS Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 78

79 OCCUPATIONAL PRESENCE: PROF. SERVICES (HIGHER SKILL) The table below shows key presence, concentration, and growth statistics for Professional Services (Higher Skill) occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. Pinellas and its labor sheds again show very high historic growth and concentration above the national average for higher skill Professional Services workers. Projected occupational growth is also in line with those in competing markets. Professional Services (Higher Skill) Occupations: Presence, Growth, and Concentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 52,775 61, % 66, % 10, Carillon Labor Shed (Central) 60,473 70, % 76, % 13, Downtown Labor Shed (South) 56,782 65, % 71, % 15, Pinellas County, FL 24,926 28, % 30, % 1, COMPARISON METROS Atlanta 198, , % 244, % N/A Charlotte 77,356 94, % 106, % N/A Jacksonville 39,408 43, % 45, % N/A Nashville 52,067 62, % 70, % N/A Orlando 57,024 68, % 75, % N/A Tampa Bay (MSA) 71,660 83, % 90, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 79

80 OCCUPATIONAL PRESENCE: PROF. SERVICES (MID-SKILL) The table below shows key presence, concentration, and growth statistics for Professional Services (Mid-Skill) occupations in Pinellas County, its three key labor sheds, the Tampa metro area overall, and select comparison metro areas. SSG uses a 45 minute drive time for each of the individual Pinellas County labor sheds. Like more highly-skilled Professional Services positions, those requiring somewhat less skill have also shown significant historic growth in Pinellas and its labor sheds over the past five years. Especially notable are the very strong concentration levels of these types of workers, as well, across all parts of the Tampa Bay region, Pinellas included. While one would likely want to show a relatively higher concentration of more highly skilled workers, this data could also be presented as a way to demonstrate some level of underemployment or latent skill in the greater Pinellas market. Essentially, with training, workforce development and enhanced job opportunities, this workforce could be the base for attracting more higher-value added operations. Professional Services (Mid-Skill) Occupations: Presence, Growth, and Concentration OCCUPATIONAL PRESENCE OCCUPATIONAL CONCENTRATION HISTORIC PROJECTED INFLOW HISTORIC Market 2011 Jobs 2016 Jobs % Growth (Historic) 2021 Jobs % Growth (Projected) Net Inflow of Workers 2011 Location Quotient 2016 Location Quotient Change (Historic) Oldsmar Labor Shed (North) 130, , % 156, % 28, Carillon Labor Shed (Central) 146, , % 179, % 35, Downtown Labor Shed (South) 137, , % 167, % 39, Pinellas County, FL 59,759 66, % 67, % 3, COMPARISON METROS Atlanta 289, , % 344, % N/A Charlotte 120, , % 153, % N/A Jacksonville 87,469 97, % 100, % N/A Nashville 103, , % 134, % N/A Orlando 128, , % 163, % N/A Tampa Bay (MSA) 175, , % 213, % N/A Source: EMSI, QCEW Employees Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 80

81 OCCUPATIONAL DEMAND: PROFESSIONAL SERVICES Analyzing online job postings data is another way to uncover recent trends in demand for skill sets in a market. While this data is oftentimes noisier than traditional labor market indicators, nevertheless, it remains another tool for analyzing labor market conditions. The data below takes the most recent 12 months of unique job postings for each cluster of interest (i.e. eliminating the same job posting that appears in multiple places) and divides by the most recent annual count of individuals in those same occupational clusters in each market to give an indicator of relative demand in each market. Similar to the IT job demand data, the Tampa Bay region overall shows significantly higher demand for higher skill Professional Services type positions compared to Pinellas County. For lower skill positions, both Pinellas and Tampa overall currently have moderate occupational demand compared to competing metro areas. Professional Services (Higher Skill Requirements): Relative Demand Charlotte Higher Relative Demand Professional Services (Mid-Skill Requirements): Relatively Demand Nashville Tampa Bay (MSA) Orlando Atlanta Charlotte Nashville Atlanta Orlando Pinellas County Jacksonville Tampa Bay (MSA) Pinellas County 0% 20% 40% 60% 80% 100% 120% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Lower Relative Demand Jacksonville 0% 10% 20% 30% 40% 50% 60% RATIO OF PAST YEAR POSTINGS TO OCCUPATIONAL PRESENCE Source: EMSI. Ratio is calculated by taking the absolute number of unique job postings for each occupational cluster from August 2016 to July 2017 and dividing by the number of workers in that same occupational cluster. The number of unique postings identified in a year could exceed the number of actual workers in a given year (i.e. a ratio greater than 100%). This could indicate either very high demand, or that some postings are duplicated. As a result, SSG is more focused on the relative difference in demand between markets, rather than the absolute demand level. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 81

82 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: PROF. SERVICES (HIGHER SKILL) The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. Prof. Services (Higher): Change in Relative Demand over Time Similar to the IT data presented previously, the overall Tampa Bay market shows relatively higher demand over time, and a widening gap compared to Pinellas County. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Prof. Services (Higher): Change in Posting Intensity over Time The gap between Pinellas County and the greater Tampa Bay region is smaller when examining posting intensity data. Across all markets, the trends has been tilted upwards Pinellas Tampa MSA 3.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 82

83 POSTING INTENSITY RELATIVE DEMAND (POSTINGS/OCC. PRESENCE) OCCUPATIONAL DEMAND: PROF. SERVICES (MID-SKILL) The charts below show additional occupational demand data. The first shows the change in relative demand over the last two and a half years. The second shows the change in posting intensity that is, the ratio of the total number of online postings for a specific position relative to the number of unique postings. In short, this measure is one way of demonstrating how hard companies are working to hire new positions if they re posting the same job posting in 10 online locations compared to 5, it s a sign that they re having to work harder to fill positions of interest. Prof. Services (Lower): Change in Relative Demand over Time Hiring demand accelerated in all markets in 2015 and early 2016, but this data shows some flattening. While there is still a slight gap between greater Tampa Bay and Pinellas County, both are below other comparison markets. Pinellas Tampa MSA Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul Prof. Services (Lower): Change in Posting Intensity over Time The pattern for lower skill Professional Services positions is similar to that for higher skill ones: rising posting intensity in all markets Pinellas Tampa MSA 3.0 Jan-15 Apr-15 Jul-15 Oct-15 Jan-16 Apr-16 Jul-16 Oct-16 Jan-17 Apr-17 Jul-17 Source: EMSI. Data for Unique Postings is a month-to-month change using a rolling 12-month moving average to mitigate data noise. Data for Posting Intensity shows the absolute value of the 12-month moving average for each time period. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 83

84 LABOR COSTS: PROFESSIONAL SERVICES The data here shows two sets of wage data. The first, via EMSI, shows median wage data for each occupational cluster of interest. However, this data can have composition effects (e.g. if one market has a higher number of lower skill/paid workers in the cluster relative to another market, the overall median cluster wage will be lower). As a result, SSG also uses ERI data for example wage/salaries for specific job titles of interest for a more apples-to-apples approach. Table cells are color coded within each column, with red cells showing relatively higher wages, and green ones showing relatively lower wages. Similar to the other occupational clusters, Pinellas County shows very competitive wage and salary structures for Professional Services positions compared to the other metro areas of interest. The composition effects are another sign of the potential to attract more highly-skilled job requirements to the region to take advantage of both lower wage structures and potentially underemployed individuals in white collar positions. Example Professional Services (Higher Skill) Wages MSA MSA Median Cluster Salary (EMSI) Median Cluster Salary (EMSI) EXAMPLE WAGE AND SALARY (ERI) Financial Analyst EXAMPLE WAGE AND SALARY (ERI) Customer Service Associate Accountant Marketing Analyst Pinellas County $75,022 $74,942 $62,379 $56,389 Nashville $75,118 $72,571 $60,902 $54,954 Orlando $75,506 $73,237 $60,882 $56,014 Tampa Bay (MSA) $76,761 $74,776 $62,254 $56,306 Jacksonville $76,884 $73,819 $61,464 $56,451 Atlanta $86,622 $78,936 $65,915 $60,070 Charlotte $88,819 $78,624 $65,645 $59,342 Example Professional Services (Mid-Skill) Wages IT Help Desk Accounting Clerk Representative Pinellas County $16.88 $9.99 $19.55 $16.53 Orlando $17.32 $9.95 $19.22 $16.36 Tampa Bay (MSA) $17.60 $9.99 $19.53 $16.52 Jacksonville $17.76 $10.14 $19.44 $16.78 Nashville $18.64 $10.12 $19.18 $16.74 Atlanta $19.19 $10.20 $20.75 $17.39 Charlotte $19.23 $10.22 $20.61 $17.08 Source: EMSI for Median Cluster Salary, ERI for example wages and salaries. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 84

85 EDUCATIONAL COMPLETIONS: PROFESSIONAL SERVICES Key Educational Completions Business (Bachelors & Above) ANNUAL COMPLETIONS MSA GROWTH Growth ( vs ) Atlanta 8,698 8,782 8,570 8,473 8,167 8,192-5% Tampa Bay (MSA) 5,666 5,705 5,608 5,583 5,609 5,481-2% Orlando 5,193 5,319 5,035 5,261 4,844 4,890-4% Nashville 2,523 2,388 2,464 2,781 2,656 2,790 12% Charlotte 2,457 2,409 2,380 2,516 2,468 2,460 3% Jacksonville 1,769 1,808 1,726 1,438 1,525 1,628-13% Pinellas County % Key Educational Completions Business (Less than Bachelors) ANNUAL COMPLETIONS MSA GROWTH Growth ( vs ) Orlando 3,066 3,529 4,743 5,066 5,304 5,183 37% Atlanta 3,118 2,801 2,554 2,755 3,324 3,367 11% Jacksonville 1,250 1,587 1,565 1,705 1,525 1,860 16% Charlotte 1, ,157 1,472 1,210 31% Tampa Bay (MSA) 1,069 1,098 1,232 1, ,060-11% Pinellas County % Nashville % Quantifying the pipeline of students graduating from local colleges and training institutions is another key data point for identifying the strengths and challenges of building and maintaining a qualified workforce for target industries. The table at left shows the last five years of completion data for the greater Tampa metro area, along with Pinellas County individually, and the comparison metro areas for Business completions, separated by Bachelor s degree and above, and those below a Bachelor s degree. The data for Pinellas County is italicized, as it s not a true apples-to-apples comparison, placing one county against multiple large metropolitan areas. In addition, employers in Pinellas County are unlikely to only rely on graduates of key programs in just the county, but rather across the entire metro area. The greater Tampa region boasts a very large number of Business graduates with a Bachelor s degree and above more than similarly sized markets. A large number of those degree completions in the region overall come from USF-Main Campus, USF-St. Petersburg, Saint Leo University, and the University of Tampa. For less than a Bachelor s degree, the Tampa region and Pinellas County show a lower level of completions. However, Pinellas County has experienced significant growth over the past few years, the majority of this from one-year certificate completions from St. Petersburg College. Source: IPEDS via EMSI. Codes used include 52 (Business, Management, Marketing, and Related Support Services) Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 85

86 EMPLOYER SURVEY: QUALITY & CHALLENGES Workforce Quality Ratings: Business/Finance Education Experience Certifications Technical Skill Soft Skill Poor (1.0) Excellent (5.0) Source: Company Survey Reading, Writing, Math Productivity Work Ethic Turnover Absenteeism Challenges when Hiring: Business/Finance Lack Education Lack Certifications Lack Skills Lack Relevant Experience Lack Any Experience Drugs Need Childcare/ Transpo. Absenteeism Won't Accept Offered Pay Overall Competition Common Challenge (1.0) Few Challenges (5.0) Easy vs. Difficult to Find Skill Sets & Positions (ordered by more common responses on top) AVAILABLE SKILLS/POSITIONS Bookkeeping Educational Attainment/Degrees Customer Service Analytical Thinking Accounting Microsoft Office CHALLENGING SKILLS/POSITIONS People/Soft Skills Specific Industry Certifications Advanced Finance Advanced Accounting Longevity in one position Experienced Sales Survey Summary The data at left shows summary results from workforce quality data collected from the employer survey. The table at top shows employers rankings of business/finance workers in the region by a number of key criteria. Overall, employers reported very strong positive views about their Business & Finance workforce in the region and more positively than the other occupational clusters. The table at middle left shows employers reported challenges when hiring these types of business workers, again, separated by a number of key criteria. Like the above, challenges with finding Business and Finance workers is not as pronounced as in some of the other occupational categories. And finally, the chart at bottom left shows free-entry survey responses from employers when asked about specific skills or positions that are easier or more difficult to find in the region. Basic/entrylevel accounting and bookkeeping were cited by several responders as relatively easier to find in the area. Like in other occupational clusters, soft skills, specific industry certifications, and advanced accounting and finance skill sets were cited as much more difficult to find. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 86

87 ONLINE JOB POSTINGS: DEMAND FOR SKILLS Online job postings data is another way to supplement and verify the experiences of employers on the types of positions and skill sets they re looking to hire. As in the previous sections, this data leverages online jobs posting data to identify the most common job titles and hard skills required by employers posting positions online. The tables at right show data related to the number of unique job postings in Business & Finance occupations across all industry sectors. The table at near right shows the most common job titles in the occupational category of interest over the past year, while the table at far right shows the same for most common skills. The job postings data shows a very large number of postings for typical business-related positions, like business/financial/research analysis, along with accountants and auditors. This is not surprising given the growth and concentration of professional services in the region, along with a higher likelihood of these types of positions being posted online. From a skills perspective, postings requiring finance experience was very high, nearly doubling the number of postings for individuals with accounting skill sets. Most Common Job Titles: Bus. & Finance Most Common Skills Required: Bus. & Finance Job Title Postings Skill Postings Business Analysts 4,217 Finance 24,525 Financial Analysts 2,142 Accounting 12,923 Accountants 2,091 Auditing 7,448 Auditors 1,268 Investments 5,474 Research Analysts 1,243 Financial Statements 4,609 Staff Accountants 1,076 Securities (Finance) 4,586 Training and Development Specialists 1,005 Microsoft Access 4,359 Compliance Analysts 963 Loans 3,015 Financial Advisors 896 Business Process 2,918 Tax Preparers 787 Brokerage 2,860 Claims Adjusters 580 Forecasting 2,836 Assurance Services Senior Associates 503 Generally Accepted Accounting Principles 2,643 Senior Buyers 498 Mortgage Loans 2,635 Operations Analysts 459 Investment Banking 2,554 Risk Analysts 431 General Ledger 2,360 Mortgage Underwriters 419 Budgeting 2,294 Project Analysts 387 Capital Markets 2,143 General Ledger Accountants 377 Underwriting 2,055 Talent Acquisition Specialists 334 Process Improvements (Business) 2,029 Mortgage Loan Originators 320 Business Development 1,826 Reporting Analysts 312 Risk Management 1,797 Compensation Analysts 307 Purchasing 1,756 Research Specialists 306 Internal Controls 1,744 Estimators 299 Reconciliation 1,672 Project Managers 295 Balance Sheet 1,652 Operations Specialists 294 Economics 1,651 Tax Analysts 294 Billing 1,593 Loan Officers 270 Professional Services 1,586 Entry Level Salespersons 263 Financial Analysis 1,550 Regulatory Analysts 251 Business Requirements 1,544 Source: CareerBuilder/EMSI Annual, Unique Job Postings for broad occupational categories in the greater St. Petersburg/Tampa MSA. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 87

88 APPENDIX: OCCUPATIONAL PROFILING Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 88

89 ADVANCED MANUFACTURING Advanced Manufacturing is more a broad description of a sophisticated production process or technologically advanced products rather than a classification of a discrete manufacturing sector. As a result, rigorously defining the term using traditional NAICS codes can be a challenge. Therefore, SSG defines the industry itself broadly, using the NAICS codes. From there, however, SSG separates occupational requirements into the categories listed below with a key emphasis on differentiating between general production workers and skilled production workers. KEY OCCUPATIONS Advanced Manufacturing General Production Assemblers Machine Operators Machine Setters Inspectors, Sorters, etc. Maintenance Industrial Mechanics Maintenance Workers Electricians Logistics Warehouse Laborers Forklift Drivers Clerks Skilled Production Machinists Welders Tool & Die CNC Programmers Engineering Industrial Mechanical Electrical Electronics Materials Related Technicians SSG Note: IT and other support positions (e.g. finance, accounting) can be important parts of many manufacturing operations. Those occupational clusters are addressed in other target industries herein. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 89

90 AVIATION & AEROSPACE; DEFENSE & HOMELAND SECURITY On the manufacturing side, the vast majority of the Aerospace industry is well-defined using the NAICS infrastructure under 3364 (although some aerospace-related products may be captured under related cost like Aerospace, etc. Instrument Manufacturing). Like the more broadly defined Advanced Manufacturing, most Aerospace production facilities require both general and skilled production labor (mostly focused on metals, composites, and electronics), along with maintenance, engineering, and increasingly information technology positions. Aerospace-related and support activities are typically focused around maintenance, repair, and overhaul (MRO) facilities, which require many similar skill sets to the production side, but with a particular emphasis on aircraft mechanics and technicians. Defense and Homeland Security-related industries are difficult to define using the NAICS infrastructure and the subsequent occupation categories because requirements can run the gamut from aerospace-related operations to advanced textiles and sensors. As a result, SSG preliminary recommends considering this target industry broadly under the Aviation & Aerospace category, recognizing that this is not all-encompassing, but is nevertheless appropriate. In the primary research component of this report, SSG will be sure to gather information on military credentials and their applicability to this sector. KEY OCCUPATIONS Aerospace & Aviation Production Aircraft Mechanics & Assembly (A&P) Machinists Avionics Technicians CNC Operators Engineering Aerospace Industrial Mechanical Materials Related Technicians SSG Note: Logistics positions along with business support ones can also be important components of this industry. In SSG s judgement, they are more appropriately examined under other industry classifications. In addition, SSG has filtered out commonly found aviation positions like flight attendants, pilots, and reservation agents, as they are more focused on airline and airport operational needs. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 90

91 BUSINESS & FINANCIAL SERVICES Professional Services is by most definitions a broad industry categorization that can include everything from highly technical financial and accounting requirements, to medium-skilled back office and shared-service centers, to lower-skilled call centers. Because of the varying operation types and skill requirements, SSG broadly defines the occupational requirements needed herein into two main categories: those requiring relatively higher skill and education (e.g. bachelor s or above), and those positions requiring relatively lower skill and education requirements. KEY OCCUPATIONS Business & Financial Services Higher Skill & Education Requirements Financial Analysts Accountants Management Analysts Market Research Analysis Software Development Mid-Skill & Education Requirements Customer Service Reps. Clerks Admin. Support Computer Support SSG Note: IT positions are a critical part of most Business & Financial Services requirements. Currently, they are included in the broader categories above, but are considered separately under the IT industry cluster. Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 91

92 INFORMATION TECHNOLOGY While typically defined by several different NAICS codes, this cluster is more readily identifiable by its occupational requirements. That is, this industry is best defined by its need of workers with either computer-related experience and training, or with specific related degrees in engineering. A large portion of this industry requires workers with specialized degrees (typically bachelor s and above), however, there are also opportunities for individuals with lower educational credentials, like an associate s degree or certificate. As a result, SSG separates the occupational needs for this cluster into higher skill vs. lower skill requirements. Information Technology Higher Skill & Education Requirements Software Developers Computer Programmers Systems Analysts Security Analysts Hardware Engineers KEY OCCUPATIONS Mid-Skill & Education Requirements Computer User and Support Specialists Network Support Customer Service Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 92

93 LIFE SCIENCES & MED. TECH SSG separates this broad cluster into two main categories those with a production element and those focusing more on services, research, and the like. On the production side, typical requirements are focused on either medical device manufacturing, or pharmaceutical and related production. While different, these two sectors require skilled production workers along with specialized engineers. On the service and support side, SSG focuses here on key science related positions, filtering them into ones that require high levels of education, and those that require lower levels (e.g. associate s degree or technical certificates). Production (Medical Device and Pharma.) Production Assemblers and Operators Machinists Lab Technicians Chemical Operators Engineering & Science Industrial Chemists Biomedical Medical Scientists Related Services & Support Science & Eng. Higher Skill & Educational Requirements Chemists Biologists Related Engineers Science Mid-Skill & Educational Requirements Lab Technicians Chemical Technicians Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 93

94 APPENDIX: INDUSTRY & OCCUPATIONAL DEFINITIONS Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 94

95 INDUSTRY DEFINITIONS ADVANCED MANUFACTURING NAICS DESCRIPTION Manufacturing (all codes) AEROSPACE & AVIATION NAICS DESCRIPTION Search, Detection, Navigation, Guidance, Aeronautical, and Nautical System and Instrument Manufacturing Aircraft Manufacturing Aircraft Engine and Engine Parts Manufacturing Other Aircraft Parts and Auxiliary Equipment Manufacturing Guided Missile and Space Vehicle Manufacturing Guided Missile and Space Vehicle Propulsion Unit and Propulsion Unit Parts Manufacturing Other Guided Missile and Space Vehicle Parts and Auxiliary Equipment Manufacturing Scheduled Passenger Air Transportation Scheduled Freight Air Transportation Nonscheduled Chartered Passenger Air Transportation Nonscheduled Chartered Freight Air Transportation Other Nonscheduled Air Transportation Air Traffic Control Other Airport Operations Other Support Activities for Air Transportation LIFE SCIENCE & MED TECH (SUPPORT) NAICS DESCRIPTION Testing Laboratories Environmental Consulting Services Research and Development in Biotechnology Research and Development in the Physical, Engineering, and Life Sciences (except Biotechnology) Medical Laboratories LIFE SCIENCE & MED TECH (PRODUCTION) NAICS DESCRIPTION Medicinal and Botanical Manufacturing Pharmaceutical Preparation Manufacturing In-Vitro Diagnostic Substance Manufacturing Biological Product (except Diagnostic) Manufacturing Electromedical and Electrotherapeutic Apparatus Manufacturing Analytical Laboratory Instrument Manufacturing Surgical and Medical Instrument Manufacturing Surgical Appliance and Supplies Manufacturing Dental Equipment and Supplies Manufacturing Ophthalmic Goods Manufacturing BUSINESS & FINANCIAL SERVICES NAICS DESCRIPTION 5211 Monetary Authorities-Central Bank 5221 Depository Credit Intermediation 5222 Nondepository Credit Intermediation 5223 Activities Related to Credit Intermediation 5231 Securities and Commodity Contracts Intermediation and Brokerage 5232 Securities and Commodity Exchanges 5239 Other Financial Investment Activities 5241 Insurance Carriers 5242 Agencies, Brokerages, and Other Insurance Related Activities 5251 Insurance and Employee Benefit Funds 5259 Other Investment Pools and Funds 5412 Accounting, Tax Preparation, Bookkeeping, and Payroll Services 5413 Architectural, Engineering, and Related Services 5414 Specialized Design Services 5416 Management, Scientific, and Technical Consulting Services 5418 Advertising, Public Relations, and Related Services 5419 Other Professional, Scientific, and Technical Services 5511 Management of Companies and Enterprises INFORMATION TECHNOLOGY NAICS DESCRIPTION Software Publishers Data Processing, Hosting, and Related Services Internet Publishing and Broadcasting and Web Search Portals Custom Computer Programming Services Computer Systems Design Services Computer Facilities Management Services Other Computer Related Services Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 95

96 OCCUPATIONAL DEFINITIONS ADVANCED MANUFACTURING Skilled Production & Maintenance SOC DESCRIPTION Electricians First-Line Supervisors of Mechanics, Installers, and Repairers Industrial Machinery Mechanics Maintenance Workers, Machinery Maintenance and Repair Workers, General First-Line Supervisors of Production and Operating Workers Structural Metal Fabricators and Fitters Computer-Controlled Machine Tool Operators, Metal and Plastic Computer Numerically Controlled Machine Tool Programmers, Metal and Plastic Extruding and Drawing Machine Setters, Operators, and Tenders, Metal and Plastic Cutting, Punching, and Press Machine Setters, Operators, and Tenders, Metal and Plastic Grinding, Lapping, Polishing, and Buffing Machine Tool Setters, Operators, and Tenders, Metal and Plastic Lathe and Turning Machine Tool Setters, Operators, and Tenders, Metal and Plastic Machinists Molding, Coremaking, and Casting Machine Setters, Operators, and Tenders, Metal and Plastic Multiple Machine Tool Setters, Operators, and Tenders, Metal and Plastic Tool and Die Makers Welders, Cutters, Solderers, and Brazers Welding, Soldering, and Brazing Machine Setters, Operators, and Tenders Chemical Plant and System Operators Chemical Equipment Operators and Tenders Extruding, Forming, Pressing, and Compacting Machine Setters, Operators, and Tenders Semiconductor Processors General Production SOC DESCRIPTION Production Occupations Logistics SOC DESCRIPTION Production, Planning, and Expediting Clerks Shipping, Receiving, and Traffic Clerks Stock Clerks and Order Fillers Heavy and Tractor-Trailer Truck Drivers Light Truck or Delivery Services Drivers Industrial Truck and Tractor Operators Laborers and Freight, Stock, and Material Movers, Hand Machine Feeders and Offbearers Packers and Packagers, Hand ENGINEERING ENGINEERING SOC DESCRIPTION Industrial Production Managers Architectural and Engineering Managers Aerospace Engineers Biomedical Engineers Chemical Engineers Computer Hardware Engineers Electrical Engineers Electronics Engineers, Except Computer Health and Safety Engineers, Except Mining Safety Engineers and Inspectors Industrial Engineers Materials Engineers Mechanical Engineers Engineers, All Other ENGINEERING SOC DESCRIPTION Electrical and Electronics Drafters Mechanical Drafters Drafters, All Other Aerospace Engineering and Operations Technicians Electrical and Electronics Engineering Technicians Electro-Mechanical Technicians Environmental Engineering Technicians Industrial Engineering Technicians Mechanical Engineering Technicians Engineering Technicians, Except Drafters, All Other IT Mid-Skill/Education Requirements SOC DESCRIPTION Computer and Information Systems Managers Computer and Information Research Scientists Computer Systems Analysts Information Security Analysts Computer Programmers Software Developers, Applications Software Developers, Systems Software Web Developers Database Administrators Network and Computer Systems Administrators Computer Network Architects Computer Occupations, All Other Computer Hardware Engineers Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 96

97 OCCUPATIONAL DEFINITIONS SCIENCE Higher Skill/Education Requirements SOC DESCRIPTION Natural Sciences Managers Statisticians Biochemists and Biophysicists Microbiologists Biological Scientists, All Other Medical Scientists, Except Epidemiologists Physicists Chemists Materials Scientists Environmental Scientists and Specialists, Including Health Mid-Skill/Education Requirements SOC DESCRIPTION Environmental Scientists and Specialists, Including Health Agricultural and Food Science Technicians Biological Technicians Chemical Technicians Forensic Science Technicians Life, Physical, and Social Science Technicians, All Other BUSINESS & FINANCIAL SERVICES Higher Skill/Education Requirements SOC DESCRIPTION General and Operations Managers Marketing Managers Sales Managers Financial Managers Managers, All Other Compliance Officers Human Resources Specialists Management Analysts Training and Development Specialists Market Research Analysts and Marketing Specialists Business Operations Specialists, All Other Accountants and Auditors Credit Analysts Financial Analysts Personal Financial Advisors Insurance Underwriters Loan Officers Financial Specialists, All Other Economists Public Relations Specialists Mid-Skill/Education Requirements SOC DESCRIPTION Claims Adjusters, Examiners, and Investigators Tax Preparers Computer User Support Specialists Paralegals and Legal Assistants Advertising Sales Agents Insurance Sales Agents Sales Representatives, Services, All Other First-Line Supervisors of Office and Administrative Support Workers Bill and Account Collectors Bookkeeping, Accounting, and Auditing Clerks Payroll and Timekeeping Clerks Tellers Brokerage Clerks Customer Service Representatives Loan Interviewers and Clerks Receptionists and Information Clerks Executive Secretaries and Executive Administrative Assistants Legal Secretaries Secretaries and Administrative Assistants, Except Legal, Medical, and Executive Computer Operators Data Entry Keyers Word Processors and Typists Insurance Claims and Policy Processing Clerks Office Clerks, General Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 97

98 SITE (7483) Comprehensive Regional Workforce Assessment: Pinellas County Economic Development 98