2007 report from Sinclair Community College
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Transcript of 2007 report from Sinclair Community College
![Page 1: 2007 report from Sinclair Community College](https://reader033.fdocuments.us/reader033/viewer/2022061223/54c6e2874a79599f518b4584/html5/thumbnails/1.jpg)
Dayton Region Workforce Strategy
Sept. 12, 2007
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CHALLENGES
• Slow job growth in region and state
• Population stagnation
• Over-reliance on mature industries
• Corporate consolidations and off-shoring
• Transforming Dayton Region image
OPPORTUNITIES
• Improved business environment in Ohio
• BRAC wins
• Diversified industry strengths
• Regional team in place to execute plan
• DEVELOPING THE WORKFORCE
OUR ENVIRONMENT
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CHALLENGES
• High number of unemployed
• High number of current & future job vacancies
• Skills mismatch
• Unrealized economic development value
Potential Rewards
• Meeting employers needs
• Supporting business growth and retention
• Putting people to work
• Attracting new businesses
• Economic benefit from job growth
Our Workforce Development Environment
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Workforce Development
WorkforceDemand Side
(job needs and requirements)
WorkforceSupply Side
(education, training, & placement)
The Equation is One of Supply & Demand…Historically We Have Focused on Supply
Skills Mismatch
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Where Do We Stand Today?
Current Unemployed* 26,122 (6.0%)
Current Vacancies** 21,000
Known Future Vacancies *** 31,690
* Bureau of Labor Statistics, Local Area Unemployment Statistics, July 2007** Job Vacancy Survey Report for the Greater Montgomery County Labor Market, December 2006***Ohio Department of Job and Family Services, Bureau of Labor Market Information, April 2007.
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Tom Peters
• In Search of Excellence• Thriving on Chaos• The Pursuit of WOW!
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Blow things up!
• Destruction rules• Destruction is natural• Time to destroy• Change the rules• Disorganize for…renewal & innovation
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What Should We Do To Address Our Workforce Development Challenges• A Strategy that…
– Bridges workforce development and economic development
– Places high value on employers’ needs– Provides a high return on investment– Is focused, coherent and stepwise– Is inclusive
• Commitment from stakeholders, especially employers
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We Must Focus on Employers’ Needs in Key Industry Sectors• Where is the Current Demand?
– Region actively pursuing economic development in key growth sectors
– Economic growth drives the need for support from core industry sectors
– Both growth sectors and core sectors drive demand for infrastructure sectors
• Key is recognizing the links and synchronizing workforce development delivery system
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Growth Sectors
• Aerospace R&D• Human Sciences• Info. Technology• Advanced Materials &
Manufacturing
Core Sectors
• Service• Hospitality• Retail• Healthcare• Financial• Core Manufacturing
Infrastructure Sectors
• Transportation• Construction• Utilities• Telecommunications• Public Administration• Education
Grouping Sectors to Recognize Common Workforce Attributes
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Growth Sector Vacancies
Total JobsCurrent Job Vacancies
Known Future
Vacancies*
Advanced Materials & Manufacturing 84,987 2,233 510
Aerospace and IT/Advanced Data Management
59,367 1,340 880
Human Sciences 3,730 900 1,300
TOTAL 148,084 4,473 2,690*Includes estimates related to Base Realignment and Closure (BRAC) forecasts
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Core Sector Vacancies
Total JobsCurrent Job Vacancies
Known Future
Vacancies
Service & Hospitality 64,066 7,534 2,300
Retail 85,213 4,869 1,000
Healthcare 99,051 5,129 9,730
Finance & Insurance 30,458 353 2,700
TOTAL 278,788 10,126 15,730
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Infrastructure Sector Vacancies
Total JobsCurrent Job Vacancies
Known Future
Vacancies
Transportation & Utilities 22,495 1,686 4,100
Construction 32,160 1,107 1,600
Telecommunications 15,911 1,180 1,200
Public Administration 37,483 468 2,100
Education 70,133 1,784 4,170
TOTAL 178,182 3,542 13,270
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Work is Underway to Capture the Demand
Tiger Team 1:
Characterizing Workforce
Requirements & Demonstration of
skills
Tiger Team 2:
Developing and Implementing the
Workforce Intelligence System
Tiger Team 3:
Analyzing the gaps between the
workforce demand and supply system
Tiger Team 4:
Communications with Workforce supply organizations and
public
Workforce Demand
Task Force
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Aligning the Supply Side
• Workforce Development Delivery System must be aligned to the employers needs
• Vectored around sector strategy• Focused on regional priorities across all
three groupings (i.e. growth, core, infrastructure)
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Aligning the Supply Side
• One Stop Centers• Certificate Providers• Vocational & Technical Centers• Colleges• Universities• Schools• EDvention• And many others
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Workforce Supply Strategy
Growth Sectors
Leadership & Management
Skills
Common Attributes
Aer
ospa
ce R
&D
Hum
an S
cien
ces
Adv
. Mat
. & M
fg.
Info
rmat
ion
Tec
h. Job-specific Capabilities
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Workforce Supply Strategy
Leadership & Management
Skills
Common Attributes
Ser
vice
Hos
pita
lity
Ret
ail
Hea
lthca
re
Fin
anci
al
Cor
e M
nfg.
Job-specific Capabilities
CoreSectors
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Workforce Supply Strategy
Job-specific Capabilities
Leadership & Management
Skills
Job-specific Capabilities
Common Attributes
Tran
spor
tatio
nC
onst
ruct
ion
Util
ities
Tel
ecom
.
Pub
lic A
dmin
.
Edu
catio
n
Infrastructure Sectors
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Workforce Development Supply Programs Needs Change
NeedsGap
Analysis
Demand Supply
Capac
ity
6 Steps to Success
1. Capture & Characterize Requirements and Catalog Capabilities of Workforce Supply System
2. Analyze Delivery Capabilities against Workforce Development Needs & Communicate
3. Fill Delivery Gaps
4. Develop “Right” Skilled Workforce
5. Place Workforce with Employers
6. Repeat Steps 1-5 Continuously
Regional Workforce Development System
“Right” Skilled Workforce
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Demand Supply
6 Steps to Success
1. Capture & Characterize Requirements and Catalog Capabilities of Workforce Supply System
Regional Workforce Development System
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Step 1
Demand• Characterize workforce requirements and
demonstration of skills• Develop and implement intelligence system
Supply• Catalog capabilities of workforce supply
system
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NeedsGap
Analysis
Demand Supply
6 Steps to Success
1. Capture & Characterize Requirements and Catalog Capabilities of Workforce Supply System
2. Analyze Delivery Capabilities against Workforce Development Needs & Communicate
Regional Workforce Development System
Capac
ity
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Step 2
Demand & Supply• Analyze gap between workforce demand and
supply side– What type of workforce is needed vs.
What type of workforce is capable of being produced
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Workforce Development Supply Program Needs Change
NeedsGap
Analysis
Demand Supply
6 Steps to Success
1. Capture & Characterize Requirements and Catalog Capabilities of Workforce Supply System
2. Analyze Delivery Capabilities against Workforce Development Needs & Communicate
3. Communicate and Fill Delivery Gaps
Regional Workforce Development System
Capac
ity
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Step 3
Supply• Communicate Future Needs to Delivery
System• Fill gaps by:
– Modifying Current Programs– Creating New Programs
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Workforce Development Supply Program Needs Change
NeedsGap
Analysis
Demand Supply
6 Steps to Success
1. Capture & Characterize Requirements and Catalog Capabilities of Workforce Supply System
2. Analyze Delivery Capabilities against Workforce Development Needs & Communicate
3. Fill Delivery Gaps
4. Develop “Right” Skilled Workforce
Regional Workforce Development System
Capac
ity
![Page 28: 2007 report from Sinclair Community College](https://reader033.fdocuments.us/reader033/viewer/2022061223/54c6e2874a79599f518b4584/html5/thumbnails/28.jpg)
Step 4
Supply• Respond to Workforce Needs
– Short term (One Stop Centers, Certificate Providers)
– Mid term (Vocational & Technical Centers, Colleges, Universities)
– Long term (Schools, P-16 Consortium, STEM Initiatives)
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Workforce Development Supply Program Needs Change
NeedsGap
Analysis
Demand Supply
6 Steps to Success
1. Capture & Characterize Requirements and Catalog Capabilities of Workforce Supply System
2. Analyze Delivery Capabilities against Workforce Development Needs & Communicate
3. Fill Delivery Gaps
4. Develop “Right” Skilled Workforce
5. Place Workforce with Employers
Regional Workforce Development System
Capac
ity
“Right” Skilled Workforce
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Step 5
Supply• Match the right employee with the right job
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Modify/Create Workforce Production Programs
NeedsGap
Analysis
Demand Supply
6 Steps to Success
1. Capture & Characterize Requirements and Catalog Capabilities of Workforce Supply System
2. Analyze Delivery Capabilities against Workforce Development Needs
3. Fill Delivery Gaps1. Modifying
Current Programs
2. Creating New Programs
4. Develop “Right” Skilled Workforce
5. Place Workforce with Employers
6. Repeat Steps 1-5 Continuously
Regional Workforce Development System
Capac
ity
“Right” Skilled Workforce
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Step 6
Demand & Supply• Repeat on an ongoing and continuous basis
– Continuously review data– Continuously improve workforce system
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Workforce Development System
Realized Economic Benefit
Demand
Job Creation
Supply
Skilled Workforce
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Economic Benefit
Currently…• 21,000 Vacancies (approx. 12,600 living wage
jobs)
• 26,122 Unemployed (6.0%)
If we fill just half of these positions we will…• Reduce Unemployment to 3.6%• Realize $367M+ Economic Benefit
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Organizing To Move Forward
• Garner Participation
• Form Sector Teams
• Capture Demand and Catalog Delivery System
• Prioritize
• Execute the Workforce System
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It’s a New Day
– Demand focused workforce development– We need your…
• Input• Engagement
– It’s about taking action and getting results– Pledge Card
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Thank You!
For copies of this presentation please visit…
www.thejobcenter.org
http://workforce.sinclair.edu
www.daytonchamber.org