Lincoln Trail Business Survey Report 2012

Lincoln Trail Area Development District: Labor Market Survey 2012

1 | P a g e Prepared by ERISS Corporation

LINCOLN TRAIL

AREA DEVELOPMENT DISTRICT

Business Survey

2012

Executive

Summary



EXECUTIVE SUMMARY .................................................................................................................................. 3

Purpose ..................................................................................................................................................... 3

Survey Scope and Methodology ............................................................................................................... 4

About ERISS ............................................................................................................................................... 4

Detailed Survey Results................................................................................................................................. 5

Industry Analyses ...................................................................................................................................... 5

Projected Growth .................................................................................................................................. 5

Annual Turnover ................................................................................................................................... 6

Demand ................................................................................................................................................. 7

Openings ............................................................................................................................................... 8

Difficulty Finding Employees ................................................................................................................. 9

Median Wages .................................................................................................................................... 10

Occupational Analyses ............................................................................................................................ 11

Projected Growth ................................................................................................................................ 11

Annual Turnover ................................................................................................................................. 12

Demand ............................................................................................................................................... 13

Openings ............................................................................................................................................. 14

Time-to-Fill Occupational Openings .................................................................................................... 15

Median Wages .................................................................................................................................... 16

BUSINESS SPECIFIC QUESTIONS .............................................................................................................. 17

MILITARY VETERAN SPECIFIC QUESTIONS .............................................................................................. 24

APPENDIX A: SURVEY QUESTIONS .............................................................................................................. 26



The results of the survey are to be delivered in the following ways:

EXECUTIVE SUMMARY

The following Executive Summary report details the findings of a region-wide business survey of the

Lincoln Trail Area Development District (LTADD). The survey took place August through September

2012.

PURPOSE The purpose of this study was to gather current and in-depth workforce

information to serve as the foundation for workforce and economic activities

in the region. The information will also assist employers, job seekers, and

students as well as provide key data for education partners, workforce and

economic developers, allowing them to address workforce and economic

needs.

Specific Goals:

Identify businesses at risk of downsizing and/or relocating.

Create a detailed inventory of local businesses.

Measure employer-staffing practices and needs.

Improve the understanding of the needs and perspectives of local businesses.

Identify and address the immediate concerns of individuals businesses.

Identify existing opportunities in order to enhance linkages with workforce and economic development partners and initiatives.

Collect information regarding the attitudes and hiring practices of employers for Military Veterans.

T

An interactive web application – USWorks for Professionals (right)

A confidential ACCESS database – contains the raw data and a variety of pre-set report filters

An electronic Executive Summary and Detailed Report (this document)



SURVEY SCOPE AND METHODOLOGY The survey targeted employers with 5 or more employees. ERISS Corporation conducted the survey using a proprietary Computer Aided Telephone Interviewing (CATI) system. A stratified census style survey methodology was employed whereby an attempt was made to contact every business within the survey parameters, with the final sample representative by size and industry cluster of the population of businesses in the local region.

The final contact database comprised 3,123 employers. During the survey process 457 of these businesses were found to be out of scope1 of the survey, resulting in a net employer base of 2,666. Of these employers 708 participated in the survey resulting in a 27% response rate. The survey questions collected information from local businesses regarding such areas as:2

Projected growth and general staffing plans

Occupational demand, turnover, hiring plans and wages

Plans to expand, downsize and/or relocate

Reasons for downsizing or relocating

Barriers to growth

Key issues, concerns and challenges to local businesses

Knowledge and use of local programs

Hiring of special workforce populations

Skill deficiencies The survey also asked a series of questions designed to collect information about training and employment of veterans such as:

Collaboration with veteran’s organizations

Programs for veterans and employment

Programs for the hiring of veterans

Leveraging of military background

Interest in participation in a region-wide veterans hiring program

ABOUT ERISS ERISS Corporation is an award-winning company and a national leader in employer outreach, employer surveys and workforce technology since 1992. We have served Workforce Investment Boards and economic development organizations across the nation conducting large-scale survey and outreach projects, as well as targeted industry sector surveys, interviewing over 2,000,000 employers in the last ten years. ERISS’s projects capture employer-specific information such as brand awareness, knowledge of service offerings, services needed, and satisfaction rankings, current and forecasted hiring, planned layoffs, barriers to growth and preferences towards hiring special populations. For more information visit www.eriss.com or contact Barbara Nyegaard, CEO at [email protected].

1 Employers with wrong phone number and no new number, no answer on repeated attempts, employers with less

than 5 employees. 2 Complete survey questions are provided in Appendix A.

Approximately 27%

(708) of the 2,666

eligible businesses

participated in the

survey



DETAILED SURVEY RESULTS

Industry Analyses

PROJECTED GROWTH Surveyed businesses were asked to report their current number of employees, and the number of employees projected in 12 months. By grouping individual companies according to industry, this

information was used to calculate a relative projected growth rate3 industry comparison for 12 months from the survey. As shown below, the Construction industry projected the greatest growth at 10%. The projected growth rate for the region as a whole was 5%.

3 Projected relative growth = (number of employees in 12 months – number of employees now)/number of

employees now.

10%

6%

4%

4%

4%

3%

2%

2%

2%

2%

1%

0%

5%

Construction

Agriculture

Business Services

Manufacturing

Retail

Health Services

Lodging

Services

Transportation/Utilities

Wholesale

Finance

Education

ALL

1-Year Projected Relative Growth by Industry



ANNUAL TURNOVER Surveyed employers were asked to report the annual turnover for each occupation surveyed. This information aggregated by industry is presented below. As shown, businesses in the Lodging industry reported the highest overall level of annual turnover (22% of employees replaced yearly), followed by the Agriculture industry (16%), and Retail industry (16%). The turnover rate for the region as a whole was 9%.

22%

16%

16%

10%

10%

9%

8%

4%

4%

3%

3%

2%

9%

Lodging

Agriculture

Retail

Manufacturing

Services

Construction

Business Services

Finance


Education

Wholesale

Health Services

ALL

Turnover Rates by Industry



DEMAND A relevant indicator of the staffing challenges related to specific industries and occupations can be provided by Demand. Demand provides an estimate of the percentage of workers that will need to be hired during a 12-month period due to both growth AND turnover. Demand is calculated by starting with projected growth, adding in annual turnover, and dividing by the number currently employed. It essentially provides a projected growth rate modified by turnover rates. The figure below displays Demand split into growth and turnover components. For example, the overall region has a demand of 14% comprised of 5% growth and 9% turnover. The Lodging industry exhibits the greatest Demand (24%), largely driven by a high turnover rate (22%). Demand for Construction is relatively growth-driven.

2%

6%

4%

10%

4%

4%

2%

2%

1%

3%

2%

0%

5%

22%

16%

16%

9%

10%

8%

10%

4%

4%

2%

3%

3%

9%

Lodging

Agriculture

Retail

Construction

Manufacturing

Business Services

Services


Finance

Health Services

Wholesale

Education

ALL

Occupational Demand by Industry

Growth

Turnover



OPENINGS Estimates of current openings are calculated by calculating the difference between current and estimated future staffing levels 12 months from the survey for each surveyed employer. The total percentage of current openings aggregated over industry is displayed below. As shown, the Retail and Business Services industries had the highest percentage of current openings, with projections for openings for 5% and 4% of the current reported staffing levels respectively for each industry.. The Finance industry had a negative proportion of current openings (-2%) indicating that surveyed employers are currently staffing 2% more employees than they project having in 12 months.

5%

4%

3%

3%

2%

2%

2%

1%

1%

0%

0%

-2%

4%

Retail

Business Services

Health Services

Manufacturing

Agriculture

Construction


Lodging

Services

Education

Wholesale

Finance

ALL

Current Openings by Industry



DIFFICULTY FINDING EMPLOYEES An effective indicator of labor scarcity is the average time it takes an employer to fill an open position. The longer it takes a business to fill an open position (harder to find), the greater the relative labor scarcity. The figure below displays the average number of days to fill open positions with qualified employees by industry for both experienced, and non-experienced employees (because labor scarcity is related to the amount of job experience required). As shown, the Manufacturing industry reported the greatest difficulty finding experienced employees (average of 87 days to fill a position), followed by Business Services (73 days). Employers in the Business Services industry reported the greatest difficulty filling positions for non-experienced employees (63 days), followed by the Finance industry (60 days).

87

73

67

65

63

62

59

53

46

45

36

25

53

36

63

58

12

26

60

48

31

44

45

31

27

43

Manufacturing

Business Services


Agriculture

Construction

Finance

Services

Health Services

Wholesale

Education

Retail

Lodging

ALL

Time to find qualified employees in days

Difficulty Finding Employees by Industry

Experienced Non-Experienced



MEDIAN WAGES Starting median hourly wage information by industry is displayed in the figure below. As shown, employers in the Transportation/Utilities industry reported the highest median salaries for both newly hired experienced employees at $18.00/hour, and non-experienced employees at $16.80/hour. The greatest disparity between median experienced and non-experienced starting wages was seen for the Construction industry. The $3.00/hour gap is indicative of an industry with a greater than average mix of skilled and non-skilled occupations, as well as occupations for which experience provides value in terms of skills and efficiencies gained.

$18.0

$15.0

$14.0

$14.0

$13.5

$13.0

$12.0

$10.5

$9.5

$8.3

$8.0

$8.0

$11.0

$16.8

$12.0

$12.0

$12.0

$11.0

$12.0

$10.0

$10.0

$8.5

$7.5

$8.0

$7.5

$9.5


Construction

Health Services

Wholesale

Manufacturing

Education

Business Services

Finance

Services

Lodging

Agriculture

Retail

ALL

Median Hourly Wages by Industry

Experienced Non-Experienced



OCCUPATIONAL ANALYSES4 During the survey process, businesses were asked to report which occupations they currently staffed, and information was collected on as many of these occupations as possible. For each surveyed occupation, questions were asked regarding current and future staffing, wages, hiring, benefits and other relevant occupation level information. The following analyses display the top occupations for each category. Further occupational information for all surveyed occupations is available through the USWorks for Professionals website and electronic database provided as a further deliverable to this project.

PROJECTED GROWTH The table below lists the occupations with the highest reported 12-month projected growth rate. The occupations ‘Vehicle Salespersons,’ ‘Restaurant Cooks,’ and ‘Mobile Heavy Equipment Mechanics (Except Engines)’ projected the greatest growth 12 month projected growth.

Occupation

12-month Projected Growth

Vehicle Salespersons 21%

Restaurant Cooks 17%

Mobile Heavy Equipment Mechanics (Except Engines) 17%

Retail Sales Managers 16%

Fast Food Cooks 15%

Food Service Managers 15%

First-Line Supervisors or Managers of Non-Retail Sales Workers 15%

Butchers and Meat Cutters 15%

Food Service Supervisors 11%

Shipping, Receiving, and Traffic Clerks 11%

Food Preparation Workers 10%

Counter and Rental Clerks 10%

Truck Drivers, Light Or Delivery Services 9%

Medical Assistants 8%

Waiters and Waitresses 7%

Child Care Workers 6%

Salespersons (Retail) 6%

Certified Nursing Assistants 6%

Customer Service / Call Center Representatives 6%

Forklift Operators (Industrial Truck and Tractor) 5%

4 For each occupation a minimum of 5 businesses were required to be surveyed in order to calculate growth

trends.



ANNUAL TURNOVER The table below shows the occupations with the highest reported turnover rates. Occupations with the highest turnover tended to be from the Services industry. The highest overall turnover was seen for the occupation ‘Fast Food Cook’ with 34% of all position turned over annually.

Occupation Turnover

Rate

Fast Food Cooks 34%




Dishwashers 19%




Cashiers 17%

Hairdressers, Hairstylists, and Cosmetologists 16%





Automotive Mechanics and Technicians 11%


Vehicle and Equipment Cleaners 10%

Freight, Stock, and Material Movers (Hand Laborers) 10%





DEMAND Demand is a function of projected growth plus occupational turnover. The table below shows the occupations with the highest reported demand rates, and also provides growth and turnover rates as an indicator of the components of the demand. As shown, the demand for many of the highest demand occupations is largely driven by turnover. Exceptions to this trend include ‘Retail Sales Managers’ and ‘First-Line Supervisors or Managers of Non-Retail Sales Workers,’ which have largely growth driven demand.

Occupation Demand Growth Turnover

Rate

Fast Food Cooks 49% 15% 34%

Restaurant Cooks 49% 17% 32%

Food Service Managers 32% 15% 17%

Food Service Supervisors 32% 11% 21%

Waiters and Waitresses 26% 7% 19%

Child Care Workers 25% 6% 19%

Retail Sales Managers 25% 16% 9%

First-Line Supervisors or Managers of Non-Retail Sales Workers 24% 15% 9%

Food Preparation Workers 22% 10% 12%

Salespersons (Retail) 18% 6% 12%

Certified Nursing Assistants 18% 6% 12%

Dishwashers 17% -2% 19%

Cashiers 17% 0% 17%

Truck Drivers, Light Or Delivery Services 17% 9% 8%

Shipping, Receiving, and Traffic Clerks 15% 11% 4%

Freight, Stock, and Material Movers (Hand Laborers) 14% 4% 10%

Hairdressers, Hairstylists, and Cosmetologists 13% -3% 16%

Customer Service / Call Center Representatives 12% 6% 6%

Vehicle and Equipment Cleaners 12% 2% 10%

Preschool Teachers (Except Special Education) 11% 3% 8%



OPENINGS The table below shows the occupations with the highest reported percentage of positions reported as currently open. As with the growth projection, the largest proportion of current openings was for the occupation ‘Vehicle Salespersons’ with 20% of all currently staffed occupations reportedly as currently open. It is notable that a number of the occupations with the highest proportion of current openings are those that can benefit from local certification or other types of vocational training programs.

Occupation Relative

Openings





Fast Food Cooks 13%





Shipping, Receiving, and Traffic Clerks 10%

Counter and Rental Clerks 9%


Medical Assistants 8%

Truck Drivers, Light Or Delivery Services 8%





Customer Service / Call Center Representatives 5%

Forklift Operators (Industrial Truck and Tractor) 5%



TIME-TO-FILL OCCUPATIONAL OPENINGS The table below shows the average number of days to fill an opening for the hardest to find occupations for both experienced and non-experienced employees. For experienced employees, the list is topped by occupations requiring more extensive training or experience. However, many of the hardest to find occupations for non-experienced employees required extensive training as well, providing evidence of possible training gaps. It is also notable many of the occupations appear on both lists which is indicative of possible skill shortages across the spectrum of experience levels.



MEDIAN WAGES The table below displays the occupations with the highest median starting salary for experienced and non-experienced employees. Although some of the occupations listed for experienced employees require extensive education, it is notable that some of the relatively higher paying occupations for both experienced and non-experienced employees required only a technical degree or similar vocational training (or less).



BUSINESS SPECIFIC QUESTIONS In order to gather the information necessary to make planning decisions and assist businesses, surveyed businesses were asked a series of questions designed to assess such areas as plans to expand or downsize (and reasons for doing so), concerns and challenges for doing business, barriers to growth, and knowledge of local programs.

PLANS TO EXPAND/DOWNSIZE/RELOCATE As shown in the figure below, the great majority of surveyed businesses in all clusters and regions projected no changes in the next 12 months (74%). A relatively small proportion of employers reported plans to downsize (2%) or relocate outside the County (1%). At least 16% of employers reported plans to expand or hire.

74%

16%

2%

1%

<1%

5%

None / No change

Expanding

Downsizing

Relocating outside of the County

Closing

Don’t know

In the next 12 months, is your company considering any of the following?

(employers can select more than one)



REASONS FOR DOWNSIZING OR CLOSING Businesses that reported they anticipated relocating, downsizing or closing in the next 12 months (17 businesses; 2 closing and 15 downsizing) were asked to choose from a list of possible reasons for their anticipated action. As shown, the most commonly reported reasons were ‘cost of doing business’ and ‘regulatory concerns’ (both at 26%).

26%

26%

13%

1%

6%

6%

9%

6%

40%

26%

Cost of doing Business

Regulatory Concerns

Availability of Credit

Tax Competitiveness

Insufficient Room for Expansion

Lack of Skilled Labor

Affordable Housing for Employees

Traffic Congestion

Other

Don’t Know

If Downsizing or Closing, other than the current economic conditions, would that be because of….

(employers can select more than one)



HELP WITH EXPANSION Businesses that stated they would be expanding in the next 12 months were asked to report what resources or aid would help with their expansion. Of the 92 surveyed businesses reporting plans to expand, 42% cited a need for ‘new or additional space’ and 35% reported a need for ‘increased visibility in the marketplace.’

42%

35%

28%

1%

20%

15%

0%

6%

7%

7%

New or Additional Space

Increased Visibility in the Marketplace

Equipment

Availability of Credit

Staff Training

Help with Recruiting and Hiring

New or Upgrades to your Information Technology

Other

None

Don't Know

If Expanding in the next 12 months, which of the following would help you with your expansion…

(can select more than one)



BARRIERS TO GROWTH Businesses were asked to report possible barriers to the growth of their business. As shown, by far the most commonly reported barrier was ‘a decline in market demand,’ with 26% of surveyed employers reporting this barrier.

26%

19%

18%

10%

10%

10%

9%

9%

0%

10%

21%

8%

A Decline in Market Demand

Greater Competition

Regulatory Concerns

Loss of a Major Customer

Lack of Skilled Labor

Lack of Government Incentives

Increasing Utility Costs

Availability of Capital or Credit

No or Limited Room for Expansion

Other

None

Don’t Know

Which of the following would you consider as barriers to the growth of your business? (employers can select more than one)



NATIONAL CAREER READINESS CERTIFICATE Businesses were asked to report if they were familiar with the National Career Readiness Certificate program. As shown, 65% of surveyed employers reported they were not familiar with the program. Of the 12% who reported familiarity with the program, 35% of them reported using the program.

No, 65%

Don't Know, 23% Yes, 35%

No, 45%

Don't know, 20%

Yes, 12%

Is your company familiar with the National Career Readiness Certificate (NCRC) program, a strategy for certifying workplace skills and predicting

workplace success? IF YES: Does your company use the National Career Readiness Certificate

(NCRC) program?



HIRING SPECIAL POPULATIONS Employers were asked to report if they would consider hiring qualified candidates from a number of categories. As shown, 88% of surveyed employers reportedly would hire Veterans, 81% would hire Dislocated Workers, 78% would hire Persons with Disabilities, and 52% would hire Former Offenders.

88%

81%

78%

52%

55%

Veterans

Dislocated Workers

Persons with Disabilities

Former Offenders

Don't Know

Would you consider hiring qualified candidates in any of the following categories? (select all that apply)



COMMON DEFICIENCIES AMONG JOB APPLICANTS The most commonly reported deficiencies among recent job applicants were reported to be ‘Basic Work Ethic’ (49%), ‘Lack of Experience’ (30%), and ‘Communication Skills’ (27%).

49%

30%

27%

24%

21%

18%

9%

14%

0%

8%

0%

7%

Basic Work Ethic

Lack of Experience

Communication Skills

Failing Drug Screening

Failing Background Check

Technical Skills

Computer Skills

Math Skills

Reading Skills

Other

None

Don't Know

Which of the following are the most common deficiencies among recent job applicants? (select all that apply)



MILITARY VETERAN SPECIFIC QUESTIONS WORKING WITH VETERAN ORGANIZATIONS Employers were asked to report if they worked with any of a list of Veteran’s Organizations. Employers most commonly reported working with the ‘Office of Employment and Training’ or ‘American Legion’ (both at 7%). 35% of surveyed employers reported working with none of the listed organizations, and 46% did not know if their firm worked with any of them.

7%

7%

5%

5%

5%

4%

2%

1%

0%

35%

46%

Office of Employment and Training

American Legion

Kentucky Department of Veterans Affairs (KDVA) Office

Disabled American Veterans

One Stop Career Centers

Veterans of Foreign Wars VFW

Army Career Alumni Program

USO

AMVETs

None

Don’t Know

Does your company work with any of the following Veteran Organizations? (select all that apply)



A) Awareness of Military Programs: 55% of survey employers reported they were aware of the

number of veterans employed by their company.

B) Company Hiring Programs for Veterans: 15% of employers reported their company had a hiring

program for veterans.

C) Leveraging Military Experience: 46% of employers reported that their company translated

military experience into terms relevant to the company’s needs.

D) Interest in Participation in a Region-wide Initiative: 29% of employers reported interest in

participating in a region-wide initiative around hiring military veterans.

Yes, 55%

No, 36% Don't

Know, 7%

A) Are you aware of the number of military veterans in

your company?

Yes, 15%

No, 72% Don't Know, 12%

B) Does your company have a program for hiring

military veterans?

Yes, 46%

No, 32%

Don't Know, 21%

C) Does your company translate military background

and experience into terms relevant to your company’s

needs?

Yes, 29%

No, 45%

Don't Know, 25%

D) Would you be interested in participating on a region-wide initiative around hiring

military veterans?



APPENDIX A: SURVEY QUESTIONS

Contact Verification

1.) Currently, how many employees do you have at this location? 2.) How many do you expect to have at this time next year?

3.) May I have your name? 4.) May I have your title? 5.) Email collection

Staffing Questions

6.) How many <occupation> do you have? 7.) How many will you need to hire in the next 90 days? 8.) How many do expect to have at this time next year?

9.) What is the annual turnover for this occupation?

Occupational Specific Questions

10.) How long does it take to fill a vacancy for an experienced

<occupation>? Less than 2 weeks Two to 4 weeks

1-3 months 3-6 months

More than 6 months Don’t know Don't hire experienced

11.) How long does it take to fill a vacancy for a non-experienced

<occupation>? Less than 2 weeks Two to 4 weeks

1-3 months 3-6 months

More than 6 months Don’t know Don't hire non-experienced



12.) How much work experience do you require for this occupation?

None Under 3 months

3 to under 6 months 6 months to under 12 months 1 to under 2 years

2 to under 4 years 4 to under 10 years

10 years or more Don’t know

13.) Do you require an occupational license or certification for this occupation? Yes

No Don’t know

14.) What is the PREFERRED education level for this occupation? None

High school/GED Some college

Associate degree BS/BA Graduate degree or above

Don’t know

15.) For this occupation, do you employ?

Temporary workers: Yes No Don’t know

High school students: Yes No Don’t know

Part Time: Yes No Don’t know

Seasonal: Yes No Don’t know

Interns/apprentice: Yes No Don’t know

Welfare-to-Work participants: Yes No Don’t know

Workers ages 14-21 Yes No Don’t know



16.) Which of the following recruitment methods have been effective for

<occupation>? Please answer Yes or No as I read the options. Newspaper

Hire from within Social Networking sites Referrals/word-of-mouth

Unsolicited walk-ins Local One-Stop Centers /State employment services

School placement offices Recruiters

Internet Job Boards Other None

Don’t know

17.) What standard employee benefits do you provide for this occupation? Please answer Yes or No as I read the options.

Medical

Dental Pension program

401k SAR/SEP (401K program for small businesses) Stock options Paid Vacations and Holidays

Tuition reimbursement Child care

Other None Don’t Know

18.) What is the starting salary range for a NON-EXPERIENCED

<occupation>?

19.) What is the starting salary range for EXPERIENCED <occupation>?



Supplemental Survey Questions NON-OCCUPATION Specific

1. In the next 12 months, is your company considering any of the following? Note: this is a multiple choice answer set; employers can select more than one

response

Expanding Downsizing Relocating outside of the County

Closing None / No change

Don’t know

2. If the respondent selects from question number 1, “Downsizing” or “Closing”,

we will ask… You stated that you were considering Downsizing or Closing, other than the current economic conditions, would that be because of….

Availability of Credit Cost of doing Business

Tax Competitiveness Insufficient Room for Expansion

Regulatory Concerns Lack of Skilled Labor

Affordable Housing for Employees Traffic Congestion Other

Don’t Know

3. If the respondent selects from question number 1, “Expanding”, we will ask… You stated that you were considering Expanding in the next 12 months, which of the following would help you with your expansion…

New or Additional Space

Equipment Availability of Credit Help with Recruiting and Hiring

Staff Training New or Upgrade your Information Technology

Increased Visibility in the Marketplace Other None

Don’t Know



4. Which of the following would you consider as barriers to the growth of your

business? Note: this is a multiple choice answer set; employers can select more than one response

A Decline in Market Demand Greater Competition

Loss of a Major Customer Increasing Utility Costs Lack of Skilled Labor

Availability of Capital or Credit No or Limited Room for Expansion

Lack of Government Incentives Regulatory Concerns Other

None Don’t Know

5. Is your company familiar with the National Career Readiness Certificate (NCRC)

program, a strategy for certifying workplace skills and predicting workplace success?

Yes No

Don’t Know

6. If the respondent selects from question number 5 above, “Yes”, we will ask…

Does your company use the National Career Readiness Certificate (NCRC) program?

Yes

No Don’t Know

7. Would you consider hiring qualified candidates in any of the following categories? .

Veterans Former Offenders Persons with Disabilities



8. Which of the following are the most common deficiencies among recent job applicants? Please select all that apply…

Communication Skills

Technical Skills Math Skills Reading Skills

Computer Skills Basic Work Ethic

Lack of Experience Failing Background Check

Failing Drug Screening Other None

Don't Know

9. The following questions are Military Veteran related. Does your company work with any of the following Veteran Organizations? Please answer Yes or No as I read the options.

Kentucky Department of Veterans Affairs (KDVA) Office

Office of Employment and Training American Legion Disabled American Veterans

Army Career Alumni Program Veterans of Foreign Wars VFW

One Stop Career Centers AMVETS USO

None Don’t Know

10.Are you aware of the number of military veterans in your company?

Yes No

Don’t Know



11.Does your company have a program for hiring military veterans?

Yes No

Don’t Know

12.Does your company translate military background and experience into terms relevant to your company’s needs?

Yes

No Don’t Know

13.Would you be interested in participating on a region-wide initiative around hiring military veterans?

Yes

No Don’t Know

14.What would you say are some of the reasons local employers are not hiring

Veterans?

Lincoln Trail Business Survey Report 2012

Documents

Transcript of Lincoln Trail Business Survey Report 2012