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Baltimore Regional Talent Development Pipeline Study
October 30, 2013
Socio-Economic and Labor Market Conditions
Highly-Educated Region
0%
5%
10%
15%
20%
25%
30%
35%
40%
1980 1990 2000 2010
Adults with Bachelor's Degree
Baltimore Area
United States
Prosperous Region
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
1980 1990 2000 2010
Median Household Income
Baltimore Area
United States
Economic Recovery
1,220
1,240
1,260
1,280
1,300
1,320
1,340
1,360
Au
g, 2
00
3
Au
g, 2
00
4
Au
g, 2
00
5
Au
g, 2
00
6
Au
g, 2
00
7
Au
g, 2
00
8
Au
g, 2
00
9
Au
g, 2
01
0
Au
g, 2
01
1
Au
g, 2
01
2
Au
g, 2
01
3
Tota
l E
mp
loym
en
t (0
00
)
Source: Current Employment Statistics Database
Total Employment, Baltimore Region Residents
Income Disparities
Source: National Center for Smart Growth
Income Disparities
Source: American Community Survey 2012 Estimates
Median Household Income 2012
$108,844
$89,179
$80,028 $76,645
$62,444
$39,241
Howard
County
Anne
Arundel
County
Carroll
County
Harford
County
Baltimore
County
Baltimore
city
United States $51,371
Racial Disparities in Opportunity
Source: American Community Survey 2006-2010 Estimates
Average Unemployment Rate By Race 2006-2010, Baltimore Region
4.3%
9.6%
5.6%
3.7%
7.8%
5.8%
White Black Latino Asian Other/Two or
More Races
Total, All Races
Educational Attainment Affects Opportunity
Source: American Community Survey 2011 Estimates
Unemployment Rate By Educational Attainment, Baltimore Region, 2011
Educational Attainment Share of the Labor Force Unemployment Rate
Less than high school graduate
8% 20.7%
High school graduate or equivalent
25% 11.4%
Some college or Associates degree
28% 7.9%
Bachelors degree or higher
38% 3.8%
Total Population 25 to 64 years
100% 7.8%
Elevated Number of Unemployed
Source: Local Area Unemployment Statistics, Quarterly Census of
Employment and Wages
Baltimore Region Employment and Unemployment - Comparative Measures
1,363
1,298
1,357
1,242
1,194
1,219
48,602
120,343
-
20,000
40,000
60,000
80,000
100,000
120,000
140,000
1,050
1,100
1,150
1,200
1,250
1,300
1,350
1,400
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
To
tal U
ne
mp
loye
d P
ers
on
s
To
tal E
mp
loym
en
t (0
00
)
Employment of Baltimore Region Residents (LAUS)
Employment at Businesses/Governments in the Baltimore Region (QCEW)
Unemployment of Baltimore Region Residents (LAUS)
Barriers to Employment Opportunity Encountered by Low-Skilled Adults
Transportation
Barriers
Low Basic
Math and
Literacy Skills
Difficulties
finding a job
that can cover
basic living
expenses
Lack of
Technical Skills
or Credentials
Limited Social
Network
Lack of
Experience
Best Practices for Workforce Development Among Low-Skilled Adults
Career Pathways offer a clear sequence of education and training courses and
credentials that are built around:
Sector
Strategies “Stackable” Training Contextual Learning
Industry Credentials Multiple Entry/Exit
Points
Intensive Wrap-
Around Services
Designs for Working
Learners
Accelerated/Integrat
ed Learning
• Aligned with the skill
needs of industry
sectors.
• Employers actively
engaged in
determining skill
requirements.
• Arranged or “chunked”
in a non-duplicative
progression of courses.
• Provide opportunities
to earn credits that
have labor market
value.
• Instructional strategies
that make work a
central context for
learning and help
students attain work
readiness skills.
• Combine adult
education with
postsecondary technical
training.
• Accelerate career
advancement of
participants.
• Meet needs of
nontraditional students
who combine work and
study.
• Lead to the attainment
of industry-recognized
degrees or credentials
that have value in the
labor market.
• Enable workers of
varying education and
skill levels to enter or
advance in a specific
sector or occupational
field.
• Incorporate academic
and career counseling
and wraparound
support services
(particularly at points
of transition).
Source: The Promise of Career Pathways: Systems Change (2012)
Industry-Led Sector Strategies Produce Superior and Lasting Results
Source: Job Training the Works: Findings from the Sectorial
Employment Impact Study
Have significantly higher earnings
Over the long-term, participants in sector-based workforce development…
Are more consistently employed
• Identify sector opportunities for low-
skilled workers to progress into mid-
skilled jobs that pay a family supporting
wage.
• Determine the training and educational
pipeline linked to those careers.
• Implement strategies to ensure a pipeline
of qualified workers is available to meet
the current and future workforce needs
of the region’s high growth industries
Goals of the Baltimore Talent Development Pipeline Study
How the Study Informs the Regional Workforce Development Plan
Regional Talent Development
Pipeline Study
Analysis of Barriers to Employment
Opportunity
Career-Related Transportation
Barriers Analysis
Career Pathways
Regional Workforce
Development Plan
1 2
3
4
5
1. There is a wide disparity in labor market outcomes
and opportunities for high skilled vs. low skilled
adults.
• Workers who do not have a high school diploma or
equivalent have unemployment levels more than five times
higher than workers with a Bachelor’s degree.
• One third of the region’s workforce is comprised of
individuals who either have not completed a high school
diploma or have attained a high school diploma or
equivalent as their highest level of education.
Key Findings of the Baltimore Talent Development Pipeline Study
2. The region’s job opportunities fall mainly into two categories:
(1) high-paying jobs requiring at least a Bachelors degree
and
(2) jobs that require few technical skills and pay less than a
living wage.
• Mid-skilled job opportunities that pay a living wage comprise
a small portion of the labor market.
• This trend is evident at a macro level and for most industry
sectors, making it difficult for low skilled workers to
recognize and progress into specialized mid-skill career
paths that pay family-supporting wages.
Key Findings of the Baltimore Talent Development Pipeline Study
3. A review of occupational hiring requirements in 13 industry
sectors reveals that six sectors offer the greatest promise for low
skilled workers to move into family-supporting, mid-skilled jobs:
1. The healthcare sector,
2. The construction sector,
3. The information technology sector (including
cybersecurity),
4. The transportation and warehousing sector,
5. The business services sector, and
6. The manufacturing sector.
Key Findings of the Baltimore Talent Development Pipeline Study
Share of Jobs by Minimum Education Required to Begin Work, 13 Selected Industry Sectors
Key Findings of the Baltimore Talent Development Pipeline Study
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Jobs with Minimum Entry Requirements of a High School Diploma or Less
Jobs Requiring an Associates Degree, Post-Secondary Award, or Some College
Jobs Requiring a Bachelor's Degree or Higher
Share of Jobs by Minimum Education Required to Begin Work, 13 Selected Industry Sectors
Key Findings of the Baltimore Talent Development Pipeline Study
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Jobs with Minimum Enrty Requirements of a High School Diploma or Less
Jobs requiring and Associates Degree, Post-Secondary Award, or Some College
Jobs Requiring a Bachelor's Degree or Higher
4. There are 39 occupations in the six sectors that are mid-
skilled occupations where workers can progress into a position
earning a living wage.
Key Findings of the Baltimore Talent Development Pipeline Study
Key Findings of the Baltimore Talent Development Pipeline Study
1. Electricians
2. Plumbers,
Pipefitters, and
Steamfitters
3. Carpenters
4. Operating Engineers
and Other
Construction
Equipment Operators
5. Highway
Maintenance
Workers
6. Brickmasons and
Blockmasons
7. Glaziers
8. Elevator Installers
and Repairers
9. Heating, Air
Conditioning, and
Refrigeration
Mechanics and
Installers
1. Computer Support
Specialists*
2. Computer Systems
Analysts*
3. Network and
Computer Systems
Administrators
4. Information Security
Analysts, Web
Developers, and
Computer Network
Architects
1. Industrial Truck and
Tractor Operators
2. Heavy and Tractor-
Trailer Truck Drivers
3. Cargo and Freight
Agents
4. Dispatchers
5. Bus and Truck
Mechanics and
Diesel Engine
Specialists
Healthcare Construction IT / Cybersecurity Transportation &
Logistics Business Services
1. Medical Assistants
2. Medical Records and
Health Information
Technicians
3. Pharmacy Technicians
4. Surgical Technologists
5. Radiologic
Technologists and
Technicians
6. Medical and Clinical
Laboratory
Technicians
7. Licensed Practical
and Licensed
Vocational Nurses
8. Emergency Medical
Technicians and
Paramedics
9. Registered Nurses
10.Respiratory Therapists
11.Dental Hygienists
1. Tax Preparers
2. Human Resources
Assistants
3. Hazardous Materials
Removal Workers
4. Environmental
Science and
Protection
Technicians, Including
Health
5. Civil Engineering
Technicians*
6. Electrical and
Electronics
Engineering
Technicians*
7. Mechanical
Engineering
Technicians
8. Other Engineering
Technicians
9. Architectural and Civil
Drafters
10.Mechanical Drafters*
*Note: Also a top manufacturing occupation
Key Findings of the Baltimore Talent Development Pipeline Study
14,450 7,163 7,166 4,449 2,576
35,804
49,374
17,254 12,458
17,839
46,787
143,712
Healthcare Occupations
Construction Occupations
Information Technology
Occupations
Transportation and Logisitcs Occupations
Business Services Occupations
Five-Sector Total
Hiring in Selected Occupations (Economy-Wide) Hiring in the Sector (Total, All Occupations)
Future Hiring Demand 2012-2020, Selected Sectors and Selected Occupations
Projected Hiring in 39 Selected Mid-Skill Occupations (2012-2020): 35,800
Unemployed Persons in the Baltimore Region 2012: 105,000
Detailed Findings of the Baltimore Talent Development Pipeline Study
Detailed Findings: Projected Job Creation and Total Hiring Demand
440
789
1,528
1,624
1,842
4,479
4,695
5,825
5,867
6,000
12,509
15,608
20,049
Utilities
Manufacturing
Wholesale
Finance & Insurance
Transportation And Warehousing
Information Technology
Retail Trade
Bioscience
Construction
Hospitality & Tourism
Education
Business Services
Healthcare
1,532
7,746
10,093
11,889
12,458
14,783
15,694
17,254
33,270
37,514
39,658
46,787
49,374
Utilities
Transportation & Warehousing
Wholesale
Manufacturing
Information Technology
Finance & Insurance
Bioscience
Construction
Education
Retail Trade
Hospitality & Tourism
Business Services
Healthcare
New Job Creation by Sector 2012-2020 Total Hiring Demand Incl. Turnover
Detailed Findings: Projected Job Creation and Total Hiring Demand
440
789
1,528
1,624
1,842
4,479
4,695
5,825
5,867
6,000
12,509
15,608
20,049
Utilities
Manufacturing
Wholesale
Finance & Insurance
Transportation And Warehousing
Information Technology
Retail Trade
Bioscience
Construction
Hospitality & Tourism
Education
Business Services
Healthcare
1,532
7,746
10,093
11,889
12,458
14,783
15,694
17,254
33,270
37,514
39,658
46,787
49,374
Utilities
Transportation & Warehousing
Wholesale
Manufacturing
Information Technology
Finance & Insurance
Bioscience
Construction
Education
Retail Trade
Hospitality & Tourism
Business Services
Healthcare
New Job Creation by Sector 2012-2020 Total Hiring Demand Incl. Turnover
Detailed Findings: Share of Jobs by Minimum Educational Requirements
Less than High School
High School Diploma or Equivalent
Associate's Degree, Post-Secondary Award, or Some
College, less than a Bachelor's Degree
Bachelor's Degree or Higher
Bioscience 2% 25% 13% 60%
Business Services 13% 36% 12% 38% Construction 18% 65% 12% 5%
Education 4% 28% 5% 63%
Finance & Insurance 6% 64% 4% 26%
Healthcare 11% 30% 38% 22%
Hospitality & Tourism 76% 20% 2% 2%
IT 2% 28% 13% 57%
Manufacturing 15% 55% 11% 19% Retail Trade 62% 31% 3% 3%
Transportation and Warehousing 24% 66% 4% 6% Utilities 4% 63% 11% 22%
Wholesalers 15% 61% 8% 16%
Detailed Findings: Average Wages by Minimum Educational Requirements
Less than High School
High School Diploma or Equivalent
Associate's Degree, Post-Secondary Award, or Some
College, less than a Bachelor's Degree
Bachelor's Degree or Higher
Bioscience $13.90 $24.37 $33.55 $42.05
Business Services $12.39 $20.81 $32.58 $42.60
Construction $16.19 $23.01 $40.91 $38.91
Education $11.39 $17.05 $28.11 n.a.
Finance & Insurance $12.87 $23.63 $45.04 $41.36
Healthcare $11.05 $18.42 $27.50 $40.46
Hospitality & Tourism $10.02 $18.62 $47.91 $31.64
IT $13.30 $24.73 $33.86 $44.33
Manufacturing $13.30 $20.40 $36.36 $43.27
Retail Trade $11.77 $19.55 $45.67 $47.61
Transportation And Warehousing
$14.34 $19.98 $44.14 $41.44
Utilities $14.11 $23.18 $38.23 $41.98
Wholesalers $13.65 $23.99 $42.28 $43.42
Detailed Findings: Talent Development Pipeline
888
1493
2,792
2,957
3656
4,556
6,995
7,485
15,117
28,869
48,194
61,648
64,015
Retail Trade
Utilities
Construction
Transportation and Warehousing
Wholesale
Manufacturing
Finance & Insurance
Hospitality & Tourism
Information Technology
Bioscience
Healthcare
Business Services
Education
Regional Post-Secondary Enrolment in
Programs Linked to Each Sector
• 2,049 post-secondary educational programs
in the Baltimore Region that reported
combined enrolment of 199,218 students
during the 2011-2012 period.
• 1,778 college and university programs with
combined enrolment of 184,844 students in
2012.
• 186 WIA-eligible training programs with
combined enrolment of 7,939 students
(2012).
• 85 other programs (non-WIA eligible) with
combined enrolment of 6,435 students.
• 46,250 graduates from all programs in the
most recent year of reporting (2011-2012).
Detailed Findings: Talent Development Pipeline
888
1493
2,792
2,957
3656
4,556
6,995
7,485
15,117
28,869
48,194
61,648
64,015
Retail Trade
Utilities
Construction
Transportation and Warehousing
Wholesale
Manufacturing
Finance & Insurance
Hospitality & Tourism
Information Technology
Bioscience
Healthcare
Business Services
Education
Regional Post-Secondary Enrolment in
Programs Linked to Each Sector
• 2,049 post-secondary educational programs
in the Baltimore Region that reported
combined enrolment of 199,218 students
during the 2011-2012 period.
• 1,778 college and university programs with
combined enrolment of 184,844 students in
2012.
• 186 WIA-eligible training programs with
combined enrolment of 7,939 students
(2012).
• 85 other programs (non-WIA eligible) with
combined enrolment of 6,435 students.
• 46,250 graduates from all programs in the
most recent year of reporting (2011-2012).
Regional Education and Training Capacity
Sector
Training and Education Capacity
WIA-Eligible Training Programs
Enrolment in WIA-Eligible Training
Programs
All Programs Less than a Bachelor's
Degree
Enrolment in Programs Less
than a Bachelor's Degree
Total Educational and Training
Programs
Total Enrolment - All Programs
Bioscience 7 119 115 6,072 384 28,869
Business Srvs. 56 1,000 341 18,115 767 61,648
Construction 26 586 62 2,677 65 2,792
Education 2 338 142 40,329 413 64,015
Finance & Ins. 7 144 52 2,881 101 6,995
Healthcare 66 4,153 218 20,150 459 48,194
Hospitality & Tourism
7 244 39 2,212 115 7,485
IT 28 176 151 5,490 271 15,117
Manufacturing 9 189 38 1,506 72 4,556
Retail Trade 4 99 9 649 15 888
Transportation & Warehousing
15 1,668 44 2,918 45 2,957
Utilities - - 10 486 17 1493
Wholesale 9 1,129 33 2,201 45 3656
Regional Education and Training Capacity
Sector
Training and Education Capacity
WIA-Eligible Training Programs
Enrolment in WIA-Eligible Training
Programs
All Programs Less than a Bachelor's
Degree
Enrolment in Programs Less
than a Bachelor's Degree
Total Educational and Training
Programs
Total Enrolment - All Programs
Bioscience 7 119 115 6,072 384 28,869
Business Srvs. 56 1,000 341 18,115 767 61,648
Construction 26 586 62 2,677 65 2,792
Education 2 338 142 40,329 413 64,015
Finance & Ins. 7 144 52 2,881 101 6,995
Healthcare 66 4,153 218 20,150 459 48,194
Hospitality & Tourism
7 244 39 2,212 115 7,485
IT 28 176 151 5,490 271 15,117
Manufacturing 9 189 38 1,506 72 4,556
Retail Trade 4 99 9 649 15 888
Transportation & Warehousing
15 1,668 44 2,918 45 2,957
Utilities - - 10 486 17 1493
Wholesale 9 1,129 33 2,201 45 3656
Gaps in Training Capacity
Sector
Job Opportunity Training and Education Capacity Earnings for Occupations
in the Sector
Employ-ment
2012
Share of Workforce (Employed
in the Region)
Total Hiring Demand
(Including Turnover) 2012-2020
Pct. Of Jobs with
Minimum Education
Requirement Less than a
Bachelors Degree
WIA-Eligible Training All Education and
Training Programs Lasting Less than Four Years
Average Hourly
Wage 2012
Average Annual
Earnings 2012
Pro
gram
s
Enro
llmen
t
Pro
gram
s
Enro
llmen
t
Bioscience 57,089 4.70% 15,694 40% 7 119 115 6,072 $36.09 $75,144
Business Services
190,554 15.60% 46,787 62% 56 1,000 341 18,115 $29.55 $61,550
Construction 67,953 5.60% 17,254 95% 26 586 62 2,677 $24.62 $51,216
Education 116,339 9.50% 33,270 37% 2 338 142 40,329 n.a. $58,992
Finance & Insurance
71,452 5.90% 14,783 74% 7 144 52 2,881 $28.45 $59,183
Healthcare 188,405 15.50% 49,374 78% 66 4,153 218 20,150 $25.95 $54,288
Hospitality & Tourism
118,294 9.70% 39,658 98% 7 244 39 2,212 $12.87 $26,719
Information Technology
49,182 4.00% 12,458 43% 28 176 151 5,490 $36.82 $76,586
Manufacturing 62,863 5.20% 11,889 81% 9 189 38 1,506 $25.43 $52,891
Retail Trade 138,329 11.30% 37,514 97% 4 99 9 649 $16.56 $34,451
Transportation & Warehousing
32,100 2.60% 7,746 94% 15 1,668 44 2,918 $20.94 $43,565
Utilities 5,894 0.50% 1,532 78% - - 10 486 $28.73 $59,760
Wholesale 46,389 3.80% 10,093 84% 9 1,129 33 2,201 $26.93 $56,008
Implications for the Regional Workforce Development Plan
• Industry-led partnerships will be an important component of
the plan, especially in high-opportunity sectors.
• Many mid-skilled family-supporting jobs are specialist/niche
occupations (100s of job openings, rather than 1,000s).
Resources will be needed to offer a broad menu of training
options for these diverse occupations.
• Efforts to increase graduation rates and promote a successful
transition to post- secondary education and/or training are
essential.
Implications for the Regional Workforce Development Plan
• Training to prepare low-skilled workers for promising entry-level
positions will require a combination of essential skills training,
basic math and literacy education, and technical skills training
needed for mid-skilled occupations.
• Strategies to reduce transportation barriers, social barriers,
and other barriers should be designed to support workers in
high-opportunity sectors.
• Example: Ensure transit service is available to areas where
transportation & logistics businesses are located, and is available for
2nd and 3rd shift workers).
Next Steps
• Study of Barriers to
Employment Opportunity
• GIS Analysis of the
Journey to Work
• Career Pathways
Mapping
• Regional Workforce
Development Plan
Preview: Off-Peak Transit Times for Cherry
Hill Residents to Travel to Transportation
and Logistics Sector Jobs