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Highlights of the 100 face-to-face interviews with Eastern Kentucky employers conducted by Career Span, Inc.
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© 2010 Workforce Opportunity Project. All rights reserved - 2 -
Find complete report and analysis: http://www.workforceopportunityproject.com
© 2010 Workforce Opportunity Project. All rights reserved - 3 -
Rocky Adkins discussing the workforce Rocky Adkins discussing the workforce opportunity project’s importanceopportunity project’s importance
Copy and paste this link to your browser:
http://youtu.be/56BdEmiLiAI
© 2010 Workforce Opportunity Project. All rights reserved - 4 -
1. To conduct an empirically based research project to provide evidence of Eastern Kentucky’s job creation, growth or decline.
2. Listen to what employers are saying regarding workforce needs:A. Job Skills – employability; “what a person is
trained to do.” What are the skills needed by employers?
B. Personal Traits – sustainability; “how a person does their job.” What traits are most critical.
3. Asking employers about their needs based on their projections over the next five years.
The Workforce Opportunity Project’s inception:
© 2010 Workforce Opportunity Project. All rights reserved - 5 -
Objectives
Primary Research Objectives:Document the required skills for occupationsIdentify those skills employers specify as most frequently deficient or missing in the workforceDocument the required education, training, or credentials for these occupations
© 2010 Workforce Opportunity Project. All rights reserved - 6 -
Methodology
Study conducted with 100 business owners and managers in 23 counties in Eastern Kentucky.• Respondents were responsible for company staffing decisions.
Interviews were conducted face to face by certified GCDF professionals.
Interviewing took place from September 2009 through August 2010.
Methodology
© 2010 Workforce Opportunity Project. All rights reserved - 7 -
Methodology, continued
The respondent companies were grouped into four categories of business:• Health Care (SIC code 80)
• Hospitals, clinics, nursing homes, other medical• Mining (SIC codes 12, 14)
• Coal and mineral extraction• Construction (SIC codes 15, 17)
• Residential, commercial construction, contractors, etc. • General Business
• All other business categories except retail and government
Methodology
© 2010 Workforce Opportunity Project. All rights reserved - 8 -
Methodology, continuedThe business categories were selected with the assistance of Ron Crouch:• Previous Director of the Kentucky State Data Center, now with
Workforce Investment Board.
The business categories were selected based on the following logic:• Healthcare selected as a growth industry.• Mining selected due to the anticipated continued demand for energy.• Construction also identified as a growth industry.• General business provides a representation of all other sectors.
Methodology
© 2010 Workforce Opportunity Project. All rights reserved - 9 -
Methodology, continuedA stratified sampling plan was developed whereby a specified target number of interviews was identified.• Health Care and Construction - 25 interviews each• Mining - 10 interviews
• Industry is consolidating and fewer employers with more locations• General Business – 40 interviews
A list of businesses in these categories was purchased from InfoUSA, a major business list provider.• List was a random selection of business entities in each classification
Methodology
© 2010 Workforce Opportunity Project. All rights reserved - 10 -
Key Data Highlights- Background -
© 2010 Workforce Opportunity Project. All rights reserved - 11 -
Key Data Highlights The job skills categories used in the interview were defined as follows:
1. Physical skills-defined as the ability to work easily with tools, equipment and physical strength (Code 100 series)
1. Mental skills- defined as the ability to engage in activities that require critical thinking and reason (Code 200 series)
2. Social skills- defined as the ability to get along with others and develop regard for team dynamics (Code 300 series)
3. Traditional Skills- defined as the ability to use information to make decisions, plan and carry out projects (Code 400 series)
Key Data Highlights (Background)
© 2010 Workforce Opportunity Project. All rights reserved - 12 -
Key Data Highlights – Background, ContinuedKey Data Highlights
RealisticInvestigative
Artistic
SocialEnterprising
Conventional
All Physical skills (100 Series) fit in the Realistic theme.
Mental skills (200 Series) are distributed across the Investigative and Artistic themes.
Social skills (300 Series) are distributed across the Social and Enterprising themes.
Most Traditional skills (400 Series) fit in the Conventional theme.
© 2010 Workforce Opportunity Project. All rights reserved - 13 -
Key Data HighlightsIn addition to job skills, employers also evaluate candidates on their personal characteristics.These are called “Personal Traits.”• These are also referred to as “sustainability “ factors.• The stronger an employee is in exhibiting certain traits, the more
valuable he/she is to an employer.
There are four categories of Personal Traits• Character; qualities that exemplify positive attributes (Code 500 Series)
• Motivation; qualities that engage one to set and accomplish goals (Code 600 Series)
• Social; enables one to relate easily to others (Code 700 Series)
• Intellectual; qualities that enhance one’s capacity for knowledge and understanding (Code 800 Series)
© 2010 Workforce Opportunity Project. All rights reserved - 14 -
Skills Needed in Current JobsKey Data Highlights
% of Companies With Job Skill Needed
90
90
90
90
90
90
91
91
93
94
96
50 55 60 65 70 75 80 85 90 95 100
203 CRITICAL THINKING ABILITY
304 INSTRUCT/TEACH
308 DELEGATE
315 WORKS WELL WITHIN A TEAM
401 READING COMPREHENSION
410 TIME MANAGEMENT
303 MAINTAINS CONFIDENTIALITY
417 FOLLOW INSTRUCTIONS
201 MATHEMATICAL COMPUTATION
408 MAKE DECISIONS
301 VERBAL ABILITY
% of Total Sample
© 2010 Workforce Opportunity Project. All rights reserved - 15 -
Skills Needed in Current JobsKey Data Highlights
% of Companies With Job Skill Needed
86
86
86
86
87
88
88
89
50 55 60 65 70 75 80 85 90 95 100
405 PLAN
406 COLLECTING DATA
413 KEEP RECORDS
416 BUDGET
407 INTERPRET DATA
307 ATTENTIVE LISTENER
404 COMPUTER/TECHNICAL LITERACY
409 ORGANIZED
% of Total Sample
© 2010 Workforce Opportunity Project. All rights reserved - 16 -
Skills Needed in Current JobsKey Data Highlights
% of Companies With Job Skill Needed - Average Across Skill Category
48
66
85 85
40
50
60
70
80
90
100
100 Physical 200 Mental 300 Social 400 Traditional
% o
f Tot
al S
ampl
e
© 2010 Workforce Opportunity Project. All rights reserved - 17 -
Personal Traits Needed – Current JobsKey Data Highlights
% of Companies With Personal Traits Needed
72
76
81
81
82
86
89
91
50 55 60 65 70 75 80 85 90 95 100
809 FORWARD THINKING (TO FUTURE)
701 RESOLVES CONFLICT
503 STRONG WORK ETHIC
808 WILLINGNESS TO LEARN
806 DECISION-MAKER
703 TEAM-PLAYER
501 HONESTY
804 EFFECTIVE PROBLEM-SOLVER
% of Total Sample
© 2010 Workforce Opportunity Project. All rights reserved - 18 -
Personal Traits Needed – Current JobsKey Data Highlights
% of Companies With Personal Trait Needed - Average Across Trait Category
48 4947
62
40
50
60
70
80
90
100
500 Personal Character 600 Motivation 700 Social 800 Intellectual
% o
f Tot
al S
ampl
e
© 2010 Workforce Opportunity Project. All rights reserved - 19 -
Profile of the Future Eastern Kentucky Employee
Job Skills:Improvements in Traditional Skills such as •Decision Making•Following Instructions•Time Management•Reading Comprehension
Improved Social Skills such as •Verbal Ability•Maintain Confidentiality•Instruct/Teach
Personal Traits:Improved Intellectual Traits, such as•Problem Solving•(Being a) Decision Maker •Forward Thinking
Improved Social Traits such as •Being a team Player•Resolving Conflict
Education / Training:Training beyond standard high school curricula.
Advanced health care-related studies
Relevant business skills