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Kelleigh ButlerResearch and Planning Coordinator

Three Rivers Workforce Investment Board September 25, 2007

National Academy of Social Insurance

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The TRWIB approachWorkforce development encompasses:

The necessary skills and attitudes individuals need for a job

Availability of transit options, including public transportation

Thoughtful design and collaborative planning

Understanding and analyzing the local labor market

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Who we are

Established through the Congressional

Workforce Investment Act (1998 ) that created

more than 600 Workforce Investment Boards

(WIBs) across the country

An employer-driven, policy-making public entity

serving Allegheny County and Pittsburgh

Board Members are appointed by the County

Chief Executive and Mayor of Pittsburgh

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Who we are (cont’d)

The TRWIB Board consists of 45 members – with a cap of 65.

Unified by a shared concern about the quality of the workforce and the availability of good jobs in the region.

Always a private sector majority A diverse group of stakeholders that represent:

– Employers– Training providers– Labor unions– Government agencies – Community-based organizations

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How do we get the job done?

Board committees are one important resource:

The Appointments & Nominations Committee

The Communications Committee

The Executive Committee

The Finance Committee

The Labor Market Council

The Personnel Committee

The Program Committee

The Public Policy Committee

The Youth Policy Council

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Who we serve

Tier 3: Workforce, both current and future (indirect)Tier 3: Workforce, both current and future (indirect)

Tier 2: Employers, education, and training providers

(direct) Tier 2: Employers, education, and training providers

(direct)

Tier 1: Decision/policy makers affecting the region (direct) (e.g., Mayor, County, State, Federal)

Tier 1: Decision/policy makers affecting the region (direct) (e.g., Mayor, County, State, Federal)

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Primary functions and services

Policy Advisor Private Consultant Data Master Researcher WIA Administrator

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Our agenda todayOur discussion will center on three TRWIB

initiatives:

Shifting demographics of southwestern PA and other regions; the impact of an aging workforce

Preparing the next workforce Labor market data and intelligence

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Initiative 1: Shifting demographics; an aging workforce

Managing the Changing Workforce in southwestern PA; A Closer Look at Issues Related to Our Region’s Aging

Workforce©All rights reserved

We conducted this study in consultation with a study team that included Carnegie Mellon’s Center for Economic Development; the University of Pittsburgh’s Institute of Politics; Boston College’s Center on Aging and Work; and many regional and national partners.

Our goal continues to be: to inform employers; policy makers; employers; educators; community and faith based organizations; and training providers about our aging workforce.

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Initiative 1: Shifting Demographics (cont’d)

Why did we conduct this study? Since we already knew that our region was

“old, we set out to answer:

Is SWPA really that old? Are we getting older? Which industries have the oldest workforce? Do industries with the oldest workforces have a

problem? Are these industries addressing the issue? What strategies are needed to address the issue?

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Initiative 1: Shifting Demographics (cont’d)Why did we conduct this study?

Strategic workforce planning issues

Are the projections of population growth or decline that extend to the next 25 – 50 years reliable?

The uncertainty poses enormous challenges for workforce planning. But taking no action could be risky.

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QWI DataSpecialized census data and analysis

Business Survey

Sample based on “oldest” industries

InterviewsExploratory

Data Analysis and

Reporting

Structured StakeholderDiscussions

Define target audience Helps validatedata

Sparks-Informs

Initiative 1: Shifting Demographics (cont’d)Study Methodology – our approach

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Private Industries 45-54 55-64 65+ EOQE

Mining (except Oil and Gas) 6,500

Utilities 10,300

Petroleum and Coal Products Manufacturing 2,500

Primary Metal Manufacturing 14,100

Air Transportation 9,900

Transportation Equipment Manufacturing 2,600

Real Estate 10,600

Amusement, Gambling, and Recreation Industries 13,600

Miscellaneous Store Retailers 8,900

Personal and Laundry Services 15,100

Motor Vehicle and Parts Dealers 18,300

General Merchandise Stores 30,800

Health and Personal Care Stores 11,500

Food and Beverage Stores 32,700

Initiative 1: Shifting Demographics (cont’d) 21 relatively older industries identified 14 were mainly private industries (All rights reserved. Excerpts from

the TRWIB study

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Initiative 1: Shifting Demographics (cont’d)Further analysis allowed us to identify six of the oldest industries

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Initiative 1: Shifting Demographics (cont’d)Why isn’t every firm worried? Some are in the dark Some are older by design Some (think they) can buy their way out Some cannot, and are turning to or thinking of

turning to…– Technology– External workforce development partnerships– Ceasing operations! (Small, family owned)

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Initiative 1: Shifting Demographics (cont’d)Dealing with the issue: employer actions taken and to explore

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Initiative 1: Shifting Demographics (cont’d)Dealing with the issue: employer actions taken and to

explore

Frequent TRWIB-sponsored forums to better understand and gauge the perspective of employers

October 19, 2007 Forum about the issue

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Initiative 1: Shifting Demographics (cont’d)

Managing the Changing Workforce in Southwestern Pennsylvania

To see detailed study findings, please visit the TRWIB website:www.trwib.org

ContactKelleigh Butler

kbutler@trwib.org412.552.7094

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Initiative 2: Preparing the next workforceThe other end of the workforce continuum is preparing the

next workforce. We have done that through a number of initiatives:

During the 2006-2007 school year, we facilitated: More than 250 job shadow experiences 130 ementoring relationships Technical assistance for educators and guidance counselors Comprehensive local labor market information for guidance

counselors Connections to more than 30 employers

In addition TRWIB facilitates: The Youth Policy Council Implements the Work Ready Competencies – an assessment of

work readiness Supplies professional development to educators

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Method Labor Market Indicators – a set of

measures to supply a barometer of economic growth and potential challenges – related to the workforce

Employer Survey – an audit of the employer perspective on workforce requirements

Industry Partnerships

Initiative 3: Labor Market Data

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Method As a Labor Market Council (LMC) product,

TRWIB produces and distributes Promising Career Pathways to highlight careers with employment potential to guidance counselors in area schools.

Initiative 3: Labor Market Data