Ozarks Regional Economic Partnership Regional Labor Skills Assessment - 2002 University Center for Survey Research for Survey Research By Mike Walker,

Ozarks Regional Economic Partnership Regional Ozarks Regional Economic Partnership Regional Labor Skills Assessment - 2002Labor Skills Assessment - 2002

University CenterUniversity Center

for Survey Research for Survey Research

By By

Mike Walker, M.S. Mike Walker, M.S.

Research ScientistResearch Scientist

and and

Brett Zollinger, Ph.D.Brett Zollinger, Ph.D.

DirectorDirector

Primary Objectives:Primary Objectives:

Ascertain the required skill level for organizations/businesses in Ascertain the required skill level for organizations/businesses in the OREP region.the OREP region.

Determine the need for improvement in basic skills, thinking skills, Determine the need for improvement in basic skills, thinking skills, personal quality skills, and technical skills of the OREP regional personal quality skills, and technical skills of the OREP regional workforce.workforce.

Ascertain the skill levels of new employees today relative to new Ascertain the skill levels of new employees today relative to new employees five years ago and the ability to hire skilled employees employees five years ago and the ability to hire skilled employees today compared with this ability two to three years ago.today compared with this ability two to three years ago.

Ascertain the productivity of employees today compared to the Ascertain the productivity of employees today compared to the productivity of employees three years ago.productivity of employees three years ago.


Primary Objectives (cont.):Primary Objectives (cont.):

Determine the level of underemployment among employees of Determine the level of underemployment among employees of organizations/businesses in the OREP region.organizations/businesses in the OREP region.

Determine the need fro training on basic skills, thinking skills Determine the need fro training on basic skills, thinking skills personal quality skills, technical skills, and computer skills in the personal quality skills, technical skills, and computer skills in the OREP regional workforce.OREP regional workforce.

Determine the importance of the public education system in the Determine the importance of the public education system in the OREP region for local business investment and expansion, and OREP region for local business investment and expansion, and ascertain the strength of the public school system for the business ascertain the strength of the public school system for the business environment of the region.environment of the region.

Estimate prevailing wage levels and benefit levels associated with Estimate prevailing wage levels and benefit levels associated with common occupational categories.common occupational categories.


Study MethodsStudy Methods

Self-administered mail survey of 671 regional employers with Self-administered mail survey of 671 regional employers with five or more employeesfive or more employees

List acquired from the Missouri Department of Labor and List acquired from the Missouri Department of Labor and Industrial RelationsIndustrial Relations

Three waves: June 3, 2002; June 18, 2002; and July 9, 2002Three waves: June 3, 2002; June 18, 2002; and July 9, 2002

Total of 190 completed questionnaires were returned by August Total of 190 completed questionnaires were returned by August 5, 2002 (overall cooperation rate = 28%)5, 2002 (overall cooperation rate = 28%)

Ozarks Regional Economic PartnershipOzarks Regional Economic Partnership(Region consists of four subregions)(Region consists of four subregions)

Barry and Lawrence County SubregionBarry and Lawrence County Subregion

Dade, Dallas and Polk County SubregionDade, Dallas and Polk County Subregion

Springfield Metro Subregion (Greene, Webster and Christian)Springfield Metro Subregion (Greene, Webster and Christian)

Taney and Stone County SubregionTaney and Stone County Subregion

Ozarks Regional Economic PartnershipOzarks Regional Economic Partnership(Regional Results)(Regional Results)

Full time employeesFull time employees

Median = 11Median = 11 Minimum = 0Minimum = 0 Maximum = 1,495Maximum = 1,495

Part time employeesPart time employees

Median = 2Median = 2 Minimum = 0Minimum = 0 Maximum = 411Maximum = 411

Total employeesTotal employees

Median = 15Median = 15 Minimum = 2Minimum = 2 Maximum = 1,893Maximum = 1,893


Figure 1: Percentage of Employees by Occupational Category

Cust Serv Staff11.6%

Unskilled Labor18.7%

Truck/Heavy Equip Op

4.0%

Skilled Trades/Crafts

15.1%

Business/Mgmt

11.3%

Desig/Draftsmen0.9%Engineers

0.4%

Lic Care P rov1.7%

Chem P roc/Lab Tech0.8%

Sales Operatives

13.2%

Computer Support

2.3%

Clerical12.7%Other Adv P rof

7.3%


Figure 2: Employer Hiring Plans Over the Next Year

1-5 Additional44.7%

Same Number39.9%

Over 50 Additional2.3%

Reduce6.1%

6-10 Additional6.0%

26-50 Additional0.2%11-25 Additional

0.8%


Figure 3: Required Skill Level for Most Employees

Use Low Skills7.4%

Use Average Skills63.5%

Use High Skills29.0%

Figure 4: Change in Needed Entry Level Skills Past Five Years

Stayed Same31.1%

Increased Slightly42.1%

Decreased Signif2.8%

Decreased Slightly3.0%

Increased Signif21.0%


Figure 5: Employees in Need of Basic Skills Improvement

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Oral Communication

Listening

Computation/Math

Writing

Reading

Most Some None

Figure 6: Employees in Need of Thinking Skills Improvement

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Willingness to Learn

Comprehension/Understanding

Problem Solving

Decision Making

Creative Thinking

Most Some None


Figure 7: Employees in Need of Personal Quality Skills Improvement

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Work Attitude/Habits

Adaptability/Flexibility

Leadership

Goal-Setting/P ersonal Motivation

Teamwork

Minority Relations

Gender Relations

Interpersonal Relations

Most Some None


Figure 8a: Employees in Need of Technical Skills Improvement

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Business/Mgmt.

Technical/Electrical

Software Competency

Basic Use of a Computer

Technical Language

Typing/Keyboarding

Most Some None

Figure 8b: Employees in Need of Technical Skills Improvement

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Other General Labor

Governmental Reg. Compliance

Sales


Machine Operation

Most Some None


Figure 9: New Employees Compared to the New Employees of Five Years Ago

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Technical Skills

P ersonal Qualities

Thinking Skills

Basic Skills

Higher The Same Lower

Figure 10: New Hires Meet Needs of Organization

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

General Labor

Skilled Trades

Technical

Sales

P rofessional

Managerial

Clerical

Not Well Adequate Very Well


Figure 11: Skilled Employee Productivity Compared to Three

Years Ago

More P roductive

Today31.0%

About the Same40.6%

Less P roductive

Today28.4%

Figure 12: Unskilled Employee Productivity Compared to Three

Years Ago

More P roductive

Today12.7%

About the Same53.3%

Less P roductive

Today34.0%


Percent of Business/Company Employees Underemployed

# of Employers Valid Percent

0-5% 70 41.3%

6-10% 26 15.3%

11-15% 16 9.3%

16-20% 18 10.5%

21-25% 13 7.5%

26-30% 14 8.1%

More than 30% 13 7.9%

Total 170 100.0%


Figure 13: Ease in Hiring Full Time Skilled Employees Compared to Two or Three Years Ago

Slightly More Difficult44.0%

About the Same24.0%

Much More Difficult25.0%

Much Less Difficult

0.9%Slightly

LessDifficult6.2%

Figure 14: Potential for Finding Good Skilled Employees in the Region Over the Next Two to Three Years

Improving14.9%

Staying the Same50.8%

Declining34.3%


Figure 15: Ease in Hiring Full Time Unskilled Employees Compared to Two or Three Years Ago

Much More Difficult

8.1%

Slightly More Difficult28.2%

About the Same44.3%

Slightly LessDifficult

9.8%

Much Less Difficult

9.5%

Figure 16: Potential for Finding Good Unskilled Employees in the Region Over the Next Two to Three

Years

Improving8.5%

Staying the Same60.8%

Declining30.7%


Figure 17: Employees Will Need More Basic Skills Training

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Oral Communication

Listening

Computation/Math

Writing

Reading

Yes No

Figure 18: Employees Will Need More Thinking Skills Training

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Willingness to Learn

Comprehension/Understanding

P roblem Solving

Decision Making

Creative Thinking

Yes No


Figure 19: Employees Will Need More Personal Quality Skills Training

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Work Attitude/Habits

Adaptability/Flexibility

Leadership

Goal-Setting/P ersonal Motivation

Teamwork

Minority Relations

Gender Relations

Interpersonal Relations

Yes No


Figure 20a: Employees Will Need More Technical Skills Training

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Business/Mgmt.

Technical/Electrical

Software Competency

Basic Use of Computer

Technical Language

Typing/Keyboarding

Yes No

Figure 20b: Employees Will Need More Technical Skills Training

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Other General Labor

Governmental Reg.Compliance

Sales


Machine Operation

Yes No


Figure 21: Employee Need for Computer Software Training

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Industry Specific Software

Scheduling Software

P resentations Software

CAM Systems

CAD Systems

Computer Languages

Operating Systems

Data Bases

Spread Sheets

Word P rocessing

Need Much Training Need Some Training Need No Training


Figure 23: Importance of Public Education for Organization Expansion and Investment

Unimportant19.4%

Somewhat Important

31.3%

Very Important

49.3%

Figure 24: Public Education in Region as a Strength of the Local Business Environment

Very Much Weakness

5.7%

Somewhat Weakness

23.4%

Neither (neutral)24.3%

Very Much Strength18.2%

Somewhat Strength28.5%


Figure 25: Minimum Educational/Training Standards for Most Jobs in Organization

Less than H.S. Diploma

12.5%

H.S. Diploma52.1%

Some College4.6%

College Degree7.7%

Some Tech. Training17.5%

Tech. Training Cert.5.5%


Wage and Benefit Levels by Occupational Category

Position Average Range of Hourly Vacation Health Care

Retirement

Hourly Wage Wage Rate Benefits Benefits Benefits

($/hour) ($/hour) (%) (%) (%)

Clerical $9.37 $5.50 - $16.00 90.6% 76.6% 65.0%

Computer Support $12.28 $6.00 - $20.00 92.8% 88.1% 77.0%

Sales Operatives $14.09 $2.13 - $45.00 84.7% 86.8% 64.3%

Business/Mgmt $19.86 $6.25 - $121.00 93.1% 86.8% 73.9%

Chem Proc/Lab Tech $11.95 $7.50 - $16.00 86.3% 86.3% 62.0%

Lic Care Prov $13.40 $6.00 - $30.00 84.7% 71.8% 53.1%

Designer/Draftsmen $14.21 $8.00 - $30.00 94.5% 81.0% 57.3%

Engineers $22.43 $10.00 - $40.00 92.7% 92.7% 66.7%

Skilled Trades/Crafts $12.46 $6.00 - $21.00 90.5% 84.5% 61.0%

Truck/Heavy Equip Op $11.30 $7.75 - $20.00 96.0% 89.5% 69.9%

Unskilled Labor $7.78 $5.30 - $14.00 75.8% 67.8% 51.3%

Cust Serv Staff $8.20 $2.13 - $16.00 78.2% 72.2% 59.3%

Other Adv Prof $21.81 $8.00 - $100.00 89.2% 92.6% 75.3%

Summary of FindingsSummary of Findings

Major skill improvement needs include:Major skill improvement needs include: Oral communication and ListeningOral communication and Listening Decision-making and problem-solvingDecision-making and problem-solving Goal-setting/motivation and leadershipGoal-setting/motivation and leadership Software competency and business-Software competency and business-

managementmanagement

Summary of FindingsSummary of Findings

35% of employers find it “slightly more difficult” to find full-time skilled 35% of employers find it “slightly more difficult” to find full-time skilled employees than it was 2 to 3 years ago, while 24% find it “much more employees than it was 2 to 3 years ago, while 24% find it “much more difficult” to do sodifficult” to do so

38% of employers find the workforce a 38% of employers find the workforce a strengthstrength to the business to the business environment, while 38% the workforce a environment, while 38% the workforce a weaknessweakness..

Advertising, referrals, and work-of-mouth are some of the most preferred Advertising, referrals, and work-of-mouth are some of the most preferred practices for recruiting good employees.practices for recruiting good employees.

53% of employers require high school diplomas.53% of employers require high school diplomas.

47% of employers find the public education system a 47% of employers find the public education system a strengthstrength to the to the business environment, while 34% find the workforce a business environment, while 34% find the workforce a weaknessweakness..

The greatest barriers to employee productivity are “childcare availability” The greatest barriers to employee productivity are “childcare availability” and “access to healthcare.”and “access to healthcare.”

Southwest Missouri Labor Basin Southwest Missouri Labor Basin AssessmentAssessment

Southwest Missouri Workforce Skills Southwest Missouri Workforce Skills Assessment SurveyAssessment Survey

Mike WalkerMike Walker

785-628-5563785-628-5563

[email protected]@fhsu.edu

Brett ZollingerBrett Zollinger

785-628-5881785-628-5881

[email protected]@fhsu.edu

www.fhsu.edu/docking www.fhsu.edu/docking

Documents

Ozarks Regional Economic Partnership Regional Labor Skills Assessment - 2002 University Center for Survey Research for Survey Research By Mike Walker,