ALMIS Data At Work – A Consultant’s
Perspective
Presented to
The ALMIS Database Seminar – San Diego
August 15, 2005
Who is Godbe Research?
• Founded in January 1990
• Research Disciplines:
• Survey Research of Voters
• Survey Research for Local and Regional Planning
• Market Research for Corporations
• Workforce Clients Include:
• San Diego Workforce Partnership
• Orange County Workforce Investment Board
• Snohomish Workforce Development Council
• Silicon Valley Workforce Investment Network
The Three E’s of Workforce
Research
ECONOMY
How does the Economy
affect demand on the Workforce
• Cluster or Sector Approach
• Macroeconomic Impacts
Regional
Workforce
Research
EMPLOYER
• Hiring / Growth Expectations
• Employee Dev. Practices
• Firm Profile
EDUCATION
• Capacity
• Curriculum
• Flexibility
Using ALMIS Data in Workforce
Research
National Economic Trends
Regional Economic Comparison
Cluster / Industry Profile
Occupational Data
Questions facing Workforce
Planners
1. Occupational Gap Analysis
2. Cluster Comparison and Employer Profile
3. Industry and Occupational Skills Assessment
4. Education, Training, and Employee Development
Practices
5. Cluster or Region Specific Issues
Occupational Gap Analysis
• Is the supply of qualified candidates meeting
employers demand for a given occupation both now
and in the future?
• Wage pressure
• Employer’s perceived difficulty finding qualified
applicants
• Quantity of recruiting done outside of the region
• Industry and occupational growth
• New education or policy requirements (e.g. Nurse
ratios in the Healthcare Cluster for CA)
Occupational Gap Analysis Example
Primary Occupations - San Diego Healthcare Cluster
Dental Hygienists
Licensed Practical & Licensed Vocational Nurses
Pharmacy Technicians
Radiologic Technologists & Technicians
Registered Nurses
Cardiovascular Technologists & Technicians
Clinical, Counseling, and School Psychologists
Emergency Medical Technicians & Paramedics
Medical & Clinical Laboratory Technicians (Cytotechnologist)
Medical Assistants
Medical Records & Health Information Technician
Nursing Aides, Orderlies, and Attendants
Surgical Technologists
Dental Assistants
Occupational Therapist Assistants
Pharmacy Aides
Physical Therapist Assistants
Potential
Shortage
Red
Red
Red
Red
Red
Yellow
Yellow
Yellow
Yellow
Yellow
Yellow
Yellow
Yellow
Green
Green
Green
Green
Cluster Comparison and Employer
Profile
• How do the hiring and growth expectations for
employers in different clusters compare in a given
region?
• Hiring and Growth Expectations
• Number of Firms in a Cluster
• Relative size of a Cluster within the Regional
Economy
• Employer Hiring and Promoting Preferences
Cluster Comparison - Example
8%
BIOT
5.9%
6%
Projected Growth Rate in Next 12 Months
BSVC
6.3%
CONS
6.5%
MEDS
4.5%
4%
TOUR
4.4%
2%
EDUC
MANU
1.2%
1.1%
0%
GOVT
-2%
-2.0%
-4%
0
250
500
Num ber of Firm s
750
1000
Employer Profile – Example
Full-Tim e
Em ployees
Part-Tim e
Em ployees
Tem porary
Em ployees
Expected Grow th
in Em ploym ent
Over 12 Months
Expected
Retirem ent in
Next 3 Years
BIOM
87%
13%
13%
5.7%
2.0%
BSVC
86%
14%
12%
7.3%
2.5%
COMP
94%
6%
2%
11.0%
2.1%
NONC
81%
19%
15%
4.6%
2.0%
Overall
86%
14%
12%
6.5%
2.3%
Industry and Occupational Skills
Assessment
• What are the skills that are most important to
employers for a given occupation?
• What are the skills that current employees and
applicants most deficient in?
• Should applicants focus on improving their hard skills
(e.g. technical abilities) or soft skills (e.g.
communication skills) or both?
Occupational Skills Assessment Example
75%
63%
50%
26%
25%
20%
17 %
14 %
14 %
11%
9%
9%
6%
6%
6%
Wo rk
inde pe nde nt ly
F o llo w
dire c t io ns
P ro ble m s o lv ing s k ills
0%
T e c hnic a l C o m m unic a t io n Wo rk e t hic
c o m pe t e nc e
s k ills
Im po rt a nc e
D e f ic ie nc y
Education, Training, and Employee
Development Practices
• What type of employee development programs are
employers using?
• Are current employees and applicants receiving the
appropriate training and education from High School,
Community College, and Regional University’s.
• Are occupations that require specific training and/or
education facing capacity constraints?
Employee Development Practices - Example
100%
80%
60%
40%
60%
20%
45%
55%
52%
50%
49%
33%
32%
33%
35%
0%
In-House Classroom Training
BIOM
COMP
Career Development Programs/Career
Ladders
BSVC
NONC
Overall
Cluster or Regional Specific Issues
• Will a substantial percentage of employees retire in
this cluster or occupation in the next 3 years?
• Are employers in a specific cluster using specific
technology applications, such as GIS?
• Are employers in a given cluster outsourcing
positions to locations outside of the region?
Cluster or Regional Specific Issues
– Example Outsourcing
Both
16%
DK/Refused
1%
Yes
4%
Production/
Manufacturing
53%
Services
31%
Type of Business Process
Outside of
Orange County
19%
Outside of US
49%
No
95%
Outside of
California
32%
Location of Outsourcing
Cluster or Regional Specific Issues – Use
of GIS Technology
Difficulty Finding Employees with GIS Skills
DK/NA
11%
Cluster Usage of GIS Technology
BIOM
9%
71%
BSVC
8%
74%
COMP
8%
NONC 3%
Overall
0%
19%
21%
75%
20%
19%
40%
Yes
No difficulty
59%
14%
77%
6%
Some difficulty
19%
21%
79%
60%
No
80%
DK
Great difficulty
11%
100%
Putting Regional Workforce Questions
into a Greater Context
National / International
Statewide
Regional
City / County Level
ALMIS Data At Work – A Consultant’s
Perspective
Presented to
The ALMIS Database Seminar – San Diego
August 15, 2005