Southern Maine Community College

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INNOVATIONS IN LABOR MARKET INFORMATION

&
APPLICATIONS

NATIONAL FUND FOR WORKFORCE SOLUTIONS

JUNE 19, 2012

Robert Holm, JFF

Rock
Pfotenhauer
, Cabrillo College

PRESENTATION OUTLINE

1.
Why Do We Need Innovations in LMI?


Dynamic & complex labor markets


Education spending and debt


1.
What are the Real Time Innovations and What Can They Tell Us?


Two examples: Health Informatics, Information Technology


JFF’s

Credentials that Work


2.

How Can We Use Data to Engage Employers and Impact Programs?


Cabrillo College tools


Bay Area Community College Consortium collaboration


3.
Questions, Answers & Resources


2

WHY DO LMI INNOVATIONS MATTER?:

DYNAMIC & COMPLEX LABOR MARKETS



WHY DO LMI INNOVATIONS MATTER?:

DYNAMISM &
CREATIVE DESTRUCTION

4

BLS:
BUSINESS EMPLOYMENT
DYNAMICS

5

NEW JOBS


NEW
SKILLS

6

CHURN,
CHURN,
CHURN
IN
EVERY SEASON ………

WHY DO LMI INNOVATIONS MATTER?:

SKILLS AND CREDENTIALS IN THE U.S. ECONOMY


8

WHY DO LMI INNOVATIONS MATTER?

SOURCE: Education Sector,
Debt to Degree: A New Way of Measuring College Success
, 2011


For
-
profit four
-
year
institutions:
$43,383 in
debt for every degree




Private non
-
profit
universities produce
roughly half that



Similar patterns exists at
two
-
year and less
-
than
-
two
-
year institutions

WHY DO LMI INNOVATIONS MATTER?

PRESENTATION OUTLINE

1.
Why Do We Need Innovations in LMI?


Dynamic & complex labor markets


Education spending and debt


1.
What are the Real Time Innovations and What Can They Tell Us?


Two examples: A) Health Informatics, B) Information Technology


JFF’s

Credentials that Work


2.

How Can We Use Data to Engage Employers and Impact Programs?


Cabrillo College tools


Bay Area Community College Consortium collaboration


3.
Questions, Answers & Resources


10


Data from job postings on Internet job boards, company
websites, and newspapers using web
-
spidering

technology.



Collected frequently and de
-
duplicated.



Parsed to examine hiring requirements: education,
experience, skills, and certifications.



Pulls out information on current trends, emerging
occupations, and current and emerging skill requirements.


11

WHAT
IS

“REAL
-
TIME LMI”?

Benefits


Continuously updated


Actual openings, not estimates


Allows for occupational skill analysis


Can identify new and emerging
occupations


Improve employer outreach and
engagement


Supplement to traditional LMI, not a
replacement

Limitations & Caveats


Varying data quality
-

Job postings
weren’t for analysis


Drawing actionable conclusions is
complex


Duplication of job openings is not
always easily detected


Some occupations do not use online
job ads for recruitment

Benefits and Limitations of Real
-
Time LMI

12

Benefits


Reliable and robust


Consistent and documented
methodologies


Time series and regional
comparisons


Public, no
-
cost distribution


Limitations


Looking backward/lacking current
labor market perspective


Static/not dynamic


Lacks data on current
demand/employers’ requirements


Does not effectively capture
emerging occupations/skill
requirements/certifications


13

TRADITIONAL LMI


Traditional LMI Source: EMSI


Real
-
time LMI Source: Burning Glass Labor Insight


Real
-
time Period: Full year 2011 (Jan
-
Dec 2011)


Traditional LMI Period: 2012
-
2017


Geography: United States

14

14

Case Study: Health

Care Informatics

Health Informatics (HI) Growth:

What Traditional LMI Doesn’t Show

Traditional vs. Real Time Example



BLS Tracks only 1 HI Occupation:
Medical Records and Health
Information Technicians (SOC 29
-
2071)



BLS shows only 5.3% growth between
2007 and 2011



Meanwhile, Real Time Data shows 26%
growth in Health Informatics Jobs
listings



39% in Arizona, for the same period!


15

26%

15%

27%

16%

30%

22%

39%

7%

0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Health Informatics Job Listing
Growth 2007
-
2011

Source: Burning Glass Labor Insight

Sources

EMSI
www.economicmodeling.com

http://www.burning
-
glass.com/healthinformatics
/

WHAT ARE THE EMERGING JOB TITLES?

16

546

561

573

675

822

902

925

1,173

2,760

2,907

0
500
1,000
1,500
2,000
2,500
3,000
3,500
Medical Biller/Coder
Medical Records Coder
Coding Specialist
Inpatient Coder
Coder
Medical Recoders Roi Specialist
Clinical Systems Analyst
Medical Records Technician
Medical Records Clerk
Medical Coder
Top Health Care Informatics Job
Titles,
2011

Source: Burning Glass Labor Insight

Period: 1/1/11


12/31/11

Total Postings:52,323

SKILLS & CERTIFICATIONS IN DEMAND:

Health Informatics

SKILLS


Medical Coding


Health Information Technology


Icd
-
9
-
Cm Coding


Medical Records


Knowledge Of Health Information
Management (him)


Inpatient Coding


Health Information Management
(him) Experience


Health Information


Anatomy


Outpatient Coding

CERTIFICATIONS


Registered Health Information
Technician (RHIT
-

27%)


Registered Health Information
Administrator (RHIA
-

25%)


Certified Coding Specialist
(15%)


Medical Billing And Coding
Certification (7%)


Certified Coding Associate
(2%)


Acute Care Certification (1%)


Epic Certification (1%)

17

Source: Burning Glass Labor Insight

Period: 1/1/11


12/31/11

Total Postings:52,323

18

INFORMING POSTSECONDARY


Source
: Burning Glass Labor Insight, 2011


Traditional LMI Source: EMSI


Real
-
time LMI Source: Burning Glass Labor Insight


Real
-
time Period: January 1, 2011

October 19, 2011


Geography: United States

19

19

Case Study: Information

Technology (IT)

3,934

385,315

450,783

579,275

581,161

705,337

803,953

970,348

1,128,893

1,153,768

Mapping Software
Software Testing And Qa
General
Operating Systems
Support
Web Design And Technologies
Network Administration And Security
Business Intelligence
Databases And Data Warehousing
Programming Development Engineering
0
200,000
400,000
600,000
800,000
1,000,000
1,200,000
1,400,000
IT Cluster Distribution, U.S.

Source: Burning Glass Labor Insight

Period: 1/1/11


10
/19/11


TRACKING

SKILLS

(vs. Occupations) DEMAND:

SKILL CLUSTER ANALYSIS

Sub
-
Cluster

Illustrative Skills and Knowledge Areas

Business Intelligence

SAP; Business Objects; Crystal Reports

Computer Programming,
Development, and
Engineering

C++; Perl; Rapid Application Development

Database Administration &
Data Warehousing

Database Administration; Operational Data Store;
Microsoft SQL

Network Administration &
Security

Cisco Routers; Computer Networking; Network
Engineering

Operating Systems

Macintosh OS; Operating Systems; Red Hat Linux

Software Testing & Quality
Assurance

Software Testing; Systems Analysis; TestFrame

Support

Computer Repair; Computer Troubleshooting;
Hardware Configuration

Web Design & Technology

Dreamweaver; Interface Design; Quark Xpress

Skill cluster analysis
goes beyond
traditional
occupational analysis
to track job demand
by specialized skill
sets or clusters


which can be
mapped to education
and training offerings

Source: Burning Glass Labor Insight

Period: 1/1/11


10
/19/11


TRACKING

SKILLS

(vs. Occupations) DEMAND:

SKILL CLUSTER ANALYSIS


Source
: Burning Glass

Analytics using Northeast
Consortium Real
-
Time Jobs Data,

Jan
-
Mar 2011


0
200
400
600
800
1,000
1,200
SAS
Peoplesoft
SAP
Ibm Websphere
Oracle
Relational Databases
Sybase
Mysql
Structured Query Language (SQL)
Network File System
Data Communications
Citrix
Network Engineering
Cisco Routers
System Administration
Mainframe
Unix Shell Scripting
Red Hat Linux
Solaris
Operating Systems
Unix
Linux
C + +
Tomcat
Python
Software Development
Perl
Business
Intelligence
Databases
& Data
Warehousin
g
Network
Administration &
Security
Operating Systems
Programming,
Development,
& Engineering
UNDERSTAND OCCUPATIONS IN TERMS OF SPECIALIZED SKILLS
FROM MULTIPLE SUB
-
CLUSTERS

Network Administrators


Required Skills

SAMPLE
SELECTION

WHAT ARE THE ADVERTISED IT JOBS

EDUCATIONAL REQUIREMENTS?

70%

17%

7%

6%

Bachelor's degree
High school
Graduate or professional
degree
Post-secondary or
associate's degree
Source: Burning Glass Labor Insight

Period: 1/1/11


10
/19/11


Who are the top hiring
employers in
the Cincinnati
-
Middletown,


OH
-
KY
-
IN MSA?

24

Source: Burning Glass Labor Insight

Period: 1/1/11


10/19/11

Total
Postings:13,773

99

100

150

171

184

195

222

225

322

373

0
50
100
150
200
250
300
350
400
KING SOOPERS
ACCENTURE
CINCINNATI BELL TECHNOLOGY SOLUTIONS
BELCAN
FIFTH THIRD BANK
GENERAL ELECTRIC COMPANY
CITI
KROGER COMPANY
DELOITTE DEVELOPMENT LLC
IBM
Top Hiring Employers, IT Cluster, Cincinnati MSA

Jan
-

Oct 2011

25

0
100,000
200,000
300,000
400,000
500,000
600,000
Professional, Scientific, and Technical Services
Manufacturing
Administrative and Support and Waste Management…
Finance and Insurance
Health Care and Social Assistance
Information
Educational Services
Public Administration
Transportation and Warehousing
Real Estate and Rental and Leasing
Retail Trade
WHAT ARE THE HIRING IT INDUSTRIES, US?

Source: Burning Glass Labor Insight

Period: 1/1/11


10
/19/11


Traditional LMI

Real
-
time LMI

Student Labor Market Outcomes

Employer Verification

Data
-
driven
Decisions

26

IMPORTANCE OF USING MULTIPLE SOURCES

Supply and Demand Dashboard

Occupation

2008
Employment

Annual
Openings
2008
-
2018

2008 Percent
Due to
Replacement

2011
Employment

Real Time
Total
Postings
1/10
-
12/10

2009
Regional
Completions

Registered Nurses

14,501

486

52%

14,693

1,762

931

Nursing Aides,
Orderlies, and
Attendants

10,158

136

74%

10,653

403

128

Home Health Aides

5,536

198

28%

6,372

231

82

Medical Assistants

2,133

60

40%

2,310

335

446

*sample selection

Source: EMSI Complete Employment
-

2011.2, BLS, Burning Glass

State of Maine

27

CTW APPROACH TO EMPLOYER ENGAGEMENT

Add Data to Your Employer Engagement Toolbox



A means to objectively analyze what employers are requesting



Prior to calling on employers for the typical focus group, the research shows that
programs are serious and have done due diligence.



Real time helps to keep you more up to date, and to get a more detailed picture of
employers’ needs.



Objective: test data against anecdotal experiences shared by employers.


28

29

Gauging Demand

Strategic Planning


Student Career and
Postsecondary
Guidance


Curriculum
Modification and
Program
Development

Data Driven
Decisions


CREDENTIALS THAT WORK
(CTW)

30

JOB PLACEMENT


Identify Hiring
Employers


Find Job Openings


Connect Students to
Jobs


Analyze Regional
Demand


Engage Active
Employers


Set up Internships


Obtain Scholarships

CURRICULUM
DEVELOPMENT


Identify Current Skills
Needed by Industry


Compare to Existing
Offerings


Setup New Employer
Capstones


Recruit Hiring
Companies to
Advisory Committees

NEW PATHWAY
DEVELOPMENT


Identify Emerging
Skills & Occupations


Find Hiring Employers
For Interviews


Form
Recommendations
Based on Market
Demand


Drive New Curriculum
Investments

ABOUT
CREDENTIALS THAT WORK
(CTW)

CREDENTIALS THAT WORK’S


CTW INNOVATORS NETWORK


CTW
Established an

network of 10
community colleges and systems to test, apply

&
integrate new real time technologies into institutional decision
-
making
.



Cabrillo
College (Aptos, CA)


Cerritos College (Norwalk, CA)


Gateway Community and Technical College (Covington, KY)


Harper College (Palatine, IL)


Kentucky Community and Technical College System Office (Versailles, KY)


LaGuardia Community College (New York, NY)


Owensboro Community and Technical College (Owensboro, KY)


Southeast Kentucky Community and Technical College (Harlan, KY)


Southern Maine Community College (Portland, ME)


Texas State Technical College (Waco, Marshall,

W. Texas &
Harlingen,
TX)


Centers of Excellence, CA


31

PRESENTATION OUTLINE

1.
Why Do We Need Innovations in LMI?


Dynamic & complex labor markets


Education spending and debt


1.
What are the Real Time Innovations and What Can They Tell Us?


Two examples: Health Informatics, Information Technology


JFF’s

Credentials that Work


2.

How Can We Use Data to Engage Employers and Impact Programs?


Cabrillo College tools


Bay Area Community College Consortium collaboration


3.
Questions, Answers & Resources


32



Rock
Pfotenhauer

CABRILLO COLLEGE

Presentation


33

PRESENTATION OUTLINE

1.
Why Do We Need Innovations in LMI?


Dynamic & complex labor markets


Education spending and debt


1.
What are the Real Time Innovations and What Can They Tell Us?


Two examples: Health Informatics, Information Technology


JFF’s

Credentials that Work


2.

How Can We Use Data to Engage Employers and Impact Programs?


Cabrillo College tools


Bay Area Community College Consortium collaboration


3.
Questions, Answers & Resources


34

QUESTIONS?

35

36

RESOURCES TO GET YOU STARTED


Bureau of Labor Statistics:
www.bls.gov



CareerOneStop:
www.careeronestop.org



mySkillsmyFuture:
www.myskillsmyfuture.org



MyNextMove
:
www.mynextmove.org



O*NET Online:
www.onetonline.org



StatsIndiana:
www.stats.indiana.edu



Census LED:
http://lehd.did.census.gov/led/







EMSI (Career Coach):
www.economicmodeling.com



Burning Glass Labor Insight/Focus Career
www.burning
-
glass.com/




Monster Government Solutions
www.monstergovernmentsolutions.com




Monster
Seemore
:

http://seemore.monster.com/#/se
emore




Wanted Analytics
www.wantedanalytics.com



Geographic Solutions
www.geographicsolutions.com/index.asp



TORQ:
www.torqworks.com

F
R
E
E



CareerBuilder


Supply and Demand Portal


(free for workforce entities)

www.careerbuilder.com/


Learn More About Real Time LMI Tools

37

http://www.jff.org/publications/education/vendor
-
product
-
review
-
consumers
-
guide
-
re/1417


TEL 617.728.4446 FAX 617.728.4857
info@jff.org

88 Broad Street, 8
th

Floor, Boston, MA 02110

2000 Pennsylvania Avenue, NW, Suite 5300, Washington, DC 20006


WWW.JFF.ORG


ROBERT
HOLM

JFF, Program Director, Economic & Workforce Development


ROCK PFOTENHAUER


Cabrillo College