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Priming the Talent Pipeline: Oregon

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Focus on traded sectors that bring new wealth to the state's economy ... Original Listing -- Traded Industry Sectors Emerging Industries/Signature Research Centers: ... – PowerPoint PPT presentation

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Title: Priming the Talent Pipeline: Oregon


1
Priming the Talent Pipeline Oregons Future
Workforce Needs AnalysisPreliminary Findings
Board of Education BriefingJanuary, 2008
2
Research Questions and Focus
  • Key Questions to be Addressed
  • What might be the drivers of Oregons future
    economy?
  • What workers with what skills will be needed?
  • What capacity does Oregon have now?
  • Where are the major gaps in the workforce system?
  • What should we do?
  • Research Focus
  • Oregon traded-sectors Industry sectors that do
    business out of state and bring new wealth into
    the economy

3
Unique Approach
  • To consider the likely future drivers of Oregons
    economic growth and workforce demand, this study
    breaks new ground in integrating two perspectives
  • Industry Technology Competency Analysis to learn
    where Oregon has the know-how to grow
  • Technology core competencies represent a
    critical mass of know-how.
  • They identify the states comparative advantage
    from a technology perspective
  • It is from existing industry technology
    competencies that gaining a position in emerging
    technologies can best be realized.
  • Traded Sector Analysis
  • using industry employment data that reflect
    an understanding of where the Oregons economy
    has been and is currently
  • Focus on traded sectors that bring new wealth to
    the states economy
  • Consider interrelationships between among traded
    sectors

Intersection of Industry Employment Strengths and
Industry Technology Competencies Leads to
Identifying Technology Market Platforms
4
Overview of Project Methodology
  • General Approach
  • Inform understanding Oregons future traded
    sector workforce needs by building upon Oregons
    cluster-based initiatives driven by industry
    employment analysis and augment with an
    understanding of technology competencies found
    within and across Oregons industry base

Alignment with Educ Trng Resources
Assessment of Oregon Industry Core Competencies
Analysis of Gaps
Identify Workforce Needs
Map to state occup forecast industry trade
association reports
Addressing Gaps
Guidance from Oregon Cluster Organizations
5
Assessing Drivers of Oregons Future Economy from
Perspective of Traded Industry Sectors
  • Economic Competitiveness What is the employment
    growth rate in Oregon for a traded industry
    cluster compared to the country as a whole?
  • Results
  • Economic Specialization Does Oregon have a
    larger or smaller employment concentration in its
    traded industry sectors compared with the overall
    U.S. economy at a specific point in time?
  • Results High degree of employment specialization
    found in
  • Wood Other Forest Products
  • Electronics Adv. Materials
  • Agricultural Products
  • Processed Food Beverage Products

Oregon Growing Faster than the U.S. Business Services Medical Products
Oregon Growing, While U.S. Declining Agricultural Products Apparel Sporting Goods Logistics Distribution Processed Food Beverage Products Transportation Equip. Parts
Oregon Declining, But Less than U.S. Communications Equip. Electronics Adv. Materials Information Technology Metals Wood Other Forest Products
6
Robust Performance of Oregons 12 Traded Industry
Sectors (2001-06)
Source OECDD and Battelle analysis of BLS, QCEW
employment data.
7
Assessing Drivers of Oregons Future Economy from
Perspective of Core Technology Competencies
  • Assess two complementary perspectives
  • Technology Development
  • Analysis of Patent Clusters (intellectual
    property generated by companies) - suggests a
    robust set of innovation drivers
  • CorpTech Directory (specialized database of
    technology companies) - identifies Oregon
    strength in specialized product areas
  • Technology Deployment
  • Analysis of productivity levels and growth
  • Interviews with leaders in key traded sector
    clusters
  • Integration of findings from OBC Cluster Network
    focus groups


8
Line of Sight to Identifying Technology and
Market Platforms
  • Original Listing -- Traded Industry Sectors
    Emerging Industries/Signature Research Centers
  • Agriculture Products
  • Processed Food Beverage
  • Apparel Sporting Goods
  • Business Services
  • Electronics Advanced Materials
  • Communications Equipment
  • Information Technology
  • Logistics and Distribution
  • Medical Products
  • Metals
  • Transportation Equipment Parts
  • Wood Forest Products
  • Bioscience/Translational Research Drug
    Discovery
  • Bio-Fuels
  • Wave Energy
  • Open Source Technology
  • Network and Homeland Security

Proposed Technology and Market Platforms
  • Agriculture and Food Processing
  • Wood Forest Products
  • Metals and Transportation Equipment
  • Electronic Components and Devices
  • Software, Computing and Internet Services
  • Biomedical Technology
  • Clean Tech

Platforms reflect the technology and
market interrelationships between and among
traded sectors and emerging industries/signature
research centers.
9
Building on the Technology and Market Platforms
Framework
  • Conducted on-line research and personal
    interviews to identify future market trends
  • Developed in-depth profiles for each Platform
    integrating critical data, factors driving
    change, leading markets, specialized occupations
    and future workforce implications
  • Identified cross-cutting workforce issues
  • Identified common high-demand and specialized
    occupations
  • Developed a simple framework for considering
    occupations
  • Production - Engineering
  • Technician - Computer-related

10
Key Themes across Technology and Market Platforms
  • Future Workforce Implications for Technology
    Market Platforms
  • Rapid process and product innovations places
    strong need for continued skill enhancements
    (life-long learning)
  • Cross-cutting skills that emerged across all
    technology and market platforms provide clear
    target for public investments (agility)
  • Need for more versatile and multi-skilled
    technician and production workforce
  • Aging workforce being felt across all
    occupational areas
  • Offshore outsourcing raising skill requirements
    for innovation, new product design and project
    management
  • High growth and newly emerging industries of
    biomedical and clean technology require broad
    range of occupations.
  • Oregon Workforce Issues
  • Interest and awareness by eligible workforce of
    needs for production workers lagging far behind
    demand
  • Problems with potential production and technician
    workers being employable drug-free,
    dependability
  • Out-of-state recruitment very typical in Oregon
    for high skilled workforce able to attract due
    to states lifestyle and quality of life
  • Skill mismatches engineering, technician, and
    installers need to meet requirements of clean
    tech computer-related graduates must meet
    software, computing and Internet services job
    requirements
  • Need for creating more talent pipelines to
    address workforce shortfalls STEM issues in
    K-12 production to technician workforce
    emerging industry needs

11
Changing Foundation Skill Requirements
  • Indispensable foundation high level of
    preparation in reading, writing, speaking ,
    mathematics and science
  • Applied skills trump basic knowledge and skills
  • Core Workplace Skills Personal Management
    Skills
  • Creativity/Innovation - Ability to learn
    quickly
  • Critical Thinking/Problem Solving - Agility
  • Communications (Oral and Written) -
    Comfortable with ideas
  • Information Technology Application -
    Self-direction/organization
  • Leadership - Life long learning
  • Teamwork/Collaboration - Entrepreneurship
  • High Performance/Lean - Ethics/Social
    Responsibility
  • Synthesis of national surveys by the Conference
    Board, Corporate Voices for Working Families,
    Partnership for 21st Century Skills, and the
    Society for Human Resource Management

12
Job Demand Reflects Need for Replacement Workers
Much Larger than New Job Growth Across
Occupational Groups
  • Across major occupational groups, the Oregon
    Employment Department projects that future job
    openings will largely be due to needs for
    replacement workers highlights the demographic
    challenges facing production workers in
    particular
  • Though not expected to grow the fastest,
    production occupations will require the most
    workers annually with the vast majority as
    replacements

Projected Annual Job Openings for Oregon by Major Occupational Groups, 2006-2016 Forecast Projected Annual Job Openings for Oregon by Major Occupational Groups, 2006-2016 Forecast Projected Annual Job Openings for Oregon by Major Occupational Groups, 2006-2016 Forecast Projected Annual Job Openings for Oregon by Major Occupational Groups, 2006-2016 Forecast
Major Occupational Group Projected Annual Growth Openings Projected Annual Replacement Openings Total Annual Openings
Production 780 3,293 4,073
Computer-related 587 479 1,066
Engineers 141 395 537
Eng. Technicians 50 233 282
Source Oregon Employment Department,
Occupational Projections 2006-16.
13
Preparedness of Oregons Talent Pipeline Remains
a Challenge
  • Oregon Progress Boards 2007 Benchmark Report
    continues to show that Oregon faces considerable
    workforce challenges
  • Educational attainment of adults still lagging
  • HS Completion Rate stands at only 90.4 in 2006
    below 1996s level of 91.1 and well below 2005
    target of 93
  • Some College Completion stagnant since 1996
    59.6 level in 2006 well below 2005 target of 70
  • Post-Secondary Credentials unmoved since 1998
    with just under 30 of the adult population
    completing even an associates degree or
    occupation-related credential
  • Few Oregon workers receiving job training
  • Labor Force Skill Training Only 33 of Oregons
    workers received 20 hours or more of training in
    2006 well below the 2005 target of 56.
  • Some improvements seen in K-12 student
    performance, but not sufficient to meet
    benchmarks
  • 8th grade math -- 66 of eighth graders achieved
    established skill levels in 2006 up from 49 in
    1997 2005 benchmark of 69 not reached
  • 8th grade reading 66 of eight graders achieved
    established skill levels in 2006 up from 56 in
    1997 2005 benchmark of 71 not reached
  • Oregon Progress Boards 2006 Report on Progress
    of Oregons Racially and Ethnically Diverse
    Population presents data revealing that the
    states changing demographics led by strong
    growth in the Hispanic population is likely to
    result in lower education attainment for major
    segments of Oregons workforce of the future.

14
Preliminary Implications
  • Production Workforce
  • With significant job openings and few focused
    programs, there is an urgent need to prime the
    talent pipeline of production workers to meet
    immediate growth and replacement needs.
  • Education and training efforts should focus on
    the cross-cutting skill needs in production
    that are common across technology and market
    platforms.
  • Growing clean tech jobs is a good fit for
    Oregons present occupational mix, but without a
    more focused effort to increase the supply of
    production workers emerging industries will
    likely compete for existing production workforce.
  • Technician Level Workforce
  • To make the transition as a global leader in high
    performance manufacturing, Oregon will need to
    address the blurring of production and technician
    occupations in light of more complex technical
    environments.
  • This will result in a higher level technical
    skill mix, but also a strong emphasis science,
    math, technology applications, critical/analytical
    thinking, decision making and other critical
    applied academic and workplace skills.

15
Preliminary Implications
  • Engineering Workforce
  • Oregon has been largely successful in raising the
    level of engineering graduates in recent years,
    now it needs to be more focused on the skills and
    connections to employers in the state.
  • On net now, Oregon appears to be an exporter of
    engineering talent this is a key resource
    potentially being lost.
  • Computer-Related Workforce
  • The sharp fall-off in students pursuing computer
    related fields in light of expected continued
    strong occupational growth must be addressed.
  • The alignment of educational programs and
    current/future employer requirements must be
    improved.

16
Examples of Preliminary Recommendations Systems
Building
  • Adopt and promote the concept/terminology of a
    Talent Pipeline or Knowledge Supply Chain
    (systems approach).
  • Support cluster- and consortia-based entities
    that can aggregate employer need and function as
    intermediaries between business and
    education/training providers (move past the
    single-business partnership mentality).
  • Launch a multi-faceted messaging campaign to
    advertise the availability of good middle-skill
    jobs and to promote the value of career technical
    education and post-secondary alternatives, such
    as apprenticeships (its OK to go to work, then
    pursue further education and training).
  • Significantly improve supply-side databases
    (current pipeline data is virtually impossible to
    access).

17
Examples of Preliminary Recommendations K-12
  • Focus on creating agile, life-long learners with
    the applied academic, core workplace and personal
    management skills ALL employers need to build
    competitive companies.
  • Incentivize special emphasis on the Essential
    Skills component of the new High School Diploma
    requirement immediately ensure actual standards
    and content align with core business workplace
    requirements and are updated regularly.
  • Expand Career Technical Education offerings
    linked to Technology/ Market Platforms and
    projected high demand/ specialty occupations
    through an infusion of state dollars.
  • Exponentially advance the understanding of
    students, teachers and counselors about the
    changing nature of the workplace through
    increased work-based learning experiences such as
    job shadowing, internships, etc.

18
Examples of Preliminary Recommendations
Community Colleges
  • Establish a standardized manufacturing
    certificate program based on critical
    cross-cutting skills and aggressively recruit new
    talent to take advantage of excellent career
    opportunities.
  • Set specific, quantifiable targets for
    high-demand occupations that cut across
    Technology and Market Platforms and require a
    certificate/AA degree aggressively pursue
    additional funding to offer required training
    programs.
  • Create an Oregon Retired Skilled Workers Corps
    in partnership with business to serve as
    Emeritus faculty at the community colleges in
    high-demand occupational areas.
  • Adopt a career readiness certificate for use
    system-wide by the community colleges and public
    workforce system to credential applied academic
    and core workplace skills.
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