INNOVATIONS IN LABOR MARKET INFORMATION & APPLICATIONS

NATIONAL FUND FOR WORKFORCE SOLUTIONSJUNE 19, 2012Robert Holm, JFFRock Pfotenhauer, Cabrillo College

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PRESENTATION OUTLINE

1. Why Do We Need Innovations in LMI?– Dynamic & complex labor markets– Education spending and debt

2. What are the Real Time Innovations and What Can They Tell Us? – Two examples: Health Informatics, Information Technology– JFF’s Credentials that Work

3. How Can We Use Data to Engage Employers and Impact Programs?– Cabrillo College tools– Bay Area Community College Consortium collaboration

4. Questions, Answers & Resources

WHY DO LMI INNOVATIONS MATTER?:DYNAMIC & COMPLEX LABOR MARKETS

WHY DO LMI INNOVATIONS MATTER?:DYNAMISM & CREATIVE DESTRUCTION

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BLS: BUSINESS EMPLOYMENT DYNAMICS

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NEW JOBS – NEW SKILLS

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CHURN, CHURN, CHURN IN EVERY SEASON ………

WHY DO LMI INNOVATIONS MATTER?:SKILLS AND CREDENTIALS IN THE U.S. ECONOMY

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WHY DO LMI INNOVATIONS MATTER?

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

Student loan debt is at an all-time high, recently passing credit card debt. And loan default rates have risen sharply.

– 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?

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PRESENTATION OUTLINE

1. Why Do We Need Innovations in LMI?– Dynamic & complex labor markets– Education spending and debt

2. 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

3. How Can We Use Data to Engage Employers and Impact Programs?– Cabrillo College tools– Bay Area Community College Consortium collaboration

4. Questions, Answers & Resources

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• 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.

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

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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

TRADITIONAL LMI

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• 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

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Case Study: Health Care Informatics

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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!U.S.

Californ

iaTe

xas

Florid

a

New York

Massach

usetts

Arizona

Pennsylva

nia0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

26%

15%

27%

16%

30%

22%

39%

7%

Health Informatics Job Listing Growth 2007-2011

Source: Burning Glass Labor Insight SourcesEMSI www.economicmodeling.comhttp://www.burning-glass.com/healthinformatics/

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WHAT ARE THE EMERGING JOB TITLES?

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

0 500 1,000 1,500 2,000 2,500 3,000 3,500

546

561

573

675

822

902

925

1,173

2,760

2,907

Top Health Care Informatics Job Titles, 2011

Source: Burning Glass Labor InsightPeriod: 1/1/11 – 12/31/11Total Postings:52,323

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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%)

Source: Burning Glass Labor InsightPeriod: 1/1/11 – 12/31/11Total Postings:52,323

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INFORMING POSTSECONDARY

Source: Burning Glass Labor Insight, 2011

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• Traditional LMI Source: EMSI• Real-time LMI Source: Burning Glass Labor Insight• Real-time Period: January 1, 2011 –October 19, 2011• Geography: United States

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Case Study: Information Technology (IT)

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

3,934

385,315

450,783

579,275

581,161

705,337

803,953

970,348

1,128,893

1,153,768

IT Cluster Distribution, U.S.

Source: Burning Glass Labor InsightPeriod: 1/1/11 – 10/19/11

TRACKING SKILLS (vs. Occupations) DEMAND:SKILL CLUSTER ANALYSIS

Sub-Cluster Illustrative Skills and Knowledge AreasBusiness Intelligence SAP; Business Objects; Crystal ReportsComputer 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 LinuxSoftware 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 InsightPeriod: 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

SASPeoplesoft

SAPIbm Websphere

OracleRelational Databases

SybaseMysql

Structured Query Language (SQL)Network File System

Data CommunicationsCitrix

Network EngineeringCisco Routers

System AdministrationMainframe

Unix Shell ScriptingRed Hat Linux

SolarisOperating Systems

UnixLinuxC + +

TomcatPython

Software DevelopmentPerl

Dat

abas

es &

Dat

a W

areh

ousi

ngO

pera

ting

Syst

ems

0 200 400 600 800 1,000 1,200

UNDERSTAND OCCUPATIONS IN TERMS OF SPECIALIZED SKILLS FROM MULTIPLE SUB-CLUSTERS

Network Administrators – Required Skills

SAMPLE SELECTION

WHAT ARE THE ADVERTISED IT JOBSEDUCATIONAL REQUIREMENTS?

70%

17%

7%6%

Bachelor's degreeHigh schoolGraduate or professional degreePost-secondary or as-sociate's degree

Source: Burning Glass Labor InsightPeriod: 1/1/11 – 10/19/11

Who are the top hiring employers in the Cincinnati-Middletown, OH-KY-IN MSA?

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Source: Burning Glass Labor InsightPeriod: 1/1/11 – 10/19/11Total Postings:13,773

KING SOOPERS

ACCENTURE

CINCINNATI BELL TECHNOLOGY SOLUTIONS

BELCAN

FIFTH THIRD BANK

GENERAL ELECTRIC COMPANY

CITI

KROGER COMPANY

DELOITTE DEVELOPMENT LLC

IBM

0 50 100 150 200 250 300 350 400

99

100

150

171

184

195

222

225

322

373

Top Hiring Employers, IT Cluster, Cincinnati MSAJan - Oct 2011

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Professional, Scientific, and Technical Services

Manufacturing

Administrative and Support and Waste Management and Remediation Services

Finance and Insurance

Health Care and Social Assistance

Information

Educational Services

Public Administration

Transportation and Warehousing

Real Estate and Rental and Leasing

Retail Trade

0 200,000 400,000 600,000

WHAT ARE THE HIRING IT INDUSTRIES, US?

Source: Burning Glass Labor InsightPeriod: 1/1/11 – 10/19/11

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Data-driven Decisions

IMPORTANCE OF USING MULTIPLE SOURCES

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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 selectionSource: EMSI Complete Employment - 2011.2, BLS, Burning GlassState of Maine

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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.

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JFF’s CTW initiative provides a framework to help institutions make data driven decisions, and align core functions to in-demand careers and career pathways.

Gauging DemandGauging DemandStrategic PlanningStrategic Planning

Student Career and Postsecondary

Guidance

Student Career and Postsecondary

Guidance

Curriculum Modification and

Program Development

Curriculum Modification and

Program Development

Data Driven Decisions

CREDENTIALS THAT WORK (CTW)

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We help institutions use real-time technologies to better match individuals to employers, guide career choices, benchmark critical skills gaps, and pathway development.

ABOUT CREDENTIALS THAT WORK (CTW)

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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

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PRESENTATION OUTLINE

1. Why Do We Need Innovations in LMI?– Dynamic & complex labor markets– Education spending and debt

2. What are the Real Time Innovations and What Can They Tell Us? – Two examples: Health Informatics, Information Technology– JFF’s Credentials that Work

3. How Can We Use Data to Engage Employers and Impact Programs?– Cabrillo College tools– Bay Area Community College Consortium collaboration

4. Questions, Answers & Resources

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Rock PfotenhauerCABRILLO COLLEGE

Presentation

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PRESENTATION OUTLINE

1. Why Do We Need Innovations in LMI?– Dynamic & complex labor markets– Education spending and debt

2. What are the Real Time Innovations and What Can They Tell Us? – Two examples: Health Informatics, Information Technology– JFF’s Credentials that Work

3. How Can We Use Data to Engage Employers and Impact Programs?– Cabrillo College tools– Bay Area Community College Consortium collaboration

4. Questions, Answers & Resources

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QUESTIONS?

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RESOURCES TO GET YOU STARTED

Below you’ll find a number of resources to build your familiarity with labor market information.

• 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/#/seemore

• Wanted Analytics www.wantedanalytics.com

• Geographic Solutions www.geographicsolutions.com/index.asp

• TORQ: www.torqworks.com

FREE

• CareerBuilder – Supply and Demand Portal (free for workforce entities)www.careerbuilder.com/

Learn More About Real Time LMI Tools

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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, 8th 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