Workforce in Iow as Creative Corridor EIHRA November 11, 2014 Iow - PDF document

EIHRA November 2014 Presentation 11/11/2014 Workforce in Iow a’s Creative Corridor EIHRA November 11, 2014 Iow a’s Creative Corridor www.iowascreativecorridor.com 1

EIHRA November 2014 Presentation 11/11/2014 Regional Workforce Development Plan Update • Strategic skills alignment study (completed) • Building the plan (completed) • Adoption and endorsement (underway) Adoption and Endorsement • Develop coalition charter and purpose (completed) • Coalition develops strategic plan, action items, metrics (underway) • Vet resulting plan and action items (to do) www.iowascreativecorridor.com 2

EIHRA November 2014 Presentation 11/11/2014 Final Phase • Develop process for implementation and ownership of action items • Develop mechanism to document work and resulting metrics/accomplishments • Work the plan/update plan as progress is made Goals and Objectives 1. Invest in the region’s current and future workforce to grow capacity and align capabilities to meet key Corridor needs. 2. Promote and enhance the region’s image as a place to live, work and thrive. 3. Reduce barriers to workforce participation and engagement. www.iowascreativecorridor.com 3

EIHRA November 2014 Presentation 11/11/2014 What is a Sector Board Approach Intentional use of data to inform workforce discussions. • Partnership with employers and leaders from the industry to direct skills development and credential attainment. • Address skilled workforce shortages. • Community College program relevancy to regional employer needs. • Pathways that clearly articulate stackable credentials leading to certificates, degrees, and diplomas. Iow a’s Creative Corridor Sector Boards • Information Technology Sector Board • Advanced Manufacturing Sector Board • Financial and Customer Service Sector Board • Transportation Sector Board • Healthcare Sector Board (planned) www.iowascreativecorridor.com 4

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 • Non-scientific, strategic snapshot • 50 questions through Survey Monkey • August 2014 – October 2014 Supplemental Survey ‘14 • 62 Creative Corridor companies • 61% interstate commerce • Company size ranges from 2 to 2,600 • Representing approximately 19,600 jobs in region • Currently hiring: 804 open positions www.iowascreativecorridor.com 5

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 In the past year, at your facility, how many total new hires? 4,200 Average was 75 Supplemental Survey ‘14 In the past year, how many new hires were (percentage shown): Contract/Temp Usage 37.8% Executive/upper management 0.4% Other management (e.g., directors, managers) 3.4% Non-management - Salaried 7.7% Non-management - Hourly 50.7% 0% 10% 20% 30% 40% 50% 60% www.iowascreativecorridor.com 6

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 Which position(s) are the most challenging to fill? 30 25 25 20 20 15 12 12 15 7 7 7 10 5 5 2 0 Supplemental Survey ‘14 Which position(s) are the most challenging to fill? (compared to last year) • Engineering, tech, software = +12 • Professional = same • Sales/marketing = +2 www.iowascreativecorridor.com 7

EIHRA November 2014 Presentation 11/11/2014 Group Question • Are you experiencing this increase in temp/ hourly workers? • Are you experiencing hiring difficulties in the same categories? Supplemental Survey ‘14 In general, what basic skills/knowledge gaps do job applicants have in your industry? Technical (computer, engineering,… 70% Writing in English (grammar, spelling, etc.) 54% Mathematics (computation) 35% English language (spoken) 17% Reading comprehension (in English) 17% Science 11% Humanities/arts 4% Government/economics 2% History/geography 2% 0% 10% 20% 30% 40% 50% 60% 70% 80% www.iowascreativecorridor.com 8

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 In general, what basic skills/knowledge gaps do job applicants have in your industry? (compared to last year) • Slight increase (2%) in technical skills gap • Top 5 categories the same (last 2 flipped) Group Question • What basic skills/knowledge gaps do job applicants have in your industry? • How should this region better align education and workforce needs? • In what ways could regional schools, colleges and universities support your company? What can be introduced or improved? www.iowascreativecorridor.com 9

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 Internship Programs 2014 v 2013 70 58.1 60 51.8 50 44.6 37.2 40 2014 30 2013 18.6 20 10 7.1 0 Yes - Formal, PAID internship Yes - Formal, UNPAID internship No internship program program program Supplemental Survey ‘14 100+ interns # of Interns at Your Company 26-99 interns 4% 4% 386 total 13/company average 0 10-25 interns 14% 18% 1-3 interns 6-9 interns 39% 14% 4-5 interns 7% www.iowascreativecorridor.com 10

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 Benefits of having an internship program? Long term investment 71.4% Opportunity for staff to mentor and supervise 67.9% Create a strong pipeline 67.9% Developing future leaders 60.7% Community relations 42.9% New point of view 39.3% Increase diversity 35.7% Other (please specify) 3.6% 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% Supplemental Survey ‘14 Benefits of having an internship program? (compared to last year) • “Opportunity for staff to mentor” up 46% to 68% • “Pipeline” drops 82% to 71% • “Long term investment” up 10% www.iowascreativecorridor.com 11

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 Don't anticipate Decreasing using in the next 3 3% years) 4% Stable Increasing 36% 57% Over the next 3 years, do you anticipate the use of interns at your organization to be… Group Question • What challenges do you attribute to managing or establishing an internship program? • How can this region increase the number of students (all levels) and employers participating in internships, job shadowing and other career exploration opportunities? www.iowascreativecorridor.com 12

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 Do you anticipate the % of new None (Don't hires from OUTSIDE the area will anticipate be… hiring from outside the Increasing, Previous Survey area), 28.1% 22.8% Increasing 27 Stable 47 Decreasing, Stable, 45.6% 3.5% Decreasing 2 None 24 Supplemental Survey ‘14 On a scale of 1-7, how difficult is it to recruit workforce to the area? 1-Not difficult 68% rated 2 9% 7% “difficult” or 5% 3 higher 16% 4-Difficult 20% 5 6 18% 7- Very difficult 25% www.iowascreativecorridor.com 13

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 On a scale of 1-7, how challenging are the following factors when attracting talent from OUTSIDE of Iowa's Creative Corridor? Perception of area/Iowa Salary 2014 Limited opportunities for 2013 spouse/partner Cost of living 1 2 3 4 5 6 7 Pick Your Pace Tool • Website addresses perception and opportunities with videos, customized employer pages and area job links – October: 493 users (up 42% thanks to #iowabrag) – Bounce rate has improved 70% (people aren’t leaving home page) – Pageviews up 15% www.iowascreativecorridor.com 14

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 What have you found to be your best tools or strategies for attracting talent from OUTSIDE the region? Other 4% Human Community networking/recruiter amenities 22% 20% Job incentive 16% Online tool 38% Supplemental Survey ‘14 What are the top reasons salaried and management level employees leave your company? 28.0% 30.0% 25.3% 25.0% 20.0% 15.0% 10.7% 10.7% 9.3% 8.0% 10.0% 5.3% 2.7% 5.0% 0.0% www.iowascreativecorridor.com 15

EIHRA November 2014 Presentation 11/11/2014 Group Question • What challenges do you see in employee recruitment and retention? • What resources do you need to enhance workforce recruitment and retention? Supplemental Survey ‘14 Do you recruit members of the military who are transitioning to civilian work? 2013: YES 53.3% NO 46.7% 2014: YES 40.7% NO 59.3% • Current employees who are veterans: 194 www.iowascreativecorridor.com 16

EIHRA November 2014 Presentation 11/11/2014 Supplemental Survey ‘14 In your experience, do you find it more challenging to retain diverse employees? Yes 18% N/A 29% No 53% Supplemental Survey ‘14 Are a majority of your diverse employees... N/A 28% Salaried 33% Hourly 39% www.iowascreativecorridor.com 17

EIHRA November 2014 Presentation 11/11/2014 Group Question • What more can be done to foster diversity and inclusion in the Creative Corridor region and recognize employers for their efforts? Supplemental Survey ‘14 Over the next 12 months, what are your top workforce priorities? Succession planning Training to meet new tech needs Building pipeline through interns Healthcare issues Right sizing Building Culture Retention Recruitment 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% www.iowascreativecorridor.com 18