Career Pathways are not Linear A New Methodology Check-in: Text ‘SHEEP’ to (415) 941-0022 1
Check in Text ‘SHEEP’ to (415) 941-0022 2
Who are we? Dane Worthington Tiffany Smith Director of Economic Opportunity, Director, Building Economy Center for Employment Opportunity Group, Jobs for Opportunities (CEO) the Future Email: Email: dworthington@ceoworks.org tiffanysmith@jff.org 3
Who are you? 4
About CEO mission CEO is dedicated to text • successful transitions to stable, productive lives. 5
program model ANNUAL BENCHMARKS FY’17 5,074 Enrollments 2,555 Job placements 400+ CEO transitional employees working every day with 70 + work crews 6
CEO National Footprint 7
ABOUT Our Mission Jobs for the Future (JFF) works to ensure that JFF all lower-income young people and workers have the skills and credentials needed to succeed in our economy. Our Vision The promise of education and economic mobility in America is achieved for everyone. To achieve our mission, we focus on three goals: 1. PREPARING FOR COLLEGE AND CAREER All lower-income young people graduate high school on a clear path to college completion and career success. 2. EARNING POSTSECONDARY CREDENTIALS All underprepared students gain the skills they need to earn postsecondary credentials with high labor market value. 3. ADVANCING CAREERS AND ECONOMIC GROWTH All lower-skilled workers obtain the education and training required to move into family-supporting careers with clear paths for advancement.
OUR PROCESS FOR CHANGE JFF WE TEST AND SCALE INNOVATIONS Identify Implement and Advocate for and evidence-based scale promising influence policies innovation strategies
WHERE JFF WORKS ….
Objectives • Discuss career pathways in today’s fast moving labor market • Present a new way of quantifying upward mobility using a transitions model and how we put it into practice • Discuss how this might be used in other wider contexts 11
Group Activity 12
Dane’s Journey (example) 1. Sandwich Artist 2. Chairlift Operator 3. Village Based Development Worker 4. Higher Ed. Program Assistant 5. Procurement Associate 6. Workforce Development Researcher 7. Non-profit Manager 13
Traditional Approach: Single-sector career Ladder
Implications for workforce development What are the largest impacts for your work given the changing nature of the economy? 15
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Defining Upward Mobility 2015 Brookings Report identified “good jobs” in the • New Orleans Metro A good job: • Obtained with less than a Bachelor’s degree 1. Stable full-time employment + benefits 2. Offer a pathway to living wages 3. Pathways to living wages for a given Example: Health Support Technician • occupation are determined by a transition model Transition model determines • likelihood of moving from one occupation to another year to year Predicted future wages can be • determined for all occupations based on local wage data 17
Defining Upward Mobility cont’d 18
Into the weeds 19
Data Sources Current Population Survey 250,000 unique observations from 2011-14 + Local Job Opening Forecast 20
Occupation Transition Model 21
Utilizing Labor Market Information (LMI) to target occupations Oakland, Hayward, Richmond MSA = 633 Occupations Entry Level Education: = 319 Occupations Less than an Associate’s Degree >20 Job Openings Annually = 186 Occupations Work Experience Req. = None = 165 Occupations = 106 Occupations Utilized >3 Industries No Statutory Limitations = 94 Occupations for Criminal Record Upward mobility (Brookings Methodology) TARGET OCCUPATIONS 22
Oakland Computer User Support Specialist $28.41 $30.25 /hr /hr 23
Oakland Retail Salesperson $11.21 $15.05 /hr /hr 24
Probability of Moving from a Maintenance Helper $11.20 $16.43 /hr /hr 25
Oakland Food Prep Worker $9.26/ $11.01 hr /hr 26
Oakland Dishwasher $9.15/ $11.09 hr /hr 27
Brookings Methodology – applied to East Bay MSA What did it tell us? How can we apply it? Target high starting or upwardly • There are outlier occupations • mobile occupations for training we should pursue Occupations that stand out: • Skilled trade jobs have limited • predicted wage growth but Computer User Support • are still attractive because of Maintenance Helper • their high starting wages Retail Salesperson • Among entry level • Painter • occupations, those that involve Electrician elements of • retail/sales/customer service Computer Repairer • have consistent upward Social & Human Service • mobility Assistants • Food services “back of house” Customer service skills are • are less upwardly mobile important – how can we integrate training into our efforts? 28
Evidence of the importance of customer service skills for mobility ● Recent analysis of online job postings found that in non-retail industries, customer service skills were key to the following occupations: wholesale/manufacturing sales, securities financial services sales, tellers ● Comparisons of the knowledge, skills, and abilities of occupations shows that high levels of customer service is knowledge is a critical requirement of retail salespersons – which mean that this and other service-oriented positions have a high level of transferable service-oriented skills 29
Hard Skill Training Training Pilots Computer User A+ Computer Certification Support Specialist HAZWOPER Digital Literacy Customer Service Training Front Desk & In-store Sales Maritime Painting Front Desk Clerk Property Management 30
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Youth Employment in California: Occupations Youth 14-24 compose almost 12 percent of the California workforce Two-thirds of youth are concentrated in just five occupational groups • These occupations employ over 100,000 young people each • Over 460,000 youth are employed in food preparation and serving Source: Emsi Q4 2017 Data Set; non military occupations only
Youth Employment in California: Industries Two-thirds of youth are concentrated in just five industries Almost a quarter of youth work in accommodations and food services; in addition 28 percent of the industry's 1.5 million workers are under 25 Source: Emsi Q4 2017 Data Set; non government industries only
Expanding analysis New York City 34
Early Takeaways 35
OKC Hotel Desk Clerks +46% $9.53 $13.92 36
OKC Retail Salespersons +39% $10.57 $14.68 37
OKC Tire Repairers +31% $12.57 $16.43 38
OKC Maids and Housekeepers +10% $9.08 $10.02 39
OKC Dishwashers +13% $9.37 $10.55 40
NYC Retail Salespersons +77% $11.02 $19.56 54% are in the same occupation in year 5 41
NYC Counter attendants, food/concession +56% $9.90 $15.41 27% are in the same occupation in year 5 42
NYC Tellers +38% $14.47 $19.99 52% are in the same occupation in year 5 43
NYC Dental Assistants +4.5 72% are in the same occupation in year 5 $17.93 $17.16 44
NYC Maids and Housekeepers +7% 75% are in the same occupation in year 5 $15.06 $16.09 45
Next Steps • Complete analysis to draw further comparisons among locations • Build customized training in each site to take advantage of upwardly mobile pathways • Continue to refine analysis in cooperation with Brookings • Expand methodology to other cities in CEO’s footprint 46
Major takeaways What did you learn during today’s discussion that may impact how you think about workforce development and your work? 47
Questions? Thank you! Dane Worthington Tiffany Smith Director of Economic Director, Building Economy Opportunity, Center for Opportunity Group, Jobs for Employment Opportunities the Future Email: Email: dworthington@ceoworks.org tiffanysmith@jff.org 48
Backup
Hard Skill Training Potential Pilots Commercial Truck Driver Construction Pre-apprentice Construction Trade Union Computer User A+ Computer Certification Support Specialist Maritime Painting Warehouse/Logistics Certificate Shipping & Receiving Clerk 50
Hard Skill Training Potential Pilots General OSHA 10 Confined Space Employability HAZWOPER 40 Solar Install Local Solar Company - TBD Front Desk Clerk Property Management Customer Service Training Front Desk & In-store Sales 51
Normalize data 52
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