Career Pathways are not Linear A New Methodology Check-in: Text - - PowerPoint PPT Presentation

A New Methodology

Career Pathways are not Linear

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Check-in: Text ‘SHEEP’ to (415) 941-0022

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Check in

Text ‘SHEEP’ to (415) 941-0022

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Who are we?

Dane Worthington Director of Economic Opportunity, Center for Employment Opportunities (CEO) Email: dworthington@ceoworks.org Tiffany Smith Director, Building Economy Opportunity Group, Jobs for the Future Email: tiffanysmith@jff.org

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Who are you?

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• text

About CEO

CEO is dedicated to successful transitions to stable, productive lives.

mission

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program model

ANNUAL BENCHMARKS FY’17

5,074 Enrollments 2,555 Job placements 400+ CEO transitional

employees working every day with

70+ work crews

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CEO National Footprint

ABOUT JFF

Our Mission Jobs for the Future (JFF) works to ensure that 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 evidence-based innovation Implement and scale promising strategies Advocate for and influence policies

WHERE JFF WORKS

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• 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

Objectives

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Group Activity

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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

Traditional Approach: Single-sector career Ladder

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What are the largest impacts for your work given the changing nature of the economy?

Implications for workforce development

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• 2015 Brookings Report identified “good jobs” in the

New Orleans Metro

• A good job:

1. Obtained with less than a Bachelor’s degree 2. Stable full-time employment + benefits 3. Offer a pathway to living wages

• Pathways to living wages for a given
• ccupation are determined by a

transition model

• Transition model determines

likelihood of moving from one

• ccupation to another year to year
• Predicted future wages can be

determined for all occupations based on local wage data

Example: Health Support Technician

Defining Upward Mobility

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Defining Upward Mobility cont’d

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Into the weeds

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Data Sources

Current Population Survey 250,000 unique observations from 2011-14 + Local Job Opening Forecast

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Occupation Transition Model

Utilizing Labor Market Information (LMI) to target occupations

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Oakland, Hayward, Richmond MSA Entry Level Education: Less than an Associate’s Degree >20 Job Openings Annually Utilized >3 Industries Upward mobility (Brookings Methodology) No Statutory Limitations for Criminal Record TARGET OCCUPATIONS = 633 Occupations = 319 Occupations = 186 Occupations = 106 Occupations = 94 Occupations Work Experience Req. = None = 165 Occupations

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Oakland Computer User Support Specialist

$28.41 /hr $30.25 /hr

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Oakland Retail Salesperson

$11.21 /hr $15.05 /hr

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Probability of Moving from a Maintenance Helper

$11.20 /hr $16.43 /hr

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Oakland Food Prep Worker

$9.26/ hr $11.01 /hr

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Oakland Dishwasher

$9.15/ hr $11.09 /hr

Brookings Methodology – applied to East Bay MSA

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• There are outlier occupations

we should pursue

• Skilled trade jobs have limited

predicted wage growth but are still attractive because of their high starting wages

• Among entry level
• ccupations, those that involve

elements of retail/sales/customer service have consistent upward mobility

• Food services “back of house”

are less upwardly mobile

What did it tell us? How can we apply it?

• Target high starting or upwardly

mobile occupations for training

• Occupations that stand out:
• Computer User Support
• Maintenance Helper
• Retail Salesperson
• Painter
• Electrician
• Computer Repairer
• Social & Human Service

Assistants

• Customer service skills are

important – how can we integrate training into our efforts?

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• 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
• ccupations 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

Evidence of the importance of customer service skills for mobility

Hard Skill Training Training Pilots

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HAZWOPER Digital Literacy Front Desk Clerk

Property Management

Customer Service Training

Front Desk & In-store Sales

A+ Computer Certification

Computer User Support Specialist

Maritime Painting

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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

• ccupational groups
• These occupations employ
• ver 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

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Expanding analysis

New York City

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Early Takeaways

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OKC Hotel Desk Clerks

$13.92 $9.53 +46%

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OKC Retail Salespersons

$10.57 +39% $14.68

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OKC Tire Repairers

$12.57 +31% $16.43

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OKC Maids and Housekeepers

$9.08 +10% $10.02

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OKC Dishwashers

$9.37 +13% $10.55

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NYC Retail Salespersons

$19.56 $11.02 +77%

54% are in the same occupation in year 5

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NYC Counter attendants, food/concession

$15.41 $9.90 +56%

27% are in the same occupation in year 5

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NYC Tellers

$19.99 $14.47 +38%

52% are in the same occupation in year 5

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NYC Dental Assistants

$17.16 +4.5 $17.93

72% are in the same occupation in year 5

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NYC Maids and Housekeepers

$15.06 +7% $16.09

75% are in the same occupation in year 5

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• 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

Next Steps

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What did you learn during today’s discussion that may impact how you think about workforce development and your work?

Major takeaways

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Questions? Thank you!

Dane Worthington Director of Economic Opportunity, Center for Employment Opportunities Email: dworthington@ceoworks.org Tiffany Smith Director, Building Economy Opportunity Group, Jobs for the Future Email: tiffanysmith@jff.org

Backup

Hard Skill Training Potential Pilots

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Construction Trade Union

Commercial Truck Driver A+ Computer Certification

Computer User Support Specialist

Construction Pre-apprentice Maritime Painting Warehouse/Logistics Certificate

Shipping & Receiving Clerk

Hard Skill Training Potential Pilots

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OSHA 10 HAZWOPER 40 Confined Space

General Employability

Solar Install

Local Solar Company - TBD

Front Desk Clerk

Property Management

Customer Service Training

Front Desk & In-store Sales

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Normalize data