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

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

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EIHRA November 2014 Presentation 11/11/2014 Workforce in Iow as Creative Corridor EIHRA November 11, 2014 Iow as Creative Corridor www.iowascreativecorridor.com 1 EIHRA November 2014 Presentation 11/11/2014 Regional Workforce

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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 1

Workforce in Iow a’s Creative Corridor

EIHRA November 11, 2014

Iow a’s Creative Corridor

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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 2

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)
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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 3

Final Phase

  • Develop process for implementation and
  • wnership 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.

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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)
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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 5

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
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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 6

Supplemental Survey ‘14

In the past year, at your facility, how many total new hires?

4,200 Average was 75

Supplemental Survey ‘14

50.7% 7.7% 3.4% 0.4% 37.8% 0% 10% 20% 30% 40% 50% 60%

Non-management - Hourly Non-management - Salaried Other management (e.g., directors, managers) Executive/upper management Contract/Temp Usage

In the past year, how many new hires were (percentage shown):

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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 7

Supplemental Survey ‘14

25 12 20 15 12 7 7 7 5 2 5 10 15 20 25 30

Which position(s) are the most challenging to fill?

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
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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 8

Group Question

  • Are you experiencing this increase in temp/

hourly workers?

  • Are you experiencing hiring difficulties in the

same categories?

Supplemental Survey ‘14

2% 2% 4% 11% 17% 17% 35% 54% 70% 0% 10% 20% 30% 40% 50% 60% 70% 80%

History/geography Government/economics Humanities/arts Science Reading comprehension (in English) English language (spoken) Mathematics (computation) Writing in English (grammar, spelling, etc.) Technical (computer, engineering,…

In general, what basic skills/knowledge gaps do job applicants have in your industry?

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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 9

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?

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Supplemental Survey ‘14

44.6 7.1 51.8 58.1 18.6 37.2 10 20 30 40 50 60 70 Yes - Formal, PAID internship program Yes - Formal, UNPAID internship program No internship program 2014 2013

Internship Programs 2014 v 2013

14% 1-3 interns 39% 4-5 interns 7% 6-9 interns 14% 10-25 interns 18% 26-99 interns 4% 100+ interns 4%

# of Interns at Your Company

386 total 13/company average

Supplemental Survey ‘14

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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 11

Supplemental Survey ‘14

3.6% 35.7% 39.3% 42.9% 60.7% 67.9% 67.9% 71.4% 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0%

Other (please specify) Increase diversity New point of view Community relations Developing future leaders Create a strong pipeline Opportunity for staff to mentor and supervise Long term investment

Benefits of having an internship program?

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%
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Supplemental Survey ‘14

Increasing 57% Stable 36% Decreasing 3%

Don't anticipate using in the next 3 years) 4%

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?

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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 13

Supplemental Survey ‘14

Previous Survey Increasing

27 Stable 47 Decreasing 2 None 24

Increasing, 22.8% Stable, 45.6% Decreasing, 3.5% None (Don't anticipate hiring from

  • utside the

area), 28.1%

Do you anticipate the % of new hires from OUTSIDE the area will be…

Supplemental Survey ‘14

7% 5% 20% 25% 18% 16% 9%

On a scale of 1-7, how difficult is it to recruit workforce to the area?

1-Not difficult 2 3 4-Difficult 5 6 7- Very difficult 68% rated “difficult” or higher

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EIHRA November 2014 Presentation 11/11/2014 www.iowascreativecorridor.com 14

Supplemental Survey ‘14

1 2 3 4 5 6 7

Cost of living Limited opportunities for spouse/partner Salary Perception of area/Iowa

On a scale of 1-7, how challenging are the following factors when attracting talent from OUTSIDE of Iowa's Creative Corridor? 2014 2013

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%

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Supplemental Survey ‘14

Community amenities 20% Online tool 38% Job incentive 16% Human networking/recruiter 22% Other 4%

What have you found to be your best tools or strategies for attracting talent from OUTSIDE the region?

Supplemental Survey ‘14

25.3% 28.0% 8.0% 10.7% 2.7% 10.7% 5.3% 9.3% 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0%

What are the top reasons salaried and management level employees leave your company?

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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
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Supplemental Survey ‘14

Yes 18% No 53% N/A 29%

In your experience, do you find it more challenging to retain diverse employees?

Supplemental Survey ‘14

Salaried 33% Hourly 39% N/A 28%

Are a majority of your diverse employees...

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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

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Recruitment Retention Building Culture Right sizing Healthcare issues Building pipeline through interns Training to meet new tech needs Succession planning

Over the next 12 months, what are your top workforce priorities?

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Q& A

  • Kim Becicka, Kirkwood Community College
  • Dennis Jordan, CR Metro Economic Alliance
  • Mark Nolte, ICAD Group
  • DaLayne Williamson, ICAD Group

Thank you

  • Online resources:

– iowascreativecorridor.com/skillsreport/ – pickyourpace.com & iowabrag.com – iowascreativecorridor.com/workforce/ – cricjobrush.com

  • Please call ICAD Group or the CR Metro Economic

Alliance for more information