Workforce Development – A Regional Economic Perspective

Prepared For: Charlotte Area Fund – Business Seminar Luncheon - December 1, 2011 David Hollars, Executive Director Centralina Workforce Development Board

We’re Working Together

Regional Focus Common goals Pooling resources and eliminating silos Competitive Workforce Alliance State of the Workforce Report Regional Partnerships with Education and Economic Development

Centralina WDB Service Area

Area Demographics

Area Population Estimates

2005-2010 County 2005 2010 Growth 2005-10 % Growth 2005-10 Centralina WDB Source: EMSI 2011 848,077 848,077 112,199 15%

Area Population Projections

2010-2020 County 2010 Centralina WDB Source: EMSI 2011 848,077 2020 927,147 Growth 2010-20 79,070 % Growth 2010-20 9%

Employment Situation

Area Labor Force Estimates

October 2011 County Labor Force Employed Unemployed UI Rate Centralina WDB 402,752 362,617 40,135 Source: NC Dept. of Commerce – Division of Employment Security 10.0%

% Regional Growth By Sector

Occupational Make Up

Declining Industries in Region 2008- 2013

Apparel & Textiles Chemicals and Chemical Based Products Electrical Equipment and Appliance & Component Manufacturing Agribusiness, Food Processing & Technology

Highest Growth, 2008-2013

Business & Financial Services Biomedical/Biotechnical (Life Sciences) Transportation & Logistics, Arts, Entertainment, Recreation & Visitor Industries Energy (Fossil & Renewable)

Employment Trends The region is transitioning from a manufacturing to service & knowledge based economy.

The Centralina WDB region has lost more than 22,000 jobs (mostly in manufacturing) since first quarter 2008.

Manufacturing losses have continued over the past 12 months, but some service sectors have received modest employment gains.

Employment Trends

More productivity, N.C. workers are 10% more productive than average U.S. workers. 1099 Economy – More workers are contract employees Wages will make a gradual comeback due to structural unemployment Focus is on skills & certifications

Largest Occupations in Centralina WDB

Knowledge in Demand

Customer and Personal Service English Language Math Clerical Computers and Electronics Administration and Management Communications Sales and Marketing

Abilities In Demand

Oral Expression Oral Comprehension Written Comprehension Deductive Reasoning Inductive Reasoning Originality Selective Attention Time Sharing

Skills Gaps

What Jobs Are Out There?

What is a Skills Gap?

Business can’t meet goals with current staffing capabilities Critical roles can’t be filled Business lacks skills to compete globally Routine tasks not being performed satisfactorily or at all. Lack of skills negatively impacts production

Reasons for the Gaps

Workforce demographics & geography Unprepared graduates More knowledge based jobs Acquisitions and Mergers Cuts in training budgets Lack of bench strength among leadership Mismatch of company needs with workforce skills Changing Societal Needs

Where are the Gaps?

Broad occupational categories with shortages or potential shortages nationally include: Healthcare Education (Special Ed Teachers) Business & Finance Architecture and Engineering

Where are the Gaps?

October 2011 Study by Deloitte and the Manufacturing Institute showed gaps in: 1.

Machining 2.

Operators 3.

Craft Workers 4.

Technicians 67% of manufacturers nationally have a shortage of qualified workers. >> This is true for North Carolina as well.

Projected Gaps for NC

Information Technology Registered Nurses Accounting & Auditors Medical & Health Services Managers Purchasing Agents Dental Hygienists Engineers (Mechanical, Nuclear, & Electronics) Respiratory & Occupational Therapist

Where Will the Jobs Be?

Biomedical Engineers Network Systems & Informatics Home Health & Personal Care Aides Financial Examiners Medical Scientists Physician Assistant Skin Care Specialists Biochemist & Biophysicist Athletic Trainers

What Businesses Want

People who can think creatively Good communication & people skills People who can grow my business

Twelve Behaviors That Employers are Seeking (Paulette Aslin, Aslin Associates) Calculated risk-taker High EQ (Emotional Quotient), maturity Ability to adapt and assimilate (the younger generation is looking for the job/company to adapt to them) Grasp of global /general knowledge Self-awareness and humility (reference book “Why CEOs Fail” –they are not humble; arrogance is their downfall)

Twelve Behaviors That Employers are Seeking (Paulette Aslin, Aslin Associaties) Good relationship manager Appreciation for meritocracy (promoted/rewarded for a REASON) Adapt to change Inquisitiveness Desire to learn Strong work ethic Patience

The Workforce Vision

Adaptability Innovative thinking & action Take personal responsibility for learning Use gaming simulation technology and e-tools for training

What’s Next?

Close skills gaps – Match skills to Jobs Focus on growing our strong clusters Use technology as a learning tool Build career ladders with employer engagement Promote/encourage entrepreneurism and innovation Measure success and celebrate wins

Final Thought

“There is nothing more vital to a community than that of providing employment opportunities for its citizens. Employment not only has an economic impact on communities, but also has a direct relationship with the quality of life within the community.”

THANK YOU!!

Want to Know More? David Hollars, Executive Director Centralina Workforce Development Board (704) 348-2717 [email protected]

www.centralinaworks.com

www.agreatworkforce.com