industry insights on talent - grow cedar valley · 5.7 5.2 maintenance- machinery robotics...
TRANSCRIPT
Because workforce availability has emerged as a priority for Cedar Valley businesses, an assessment focused on workforce was distributed to businesses throughout the region. This report details the data collected on workforce supply, skills demands, recruitment, work-based learning programs, and educational preparation. The assessment was developed with input from both education and business partners, and the information
gathered will help shape educational programs and talent attraction programming in the Cedar Valley.
Black Hawk | Bremer | Buchanan | Butler | Chickasaw | Grundy
INDUSTRY INSIGHTS ON TALENT for the Cedar Valley Region of Iowa
2018
PARTICIPATION OVERVIEW
44% Waterloo
1% Denver
2% Independence
2% Evansdale
39%Cedar Falls
8% Waverly
102 PARTICIPANTS
Cities represented
169 FULL-TIME
69 PART-TIME
5 CONTRACT
Average number of employees for COMPANIES REPRESENTED
Average Distribution of Employees for COMPANIES REPRESENTED
179Non-Management Hourly
41Non-Management Salaried
23Management
20Other
3Executive
3% New Hampton
1% Janesville
1% Beaman
SECTORS REPRESENTED
Companies surveyed employ a total of 16,907 full-time employees, 6,095 employees, and 309 contract employees.
Companies surveyed employ a total of 287 executives, 2,031 managers, 3,296 non-management salaried employees, 16,602 non-management hourly employees, and 407 other types of employees.
Manufacturing & Production
23%
Other 25%
Professional & Business Services
12%Finance & Insurance 10%
Construction 6%
Information Technology &
Software Development
5% Health Care 13%
Distribution& Logistics
3%
Marketing
3%
WORKFORCE TRENDS
EXPECTATIONS OF WORKFORCE SIZE
57% Increase 40% Remain Stable 3% Decrease
48% of employers express that workforce is a limiting factor to growing in the Cedar Valley.
The above graph shows percentage of employers by industry that expressed workforce as a limiting factor to growing in the Cedar Valley.
90%
60% Construction
33% Finance & Insurance
43% Health Care
67% Information Technology & Software Development
38% Manufacturing & Production
75% Professional & Business Services
63% Other
10% 20% 30% 40% 50% 60% 70%80%
0%
The following graph shows percentage of employers by industry that have contracted out or relocated business functions due to a lack of available workforce.
0%
10%
20%
30%
40%
50%
60%
70%
Construction0%
Distribution & Logistics
33%
Health Care
11%
Information Technology & Software Develpment
67%
Manufacturing & Production
22%
Marketing
33%
Professional & Business
Services
50%
Finance & Insurance
17%20% of employers have contracted out or relocated business functions due to a lack of available workforce.
WORKFORCE TRENDS continued
54%
42%
27%
35%
Use of contract employees
Automation
Shift work to other company facilities
outside the Cedar Valley
Outsourcing
Companies have considered using or are using the following labor shifting strategies.
Expectations of WAGE LEVEL
76% Increase
23% Remain Stable
1% Decrease
Employers expect to fill the following NUMBER OF POSITIONS IN THE NEXT 3 YEARS
0%
49%
17%11%
4% 4% 2% 2%
10%
None 1-10 11-20 21-30 31-50 51-75 76-100 101-150 151+0%
10%
20%
30%
40%
50%
60%
Perc
enta
ge o
f Em
ploy
ers
RECRUITMENT & RETENTION
Employers chose the following RECRUITING CHANNELS AS MOST EFFECTIVE
0%
10%
20%
30%
40%
50%
60%
70%
7%Company-hosted Recruiting Events
In-person
Job/Career Fairs
7%Print
Advertisements
11%
Company Career
Webpage
24%
Social Media
36%
3rd Party Job Boards
43%
Employee Referrals
57%
3rd Party Staffing Firms
10%
Drop-in/On-Site
Applications
10%
Employers ranked how challenging the following factors are when RECRUITING TALENT Scale of 1-7 (7 being difficult)
4.3 LIMITED OPPORTUNITIES FOR SPOUSE/PARTNER
4.3 PERCEPTION OF
AREA/IOWA
3.9 SALARY
2.8 HOUSING ABILITY
2.6 COST OF LIVING
2.7 HOUSING EQUALITY
Ranking of Difficulty to RETAIN EMPLOYEES1-7 (7 being difficult)
EMPLOYEES FROMCEDAR VALLEY
EMPLOYEES FROM OUTSIDECEDAR VALLEY
3.4
3.9
62% of employers recruit talent from outside the Cedar Valley
EMPLOYMENT BARRIERS
0%
20.8%9.9%
22.1%
26.0%26.0%
49.4%
ELDER CARE
SUSTANCE ABUSE
ENGLISH LANGUAGE TRANSLATION
OTHER
TRANSPORTATION
CHILD CARE
NONE
9% No
MANUFACTURING INDUSTRY SP ECIFIC DATA
1
2
3
4
5
6
7
Welder
4.7
Painter
4.3
CNC Operator
5.0
CNC Programmer
5.75.2
Maintenance- Machinery
Robotics Technician
6.04.9
Maintenance- Facilities
Quality Control Inspector
4.9
General and Operations Manager
5.7
Shipping & Receiving
3.6
General Labor
3.5
Assembler
4.1
WORKFORCE AVAILABILITY 1-7 (7 being difficult)
Use of NEW TECHNOLOGIES
91% Yes
UTILIZINGCROSS TRAINING
65% No
35% Yes
CURRENTLY USINGROBOTICS
65% No
35% Yes
IF NO, PLAN TO USEROBOTICS
78% No
22% Yes
USINGADDITIVE
MANUFACTURING
89% No
11% Yes
IF NO, PLAN TO USEADDITIVE
MANUFACTURING
MANUFACTURING INDUSTRY SP ECIFIC DATA
WORKFORCE AVAILABILITY 1-7 (7 being difficult)
HEALTH CARE
DISTRIBUTION & LOGISTICSNURSING Hiring Practice
*BSN: Bachelor of Science in Nursing*ADN: Associates Degree in Nursing
Anesth
esiolo
gist
Clinical
Labo
ratory
Techn
ician
Emergen
cy Med
ical Te
chnicia
n
Family
Practitio
ner
Health
Inform
ation T
echnic
ian
Home H
ealth
Aide
Licen
sed Prac
tical N
urse (
LPN)
Medica
l Assi
stant
Nurse A
nesth
etist
Nurse P
ractitio
ner
Certifie
d Nurs
ing Assi
stant
(CNA)
Occupa
tional T
herap
ist
Pharm
acist
Pharm
acy Te
chnicia
n
Physica
l The
rapist
Physicia
n
Physicia
n Assi
stant
Registe
red Nurs
e (RN)
Speech
-Lang
uage
Patholo
gist
Surgeo
n
Surgica
l/OR Te
chnolo
gist
Therap
ist/Men
tal Hea
lth Cou
nselor
s
2
1
3
4
5
6
7
67%
0% 33%
HIRE WITH ADN OR BSN
REQUIRE BSN
PRIMARILY HIRE BSN, BUT NOT REQUIRED
WORKFORCE AVAILABILITY 1-7 (7 being difficult)
Plan to use AUTONOMOUS TRUCKING/PLATOONING
Inventory Control
Employees
4.3
Warehouse Employees
(Non-management)
4.3
Warehouse Supervisors/Managers
5
Truck Drivers
6
100% NO 0% YES
Oracle
5
INFORMATION TECHNOLOGY
Skills needed for entry-level employees DEVELOPMENT FRAMEWORDS USED17 employers responded
Skills needed for entry-level employeesTECHNICAL COMPETENCIES19 employers responded
OPERATING SYSTEMS24 employers responded
Skills needed for entry-level employees DEVELOPMENT TOOLS12 employers responded
3 Angular
3 jQuery
9 .Net
0
2
4
6
Bit Bucket
2 2 2
Azure Git
3
Visual Studio Other GitHub AWS
5
Flash
3 34
Skills needed for entry-level employees PROGRAMMING LANGUAGES17 employers responded
Skills needed for entry-level employees DATABASE MANAGEMENT SYSTEMS15 employers responded
0
Objectiv
e C C++jQue
ryJS
ONOthe
rXML C#
Java
HTML
HTML5
JavaS
cript
SQL
2
4
6
8
10
12
24 4 4 4
56 6
78 8
12
MSSQL
6MySQL
611 Sharepoint
9 Wordpress
2 JBoss (Wildfly)
Economic Inclusion INITIATIVES USED BY EMPLOYERS
0%
10%
20%
30%
40%
50%
60%
70%
80%
4%Offer Child
Care AssistanceOffer Financial Assistance with Transportation
1%Actively Recruit
Veterans
36%
Hire Candidates with Criminal
Record
60%
Employ Veterans
69%
Employ Translators
11%
Diversity & Inclusion Initiative
29%
ECONOMIC INCLUSION
24 Windows 8 macOS 3 Linux
7
6
5
4
3
2
1
EDUCATIONAL PREPARATION
ENGAGE WITH EDUCATIONAL INSTITUTIONS
51% of employers engage with regional educational institutions
40% Construction
5 Community College
33% Distribution & Logistics
5 Regional University/Private College
63% Finance & Insurance
3.9 High School
60% Health Care
50% Manufacturing & Production
33% Professional & Business Services
10%
1
20%
2
30%
3
40%
4
50%
5
60%
6
70%
7
0%
0
The left shows percentage of employers by industry that engage with regional higher and lower educational institutions.
Range of How Adequately Regional Educational Institutions Prepare
WORK-READY GRADUATES 1-7 (7 being well-prepared)
Rating of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES BY INDUSTRY 1-7 (7 being well-prepared)
Rating of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES BY COUNTY 1-7 (7 being well-prepared)
7
6
5
4
3
2
1Distribution & Logistics
4.67
5.675.33
Finance & Insurance
4.50
5.505.29
Health Care
4.11
5.20 5.27
Manufacturing & Production
3.60
4.67
5.00
Professional & Business Services
3.80
5.25
4.67
Regional High School Prep Rating University/Private School Prep Rating Community College Prep Rating Black Hawk Bremer Buchanan Chickasaw Butler-Grundy
Construction
2.00
4.004.20
Regional High School Prep Rating
University/Private School Prep Rating
Community College Prep Rating
3.79
4.96 5.00
3.67
5.00
4.50
5.00
4.00
4.50
5.00
4.00
4.83
5.25
5.67
4.83
15%
21%18%
14%
17%
4%
8%
5% 6%6%5%
1% 1% 1%
4%
1%1%2%
5%
2%1%
11%10%
4%
100% 100%
67%70%
75% 75%
60%
53%
0% 0%0% 0%0% 0%0%5%
EDUCATIONAL PREPARATION continued
7
6
5
4
3
2
1
Rating of How Adequately Regional Educational Institutions Prepare WORK-READY GRADUATES BY CITY 1-7 (7 being well-prepared)
Percentage of Hires that are RECENT COLLEGE GRADUATES
Expectation of Amount of Hires that are RECENT COLLEGE GRADUATES BY INDUSTRY
Expectation of Amount of Hires that are RECENT COLLEGE GRADUATES
Waterloo Cedar Falls Waverly New Hampton Independence
Regional High School Prep Rating
University/Private School Prep Rating
Community College Prep Rating
4.04
5.15 5.21
3.63
4.93
3.834.004.00
5.33
6.00
4.50
5.50
5.004.71 4.85
0
0
None -
Rarely h
ire
recen
t colleg
e grad
uates 0%
Constr
uction
10%
Distribu
tion & Lo
gistics
20%
Finance
& Insur
ance
30%
Health
Care
40%
Manufa
cturin
g & Prod
uction
Profess
ional &
Busine
ss Serv
ices
50%
Marketin
g
60%
Other
70%
80%
90%
100%
5%
10%
10%
20%
30%
70%
15%
40%
80%
20%
50%
90%
25%
60%
100%
Perc
enta
ge o
f Em
ploy
ers
Percentage of Hires
Hourly Hires Salaried/Management Hires
Increase DecreaseStable
69% REMAIN STABLE
30% INCREASE
1% DECREASE
0% 0%
33%30%
25% 25%
40% 42%
WORK-BASED LEARNING
WORKFORCE SKILLS
58%
78%Soft Skills Importance & Rating of APPLICANTS1-7 (7 being high)
Anticipated INTERNSHIP PROGRAM USAGE43% Community relations to build awareness of your organization
50% Developing future leaders
52% Opportunity for staff to mentor and supervise
63% Operational support to help with regular employee workload
73% Create a strong pipeline of future workforce
42% New points of view and organizational diversity
Primary benefits of WORK-BASED LEARNING PROGRAMS
0
20
40
60
80
of employees utilize a work-based learning program like an internship. preceptorship, or apprenticeship program.
of employers have a training program or financially support employee development
Percentage of INTERNS HIRED FULL-TIME
11% 11%
2%0%
4%
11%
15%
22%
9% 9%7%
0None 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
5%
10%
15%
20%
25%
Perc
enta
ge o
f Em
ploy
ers
Percentage of Hires
Stable
64%Increasing
36%Decreasing
0%
1
6.3
4.1
Problem Solving Skills
6.5
4.3
Communication Skills
6.5
4.5
Interpersonal Relationship Skills
6.6
4.0
Work Ethic
5.7
3.9
Leadership Skills
2
3
4
5
6
7
Level of Importance Rating of Applicants
Knowledge/Skills Gap with NEW HIRES
5%9% 12% 13% 13%
16% 16% 17%22%
24%
29%32%
49%
57%62% 63%
0
Readin
g Com
prehe
nsion
(in Eng
lish)
English
Lang
uage
Knowled
ge of
Specifi
c Tech
nolog
y
Compu
ter Skill
s
Mathem
atics (
Compu
tation
)
Problem
Discove
ry Skill
s
Writing in
English
(Gram
mar, Spe
lling,
etc.)
Ability t
o Work
Inde
pend
ently/
Remote
ly
Techn
ical (E
ngine
ering
, Mech
anica
l, etc.)
Innova
tive/Crea
tive Thin
king
Adapta
bility
Problem
Solving
Skills
Initiati
ve/Self-
Directe
d
Work Ethic
Commun
ication
Skills
Ability t
o Work
in a T
eam
10%
20%
30%
70%
40%
80%
50%
60%
7
6
5
4
3
2
1
Cedar Valley Regional Partnership(319) 232-1156
www.cedarvalleyregion.com
Data compiled and prepared by the Greater Cedar Valley Alliance & Chamber
WORKFORCE SKILLS continued
Importance of Soft Skills by INDUSTRY 1-7 (7 being high)
Rating of Applicants' Soft Skills by INDUSTRY 1-7 (7 being high)
Construction
Distribution & Logistics
Finance & Insurance
Health Care
Manufacturing & Production
Professional & Business ServicesProblem Solving Communication Skills Interpersonal Relationship Work Ethic Leadership Skills
7
6
5
4
3
2
1Problem Solving Communication Skills Interpersonal Relationship Work Ethic Leadership Skills
Construction
Distribution & Logistics
Finance & Insurance
Health Care
Manufacturing & Production
Professional & Business Services