nebraska statewide labor availability report · 2019/6/28 · based on responses to the labor...

Nebraska Statewide Labor Availability Report

Nebraska Statewide Labor Availability Study

Table of Contents3678

Figures & TablesExecutive SummaryStatewide Data Area

Introduction to Labor Availability

Results - Potential Job Seekers 10General Characteristics of Potential Job Seekers and Non-Seekers 10

Employment Characteristics of Potential Job Seekers 15

Multiple Job Holders 23Future Employment of Potential Job Seekers 24

Results - Active Job Seekers 36General Characteristics of Active Job Seekers 36

Future Employment of Active Job Seekers 38

Conclusion 42Number of Responses by Zip Code 44Methodology 48

Equal Opportunity Program/Employer TDD: 800.833.7352 TTY: 402.471.0016 (For Assistance with Unemployment Insurance)

Auxiliary aids and services are available upon request to individuals with disabilities.

Released: June 2019 Version Date: 6/28/2019

3

Table 1 Potential Job Seeker and Active Job Seeker Statistics .................................................................................................6

Figure 1 Employment Status .........................................................................................................................................................................10

Figure 2 Age ..............................................................................................................................................................................................................10

Figure 3 Gender .......................................................................................................................................................................................................11

Figure 4 .1 Hispanic or Latino Ethnicity by Seeker Status ...........................................................................................................11

Figure 4 .2 Race ........................................................................................................................................................................................................11

Figure 5 Veteran Status .....................................................................................................................................................................................12

Figure 6 Educational Attainment of Potential Job Seekers ....................................................................................................12

Figure 7 Reported Skills of Potential Job Seekers ..........................................................................................................................13

Figure 8.1 Employed Potential Job Seekers Retiring within Five Years .......................................................................... 14

Figure 8.2 Percent of Employed Potential Job Seekers Indicating Retirement in the Next Five Years and Age .............................................................................................................. 14

Figure 9 Industry of Employment of Potential Job Seekers ...................................................................................................15

Figure 10 Occupation of Employment of Potential Job Seekers .........................................................................................16

Figure 11 Previous Industry of Non-Employed Potential Job Seekers ..............................................................................17

Figure 12 Previous Occupation of Non-Employed Potential Job Seekers .....................................................................18

Figure 13 Time Potential Job Seekers Spent Non-Employed .................................................................................................19

Figure 14 Benefits Offered to Employed Seekers ...........................................................................................................................19

Figures & Tables

Nebraska Department of Labor

Nebraska Statewide Labor Availability Study4

Figure 15.1 Current Annual Salary of Employed Seekers ...........................................................................................................20

Figure 15.2 Current Hourly Wage of Employed Seekers ............................................................................................................20

Figure 16 Job Tenure of Employed Seekers ........................................................................................................................................21

Figure 17 Current and Maximum Commute Time .........................................................................................................................21

Figure 18 Satisfaction with Current Commute Time ...................................................................................................................22

Figure 19 Multiple Job Holding Potential Job Seekers’ Hours Worked...........................................................................23

Figure 20 Potential Job Seekers’ Reasons for Holding Multiple Jobs ..............................................................................23

Figure 21.1 Minimum Annual Salary Required .................................................................................................................................24

Figure 21.2 Minimum Hourly Wage Required ..................................................................................................................................24

Figure 22.1 Minimum Annual Salary Required Compared to Current Pay ...................................................................25

Figure 22.2 Minimum Hourly Wage Required Compared to Current Pay ...................................................................25

Figure 23.1 Minimum Annual Salary Increase Required in Percent of Current Pay ...............................................26

Figure 23. 2 Minimum Hourly Wage Increase Required in Percent of Current Pay ...............................................26

Figure 24.1 Minimum Required to Change Jobs Current and Minimum Annual Salary of Seekers ..........27

Figure 24.2 Minimum Required to Change Jobs Current and Minimum Hourly Wage of Seekers ...........27

Figure 25 Hours per Week Desired by Number of Jobs Worked ........................................................................................28

Figure 26 Hours of Work per Week Desired by Age Group ....................................................................................................28

Figure 27 Important Factors of Potential Job Seekers .............................................................................................................29

Figures & Tables

5

Figure 28.1 Difference in Important Factors by Annual Salary .............................................................................................30

Figure 28.2 Difference in Important Factors by Hourly Wage ...............................................................................................31

Figure 29 Difference in Important Factors by Employment Status .................................................................................32

Figure 30 Willingness to Obtain Training in the Next Year .....................................................................................................33

Figure 31 Barriers to Obtaining Training ..............................................................................................................................................33

Figure 32 Obstacles to Employment for Potential Job Seekers ..........................................................................................34

Figure 33 Unused Skills of Overqualified Employed Potential Job Seekers................................................................35

Figure 34 Employment Status of Active Job Seekers .................................................................................................................36

Figure 35 Time Active Job Seekers Spent Non-Employed ......................................................................................................36

Figure 36 Educational Attainment of Active Job Seekers .......................................................................................................36

Figure 37 Reported Skills of Active Job Seekers .............................................................................................................................37

Figure 38 Important Factors When Choosing New Employment ....................................................................................38

Figure 39.1 Minimum Annual Salary Required to Change Jobs Compared to Current Pay .............................39

Figure 39.2 Minimum Hourly Wage Required to Change Jobs Compared to Current Pay .............................39

Figure 40 Willingness to Obtain Training ..........................................................................................................................................40

Figure 41 Barriers to Obtaining Training .............................................................................................................................................40

Figure 4 2 Obstacles to Employment.......................................................................................................................................................41

Figure 4 3 Unused Skills of Overqualified Employed Active Job Seekers .......................................................................41

Figures & Tables



Potential job seekers indicated inadequate pay offered at area employers, lack of job opportunities in the area, and inadequate benefits offered by area employers as the most common obstacles to improving their employment situation.Active job seekers are a subset of potential job seekers who reported they were actively seeking a new job. An estimated 141,277 active job seekers, 18 and over, were seeking employment in Nebraska at the time of the studies. The median minimum pay that active job seekers required to improve their employment situation was $15 for hourly employees and $50,000 a year for salaried employees.

Most active job seekers were employed (80.7%) and the median job tenure of active seekers was four years and one month. Over 50% of active seekers held a bachelor’s degree, and their most important factors when choosing a new job were also salary, health insurance, and retirement benefits. The most common obstacles to active job seekers were similar to those reported by potential job seekers: lack of job opportunities in the area, inadequate pay offered, and inadequate benefits at area employers.

This study has identified that there is a large pool of individuals actively seeking work, as well as potential job seekers in Nebraska. The findings can be used to better understand what is important to these active and potential job seekers and the barriers they may see to accepting a new job. Economic developers, educators, employers, legislators, and others involved in shaping local and statewide economies can use this information to help existing businesses grow and attract new employers and workers to the state.

Executive SummaryBased on responses to the Labor Availability Surveys from 2015 to 2018, which included all or parts of 82 counties in Nebraska, there were an estimated 454,984 potential job seekers age 18 and over in Nebraska. The majority of potential job seekers in the survey area were currently employed (86.3%). Others were out of work or seeking to reenter the workforce after time spent in retirement or homemaking.

Potential job seekers indicated that they were willing to take new work or change jobs in the next year if a suitable job presented itself. The median minimum pay that potential job seekers required to improve their employment situation was $55,000 for salaried workers and $16 per hour for hourly workers. The median tenure of employed potential job seekers at their current job was five years and three months. Nearly 50% of potential job seekers reported they held a bachelor’s or 4-year degree. Potential job seekers indicated salary, health insurance, and retirement benefits as the most important factors in improving their employment situation.

Table 1 Potential Job Seeker and Active Job Seeker Statistics

Potential Job Seekers Active Job Seekers

Estimated Total in Survey Area (18 and over) 454,984 141,277

Median Minimum Wage Required to Change Jobs Hourly $16.00 Hourly $15.00 Yearly $55,000 Yearly $50,000

Percent Employed 86.3% 80.7%

Median Tenure of Employed Job Seekers 5 years, 3 months 4 years, 1 month

Seekers with a Bachelor’s Degree 49.7% 50.4%

Most Important Factors in Improving Employment Situation

Salary, Health insurance, Retirement benefits

Salary, Health insurance, Retirement benefits

Most Common Obstacles to Improving Employment Situation

Inadequate pay offered, Lack of job opportunities in the area, Inadequate benefits at area employers

Lack of job opportunities in the area, Inadequate pay offered, Inadequate benefits at area employers

Statistic

The total coverage of all survey areas are displayed on this page. According to 2010 Demographic Profile Census data, the total population of the ZIP codes included in the data set was 1,728,541 individuals, and 1,294,128 of these individuals were ages 18 and over. The survey asked the adult age 19 or over, who had the next birthday, to respond to the survey. In total, the statewide data set includes 21,593 responses from Nebraska ZIP codes in the original survey areas. A full list of the number of responses by ZIP code, as well as the methodology for defining the survey areas, is included on page 43.

Statewide Data Area

CherryHolt

Custer

Sioux

Lincoln

Sheridan

GardenMorrill

Knox

Keith

RockBrown

Gage

Chase

Hall

Dundy

Grant

Buffalo

Clay

OtoeDawson

Cedar

Frontier

York

Platte

Hayes

Perkins

Blaine

Arthur

BurtLoup

Cass

Banner

Boone

Boyd

Polk

Hooker

Furnas

Butler

Saline

AntelopePierce

ValleyLogan

Thomas

Harlan

Dixon

Adams

Thayer

Dodge

Phelps

Saunders

Deuel

McPherson

Seward

Howard

Greeley

Cuming

Keya Paha

Garfield

Fillmore

Nance

Hitchcock

Wheeler

Franklin Webster

Madison

Merrick

Colfax

Nuckolls

Gosper

Wayne

Sherman

Kearney

Red Willow

Scotts Bluff

Jefferson

Hamilton

Pawnee

Nemaha

Richardson

Thurston

Douglas

Sarpy

Lancaster

Stanton

Johnson

Dakota

Box Butte

Kimball Cheyenne

Washing nto

7Nebraska Department of Labor


Beginning in the spring of 2015, the Nebraska Department of Labor (NDOL), Nebraska Department of Economic Development (NDED) and the Bureau of Sociological Research at the University of Nebraska-Lincoln (BOSR) began a collaboration on a project designed to measure labor availability in Nebraska areas.

NDOL frequently collects varied data about Nebraska workers and provides that information to the U.S. Bureau of Labor Statistics (BLS). The BLS then analyzes the data to estimate, for example, how many people work in different industries and occupations or how many people work or do not work. While the BLS and NDOL produce a rich data catalog, neither agency regularly measures the reasons why workers choose whether to improve their employment situation or not work at all. In the context of this report, an improved employment situation is not uniform and depends on the perspective of the individual (e.g., shorter commute, flexible hours, better benefits, etc.).

Furthermore, there are some datasets available that count only certain types of job seekers, such as unemployed individuals or active job seekers, as part of the labor pool. However, a few key segments of the labor pool, such as people who are currently employed but may change jobs given the right opportunity, or those who are not working but may reenter the labor force, are often unaccounted for in estimates of labor availability. Details about this portion of the labor pool as well as unemployed or active job seekers in a local labor pool are useful to economic developers and business site selectors. This study aims to supplement BLS and NDOL data with information about worker

motivations in Nebraska. Understanding why people take a job helps stakeholders understand how an employer might attract new workers. In addition, understanding the characteristics of the current labor force and the incentives required for residents to change jobs could shed light on how communities might improve the local labor force.

In order to create a dataset that was comparable to the adult population of the survey area, respondents were assigned weights by BOSR to be as representative of the survey area as possible. Survey responses were weighted by age and gender, using Census data, based on the six community college regions in Nebraska. Utilizing these data weights, the demographic characteristics of respondents for the most part tended to follow Census estimates.

Introduction to Labor Availability

THE GEOGRAPHICAL COMPONENT OF LABOR AVAILABILITY narrows down the labor pool to those who are located near or those willing to travel to a specific location to work.

THE HUMAN COMPONENT OF LABOR AVAILABILITY depends upon the characteristics of the potential workforce in the area. People take, keep, and change jobs for a variety of reasons. Salary and benefits are important, but other factors including convenience, security, family obligations, personal fulfillment, age, gender, education, and training, contribute to workers’ employment decisions. These motivations and demographic characteristics determine labor availability within a region.

Labor availability describes how many people within a given area are available and willing to take a new job. Labor availability has two components: geographical and human.

9

Based on the percentage of respondents identifying as potential job seekers in the entire survey area (35.2%) and 2010 Census data, there were an estimated 454,984 potential job seekers 18 years old and over in the statewide survey area.

A portion of potential job seekers in the survey area reported they were actively seeking a new job (31.1%). Based on the percentage of active job seekers, there were an estimated 141,277 individuals in the surveyed areas of Nebraska age 18 and over actively seeking work.

In the survey, respondents were asked to identify if they were employed, unemployed, retired, or a homemaker. Respondents who indicated that they were unemployed, retired, or a homemaker were considered non-employed. Included in the non-employed and employed groups are recent graduates and current students. The employed and non-employed were instructed to answer separate sets of follow-up questions. Questions about future employment were posed to all respondents except those who indicated that they were both non-employed and non-seekers. The questionnaire ended with survey respondents providing information about their age, gender, education and skill level. Discussed in this section of results are general characteristics of potential job seekers and non-seekers.

Key Terms

POTENTIAL JOB SEEKER An employed person who answered either ‘yes’ or ‘maybe’ to the question “Are you likely to change jobs in the next year if a suitable job is available?” or a non-employed person who answered ‘yes’ or ‘maybe’ to the question “Are you likely to reenter the workforce in the next year if a suitable job is available?” The potential job seekers group includes all individuals who indicated that they might accept a new job within the next year, given the right circumstances. Potential job seekers are also referred to as seekers in this report

ACTIVE JOB SEEKER A subset of potential job seeker who answered ‘yes’ to the question “Are you actively seeking a new job?”

NON-SEEKER An employed person who responded ‘no’ to the question “Are you likely to change jobs in the next year if a suitable job is available?” or a non-employed person who responded ‘no’ to the question “Are you likely to reenter the workforce in the next year if a suitable job is available?” The non-seeker group includes all individuals who stated that they would not accept a new job in the next year.

Based on the percentage of respondents identifying as potential job seekers (35.2%), there were an estimated 454,984 potential job seekers 18 y ears old and over in Nebraska in the time frame covered by the surveys. Much of the Nebraska Statewide Labor Availability Report is focused on potential job seekers, as they represent a comprehensive pool of people who may be willing to accept new employment.

The estimates for gender from the survey results were within 0.2% of Census estimates and the survey estimates for age were within 1.6% of Census estimates. This is encouraging, as it means the sample shares many properties with the target population. An explanation of the methodology used for this analysis is in the appendix.

Counted in Census data from the 2010 Demographic Profile were 1,725,541 individuals and 1,294,128 individuals age 18 and over in the ZIP codes included in the analysis. The statewide population of Nebraska in 2010 was 1,826,341, and therefore 94.4% of the Nebraska population is represented in the surveyed ZIP codes.



7.2%

26.1%

26.2%

21.4%

15.2%

4.0%

1.5%

15.2%

19.7%

16.6%

21.2%

25.8%

0% 5% 10% 15% 20% 25% 30%

24 & Under

25-34

35-44

45-54

55-64

65+

Potential Job Seekers Non-Potential Job Seekers

Potential job seekers tended to be younger than non-seekers (see Figure 2). Of those who reported their age, 59.5% of potential job seekers were under the age of 45, and 36.4% of non-seekers were under 45 years of age. Among non-seekers, 25.8% were 65 years old or older. Individuals age 65 and over may be more likely to be non-seekers due to retirement. Omaha area potential job seekers were most likely to be under 45 years of age (63.4%) and 8.7% of O’Neill area potential job seekers were age 65 and over.

Younger respondents may have been more likely to respond that they were potential job seekers because they were not as established in their careers, so they may have been more willing to seek career advancement through new employment.

Figure 2 Age

As seen in Figure 1, most potential job seekers reported that they were employed (86.3%). A relatively low percentage of potential job seekers were either unemployed (7%) or homemakers (2.8%). Non-seekers more often reported being retired (25.5%) than potential job seekers (3.9%). When only considering non-employed potential job seekers, the greatest percentage reported that they were unemployed (51.2%), 28.5% stated that they were retired, and 20.3% stated that they were homemakers. Comparing all survey areas, potential job seekers in the Columbus area were most likely to be employed (88.7%) and potential job seekers in the Scottsbluff area were most likely to be unemployed (10.5%).

86.3%

68.9%

7.0%

2.3%

3.9%

25.5%

2.8%

3.3%

0% 20% 40% 60% 80% 100%

Potential Job Seekers

Non-Potential Job Seekers

Employed Unemployed Retired Homemaker

Figure 1 Employment Status

Results - Potential Job SeekersGeneral Characteristics of Potential Job Seekers and Non-Seekers

11

Potential job seekers were comprised of 50.4% females and 49.6% males (see Figure 3). Over 59% of the potential job seekers in the Norfolk survey area were women, higher than other areas surveyed. Omaha had the highest percentage of male job seekers at 53.6%.

Figure 3 Gender

50.4% 51.4%49.6% 48.6%

0%20%40%60%80%

100%

Potential JobSeekers

Non-potential JobSeekers

Female Male

Of those who reported their ethnicity, 3.4% of all survey respondents identified as Hispanic or Latino. As seen in Figure 4, 5.1% of potential job seekers and 2.5% of non-seekers identified as Hispanic or Latino.

Figure 4 .1 Hispanic or Latino Ethnicity by Seeker Status

5.1%2.5%

0%

5%

10%

15%

20%

Potential JobSeekers

Non-Potential JobSeekers

91.5%

3.1%

2.0%

0.5%

0.1%

0.7%

2.1%

0% 20% 40% 60% 80% 100%

White (Caucasian)

Black or African American

Asian

American Indian or Alaska Native

Native Hawaiian or Other PacificIslander

Other

Two or More

Figure 4 .2 Race

Accounting for those who indicated a single race, White (Caucasian) was the most common race reported by potential job seekers at 91.5%. Black or African American (3.1%), Asian (2.0%), American Indian or Alaska native (0.5%) respondents were also represented in the data. Less than 1% of respondents considered themselves native Hawaiian or other Pacific Islander (0.1%), and 2.1% of respondents reported two or more races. Potential job seekers were slightly more likely to be minorities than non-seekers. More than 8% of potential seekers were non-white, including those reporting two or more races, compared to 4.4% of non-seekers.



Potential job seekers were less likely to be veterans than non-seekers (see Figure 5). Veterans comprised 7.3% of potential job seekers compared to 11.9% of non-seekers. More than 59% of veterans who responded to the survey were 55 years of age or older. Among the separate survey areas, the region with greatest percentage of potential job seeking veterans lived in the Omaha survey area (9.6%), and the area with the smallest percentage of potential job seeking veterans was Fremont (4.4%).

7.3%

92.7%

11.9%

88.1%

0%20%40%60%80%

100%

Veterans Non-Veterans


Figure 5 Veteran Status

Greater than 97% of potential job seekers indicated that they were a high school graduate or had a GED. Over 15% of the potential job seekers in this group responded that they held a technical or vocational degree, and 23.5% held an associate or 2-year degree. More than 49% affirmed they held a bachelor’s or 4-year degree, and 23.9% responded they held a graduate or professional degree. Some respondents held multiple degrees at the time of survey. Over 9% of potential job seekers reported that they were currently attending, and 11.8% of potential job seekers were planning to attend, a trade/vocational school, community college, or 4-year college. Lincoln survey area potential job seekers were most likely to be bachelor’s degree holders (56.7%), and Omaha survey area potential job seekers were most likely to be graduate degree holders (27.4%).

Figure 6 Educational Attainment of Potential Job Seekers

97.1%

15.4%

23.5%

49.7%

23.9%

0% 20% 40% 60% 80% 100%

High school graduate or GED

Technical or vocational degree

Associate or 2-year degree

Bachelor's or 4-year degree

Graduate or professional degree

The Labor Availability Study is a questionnaire-based research project aimed at helping workers and businesses make more informed decisions about the workforce and job market in local areas.

Check out local area reports on labor availability, business hiring and training needs, and skill gaps on the Labor Market Information Publications page at: NEworks.nebraska.gov

https://neworks.nebraska.gov/gsipub/index.asp?docid=802

13

Potential job seekers rated themselves on various skills using the following rating scale: none, basic, intermediate, and advanced (see Figure 7). At least 71% of respondents rated themselves as advanced or intermediate in all listed skills except sales skills (40.2%) and advanced computer skills (25.9%). Potential job seekers most often rated themselves as advanced in their work ethic (77.8%), ability to work independently (74%), and willingness to learn (69.4%). A greater percentage of Sidney area potential job seekers rated themselves as advanced in advanced computer skills (15.2%) followed by seekers in Omaha (14.7%) and Lincoln (14.5%).

Figure 7 Reported Skills of Potential Job Seekers

77.8%

74.0%

69.4%

64.7%

63.0%

61.8%

60.4%

53.0%

47.7%

46.7%

46.3%

45.3%

42.8%

39.8%

39.3%

38.6%

14.0%

10.7%

19.0%

21.8%

24.9%

29.7%

29.8%

31.7%

32.8%

38.1%

33.6%

37.9%

32.4%

40.1%

35.5%

42.7%

31.9%

41.8%

26.2%

15.2%

3.0%

3.9%

5.4%

5.2%

6.7%

5.9%

6.0%

8.3%

14.6%

12.6%

20.9%

13.7%

18.9%

14.9%

22.3%

18.5%

38.1%

33.1%

0.2%

0.3%

0.2%

0.4%

0.5%

0.5%

0.7%

0.6%

4.2%

2.8%

0.4%

1.0%

2.8%

2.5%

6.4%

1.0%

21.7%

41.0%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Work ethic

Ability to work independently

Willingness to learn

Ability to work as a team

Ability to problem solve

Ability to pay attention to detail

Positive attitude

Ability to adapt to change

Customer service

Critical thinking

Basic math

Verbal communication

Written communication

Leadership

Basic computer

Creativity

Sales

Advanced computer

Advanced Intermediate Basic None



Of employed potential job seekers in Nebraska who answered questions regarding their retirement plans, the vast majority (86.5%) did not plan to retire in the next five years (see Figure 8). The remaining currently employed potential job seekers in the area stated that they were either planning to retire (5.5%) or may retire (8.0%) in the next five years. More than 9% of potential job seekers in the O’Neill survey area were planning to retire, whereas only 4.5% of potential job seekers in Lincoln were planning to retire in the next five years.

Figure 8.1 Employed Potential Job Seekers Retiring within Five Years

5.5% 8.0%

86.5%

0%10%20%30%40%50%60%70%80%90%

100%

Yes Maybe No

Figure 8.2 displays the relationship between age of potential job seekers and the percent of potential job seekers indicating they plan to retire in the next five years. Only those age 50 up to age 75 are displayed. While there are some younger than age 50 planning to retire and some above age 75 not planning to retire, this group of interest shows that there will be employees leaving the labor force. Retirement plans and age are related in this data set such that as age increases the percentage of potential job seekers indicating that they plan to retire increases, generally.

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

50 55 60 65 70 75

Perc

ent S

ayin

g Ye

s

Age

Figure 8.2 Percent of Employed Potential Job Seekers Indicating Retirement in the Next Five Years and Age

15

18.3%

12.8%

8.0%

7.8%

7.4%

5.8%

5.4%

4.9%

4.9%

4.7%

4.2%

3.6%

3.2%

2.7%

2.4%

1.8%

1.4%

0.8%

0% 2% 4% 6% 8% 10% 12% 14% 16% 18% 20%

Health Care & Social Assistance

Education

Finance & Insurance

Manufacturing

Government

Professional, Scientific & Technical Services

Real Estate & Rental

Agriculture, Forestry, Fishing & Hunting

Retail Trade

Construction

Food Service & Accommodation

Transportation & Warehousing

Other Services

Information

Administrative & Support Services

Utilities

Arts, Entertainment & Recreation

Wholesale Trade

Employment Characteristics of Potential Job Seekers

Figure 9 Industry of Employment of Potential Job Seekers

Survey respondents answered questions about the industry of their employer (Figure 9) and their current occupation (Figure 10). The largest percentage of employed potential job seekers worked in the health care and social assistance (18.3%), education (12.8%), and finance and insurance (8%) industries.



14.1%

9.6%

8.3%

8.2%

7.7%

7.6%

5.0%

4.8%

4.2%

3.9%

3.6%

3.1%

2.9%

2.8%

2.6%

2.2%

1.9%

1.8%

1.7%

1.6%

1.5%

1.0%

0% 5% 10% 15% 20%

Office and Administrative Support

Management

Education, Training, and Library

Healthcare Practitioners and Technical

Business and Financial Operations

Sales and Related

Production

Transportation and Material Moving

Computer and Mathematical

Installation, Maintenance, and Repair

Construction and Extraction

Food Preparation and Serving Related

Healthcare Support

Community and Social Service

Architecture and Engineering

Personal Care and Service

Arts, Design, Entertainment, Sports, and Media

Building and Grounds Cleaning and Maintenance

Life, Physical, and Social Science

Farming, Fishing, and Forestry

Protective Service

Legal

Figure 10 Occupation of Employment of Potential Job Seekers

Currently employed potential job seekers who reported their occupation (see Figure 10) were most often employed in the office and administrative support (14.1%) occupation group, followed by management (9.6%), and education, training, and library (8.3%) occupation groups.

The percentage of workers employed by both industry and occupation do not correspond directly with other data published by the NDOL. This may be partially because survey data was self-reported versus NDOL information collected via other sources, but also that data reported in Figures 9 and 10 is specific to potential job seekers and not everyone employed.

17

13.8%11.7%

9.0%8.9%

7.5%7.1%

6.4%5.0%5.0%

4.2%4.2%

4.0%3.4%3.3%

3.1%1.9%

1.1%0.3%

0% 5% 10% 15% 20%

Health Care & Social AssistanceEducation

ManufacturingFood Service & Accommodation

GovernmentReal Estate & RentalFinance & Insurance

Transportation & WarehousingRetail Trade

Professional, Scientific & Technical ServicesAdministrative & Support Services

Other ServicesAgriculture, Forestry, Fishing & Hunting

InformationConstruction

UtilitiesWholesale Trade

Arts, Entertainment & Recreation

Figure 11 Previous Industry of Non-Employed Potential Job Seekers

As seen in Figure 11, the greatest percentage of non-employed (unemployed, retired, or homemaker) potential job seekers previously held employment in the health care and social assistance (13.8%) industry, followed by the education (11.7%), and manufacturing (9%) industries. In the Norfolk survey area, more than 23% of non-employed potential job seekers previously held employment in the manufacturing industry. All respondent-specified business activities were reclassified into the listed industries.



18.4%8.9%

8.1%7.5%

7.3%6.7%

6.5%6.0%

4.4%3.3%

2.9%2.5%2.4%2.4%2.3%

2.1%1.7%

1.5%1.5%1.4%

1.1%1.0%

0% 5% 10% 15% 20%

Office and Administrative SupportSales and Related

ManagementBusiness and Financial Operations

Education, Training, and LibraryFood Preparation and Serving Related

Transportation and Material MovingProduction

Healthcare Practitioners and TechnicalBuilding and Grounds Cleaning and Maintenance

Healthcare SupportCommunity and Social Service

Computer and MathematicalProtective Service

Installation, Maintenance, and RepairConstruction and Extraction

Architecture and EngineeringLife, Physical, and Social Science

LegalPersonal Care and Service

Arts, Design, Entertainment, Sports, and MediaFarming, Fishing, and Forestry

Figure 12 Previous Occupation of Non-Employed Potential Job Seekers

Non-employed potential job seekers also provided the job title they held at their previous employer, which was categorized into an occupational group (Figure 12). The greatest percentage of non-employed potential job seekers previously held a job in the office and administrative support (18.4%) group, followed by the sales and related (8.9%) and management (8.1%) occupation groups.

19

5.5%

11.3%

21.0%

12.1%

16.4%

33.7%

4.0%

7.1%

14.2%

9.1%

14.4%

51.2%

0% 10% 20% 30% 40% 50% 60%

Never worked

Less than 1 month

1-3 months

3-6 months

6 months to 1 year

1 year or more

Unemployed Non-Employed

Figure 13 Time Potential Job Seekers Spent Non-Employed

As seen in Figure 13, a greater portion of non-employed potential job seekers had been so for one year or more at the time of this survey (51.2%) compared to unemployed potential job seekers (33.7%). Non-employed includes those who selected retired, homemaker, or unemployed; unemployed is a subset of the non-employed. Respondents self-reported whether they were unemployed and no additional definitions were provided. The unemployment rate figures produced by the Bureau of Labor Statistics remain as the official unemployment data. Nearly half of unemployed potential job seekers had not worked for a year or more in O’Neill (48.4%) and North Platte (48.2%), and 17.7% of unemployed potential job seekers in the Lincoln survey area said they had never worked.

78.3%

76.0%

74.6%

72.8%

70.5%

64.1%

64.0%

40.2%

6.6%

0% 20% 40% 60% 80% 100%

Paid vacation

Health insurance

Paid holidays

Retirement

Dental insurance

Paid sick leave

Vision insurance

Tuition reimbursement

Other

Employed potential job seekers indicated whether their primary employer offered any of the benefits listed in Figure 14. Primary employers offered a majority of employed potential job seekers paid vacation, health insurance, paid holidays, retirement, dental insurance, paid sick leave, and vision insurance. More than 6% of employed potential job seekers reported they received a benefit not listed in the question. The other specified benefits included a 401K match, a company vehicle or phone, flexible work hours, bonuses and stock options, among others.

Figure 14 Benefits Offered to Employed Seekers



1.0%

2.7%

5.9%

12.2%

16.8%

15.6%

13.6%

7.6%

6.9%

6.3%

11.5%

0% 5% 10% 15% 20%

<$10K

$10-19.9K

$20-29.9K

$30-39.9K

$40-49.9K

$50-59.9K

$60-69.9K

$70-79.9K

$80-89.9K

$90-99.9K

$100K+

8.4%

33.5%

29.4%

13.3%

7.0%

3.7%

4.8%

0% 10% 20% 30% 40% 50%

<$9-$9.99

$10-14.99

$15-19.99

$20-24.99

$25-29.99

$30-34.99

$35.00+

Respondents were asked about their current and past pay rates and were given the option to report an hourly wage, an annual salary, or both. Annual salaries and hourly wages were calculated separately. Pay was not converted from wages to salaries or vice versa, and if a respondent reported both an annual salary and an hourly wage, they were included in both analyses. As seen in Figure 15.1, the greatest percentage of employed potential job seekers, who reported current pay figures in annual salary, reported earning between $40,000 and $49,999 a year (16.8%). When pooled, 58.2% of potential job seekers earned $30,000 to $69,999 annually.

Figure 15.1 Current Annual Salary of Employed Seekers

Displayed in Figure 15.2, the greatest percentage of employed potential job seekers earning hourly wages earned $10 to $14.99 per hour (33.5%), and nearly 29% of potential job seekers employed in hourly positions earned over $20 per hour. The minimum wage in Nebraska was $9 per hour at the time of the surveys. Some respondents who earned less than $9 per hour were tipped employees who did not include tips in their average hourly wage.

Figure 15.2 Current Hourly Wage of Employed Seekers

21

14.6%

22.3%

20.0%

18.4%

10.7%

7.0%

2.8%

2.2%

2.0%

0% 5% 10% 15% 20% 25%

<1

1-2

3-5

6-10

11-15

16-20

21-25

26-30

31+

Year

s at

Cur

rent

Job

Figure 16 Job Tenure of Employed Seekers

6.2%

18.0%

18.9%

16.2%

15.1%

6.7%

7.9%

1.5%

2.1%

2.6%

4.8%

0.1%

0.6%

3.3%

8.3%

15.6%

5.3%

35.9%

2.3%

5.0%

10.5%

13.1%

0% 5% 10% 15% 20% 25% 30% 35% 40%

Less than 5

5 to 9

10 to 14

15 to 19

20 to 24

25 to 29

30 to 34

35 to 39

40 to 44

45 to 49

50 or more

Com

mut

e Ti

me

(min

utes

)

Current Maximum

Figure 17 Current and Maximum Commute Time

As seen in Figure 16, 75.3% of employed potential job seekers reported being at their current job for 10 years or less. Of this majority, 22.3% had been at their current job for one to two years.

Employed potential job seekers stated their current one-way commute, in minutes (blue bars), and all potential job seekers reported the maximum one-way commute time they would accept (green bars) (Figure 17). The large differences among separate areas in the amount of time required to travel a certain distance should be considered (e.g., traffic). Potential job seekers, as a whole, appear to be willing to accept a longer commute than the current commute time of most employed potential job seekers. The greatest percentage of employed potential job seekers commuted 10 to 14 minutes one-way to their primary employer (18.9%). Over 69% of all potential job seekers would accept a one-way commute of up to 34 minutes. Furthermore, 81.1% of employed potential job seekers traveled less than 30 minutes one-way to their primary employer, but 66.7% of all potential job seekers said they would accept a one-way commute of 30 minutes or more. Over 51% of Omaha area potential job seekers currently commute 20 minutes or more one-way to their primary employer and 64.6% would accept a maximum commute time of 30 minutes or more.



90.0%

79.5%

53.0%

26.6%

9.5%

3.4%

2.5%

5.0%

1.5%

8.3%

15.9%

34.6%

43.3%

37.7%

20.1%

23.7%

12.3%

7.9%

1.7%

4.3%

11.5%

25.7%

42.7%

51.2%

46.0%

50.3%

30.7%

0.1%

0.8%

3.4%

9.0%

21.1%

25.6%

31.6%

41.6%

0.3%

0.1%

0.9%

1.1%

4.1%

2.1%

0.8%

18.3%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Less than 5

5 to 9

10 to 14

15 to 19

20 to 24

25 to 29

30 to 34

35 to 39

40 or more

Very satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Very dissatisfied

Com

mut

e Ti

me

(min

utes

)

As displayed in Figure 18, employed potential job seekers’ satisfaction with their commute time appears to decrease as commute time increases. Over 26% of employed potential job seekers were satisfied or very satisfied with a one-way commute time of 30 to 34 minutes, but only 17.3% were satisfied or very satisfied with a 35 to 39 minute commute. No more than 5% of respondents were very dissatisfied with their less-than-40-minute commute, but 18.3% of employed potential job seekers who commuted 40 minutes or more were very dissatisfied. Based on the results displayed in Figures 17 and 18, all potential job seekers appeared to be willing to accept a longer commute than the current commute times of employed potential job seekers (Figure 17). However, employed potential job seekers who did commute 25 minutes or more reported greater dissatisfaction than those who commuted less than 25 minutes (Figure 18).

Figure 18 Satisfaction with Current Commute Time

23

3.2%

6.0%

9.5%

23.0%

25.6%

22.9%

5.9%

4.0%

0% 5% 10% 15% 20% 25% 30%

Less than 20

20-29

30-39

40-49

50-59

60-69

70-79

80+

Figure 19 Multiple Job Holding Potential Job Seekers’ Hours Worked

96.8%

62.4%

38.3%

26.9%

13.0%

0% 20% 40% 60% 80% 100%

Additional Income

Personal fulfillment

Benefits (insurance, retirement, etc.)

Underemployment

Other

Potential job seekers who held multiple jobs were asked to indicate the reasons they worked multiple jobs from a list of options. As displayed in Figure 20, nearly all multiple jobholders indicated additional income (96.8%) as a reason for holding multiple jobs. Many potential job seekers also indicated that personal fulfillment (62.4%) and benefits (38.3%) were reasons why they held multiple jobs. Underemployment was reported by 26.9% of employed potential job seekers as a reason they worked multiple jobs. Other reasons for holding multiple jobs those potential job seekers reported included entrepreneurship, military service, seasonal employment, and caregiving, among others. Comparing the Lincoln and Valentine survey areas, 36.9% of multiple job holding potential job seekers in Lincoln indicated that they held multiple jobs because of benefits, and 49.8% of Valentine potential job seekers held multiple jobs because of benefits.

Figure 20 Potential Job Seekers’ Reasons for Holding Multiple Jobs

Multiple Job HoldersBased on responses to the survey, 19% of employed potential job seekers statewide held multiple jobs. Potential job seekers who held multiple jobs were most likely working two jobs (74.2%), but 17.2% worked three jobs and 8.6% were employees at four or more jobs. Figure 19 displays the total number of hours worked at all jobs for potential job seekers who held multiple jobs. The greatest percentage of potential job seekers worked 50 to 59 hours per week at all jobs (25.6%), but nearly 10% worked 70 or more hours per week at all jobs. Among the surveyed areas, potential job seekers who held multiple jobs in the O’Neill area were most likely to indicate they worked 80 or more hours per week at all jobs (10.2%).



2.7%

24.4%

35.0%

16.0%

9.5%

6.2%

6.2%

0.8%

13.8%

25.8%

21.2%

14.7%

8.3%

15.4%

0% 5% 10% 15% 20% 25% 30% 35% 40%

<$9-$9.99

$10-14.99

$15-19.99

$20-24.99

$25-29.99

$30-34.99

$35.00+


Figure 21.2 Minimum Hourly Wage Required

Potential job seekers would generally require less pay to improve their employment situation than those who were non-seekers. The median required minimum annual salary for potential job seekers to improve their employment situation was $55,000 per year and was $70,000 per year for non-seekers.

The median required minimum hourly wage for potential job seekers to improve their employment situation was $16 per hour compared to $20 per hour for non-seekers. Almost 49% of potential job seekers and 29.6% of non-seekers who gave a minimum salary requirement would accept a new job for less than $60,000 per year. More than 62% of potential job seekers and over 40% of non-seekers who gave an hourly wage requirement would take a job for less than $20 per hour.

0.1%

0.7%

2.8%

9.7%

17.3%

18.2%

15.6%

10.7%

6.4%

4.3%

14.2%

0.1%

0.4%

1.2%

5.0%

9.4%

13.5%

14.4%

11.8%

8.0%

4.2%

31.9%

0% 5% 10% 15% 20% 25% 30% 35%

<$10K

$10-19.9K

$20-29.9K

$30-39.9K

$40-49.9K

$50-59.9K

$60-69.9K

$70-79.9K

$80-89.9K

$90-99.9K

$100K+


Future Employment of Potential Job SeekersSurvey respondents answered the question, “If a job were available that met your most important criteria, what is the minimum pay you would require to improve your employment situation?” As seen in Figures 21.1 and 21.2, potential job seekers and non-seekers had different requirements. Respondents gave either a minimum annual salary or minimum hourly wage. Included in the analysis are respondents who provided data regarding their desired wage regardless of their current employment situation.

Figure 21.1 Minimum Annual Salary Required

25

22.9%

15.5%

27.8%

20.7%

7.9%

2.2%

1.0%

0.6%

1.3%

15.3%

13.9%

23.1%

19.9%

10.5%

4.8%

3.2%

3.3%

6.1%

0% 10% 20% 30%

Less than Current Pay

Same as Current Pay

+$1-9,999

+$10,000-19,999

+$20,000-29,999

+$30,000-39,999

+$40,000-49,999

+$50,000-59,999

+$60K or More


Displayed in Figures 22.1 and 22.2 is the difference between potential job seekers’ current pay and their minimum pay required to improve their employment situation. Only responses that listed both current pay and minimum pay required to change jobs were included in the analysis. Differences were greater for those who are salaried compared to those in hourly positions.

More than 38% of potential job seekers stated that they would accept either an annual salary decrease or no increase in salary to improve their employment situation (e.g., shorter commute, flexible hours, better benefits, etc.), and 29.2% of non-potential job seekers would accept a pay decrease or no increase to change jobs. A greater percentage of salaried non-potential job seekers reported they would require a $20,000 or more raise (27.9%) to change jobs compared to potential job seekers (13%).

Figure 22.1 Minimum Annual Salary Required Compared to Current Pay

18.8%

13.1%

7.5%

15.2%

12.4%

8.8%

6.4%

17.8%

18.3%

14.9%

8.0%

12.3%

10.1%

8.6%

6.0%

21.7%

0% 10% 20% 30%


Same as Current Pay

+$0.01-0.99

+$1-1.99

+$2-2.99

+$3-3.99

+$4-4.99

+$5 or More


As seen in Figure 22.2, the difference between potential job seekers and non-seekers was smallest when examining those who would require a $3 to $3.99 or more per hour raise to change jobs (8.8% and 8.6%, respectively). A greater percentage of hourly non-seekers would require a $5 or more raise to change jobs (21.7%) compared to potential job seekers (17.8%).

Figure 22.2 Minimum Hourly Wage Required Compared to Current Pay


Best estimates for current pay come from the Nebraska Department of Labor Occupational Employment Survey. Check out the data here: https://neworks.nebraska.gov/OESwages

https://neworks.nebraska.gov/oeswages


6.2%

6.8%

9.9%

15.5%

17.1%

17.6%

10.3%

5.4%

2.9%

2.0%

1.3%

5.0%

5.4%

3.6%

6.2%

13.9%

15.0%

17.7%

13.6%

6.2%

2.9%

3.8%

2.6%

9.0%

0% 5% 10% 15% 20%

-20.0% or less

-19.9 to -10.0%

-9.9 to -0.01%

0%

0.01-9.9%

10.0-19.9%

20.0-29.9%

30.0-39.9%

40.0-49.9%

50.0-59.9%

60.0-69.9%

70.0% or more


Figure 23.1 and Figure 23.2 display the pay that respondents reported they would require to improve their employment situation as a percent of their current income for both employed potential job seekers and employed non-seekers.

As seen in Figure 23.1, non-seekers tended to require an annual salary that would amount to a greater percentage of their current salary than would potential job seekers. According to survey results, 26.9% of potential job seekers would require a 20% or greater raise in order to improve their employment situation compared to 38.1% of non-seekers. Nearly 17% of potential job seekers reported that they would require pay that amounts to a 0.01% to 19.9% decrease from their current pay, while 9.9% of non-seekers would require pay that amounts to a decrease in the same range.

Figure 23.1 Minimum Annual Salary Increase Required in Percent of Current Pay

3.2%

5.6%

9.9%

13.1%

19.2%

15.7%

13.2%

6.3%

3.5%

3.4%

1.8%

5.0%

3.4%

4.7%

10.1%

14.9%

19.8%

18.2%

11.5%

8.3%

3.5%

2.1%

1.1%

2.3%

0% 5% 10% 15% 20%

-20.0% or less

-19.9 to -10.0%

-9.9 to -0.01%

0%

0.01-9.9%

10.0-19.9%

20.0-29.9%

30.0-39.9%

40.0-49.9%

50.0-59.9%

60.0-69.9%

70.0% or more


Results displayed in Figure 23.2 come from respondents who answered questions about their current hourly wages and minimum hourly pay required to change jobs. The greatest difference between potential job seekers and non-seekers in the percent difference of required pay as a percent of their current income was in the 70% or more increase group (2.7%). A greater percentage of potential job seekers who earned an hourly wage would require a raise (68.1%), in terms of the percent of their current pay, compared to potential job seekers who earned annual salaries (61.6%).

Figure 23. 2 Minimum Hourly Wage Increase Required in Percent of Current Pay

27

1.0%

2.7%

5.9%

12.2%

16.8%

15.6%

13.6%

7.6%

6.9%

6.3%

11.5%

0.1%

0.7%

2.8%

9.7%

17.3%

18.2%

15.6%

10.7%

6.4%

4.3%

14.2%

0% 5% 10% 15% 20%

<$10K

$10-19.9K

$20-29.9K

$30-39.9K

$40-49.9K

$50-59.9K

$60-69.9K

$70-79.9K

$80-89.9K

$90-99.9K

$100K+

Current Salary Minimum Salary Required to Change Jobs

8.4%

33.5%

29.4%

13.3%

7.0%

3.7%

4.8%

2.7%

24.4%

35.0%

16.0%

9.5%

6.2%

6.2%

0% 10% 20% 30% 40%

<$9-$9.99

$10-14.99

$15-19.99

$20-24.99

$25-29.99

$30-34.99

$35.00+

Current Hourly Wage Minimum Hourly Wage Required to Change Jobs

Figure 24.1 and Figure 24.2 display the comparison between potential job seekers’ current pay and their minimum pay required to improve their employment situation. Only employed potential job seekers who reported both their current wages and minimum pay required to improve their employment situation are included in the analysis.

As displayed in Figure 24.1, the greatest difference between current salary and minimum salary required by potential job seekers was observed for those who earn or desire $20,000 to $29,000 and $70,000 to $79,999 annually (3.2%). The greatest percentage of potential job seekers reported that they currently earn $40,000 to $49,999 (16.8%) and the greatest percentage require between $50,000 and $59,999 annually (18.2%). More than 9% of potential job seekers earned less than $30,000 per year, but only 3.6% of potential job seekers reported their minimum salary required to change jobs was less than

$30,000 annually. Over 32% of potential job seekers earned over $70,000 annually, and 35.6% of potential job seekers reported they would require a minimum salary of $70,000 or more to improve their employment situation.

Among separate survey areas, potential job seekers in the Sidney survey area were most likely to indicate that they earned $100,000 or more annually (23.2%), followed by potential job seekers in the Lincoln (15.4%) and Omaha areas (15.1%). Potential job seekers in Omaha were most likely to require $100,000 or more in annual salary (18.4%), followed by those in Sidney (16.5%) and Nebraska City (13.6%).

Based on responses to the question regarding pay required to consider changing jobs, most hourly employees would also require a raise from their current pay. Nearly 42% of hourly employees earned less than $15 per hour but 72.9% of hourly workers would require $15 or more to improve their employment situation (see Figure 24.2).

Comparing the Lincoln and Omaha survey areas, potential job seekers in the Omaha area were more likely to indicate that they earned $35 or more per hour (8.1%) than those in the Lincoln area (4.8%). Potential job seekers in Omaha were also more likely to require $35 or more per hour (8.7%) compared to those in the Lincoln survey area (5.3%).

Figure 24.1 Minimum Required to Change Jobs Current and Minimum Annual Salary of Seekers

Figure 24.2 Minimum Required to Change Jobs Current and Minimum Hourly Wage of Seekers



0.4%

0.6%

3.5%

10.8%

66.2%

18.5%

1.1%

1.6%

4.4%

14.1%

63.7%

15.2%

0% 10% 20% 30% 40% 50% 60% 70%

0-9

10-19

20-29

30-39

40

41+

Single Job Multiple Jobs

Figure 25 Hours per Week Desired by Number of Jobs WorkedThe majority of employed potential job seekers wanted to work 40 hours a week at their primary employer, regardless of whether they were currently working a single job or multiple jobs (see Figure 25). Of those who provided both an employment status and a number of work hours per week desired, 77% of those who held a single job and 77.8% of those who held multiple jobs wanted to work between 30 and 40 hours per week at their primary employer. More than 80% of single job holding potential job seekers in Omaha (80.6%) and Lincoln (80.3%) desired to work between 30 and 40 hours per week at their primary employer, which were the greatest percentages of all separate survey areas.

0.3%

0.7%

0.7%

0.5%

0.7%

1.5%

3.5%

0.9%

1.0%

0.8%

2.2%

7.3%

8.5%

2.8%

4.6%

4.3%

10.6%

41.3%

14.9%

12.2%

11.2%

9.7%

14.0%

20.5%

62.4%

68.0%

62.4%

65.5%

58.9%

25.5%

10.4%

15.4%

20.1%

19.2%

13.6%

3.8%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

24 & Under

25-34

35-44

45-54

55-64

65+

0-9 10-19 20-29 30-39 40 41+

Figure 26 Hours of Work per Week Desired by Age Group

As displayed in Figure 26, most potential job seekers under age 65 wanted to work 40 or more hours per week at their primary employer. Potential job seekers ages 65+ wanted to work fewer hours per week in general compared to younger age groups. Based on the results displayed in Figure 26, more than 15% of potential job seekers in each age group between 25 and 54 reported they desired to work 41 hours or more per week.

Age

Gro

up

Hours per Week:

29

58.6%

50.2%

48.5%

47.4%

45.6%

42.3%

39.8%

38.7%

38.6%

36.3%

34.6%

29.8%

26.2%

25.4%

25.3%

20.0%

8.3%

8.0%

7.7%

3.5%

31.2%

29.0%

32.4%

40.4%

35.8%

36.2%

47.9%

39.9%

37.0%

33.2%

43.7%

30.3%

35.0%

45.8%

55.6%

45.8%

17.1%

10.5%

15.1%

6.0%

9.2%

12.8%

13.6%

10.6%

14.0%

16.1%

10.3%

15.7%

18.5%

20.4%

16.8%

26.1%

23.8%

22.6%

16.3%

30.2%

33.6%

16.4%

29.4%

15.3%

1.0%

8.1%

5.4%

1.6%

4.5%

5.3%

2.0%

5.8%

5.9%

10.0%

4.9%

13.8%

15.0%

6.2%

2.8%

4.0%

41.1%

65.0%

47.8%

75.2%

0% 20% 40% 60% 80% 100%

Salary

Health insurance

Retirement benefits

Work schedule that fits needs

Paid vacation

Paid holidays

Use existing skills

Opportunity for advancement

Paid sick leave

Dental insurance

Company values

Vision insurance

Use education/training/degree

Learn new skills

Level of responsibilities

Commute time


Accessible childcare

Work from home/telecommuting

Near public transportation

Very important Important Somewhat important Not at all important

Figure 27 Important Factors of Potential Job Seekers

Potential job seekers rated the importance of 20 factors that are often considered when choosing a job. The rating scale given to respondents, as seen in Figure 27, ranged from not at all important to very important.

Almost 90% of potential job seekers rated salary as very important or important. Salary was one of two factors that over half of respondents listed as very important. The top five most important factors to potential seekers based on combined ratings of important and very important were salary (89.8%), work schedule (87.8%), use existing skills (87.7%), paid vacation (81.4%), and retirement benefits (80.9%).

The factors most often rated as not at all important or somewhat important by potential job seekers were being near public transportation (90.5%), accessible childcare (81.5%), and work from home/telecommuting (77.2%).



26.4%

24.6%

24.1%

18.3%

12.5%

11.8%

11.3%

10.6%

9.6%

9.1%

9.0%

6.0%

5.0%

2.2%

1.4%

0.0%

2.6%

4.1%

7.6%

14.6%

30% 20% 10% 0% 10% 20% 30%

Paid vacation

Paid holidays

Retirement benefits


Dental insurance

Health insurance

Paid sick leave

Salary

Company values align with own



Learn new skills

Use skills you have


Vision insurance

Commute time

Work schedule that fits my needs




More important to lower salaried seekers More important to higher salaried seekers

Figure 28.1 Difference in Important Factors by Annual Salary

Figures 28.1, 28.2, and 29 display the difference between groups of respondents who ranked each important factor very important or important. Figure 28.1 and 28.2 display this difference among income groups. For the purposes of this analysis, salaried employees who earned $25,000 or less a year were considered lower-income and higher-income potential job seekers were those who earned $75,000 or more a year. In the high salary group, 88.2% responded that health insurance was important or very important compared to 76.4% of those in the low salary group.

Salaried employees, seen in Figure 28.1, were more likely to value paid vacation and paid holidays if they were in the higher-income group compared to the factors ‘accessible childcare’ and ‘near public transportation’ for lower-income employees.

31

30.4%

20.2%

19.0%

13.5%

13.4%

12.6%

10.0%

9.6%

8.3%

8.1%

7.0%

6.3%

3.4%

2.4%

1.8%

1.2%

1.6%

3.3%

9.4%

11.6%

5% 15% 25% 35%



Retirement benefits


Paid vacation

Paid holidays

Use skills you have

Paid sick leave

Dental insurance


Salary

Health insurance



Learn new skills

Commute time

Vision insurance




More important to lower hourly wage seekers

35% 25% 15% 5%

More important to higher hourly wage seekers

For the purposes of this analysis, hourly employees who earned $12 or less an hour were considered lower-income, and higher-income potential job seekers were those who earned $36 or more an hour. As displayed in Figure 28.2, use education/training/degree, work from home/telecommuting, and retirement benefits, among other factors, were more important to potential seekers making at least $36 an hour than to those making $12 or less hourly. Being near public transportation, tuition reimbursement, and opportunity for advancement, among other factors, were more important to those making $12 and under compared to the higher-income group.

Figure 28.2 Difference in Important Factors by Hourly Wage



28.0%

27.3%

25.1%

23.0%

21.8%

21.5%

19.2%

16.9%

16.0%

15.8%

13.5%

12.6%

7.0%

5.5%

1.9%

1.6%

1.5%

3.2%

5.6%

8.8%

30% 20% 10% 0% 10% 20% 30%

Paid vacation

Retirement benefits

Health insurance


Paid holidays

Dental insurance

Paid sick leave

Salary

Vision insurance


Learn new skills


Use skills you have







Commute time

More important to non-employed More important to employed

Shown in Figure 29 is the difference in important factors for employed and non-employed potential job seekers when considering a job. For example, 85.2% of employed potential job seekers rated the factor ‘paid vacation’ as important or very important, and 57.2% of non-employed potential job seekers rated paid vacation as important or very important (28% difference). Commute time was important to 8.8% more non-employed potential job seekers than employed potential job seekers. Work from home/telecommuting (5.6%) and being near public transportation (3.2%) - factors related to the ability to get to work - were also more important to non-employed potential job seekers.

Figure 29 Difference in Important Factors by Employment Status

33

73.8%

67.7%

63.0%

61.2%

59.0%

3.0%

84.8%

74.8%

75.7%

71.1%

64.9%

4.1%

0% 20% 40% 60% 80% 100%

Cost of training

Available time for training

Knowledge of available trainings

Desired training is unavailable

Distance/Transportation to training

Other

Potential Job Seekers

Potential Job Seekers Reporting an Education or Training Obstacle

Figure 31 displays the percent of potential job seekers who indicated there was some kind of barrier to obtaining training in the next year (yellow bars) and potential job seekers who reported that a lack of training or a lack of education was an obstacle to changing jobs or reentering the workforce (blue bars). Respondents were able to choose from any of the barriers or specify a barrier not listed. Compared to potential job seekers as a whole, greater percentages of seekers that reported education or training as an obstacle said that each item listed below was a barrier to obtaining training. Other barriers to obtaining training potential job seekers specified included childcare, health, and motivation, among others.

Figure 31 Barriers to Obtaining Training

93.6%

90.9%

88.5%

55.9%

0% 50% 100%

Attend employer-sponsored training

Attend work related seminars orconferences

Take a class to learn a new skill

Go to school to complete a certificateor degree

The results displayed in Figure 30 indicate that 93.6% of potential job seekers were willing to attend employer-sponsored training, and 55.9% of potential job seekers were willing to go to school to complete a certificate or degree in the next year.

Figure 30 Willingness to Obtain Training in the Next Year


For more details about the project, contact information, and a link to the 50+ previously released Labor Availability Study reports, please visit:

dol.nebraska.gov/las

https://dol.nebraska.gov/las


Survey respondents reported any obstacles that may prevent them from changing their job or reentering the workforce in the next year. As seen in Figure 32, the most commonly cited obstacles to employment (lack of job opportunities in the area; inadequate pay, benefits and hours offered at area employers) were job market-related issues rather than the workforce-related issues such as having a lack of experience or training. Comparing each area, potential job seekers in the Sidney survey area were most likely to respond that a lack of job opportunities was an obstacle (82.8%).

Respondents in the North Platte survey area were more likely than other areas to report a lack of training (37.7%) and a lack of education (30.1%) as obstacles that prevent them from changing jobs. Potential job seekers in the O’Neill survey area were more likely to report family commitments (36.5%) as an obstacle, compared to other survey areas.

Respondents were able to write in other obstacles they face when changing jobs. Some examples included age, motivation, and relocation costs, among others.

66.5%

65.7%

56.0%

47.1%

30.8%

28.7%

26.9%

26.6%

16.4%

13.1%

12.0%

11.8%

11.7%

10.8%

8.4%

5.8%

4.0%

2.0%

0% 10% 20% 30% 40% 50% 60% 70%

Inadequate pay offered at area employers

Lack of job opportunities in the area

Inadequate benefits at area employers

Inadequate hours offered at area employers

Lack of training

Family commitments

Overqualified

Lack of education

Transportation

Language barriers

Poor credit

No job experience

Lack of childcare

Contractual commitments

Employment history

Disability

Criminal record

Other

Figure 32 Obstacles to Employment for Potential Job Seekers

35

39.7%

33.1%

19.8%

18.6%

14.0%

11.3%

10.1%

9.1%

8.3%

7.4%

5.5%

4.6%

4.5%

3.1%

2.3%

2.1%

2.1%

1.7%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Sales

Advanced computer

Leadership

Creativity

Customer service

Basic math

Critical thinking


Basic computer








Positive attitude

Work ethic

Figure 33 Unused Skills of Overqualified Employed Potential Job Seekers

Respondents provided their level of skill and reported whether they were using particular skills in their current position. Figure 33 displays the results for employed potential job seekers who reported that being overqualified was an obstacle preventing them from changing jobs. Included in the analysis are only those who reported being either intermediate or advanced in the listed skill.

Nearly 40% of employed and overqualified potential job seekers who reported being either intermediate or advanced in sales were not using this skill in their current position. It is unknown whether these potential job seekers are in a position where these skills are part of their job description, but this figure reveals that there may be potential job seekers who are not using all of their skills in their current position. More potential job seekers in the Nebraska City survey area were not using their sales skills in their current position (62%) than seekers in other areas.



80.7% 15.6%

2.3%

1.5%

0% 20% 40% 60% 80% 100%

Employed Unemployed Homemaker Retired

Figure 34 Employment Status of Active Job Seekers

Results - Active Job SeekersGeneral Characteristics of Active Job SeekersActive job seekers are a subset of potential job seekers who answered ‘yes’ to the question “Are you actively seeking a new job?” Non-active seekers are potential job seekers who may change jobs or reenter the workforce within the next year, but were not actively seeking a job. In the Nebraska statewide survey area, 31.1% of potential job seekers were actively seeking a new job. This represents an estimated 141,277 individuals, age 18 years and over, who were actively seeking a new job at the time the surveys were conducted.

According to survey results, most people actively searching for work already had employment, but 19.4% of active job seekers were non-employed (see Figure 34).

Similar to potential job seekers, over 97% of active job seekers were high school graduates (see Figure 36). Furthermore, 17.2% of active job seekers responded that they held a technical or vocational degree and 26.1% held an associate or 2-year degree. More than 50% of active job seekers affirmed they held a bachelor’s or 4-year degree and 21.5% responded they held a graduate or professional degree.

Some respondents held multiple degrees at the time of the survey.

A portion of active job seekers reported they are currently attending a school or college (11.1%), and 15.9% of active job seekers are planning to attend a trade/vocational school, community college, or 4-year college.

97.4%

17.2%

26.1%

50.4%

21.5%

0% 50% 100%

High schoolgraduate or

GEDTechnical orvocational

degree

Associate or 2-year degree

Bachelor's or 4-year degree

Graduate orprofessional

degree

Figure 36 Educational Attainment of Active Job Seekers

Greater than 51% of non-employed active job seekers had been non-employed for seven months or longer (see Figure 35). More than 36% of individuals actively looking for work had been non-employed for three months or less or had never worked.

Figure 35 Time Active Job Seekers Spent Non-Employed

4.0%

11.0%

21.2%

12.1%

14.9%

36.8%

0% 5% 10% 15% 20% 25% 30% 35% 40%

Never worked

Less than 1 month

1-3 months

4-6 months

7 months to 1 year

More than 1 year

37

77.0%

74.4%

74.4%

65.7%

65.4%

62.6%

61.6%

56.4%

51.5%

51.4%

50.4%

46.5%

46.5%

44.9%

42.3%

42.2%

15.9%

13.8%

19.7%

21.3%

20.7%

26.7%

28.5%

32.0%

31.4%

35.9%

30.3%

34.1%

28.9%

40.2%

34.0%

28.8%

38.8%

39.3%

27.2%

15.6%

3.2%

4.2%

4.8%

7.1%

5.7%

5.1%

5.9%

7.1%

13.5%

12.1%

20.1%

12.7%

17.2%

21.1%

16.2%

17.5%

36.5%

33.1%

0.1%

0.2%

0.2%

0.5%

0.4%

0.4%

1.1%

0.6%

4.7%

2.4%

0.5%

0.5%

2.3%

5.3%

2.6%

1.0%

20.5%

37.5%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Work ethic






Positive attitude


Customer service

Critical thinking

Basic math



Basic computer

Leadership

Creativity

Sales

Advanced computer

Advanced Intermediate Basic None

Figure 37 Reported Skills of Active Job Seekers

Active job seekers were asked to rate themselves on the skills listed in Figure 37. Respondents rated their skill level as basic, intermediate, advanced or ‘none’. Only active job seekers who reported a skill level were included in this analysis. The top six skills most often rated as advanced, including work ethic and ability to work independently, were skills that less than 1% of active job seekers rated as ‘none’ (or having no skill). Over 81% of those currently seeking work rated themselves as advanced or intermediate in all of the listed skills except sales skills (43.1%) and advanced computer skills (29.4%). Sales and advanced computer skills (e.g., programming, website design, etc.) are likely not job requirements for many workers compared to skills such as attitude and willingness to learn.



Considering what is important when choosing a new job, respondents rated each item listed in Figure 38 as not at all important to very important. When choosing a new job, 90% of active seekers in the statewide survey area rated salary as important or very important. More than 88% of active job seekers responded that being able to use existing skills was important or very important when considering a new position. At least 62% of active seekers rated all factors as very important or important except for tuition reimbursement (28.6%), working from home (25.9%), accessible childcare (17.9%), and being near public transportation (12.9%).

Active job seekers in each survey area most often reported that salary was very important except for respondents in the Valentine survey area. Health insurance (67.5%), opportunity for advancement (62.2%), and salary (60.6%) were the factors most often rated as very important in the Valentine survey area.

61.7%

52.2%

47.9%

47.3%

46.5%

45.7%

43.1%

43.0%

39.5%

38.9%

37.5%

31.9%

30.7%

29.4%

28.5%

23.2%

11.1%

9.6%

7.6%

5.7%

28.3%

27.9%

32.8%

39.2%

35.8%

36.1%

36.2%

45.0%

38.4%

38.8%

33.0%

30.5%

32.9%

46.2%

52.7%

43.2%

17.5%

16.2%

10.3%

7.1%

9.3%

12.4%

14.8%

11.9%

13.3%

14.1%

15.2%

10.1%

16.4%

17.4%

20.1%

25.7%

23.4%

18.9%

16.4%

28.9%

35.4%

29.9%

16.2%

17.9%

0.7%

7.4%

4.4%

1.6%

4.4%

4.2%

5.4%

1.9%

5.7%

4.9%

9.4%

11.9%

13.0%

5.5%

2.4%

4.7%

36.0%

44.3%

66.0%

69.3%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Salary

Health insurance

Retirement benefits

Work schedule that fits needs


Paid vacation

Paid holidays

Use existing skills

Paid sick leave

Company values

Dental insurance

Vision insurance


Learn new skills


Commute time



Accessible child care


Very important Important Somewhat important Not at all important

Figure 38 Important Factors When Choosing New Employment

Future Employment of Active Job Seekers

39

27.7%

17.4%

24.9%

16.9%

8.1%

1.9%

1.6%

0.3%

1.3%

22.9%

15.5%

27.8%

20.7%

7.9%

2.2%

1.0%

0.6%

1.3%

0% 10% 20% 30%


Same as Current Pay

+$1-9,999

+$10,000-19,999

+$20,000-29,999

+$30,000-39,999

+$40,000-49,999

+$50,000-59,999

+$60K or More

Active Job Seekers Potential Job Seekers

Figure 39.1 Minimum Annual Salary Required to Change Jobs Compared to Current Pay

16.3%

9.2%

7.8%

15.9%

12.2%

10.4%

6.2%

22.1%

18.8%

13.1%

7.5%

15.2%

12.4%

8.8%

6.4%

17.8%

0% 10% 20% 30%


Same as Current Pay

+$0.01-0.99

+$1-1.99

+$2-2.99

+$3-3.99

+$4-4.99

+$5 or More

Active Job Seekers Potential Job Seekers

decrease or no raise in salary to change jobs (23.3%). Figure 39.2 displays active and potential job seekers who reported current and required pay in hourly wages. Active seekers were less likely to require pay that amounts to a decrease or no raise hourly wages (25.4%) compared potential job seekers (31.9%). A greater percentage of active job seekers (38.7%) would require a $3 or more an hour raise to change jobs or reenter the workforce compared to potential job seekers (33.1%). When comparing separate survey areas, Sidney area active job seekers were again most likely to require pay that amounts to a decrease from current pay, or no raise in hourly wages, to change jobs (69.4%). Hourly wage earning active job seekers in North Platte were least likely to accept a wage decrease or no raise in wages to change jobs (17.5%).

Figure 39.2 Minimum Hourly Wage Required to Change Jobs Compared to Current Pay

Displayed in Figure 39.1 and 39.2 is the difference between active job seekers’ current pay and their minimum pay required to improve their employment situation. Only employed respondents who listed both their current and minimum pay required to change jobs were included in each of the analyses.

Figure 39.1 illustrates the responses of active job seekers and potential job seekers who provided current and required annual salaries. Active job seekers were more likely to require no pay increase or require a salary that amounts to a pay decrease (45%) compared to potential job seekers (38.4%). Almost 25% of active job seekers would require a $1 to $9,999 raise to improve their employment situation compared to 27.8% of potential job seekers. In the Sidney survey area, active job seekers were most likely to accept a salary decrease or no raise in salary at all to change jobs (73.1%), and Valentine area active job seekers were least likely to require pay that amounted to a salary



94.4%

91.4%

89.9%

60.5%

0% 20% 40% 60% 80% 100%

Attend employer-sponsored training

Attend work related seminars orconferences

Take a class to learn a new skill

Go to school to complete a certificateor degree

Figure 40 Willingness to Obtain Training

Active job seekers reported whether they would be willing to obtain different types of training in the next year to improve their employment situation. Figure 40 displays the results that 94.4% of active job seekers were willing to attend employer-sponsored training, 91.4% were willing to attend work related seminars or conferences, 89.9% were willing to take a class to learn a new skill, and 60.5% of active job seekers were willing to go to school to obtain a certificate or degree. Nearly all active job seekers in Columbus and Norfolk (99.5%) were willing to attend employer-sponsored training and 66.6% of O’Neill area active job seekers were willing to go to school to complete a certificate or degree.

74.9%

63.9%

63.0%

60.6%

56.9%

83.8%

73.3%

74.9%

67.6%

62.5%

0% 20% 40% 60% 80% 100%

Cost of training

Desired training is unavailable

Knowledge of available trainings

Available time for training

Distance/Transportation to training

Active Job Seekers

Active Job Seekers Reporting an Education or Training Obstacle

Figure 41 Barriers to Obtaining Training

Active job seekers and active job seekers who reported that a lack of training or a lack of education was an obstacle to changing jobs or reentering the workforce are both represented in Figure 41. These respondents reported any barriers to them obtaining training in the next year. Most active job seekers reported that cost was a barrier to obtaining training (74.9%). Active job seekers who reported that a lack of education or training was an obstacle to changing jobs or reentering the workforce were more likely to say that there was a barrier to obtaining training than active job seekers as a whole. Active job seekers in North Platte were most likely to respond that the cost was a barrier to obtain training (82.4%) compared to all survey areas. Lincoln active job seekers most often responded that their knowledge of available trainings was a barrier to obtaining training (73.8%) whereas seekers in Kearney (54.4%) were least likely to select knowledge of trainings as a barrier.

41

73.0%

70.3%

57.6%

49.4%

33.2%

33.0%

28.3%

23.9%

17.8%

16.5%

15.3%

13.1%

12.9%

11.0%

10.4%

7.4%

6.2%

0% 50% 100%

Lack of job opportunities in the area

Inadequate pay offered at area employers

Inadequate benefits at area employers

Inadequate hours offered at area employers

Overqualified

Lack of training

Lack of education

Family commitments

Transportation

No job experience

Poor credit

Employment history

Language barriers

Lack of childcare

Contractual commitments

Disability

Criminal record

Figure 42 Obstacles to Employment

As displayed in Figure 42, active job seekers were able to select any obstacles listed or specify another obstacle that may prevent them from changing jobs or reentering the workforce in the next year. Most active job seekers indicated that a lack of job opportunities in their area was an obstacle to them changing jobs or reentering the workforce within the next year (73%). As seen with potential job seekers as a whole, the subset of active job seekers most commonly cited obstacles to employment that were job market-related issues (e.g., pay offered, hours offered) rather than workforce-related issues, such as being overqualified or inexperienced. Active job seekers in North Plate more often responded that a lack of training (47.7%) and a lack of education (37.2%) were obstacles compared to other survey areas. Omaha area active job seekers were most likely to respond that their lack of job experience was an obstacle whereas Sidney area active job seekers were least likely to report that job experience was an obstacle to changing jobs or reentering the workforce (6%).

46.9%42.7%

24.4%23.3%

15.8%14.4%

13.0%12.9%12.4%

10.2%9.8%9.4%

8.8%5.8%

4.7%4.6%

3.6%3.2%

0% 10% 20% 30% 40% 50%

SalesAdvanced computer

CreativityLeadership

Customer serviceCritical thinking

Written communicationAbility to work as a team

Basic mathBasic computer

Ability to adapt to changeAbility to problem solve

Willingness to learnAbility to work independently

Ability to pay attention to detailVerbal communication

Positive attitudeWork ethic

Employed active job seekers also reported whether they were currently using each skill in their current position. Included in Figure 43 are employed active job seekers who indicated overqualification as an obstacle to employment and reported at least an intermediate level of skill. Nearly 47% of active job seekers reported not using sales skills despite their intermediate or advanced skill level. Based on these findings, some individuals currently looking for work have skills they are not using in their current position, and may be prevented or may perceive that they are prevented from changing jobs due to their overqualification. They may also be workers who used sales skills in a previous job and do not necessarily plan to use the skill in the future.

Figure 43 Unused Skills of Overqualified Employed Active Job Seekers



Conclusion

DemographicsMore than 59% of potential job seekers, defined as survey respondents who were willing to accept a new job or change jobs if it were suitable and available, were between the ages 25 and 44. More than 3% of potential job seekers identified as Black or African American (3.1%). Moreover, 5.1% of all potential job seekers in the data set identified as Hispanic or Latino, and 7.3% of potential job seekers were military veterans.

EducationNearly 50% of potential job seekers reported obtaining a bachelor’s degree (49.7%). Nearly all active job seekers reported obtaining a high school diploma/GED (97.4%) and 50.4% of active job seekers held a bachelor’s degree. A greater percentage of potential job seekers (23.9%) held a graduate or professional degree compared to those actively seeking a job (21.5%).

Employment StatusMost potential job seekers (86.3%) were currently employed. In addition, most respondents who were actively seeking work were employed (80.7%), but 15.6% of active job seekers were unemployed. Of those who were non-employed but actively seeking work, 36.8% had not worked for one year or more.

Pay and TenureThe greatest percentage of salaried potential job seekers reported earning between $40,000 and $49,999 a year (16.8%). Over 33% of potential job seekers who earned hourly wages were paid between $10 and $14.99 per hour. Most employed potential job seekers had been working for their primary employer for 10 years or less (75.3%).

SkillsMany potential job seekers rated themselves as advanced in their work ethic (77.8%), ability to work independently (74%), and willingness to learn (69.4%). A large percentage of active job seekers rated themselves as advanced in their work ethic (77%), ability to work independently (74.4%), and their willingness to learn (74.4%). Nearly 47% of employed active job seekers who reported that being overqualified was an obstacle preventing them from changing jobs and were intermediate or advanced in sales skills were not using those skills in their current position.

Many factors can affect labor availability in a regional labor market. Geography, pay and benefits, education and skill requirements, work schedules, and many other factors are considered in someone’s decision to take a job. The Nebraska Statewide Labor Availability Report examined these factors.

43

ConclusionImportant FactorsWhen choosing a job, the factors most often rated as important or very important by potential job seekers were salary (89.8%), work schedule (87.8%), use existing skills (87.7%), paid vacation (81.4%), and retirement benefits (80.9%). The factors most often rated as important or very important by active job seekers were salary (90%), use existing skills (88.1%), work schedule (86.4%), opportunity for advancement (82.3%), and paid vacation (81.8%).

While not all factors were universally important, there appear to be portions of potential job seekers and active job seekers to whom certain factors were very important. Employers who address particular concerns (e.g., accessible childcare) may find applicants who were otherwise unable or unwilling to change jobs or re-enter the workforce due to other factors.

ObstaclesMore than 66% of potential job seekers responded that inadequate pay offered at area employers was an obstacle that may prevent them from changing their job or reentering the workforce in the next year. Nearly 31% of potential job seekers indicated that a lack of training was an obstacle to changing jobs or reentering the workforce. The obstacles to employment most often cited by active job seekers were a lack of job opportunities in the area (73%), inadequate pay offered at area employers (70.3%), and inadequate benefits at area employers (57.6%). As seen with potential job seekers as a whole, the subset of active job seekers most commonly cited obstacles to employment that were job market-related issues (e.g., pay offered, hours offered) rather than workforce-related issues, such as being overqualified or inexperienced.

TrainingMost active job seekers were willing to obtain training by attending employer-sponsored training (94.4%) or even by attending school to complete a certificate or degree (60.5%). However, active job seekers reported there were barriers to obtaining training including the cost of training (74.9%), and the desired training being unavailable (63.9%). The percentage of active job seekers who reported barriers to training increased when examining those who stated a lack of training or education was an obstacle to them changing employment or reentering the workforce in the next year.

Overall FindingsThis study has identified that there is a large pool of individuals in Nebraska either actively seeking work or willing to change jobs or reenter the workforce in the next year if a suitable job is available. The findings can be used to better understand what is important to these active and potential job seekers and the barriers they may see to accepting a new job. Economic developers, educators, employers, legislators, and others involved in shaping the local economy can use this information to help existing businesses grow and attract new employers and workers to the area.



Number of Responses by Zip CodeZIP C odes Number of

Responses

68001 <7

68002 37

68003 20

68005 116

68007 62

68008 73

68010 <7

68014 <7

68015 10

68017 18

68018 <7

68022 113

68023 20

68025 482

68028 77

68031 26

68033 <7

68034 <7

68036 <7

68037 12

68040 <7

68041 <7

68044 <7

68045 26

68046 148

68048 70

68050 8

68057 18

ZIP C odes Number of Responses

68059 16

68064 18

68065 21

68066 64

68069 15

68070 <7

68073 12

68102 27

68104 153

68105 92

68106 152

68107 73

68108 36

68110 26

68111 52

68112 50

68113 <7

68114 100

68116 154

68117 31

68118 55

68122 56

68123 126

68124 109

68127 148

68128 98

68130 130

68131 46

ZIP C odes Number ofResponses

68132 79

68133 68

68134 141

68135 152

68136 94

68137 140

68138 48

68142 19

68144 145

68147 56

68152 52

68154 157

68157 22

68164 148

68182 <7

68301 22

68304 <7

68305 258

68307 <7

68309 <7

68310 191

68313 8

68314 <7

68316 <7

68317 14

68318 <7

68319 <7

68320 25


68321 <7

68323 15

68324 9

68328 <7

68329 20

68331 <7

68332 8

68333 70

68336 <7

68337 18

68338 7

68339 19

68341 13

68342 11

68343 14

68344 16

68345 9

68346 21

68347 26

68348 18

68349 <7

68350 <7

68351 10

68352 103

68354 12

68355 320

68357 <7

68358 17


68359 14

68360 9

68365 7

68366 8

68367 <7

68368 <7

68371 7

68372 23

68376 84

68377 8

68378 28

68380 <7

68381 <7

68401 <7

68402 13

68404 12

68405 27

68407 <7

68409 <7

68410 487

68413 <7

68414 <7

68415 <7

68417 14

68418 12

68420 67

68421 12

68422 <7

45


68423 15

68424 8

68428 17

68429 <7

68430 15

68433 16

68434 105

68437 13

68439 <7

68440 <7

68441 17

68442 9

68443 44

68446 151

68447 22

68448 13

68450 103

68453 <7

68454 35

68455 <7

68456 8

68457 19

68458 <7

68460 17

68461 9

68462 34

68463 <7

68464 <7


68465 11

68466 15

68467 165

68502 214

68503 78

68504 118

68505 159

68506 302

68507 146

68508 56

68510 229

68512 117

68516 410

68517 <7

68520 17

68521 236

68522 85

68523 18

68524 34

68526 60

68527 8

68528 54

68531 <7

68532 7

68588 <7

68601 344

68620 49

68621 8


68622 16

68624 13

68626 <7

68628 <7

68629 11

68631 <7

68632 43

68633 19

68635 <7

68636 60

68637 21

68640 15

68641 22

68642 19

68643 10

68644 13

68647 8

68648 <7

68649 17

68651 16

68652 26

68653 <7

68654 9

68658 13

68659 <7

68660 17

68661 45

68662 14


68663 10

68666 24

68667 <7

68669 <7

68701 380

68711 11

68713 137

68714 54

68715 25

68716 8

68717 11

68718 95

68719 7

68720 15

68722 13

68723 7

68724 <7

68725 13

68726 22

68727 36

68729 95

68730 113

68734 12

68735 44

68740 9

68742 <7

68746 12

68747 11


68748 22

68752 12

68753 <7

68755 <7

68756 94

68758 20

68759 12

68760 55

68761 11

68763 251

68764 26

68765 65

68766 23

68767 42

68768 10

68769 75

68773 13

68777 25

68778 44

68779 26

68780 39

68781 23

68783 50

68786 53

68787 77

68788 64

68789 7

68790 9




68791 20

68801 256

68803 273

68810 7

68812 7

68816 <7

68818 76

68820 <7

68821 14

68823 65

68824 7

68826 57

68827 <7

68831 8

68832 23

68833 29

68834 <7

68835 7

68836 8

68838 <7

68840 20

68841 <7

68843 12

68845 236

68847 225

68850 86

68854 13

68858 10


68861 <7

68863 13

68864 11

68865 10

68866 13

68869 31

68870 <7

68872 11

68873 55

68876 10

68878 <7

68879 8

68883 20

68901 357

68923 <7

68924 13

68925 <7

68927 13

68929 <7

68930 10

68932 <7

68933 13

68934 <7

68935 <7

68937 28

68938 <7

68939 19

68940 <7


68941 11

68942 <7

68944 7

68945 <7

68947 <7

68949 102

68950 <7

68952 <7

68954 <7

68955 21

68956 7

68957 <7

68958 <7

68959 54

68960 <7

68961 <7

68970 16

68971 <7

68972 <7

68973 <7

68975 <7

68976 <7

68978 41

68979 13

68980 <7

68981 <7

68982 <7

69001 357


69020 8

69021 34

69023 13

69024 32

69025 23

69026 <7

69027 <7

69028 28

69029 11

69030 <7

69032 7

69033 21

69034 22

69036 <7

69037 <7

69038 12

69039 <7

69040 11

69041 <7

69042 <7

69043 7

69044 11

69045 19

69101 973

69122 7

69123 17

69125 15

69127 17


69128 <7

69129 37

69130 77

69131 31

69132 <7

69133 11

69134 <7

69135 <7

69138 57

69140 21

69141 16

69142 <7

69143 49

69144 <7

69145 135

69146 11

69147 <7

69148 <7

69149 24

69150 16

69151 11

69152 32

69153 226

69154 7

69155 18

69156 16

69157 11

69161 <7

47Nebraska Department of Labor


69162 948

69163 25

69165 49

69166 29

69168 <7

69169 17

69170 10

69201 453

69210 211


69211 38

69212 10

69214 21

69216 9

69217 18

69218 9

69219 9

69220 9

69221 8


69301 209

69331 <7

69333 20

69334 44

69335 <7

69336 31

69337 83

69339 37

69341 242


69343 204

69345 7

69346 8

69347 12

69348 22

69350 11

69351 <7

69352 10

69354 <7


69355 <7

69356 28

69357 85

69358 36

69360 9

69361 351

69366 19

69367 <7

Grand Total 21,593


Methodology

CherryHolt

Custer

Sioux

Lincoln

Sheridan

GardenMorrill

Knox

Keith

RockBrown

Gage

Chase

Hall

Dundy

Grant

Buffalo

Clay

OtoeDawson

Cedar

Frontier

York

Platte

Hayes

Perkins

Blaine

Arthur

BurtLoup

Cass

Banner

Boone

Boyd

Polk

Hooker

Furnas

Butler

Saline

AntelopePierce

ValleyLogan

Thomas

Harlan

Dixon

Adams

Thayer

Dodge

Phelps

Saunders

Deuel

McPherson

Seward

Howard

Greeley

Cuming

Keya Paha

Garfield

Fillmore

Nance

Hitchcock

Wheeler

Franklin Webster

Madison

Merrick

Colfax

Nuckolls

Gosper

Wayne

Sherman

Kearney

Red Willow

Scotts Bluff

Jefferson

Hamilton

Pawnee

Nemaha

Richardson

Thurston

Douglas

Sarpy

Lancaster

Stanton

Johnson

Dakota

Box Butte

Kimball Cheyenne

Washing nto

Panhandle (Scottsbluff) – 2016

Central (Grand Island, Hastings, Kearney) – 2017

Southwest (North Platte) – 2017

Southeast (Nebraska City) – 2017

Sidney - 2018

Northeast (Columbus, Norfolk, Fremont) – 2018

Omaha Metro– 2018

Lincoln – 2018

Sandhills (Valentine) – 2019

Niobrara (O’Neill) - 2019

Survey Areas and Year Results Published

For all of the Labor Availability Study reports, visit: dol.nebraska.gov/las

Nebraska Statewide Labor Availability Study

http://dol.nebraska.gov/las

49

MethodologyThe Labor Availability Survey was commissioned by the Nebraska Legislature. This statewide report was compiled from a series of surveys conducted in separate Nebraska survey areas. The data collection, survey processing, and assignment of data weights in each separate area were conducted by BOSR at the University of Nebraska–Lincoln. NDOL analyzed results and produced the final reports for each area. Once the statewide dataset was compiled, BOSR produced a statewide data weight for each response based on community college district. Comparable reports are available for many Nebraska communities at dol.nebraska.gov/las.

The goals of the Labor Availability Survey were to obtain an estimated count of the total labor supply for each surveyed area in Nebraska, and to obtain the characteristics of those who will potentially seek new employment or reenter the labor force.

The survey questionnaire for each area was adapted from previous survey projects conducted in other areas of Nebraska. The questionnaire was created and modified by NDOL, NDED, and BOSR. BOSR provided assistance with question development, formatting, and layout. Improvements were made to the questionnaire based on results of studies in other areas. This report is based on a combination of data from each separate survey area.

Commuting patterns were reviewed for each separate survey area. The ZIP codes with the highest number of commuters traveling to each report city for work were identified. Additional ZIP codes were added after the city area was defined to combine them into one large survey area that reflects the region from which businesses draw the majority of their workforce.

BOSR mailed the surveys and collected responses. Directions included with the survey asked the adult (age 19 or older) in each household with the next birthday to complete the survey. In order to fully understand the characteristics of the area workforce, individuals were asked to complete the form regardless of whether they were currently employed or self-employed, unemployed, retired, a homemaker, or otherwise out of the workforce.

Data collection began in 2015 with the mailing of initial survey packets to all selected households in the Scottsbluff survey area. Most recently, data was collected from the O’Neill and Valentine survey areas in the fall of 2018. Each survey packet contained a cover letter, questionnaire and postage-paid return envelope. A postcard reminder and two additional mailings were sent to non-respondents. A total of 21,593 responses from Nebraska ZIP codes were included in the statewide dataset.

For each survey area, data entry was completed by professional data-entry staff at BOSR. Responses from each questionnaire were entered by two data entry workers. Any discrepancies between the two entries were reviewed and resolved by BOSR supervisory staff to ensure high quality data.

The data cleaning process was conducted to create consistency within the datasets prior to analysis. Initial data cleaning was conducted by BOSR to review responses and verify that the skip patterns on the questionnaire were followed. BOSR also reviewed the ZIP codes provided by respondents and those outside of the area of interest were given a special code. New statewide data weights were assigned to responses by BOSR to make responses as representative of the Census estimates of age and gender in the corresponding community college areas as possible. Additional data cleaning was conducted by NDOL to resolve issues with some of the detailed data. For example, respondents were asked to provide the industry of their primary employer. When “Other” was chosen and the response provided fit within one of the categories provided, the response was moved to that category.

All interrelated questions were examined to ensure consistent reporting by each respondent and data was cleaned or removed as necessary.

Additionally, several open-ended survey questions were consistently coded prior to starting the data analysis. NDOL staff assigned Standard Occupational Classification codes to reported occupations. NDOL staff assigned Classification of Instructional Programs codes to responses regarding educational attainment. All other open-ended questions were reviewed as well to create consistent codes to use in the survey analysis.


http://dol.nebraska.gov/las

50 Nebraska Statewide Labor Availability StudyNebraska Statewide Labor Availability Study

AcknowledgmentsNebraska Department of Labor

John H. Albin Commissioner

Phillip Baker Labor Market Information Administrator

Scott Hunzeker Research Supervisor

Dillon Cornett Research Analyst

Scott Ferguson Research Analyst

Grace Johnson Public Information Officer

Hillary Lee Graphic Designer

Partner Agency

Nebraska Department of Economic Development

Dave Rippe Director

David Dearmont, PhD Research Administrator

Melissa Trueblood, PhD Research Manager

Jennifer Zarek Chief Data Officer

nebraska statewide labor availability report · 2019/6/28 · based on responses to the labor...

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