aligning opportunities 2019 - team neo€¦ · patterns, employment distribution across occupation...

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Aligning Opportunities in Northeast Ohio

A Resource to Aid in Addressing the Demand and Supply Imbalance in the Region’s Workforce

2019 Report

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About Aligning Opportunities

In 2017, the Cleveland Foundation commissioned Team NEO to expand past work to

understand the regional talent pipeline compared to demand. The purpose of our

research and analysis is to inform and help accelerate talent development policy in the

region. That policy should provide skilled talent critical to growing key wealth generating

sectors in the economy and, at the same time, provide opportunities for good careers

and incomes for the residents in Northeast Ohio.

The 2018 edition of Aligning Opportunities in Northeast Ohio included two new

indicators critical to accurate analysis of the talent supply and demand alignment. This

edition also includes a deep dive into three occupation groups with the highest demand:

computer/IT, health care and manufacturing. Sherwin-Williams provided generous

support for the development of this report.

In late 2018, Team NEO was approached by Delta Dental with interest in a partnership

surrounding the 2019 edition of Aligning Opportunities. The Pathways to Successful

People program was created which includes several engagements surrounding

increasing the awareness of Aligning Opportunities, targeting new audiences including

business and education, engaging new audiences in conversation surrounding solutions

to talent challenges, developing an executive summary of Aligning Opportunities,

releasing the findings of Aligning Opportunities at a launch event, and carrying out a

program to provide in-demand career exposure to youth.

The executive summary of the 2019 edition of Aligning Opportunities can be found at

this link aligningopportunities.teamneo.org.

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Report Overview

Section Focus Major Takeaway

Labor Trends Provides regional workforce data - job related education requirements, education attainment levels, equity disparities, commuting patterns, employment distribution across occupation and industry, and graduate retention.

By 2025, 65 percent of Ohio jobs will require a postsecondary credential. In 2017, 55 percent of Northeast Ohio residents, 25 years and older, have attended some college (includes certificate earners) or earned a graduate, bachelor’s or associate’s degree.

Job Demand Describes 94 professional and technical occupations using six key variables: demand; entry demand; 2018 jobs; median annual salary; family sustaining wage; projected growth and risk of automation.

Nineteen of the 94 professional and technical occupations reviewed were included in the demand/supply alignment analysis.

Talent Supply Reviews student completion data at the post-secondary level (sub-baccalaureate, baccalaureate and graduate).

Regional postsecondary institutions are producing too few students with the credentials (i.e. certificates and degrees) needed in many high-demand technical fields (e.g. only 3% of all certificates and associate’s degrees and only 4.9% of all bachelor’s and master’s degrees awarded in 2017 were in Computer & Information Science).

Demand/Supply Alignment Aligns data produced on demand across key occupational areas with data on credential output from postsecondary institutions in the region.

There is substantial misalignment between the demand for workers and the supply of appropriately credentialed workers in key areas including IT, health, manufacturing, and finance and business services.

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Section Focus Major Takeaway

Implications Implications of the research are listed at the conclusion of the report.

Although there are significant opportunities to better align supply and demand, it will require a systemic effort.

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Table of Contents

Labor Force Trends ......................................................................................................... 6

Educational Attainment ................................................................................................ 6

Equity Disparities ......................................................................................................... 9

Commuting Patterns .................................................................................................. 10

Employment Trends ................................................................................................... 10

Graduate Retention .................................................................................................... 12

Job Demand .................................................................................................................. 14

Job Demand Analysis .................................................................................................... 22

Talent Supply ................................................................................................................ 24

Talent Supply—Post Secondary Level (Sub-baccalaureate) ..................................... 24

Talent Supply—Post Secondary Level (Baccalaureate & Graduate) ......................... 26

Demand Supply Alignment ............................................................................................ 29

Industry Deep Dive ........................................................................................................ 34

Computer & IT: Overview ........................................................................................... 35

Healthcare: Overview ................................................................................................. 38

Manufacturing: Overview ............................................................................................... 47

Implications ................................................................................................................... 64

Aligning Opportunities around the region: ..................................................................... 66

Aligning Opportunities Case Studies ............................................................................. 67

ConxusNEO ............................................................................................................... 67

RITE ........................................................................................................................... 68

College Now ............................................................................................................... 69

Career Path Forums .................................................................................................. 70

Appendix ....................................................................................................................... 73

Northeast Ohio Postsecondary Institutions ................................................................ 73

Occupation Groups .................................................................................................... 74

Summary for CTE Data .............................................................................................. 76

Construction Apprenticeship Completions ................................................................. 78

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Table of Figures

Figure 1: Gap Between Education Required by 2025 and Education Attainment of Population in 2017 .......................................................................................................... 7 Figure 2: Unemployment Rate by Education ................................................................... 8 Figure 3: Median Salary by Education ............................................................................. 8 Figure 4: Equity Indicators ............................................................................................... 9 Figure 5: Northeast Ohio Worker Commute Pattern by County, 2015 ........................... 10 Figure 6: Top Jobs by Occupation, Northeast Ohio, 2018 ............................................. 11 Figure 7: Top Jobs by Sector, Northeast Oho, 2018 ..................................................... 11 Figure 8: Overall BA+ Graduate Retention .................................................................... 12 Figure 9: Northeast Ohio Retention Projections ............................................................ 13 Figure 10: Job Demand, Northeast Ohio 2018 .............................................................. 16 Figure 11: Associate Degree and Certificate Production by Institution (2017) .............. 25 Figure 12: Associate Degrees and Certificates by Field (2017) .................................... 26 Figure 13: Bachelor’s and Master’s Degree Attainment by Institution (2017) ................ 27 Figure 14: Bachelor’s and Master’s Degree by Field (2017) ......................................... 28 Figure 15: Summary Chart of Alignment ....................................................................... 31 Figure 16: Detailed Demand Supply Alignment ............................................................. 33 Figure 17: Computer & IT - Numbers at a Glance ......................................................... 35 Figure 18: Computer & IT – Certifications & Skills ........................................................ 36 Figure 19: Computer & IT - Occupation Data Breakdown ............................................. 37 Figure 20: Health Care - Numbers at a Glance ............................................................. 38 Figure 21: Health Care – Certifications & Skills ............................................................. 39 Figure 22: Health Diagnosing and Treating Practitioner - Data Breakdown .................. 40 Figure 23: Health Technologists and Technicians - Data Breakdown ........................... 43 Figure 24: Healthcare Therapist Aides and Support Workers - Data Breakdown .......... 45 Figure 25: Nursing, Psychiatric and Home Health Aides - Data Breakdown ................. 46 Figure 26: Manufacturing - Numbers at a Glance ......................................................... 48 Figure 27: Manufacturing - Certifications & Skills .......................................................... 48 Figure 28: Installation, Maintenance & Repair Occupations - Data Breakdown ............ 49 Figure 29: Metal and Plastic Workers ............................................................................ 52 Figure 30: Skilled Production Workers .......................................................................... 57 Figure 31: CTE Student Count by Program ................................................................... 76 Figure 32: CTE Student County by County by Program ................................................ 76 Figure 33: Construction Apprenticeship Completions.................................................... 78

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Labor Force Trends

This section provides data related to Northeast Ohio’s workforce including: job-related

educational demand, education attainment levels, equity disparities, commuting

patterns, industry and occupational employment data, and graduate retention. Key

observations include:

The demand for skilled and educated talent is increasing. By 2025, most jobs in

Ohio will require some type of postsecondary credential.

Only 55 percent of adults in Northeast Ohio have the required education or skill

level to meet the demand predicted by 2025. A 10 percent growth is necessary to

achieve the 2025 projected demand of 65 percent.

Data show that residents with higher levels of education – from a one-year

credential to a two-year degree to a baccalaureate degree – are more likely to be

employed and earn more money.

There are stark disparities in the wealth, employment, and educational

attainment among racial groups that significantly hold back growth in the region.

Residents in Northeast Ohio often travel across county lines for jobs, 43% work

in a different county than they live.

Employment is spread across many occupational groupings and industry sectors.

Between 2001 and 2017, the population in Northeast Ohio dropped by 152,000

to 4.274 million, the labor force dropped by 128,000 to 2.12 million, and births

dropped by 6,700 annually on average

If Northeast Ohio grew retention by 57% annually, the region could retain 3,130

more BA+ grads.

Educational Attainment

By 2025, 65% of Ohio’s workforce will need to have a 2- or 4-year degree, or certified

marketable skill. This goal was set forth at an Education and Workforce Development

event held at the State Capital assessing the state of Ohio’s workforce and looking to

future needs. Similar goals have been created across the nation. Today the level of

educational attainment in Northeast Ohio falls well short of that mark, with only 34% of

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the region’s population having received a postsecondary credential, and another 21%

having some training but no degree or certificate to show for it (figure 1).

Figure 1: Gap Between Education Required by 2025 and Education Attainment of Population in 2017

Source: ACS 2013-2017; EMSI. Population 25 years and over. * "Some College", includes both those who have started, but not completed, a college degree program and those who may hold a certificate or other training credential which is not a degree.

The challenge at hand is two-fold, encourage another 10 percent of the population to

receive some level of post-secondary credential and nudge the population with some

college to complete their credential.

There are several initiatives around the Northeast Ohio region that are already working

to close the attainment gap:

Say Yes to Education: “With help from the Say Yes program, graduates of the

Cleveland city schools who meet residency and other requirements will have

access to scholarships up to the value of tuition and mandatory fees.”1

Stark State’s College Credit Plus (CCP): Funding from JP Morgan Chase & Co.

allows high school students to earn a high school diploma and an industry-

recognized credential for a high-demand job.2

1 Higgs, Robert. Cleveland.com. January 18, 2019. https://www.cleveland.com/education/2019/01/cleveland-schools-selected-by-say-yes-to-education-program-for-aide-to-bolster-access-to-college-for-students.html. 2 https://www.starkstate.edu/admissions/collegecreditplus/learntoearn-ccp/

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2.95%

6.70%

8.44%

16.88%

7.00%

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

Bachelor's Degree or Higher

Some College or Associate Degree

High School Graduate

Less than High School Diploma

Total Labor Force

Cleveland‐Akron‐Canton Ohio

$66,811

$51,086

$34,021

$29,600

$20,987

$36,967

$- $10,000 $20,000 $30,000 $40,000 $50,000 $60,000 $70,000

Graduate or Professional Degree

Bachelor's Degree

Some College or Associate Degree

High School Graduate

Less than High School Diploma

Total Labor Force

Cleveland-Akron-Canton Ohio

Educational attainment is tied to jobs and income. Regional residents with higher levels

of education have lower unemployment rates and higher median salaries as seen in

figures 2 and 3.

Figure 2: Unemployment Rate by Education

Source: U.S. Census Bureau, 2013-2017 American Community Survey 5-Year Estimates. Civilian population ages 25+.

Figure 3: Median Salary by Education

Source: U.S. Census Bureau, 2013-2017 American Community Survey 5-Year Estimates. Civilian population ages 25+.

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Equity Disparities

The talent supply and demand mismatch in Northeast Ohio is the product of regional

challenges that inhibit economic growth and prosperity for all people. That said, there

are stark disparities in the wealth, employment and educational attainment among racial

groups that is significantly holding back growth in the region. African-American,

Hispanic and other minority groups have much lower educational attainment, higher

unemployment rates and lower median household incomes than white and Asian

populations. The unemployment rate of African-Americans in Northeast Ohio is over

three times that of whites.

Figure 4: Equity Indicators

Source: U.S. Census Bureau, 2013-2017 American Community Survey 5-Year Estimates *American Indian and Alaska Native, Native Hawaiian and Other Pacific Islander, Some Other Race, and Two or More Races

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Commuting Patterns

Residents in Northeast Ohio often travel across county lines for jobs. About 43 percent

of Northeast Ohio residents work in a different county than they live.

Figure 5: Northeast Ohio Worker Commute Pattern by County, 2015

Source: U.S. Census Bureau, OnTheMap and LEHD Origin-Destination Employment Statistics (2015).

Employment Trends

Employment opportunity is spread across occupation and industry in Northeast Ohio, a

similar pattern to employment opportunity in the Combined Statistical Area (CSA).

50%

52%

46%

56%

59%

57%

31%

31%

55%

43%

46%

41%

27%

53%

78%

39%

54%

42%

50%

48%

54%

44%

41%

43%

69%

69%

45%

57%

54%

59%

73%

47%

22%

61%

46%

58%

Wayne

Tuscarawas

Trumbull

Summit

Stark

Richland

Portage

Medina

Mahoning

Lorain

Lake

Huron

Geauga

Erie

Cuyahoga

Columbiana

Ashtabula

Ashland

Living and Employed in County Living in County but Employed Outside County

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0 20,000 40,000 60,000 80,000 100,000 120,000

Computer Occupations

Other Installation, Maintenance, & Repair Occupations

Building Cleaning

Financial Clerks

Health Technologists & Technicians

Other Production Occupations

Construction Trades

Nursing, Psychiatric, & Home Health Aides

Business Operations Specialists

Other Office & Admin. Support

Motor Vehicle Operators

Material Moving

Secretaries & Administrative Assistants

Material Recording, Scheduling, Dispatching, & Distributing

Metal & Plastic

Information & Record Clerks

Primary/Secondary Teachers

Health Diagnosing & Treating Practitioners

Retail Sales

Food & Beverage Serving

0 50,000 100,000 150,000 200,000 250,000 300,000 350,000

Finance & Insurance

Construction

Wholesale Trade

Professional, Scientific, & Technical Services

Administrative / Support / Waste Management / Remediation…

Accommodation & Food Services

Retail Trade

Manufacturing

Government

Health Care & Social Assistance

Figure 6: Top Jobs by Occupation, Northeast Ohio, 2018

Source: U.S. Bureau of Labor Statistics (BLS), Quarterly Census of Employment and Wages (QCEW) Employees, Non-QCEW Employees, Non-QCEW Employees & Self-Employed - EMSI 2019 Class of Worker, Data are for NEO 18 County region.

Figure 7: Top Jobs by Sector, Northeast Oho, 2018

Source: U.S. Bureau of Labor Statistics (BLS), Quarterly Census of Employment and Wages (QCEW) Employees, Non-QCEW Employees, Non-QCEW Employees & Self-Employed - EMSI 2019 Class of Worker, Data are for NEO 18 County region.

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Graduate Retention

For a region with a population of 4.3 million residents, Northeast Ohio should produce

37,600 total BA+ graduates per year, compared to the 31,300 currently produced, if it

met the national average. As shown in figure 8, Northeast Ohio retains less than 47% of

its graduates. This translates to only 14,608 graduates annually. To close the talent

gap, it is imperative to increase the pipeline of credentials awarded and to retain

graduates within Northeast Ohio. Experiential learning, such as undergraduate

internship experiences that lead to full-time employment is one solution to increase

graduate retention.

Figure 8: Overall BA+ Graduate Retention

Source: EMSI 2019 Note: Estimated 2017 Retention in white inside bars of “Overall BA+ Graduate Retention”

Every market has nuances that contribute to the retention rate and its overall impact on

the ability to develop talent. Competing effectively against larger markets with a strong

labor pool will require increasing the number of credentials awarded as well as

improving retention rates as shown in figure 9.

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Figure 9: Northeast Ohio Retention Projections

Source: EMSI 2019

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Job Demand

This section details information about 94 professional and technical occupational

groups. This is an expansion of the 46 key professional and technical occupational

originally identified by FutureWorks in 2014. In the tables that follow, we analyzed these

groups using the following key variables:

Total Demand 2018. Total Demand 2018 (demand 2018) is a calculation of

projected annual job openings (Bureau of Labor Statistics) & real-time job

postings (Burning Glass Labor Insight) for occupations in the 18-county region of

Northeast Ohio.

Entry level Demand 2018. Entry Level Demand 2018 (entry demand 2018) is

derived using the same calculation as Total Demand 2018, but only includes job

postings that list less than 5 years of experience, and do not include the

keywords “Chief”, “Senior”, “Director”, or “Vice President”.

2018 Jobs. This is a 2018 calculation of the total number of jobs in the region

from EMSI’s jobs data based primarily on the Quarterly Census on Employment

and Wages (QCEW) from the U.S. Bureau of Labor Statistics (BLS) and the

Bureau of Economic Analysis (BEA).

Median Annual Salary. Median Annual Salary is the earnings midpoint of the

workers in that occupation.

Family Sustaining Wage. According to a national Living Wage Calculator

developed by Amy K. Glasmeier at Massachusetts Institute of Technology, the

hourly wage that an individual in Cuyahoga County must earn to support his/her

family of four is $23.60 as of March 2019. Our update calculates if the mean

wage of each occupational group “meets” the family sustaining wage standard

(within 10 percent of the county average), is “below” the county wage standard

(more than 10 percent below the county average) or is “above” the county wage

standard (more than 10 percent above the county average). We chose to use the

Cuyahoga county family sustaining wage for consistency, but it is important to

recognize the localized differences in the region.

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Projected Growth 2018-2023. TeamNEO used EMSI’s BLS projections of job

growth from 2018 to 2023 to calculate if each occupational group is projected to

have “high” growth (above 2 percent), “moderate” growth (0-2 percent), or “low”

growth (less than 0 percent).

Risk of Automation. This is a Burning Glass variable describing the probability

of computerization for an occupation within the next 20 years. It is based on the

seminal Oxford University study on automation. High risk of automation is the top

quartile of scores. Medium risk of automation is the third quartile of scores. Low

risk is the bottom two quartile of scores.

Note: The forecasts and measures of demand are from EMSI’s model of U.S. Bureau of Labor Statistics data and

Burning Glass Labor Insight real-time job postings. These projections should be supplemented by locally available

analyses of the occupations when appropriate.

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Figure 10: Job Demand, Northeast Ohio 2018

SOC Occupational Group (3- Digit

SOC) Demand

2018

Entry Demand

2018

2018 Jobs

Median Annual Salary

Family Sustaining

Wage*

Projected Growth

2018-2023

Risk of Automation

11-1000 Top Executives 2,379 921 26,493 $92,350 Above High Low

11-2000 Advertising, Marketing, Promotions, Public Relations, and Sales Managers

2,903 2,080 7,046 $112,499 Above High High

11-3000 Operations Specialties Managers 3,926 2,586 24,027 $103,588 Above High Low 11-9000 Other Management Occupations 9,664 7,207 29,823 $82,918 Above High Low 13-1000 Business Operations Specialists 8,432 5,542 57,643 $59,406 Above Moderate Low 13-2000 Financial Specialists 4,998 3,293 33,634 $67,284 Above Moderate Low 15-1100 Computer Occupations 12,661 9,296 44,684 $69,071 Above High Low

15-2000 Mathematical Science Occupations

599 412 2,317 $72,628 Above High Medium

17-1000 Architects, Surveyors, and Cartographers

239 144 2,051 $63,662 Above Low High

17-2000 Engineers 3,771 2,723 21,945 $82,001 Above Moderate Low

17-3000 Drafters, Engineering Technicians, and Mapping Technicians

2,543 2,008 7,519 $51,334 Meets Moderate High

19-1000 Life Scientists 311 159 2,766 $70,291 Above Moderate Medium 19-2000 Physical Scientists 380 194 3,487 $69,352 Above Low High

19-3000 Social Scientists and Related Workers

407 160 2,829 $75,612 Above High High

19-4000 Life, Physical, and Social Science Technicians

768 489 4,234 $46,482 Meets Moderate High

21-1000 Counselors, Social Workers, and Other Community and Social Service Specialists

3,474 1,304 32,882 $43,031 Below High Low

21-2000 Religious Workers 445 50 6,403 $41,139 Below Low Medium

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SOC Occupational Group (3- Digit SOC)

Demand 2018

Entry Demand

2018

2018 Jobs


Family Sustaining

Wage*

Projected Growth

2018-2023

Risk of Automation

23-1000 Lawyers, Judges, and Related Workers

534 325 8,367 $88,832 Above Low High

23-2000 Legal Support Workers 701 430 5,245 $44,771 Meets Low Low 25-1000 Postsecondary Teachers 1,627 621 17,099 $65,887 Above High Medium

25-2000 Preschool, Primary, Secondary, and Special Education School Teachers

4,154 646 66,072 $57,489 Above Low Low

25-3000 Other Teachers and Instructors 1,391 142 12,041 $29,001 Below High Medium

25-4000 Librarians, Curators, and Archivists

292 52 3,682 $37,617 Below High High

25-9000 Other Education, Training, and Library Occupations

1,290 269 16,252 $26,933 Below Moderate Medium

27-1000 Art and Design Workers 1,690 755 7,517 $35,168 Below Low High

27-2000 Entertainers and Performers, Sports and Related Workers

959 233 7,577 $35,249 Below Moderate High

27-3000 Media and Communication Workers

915 676 5,935 $47,224 Meets Low Medium

27-4000 Media and Communication Equipment Workers

297 148 2,218 $33,865 Below Low High

29-1000 Health Diagnosing and Treating Practitioners

16,907 15,641 83,390 $73,082 Above High Low

29-2000 Health Technologists and Technicians

6,828 4,551 51,791 $42,245 Below Moderate Low

29-9000 Other Healthcare Practitioners and Technical Occupations

305 254 2,644 $58,188 Above Moderate High

31-1000 Nursing, Psychiatric, and Home Health Aides

5,133 1,081 48,800 $23,242 Below High Low

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Demand 2018

Entry Demand

2018

2018 Jobs


Family Sustaining

Wage*

Projected Growth

2018-2023

Risk of Automation

31-2000 Occupational Therapy and Physical Therapist Assistants and Aides

602 183 4,811 $56,563 Above High High

31-9000 Other Healthcare Support Occupations

2,743 1,157 19,776 $31,435 Below High Low

33-1000 Supervisors of Protective Service Workers

154 16 3,269 $66,763 Above Low High

33-2000 Fire Fighting and Prevention Workers

280 14 7,323 $46,183 Meets Moderate Low

33-3000 Law Enforcement Workers 710 100 15,974 $53,792 Meets Low High 33-9000 Other Protective Service Workers 2,878 495 22,055 $25,063 Below Low Medium

35-1000 Supervisors of Food Preparation and Serving Workers

2,138 744 13,989 $30,636 Below High Low

35-2000 Cooks and Food Preparation Workers

4,529 618 39,334 $22,280 Below Moderate Medium

35-3000 Food and Beverage Serving Workers

14,849 1,369 114,386 $19,340 Below High Low

35-9000 Other Food Preparation and Serving Related Workers

3,169 412 19,786 $19,439 Below High Low

37-1000 Supervisors of Building and Grounds Cleaning and Maintenance Workers

487 316 3,569 $42,637 Below High Low

37-2000 Building Cleaning and Pest Control Workers

5,616 801 46,027 $22,755 Below Moderate Low

37-3000 Grounds Maintenance Workers 1,333 199 14,355 $26,321 Below High Low

39-1000 Supervisors of Personal Care and Service Workers

216 20 2,735 $35,010 Below High High

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Demand 2018

Entry Demand

2018

2018 Jobs


Family Sustaining

Wage*

Projected Growth

2018-2023

Risk of Automation

39-2000 Animal Care and Service Workers

448 105 2,474 $20,513 Below High High

39-3000 Entertainment Attendants and Related Workers

1,058 101 5,847 $20,230 Below High Low

39-4000 Funeral Service Workers 118 1 1,561 $28,543 Below Low Low 39-5000 Personal Appearance Workers 908 48 8,735 $23,775 Below Low Low

39-6000 Baggage Porters, Bellhops, and Concierges

159 61 455 $20,422 Below High Medium

39-7000 Tour and Travel Guides 65 4 504 $19,416 Below High Medium

39-9000 Other Personal Care and Service Workers

5,963 714 34,345 $21,985 Below High Low

41-1000 Supervisors of Sales Workers 4,547 3,399 19,331 $38,783 Below Low High 41-2000 Retail Sales Workers 14,948 3,268 110,534 $20,614 Below Low Low 41-3000 Sales Representatives, Services 3,810 1,520 28,501 $47,008 Meets Moderate Low

41-4000 Sales Representatives, Wholesale and Manufacturing

7,158 4,622 24,833 $61,266 Above Moderate Low

41-9000 Other Sales and Related Workers

1,864 722 10,797 $25,973 Below Low High

43-1000 Supervisors of Office and Administrative Support Workers

1,644 777 17,203 $53,166 Meets Low High

43-2000 Communications Equipment Operators

127 60 1,183 $29,138 Below Low Low

43-3000 Financial Clerks 5,269 3,072 46,890 $35,032 Below Low Low 43-4000 Information and Record Clerks 10,575 5,181 65,646 $31,696 Below Moderate Low

43-5000 Material Recording, Scheduling, Dispatching, and Distributing Workers

6,468 2,084 63,484 $31,051 Below Low Low

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Demand 2018

Entry Demand

2018

2018 Jobs


Family Sustaining

Wage*

Projected Growth

2018-2023

Risk of Automation

43-6000 Secretaries and Administrative Assistants

5,614 2,418 56,311 $35,215 Below Low Low

43-9000 Other Office and Administrative Support Workers

4,814 910 58,884 $31,372 Below Low Low

45-1000 Supervisors of Farming, Fishing, and Forestry Workers

28 4 274 $42,774 Below High Medium

45-2000 Agricultural Workers 506 28 5,508 $25,478 Below High Medium 45-3000 Fishing and Hunting Workers 6 1 17 $21,441 Below Low Medium

45-4000 Forest, Conservation, and Logging Workers

60 30 125 $45,214 Meets High Medium

47-1000 Supervisors of Construction and Extraction Workers

398 118 5,339 $62,176 Above High High

47-2000 Construction Trades Workers 4,621 1,280 53,727 $48,909 Meets High Medium 47-3000 Helpers, Construction Trades 113 17 1,009 $30,402 Below High High

47-4000 Other Construction and Related Workers

515 117 6,424 $44,588 Meets Moderate Low

47-5000 Extraction Workers 198 48 1,314 $43,009 Below High Medium

49-1000 Supervisors of Installation, Maintenance, and Repair Workers

857 603 6,044 $62,092 Above Moderate Low

49-2000 Electrical and Electronic Equipment Mechanics, Installers, and Repairers

698 238 7,700 $46,430 Meets Low Low

49-3000 Vehicle and Mobile Equipment Mechanics, Installers, and Repairers

2,948 1,308 21,335 $40,289 Below Moderate Low

49-9000 Other Installation, Maintenance, and Repair Occupations

5,343 2,902 41,388 $41,996 Below High Low

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Demand 2018

Entry Demand

2018

2018 Jobs


Family Sustaining

Wage*

Projected Growth

2018-2023

Risk of Automation

51-1000 Supervisors of Production Workers

1,336 712 12,971 $57,548 Above Low Low

51-2000 Assemblers and Fabricators 2,675 552 28,565 $30,687 Below Low Low 51-3000 Food Processing Workers 1,127 189 11,034 $27,322 Below High Low

51-4000 Metal Workers and Plastic Workers

5,696 1,657 65,527 $36,580 Below Low Low

51-5100 Printing Workers 398 84 4,600 $34,005 Below Low Low

51-6000 Textile, Apparel, and Furnishings Workers

841 136 6,057 $23,406 Below Low Low

51-7000 Woodworkers 289 27 4,170 $31,232 Below Moderate Low 51-8000 Plant and System Operators 282 61 4,001 $55,502 Above Low Medium 51-9000 Other Production Occupations 6,327 1,953 53,448 $32,551 Below Low Medium

53-1000 Supervisors of Transportation and Material Moving Workers

584 353 4,631 $52,273 Meets Moderate Medium

53-2000 Air Transportation Workers 144 28 1,671 $90,145 Above High High 53-3000 Motor Vehicle Operators 14,384 10,145 56,037 $33,954 Below Moderate Low 53-4000 Rail Transportation Workers 91 5 1,417 $63,454 Above Low High 53-5000 Water Transportation Workers 42 11 387 $47,490 Meets Moderate Medium 53-6000 Other Transportation Workers 730 137 4,729 $24,441 Below High Low 53-7000 Material Moving Workers 7,527 1,797 58,449 $27,045 Below Moderate Low

Source: Burning Glass Labor Insight/Jobs, EMSI 2019, Team Northeast Ohio Calculations. *Family-Sustaining Wage is based on a wage calculation of a family of four (two adults and two children) with only one working adult.

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Job Demand Analysis

In Northeast Ohio, the most in-demand jobs are those in the Health Diagnosing and

Treating Practitioners field, with almost 17,000 jobs demanded in 2018, of which,

15,600 were for entry level work. Careers in this occupational group have a high

projected growth, and a median hourly wage above the Family Sustaining wage. For

more information on this and all health care related jobs see the health care industry

deep dive.

Northeast Ohio’s top demanded occupation groups are:

1. Health Diagnosing and Treating Practitioners

2. Retail Sales Workers

3. Food and Beverage Serving Workers

4. Motor Vehicle Operators

5. Computer Occupations

6. Information and Record Clerks

7. Other Management Occupations

8. Business Operations Specialists

9. Material Moving Workers

10. Sales Representatives, Wholesale and Manufacturing

These occupation groups had the most total demand in 2018. Health technologists and

technicians, supervisors of sales workers, and financial specialists all have high

demand for entry level jobs.

Northeast Ohio is an occupation growth market, about 65% of all occupation fields have

moderate or high projected growth (growth greater than 0%). The largest projected

growth in terms of number of jobs is in Other Personal Care and Service Workers, Food

and Beverage Serving Workers, Health Care, and Computer and IT fields. The latter of

these occupation groups, Heath Care and Computer and IT, and well as manufacturing

are featured in this report because of their impacts on Northeast Ohio’s current

economic climate, as well as the potential they present to help create a better economy

23

in the future for Northeast Ohio. These topics can be further explored in the industry

deep dive.

24

Talent Supply

The most significant sources of technically skilled talent are educational institutions at

the secondary level (grades 9-12 & career and technical education [CTE]) and

postsecondary level (sub-baccalaureate, baccalaureate, and graduate). While other

sources of talent (e.g., workforce training & education programs and in-migration to the

area by skilled individuals) may also be important, the educational institutions that serve

area residents and educate large numbers of new and experienced workers comprise,

by far, the largest component of a talent supply system.

Talent Supply—Post Secondary Level (Sub-baccalaureate)

More than 100,000 students are currently enrolled in area institutions that offer sub-

baccalaureate programs leading to potential Associate Degrees or academic

certificates. The following tables and charts present field of study and 2017 completion

data from the U.S. Department of Education’s Integrated Postsecondary Education Data

System for institutions within the 18 counties of Northeast Ohio. Our key observations

include:

Completions in programs offered by private, for-profit institutions have declined in

the region over recent years, and with additional closures of some of these

institutions, we can expect this trend to continue.

Students attaining sub-baccalaureate credentials from institutions in Northeast

Ohio focus on just a few program areas—liberal arts and sciences, health

programs, and business and management. Eighty percent of all associate

degrees from sub-baccalaureate institutions in the region were awarded in just

five program areas in 2017.

25

Figure 11: Associate Degree and Certificate Production by Institution (2017)

Source: Integrated Postsecondary Data System (IPEDS) completions for the 2016-2017 academic year.

0 500 1,000 1,500 2,000 2,500 3,000 3,500 4,000 4,500

Stautzenberger College-Brecksville

Raphael's School of Beauty Culture Inc.

Ohio Business College

Youngstown State University

Ohio State University Agricultural Technical Institute

Bryant & Stratton College

North Central State College

Bowling Green State University-Firelands

Ohio Technical College

University of Akron

Lakeland Community College

Stark State College

Lorain County Community College

Kent State University

Cuyahoga Community College District

Associate Degrees, Total N = 12,677 Certificates, Total N = 8,620

Associate Certificate

26

Figure 12: Associate Degrees and Certificates by Field (2017)


Talent Supply—Post Secondary Level (Baccalaureate & Graduate) Over 180,000 students are currently enrolled in area institutions that offer baccalaureate or

graduate degrees programs across a wide variety of fields. The following tables and charts

present field of study and completion data for colleges and universities in Northeast Ohio. Data

was drawn from the U.S. Department of Education’s Integrated Postsecondary Education Data

System (IPEDS). Our key observations include:

Northeast Ohio baccalaureate and graduate degree graduates attend a diverse range of

private and public institutions, however, public institutions produce the most graduates.

Many of the more technical fields, such as information technology and engineering,

produce very small numbers of Bachelor’s and Master’s degrees compared to those in

health, business, and education.

31.5%

26.0%8.9%

7.0%

6.1%

6.6%

Health Professions and Clinical Sciences Liberal Arts and SciencesBusiness, Management, and Marketing Engineering Technologies and RelatedPersonal and Culinary Services Mechanic and Repair TechnologiesSecurity and Protective Services Precision ProductionComputer and Information Sciences Agriculture, Agriculture Operations, & Related SciencesEducation Visual and Performing ArtsLegal Professions Public Administration, Social ServicesFamily & Consumer Sciences Other

27

For the 4-year institutions in Northeast Ohio, over 55 percent of Bachelor’s and Master’s

Degree awards are in five fields including: Business, Management and Marketing;

Health Professions and Clinical Sciences; Education; Engineering; Biological and

Biomedical Sciences.

Figure 13: Bachelor’s and Master’s Degree Attainment by Institution (2017)


0 1,000 2,000 3,000 4,000 5,000 6,000 7,000 8,000

Hiram College

Notre Dame College

Malone University

University of Mount Union

The College of Wooster

Walsh University

Ashland University

John Carroll University

Oberlin College

Baldwin Wallace University

Case Western Reserve University

Youngstown State University

Cleveland State University

University of Akron

Kent State University

Bachelor's Degree Master's Degree

28

Figure 14: Bachelor’s and Master’s Degree by Field (2017)


Business, Management, and Marketing Health Professions and Clinical Sciences

Other Education

Engineering Biological and Biomedical Sciences

Computer and Information Sciences Visual and Performing Arts

Psychology Social Sciences

Communication and Journalism Security and Protective Services

Physical Sciences Parks, Recreation, Fitness

English Language and Literature/Letters Liberal Arts & Sciences

29

Demand Supply Alignment

Our analysis of demand-supply alignment took the data produced on demand across

key occupational areas and aligned them with data on credential output from

postsecondary institutions in the region. We present a “Summary Chart of Alignment”

(figure 15) of our analysis of demand-supply alignment in this section. Major

observations from this analysis of demand-supply alignment include:

Alignment:

o In all but one occupation group, there is substantial misalignment between

the 2018 total demand for key occupations and supply of appropriately

credentialed workers. In some cases, there are hundreds of job openings

above what is being produced in relevant fields from area educational

institutions. In other cases, the is a gross oversupply of credentialed

candidates for job openings.

o The biggest misalignment between demand and supply is for Computer &

IT Workers (such as software developers and computer programmers).

There is far more employer demand for workers in this occupational field

than there is supply of matching credentials (misalignment of 10,445).

o The annual demand for Health Diagnosing & Treating Practitioners is

more than the supply of credentials produced by area educational

institutions (misalignment of 10,346). On the other hand, there is a greater

supply of credentialed Life Science workers (such as food scientists and

lab technicians) than there is demand from employers (oversupply of

4,314).

o The demand and supply for Healthcare Therapist Aides and Support

workers (such as physical therapist aides and athletic trainers) appear to

be aligned regionally.

o Finance and business services occupations seem to be consistently

misaligned, but especially Information and Record Clerks (such as

customer service representatives and loan interviewers). However, this

occupation has a high risk of automation.

30

Entry Level Alignment:

o The misalignment gap closes substantially for many occupations when

comparing entry demand with supply especially for Computer and IT

workers and Health Diagnosing and Treating Practitioners (misalignment

of 3,172 versus 10,445 and 2,452 versus 10,346, respectively).

o Financial Specialists, Engineers, Architects & Engineering Technicians,

and Health Technologists & Technicians emerge as an aligned occupation

when comparing entry level demand with supply.

o There is an oversupply of Education workers when looking at entry

alignment.

31

Figure 15: Summary Chart of Alignment

Source: Burning Glass Labor Insight/Jobs, EMSI 2019, Ohio Department of Job and Family Services, Team Northeast Ohio Calculations

Occupation Group Total

Demand 2018

Credentials Awarded

2017 Alignment

Entry Level

Demand 2018

Entry Level

Alignment

IT

Computer & IT Workers 12,661 2,216 (10,445) 5,388 (3,172)

MA

NU

FA

CT

UR

ING

&

CO

NS

TR

UC

TIO

N Metal & Plastic Workers 5,696 106 (5,590) 2,063 (1,957)

Installation, Maintenance & Repair Occupations

5,343 579 (4,764) 2,382 (1,803)

Skilled Production Workers

9,982 1,391 (8,591) 3,030 (1,639)

Construction Trade Workers

4,621 628 (3,993) 1,789 (1,161)

HE

ALT

H

Health Diagnosing & Treating Practitioners

16,907 6,561 (10,346) 9,013 (2,452)

Health Technologists & Technicians

6,828 2,743 (4,085) 3,106 (363)

Healthcare Therapist Aides & Support Workers

907 563 (344) 372 191

Nursing, Psychiatric & Home Health Aides

5,133 579 (4,554) 1,388 (809)

LIF

E

SC

IEN

CE

S /

E

DU

CA

TIO

N /

EN

GIN

EE

RIN

G

Architects & Engineering Technicians

2,782 1,757 (1,025) 1,265 492

Education 8,754 8,695 (59) 2,004 6,691 Engineers 3,771 2,147 (1,624) 1,714 433

Life Science Workers 1,866 6,180 4,314 762 5,418

FIN

AN

CE

&

BU

SIN

ES

S

SE

RV

ICE

S

Financial Clerks 5,269 135 (5,134) 2,956 (2,821)

Financial Specialists 4,998 2,007 (2,991) 2,344 (337)

Information & Record Clerks

10,575 205 (10,370) 4,213 (4,008)

Secretaries & Administrative Assistants

5,614 495 (5,119) 2,613 (2,118)

MA

NA

GE

-M

EN

T Managers, Professional

& Health 9,664 11,060 1,396 4,144 6,916

Supervisors of Skilled Workers

4,255 366 (3,889) 2,129 (1,763)

There is more demand than supply of credentials

Demand and supply appear in relative balance

There is more supply of credentials than demand

32

The “Detailed Demand Supply Alignment” chart in figure 16 shows a high-level picture

of demand supply alignment across several key occupational areas and is a useful

starting point for discussion with residents, institutions, philanthropic, and civic leaders

in Northeast Ohio.

The data included in the chart come from multiple sources:

The first area is annual demand. Demand data are for 2018 based on Team

NEO’s calculations of EMSI’s projected job openings from the US Bureau of

Labor Statistics in 2018 and Burning Glass Labor Insight’s 2018 real-time job

postings. All demand data are for the 18-county Northeast Ohio region.

The second area is credentials awarded from regional postsecondary institutions.

These are credentials awarded from all institutions within the region. Data on

credentials are from the U.S. Department of Education, Institute of Education

Sciences, National Center for Education Statistics, Integrated Postsecondary

Education Data System (IPEDS) for 2018. Apprenticeship data is from the Ohio

Department of Job and Family Services.

This table does not include CTE completion data. A CTE summary chart from

2017 can be found in the Appendix.

Our demand supply model does not accurately capture every pathway to employment,

i.e., apprenticeships, temp agencies, etc. The academic pathway has been our focus.

The connection to some jobs we selected, like construction, include many non-

academic pathways. This is changing, in part, because community colleges are now

attempting to link apprenticeships to degrees. According to the Ohio Department of Job

and Family services, in the calendar year 2017, 510 students completed a Registered

Apprenticeship program within the construction industry (trades with O*Net codes

starting with “47”) in Northeast Ohio. More details can be found in the Appendix.

33

Figure 16: Detailed Demand Supply Alignment

Source: Burning Glass Labor Insight/Jobs, EMSI 2019, Ohio Department of Job and Family Services, Team Northeast Ohio Calculations

34

Industry Deep Dive

As part of the analysis, we took a deep dive into a few occupations in key industry

groups to research top requested skills and their growth rate, risk of automation, wage,

and projected job growth information. We have focused on three key industry groups

and the occupation groups that comprise these industries:

Computer and IT

Healthcare

Manufacturing

Each of these analyses consists of a broad overview, a “Numbers at a Glance” section,

an occupation data breakdown, and skills and certifications.

Data from this section is sourced from Burning Glass Labor Insight/Jobs, EMSI 2019,

and Team Northeast Ohio calculations. Detailed definitions of all variables can be found

in Job Demand section of the report.

35

Computer & IT: Overview

Northeast Ohio’s goals for a vibrant economy rely on strong health care, manufacturing

and information technology sectors – all dependent on the support of a quality computer

and IT workforce.

Workers in this occupation group provide technical assistance to computer users;

analyze data processing problems to implement and improve computer systems or

develop IT solutions; create, modify, and test the code, forms, and script that allow

computer applications to run; and monitor and ensure network and perform

maintenance to support network availability.

Automation risk for Computer and IT workers is very low. Occupations in this sector provide a wage that is above the Family Sustaining Wage for a family of four (two adults and two children) with only one working adult. Computer and IT has a high projected job growth.

Knowledge Needed

Engineering and Technology: computers and electronics Math and Science: arithmetic, algebra, geometry, calculus, or statistics Product and Service Development

Figure 17: Computer & IT - Numbers at a Glance

Source: Burning Glass Labor Insight/Jobs, EMSI 2019, Team Northeast Ohio Calculations *Family-Sustaining Wage is based on a wage calculation of a family of four (two adults and two children) with only one working adult.

36

Figure 18: Computer & IT – Certifications & Skills

Source: Burning Glass Labor Insight/Jobs

37

Figure 19: Computer & IT - Occupation Data Breakdown

Top Occupations (6-Digit SOC)

Total Demand

2018

Entry Level Demand

2018

2018 Jobs


Family-Sustaining

Wage

Projected Job Growth 2018-2023

Risk of Automation

% Requiring Bachelor's

Degree Software Developers, Applications

3,437 1,330 11,459 $79,864 Above High Low 95%

Computer Occupations, All Other

3,075 1,226 2,424 $71,372 Above High Low 89%

Computer User Support Specialists

1,608 848 7,669 $43,379 Below High Low 62%

Computer Systems Analysts

1,116 549 7,205 $79,221 Above High Low 91%

Web Developers 742 313 1,076 $58,223 Above High Low 95% Network and Computer Systems Administrators

591 258 4,248 $73,214 Above Moderate Low 79%

Database Administrators

496 206 1,303 $68,131 Above High Low 86%

Information Security Analysts

458 199 1,058 $84,536 Above High Low 92%

Computer Network Architects


Computer Programmers

329 142 1,779 $63,991 Above Low Low 68%

Computer Network Support Specialists

197 91 3,077 $53,996 Meets Moderate Low 72%

Software Developers, Systems Software

155 69 1,783 $94,412 Above High Low 96%

Computer and Information Research Scientists

91 41 140 $100,82

3 Above High Low 82%

Source: Burning Glass Labor Insight/Jobs, EMSI 2019, Team Northeast Ohio Calculations.

38

Healthcare: Overview

A daunting talent gap for health care workers means Northeast Ohio may not be

producing enough qualified doctors and nurses to meet the need of its aging population.

Health care is one of the strongest sectors in Northeast Ohio’s economy, and it employs

individuals with diverse levels of education.

Workers in the healthcare industry diagnose and treat acute, episodic, or chronic illness,

independently or as part of a health care team; order, perform, or interpret the results of

diagnostic tests; prescribe medication; assist patients and work closely with other

healthcare professionals. The industry is highly regulated, which sets up established

educational pathways and credentials needed.

This section will focus on occupations within the following groups: Health Diagnosing

and Treating Practitioners, Health Technologists and Technicians, Health Care

Therapist Aides and Support Workers, and Nursing, Psychiatric and Home Health

Aides.

Knowledge Needed

Health: medicine, therapy and counseling Math and Science: psychology and biology Business: customer service

Figure 20: Health Care - Numbers at a Glance


39

Figure 21: Health Care – Certifications & Skills


40

Figure 22: Health Diagnosing and Treating Practitioner - Data Breakdown

Key Occupations (6-Digit SOC)

Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage


Risk of Automation


Degree Registered Nurses 9,950 7,077 47,227 $65,606 Above High Low 60% Physicians and Surgeons, All Other

1,012 51 5,726 $212,721 Above High Low 13%

Nurse Practitioners 841 482 3,262 $99,019 Above High Low 0% Physical Therapists 727 326 3,131 $85,930 Above High Low 0% Occupational Therapists

704 304 2,038 $85,968 Above High Low 0%

Internists, General 483 28 500 $206,543 Above High Low 0% Pharmacists 381 161 4,656 $120,816 Above Low Low 0% Speech-Language Pathologists

339 49 2,085 $73,880 Above High Low 0%

Family and General Practitioners

330 32 1,717 $174,313 Above High Low 0%

Dietitians and Nutritionists


Respiratory Therapists

327 188 2,336 $55,273 Above High Low 90%

Psychiatrists 220 14 396 $141,939 Above High Low 0% Physician Assistants

202 71 1,212 $103,136 Above High Low 1%

Dentists, General 187 15 1,401 $148,571 Above High Low 0% Surgeons 128 6 757 $225,713 Above High Low 0% Veterinarians 110 10 1,029 $89,391 Above High Low N/A

41


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage


Risk of Automation


Degree

Health Diagnosing and Treating Practitioners, All Other

97 68 288 $70,304 Above High Low 55%

Obstetricians and Gynecologists

83 9 206 $170,457 Above High Low 0%

Nurse Anesthetists 74 22 1,217 $150,405 Above High Low 0% Anesthesiologists 70 4 363 $239,024 Above High Low N/A Pediatricians, General

65 2 511 $167,757 Above High Low 0%

Recreational Therapists

56 28 223 $45,367 Meets High Low 82%

Optometrists 49 7 445 $101,100 Above High Low N/A Chiropractors 36 1 591 $73,691 Above High Low N/A Audiologists 24 13 95 $58,385 Above High Low 0% Radiation Therapists

18 3 292 $68,784 Above Low Low N/A

Podiatrists 15 - 240 $107,269 Above Moderate Low N/A Exercise Physiologists

14 5 79 $44,453 Meets High Low 50%

Nurse Midwives 14 12 88 $90,965 Above High Low 0% Oral and Maxillofacial Surgeons

11 2 32 $119,095 Above Low Low 0%

Therapists, All Other

7 - 201 $49,547 Meets High Low N/A

Prosthodontists 6 3 0 $0 Below Low Low N/A

42


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage


Risk of Automation


Degree Orthodontists 5 - 96 $212,700 Above Low Low N/A Dentists, All Other Specialists

1 - 49 $80,341 Above Moderate Low N/A


43

Figure 23: Health Technologists and Technicians - Data Breakdown

Key Occupations (6-Digit SOC) Total

Demand 2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage


Risk of Automation


Degree Licensed Practical and Licensed Vocational Nurses

1,791 899 15,169 $42,550 Below Moderate Low 0%

Clinical Laboratory Technologists and Technicians

1,031 423 6,038 $55,073 Above Moderate Low 47%

Pharmacy Technicians 1,008 321 6,472 $29,519 Below Low High 0% Medical Records and Health Information Technicians

738 416 2,856 $36,425 Below High High 43%

Health Technologists and Technicians, All Other

504 240 1,669 $39,202 Below Moderate Low 21%

Emergency Medical Technicians and Paramedics

332 120 3,747 $30,585 Below Low Low 0%

Radiologic Technologists 202 126 3,111 $56,464 Above Moderate Low 10% Surgical Technologists 195 76 1,650 $43,364 Below Moderate Low 0% Dental Hygienists 188 30 2,973 $66,310 Above Moderate Medium 39% Cardiovascular Technologists and Technicians

158 63 892 $55,815 Above Moderate Low 32%

Diagnostic Medical Sonographers

135 98 832 $64,735 Above High Low 84%

Veterinary Technologists and Technicians

121 15 1,246 $31,337 Below High Low 0%

Ophthalmic Medical Technicians

89 52 959 $36,187 Below High Low 0%

Magnetic Resonance Imaging Technologists

81 65 670 $64,162 Above Low Low 81%

Opticians, Dispensing 74 17 1,129 $37,977 Below High Medium N/A Dietetic Technicians 67 26 825 $32,364 Below Moderate Low 0%

44


Demand 2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job Growth

Risk of Automation


Degree Psychiatric Technicians 63 50 683 $20,900 Below High Low 55% Nuclear Medicine Technologists

22 19 369 $71,085 Above Low Low 93%

Orthotists and Prosthetists 13 5 182 $54,544 Above High Low N/A Hearing Aid Specialists 10 4 148 $82,927 Above Low Low 20% Respiratory Therapy Technicians

7 5 135 $44,498 Meets Low Low N/A


45

Figure 24: Healthcare Therapist Aides and Support Workers - Data Breakdown


Demand 2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth 2018-2023

Risk of Automation


Degree

Physical Therapist Assistants 312 138 2,663 $57,547 Above High Low 0% Occupational Therapy Assistants 224 62 1,659 $58,190 Above High Low 0% Occupational Health and Safety Specialists


Occupational Health and Safety Technicians

55 35 297 $50,798 Meets Moderate Low 70%

Physical Therapist Aides 41 10 418 $27,275 Below High Medium 0% Athletic Trainers 37 19 456 $46,289 Meets High Low 95% Occupational Therapy Aides 31 3 100 $40,142 Below High Low 0% Healthcare Practitioners and Technical Workers, All Other

26 24 520 $46,189 Meets Moderate Low 82%

Genetic Counselors 25 6 36 $80,589 Above High Low 17% Source: Burning Glass Labor Insight/Jobs, EMSI 2019, Team Northeast Ohio Calculations.

46

Figure 25: Nursing, Psychiatric and Home Health Aides - Data Breakdown


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Nursing Assistants

2,612 622 25,328 $25,763 Below Moderate Low 0%

Home Health Aides

2,335 700 21,802 $20,857 Below High Low 0%

Orderlies 146 65 1,186 $25,345 Below Low Low 0% Psychiatric Aides 36 18 487 $29,447 Below High Low N/A


47

Manufacturing: Overview

80,000 incumbent manufacturing workers, ages 55 and up, are poised to soon leave the

labor market entirely. According to MAGNET’s 2019 survey of Northeast Ohio’s

manufacturers, attracting skilled workers is the No. 1 challenge hampering growth. More

than 53% of respondents reported that the shortage of qualified workers would directly

affect their company’s bottom line.

Manufacturing in Northeast Ohio has been rebounding since the Great Recession of

2007, nearly matching pre-recession output levels, and outpacing the nation in

productivity gains. The manufacturing come back as well as future job opportunities

position manufacturing as a high-demand job field. This section will focus on

occupations within the following groups: Installation, Maintenance, and Repair

Occupations; Metal and Plastic Workers; Skilled Production Workers; and Supervisors

of Skilled Workers.

Workers in these occupations fix and maintain machines, mechanical equipment, and

buildings; set up and operate a variety of machine tools to produce precision parts and

instruments; lay out, machine, fit, and assemble castings and parts to metal or plastic

foundry patterns, core boxes, or match plates; develop programs to control machining

or processing of metal or plastic; use hand-held equipment to join or cut metal or plastic

components; accomplish staff job results; and interact with customers. There is good

career mobility within the industry with entry points that require a postsecondary

credential less than a Bachelor’s Degree.

Knowledge Needed

Engineering and Technology: mechanical, design Math and Science: arithmetic, algebra, geometry, calculus, or statistics, physics Manufactured Goods: manufacture and distribution of products Business: customer service, employee management

48

Figure 26: Manufacturing - Numbers at a Glance


Figure 27: Manufacturing - Certifications & Skills


49

Figure 28: Installation, Maintenance & Repair Occupations - Data Breakdown


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Maintenance and Repair Workers, General

2,583 1,131 10,895 $39,537 Below High Medium 0%

Heating, Air Conditioning, and Refrigeration Mechanics and Installers

458 263 2,026 $50,837 Meets High Medium 0%

Industrial Machinery Mechanics

367 150 2,831 $52,016 Meets Moderate Medium 0%

Installation, Maintenance, and Repair Workers, All Other

147 54 845 $38,432 Below Moderate Medium 2%

Helpers--Installation, Maintenance, and Repair Workers

111 53 322 $30,903 Below High Medium 0%

Millwrights 95 56 492 $66,772 Above Low Medium 0% Medical Equipment Repairers


Telecommunications Line Installers and Repairers

73 29 108 $57,501 Above High Low 0%

Electrical Power-Line Installers and Repairers


50


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Coin, Vending, and Amusement Machine Servicers and Repairers

68 1 612 $32,348 Below Low High N/A

Home Appliance Repairers

50 29 121 $34,831 Below Low Medium 0%

Maintenance Workers, Machinery

44 17 323 $42,950 Below High High 0%

Control and Valve Installers and Repairers, Except Mechanical Door

42 23 279 $67,639 Above Low Medium 0%

Mechanical Door Repairers


Manufactured Building and Mobile Home Installers

11 2 31 $20,874 Below Low Low N/A

Precision Instrument and Equipment Repairers, All Other

11 2 160 $62,867 Above Moderate Medium N/A

Signal and Track Switch Repairers

9 2 42 $46,967 Meets Low High N/A

Locksmiths and Safe Repairers

9 4 89 $29,946 Below Moderate Medium N/A

Riggers 7 2 54 $31,421 Below High High N/A Wind Turbine Service Technicians

7 6 10 Insf. Data

N/A Growth Medium N/A

51


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Musical Instrument Repairers and Tuners


Refractory Materials Repairers, Except Brickmasons

3 0 10 Insf. Data


Watch Repairers 3 0 10 Insf. Data

N/A Growth High N/A

Camera and Photographic Equipment Repairers

1 0 10 Insf. Data

N/A High High N/A

Commercial Divers 1 0 13 $30,084 Below Moderate Low N/A Fabric Menders, Except Garment

0 0 10 Insf. Data



52

Figure 29: Metal and Plastic Workers

Key Occupations (6-

Digit SOC)

Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree

Machinists 836 365 6,428 $40,047 Below Low Medium

Risk 1%

Computer-Controlled Machine Tool Operators, Metal and Plastic

626 227 3,486 $41,168 Below Low High Risk 2%

Welders, Cutters, Solderers, and Brazers

554 189 2,661 $39,050 Below Moderate High Risk 0%

Cutting, Punching, and Press Machine Setters, Operators, and Tenders, Metal and Plastic

492 168 3,318 $33,160 Below Low Medium

Risk 0%

Tool and Die Makers

228 82 2,273 $56,480 Above Low Medium

Risk 1%

Grinding, Lapping, Polishing, and Buffing Machine Tool Setters, Operators, and Tenders, Metal and Plastic


53


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Molding, Coremaking, and Casting Machine Setters, Operators, and Tenders, Metal and Plastic


Extruding and Drawing Machine Setters, Operators, and Tenders, Metal and Plastic


Multiple Machine Tool Setters, Operators, and Tenders, Metal and Plastic


Computer Numerically Controlled Machine Tool Programmers, Metal and Plastic

91 44 658 $47,224 Meets High Low Risk 9%

54


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Heat Treating Equipment Setters, Operators, and Tenders, Metal and Plastic

57 15 553 $38,036 Below Low High Risk 0%

Rolling Machine Setters, Operators, and Tenders, Metal and Plastic

49 13 618 $39,806 Below Low Medium

Risk 0%

Welding, Soldering, and Brazing Machine Setters, Operators, and Tenders


Risk 0%

Lathe and Turning Machine Tool Setters, Operators, and Tenders, Metal and Plastic


Risk N/A

Foundry Mold and Coremakers


Risk N/A

55


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Milling and Planing Machine Setters, Operators, and Tenders, Metal and Plastic

32 13 55 $78,435 Above Low High Risk 0%

Metal-Refining Furnace Operators and Tenders

31 12 428 $32,747 Below Low High Risk 27%

Plating and Coating Machine Setters, Operators, and Tenders, Metal and Plastic

30 0 569 $28,099 Below Low High Risk N/A

Forging Machine Setters, Operators, and Tenders, Metal and Plastic

21 11 323 $42,831 Below Low High Risk N/A

Metal Workers and Plastic Workers, All Other


Risk 0%

56


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Drilling and Boring Machine Tool Setters, Operators, and Tenders, Metal and Plastic


Layout Workers, Metal and Plastic

11 2 57 $38,582 Below Low Medium N/A

Tool Grinders, Filers, and Sharpeners


Pourers and Casters, Metal

8 1 19 $36,457 Below High High N/A

Patternmakers, Metal and Plastic


Model Makers, Metal and Plastic

4 1 37 $55,009 Above Low High N/A


57

Figure 30: Skilled Production Workers


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Production Workers, All Other

1,780 463 4,262 $25,029 Below High High 4%

Inspectors, Testers, Sorters, Samplers, and Weighers

1,008 450 6,308 $40,223 Below Low High 25%

Assemblers and Fabricators, All Other, Including Team Assemblers

574 0 10,316 $28,824 Below Low N/A N/A

Helpers--Production Workers

534 146 3,185 $26,567 Below High Medium 4%

Aircraft Structure, Surfaces, Rigging, and Systems Assemblers

254 68 130 $48,043 Meets Low Medium 6%

Telecommunications Equipment Installers and Repairers, Except Line Installers

245 90 1,761 $53,857 Meets Low Low 0%

Packaging and Filling Machine Operators and Tenders

217 50 2,015 $27,018 Below High High 11%

Chemical Equipment Operators and Tenders

146 82 2,092 $41,274 Below Low Medium 0%

58


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Coating, Painting, and Spraying Machine Setters, Operators, and Tenders

125 30 1,212 $40,754 Below Low High 2%

Mixing and Blending Machine Setters, Operators, and Tenders

124 30 1,509 $36,331 Below Low Medium 11%

Electrical, Electronic, and Electromechanical Assemblers, Except Coil Winders, Tapers, and Finishers

117 0 2,061 $31,745 Below Low N/A N/A

Cutting and Slicing Machine Setters, Operators, and Tenders

102 44 591 $34,559 Below Low High 7%

Engine and Other Machine Assemblers

90 17 1,185 $55,396 Above Low Medium 0%

Molders, Shapers, and Casters, Except Metal and Plastic

88 30 154 $32,683 Below Low High 1%

59


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Extruding, Forming, Pressing, and Compacting Machine Setters, Operators, and Tenders

88 25 908 $28,100 Below Low High 6%

Separating, Filtering, Clarifying, Precipitating, and Still Machine Setters, Operators, and Tenders

87 39 186 $35,467 Below Moderate High 10%

Electronic Home Entertainment Equipment Installers and Repairers

82 17 614 $36,939 Below Low Medium 0%

Security and Fire Alarm Systems Installers

80 34 398 $41,592 Below High Medium 0%

Water and Wastewater Treatment Plant and System Operators

63 12 723 $53,057 Meets Low Medium 48%

Dental Laboratory Technicians

55 21 381 $43,246 Below Moderate High 22%

Computer, Automated Teller, and Office Machine Repairers


60


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Photographic Process Workers and Processing Machine Operators

42 18 129 $30,874 Below Low High 25%

Paper Goods Machine Setters, Operators, and Tenders


Stationary Engineers and Boiler Operators

34 9 272 $60,535 Above Low High 8%

Structural Metal Fabricators and Fitters

30 21 413 $39,630 Below Low Low N/A

Power Plant Operators

28 11 61 $78,424 Above Low Medium 2%

Painting, Coating, and Decorating Workers

26 6 169 $31,537 Below Low High 0%

Tire Builders 25 7 13 $47,739 Meets High High 22% Semiconductor Processors

25 10 191 $41,381 Below High High 10%

Electrical and Electronics Repairers, Commercial and Industrial Equipment

22 0 500 $47,702 Meets Moderate N/A N/A

Etchers and Engravers


61


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Painters, Transportation Equipment


Crushing, Grinding, and Polishing Machine Setters, Operators, and Tenders


Ophthalmic Laboratory Technicians

19 0 267 $28,728 Below Moderate High N/A

Grinding and Polishing Workers, Hand


Medical Appliance Technicians

15 8 192 $33,008 Below High Low N/A

Avionics Technicians

15 11 113 $52,926 Meets High Medium 0%

Cleaning, Washing, and Metal Pickling Equipment Operators and Tenders


Plant and System Operators, All Other

13 6 77 $56,544 Above Moderate High N/A

Radio, Cellular, and Tower Equipment Installers and Repairs

12 4 51 $85,404 Above Low High 0%

62


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Petroleum Pump System Operators, Refinery Operators, and Gaugers

12 0 169 $63,556 Above Low Medium N/A

Jewelers and Precious Stone and Metal Workers


Chemical Plant and System Operators

11 0 227 $47,972 Meets Low N/A N/A

Electric Motor, Power Tool, and Related Repairers

11 9 175 $40,498 Below Moderate Medium N/A

Adhesive Bonding Machine Operators and Tenders

11 0 196 $30,141 Below Low N/A N/A

Electrical and Electronics Repairers, Powerhouse, Substation, and Relay

10 9 103 $74,531 Above High Low 50%

Furnace, Kiln, Oven, Drier, and Kettle Operators and Tenders

10 4 57 $33,102 Below Low Low N/A

Power Distributors and Dispatchers

10 10 151 $76,979 Above Moderate Medium N/A

63


Total Demand

2018

Entry Level

Demand 2018

2018 Jobs


Family Sustaining

Wage

Projected Job

Growth

Risk of Automation


Degree Cooling and Freezing Equipment Operators and Tenders


Coil Winders, Tapers, and Finishers

7 0 117 $42,195 Below Low N/A N/A

Nuclear Power Reactor Operators

6 2 63 $144,217 Above Low High N/A

Cutters and Trimmers, Hand


Electrical and Electronics Installers and Repairers, Transportation Equipment

4 0 72 $48,959 Meets Low High N/A

Gas Plant Operators 3 2 29 $103,641 Above Moderate Medium N/A Electronic Equipment Installers and Repairers, Motor Vehicles


Fiberglass Laminators and Fabricators

3 0 47 $29,590 Below High N/A N/A

Timing Device Assemblers and Adjusters

1 1 10 Insf. Data

Insf. Data NA High N/A


64

Implications

The purpose of our research and analysis is to inform and help accelerate talent

development policy in Northeast Ohio. That policy should provide skilled talent critical to

growing key wealth generating sectors in the economy and, at the same time, provide

opportunities for good careers and incomes for the residents in the region.

Our research and analysis have made clear many high-level implications for talent

development policy in the region. These implications are:

There is significant demand in some sectors of the economy in Northeast Ohio that

present opportunity for residents. Channels need to be opened into these

opportunities, especially those with family sustaining wages.

Due to historic inequities, minority groups are considerably disadvantaged when

compared to their white counterparts, especially in terms of job access and

opportunity. These inequities act as an economic dampener to not only these

communities, but also the entire region as a whole.

Overall, residents of Northeast Ohio need better awareness of quality career

education and training that will help them fill these jobs.

Given the high levels of regional integration in Northeast Ohio, with people

commuting across county lines for jobs, it is clear that a shared strategy is

important. At the same time, local context and expertise will be vital for making

changes.

Employers need assistance finding better ways to access the talent they need.

Capturing the latent talent pool in the regional labor force will help grow the

economy.

Younger students, secondary and postsecondary students, and adults should have

better and more accurate information about the possible choices regarding

entering professional and technical fields of study within the region.

The region should understand why so few students complete technical programs

(at the secondary and postsecondary levels), and then shore up and improve the

education pipeline to increase the flow of local talent into regional employment.

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The current low levels of output in some programs offer an opportunity to reshape

the delivery and organization of technical education in the region; this could be

through rapid adoption of innovative models and practices, such as developing

exemplar schools for Career and Technical Education focused on key economic

sectors, or adopting innovations such as work-based learning and deep, sustained

employer engagement across the system.

Education at the secondary and postsecondary level needs to increase the output

of students with credentials in high demand sectors with family sustaining wages.

In particular, local districts and postsecondary institutions need to define ways to

improve and offer programs in technical fields of study that attract students and get

them to complete their degrees.

Deeper employer engagement in postsecondary education is critical to improving

the quality and relevancy of educational programs.

The sharp misalignment between demand and supply in some fields is an indicator

that educational institutions—at both the leadership and faculty levels--- may not

have full information to understand nearby and future opportunities.

Educators and civic leadership could use better labor market information to drive

programming investments in and identify employer partnerships with educational

institutions.

The workforce development system can benefit from understanding automation

potential of occupations moving forward as well as the soft skills that are in

demand.

Higher education, government and industry, need to develop flexible, cost effective

educational programs that are academically accredited and developed in

conjunction with industry best practices.

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Aligning Opportunities around the region:

“The Lake County Ohio Port and Economic Development Authority uses the research and data presented in the Aligning Opportunities

reports to work closely with our education community to raise awareness of current and future workforce needs and develop

strategies to meet those needs. Attracting talent and developing future workforce capacity is critical to Lake County’s ability to continue to grow

its economy.”

Mark Rantala, Executive Director, Lake County Ohio Port & Economic Development Authority

“College Now has used the annual Aligning Opportunities report as the backbone for the creation and implementation of the MAP database, a

clearinghouse of training and education programs, and its efforts to better connect students and adults to the educational pathways that will lead to in-demand careers. Now, using MAP, all direct service providers can better assist their clients in finding and getting on the right path that

will lead them to the best career opportunities.”

Julie Szeltner, Senior Director of Adult Programs, College Now

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Aligning Opportunities Case Studies

ConxusNEO

ConxusNEO’s mission is to build the capacity and improve the performance of the talent

system in Summit County. We partner with companies to identify the skills they need to

fill open positions and build a talent pipeline. Then, we support business partners in

working with education/training partners, workforce programs, the public sector,

economic development and community organizations to generate solutions. This is the

work of our industry sector partnerships in the manufacturing, tech and healthcare

sectors.

We don’t run programs. Instead, we:

Generate, leverage and share labor market information that can be used to make

decisions, vetting the information with company partners to ensure accuracy

(Aligning Opportunities in NE Ohio is one valuable resource);

Mobilize stakeholders to respond to the demand; and

Facilitate alignment and measurement of progress as a community around five

essential functions within the talent ecosystem: Awareness, Exploration,

Development, Connection and Upskilling.

ConxusNEO also supports the business, retention & expansion strategy within the

Elevate Greater Akron economic development plan as well as the plan’s inclusive

economic development initiative.

For more information, visit conxusneo.jobs.

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RITE

RITE is the leading industry-driven regional IT workforce alliance in Northeast Ohio.

RITE’s employer partners are at the forefront of industry-led IT talent development. As

the unifying force for the region’s IT talent development system, RITE champions a

shared vision of a diverse, industry-responsive IT talent pool that is an economic driver

to growth, competitiveness, and prosperity for Northeast Ohio by:

Mobilizing employer leadership, involvement and support to influence IT talent

development.

Expanding the region’s capacity through collaboration, performance

accountability and shared resources.

Igniting interest and building the skills, knowledge, experiences and connections

students and jobseekers need to pursue IT careers in Northeast Ohio.

RITE’s regional engagement model depends on its long-standing data-driven

philosophy. RITE compiles, reviews and shares IT labor market information such as

“Aligning Opportunities in Northeast Ohio.” This kind of intelligence is used to inform

programming and partnerships and ultimately forms the basis upon which performance

improvement across the IT talent development system can be measured.

Established in 2009, RITE has engaged more than 120 regional IT employers from all

sectors, 29 strategic alliances and program partners including eight colleges and

universities, and over 149 high schools – impacting nearly 4,000 students across the

region. As an arm of the Greater Cleveland Partnership (GCP) - one of the largest

metropolitan chambers of commerce in the nation - RITE provides a platform for

collective action as the only employer-led IT talent development organization in

Northeast Ohio. RITE shares and furthers GCP’s aims to drive the economic vitality of

the region and better connect employers to talent solutions.

For more information, visit ohiorite.com.

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College Now

Founded in 1967 as the first college access organization in the nation, College Now

Greater Cleveland’s mission is to increase postsecondary educational attainment

through college and career access advising, financial aid counseling, and scholarship

and retention services. College Now helps students as early as middle and high school,

as well as adult learners, achieve their dreams of going to and succeeding in certificate,

two-year, and four-year degree programs. Serving over 29,000 traditional students and

adult learners every year, College Now is committed to developing Greater Cleveland’s

talent and working to fill the talent gap in Northeast Ohio through counseling students

and educating them on the pathways that will lead to in-demand careers in our region.

College Now recently developed the Managing Advancement Programs (MAP)

Database, a clearinghouse of training and education programs that counselors and

career coaches can use to help students and adults find the best program that will lead

to a good job. Using Aligning Opportunities as a foundation, MAP allows students to

compare various programs and their location, length, cost, start date, availability of

financial aid, and expected wages for resulting jobs, giving them the information, they

need to get started on a well-informed career path.

College Now also supports closing the talent gap through its (Re)Connect to College

work with Cleveland State University, the University of Akron, and Cuyahoga

Community College, which identifies students who have left the university without

completing their degree and works to reenroll those students and offer them guidance

and support in completing their degree programs. College Now helps students secure

financial aid and resolve any past-due balances, and students are supported once at

Cleveland State with individualized academic support and coaching.

For more information, visit collegenowgc.org.

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Career Path Forums

As part of the 2019 Pathways to Successful People campaign prepared by Team NEO

in partnership with Delta Dental, three Career Path Forums were held throughout the

spring of 2019 to inform the findings of the 2019 edition of Aligning Opportunities in

Northeast Ohio. These forums were an opportunity for an open discussion between

representatives of Northeast Ohio companies, schools and workforce development

during which, Team NEO mediated discussions after a level-setting presentation of past

Aligning Opportunities report findings. The conversations were focused around

identifying challenges and sharing successful solutions to provide greater alignment to

the talent supply and demand mismatch. One forum was held for each of the three most

in-demand industries: manufacturing, health care and IT.

Manufacturing

Vitamix was the host for the Manufacturing Career Path Forum. Vitamix:

strives to build a strong organizational culture focusing on developing a higher

and personal purpose for all employees;

provides strong benefits to employees including the opportunity for cross training,

low premium health insurance, and tuition reimbursement;

has an internal goal of 80% full-time employees and 20% temporary associates

(temps), however, most of the time they employ 60% full-time and 40% temps.

The most challenging positions to fill in manufacturing are in trades such as

electricians and other skilled workers.

Obstacles for manufacturing workers include transportation, attendance, passing

drug test, child care, and filling second shifts.

Many organizations such as Medina County Economic Development Corporation

has programming to increase the awareness of the opportunities in

manufacturing through tours for high school students.

MAGNET is challenging the workforce development system by thinking

holistically about manufacturing workforce through transportation, education and

access with initiatives such as the Manufacturing Sector Partnership.

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Health Care

Akron Children’s Hospital was the host for the Health Care Career Path Forum. Akron

Children’s Hospital:

has a strategic target to get underrepresented minorities into the healthcare

space with partnerships with Kent State University, University of Akron, and

Cleveland State University;

budgets $3,500,000 for employee tuition reimbursement every year;

has reevaluated the job requirements for entry level positions, removing the

requirement of a high school diploma from some jobs;

works with local high schools to show that they hire more than just doctors and

nurses by developing a relationship with the community, offers shadowing

opportunities, and instructs courses on how to fill out job applications and write

resumes.

An aging population has led to a new spike in the demand for licensed practical

nurses (LPNs). Many LPNs are being hired as medical assistants to fill the gap in

demand. However, they are being paid at the rate of LPNs.

Consensus is that there is a lack of knowledge about who can work in the health

care field. There is an unwritten message on any job with the words ‘health care’

attached that the person who will be hired has a health care background and that

restricts a large qualified work force.

This can be addressed as simply as removing certain requirements for positions

and making the job seekers know they are looking for people with a diverse back

ground of knowledge, i.e. people from 2-year institutions, or non-health care

majors.

IT

Hyland Software was the host for the Computer and IT Career Path Forum. Hyland

Software:

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has a very impressive employment record, including receiving over 30,000

applications for 520 open positions company wide, less than 8% voluntary

turnover, and half of their hires are as a result of employee referrals;

has a great relationship with local colleges and universities, as well as focusing

on being a great place to work (Fortune 100 top places to work), and invests

significant time and money for training, mentoring and advancing people in the

company as quickly as they get more training;

see’s employee retention as the exact same as customer retention requiring the

same level of care;

also has a strong relationship with 12 K-12 schools where Hyland host coding

camps, field trips and other events.

Soft skills need to be incorporated into IT curriculum.

IT micro or stackable degrees are more flexible both in terms on how they can be

used for careers and attaining them.

Both educator and employers are responsible for opening doors in

underrepresented populations.

Tech Elevator and other nontraditional education platforms are ways to quickly

help a population retrain for an ever-changing economic landscape.

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Appendix

Northeast Ohio Postsecondary Institutions Akron School of Practical Nursing Lorain County Joint Vocational School District Allegheny Wesleyan College Madison Adult Career Center Allstate Hairstyling & Barber College Mahoning County Career and Technical Center American National University-Youngstown Malone University Apex Academy Hair Skin Nails School of Cosmetology Medina County Career Center Ashland County-West Holmes Career Center Miami-Jacobs Career College-Independence Ashland University National Beauty College Ashtabula County Technical and Career Campus North Central State College ATS Institute of Technology Northcoast Medical Training Academy Auburn Career Center Northeast Ohio Medical University Aultman College of Nursing and Health Sciences Northern Institute of Cosmetology Baldwin Wallace University Notre Dame College Bowling Green State University-Firelands Oberlin College Brown Aveda Institute-Mentor Ohio Business College-Sandusky Brown Aveda Institute-Rocky River Ohio Business College-Sheffield Brown Mackie College-Akron Ohio Media School-Valley View Bryant & Stratton College-Akron Ohio State University Agricultural Technical Institute Bryant & Stratton College-Cleveland Ohio State University-Mansfield Campus Bryant & Stratton College-Eastlake Ohio Technical College Bryant & Stratton College-Parma Ohio Technical College-PowerSport Institute Buckeye Joint Vocational School Ohio Valley College of Technology Canton City Schools Adult Career and Technical Education Paul Mitchell the School-Cleveland Casal Aveda Institute Pioneer Career and Technology Center Case Western Reserve University Polaris Career Center Central School of Practical Nursing Portage Lakes Career Center Choffin Career and Technical Center Rabbinical College Telshe Cleveland Clinic Health System-School of Diagnostic Imaging Raphael's School of Beauty Culture Inc-Alliance Cleveland Institute of Art Raphael's School of Beauty Culture Inc-Boardman Cleveland Institute of Dental-Medical Assistants-Cleveland Raphael's School of Beauty Culture Inc-Brunswick Cleveland Institute of Dental-Medical Assistants-Lyndhurst Raphael's School of Beauty Culture Inc-Niles Cleveland Institute of Dental-Medical Assistants-Mentor Remington College-Cleveland Campus Cleveland Institute of Music Ross College-Canton Cleveland State University Ross Medical Education Center-Elyria Columbiana County Career and Technical Center Ross Medical Education Center-Niles Community Services Division-Alliance City Ross Medical Education Center-Ontario Community Technology Learning Center of Portage Sandusky Career Center Cuyahoga Community College District South University-Cleveland Cuyahoga Valley Career Center Stark State College EHOVE Career Center Stautzenberger College-Brecksville Elite School of Cosmetology TDDS Technical Institute ETI Technical College The College of Wooster Fairview Beauty Academy Trumbull Career & Technical Center Firelands Regional Medical Center School of Nursing University of Akron Main Campus Fortis College-Cuyahoga Falls University of Akron Wayne College Fortis College-Ravenna University of Mount Union Georgie International Beauty Institute University of Phoenix-Ohio Gerbers Akron Beauty School Ursuline College Great Lakes Truck Driving School Vanity School of Cosmetology Hamrick School Vatterott College-Cleveland Hannah E Mullins School of Practical Nursing Virginia Marti College of Art and Design Herzing University-Akron Walsh University Hiram College Wayne County Schools Career Center Inner State Beauty School Willoughby-Eastlake School of Practical Nursing International Culinary Arts and Sciences Institute Youngstown State University John Carroll University Trumbull Career & Technical Center Kent State University at Ashtabula University of Akron Main Campus Kent State University at East Liverpool University of Akron Wayne College Kent State University at Geauga University of Mount Union Kent State University at Kent University of Phoenix-Ohio Kent State University at Salem Ursuline College Kent State University at Stark Vanity School of Cosmetology Kent State University at Trumbull Vatterott College-Cleveland Kent State University at Tuscarawas Virginia Marti College of Art and Design LaBarberia Institute of Hair Walsh University Lake Erie College Wayne County Schools Career Center Lakeland Community College Willoughby-Eastlake School of Practical Nursing Lorain County Community College Youngstown State University

74

Occupation Groups Three-digit SOC codes that comprise the Occupation Groups used in the Demand

Supply Alignment Analysis.

Occupation Groups 3-Digit SOC

Architects and Engineering Technicians

Architects, Surveyors, and Cartographers; Drafters, Engineering Technicians, and Mapping Technicians

Computer Occupations Computer Occupations Construction Trade Workers

Construction Trade Workers

Education

Post Secondary Teachers; Preschool, Primary, Secondary, and Special Education School Teachers; Other Teachers and Instructors; Librarians, Curators, and Archivists; Other Education, Training and Library Occupations

Engineers Engineers Financial Clerks Financial Clerks Financial Specialists Financial Specialists Health Diagnosing and Treating Practitioners

Health Diagnosing and Treating Practitioners

Health Technologists and Technicians

Health Technologists and Technicians

Healthcare Therapist Aides and Support Workers

Other Healthcare Practitioners and Technical Occupations; Occupational Therapy and Physical Therapist Assistants and Aides

Information and Record Clerks

Information and Record Clerks

Installation, Maintenance, and Repair Occupations

Other Installation, Maintenance, and Repair Occupations

Life Science Workers Life Scientists; Physical Scientists; Social Scientists and Related Workers; Life, Physical, and Social Science Technicians

Managers, Professional and Health

Other Management Occupations

Metal and Plastic Workers Metal Workers and Plastic Workers Nursing, Psychiatric, and Home Health Aides

Nursing, Psychiatric, and Home Health Aides

Secretaries and Administrative Assistants

Secretaries and Administrative Assistants

Skilled Production Workers

Electrical and Electronic Equipment Mechanics, Installers, and Repairers; Assemblers and Fabricators; Plant and System Operators; Other Production Occupations

75

Occupation Groups 3-Digit SOC

Supervisors of Skilled Workers

Supervisors of Office and Administrative Support Workers; Supervisors of Construction and Extraction Workers; Supervisors of Installation, Maintenance, and Repair Workers; Supervisors of Production Workers

76

Summary for CTE Data

Figure 31: CTE Student Count by Program

Program Student Count

Business Services 833 Food processing 1,245 Healthcare 2,001 IT 1,433 Logistics 966 Manufacturing 2,356 Others 1,546

Source: Ohio Department of Education (FY 2017)

Figure 32: CTE Student County by County by Program

Ashland Student Count

Food processing 0 Healthcare 0 IT 13 Logistics 20 Manufacturing 26 Others 12

Ashtabula Food processing 139 Healthcare 30 IT 23 Logistics 14 Manufacturing 33 Others 34

Columbiana Business Services 0 Food processing 48 Healthcare 20 IT 48 Logistics 22 Manufacturing 42 Others 16

Cuyahoga

Business Services 300 Food processing 146 Healthcare 638 IT 309 Logistics 199 Manufacturing 597 Others 406

Erie Business Services 21 Food processing 36 Healthcare 53 IT 45 Logistics 36 Manufacturing 47 Others 115

Huron Food processing 93 Manufacturing 11

Lake Business Services 47 Food processing 13 Healthcare 91 IT 108 Logistics 69 Manufacturing 128 Others 96

77

Lorain Business Services 10 Food processing 69 Healthcare 61 IT 51 Logistics 37 Manufacturing 146 Others 98

Mahoning Business Services 0 Food processing 68 Healthcare 59 IT 46 Logistics 64 Manufacturing 75 Others 65

Medina Business Services 36 Food processing 81 Healthcare 102 IT 142 Logistics 62 Manufacturing 108 Others 66

Portage Business Services 35 Food processing 26 Healthcare 77 IT 31 Logistics 45 Manufacturing 82 Others 68

Richland Business Services 47 Food processing 93 Healthcare 134 IT 129 Logistics 45 Manufacturing 153 Others 124

Stark Business Services 184 Food processing 156 Healthcare 482 IT 222 Logistics 175 Manufacturing 359 Others 195

Summit Business Services 153 Food processing 53 Healthcare 98 IT 125 Logistics 68 Manufacturing 128 Others 106

Trumbull Food processing 49 Healthcare 36 IT 59 Logistics 47 Manufacturing 129 Others 65

Tuscarawas Food processing 75 Healthcare 44 IT 48 Logistics 34 Manufacturing 175 Others 36

Wayne Food processing 100 Healthcare 76 IT 34 Logistics 29 Manufacturing 117 Others 44

Source: Ohio Department of Education (FY 2017)

78

Construction Apprenticeship Completions

The following number of apprentices completed a Registered Apprenticeship program

within the construction industry (trades with O*Net codes starting with “47”) during

calendar year 2017. The numbers represent apprentices that were enrolled in a

program that is physically located within the reflected counties. Ashland, Columbiana,

and Medina counties rendered no results.

Figure 33: Construction Apprenticeship Completions

County Apprenticeships Ashtabula 2 Cuyahoga 211 Erie 1 Geauga 1 Huron 2 Lake 6 Lorain 19 Mahoning 68 Portage 3 Richland 11 Stark 52 Summit 118 Trumbull 8 Tuscarawas 2 Wayne 6 Total 510

Source: Ohio Department of Jobs and Family Services

Note: There were 0 construction apprenticeship completions in Ashland, Columbiana or Medina County during calendar year 2017.

To reiterate what each of these numbers represent here in Ohio:

Full-time employment from day one of the training with progressive wages

received throughout the duration of the program.

Dually enrolled as an apprentice and student with a University System of Ohio

member accumulating college credits.

Recipient of a nationally recognized portable credential indicating the

achievement of journeyperson status through the national Registered

Apprenticeship system.

79

Additional statewide apprenticeship programs with completions not represented

in the table above include bricklayers, carpenters, glaziers, laborers, operating

engineers, painters, sheet metal workers, and tapers (drywall finishers).

aligning opportunities 2019 - team neo€¦ · patterns, employment distribution across occupation...

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