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Phase 1 Report: Workforce Supply and Demand Gap Analysis June 24, 2014

Charleston Region Talent Strategy

Charleston Region Talent Strategy

Table of Contents Introduction .............................................................................................................................................................................................................................. 3

Project Approach ................................................................................................................................................................................................................... 4

Phase I: Workforce Supply & Demand Analysis ......................................................................................................................................................... 5

Phase Ii: Institutional Alignment Assessment .................................................................................................................................................................. 6

Phase Iii: Education & Workforce Alignment Strategy .............................................................................................................................................. 7

What Does The Charleston Region’s Workforce Look Like Today? ............................................................................................................................. 9

Age And Race Composition .......................................................................................................................................................................................... 10

Demographics Of Newcomers To The Region .......................................................................................................................................................... 11

Occupational Composition ............................................................................................................................................................................................ 13

What Is The Future Outlook For Workforce Demand? ................................................................................................................................................ 16

Key Changes From Past Performance To Future Outlook ....................................................................................................................................... 17

Charleston County Occupational Forecast ................................................................................................................................................................ 20

What Is The Output Of College Graduates In The Charleston Region By Skill And Degree Major? ................................................................ 22

College Graduate Output Trends ............................................................................................................................................................................... 23

Pre-Associate Certificate Trends ................................................................................................................................................................................. 26

Associate’s Degree Trends ............................................................................................................................................................................................ 27

Bachelor’s Degree Trends ............................................................................................................................................................................................. 28

What Potential Gaps Exist Between The Output Of Local Educational Institutions And The Skills Demanded By Employers? ..................... 30

Potential Supply-Demand Gaps In The Future Workforce .................................................................................................................................... 30

Engineering ...................................................................................................................................................................................................................... 32

Production & Related Mechanics ................................................................................................................................................................................. 34

Charleston Region Talent Strategy: Phase 1 Report 1

Software .......................................................................................................................................................................................................................... 35

Medical ............................................................................................................................................................................................................................ 37

Business & Finance .......................................................................................................................................................................................................... 40

Communications & Marketing ...................................................................................................................................................................................... 41

Design ............................................................................................................................................................................................................................... 42

Education .......................................................................................................................................................................................................................... 43

Legal ................................................................................................................................................................................................................................. 44

Social/Politics .................................................................................................................................................................................................................. 45

Summary Conclusions On Supply-Demand Gaps .................................................................................................................................................... 46


INTRODUCTION & PROJECT APPROACH


INTRODUCTION

The Charleston Region is one of the fastest-growing metros in the country. Between 2007 and 2012, the population of the Charleston metropolitan area (Berkeley, Charleston, and Dorchester counties) grew nearly 11%, more than twice the US growth rate. Today, the Charleston Region is home to approximately 700,000 residents.

The region’s population growth has been fueled by a high-performing economy. While employment in the US remains below pre-recession levels, the Charleston Region has created 4,700 jobs since 2007, growing 1.5% through 2012. New and growing industries such as aerospace and software are dramatically changing the composition of the economy and its workforce. Over the next five years, employment in the Charleston Region is projected to grow nearly 50% faster than the US rate of 6.1%. In order to maintain the region’s momentum, the Charleston Region must ensure that employers in high-growth industries have an available, skilled workforce for years to come.

Employers frequently cite access to talent as among the most important factors in the site selection process. The presence of a skilled workforce is often a key factor in determining whether industries will thrive in a region or if they will migrate to other locations. Given today’s rapid changes in technology, scientific discovery, global economics, business strategy, and human demographics, regions must possess an educational ecosystem that is sufficiently flexible and responsive to ensure worker availability and skill sets keep pace with business needs.


PROJECT APPROACH

This Talent Strategy examines two aspects of the Charleston Region’s workforce: industry demand for workforce and skills and the ability of the education system to deliver this workforce.

By bringing these two perspectives together, we will be able to understand where gaps in workforce exist today, and where gaps may grow in the future.

The Charleston Region Talent Strategy consists of three phases:

PRE-ALIGNMENT Unemployed & Underemployed Post-Secondary Graduates + Workforce Shortages

Educational Output

Industry Demand

Educational Output

& Industry Demand

POST-ALIGNMENT Fully Optimized Post-Secondary Graduates + Ample Workforce Availability

Learner Engagement, Support and Resources

PHASE 3

Sector-Specific Education and Training Offerings

PHASE 2

Regional Talent Supply / Target Industry Demand

PHASE 1


PHASE I: WORKFORCE SUPPLY & DEMAND ANALYSIS

The initial phase of the project compares the region’s educational output of new skills (workforce supply) with occupational employment forecasts (workforce demand). The Workforce Supply & Demand Analysis report will first determine the existing composition of the region’s workforce clusters, which includes a look at 5-year historical trends and a 5-year forecast of job demand for the clusters. Location quotients indicate which occupation clusters are relatively strong in the Charleston region versus the US.

Next, the college degree output of the region’s education institutions are examined, using a similar cluster analysis methodology as with occupation clusters. Recent growth trends and location quotients help understand the direction and strengths of the college degree output of the region.

As a final step, a deeper dive into the data shows how specific occupation groups are served by the output of college graduates. Through this analysis, we can identify occupations with current and future potential shortages – or at least those that are not being supplied by local graduates and therefore require the importation of labor from others parts of the state and US. Each occupation is described in terms of being in balance with graduate output, over-supplying the market, or under-supplying, and supporting data is provided. To further inform our determination of whether a gap exists, we have selectively pulled data on Charleston’s competitors from across the country to see how well they supply their workforce with new graduates in key occupations.

Specifically, the Workforce Supply & Demand Analysis report will answer:

• What is the current composition of the Charleston Region’s workforce? o What demographic trends are driving changes in the workforce? o What occupational strengths exist? o Which occupations have been growing the fastest in recent years?

• What does short- and long-term demand for workforce and skills look like? o How will demand for workers change, if some industries grow faster than expected, such as aerospace?

• What is the output of college graduates in the Charleston Region by skill and degree major? o How does regional output compare with US trends?

• What potential gaps exist between the output of local educational institutions and the skills demanded by employers for specific occupations?


PHASE II: INSTITUTIONAL ALIGNMENT ASSESSMENT

The second phase of the Talent Strategy provides an even deeper exploration of the skills development assets within the Charleston Region. Building upon the findings of the supply and demand analysis, Phase II involves the collection and examination of primary data produced from on-the-ground focus groups and interviews, as well as an online survey. Direct feedback from educational institutions, workforce agencies, economic development agencies, and employers will produce a more nuanced understanding of the skills, talent and workforce development concerns of stakeholders within the region.

The Institutional Alignment Assessment looks beyond the absolute output of colleges and universities and instead explores more qualitative aspects of local Education and Training assets (including non-traditional academic programs) to meet the needs of the target sectors. Specifically, Phase II will examine the extent to which local institutions and workforce providers can accommodate the Charleston Region’s business attraction, retention and growth goals. Phase II will be driven by the following questions:

• Do existing institutions deliver relevant content?

• Are education and workforce organizations communicating their value to area employers?

• Are stakeholders engaged in collaborative efforts that benefit local residents and fully leverage all available talent?

The Institutional Alignment Assessment will include a summary of educational programs available at local institutions relevant to each target sector. The resulting inventory of degrees, majors, and offerings available in the community will help identify how regional providers build key competencies within the workforce. Additionally, the inventory will help determine if available credentials (degrees, certifications, certificates, etc.) align with the competencies demanded by current and prospective employers in the Charleston Region. The assessment will conclude with an overview each institution’s capacity to provide applicable content for each target sector and inform a set of recommendations on content areas that need further development to support the local economy.

Ultimately, the Institutional Alignment Assessment will capture the range of learning opportunities and resources throughout the community, explore how education and training providers determine and act upon target sector needs, and determine how providers engage and serve the range of current and potential learners across the Charleston Region. The result will be a nuanced portrait of the region’s ability to meet industry workforce demands.


PHASE III: ASSET BENCHMARKING & STRATEGIC RECOMMENDATIONS

The Talent Strategy will conclude with strategic recommendations on improving educational content, collaboration, and communication throughout the Charleston Region. Recommendations will be tailored to the needs of selected target industries and will include an identification of future workforce skills needs and a plan for addressing gaps in the regional education and training pipeline.


PHASE I: WORKFORCE SUPPLY & DEMAND ANALYSIS


Summary: The Charleston Region’s population is younger and more educated than the US, and out-of-state newcomers and foreigners boost the region’s education attainment and income averages each year.

• The region’s population is slightly younger on average than the US, with a higher proportion of population in the 20-34 year age range.

• The White population's share of regional population mirrors the US, while Black or African-American residents account for 2x the US share, and Hispanics and Asians are one-third the US share.

• Newcomers to the area are generally younger, better educated, and earning higher incomes than the region's existing population.

• Newcomers from out-of-state are much more educated, while foreigners are slightly better educated.

• Newcomers from other parts of South Carolina have lower education levels than the region average, likely due to the high influx of new college students each year.

Summary: Despite a global recession that severely impacted many communities, most occupational clusters in the Charleston region added jobs between 2007 and 2012.

• The largest occupation clusters are Hospitality, Back Office, Medical, Personal Services and Logistics. Together, these clusters account for more than 60% of all jobs in the Charleston Region.

• On a per capita basis, the most concentrated occupation clusters in the Charleston Region are Plant Operators, Science & Engineering, and Hospitality.

• Computer/Software, Science & Engineering, and Medical clusters all experienced double-digit growth.

• Sales, Business, Education, Hospitality and Back Office occupations also experienced employment increases.

• Construction was the only cluster to suffer extensive job losses, with employment falling by nearly one-third.

WHAT DOES THE CHARLESTON REGION’S WORKFORCE LOOK LIKE TODAY?


AGE AND RACE COMPOSITION

Charleston is slightly younger than the nation as a whole. The region has a median age of 36, nearly two years lower than the corresponding figure for the US. Among specific age groups, Charleston has the same proportion of residents 24 years and younger. But, more than 15% of Charleston residents are between the ages of 25 and 34, two percentage points higher than the US average. Conversely, 38% of Charleston residents are 45 years or older, two percentage points lower than the US average.

While the proportion of White residents in the Charleston Region mirrors the US average, the share of individual minority groups differs from the rest of the nation. At 27 percent, the proportion of Black or African-American residents in the Charleston Region is more than double the US average. Just 5% of Charleston residents are Hispanic, less than a third of the national average. Similarly, the proportion of Asian residents in Charleston is less than a third of the national average.

7%#7%#6%#6%#8%#

15%#13%#14%#

6%#6%#8%#

3%#1%#

0%#

5%#

10%#

15%#

20%#

> 5 5-9

10-14

15-19

20-24

25-34

35-44

45-54

55-59

60-64

65-74

75-84

85

+

64%#

27%#

5%# 2%# 3%#

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

White Hispanic Asian Other

Source: US Census Bureau Source: US Census Bureau

POPULATION BY AGE, 2012 POPULATION BY RACE, 2012

Charleston US Charleston US

Black or African-American


DEMOGRAPHICS OF NEWCOMERS TO THE REGION

The population that moves to the Charleston Region from other parts of South Carolina has a similar age breakdown to Charleston residents, but they are much less educated. Migrants to the Charleston Region from other states, however, are much younger and are also better-educated than Charleston residents. More than 40% of new out-of-state residents are younger than 25, compared to the region average of 33%. Additionally, just 12% of out-of-state migrants are older than 55, less than half the existing population.

Out-of-state domestic migrants to the region are better educated: 94% of residents born outside of South Carolina are high school graduates, nearly 10 percentage points higher than the average for residents born within the state. Additionally, 34% of residents born out-of-state possess a Bachelor’s degree, more than 10 percentage points higher than those born in South Carolina. While migrants born abroad have lower high school educational attainment levels than domestic migrants, they are more likely to be college graduates than the existing population.

33%# 32%#41%#

43%# 42%#46%#

25%# 26%#12%#

0%#

20%#

40%#

60%#

80%#

100%#

Total Within State Out of State


MIGRATION DURING THE PAST YEAR BY AGE, 2012

> 25 Years 25 -54 Years 55 And Older

EDUCATION BY PLACE OF BIRTH, 2012

88%#

31%#

83%#

23%#

94%#

39%#

79%#

34%#

0%#

20%#

40%#

60%#

80%#

100%#

High School College

Total In-State Out-of-State Foreign


The median income of Charleston residents is approximately $26,000. Significant differences, however, exist between residents who have either not moved within the past year and residents who have moved from outside of the region. The median income of residents who have moved from other communities in South Carolina is $19,000. The median income of residents who have moved from outside the state is $23,000. Residents who have moved from abroad have a median income of just $12,000. This data is influenced by the large incoming student body to the region each year. A similar dynamic exists in the proportion of individuals with annual incomes exceeding $75,000.

$26K% $27K% $26K%$19K% $23K%

$12K%$K%$5K%

$10K%$15K%$20K%$25K%$30K%$35K%

Total Didn't Move

Moved within County

Moved within State

Moved from

Different State

Moved from

Abroad


MEDIAN INCOME BY MIGRATION STATUS, 2012

9%% 9%% 7%%4%%

8%%

1%%0%%

5%%

10%%

Total Didn't Move

Moved within County

Moved within State

Moved from

Different State

Moved from

Abroad

% OF POPULATION WITH INCOME EXCEEDING $75,000 BY MIGRATION STATUS, 2012

$0


OCCUPATIONAL COMPOSITION

Despite the worst US recession in a generation, many of the region’s occupation clusters posted employment increases between 2007 and 2012.

The three fastest growing occupation clusters during this period include Computer/Software (25% growth), Science & Engineering (16%), and Medical (16%). Notably, highly skilled workers characterize each of these occupation clusters. Other growing clusters include Sales, Business, and Education. Both Hospitality and Back Office occupations also experienced modest employment increases.

While a number of occupation clusters contracted between 2007 and 2012, job losses proved relatively minimal. One notable exception was Construction, where employment fell nearly one-third.

The largest occupation clusters are Hospitality, Back Office, Medical, Personal Services and Logistics. Together, these clusters account for more than 60% of all jobs in the Charleston Region.

The most concentrated occupation clusters in the Charleston Region (those with much higher per capita concentrations than the US, or “LQ” as describe on the following page) include Plant Operators, Science & Engineering, and Hospitality. These clusters in many ways define the Charleston Region’s economy, i.e. which industries are more prevalent here and draw significant dollars from outside the region.

Hospitality!

Back Office!

Personal Svc!

Logistics!

Manufacturing!

Education!

Social !Svc!

Mechanics!

Business!

Financial!Legal!

Sales!

Design!

Plant Operations!

Performance!

0.7!

0.8!

0.9!

1.0!

1.1!

1.2!

1.3!

1.4!

1.5!

-10%! -8%! -6%! -4%! -2%! 0%! 2%! 4%! 6%! 8%! 10%!

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Local Growth, 2007-2012!

Occupation Cluster Past Performance: Charleston Region, SC!Size of bubble indicates relative employment base.!

Strong, Advancing!

Strong, Declining!

Weak, Emerging!Weak, Declining!

Medical![15.7%, 1.1 LQ]!Construction!

[-32.0%, 1.1 LQ]!

Science & Engineering![15.8%, 1.2 LQ]!

Computer/!Software!

[24.6%, 0.8 LQ]!

Source:((Avalanche(Consul1ng(using(data(from(EMSI(


What is a “Location Quotient?”

This calculation, which is also called a “LQ”, is the relative concentration or density of a specific occupation cluster in the region versus the US average for that occupation cluster. Specifically, the LQ is calculated by taking the per capita concentration of that concentration in the region, divided by the same per capita concentration for the US. A 1.5 LQ indicates that the region has 50% more of a cluster on a per capita basis than the US, which is a sign of relative local strength in that occupation cluster. Note that LQ is a relative measure, and a high concentration in one cluster means that others will have lower LQs.

Each bubble chart illustrates:

• The growth of each occupational cluster along the horizontal axis

• The LQ of each occupational cluster along the vertical axis

• The employment size of the cluster as the size of the circle


Comparing growth rates for the Charleston region to the US further underscores the dynamic change occuring in the local economy.

Computer/Software occupations represented the fastest growing cluster between 2007 and 2012, with employment increasing 25% (compared to 2% nationally). Both Science & Engineering and Medical occupations also posted strong growth, with each cluster posting 16% employment gains. At the national level, Science & Engineering occupationals actually declined while Medical occupations increased approximately 10%. Collectively, Computer/Software, Science & Engineering, and Medical occupations created nearly 7,400 jobs in the Charleston region.

While occupations such as Sales & Marketing and Business occupations experienced more modest gains, these clusters still significantly outperformed the rest of the country. Other growing occupations in the Charleston Region include Back Office, Education, and Hospitality.

Even among occupations that suffered employment losses in the Charleston Region between 2007 and 2012, the declines were typically less severe than the national average. Two notable exceptions were Agriculture and Construction. Employment in Construction declined 32% in the Charleston region, compared to a 22% decline in the US. Agriculture declines even more severe on a percentage basis, though the cluster employs relatively few individuals in the Charleston Region.

Growth by Occupational Cluster, 2007-2012 Greater Charleston US


0.1%(8.8%(

5.0%(A0.6%(A1.2%(A1.6%(

15.7%(A1.7%(

40.2%(A1.9%(A3.5%(A4.9%(

3.4%(A17.2%(

A0.1%(15.8%(

4.9%(A4.5%(

A32.0%(24.6%(

10.7%(6.9%(

2.7%(A17.9%(

A56.4%(

A80%( A60%( A40%( A20%( 0%( 20%( 40%( 60%(

Social(Service(Sales(&(Marke1ng(

Poli1cal(Plant(Operators(

Personal(Services(Performance(

Medical(Mechanics(

Math(Manufacturing(

Logis1cs(Legal(

Hospitality(Geology(Financial(

Science(&(Engineering(Educa1on(

Design(Construc1on(

Computer/SoTware(Communica1ons(

Business(Back(Office(

Architecture(Agriculture(


Summary: Between 2013 and 2018, the Charleston Region is projected to create more than 25,000 new jobs—nearly 7 times the number of positions created between 2007 and 2012.

• Employment in the Charleston Region is expected to increase 50% faster than the US average. • Gains will be seen in most occupation clusters, and most clusters will outpace US growth. • Occupation clusters forecasted to have the highest growth rates are (in order): Computer/Software, Science &

Engineering, Sales & Marketing, and Medical.

• Business and Mechanics occupation clusters are also projected to post double-digit growth rates. • As expected, large growing clusters will add the most jobs: Medical (950 jobs annually), Back Office (775 jobs),

Hospitality (650 jobs), and Personal Services (500 jobs).

WHAT IS THE FUTURE OUTLOOK FOR WORKFORCE DEMAND?

Historical growth data provides a valuable snapshot of a community’s economy in recent years. Past performance, however, is not necessarily indicative of future occupational dynamics. Due to a unique combination of macroeconomic forces and a remarkably fruitful economic development strategy, this is especially true for the Charleston Region. Between 2007 and 2012, Charleston simultaneously weathered the global economic meltdown and successfully recruited a Boeing manufacturing facility (one of the most lucrative site selection prospects of the past decade). As the effects of the global recession gradually wane and Boeing’s local operations continue to expand, the Charleston Region is extremely well-positioned to thrive in the years ahead. The region’s continued economic vibrancy will fuel growth in a new mix of occupations. In order to prepare for the future, we must look at forecasts and better understand what changes are expected to occur in upcoming years. How is the current occupational composition of the region projected to change? How can the Charleston Region ensure that it is adequately prepared to address these changes and possibly shape them? For this analysis, we utilized forecasts from EMSI, a leading private-sector data provider. EMSI provides job forecasts for individual occupations which are then aggregated by Avalanche Consulting into the cluster definitions.


KEY CHANGES FROM PAST PERFORMANCE TO FUTURE OUTLOOK

Between 2007 and 2012, total employment in the Charleston Region grew, but at a small 1.3%. Over the five-year period 2013-2018, employment in the Charleston Region is expected to rise nearly 9%. Growth is forecast to be broad-based, with most occupation clusters in the region projected to grow at a faster rate in the future than in the past.

In addition to accelerated growth in comparison to years past, the vast majority of Charleston’s occupational clusters are projected to grow at a faster pace than the US average (within the region, only Agriculture, Construction, Geology, Plant Operators, Performance, and Social Service occupations are forecast to trail national figures). Overall employment in the Charleston Region over the next five years is projected to grow nearly 50% faster than the US rate of 6.1%. Occupation clusters forecast to experience the greatest levels of growth include Computer/Software (20% growth), Science & Engineering (16%), Medical (13%), and Sales & Marketing (14%). Several additional occupational clusters are expected to post double-digit increases, including Business (10%), Communications (26%), and Mechanics (12%).

Total Employment Growth

1.3%%

8.9%%

(2.7%%

6.1%%

(5%%

0%%

5%%

10%%

2007%(%2012% 2013%(%2018%

Charleston Region US

Source:%%Avalanche%Consul=ng%using%data%from%EMSI%


Outside of Plant Operators, which is expected to decline further, all other occupations in the region are forecast to grow between 5% and 10% from 2013 to 2018.

Due to differences in employment totals within individual occupational clusters, it is also helpful to look beyond rates of growth and also examine absolute job creation statistics. A modest growth rate in a large occupational cluster, for example, may translate into a significant number of new positions. In contrast, extraordinary percentage growth in a small cluster may produce relatively few net new jobs.

Between 2013 and 2018, the Charleston Region is forecast to create approximately 5,200 jobs each year. Occupation clusters expected to add the most new net jobs include Medical (950 jobs annually), Back Office (775), Hospitality (650), and Personal Services (500). While the growth of Medical occupations represents a continuation of recent trends, the projected performance of Back Office, Hospitality and Personal Services marks a significant improvement compared to previous years.

Other occupation clusters expected to add large numbers of jobs include Logistics (350 jobs), Computer/Software (325), Education (275) and Manufacturing (275). Science & Engineering and Mechanics are both projected to add more than 200 jobs each year between 2013 and 2018 while the number of Business occupations is forecast to increase approximately 175 annually. All other occupation clusters are projected to add fewer than 150 positions each year.

The following pages provide summarize of occupational forecast for the three component counties in the Charleston Region.

Hospitality!

Back Office!

Medical!Personal Services!

Logistics!

Manufacturing!

Education!

Social Service!

Mechanics!

Construction!

Business!

Financial!Legal!

Sales & Marketing!

Design!

Performance!

Communications!

0.70!

0.80!

0.90!

1.00!

1.10!

1.20!

1.30!

1.40!

0%! 2%! 4%! 6%! 8%! 10%! 12%! 14%! 16%!

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Occupation Cluster Forecast: Charleston Region, SC!Size of bubble indicates relative employment base.!

Strong, Advancing!

Strong, Declining!


Computer/!Software!

[19.9%, 0.8 LQ]!

Science & Engineering![16.4%, 1.2 LQ]!

Plant Operators![-5.1%, 1.3 LQ]!


Architecture![3.3%, 1.4LQ,]!

Math![11.4%, 1.6LQ]!

Agriculture![-6.1%, .2LQ]!

Political![9.1%, .6LQ]!

Geology![-3.1%, .2LQ]!


BERKELEY COUNTY OCCUPATIONAL FORECAST

Forecasts for Berkeley County reveal a significant divergence in the anticipated fortunes of individual clusters. The majority of occupations in Berkeley County are projected to experience higher levels of growth than in Charleston County. At the same time, however, employment in several Berkeley County occupation clusters is projected to decline (compared to universal increases among occupational clusters in Charleston County).

The current occupational forecast for Berkeley County between 2013 and 2018 is dominated by fast-growing occupations, including Computer/ Software (38% growth), Science & Engineering (25%), Sales (20%), and Financial (18%). Additionally, Back Office, Logistics, Medical, Mechanics, and Business occupations are all projected to post double-digit growth rates during this period. Employment increases are projected for Personal Services, Hospitality, Education, and Social Services occupational clusters, albeit it at slower rates. Just three occupation clusters are projected to shed jobs within Berkeley County between 2013 and 2018: Geology, Plant Operators, Construction, and Manufacturing.

Several of the occupation clusters forecast to experience the greatest levels of growth in Berkeley County during the next few years are also the most concentrated in the county, including Architecture, Science & Engineering, Mechanics, Math, and Computer/Software. One notable exception is Plant Operations (utility and chemical plants); with a location quotient of 2.6, it is the most concentrated occupational cluster in Berkeley County.

Back Office!Personal Svc!

Hospitality!

Logistics!Manufacturing!Education!

Medical!

Mechanics!

Social Svc!

Science & Engineering!

Business!

Financial!

Sales!

Legal!

Design!

Performance!

Math!

Political!

0.5!

0.7!

0.9!

1.1!

1.3!

1.5!

1.7!

1.9!

-5%! 0%! 5%! 10%! 15%! 20%! 25%!

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Occupation Cluster Forecast: Berkeley County, SC!Size of bubble indicates relative employment base.!

Strong, Advancing!

Strong, Declining!


Construction![-9.9%, 1.3 LQ]!

Plant Operators![-23.1%, 2.6 LQ]!

Computer/!Software!

[38%, 1.4 LQ]!


Agriculture![4.9%, 0.3 LQ]!

Architecture![38.0%, 1.6 LQ]!

Communications![40.3%, 0.4 LQ]!

Geology![-32.5%, 0.5 LQ]!


CHARLESTON COUNTY OCCUPATIONAL FORECAST

Charleston County is home to more than 75% of all jobs in the Charleston Region. Consequently, occupational forecasts at the county and regional level are therefore similar.

Employment in all Charleston County occupation clusters is projected increase between 2013 and 2018, except Architecture and Agriculture. Clusters forecast to experience the greatest levels of growth include Science & Engineering (17% growth), Communications (16%), Computer/Software (15%), and Manufacturing (15%). Employment in both Medical and Sales clusters is expected to increase approximately 14% during this period. Growth in all other occupation clusters is projected to range from 2% to 10%.

In the years ahead, the most concentrated occupation clusters in Charleston County’s economy are projected to experience healthy rates of growth, including Medical, Hospitality, and Science & Engineering. Similar to regional trends, the role of Plant Operators (utility and chemical plants) in Charleston County’s economy is projected to decline.

Hospitality!

Back Office!

Medical!Personal Svc!

Logistics!

Manufacturing!Education!

Social Svc!

Mechanics!

Construction!

Business!

Computer / Software!Financial!

Science Engineering!

Legal!

Sales!

Design!

Communications!

Plant Operators!

Political![8.5%, 0.6LQ]!

0.5!

0.6!

0.7!

0.8!

0.9!

1.0!

1.1!

1.2!

1.3!

2%! 4%! 6%! 8%! 10%! 12%! 14%! 16%! 18%!

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Occupation Cluster Forecast: Charleston County, SC!Size of bubble indicates relative employment base.!

Strong, Advancing!

Weak, Emerging!

Medical![14%, 1.3 LQ]!

Performance![2%, .9 LQ]!


Size of bubble indicates relative employment base.!

Strong, Advancing!

Weak, Emerging!


Strong, Advancing!

Weak, Emerging!


Strong, Advancing!

Weak, Emerging!


Strong, Advancing!

Weak, Emerging!


Strong, Advancing!

Weak, Emerging!


Strong, Advancing!

Weak, Emerging!


Strong, Advancing!

Weak, Emerging!

Agriculture![-4.5%, 0.1 LQ]!


Architecture![-0.3%, 1.4 LQ]!

Math![11.5%, 1.7 LQ]!

Geology![0.0%, 0.1 LQ]!


DORCHESTER COUNTY OCCUPATIONAL FORECAST

Between 2013 and 2018, overall employment trends in Dorchester County will largely resemble those occurring in the Charleston Region. Virtually every occupation cluster is projected to experience employment gains during this period. Additionally, the majority of clusters in both Dorchester County and the broader region are projected to growth between 5% and 15%.

Computer/Software (13% growth), Hospitality (12%), Medical (12%), and Personal Services (11%) are projected to be the fastest growing occupation clusters in Dorchester County between 2013 and 2018. Mechanics and Financial occupations are projected to post double-digit growth. Science & Engineering, Agriculture, Architecture, and Plant Operators clusters are projected to decline.

The most relatively concentrated occupation clusters in Dorchester include those projected to have significant growth in the years ahead such as Personal Services and Hospitality, as well as clusters expected to experience more modest gains, including Manufacturing and Education. Conversely, several less concentrated clusters are projected to grow significantly in the coming years, including occupations such as Medical, Finance, and Computer/Software.

Hospitality!

Personal Svc!

Back Office!

Logistics!

Medical!

Manufacturing!Education!

Social Svc!Mechanics!

Construction!

Business!Financial!


Computer / Software!

Sales!

Legal!

Design! Performance!

Plant Operators!

Communications!

Geology!

Math!

Political!

0.3!

0.5!

0.7!

0.9!

1.1!

1.3!

1.5!

1.7!

-10%! -5%! 0%! 5%! 10%! 15%!

Loca

tion

Quo

tient

, 201

3!


Occupation Cluster Forecast: Dorchester County, SC!Size of bubble indicates relative employment base.!

Strong, Advancing!

Strong, Declining!



Agriculture![-10%, 0.3 LQ]!

Agriculture![-12%, 0.7 LQ]!


Summary: Between 2007 and 2012, Charleston’s educational institutions increased the number of graduates at the associate, bachelor’s, and master’s degree and above level.

• At the Associate’s degree level, the most popular degree programs include Health Care (600 graduates) and Liberal / Multicultural Studies (425 graduates).

• The fastest growing Associate’s degree programs are Personal Services & Hospitality (142% growth) and Computer/Software (73% growth). Gains will be seen in most clusters, and most will outpace US growth.

• At the Bachelor’s degree level, the programs with the highest number of graduates include Business, Finance, & Economics (725 graduates) and Science & Engineering (475 graduates). The fastest growing programs are Personal Services and Hospitality (116% growth) and Family Development (68% growth).

• At the Master’s degree and above level, the largest academic programs are Healthcare (700 graduates), Education (225 graduates), and Legal (225 graduates).

• The fastest graduate level programs are Government, Social Work & Criminology (139% growth), Creative Arts & Design (100% growth), and Legal (100% growth).

•

WHAT IS THE OUTPUT OF COLLEGE GRADUATES IN THE CHARLESTON REGION BY SKILL AND DEGREE MAJOR?


COLLEGE GRADUATE OUTPUT TRENDS

In recent years, the Charleston Region has seen significant growth in its college graduate output at all levels. In 2007, approximately 7,000 students graduated (degrees conferred) from post-secondary educational institutions. By 2012, the figure was nearly 9,000. With the exception of Bachelor’s degrees, the growth in Charleston’s educational output has outpaced the US average.

The overall increase in graduates from the Charleston Region’s post-secondary educational institutions has also outpaced job growth. Between 2002 and 2012, the number of students graduating from regional educational institutions surged by 57%. During this same period, overall employment in Charleston increased 18%.

1.0$

1.2$

1.4$

1.6$

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012

Source: National Center for Educational Statistics, EMSI

CHARLESTON EDUCATIONAL OUTPUT VS. EMPLOYMENT, 2002-2012

EDUCATIONAL OUTPUT (57% GROWTH)

EMPLOYMENT (18% GROWTH)

76%$

36%$

7%$

25%$36%$ 36%$

17%$ 23%$

0%$

25%$

50%$

75%$

100%$

< Associate Associate Bachelor's Master's +

Source: National Center for Educational Statistics

GROWTH IN EDUCATIONAL OUTPUT, 2007-2012

Charleston US


Several other observations about Charleston Region’s educational output between 2007 and 2012 include:

• The Charleston Region is a significant producer of Personal Services / Hospitality talent. At the Associate’s degree level, local growth in the number of Personal Services / Hospitality graduates grew nearly four times faster than the US average between 2007 and 2012. At the Bachelor’s degree level, Charleston’s production of Personal Services / Hospitality graduates increased 2.5 times faster than the US average.

• Creative Arts & Design is also experiencing significant growth within the Charleston Region. Between 2007 and 2012, the number degrees conferred at the Associate’s degree level increased four times faster than the US. At the Bachelor’s degree level, Charleston’s growth in Creative Arts & Design degree production was more than 2.5 times the national rate.

College Graduate Output by Major Degree Group and LevelGreater Charleston Region

Major Degree Group Associate Bachelor's Master's + Charleston US Charleston US Charleston USAgriculture 10 0 19 150.0% 22.5% -- 31.2% -40.6% 26.6%Business,1Finance,1Economics 131 727 215 26.0% 21.3% 12.5% 12.2% 18.8% 30.9%Construction 0 0 0 -100.0% 49.3% -- 86.6% -- 107.5%Creative1Arts1and1Design 50 310 8 42.9% 9.3% 33.0% 12.5% 100.0% 26.8%Education 0 294 233 -- 39.9% 12.2% -1.4% -9.7% 3.0%Science1&1Engineering 18 468 54 -18.2% 32.2% 13.9% 24.6% -8.5% 33.9%Family1Development 29 96 24 16.0% 46.5% 68.4% 31.7% 41.2% 55.6%Government,1Social1Work,1Criminology 114 350 62 50.0% 77.0% -1.7% 17.4% 138.5% 36.2%Health1Care 588 413 689 41.3% 45.6% -6.3% 42.1% 8.5% 38.7%Legal 46 0 228 27.8% 16.2% -- 24.4% 100.0% 12.0%Liberal1/1Multicultural1Studies 437 343 19 20.7% 35.1% -10.0% 10.4% 18.8% 17.0%Mathematics 0 22 9 -- 85.0% -48.8% 28.4% -18.2% 28.5%Mechanics1and1Machine1Repair 1 0 0 -50.0% 44.1% -- 20.4% -- 150.0%Media1and1Communications 8 333 24 0.0% 38.8% -4.3% 6.9% 33.3% 19.0%Personal1Services1/1Hospitality 133 106 0 141.8% 35.6% 116.3% 47.2% -- 43.9%Computer1/1Science 76 46 12 72.7% 34.4% 9.5% 8.3% -14.3% 15.3%GRAND TOTAL 1,641 3,508 1,596 37.3% 36.4% 7.3% 17.4% 26.0% 23.2%

2007 to 2012 GrowthDegrees, 2012 Associate Bachelor's Master's or Higher


• The Charleston Region is also making significant strides in the production of Business, Finance & Economics graduates. Between 2007 and 2012, local growth in Business, Finance & Economics outpaced the US average at the Associate’s and Bachelor’s degrees level.

• At both the Associate’s and Bachelor’s degree levels, the Charleston Region’s Computer/Software degree production outpaced national gains between 2007 and 2012. At the Master’s degree level and above, however, output declined within the Charleston Region while increasing in the US.

• The number of Family Development degrees conferred in the Charleston Region between 2007 and 2012 increased at all levels. Gains at the Associate’s and Master’s degree and above levels, however, trailed national increases.

• While the number of Science & Engineering degrees produced within the US at all levels increased between 2007 and 2012, Charleston experienced declines at both the Associate’s and Master’s+ levels.

The following pages examine in more detail the region’s degrees conferred by award level (Associate’s, Bachelor’s, etc.).


PRE-ASSOCIATE CERTIFICATE TRENDS

The adjacent chart displays trends in pre-Associate’s certificates awarded (that require less than 2 years of education) in the Charleston Region between 2007 and 2012.

The most common pre-Associate’s awards in the Charleston Region are in Health Care (1,050 certificates), Personal Services / Hospitality (450 degrees), Mechanics (175 degrees), and Business, Finance, & Economics (150 degrees). Both Health Care and Personal Services / Hospitality are among the most common Pre-Associate’s awards conferred in many regions and reflect the certification requirements for conducting business in these industries.

The most concentrated (highest concentration quotient, i.e. per capita concentration) pre-Associate’s awards in the Charleston Region are Government, Social Work & Criminology, Personal Services / Hospitality, and Computer/Software. The high concentration of Personal Services / Hospitality degrees reflects the region’s strong tourism industry while the concentration of Computer/Software degrees indicates growing regional industry needs and strengths.

The fastest growing pre-Associate’s awards in the Charleston Region are Construction (220% growth), Agriculture (175%), and Mechanics (172%). While the growth of Construction and Agriculture degrees involves modest growth from very small bases, the rise of Mechanics degrees reflects a significant increase driven by Boeing and related suppliers.

Health Care!

Personal Svcs / Hospitality!

Business!

Government!

Computer/Software!


Creative Arts!

Family Development!Media/Comm!

Legal!

Transportation Professionals!

0.0!

0.2!

0.4!

0.6!

0.8!

1.0!

1.2!

1.4!

-50%! -30%! -10%! 10%! 30%! 50%! 70%! 90%! 110%! 130%! 150%!

Con

cent

ratio

n Q

uotie

nt, 2

012!

Total Growth, 2007-2012!Source: Avalanche Consulting using data from US Dept. of Education.!

Size of bubble indicates relative output.!

Strong,Advancing"

Strong,Declining"

Weak,Emerging"

Weak,Declining"

Pre-Associate's Degree Clusters: Charleston Region!

Mechanics![172%, 0.9 CQ]!

!

Construction![220%, 0.4 CQ]!

!

Agriculture![175%, 0.9 CQ]!

!


ASSOCIATE’S DEGREE TRENDS

The chart on the right illustrates trends in Associate’s degrees conferred in the Charleston Region between 2007 and 2012.

Degree production in the region at the Associate’s level is similar to those at the pre-Associate’s level. More than 60% of all Associate’s degrees conferred in the region are in the fields of Health Care (600 degrees) and Liberal / Multicultural Studies (425 degrees). Other leading Associate’s degrees categories include Personal Service / Hospitality (125 degrees) and Business, Finance & Economics (125 degrees).

On a per capita basis, the most concentrated Associate’s degree clusters in the region include Personal Services, Legal, and Health Care. Other concentrated areas of study include Creative Arts & Design, and Government, Social Work & Criminology.

The fastest growing associate’s degree clusters in the Charleston Region are Agriculture and Personal Services / Hospitality. Despite recent increases, Agriculture still represents a small number of degrees in the region. Science & Engineering, Mechanics, and Construction were the only degree clusters to decline during this period. These declines, however, were minimal.

Health Care!

Liberal Studies!

Business!

Government!

Computer/Software!

Creative Arts!

Legal!

Family Development!


Media/Comm.!

0.0!

0.2!

0.4!

0.6!

0.8!

1.0!

1.2!

1.4!

1.6!

1.8!

2.0!

2.2!

2.4!

-25%! 0%! 25%! 50%! 75%! 100%!

Con

cent

ratio

n Q

uotie

nt, 2

012!

Total Growth, 2007-2012!Source: Avalanche Consulting using data from US Dept. of Education.!+ Includes Associate's degrees and certificates that are above Associates but below Bachelors!


Strong,Advancing"

Strong,Declining"

Weak,Emerging"

Weak, Declining"

Personal Svcs! / Hospitality

[142%, 3.4 CQ]!

Associate's+ Degree Clusters: Charleston Region!

Agriculture ![150%, 0.9 CQ]!


BACHELOR’S DEGREE TRENDS

As shown on the accompanying chart, the dominant Bachelor’s degrees conferred in the Charleston Region are Business, Finance, Economics (725 degrees), Science & Engineering (475 degrees), and Health Care (425 degrees). Together, these three fields account for nearly half of all Bachelor’s degrees conferred in the Charleston Region. Other leading Bachelor’s degrees awarded in the Charleston Region include Government, Social Work & Criminology, Liberal / Multicultural Studies, and Media & Communications.

Notably, while Liberal / Multicultural Studies degrees are among the most commonly awarded degree cluster at the Associate’s degree level, they account for a relatively small proportion of Bachelor’s degrees. This trend reflects a common trend that as students move from broad Liberal Arts Associate’s degree programs to Bachelor’s degree programs, they are selecting more technical or professional career pathways.

At the Bachelor’s degree level, Personal Services / Hospitality is significantly more concentrated in the region than any other cluster. Other highly concentrated degree clusters in the region include Creative Arts & Design, Education, and Media & Communications.

The majority of Bachelor’s degree programs in the Charleston Region have experienced modest growth in recent years. Exceptions include Personal Services / Hospitality, Family Development, and Creative Arts & Design. Degrees clusters that experienced lower level of growth in Charleston during this period include Science &, Business, Finance, Economics, Education, and Computer/Software.

Science&&&Engineering&

Business,&&Finance,&&Economics&

Government,&Social&Work,&Criminology&

Liberal&/&Mul?cultural&Studies&

Media&and&Communica?ons&

Educa?on&

0.2!

0.4!

0.6!

0.8!

1.0!

1.2!

1.4!

1.6!

1.8!

-20%! -15%! -10%! -5%! 0%! 5%! 10%! 15%! 20%!

Con

cent

ratio

n Q

uotie

nt, 2

012!

Total Growth, 2007-2012!Source: Avalanche Consulting using data from US Dept. of Education!

Strong, Advancing"

Strong,Declining"

Weak, Emerging"Weak, "Declining"

Mathematics![-49%, 0.5 CQ]!

Bachelor's Degree Clusters: Charleston Region!Size of bubble indicates relative output.!

Source: Avalanche Consulting using data from US Dept. of Education!

Software & !Computer Sciences!

Family Development![68%, 0.7CQ]!

Creative Arts & Design!

[33%, 1.7 LQ]!

Personal Services &! Hospitality!

[116%, 4.0 CQ]!


MASTER’S, PROFESSIONAL, AND PHD DEGREE TRENDS

Local degree production in the Charleston Region at the Master’s, Professional, and PhD levels differs slightly from trends at lower degree levels. The three most popular Post-Bachelor’s degree clusters include Health Care (700 degrees), Education (225 degrees), Legal (225 degrees), and Business, Finance & Economics (250 degrees).

The Charleston Region’s most concentrated degree programs at the Master’s level and above include Legal, Liberal / Multicultural Studies and Health Care. The high concentration of law degrees is notable, given that the region has been home to a law school for little more than a decade.

The number of degrees conferred in a majority of advanced degree clusters increased between 2007 and 2012. The three fastest growing areas of study were Government, Social Work & Criminology, Legal, Family Development, and Media & Communication. Other growing degree clusters include Liberal Multicultural Studies, Business, Finance & Economics, and Health Care.

Five areas of study experienced declines in Master’s or higher degree production during this period include Agriculture, Mathematics, Science & Engineering, Education and Computer/Software.

0.0!

0.2!

0.4!

0.6!

0.8!

1.0!

1.2!

1.4!

1.6!

1.8!

2.0!

2.2!

2.4!

-50%! -40%! -30%! -20%! -10%! 0%! 10%! 20%! 30%! 40%! 50%!

Con

cent

ratio

n Q

uotie

nt, 2

012!

Total Growth, 2007-2012!Source: Avalanche Consulting using data from US Dept. of Education!

Strong,Declining"

Weak,Emerging"

Weak,Declining"

Post-Bachelor's Degree Clusters: Charleston Region!

Science&&&Engineering&

Agriculture&

Business,&Finance&&&&Economics&

Health&Care&

Educa:on&

Mathema:cs&

Computer&/&So>ware&

Family&Development&



Strong,Declining"

Weak,Emerging"

Weak,Declining"

Liberal&/&&Mul:cultural&Studies&

[19%,&2.6&CQ]&

Crea:ve&Arts&&&Design&


Strong,Advancing"

Strong,Declining"

Weak,Emerging"

Weak,Declining"

Media&&&&Communica:ons&



Strong,Declining"

Weak,Emerging"

Weak,Declining"

Government,&Social&Work&&&&Criminology&[139%,&0.6&CQ]&

Legal&[100%,&2.6&CQ]&


WHAT POTENTIAL GAPS EXIST BETWEEN THE OUTPUT OF LOCAL EDUCATIONAL INSTITUTIONS AND THE SKILLS DEMANDED BY EMPLOYERS?

POTENTIAL SUPPLY-DEMAND GAPS IN THE FUTURE WORKFORCE

The previous two sections provided examinations of trends in the Charleston Region’s college graduate output and occupational demand and major cluster level. In it, we compressed over 2,000 individual degree codes into 20 clusters to see broad trends, and we also compressed nearly 900 occupations into 26 occupation clusters. Now, we dive deeper into the data to understand which specific occupations and degrees are aligned.

Note on Methodology: Matching a degree with an occupation has varying levels of success. Some liberal arts degrees have few to no occupation matches (e.g. a History Bachelor’s degree), while other degrees are precisely designed for a single occupation. In addition, the degree’s award level will affect its match with an occupation. For example, a certificate or two-year Associates degree in computer science may only qualify someone for a computer support position (15-1151: Computer User Support Specialists), while a Bachelor’s in computer science is preparation for a Computer Programmer position, which requires a Bachelor’s degree or higher in most cases. Unlike other supply-demand taxonomies in use today by the US Department of Labor our taxonomy extends to matching degrees and occupations at each education level (Certificates, Associates, Bachelor’s, Master’s and PhD). A full list of matched degrees and occupations is provided in the Appendix of this report.

In this section of the report, we compare workforce supply with short-term job demand forecasts for specific occupations. Occupations are organized according to their Competency, or area of specialty that often aligns with specific target industries (A Production competency serves the Advanced Manufacturing industry). Supply is measured by the output of graduates from colleges and training providers. While college graduates are not the only source for local workers (people relocating to the Charleston Region account for a majority of workforce expansion), graduates are a significant source of new workers and one that can be directly affected through local economic and workforce development programs. More importantly, the output of college graduates is a key factor in the success of Charleston’s economic competitors, such as Raleigh, Austin, and Lexington. In an ideal community, the local workforce pipeline will provide a steady stream of college graduates with degrees that closely align with the needs of growing occupations.


How to read the diagrams: Each diagram shows on occupation (or a roll-up of 2-3 occupations) and its corresponding degree output (usually 2-5 degree codes by award level that are aggregated). The occupation’s job demand forecast is the average “New & Replacement Jobs” each year from 2013-2018. “New & Replacement” include the net new job creation for that occupation plus the average replacement jobs created due to retirements and persons exiting the field (3.5% per year on average). The colored circle in the middle measures the supply-demand “gap”. To determine the over- or under-supply, we calculate the output of college graduates for 2012 and divide by the job demand. A higher percentage indicates a higher ratio of college graduates per job. Workforce is considered “in balance” when graduates comprise 75%-125% of job demand. Below 75% indicates and shortage; below 50% indicates a severe shortage.

First, we evaluate technical fields in technology, science, manufacturing, and medicine. Then, non-technical fields follow.


ENGINEERING

There are several dozen Engineering occupational categories. The Charleston Region is expected to experience shortages across most categories, with the exception of bio-related engineering fields (categorized under Health & Biomedical) and Physicists (too few local jobs for the 26 students who graduate). The region is expected to add jobs for Aerospace Engineers, Environmental Technicians, Nuclear Engineers, and Mechanical Engineers, despite the fact that the region does not confer any degrees in these fields. Several programs exist but produce too few graduates to meet job demand: Architectural & Civil Drafters and Technicians, Electrical Engineering Technicians & Drafters, Electrical Engineers, and Industrial Engineers and Technicians.

ASSOCIATE BACHELOR

Supply-Demand Analysis of High-Demand Workforce Competencies: Engineering

ARCHITECTURAL & CIVIL DRAFTERS & TECHNICIANS

SEVERE SHORTAGE

DEGREES

2

JOBS

18 11%

ELECTRICAL ENGINEERING TECHNICIANS & DRAFTERS

SEVERE SHORTAGE

DEGREES

22

JOBS

45 48%

INDUSTRIAL ENGINEERING TECHNICIANS

SEVERE SHORTAGE

DEGREES

9

JOBS

38 24%

MECHANICAL DRAFTERS & TECHNICIANS

SURPLUS

DEGREES

33

JOBS

20 164%

AEROSPACE ENGINEERS SEVERE SHORTAGE

DEGREES

0

JOBS

27 0%

SEVERE SHORTAGE SHORTAGE BALANCE SURPLUS LESS THAN 50% LESS THAN 75% MORE THAN 125%

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018

ENVIRONMENTAL & CONSERV. TECHNICIANS

SEVERE SHORTAGE

DEGREES

0

JOBS

15 0%

NUCLEAR & MATERIAL ENGINEERS & TECHNICIANS

SEVERE SHORTAGE

DEGREES

0

JOBS

32 0%


Several occupations have meaningful levels of employment, but are still over-supplied by local graduates: Environmental Scientists, Chemists, and Zoologists. As expected, most of these graduates will leave the region to find jobs.

BACHELOR (continued) DOCTORAL

Supply-Demand Analysis of High-Demand Workforce Competencies: Engineering (continued)

ELECTRICAL & ELECTRONICS ENGINEERS

SEVERE SHORTAGE

DEGREES

31

JOBS

73 42%

ENVIRONMENTAL SCIENTISTS & ENGINEERS

SURPLUS

DEGREES

44

JOBS

25 178%

INDUSTRIAL ENGINEERS SEVERE SHORTAGE

DEGREES

15

JOBS

76 20%

MECHANICAL ENGINEERS SEVERE SHORTAGE

DEGREES

0

JOBS

57 0%

PHYSICISTS & RELATED SCIENTISTS SURPLUS

DEGREES

20

JOBS

2 955%




CHEMISTS SURPLUS

DEGREES

43

JOBS

7 583%

CIVIL ENGINEERS SHORTAGE

DEGREES

53

JOBS

84 63%

ZOOLOGISTS SURPLUS

DEGREES

35

JOBS

7 468%


PRODUCTION & RELATED MECHANICS

Production occupations are severely under-supplied for entry-level and certificate-level positions such as General Assemblers & Fabricators, Machinists, and Welders. These positions typically require less than one year of education or training. At a higher level of education, Aerospace Assemblers, Technicians, & Mechanics appear to be at-balance with market demand, or slightly undersupplied. This data will be highly affected by two things: the turnover rate at Boeing (how many existing jobs get re-filled each year) and Boeing’s plans for further expansion (creating new jobs). As discussed in the side bar on the next page in more detail, Boeing’s announced expansion plans will boost the job creation forecast and will likely move all production occupations into the shortage category.

ASSOCIATE POST-SECONDARY CERTIFICATE

Supply-Demand Analysis of High-Demand Workforce Competencies: Production & Related Mechanics

AEROSPACE ASSEMBLERS, TECHNICIANS &

MECHANICS BALANCED

DEGREES

104

JOBS

109 95%

GENERAL MACHINISTS SEVERE SHORTAGE

DEGREES

11

JOBS

56 20%

WELDERS SEVERE SHORTAGE

DEGREES

15

JOBS

47 32%




GENERAL ASSEMBLERS & FABRICATORS

SEVERE SHORTAGE

DEGREES

12

JOBS

200 6%

INDUSTRIAL MACHINERY MAINTENANCE

BALANCED

DEGREES

27

JOBS

36 75%


The Boeing Effect Any discussion of the Charleston Region’s employment forecast must acknowledge the outsized role played by Boeing in the local economy. With a single new expansion announcement, Boeing could significantly increase projected job gains across a host of occupations, from engineers to IT specialists to production workers In 2013 alone, the company announced that it would be adding an additional 2,000 employees in Charleston during the next 8 years. In December, regulatory filings by the company revealed that Boeing may double its facilities to “meet both the existing and future development needs of the Boeing Company’s North Charleston campus for the next 30 years.” In January 2014, the company hired several hundred contract workers. The Wall Street Journal reported that the number could ultimately swell to between 500 and 1,000 additional workers.

“BOEING PLANS $1 BILLION EXPANSION

IN SC” April 2013

“BOEING PLANS FOR N.

CHARLESTON REVEAL DOUBLING

OF FACILITIES” December 2013

“BOEING HIRING IN SOUTH CAROLINA AS IT RAISES 787 PRODUCTION” January 2014

Such rapid and extensive expansion plans are beyond the scope of traditional employment projections, as forecasts are typically based on historical employment performance. As Charleston emerges as aerospace powerhouse, the region is almost certain to outperform current employment forecast. Boeing’s April announcement in April, for example, will ultimately lead to 20% more aerospace jobs in the region than presently forecasted (see graph on the right). There is already indication that Boeing may have further plans to increase their presence in Charleston.

0 500 1,034 1,347 1,569 1,741 1,881 2,000

0

5,000

10,000

15,000

13 14 15 16 17 18 19 20

CHARLESTON REGION AERSOSPACE EMPLOYMENT FORECAST

Current Forecast Boeing Announcement


SOFTWARE

Nearly all software occupations are currently undersupplied by local graduate output, and this trend will only worsen as job growth increases in this field. Shortages are worst at the Bachelor’s degree level; no Doctorate programs exist. College output at the Associate’s level shows that Web Developers are undersupplied while Computer Support Specialists are oversupplied. Projected shortages at the Bachelor’s and Post-Bachelor’s levels are expected to be rather severe. Between 2013 and 2018, the Charleston Region is expected to create nearly 180 Computer Programmer & Developer positions annually, while fewer than 20 degrees were conferred in 2012. A similar shortage is projected for Computer Systems & Information Security Analysts and Computer Network Administrators in the region during this period. No PhD graduates are available to fill the 13 Computer Scientist positions created annually.

DOCTORATE ASSOCIATE

COMPUTER PROGRAMMERS &

DEVELOPERS SEVERE SHORTAGE

COMPUTER NETWORK ADMINISTRATORS SEVERE SHORTAGE

COMPUTER SCIENTISTS SEVERE SHORTAGE

COMPUTER SYSTEMS & INFORMATION SECURITY

ANALYSTS SEVERE SHORTAGE

BACHELOR



DEGREES

9

JOBS

15 60%

WEB DEVELOPERS SEVERE SHORTAGE

DEGREES

147

JOBS

91

DEGREES

17

JOBS

179

DEGREES

30

JOBS

141

DEGREES

5

JOBS

92

DEGREES

0

JOBS

13

COMPUTER SUPPORT SPECIALISTS

SURPLUS

10%

5%

21%

0%

160%

Supply-Demand Analysis of High-Demand Workforce Competencies: Software



MEDICAL

On the following pages, the diagrams show that the Charleston region is primarily undersupplied for medical occupations that require an Associate’s degree or less, while oversupplied at the Bachelor’s through PhD levels.

Many of the health care workers that require a certification below the Associate's level are severely undersupplied. Dental Assistants, Emergency Medical Technicians, Medical Secretaries, and Licensed Practical & Vocational Nurses have less than half of the output of graduates that the demand requires. Medical Assistants is the only Associate’s level degree that is in balance with demand, while Medical Records technicians are above demand. Nuclear/Radiologic Technicians and Registered Nurses generate between 55-75% of demand.

At the Bachelor's level, Medical Laboratory Technicians and Technologists (includes both Associate’s and Bachelor’s degrees) have limited degree output. Medical Managers (Administrators) exceed local market demand.

At the Master's and Doctorate levels, all programs provide a surplus of graduates. The high output of PhD's from MUSC means that local demand for these workers is more than adequately served.

Note: Some degrees were not matched with an occupation, as they require additional education to get a job. The following degrees were not matched: 309 Pre-Nursing Certificates, 230 Psychology Bachelor’s, 13 Certificates in Health/Medical Preparatory Programs, and 51 Certificates in Registered Nursing/Registered Nurse.


BACHELOR CERTIFICATES ASSOCIATE

Supply-Demand Analysis of High-Demand Workforce Competencies: Medical

DENTAL ASSISTANTS SEVERE SHORTAGE

DEGREES

17

JOBS

41 41%

EMERGENCY MEDICAL TECHNICIANS

SEVERE SHORTAGE

DEGREES

17

JOBS

52 33%

MEDICAL ASSISTANTS BALANCED

DEGREES

321

JOBS

149 84%

MEDICAL RECORDS & HEALTH IT TECHNICIANS

SURPLUS

DEGREES

165

JOBS

33 135%

LICENSED PRACTICAL & VOCATIONAL NURSES

SEVERE SHORTAGE

DEGREES

46

JOBS

94 49%

NUCLEAR MEDICINE / RADIOLOGIC TECHNICIANS

SHORTAGE

DEGREES

23

JOBS

42 55%

REGISTERED NURSES

SHORTAGE

DEGREES

365

JOBS

490 74%

MEDICAL LAB TECHNICIANS & TECHNOLOGISTS SEVERE SHORTAGE

DEGREES

13*

JOBS

78 17%

MEDICAL & HEALTH SERVICES MANAGERS

SURPLUS

DEGREES

76

JOBS

47 163%




BIOLOGICAL TECHNICIANS SURPLUS

DEGREES

255*

JOBS

11 2266%

MICROBIOLOGISTS SURPLUS

DEGREES

9

JOBS

6 142%

MEDICAL SECRETARIES SEVERE SHORTAGE

DEGREES

2

JOBS

101 2%

*Includes Biology Bachelor’s

*Also includes Associate’s


DOCTORAL MASTER’S

Supply-Demand Analysis of High-Demand Workforce Competencies: Medical (continued)

NURSE PRACTIONERS SURPLUS

DEGREES

33

JOBS

17 195%

PHARMACISTS SURPLUS

DEGREES

80

JOBS

53 151%

PHYSICAL THERAPISTS SURPLUS

DEGREES

103*

JOBS

39 163%

PHYSICIAN ASSISTANTS SURPLUS

DEGREES

68

JOBS

13 532%

DENTISTS & ORTHODONTISTS

SURPLUS

DEGREES

63

JOBS

15 418%

GENERAL DOCTORS, SURGEONS & PSYCHIATRISTS

SURPLUS

DEGREES

142

JOBS

108 131%




MEDICAL SCIENTISTS SURPLUS

DEGREES

58

JOBS

5 1063%

NURSE ANESTHETISTS SURPLUS

DEGREES

27

JOBS

13 201%

*Also includes Doctoral


BUSINESS & FINANCE

In general, occupations in the Business & Finance competency are well-served by the local supply of gradates, with the exception of Accounting and Supply Chain professions. Large occupational categories such as Executives, Managers & Analysts and Accountants & Tax Examiners produced over 1,000 graduates (at all degree levels) in 2012 to serve 660 job openings, reflecting 160% of demand (oversupply). However, Accounting professions are undersupplied at both the Bachelor- and Associate-level despite producing 150 graduates for 290 jobs. And, Supply Chain management (one area of importance to the region’s logistics and manufacturing industries) currently has no designated degree in the region.

MASTER’S BACHELOR

Supply-Demand Analysis of High-Demand Workforce Competencies: Business & Finance

ECONOMISTS BALANCED

DEGREES

0

JOBS

1 0%

MATHEMATICIANS & STATICIANS

SURPLUS

DEGREES

9

JOBS

6 155%

EXECUTIVES, MANAGERS & ANALYSTS SURPLUS

DEGREES

1065

JOBS

656 161%

MATHEMATICAL TECHNICIANS

SURPLUS

DEGREES

22

JOBS

2 1404%




ACCOUNTANTS & TAX EXAMINERS SHORTAGE

DEGREES

83

JOBS

114 73%

ASSOCIATE

SUPPLY CHAIN SEVERE SHORTAGE

DEGREES

0

JOBS

50 0%

ACCOUNTING SUPPORT SEVERE SHORTAGE

DEGREES

68

JOBS

171 40%


COMMUNICATIONS & MARKETING

The Communications & Marketing competency shows a lack of supply of new graduates. In many cases, programs don’t exist that meet the education requirements of the job. Marketing and Public Relations positions have few graduates at the Bachelor’s level exiting local institutions. Conversely, the region produces a lot of English majors (350 Bachelor’s degrees each year, which are assigned to the Editors & Writers group) while few writing positions exist in the region.

BACHELOR

Supply-Demand Analysis of High-Demand Workforce Competencies: Communications & Marketing

ADVERTISING & SALES MANAGER

SEVERE SHORTAGE

DEGREES

0

JOBS

45 0%




EDITORS & WRITERS SURPLUS

DEGREES

372*

JOBS

25 1460%

INTERPRETERS & TRANSLATORS

SURPLUS

DEGREES

79*

JOBS

5 1587%

MARKETING MANAGERS IN BALANCE

DEGREES

17

JOBS

20 80%

PUBLIC RELATIONS MANAGERS SHORTAGE

DEGREES

0

JOBS

7 0%

PUBLIC RELATIONS SPECIALISTS

SEVERE SHORTAGE

DEGREES

10

JOBS

22 46%

SALES ENGINEERS SHORTAGE

DEGREES

0

JOBS

6 0%

*includes Foreign Language Degrees

*includes English Degrees


DESIGN

Data on Design occupations shows that the region produces a lot of graduates in the creative fields but that demand for these jobs is far smaller than supply. Very few Art-related occupations are created locally, but 130 students graduate each year with Artist degrees at the Associate’s and Bachelor’s level. It is important to note that the job forecast data does not include self-employed individuals, of which artists often are. Twenty-one Interior Designers graduated in 2012, while just three positions are forecasted to open each year. Radio, Film, & Television graduates oversupply the local demand by a 3:1 margin. The region had no Architecture or Urban/Regional Planning graduates in 2012, despite the region’s historic architecture. Museum Curators & Arts Mgmt programs produced 166 graduates for few local jobs.

ASSOCIATE

Supply-Demand Analysis of High-Demand Workforce Competencies: Design

BACHELOR

ARTISTS SURPLUS

DEGREES

64

JOBS

2 3776%

ART DIRECTORS & DESKTOP PUBLISHERS

SURPLUS

DEGREES

66

JOBS

5 1332%

FILM, TV, RADIO & VIDEO PRODUCTION

SURPLUS

DEGREES

27

JOBS

9 303%

GRAPHIC DESIGNERS SURPLUS

DEGREES

40

JOBS

21 187%

INTERIOR DESIGNERS SURPLUS

DEGREES

21

JOBS

3 623%




MUSEUM CURATORS & ARTS MGMT

SURPLUS

DEGREES

166*

JOBS

2 9000%

MASTER’S

*includes Historic Preservation and Fine Arts Mgmt. Degrees


EDUCATION (K-12)

Teachers remain in short supply in the Charleston region, with local Education programs producing 420 graduates to fill 570 new positions. Early Childhood teachers appear to be oversupplied for the local job market, while Special Education teachers are in balance. Education Administration graduates exceed demand, but K-12 Teachers are undersupplied. No programs are available in the region to support Library & Museum job openings.

MASTER’S BACHELOR

Supply-Demand Analysis of High-Demand Workforce Competencies: Education

EDUCATION ADMINISTRATORS

SURPLUS

DEGREES

68

JOBS

45 153%

SPECIAL EDUCATION BALANCED

DEGREES

37

JOBS

30 121%

EARLY CHILDHOOD / PRE-SCHOOL / PRE-K TEACHERS

SURPLUS

DEGREES

64

JOBS

42 154%

LIBRARY SPECIALISTS

SEVERE SHORTAGE

DEGREES

0

JOBS

49 0%




MIDDLE/SECONDARY TEACHERS SHORTAGE

DEGREES

243

JOBS

330 74%

ELEMENTARY TEACHERS

SEVERE SHORTAGE

DEGREES

76

JOBS

166 46%


LEGAL

Overall, Legal professions in the Charleston region are well supplied by local graduates. Over 200 Lawyers graduate each year, more than five times the number of lawyer positions that open. Legal Secretary graduates are in-balance with local demand, as are Paralegals.

CERTIFICATE

Supply-Demand Analysis of High-Demand Workforce Competencies: Legal

BACHELOR PROFESSIONAL/ PHD ASSOCIATE LEGAL SECRETARIES,

CLERKS & REPORTERS BALANCED

DEGREES

13

JOBS

17 75%

PARALEGALS BALANCED

DEGREES

46

JOBS

40 115%

LAWYERS & LAW CLERKS SURPLUS

DEGREES

228

JOBS

44 524%

JUDGES, ARBITRATORS & MEDIATORS SHORTAGE

DEGREES

0

JOBS

3 0%





SOCIAL/POLITICS

Social Services fields are mixed in their supply-demand ratios, with 113 graduates in Social Services degrees (includes Social Work and Urban Studies) in balance with local job demand. It is important to note that these degrees were matched with several community and public health occupations. Sociology Bachelor’s programs produced 59 graduates for 3 Sociologist positions. No Health Counselor & Educator programs exist to fill the nearly 60 jobs created each year. School Counselor programs, which include School Psychology and Counselor Education degrees, produced 36 graduates to fill 25 local job openings (a surplus). Graduates in Political Science or Public Administration (213 graduates in total) were not matched with any specific occupation group. Graduates in these fields typically go to work for government in any number of occupational capacities.


MASTER’S CERTIFICATE BACHELOR

Supply-Demand Analysis of High-Demand Workforce Competencies: Social & Politics

ASSOCIATE

SCHOOL COUNSELORS SURPLUS

DEGREES

36

JOBS

25 145%

SOCIOLOGISTS SURPLUS

DEGREES

59

JOBS

3 1815%

HEALTH COUNSELORS & EDUCATORS

SEVERE SHORTAGE

DEGREES

0

JOBS

33 0%

DEGREES

113

JOBS

113 84%

SOCIAL SERVICES BALANCED




RELIGIOUS FIGURES SURPLUS

DEGREES

42

JOBS

4 0%


SUMMARY CONCLUSIONS ON SUPPLY-DEMAND GAPS

In summary, workforce supply in Software, Engineering, Production, and Associate's level Medical competencies appear to have the greatest shortages in the Charleston region. Business & Finance occupations, Design occupations, Lawyers, Education Administrators, and Doctoral-level Medical professions show the highest surpluses in workforce supply. Education Teachers, Communications & Marketing, and Social Services demonstrate modest shortages, while Associate's level Legal occupations, Medical Assistants, and Medical Records technicians appear to be in balance or in slight surplus. Remember that the supply of workers is fed by two sources: outbound college graduates and workers relocating from other parts of the state and US. And, many jobs require work experience, which isn’t found in recent college graduates. Final determination of gaps in the workforce will be affected by employer input (in particular, their hiring projections), a comparison to benchmark communities, and qualitative observations on each occupation (will some occupations always served by in-migrant workers?). These final elements of the analysis will be part of the Phase 2 research for the project.


APPENDIX


APPENDIX 1: OCCUPATION CLUSTER DEFINITIONS

Agriculture: Includes farm, fishing, and forestry labor, as well as farm management and agricultural production occupations. Most Agriculture occupations do not require any post-secondary educational attainment.

Architecture: Includes residential, commercial, industrial, and landscape architects. Architecture occupations require a bachelor’s degree.

Back Office: Encompasses a variety of business support occupations, including clerks, human resource professionals, and office administration staff in a variety of industries. Most Back Office occupations require at least a high school diploma and a significant number require a bachelor’s degree.

Business: Includes chief executives, managers, and analysts. Virtually all Business occupations require at least bachelor’s degree and several occupations require a master’s degree.

Communications: Includes advertising and public relations occupations, as well supporting writers, editors, and analysts. Nearly all Communications occupations require a Bachelor’s degree.

Computer: Encompasses electrical engineers, hardware engineers, network support specialists, software and web-based developers, and related computer programmers and security analysts. The majority of Computer occupations require a bachelor’s degree.

Construction: Includes construction managers and laborers, equipment operations, and specialized trade contractors. Most construction occupations require a high school diploma and an apprenticeship or some on-the-job training.

Design: Includes artists and animators, graphic and industrial designers, and audiovisual production professionals. Educational requirements within the Design cluster vary widely.

Education: Includes teachers, related administrators, and library science professionals. Virtually all Education occupations require a bachelor’s degree and a significant number require a master’s degree.

Engineering: Includes virtually all engineers, with the exception of those directly related to computers. The majority of engineering occupations require a bachelor’s degree.

Financial: Includes financial advisors and analysts, accountants, loan officers, and real estate professionals. Most Financial occupations require a bachelor’s degree.

Geology: Includes operators of oil, gas, and mining equipment. The majority of Geology occupations require a high school diploma, with remaining occupations only requiring on-the-job training.


Hospitality: Includes food related occupations such as cooks and wait staff, as well as laborers and maintenance workers in industries such as gaming and lodging. Hospitality occupations typically require a high school diploma or some on-the-job training.

Legal: Includes lawyers, judges, paralegals and related support staff. Educational requirements within the Legal cluster vary widely.

Logistics: Includes air passenger and cargo workers, drivers, laborers in the shipping and rail industries, and transportation-related machine operators. Most Logistics occupations do not require a post-secondary education.

Manufacturing: Includes assembly workers, machinists, and equipment operators in a variety of production-oriented industries. Most Manufacturing occupations require a high school diploma.

Math: A narrow occupational cluster involving actuaries, mathematicians, and statisticians. Math occupations require at least a bachelor’s degree.

Mechanics: Includes technicians and repair personnel for a host of industries, including automotive, aircraft, telecommunications, electrical, and electronic products. Most Mechanics occupations do not require a post-secondary education.

Medical: Includes doctors, nurses, aids and attendants, equipment technicians, and therapists (both physical and psychological). Medical occupations also include veterinarians as well as dentists and related workers. Educational requirements within the Medical cluster vary widely.

Performance: Includes occupations involved with athletic, dance, musical, televised, and theatrical performances. Performance occupations typically require at least a high school diploma.

Personal Services: Includes personal appearance professionals, childcare providers, and retail salespersons, clerks, and cashiers. Most Personal Service occupations require either a high school diploma or postsecondary non-degree award.

Plant Operators: Includes operators of large-scale chemical, gas, nuclear, and water systems. All Plant Operator occupations require a high school diploma.

Political: Includes occupations typically related to public policy, including urban planners, geographers, and political scientists. The majority of Political occupations require a master’s degree.

Sales & Marketing: Includes sales and marketing managers. These positions typically require a bachelor’s degree.

Social Service: Include public safety workers such as firefighters and police officers as well as postal workers and religious officials. Social Service occupations typically require at least a high school diploma.

Competency*Code Competency*Description

Degrees*Conferred,*

2012

Average*Annual*Job*Openings,*2013?2018

Ratio*of*Degrees*to*

JobsAG.farmmgr Farm*and*Greenhouse*Managers 17 1 2252%AG.groundsmgr Groundskeeper*Managers 4 22 18%BI.account Accountants*&*Tax*Examiners 83 114 73%BI.acctasst Accounting*Support 68 171 40%BI.actuary Actuaries 1BI.bizexecanalyst Executives,*Managers*&*Analysts 1,056 656 161%BI.economist Economists 1BI.hr Human*Resources*Managers 120BI.hrasst Human*Resources*Support 42BI.logic Supply*Chain*Managers*&*Analysts 50BI.mathstat Mathematicians*&*Statisticians 9 6 155%BI.mathtech Mathematical*Technicians 22 2 1404%BI.realestate Real*Estate*Agents*&*Appraisers 50CN.carp Carpenters 1 38 3%CN.electric Electricians 48CN.hvac HVAC 23 69 33%CN.inspect Building*Inspectors 10CN.maint Building*Maintenance 31CN.plumb Plumbers 53CN.technol Construction*Technician 11 0 6286%CO.admgr Advertising*&*Sales*Managers N/A 45CO.editwrite Editors*&*Writers 372 25 1460%CO.interpret Interpreters*and*Translators 79 5 1587%CO.mktgmgr Marketing*Managers 17 20 85%CO.prmgr Public*Relations*Managers N/A 7CO.prspecialist Public*Relations*Specialists 10 23 44%CO.saleseng Sales*Engineers N/A 6CO.telemktg Telemarketing*&*Other*Unskilled*Sales N/A 69CO.tvreporter Broadcast*Reporters*&*Correspondents 0DE.arch Architects 6DE.artdir Art*Directors*&*Desktop*Publishers 66 5 1332%

APPENDIX 2: SUPPLY-DEMAND GAP SUMMARY TABLE


Degrees*Conferred,*

2012



Jobs


DE.artist Artists 64 2 3776%DE.dance Dancers*&*Choreographers 1DE.fashdes Fashion*Designers 0DE.graphicdes Graphic*Designers 40 21 187%DE.inddes Commercial*and*Industrial*Designers 3DE.intdes Interior*Designers 21 3 623%DE.mmart Multimedia*Artists*and*Animators 1DE.music Musicians*&*Music*Directors 18 4 501%DE.photo Photographers 12 3 355%DE.productdisp Visual*Product*Display 22 17 126%DE.rtf Film,*Television,*Radio*&*Video*Production 27 9 297%DE.theat Actors 54 1 8120%ED.childcare Child*Care*Workers 55 58 95%ED.eduadmin Education*Administrators 68 45 153%ED.library Library*Specialists 49ED.museum Museum*Curators*&*Art*Mgrs 166 2 9009%ED.spedteach Special*Education*Teachers 37 30 121%ED.teacher7\12 Middle/Secondary/Specialty*Teachers 243 330 74%ED.teacherchild Early*Childhood*/*Pre\K*/*K*Teachers 64 42 154%ED.teachercollege College*Teachers N/A 144ED.teacherelem Elementary*Teachers 76 166 46%EN.aemgr Architectural*and*Engineering*Managers N/A 41EN.aeroeng Aerospace*Engineers 27EN.agsci Agricultural*&*Food*Scientists* 3EN.ansci Animal*Scientists 3 0 1714%EN.archdraft Architectural*and*Civil*Drafters 8EN.biochemphysc Biochemists*and*Biophysicists 11 2 604%EN.biologtech Biological*Technicians 255 11 2266%EN.chem Chemists 43 7 583%EN.chemtech Chemical*Engineers 4EN.chemtech Chemical*Technicians 9


Degrees*Conferred,*

2012



Jobs


EN.civileng Civil*Engineers 53 84 63%EN.civilengtech Civil*/*Architectural*Engineering*Technicians 2 10 20%EN.eetech Electrical*/*Electronics*Technicians*&*Drafters 22 45 48%EN.electeng Electrical*and*Electronics*Engineers 31 73 42%EN.envirosci Environmental*Scientists*&*Engineers 44 25 178%EN.envirotech Environmental*Science*Technicians 6EN.foresttech Forest*and*Conservation*Technicians 8EN.indeng Industrial*Engineers 15 76 20%EN.indengtech Industrial*Engineering*Technicians 9 38 24%EN.lifesci Life*Scientists,*General 5 0 2857%EN.mechdraft Mechanical*Drafters 28 13 220%EN.mecheng Mechanical*Engineers 57EN.mechengtech Mechanical*Engineering*Technicians 5 7 67%EN.medsci Medical*Scientists 58 5 1063%EN.microbiol Microbiologists 9 6 142%EN.nuctech Nuclear*&*Material*Engineers,*Scientists*&*Technic 32EN.petroeng Petroleum*&*Related*Engineers 0EN.petrotech Geological*&*Petroleum*Technicians 2EN.physics Physicists*and*Related*Scientists 26 2 1241%EN.physsciother Physical*Scientists,*All*Other 2EN.scitech Science*Technicians 3EN.surveytech Surveying*and*Mapping*Technicians 1 8 13%EN.teletech Telecom*Technicians 23EN.zoobiolog Zoologists*and*Wildlife*Biologists 35 7 468%HO.attend Attendants*&*Hosts N/A 85HO.bartend Bartenders N/A 59HO.chef Restaurant*Head*Chefs N/A 28HO.cook Restaurant*Cooks 153 164 93%HO.cookfast Cooks,*Fast/Short\Order N/A 163HO.cookinst Cooks,*Institutional N/A 48HO.cosmet Cosmetologists*/*Hair*Styling 133 51 260%


Degrees*Conferred,*

2012



Jobs


HO.esthet Estheticians*/*Skin*Care 19 5 386%HO.foodhelp Food*&*Bar*Helpers N/A 469HO.foodhelp Food*Helpers N/A 2HO.hotelmgr Hotel*Managers 127 5 2739%HO.manic Manicurist 6HO.restmgr Restaurant*Managers 28 129 22%HO.waiter Waiters*and*Attendants N/A 339LE.judgearb Judges,*Arbitrators*&*Mediators N/A 3LE.lawsect Law*Secretaries,*Clerks*&*Reporters 13 17 79%LE.lawyer Lawyers*&*Law*Clerks 228 44 524%LE.legalsupp Legal*Support*Workers N/A 3LE.paralegal Paralegals*and*Legal*Assistants 46 40 115%MD.athlettrain Athletic*Trainers 79 3 2998%MD.cardiotechno Cardiovascular*Technologists*and*Technicians 12 11 113%MD.chiro Chiropractors 5MD.dentasst Dental*Assistants 17 41 41%MD.denthyg Dental*Hygienists 23 36 64%MD.dentist Dentists*&*Othodontists 63 15 418%MD.diet Nutritionists 6MD.diettech Dietetic*Technicians 2MD.doctor General*Doctors,*Surgeons*&*Psychiatrists 142 108 131%MD.emt Emergency*Medical*Technicians*and*Paramedics 17 52 33%MD.fittrain Fitness*Trainers*and*Aerobics*Instructors 23MD.geneticcouns Genetic*Counselors 0MD.homeaide Home*Health*Aides 420MD.indpsych Industrial*Psychologists 0MD.lpnlvn Licensed*Practical*and*Licensed*Vocational*Nurses 46 94 49%MD.massagtherap Massage*Therapists 48 12 396%MD.medasst Medical*Assistants 321 149 215%MD.medequipspec Medical*Equipment*Specialists 38MD.medlabtech Medical*and*Clinical*Laboratory*Technicians 13 24 55%


Degrees*Conferred,*

2012



Jobs


MD.medlabtechno Medical*and*Clinical*Laboratory*Technologists 55MD.medmgr Medical*and*Health*Services*Managers 76 47 163%MD.medrec Medical*Records*and*Health*Information*Technicians 165 33 507%MD.medsec Medical*Secretaries 2 101 2%MD.medsuppother Healthcare*Support*Workers,*All*Other 32MD.medtrans Medical*Transcriptionists 4 9 45%MD.mritechno Magnetic*Resonance*Imaging*Technologists 4MD.nursanes Nurse*Anesthetists 27 13 201%MD.nursemid Nurse*Midwives 0MD.nursprac Nurse*Practitioners 33 17 195%MD.occtherap Occupational*Therapists 19MD.occtherapasst Occupational*Therapy*Assistants 5MD.opthatech Ophthalmic*Medical*Technicians 5MD.orthot Orthotists*and*Prosthetists 2MD.pharm Pharmacists 80 53 151%MD.pharmtech Pharmacy*Technicians 69 71 97%MD.Phleb Phlebotomists 6 11 54%MD.phystherap Physical*Therapists 103 39 267%MD.phystherapaide Physical*Therapist*Aides 20 12 164%MD.phystherapasst Physical*Therapist*Assistants 15 15 100%MD.psychaide Psychiatric*Aides 6MD.psychol Psychologists,*All*Other 21 1 1522%MD.radiologtechno Nuclear*Medicine*/**Radiologic*Technologists 23 42 55%MD.rectherap Recreational*Therapists 2MD.recwork Recreation*Workers 34MD.regnurs Registered*Nurses 365 490 74%MD.respirtech Respiratory*Therapy*Technicians 19 1 1995%MD.sonograph Diagnostic*Medical*Sonographers 12MD.specdoctor Speciality*Doctors 68 13 532%MD.spectherap Speciality*Therapists 4 50 8%MD.surgtechno Surgical*Technologists 27 12 230%


Degrees*Conferred,*

2012



Jobs


MD.therapother Therapists,*All*Other 4MD.vet Veterinarians 13MD.vetasst Veterinary*Assistants*and*Laboratory*Animal*Careta 6MD.vettechno Veterinary*Technologists*and*Technicians 16 29 55%PR.aeroassm Aerospace*Assemblers,*Technicians*&*Mechanics 104 109 95%PR.auto Auto*Mechanics 31 120 26%PR.autobody Auto*Body*Repair 16PR.autoheavy Heavy*Vehicle*Mechanics*(not*Aero) 41PR.genassm General*Assemblers*and*Fabricators 12 200 6%PR.genmach General*Machinist 11 56 20%PR.maint Industrial*Machinery*Maintenance 27 36 75%PR.upholst Upholsterers 1PR.welders Welders 15 47 32%SF.compnet Computer*Network*Administrators 5 92 5%SF.compprog Computer*Programmers,*Software*Development*&*Datab 17 179 9%SF.compsci Computer*Scientists 13SF.compsupp Computer*Support*Specialists 147 91 162%SF.compsys Computer*Systems*&*Information*Security*Analysts 30 141 21%SF.webdev Web*Developers 9 15 60%SO.anthropol Anthropologists 0SO.crisis Emergency*Management*Specialists 1SO.emergmail Emergency*Dispatch 42SO.fire Fire*Fighters 53SO.forens Forensic*Science*Technicians 1SO.healthcouns Health*Counselors*&*Educators 33SO.none Not*matched 213 4 5765%SO.protect Law*Enforcement*&*Protective*Services 268 247 108%SO.regplanner Urban*and*Regional*Planners 3SO.religion Religious*Figures 42 4 950%SO.schoolcouns School*Counselors 36 25 145%SO.sociolog Sociologists 59 3 1815%


Degrees*Conferred,*

2012



Jobs


SO.socsci Social*Science*Research*Assistants 1SO.socsvc Social*Services 113 113 100%

Notes:**"N/A"*indicates*that*college*degrees*don't*typically*lead*to*employment*in*the*occupation.**This*could*be*due*to*a*need*for*work*experience*(Advertising*&*Sales*Managers*and*Head*Chefs)*or*no*education*is*needed*(telemarketers*and*fast\food*cooks).**For*some*positions,*no*direct*degree*program*is*available*nationally*(Sales*Engineers).**Some*"Not*matched"*degrees*don't*have*a*clear*match*(Political*Science*graduates,*which*can*find*jobs*in*any*number*of*occupations*inside*government).**Some*degrees*"need*more"*education*in*order*to*find*jobs,*such*as*a*Bachelor's*in*Psychology*(most*employed*Psychologist*need*a*Master's)*or*a*Pre\Nursing*Studies*Certificate.

Competency Group CIP code-level CIP desc Charleston

+Sou

thern+

University

College+of+C

harle

ston

Citade

l+Military+College+

of+Sou

th+Carolina

Med

ical+University

+of+

South+Carolina

Triden

t+Techn

ical+

College

Centura+Co

llege

Miller8M

otte+Techn

ical+

College

The+Art+Institute+of+

Charleston

Charleston

+Schoo

l+of+

Law

Virginia+College8

Charleston

Total 00A Grand total (A) 1,250 227 85 67Total 00B Grand total (B) 433 2,333 504 124 114 0Total 00C Grand total (C) 1,395 191 55 4 158Total 00D Grand total (D) 409 228Total 00M Grand total (M) 166 225 283 256Total 00PB Grand total (PB) 12 4 1Total 00PM Grand total (PM) 0 12 0Farm and Greenhouse Managers 01.0601A Applied Horticulture/Horticulture Operations, General (A) 10Farm and Greenhouse Managers 01.0601C Applied Horticulture/Horticulture Operations, General (C) 7Groundskeeper Managers 01.0605C Landscaping and Groundskeeping (C) 3Groundskeeper Managers 01.0607C Turf and Turfgrass Management (C) 1Accountants & Tax Examiners 52.0301B Accounting (B) 9 49Accountants & Tax Examiners 52.0301M Accounting (M) 0 25Accounting Support 52.0301A Accounting (A) 20Accounting Support 52.0301C Accounting (C) 48Actuaries 27.0301B Applied Mathematics, General (B) 0Executives, Managers & Analysts 45.0601B Economics, General (B) 4 59Executives, Managers & Analysts 52.0101A Business/Commerce, General (A) 32Executives, Managers & Analysts 52.0101C Business/Commerce, General (C) 10Executives, Managers & Analysts 52.0201A Business Administration and Management, General (A) 35 0Executives, Managers & Analysts 52.0201B Business Administration and Management, General (B) 25 305 145 0Executives, Managers & Analysts 52.0201M Business Administration and Management, General (M) 76 23 89Executives, Managers & Analysts 52.0204A Office Management and Supervision (A) 10Executives, Managers & Analysts 52.0213M Organizational Leadership (M) 2Executives, Managers & Analysts 52.0299B Business Administration, Management and Operations, Other (B) 49Executives, Managers & Analysts 52.0401A Administrative Assistant and Secretarial Science, General (A) 19Executives, Managers & Analysts 52.0401C Administrative Assistant and Secretarial Science, General (C) 15 1Executives, Managers & Analysts 52.0407A Business/Office Automation/Technology/Data Entry (A) 3Executives, Managers & Analysts 52.0407C Business/Office Automation/Technology/Data Entry (C) 76Executives, Managers & Analysts 52.0801B Finance, General (B) 5Executives, Managers & Analysts 52.0801M Finance, General (M) 0Executives, Managers & Analysts 52.1101B International Business/Trade/Commerce (B) 73Mathematicians & Statisticians 27.0101M Mathematics, General (M) 9Mathematical Technicians 27.0101B Mathematics, General (B) 4 17 1Mathematical Technicians 27.0101PB Mathematics, General (PB) 0Carpenters 46.0201C Carpentry/Carpenter (C) 1HVAC 47.0201C Heating, Air Conditioning, Ventilation and Refrigeration Maintenance Technology/ (C) 23Construction Technician 15.1001C Construction Engineering Technology/Technician (C) 2

C=Certificate, A=Associate's, PA=Post-Associate's Certificate, B=Bachelor's, PB=Post-Bachelor's Certificate, M=Master's, PM=Post-Master's, D=Doctorate or Professional Degree (e.g. Law)

APPENDIX 3: DEGREE COMPLETIONS BY INSTITUTION, CIP CODE, AND AWARD LEVEL


+Sou

thern+

University

College+of+C

harle

ston

Citade

l+Military+College+

of+Sou

th+Carolina

Med

ical+University

+of+

South+Carolina

Triden

t+Techn

ical+

College

Centura+Co

llege

Miller8M

otte+Techn

ical+

College


Charleston

Charleston

+Schoo

l+of+

Law

Virginia+College8

Charleston



Construction Technician 46.0415C Building Construction Technology (C) 9Editors & Writers 09.0101B Speech Communication and Rhetoric (B) 222Editors & Writers 23.0101B English Language and Literature, General (B) 9 87 15Editors & Writers 23.0101M English Language and Literature, General (M) 10 4Editors & Writers 24.0103B Humanities/Humanistic Studies (B) 2Editors & Writers 38.0101B Philosophy (B) 23Interpreters and Translators 16.0101B Foreign Languages and Literatures, General (B) 11Interpreters and Translators 16.0501B German Language and Literature (B) 12Interpreters and Translators 16.0901B French Language and Literature (B) 18Interpreters and Translators 16.0905B Spanish Language and Literature (B) 2 29Interpreters and Translators 16.1200B Classics and Classical Languages, Literatures, and Linguistics, General (B) 7Marketing Managers 52.1401B Marketing/Marketing Management, General (B) 4Marketing Managers 52.1403A International Marketing (A) 12Marketing Managers 52.1801C Sales, Distribution, and Marketing Operations, General (C) 1Public Relations Specialists 09.0901M Organizational Communication, General (M) 10Art Directors & Desktop Publishers 50.0402A Commercial and Advertising Art (A) 39Art Directors & Desktop Publishers 50.0402C Commercial and Advertising Art (C) 27Artists 50.0101M Visual and Performing Arts, General (M) 1Artists 50.0702B Fine/Studio Arts, General (B) 62Artists 50.0705C Drawing (C) 1Dancers & Choreographers 50.0301B Dance, General (B) 0Graphic Designers 50.0409A Graphic Design (A) 11Graphic Designers 50.0409B Graphic Design (B) 0 29Interior Designers 50.0408B Interior Design (B) 21Musicians & Music Directors 50.0901B Music, General (B) 0 18Musicians & Music Directors 50.0903B Music Performance, General (B) 0Photographers 50.0406B Commercial Photography (B) 12Photographers 50.0406C Commercial Photography (C) 0Visual Product Display 52.1902PB Fashion Merchandising (PB) 1Visual Product Display 52.1904B Apparel and Accessories Marketing Operations (B) 21Film, Television, Radio & Video Production10.0202A Radio and Television Broadcasting Technology/Technician (A) 8Film, Television, Radio & Video Production10.0202C Radio and Television Broadcasting Technology/Technician (C) 16Film, Television, Radio & Video Production50.0602B Cinematography and Film/Video Production (B) 2Film, Television, Radio & Video Production50.0602C Cinematography and Film/Video Production (C) 1Actors 50.0501B Drama and Dramatics/Theatre Arts, General (B) 29Actors 50.0599B Dramatic/Theatre Arts and Stagecraft, Other (B) 25Child Care Workers 19.0708A Child Care and Support Services Management (A) 29Child Care Workers 19.0708C Child Care and Support Services Management (C) 1


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Charleston



Child Care Workers 19.0709C Child Care Provider/Assistant (C) 25Education Administrators 13.0401M Educational Leadership and Administration, General (M) 40Education Administrators 13.0401PM Educational Leadership and Administration, General (PM) 0Education Administrators 13.0408M Elementary and Middle School Administration/Principalship (M) 14Education Administrators 13.0409M Secondary School Administration/Principalship (M) 14Museum Curators & Art Mgrs 30.1201B Historic Preservation and Conservation (B) 47Museum Curators & Art Mgrs 30.1201M Historic Preservation and Conservation (M) 0Museum Curators & Art Mgrs 50.0703B Art History, Criticism and Conservation (B) 43Museum Curators & Art Mgrs 50.1002B Fine and Studio Arts Management (B) 69Museum Curators & Art Mgrs 50.1002PB Fine and Studio Arts Management (PB) 7Special Education Teachers 13.1001B Special Education and Teaching, General (B) 24Special Education Teachers 13.1001M Special Education and Teaching, General (M) 12Special Education Teachers 13.1001PB Special Education and Teaching, General (PB) 1Special Education Teachers 13.1001PM Special Education and Teaching, General (PM) 0Primary/Secondary/Speciality Teachers51.3817M Nursing Education (M) 12Middle/Secondary/Specialty Teachers13.1203B Junior High/Intermediate/Middle School Education and Teaching (B) 15Middle/Secondary/Specialty Teachers13.1203M Junior High/Intermediate/Middle School Education and Teaching (M) 0 0Middle/Secondary/Specialty Teachers13.1205B Secondary Education and Teaching (B) 20 4Middle/Secondary/Specialty Teachers13.1205M Secondary Education and Teaching (M) 2 13Middle/Secondary/Specialty Teachers13.1206B Teacher Education, Multiple Levels (B) 1Middle/Secondary/Specialty Teachers13.1305B English/Language Arts Teacher Education (B) 1Middle/Secondary/Specialty Teachers13.1306M Foreign Language Teacher Education (M) 8Middle/Secondary/Specialty Teachers13.1311B Mathematics Teacher Education (B) 1Middle/Secondary/Specialty Teachers13.1311M Mathematics Teacher Education (M) 3Middle/Secondary/Specialty Teachers13.1312B Music Teacher Education (B) 0Middle/Secondary/Specialty Teachers13.1314B Physical Education Teaching and Coaching (B) 3 104 37Middle/Secondary/Specialty Teachers13.1314M Physical Education Teaching and Coaching (M) 4Middle/Secondary/Specialty Teachers13.1315M Reading Teacher Education (M) 23Middle/Secondary/Specialty Teachers13.1318B Social Studies Teacher Education (B) 4Middle/Secondary/Specialty Teachers13.1319A Technical Teacher Education (A) 0Middle/Secondary/Specialty Teachers13.1401PB Teaching English as a Second or Foreign Language/ESL Language Instructor (PB)0Early Childhood / Pre-K / K Teachers 13.1210B Early Childhood Education and Teaching (B) 5 33Early Childhood / Pre-K / K Teachers 13.1210M Early Childhood Education and Teaching (M) 26Elementary Teachers 13.1004PB Education/Teaching of the Gifted and Talented (PB) 0Elementary Teachers 13.1202B Elementary Education and Teaching (B) 15 27Elementary Teachers 13.1202M Elementary Education and Teaching (M) 18 16Secondary/Speciality Teachers 13.1299M Teacher Education and Professional Development, Specific Levels and Methods, Oth (M)9Secondary/Speciality Teachers 13.1399M Teacher Education and Professional Development, Specific Subject Areas, Other (M)6


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Charleston



Animal Scientists 26.0707D Animal Physiology (D) 3Biochemists and Biophysicists 26.0202B Biochemistry (B) 7Biochemists and Biophysicists 26.0202D Biochemistry (D) 4Biological Technicians 26.0101B Biology/Biological Sciences, General (B) 31 195 20Biological Technicians 26.0101M Biology/Biological Sciences, General (M) 9Chemists 40.0501B Chemistry, General (B) 0 19 5Chemists 40.0599B Chemistry, Other (B) 19Civil Engineers 14.0801B Civil Engineering, General (B) 53Civil / Architectural Engineering Technicians15.0201A Civil Engineering Technology/Technician (A) 1Civil / Architectural Engineering Technicians15.0201C Civil Engineering Technology/Technician (C) 1Electrical / Electronics Technicians & Drafters15.0303A Electrical, Electronic and Communications Engineering Technology/Technician (A) 8Electrical / Electronics Technicians & Drafters15.0303C Electrical, Electronic and Communications Engineering Technology/Technician (C) 3Electrical / Electronics Technicians & Drafters15.0399C Electrical and Electronic Engineering Technologies/Technicians, Other (C) 6Electrical / Electronics Technicians & Drafters41.9999B Science Technologies/Technicians, Other (B) 5Electrical and Electronics Engineers 14.1001B Electrical and Electronics Engineering (B) 31Environmental Scientists & Engineers 03.0103M Environmental Studies (M) 16Environmental Scientists & Engineers 40.0601B Geology/Earth Science, General (B) 28Industrial Engineers 15.1501M Engineering/Industrial Management (M) 15Industrial Engineers & Technicians 14.0102C Pre-Engineering (C) 6Industrial Engineers & Technicians 15.0613C Manufacturing Engineering Technology/Technician (C) 3Life Scientists 26.0102M Biomedical Sciences, General (M) 3Life Scientists 26.0102PB Biomedical Sciences, General (PB) 0Life Scientists 26.9999B Biological and Biomedical Sciences, Other (B) 2Mechanical Drafters 15.1306C Mechanical Drafting and Mechanical Drafting CAD/CADD (C) 28Mechanical Engineering Technicians 15.0805A Mechanical Engineering/Mechanical Technology/Technician (A) 5Medical Scientists 26.0503D Medical Microbiology and Bacteriology (D) 3Medical Scientists 26.0910D Pathology/Experimental Pathology (D) 2Medical Scientists 26.1001D Pharmacology (D) 1Medical Scientists 51.1401M Medical Scientist (M) 15Medical Scientists 51.2003D Pharmaceutics and Drug Design (D) 3Medical Scientists 51.3808D Nursing Science (D) 34Microbiologists 26.0499D Cell/Cellular Biology and Anatomical Sciences, Other (D) 8Microbiologists 26.1101D Biometry/Biometrics (D) 1Physicists and Related Scientists 40.0299B Astronomy and Astrophysics, Other (B) 6Physicists and Related Scientists 40.0801B Physics, General (B) 14 6Surveying and Mapping Technicians 15.1102C Surveying Technology/Surveying (C) 1Zoologists and Wildlife Biologists 26.1302B Marine Biology and Biological Oceanography (B) 27Zoologists and Wildlife Biologists 26.1302M Marine Biology and Biological Oceanography (M) 8


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Virginia+College8

Charleston



Restaurant Cooks 12.0501A Baking and Pastry Arts/Baker/Pastry Chef (A) 33Restaurant Cooks 12.0501C Baking and Pastry Arts/Baker/Pastry Chef (C) 5Restaurant Cooks 12.0503A Culinary Arts/Chef Training (A) 39 33Restaurant Cooks 12.0503C Culinary Arts/Chef Training (C) 25 4Restaurant Cooks 12.0508C Institutional Food Workers (C) 14Cosmetologists / Hair Styling 12.0401C Cosmetology/Cosmetologist, General (C) 87 16 30Estheticians / Skin Care 12.0409C Aesthetician/Esthetician and Skin Care Specialist (C) 19Hotel Managers 52.0901B Hospitality Administration/Management, General (B) 82Hotel Managers 52.0904A Hotel/Motel Administration/Management (A) 24Hotel Managers 52.0904C Hotel/Motel Administration/Management (C) 21Restaurant Managers 12.0504A Restaurant, Culinary, and Catering Management/Manager (A) 4Restaurant Managers 12.0504B Restaurant, Culinary, and Catering Management/Manager (B) 24Law Secretaries, Clerks & Reporters 22.0302C Legal Assistant/Paralegal (C) 13Lawyers 22.0101D Law (D) 228Paralegals and Legal Assistants 22.0302A Legal Assistant/Paralegal (A) 35 11Athletic Trainers 26.0908B Exercise Physiology (B) 0Athletic Trainers 31.0501B Health and Physical Education/Fitness, General (B) 28Athletic Trainers 31.0504B Sport and Fitness Administration/Management (B) 0Athletic Trainers 31.0505M Kinesiology and Exercise Science (M) 23Athletic Trainers 51.0913B Athletic Training/Trainer (B) 16 12Cardiovascular Technologists and Technicians51.0901B Cardiovascular Technology/Technologist (B) 12Dental Assistants 51.0601C Dental Assisting/Assistant (C) 17Dental Hygienists 51.0602A Dental Hygiene/Hygienist (A) 23Dentists & Othodontists 51.0401D Dentistry (D) 57Dentists & Othodontists 51.0502M Advanced General Dentistry (M) 6General Doctors, Surgeons & Psychiatrists51.1201D Medicine (D) 142Emergency Medical Technicians and Paramedics51.0904A Emergency Medical Technology/Technician (EMT Paramedic) (A) 15Emergency Medical Technicians and Paramedics51.0904C Emergency Medical Technology/Technician (EMT Paramedic) (C) 2Licensed Practical and Licensed Vocational Nurses51.3901C Licensed Practical/Vocational Nurse Training (C) 46Massage Therapists 51.3501A Massage Therapy/Therapeutic Massage (A) 20Massage Therapists 51.3501C Massage Therapy/Therapeutic Massage (C) 10 1 17Medical Assistants 51.0801A Medical/Clinical Assistant (A) 96 31Medical Assistants 51.0801C Medical/Clinical Assistant (C) 22 125 1 46Medical and Clinical Laboratory Technicians51.1004A Clinical/Medical Laboratory Technician (A) 13Medical and Health Services Managers51.0000M Health Services/Allied Health/Health Sciences, General (M) 4Medical and Health Services Managers51.0701D Health/Health Care Administration/Management (D) 8Medical and Health Services Managers51.0701M Health/Health Care Administration/Management (M) 54Medical and Health Services Managers51.0701PB Health/Health Care Administration/Management (PB) 4


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Virginia+College8

Charleston



Medical and Health Services Managers51.3802M Nursing Administration (M) 6Medical and Health Services Managers51.3802PM Nursing Administration (PM) 0Medical and Health Services Managers51.9999B Health Professions and Related Clinical Sciences, Other (B) 0Medical Records and Health Information Technicians51.0705A Medical Office Management/Administration (A) 6Medical Records and Health Information Technicians51.0707A Health Information/Medical Records Technology/Technician (A) 44Medical Records and Health Information Technicians51.0707C Health Information/Medical Records Technology/Technician (C) 15 10Medical Records and Health Information Technicians51.0713A Medical Insurance Coding Specialist/Coder (A) 17Medical Records and Health Information Technicians51.0713C Medical Insurance Coding Specialist/Coder (C) 56 17Medical Secretaries 51.0710C Medical Office Assistant/Specialist (C) 2Medical Transcriptionists 51.0708C Medical Transcription/Transcriptionist (C) 4Need More Education to Get a Job 42.0101B Psychology, General (B) 33 176 21Need More Education to Get a Job 51.1105C Pre-Nursing Studies (C) 309Need More Education to Get a Job 51.1199C Health/Medical Preparatory Programs, Other (C) 13Need More Education to Get a Job 51.3801C Registered Nursing/Registered Nurse (C) 51Nurse Anesthetists 51.3804M Nurse Anesthetist (M) 27Nurse Practitioners 51.3803M Adult Health Nurse/Nursing (M) 15Nurse Practitioners 51.3806M Maternal/Child Health and Neonatal Nurse/Nursing (M) 18Occupational Therapy Assistants 51.0803A Occupational Therapist Assistant (A) 0Pharmacists 51.2001D Pharmacy (D) 80Pharmacy Technicians 51.0805C Pharmacy Technician/Assistant (C) 22 47Phlebotomists 51.1009C Phlebotomy Technician/Phlebotomist (C) 6Physical Therapists 51.2308D Physical Therapy/Therapist (D) 63Physical Therapists 51.2399D Rehabilitation and Therapeutic Professions, Other (D) 0Physical Therapists 51.2399M Rehabilitation and Therapeutic Professions, Other (M) 40Physical Therapist Aides 51.0806C Physical Therapy Technician/Assistant (C) 20Physical Therapist Assistants 51.0806A Physical Therapy Technician/Assistant (A) 15Psychologists 42.0101M Psychology, General (M) 21Nuclear Medicine / Radiologic Technologists51.0907A Medical Radiologic Technology/Science - Radiation Therapist (A) 23Registered Nurses 51.3801A Registered Nursing/Registered Nurse (A) 226Registered Nurses 51.3801B Registered Nursing/Registered Nurse (B) 27 112Respiratory Therapy Technicians 51.0908A Respiratory Care Therapy/Therapist (A) 16Respiratory Therapy Technicians 51.0908C Respiratory Care Therapy/Therapist (C) 3Physician Assistants 51.0912M Physician Assistant (M) 68Speciality Therapists 51.2305B Music Therapy/Therapist (B) 4Surgical Technologists 51.0909A Surgical Technology/Technologist (A) 27Veterinary Technologists and Technicians51.0808A Veterinary/Animal Health Technology/Technician and Veterinary Assistant (A) 16No matched occupation group 05.0134B Latin American and Caribbean Studies (B) 6No matched occupation group 05.0207B Women's Studies (B) 13


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No matched occupation group 24.0101A Liberal Arts and Sciences/Liberal Studies (A) 364No matched occupation group 30.2001B International/Global Studies (B) 13No matched occupation group 30.9999A Multi-/Interdisciplinary Studies, Other (A) 73No matched occupation group 54.0101B History, General (B) 3 67 32No matched occupation group 54.0101M History, General (M) 7 6No matched occupation group 54.0102B American History (United States) (B) 2No matched occupation group 54.0103B European History (B) 5Aerospace Assemblers, Technicians & Mechanics47.0607C Airframe Mechanics and Aircraft Maintenance Technology/Technician (C) 67Aerospace Assemblers, Technicians & Mechanics47.0608C Aircraft Powerplant Technology/Technician (C) 27Aerospace Assemblers, Technicians & Mechanics49.0101C Aeronautics/Aviation/Aerospace Science and Technology, General (C) 10Auto Mechanics 47.0604C Automobile/Automotive Mechanics Technology/Technician (C) 31General Assemblers and Fabricators 46.0303C Lineworker (C) 12General Machinist 48.0501A Machine Tool Technology/Machinist (A) 0General Machinist 48.0501C Machine Tool Technology/Machinist (C) 11Industrial Machinery Maintenance 47.0303C Industrial Mechanics and Maintenance Technology (C) 26Industrial Machinery Maintenance 47.9999A Mechanic and Repair Technologies/Technicians, Other (A) 1Welders 48.0508C Welding Technology/Welder (C) 15Computer Network Administrators 11.0199B Computer and Information Sciences, Other (B) 5Computer Programmers, Software Development & Datab11.0701B Computer Science (B) 3Computer Programmers, Software Development & Datab11.0701M Computer Science (M) 7 3Computer Programmers, Software Development & Datab11.0899B Computer Software and Media Applications, Other (B) 4Computer Support Specialists 11.0103PB Information Technology (PB) 1Computer Support Specialists 11.0301A Data Processing and Data Processing Technology/Technician (A) 40Computer Support Specialists 11.0301C Data Processing and Data Processing Technology/Technician (C) 45Computer Support Specialists 11.9999A Computer and Information Sciences and Support Services, Other (A) 24Computer Support Specialists 11.9999C Computer and Information Sciences and Support Services, Other (C) 37Computer Systems & Information Security Analysts11.0101B Computer and Information Sciences, General (B) 1 21 2Computer Systems & Information Security Analysts11.0401B Information Science/Studies (B) 2Computer Systems & Information Security Analysts52.1201B Management Information Systems, General (B) 3Computer Systems & Information Security Analysts52.1201M Management Information Systems, General (M) 1Need More Education to Get a Job 11.0201C Computer Programming/Programmer, General (C) 6Web Developers 11.0801A Web Page, Digital/Multimedia and Information Resources Design (A) 4Web Developers 11.0801B Web Page, Digital/Multimedia and Information Resources Design (B) 5Health Counselors & Educators 51.2207B Public Health Education and Promotion (B) 0Need More Education to Get a Job 45.0201B Anthropology (B) 39No matched occupation group 44.0401M Public Administration (M) 32No matched occupation group 45.1001B Political Science and Government, General (B) 10 120 51Law Enforcement & Protective Services43.0103B Criminal Justice/Law Enforcement Administration (B) 70


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Law Enforcement & Protective Services43.0104A Criminal Justice/Safety Studies (A) 73Law Enforcement & Protective Services43.0104B Criminal Justice/Safety Studies (B) 29Law Enforcement & Protective Services43.0104C Criminal Justice/Safety Studies (C) 52Law Enforcement & Protective Services43.0104M Criminal Justice/Safety Studies (M) 27Law Enforcement & Protective Services43.0199A Corrections and Criminal Justice, Other (A) 17Religious Figures 38.0201B Religion/Religious Studies (B) 18 14Religious Figures 38.0206B Jewish/Judaic Studies (B) 2Religious Figures 39.0501B Religious/Sacred Music (B) 0Religious Figures 39.0702B Youth Ministry (B) 8School Counselors 13.1101M Counselor Education/School Counseling and Guidance Services (M) 24School Counselors 42.2805PM School Psychology (PM) 12Sociologists 45.1101B Sociology (B) 13 46Social Services 44.0000A Human Services, General (A) 18Social Services 44.0000C Human Services, General (C) 5Social Services 44.0701A Social Work (A) 6Social Services 44.0701C Social Work (C) 47Social Services 45.0101B Social Sciences, General (B) 17Social Services 45.0101M Social Sciences, General (M) 6Social Services 45.1201B Urban Studies/Affairs (B) 11

charleston region talent strategy region talent strategy: ... • newcomers from other parts of...

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