governors workforce development conference october 24, 2003 critical skill shortages initiative...

Governor’s Workforce Development ConferenceOctober 24, 2003

CriticalSkill

ShortagesInitiative

CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOPS


CriticalSkill

ShortagesInitiative

WELCOME TO THE CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOP

WORKSHOP I

Identifying Key Sectors and Skill Shortages


CriticalSkill

ShortagesInitiative3


Overview: How to. . . Determine Key Sectors Analyze Industries and Employers Identify Critical Skill Shortage Occupations

Technical Assistance and Resources Healthcare Case StudyCSSI Workshop II: Determining Root Causes and

Solutions


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Determine Key Sectors: Industry Employment Projections:

Size: Maintain existing base New Jobs: Industries adding the most

new jobs Growth: Expanding industries;

opportunities for economic development


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Analyze Industries and Employers: Industries within Sectors Contribution to Regional Economy and

Local Economies Number and Size of Firms Geographic Concentration of Firms Economic Development Criteria


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Identify Critical Skill Shortage Occupations: Industry Staffing Patterns Matrix

CSSI Criteria: Critical to industry competitiveness Strong employment demand Provide good earnings

Industry Validation of Necessary Skills and Training


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Technical Assistance and Resources: IDES: Local Employment Dynamics –

New hires data, Retention studies, Age analysis

Job vacancy surveys Economic development plans, community audits Input from:

Labor organizations Chambers of Commerce Business and employer associations Training providers and personnel placement

firms


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Healthcare Case Study: Northeast Economic Development Region Industries:

Ambulatory Care (Doctors’ Offices, Home Health Care Services)

Acute Care (Hospitals) Long-Term Care (Nursing Homes and Personal

Care Facilities) Occupations:

Nursing Cluster (RNs, LPNs, CNAs) Medical Technology Cluster


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CSSI Workshop II: Determining Root Causes and Solutions Healthcare Case Study (continued):Annually, in the Northeast Econ. Dev. Region,

short-term long-term

Estimated shortage of RNs 400 800 in Ambulatory Care 80 200 concentrated in Kane County 40 75 in Acute Care 300 550 concentrated in Cook County 200 350 concentrated in Lake County 50 100


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ShortagesInitiative

WELCOME TO THE CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOP

WORKSHOP II

Analyzing Causes and Developing Solutions for Skill Shortages


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Review Of Workshop I

What are major sectors? How do you determine key sectors? How do you analyze key sectors –

industries and types of employers? How do you identify critical skill

shortages? Healthcare example


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Overview of Workshop II

How do you determine root causes and identify solutions? Employer issues Education issues – secondary and post-

secondary


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How Do We Determine “Root Causes” Of The Shortages?

First, examine how individuals become qualified for the shortage occupation (i.e., formal occupational education & training, apprenticeships, or on-the-job).

Second, examine the capacity of the training system to produce qualified applicants (i.e., total capacity, dropouts, and completion rates).

Third examine the methods used by employers to recruit qualified applicants (i.e., successful program completers, word-of-mouth, placement agencies, ISM, etc.).


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How Do We Determine “Root Causes” Of The Shortages?

Fourth, examine the adequacy of K-12 activities designed to make students and potential applicants aware of opportunities and prepared to (i.e., prerequisite skills) enter the occupation or related vocational training.

And, fifth examine the degree to which excessive job turnover may be contributing to the shortage.


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First Stop The Leaks!

Don’t just focus on increasing capacity (i.e., the number and/or size) of vocational training programs, without first “stopping all the leaks”.

Capacity Utilization - Are vocational programs

operating at full capacity? Successful Completion - Are too many students

dropping out or failing? Job Placement - Are successful completers getting

training-related jobs locally? Retention - Are qualified individuals leaving the

occupation too soon?


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First Stop The Leaks!

Quantify how dealing with these issues could reduce the shortage. Focus only on issues that can be shown will reduce the shortage. Stopping the leaks and using existing capacity is the most cost effective means of dealing with the shortage. Only then look at options to increase training capacity.


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How Do We Determine What Factors Contribute To High Turnover?

Talk directly with HR personnel from employers in the region.

Talk to representatives from industry associations.

Talk to labor representatives. Review existing industry sponsored research. Survey incumbent workers and / or recent job

leavers. Look at the relative success of training

completers by program.

* Only focus on retention issues if it can be shown that turnover is significant and/or above industry norms.


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The retention rate for workers in Hospitals and Medical Offices exceeds other industries.

75%

80%

85%

90%

95%

100%

1991:2 1992:2 1993:2 1994:2 1995:2 1996:2 1997:2 1998:2 1999:2 2000:2 2001:2

Re

ten

tio

n R

ate

Med. Offices Resid. Care Hospitals All Industry


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Example Of Report Focusing On Retention By Training Provider

1997 Training Completers Community College “A’s” RN Program - Job Retention by Industry and Sector

* Such a report could be produced by combining program completion data and covered wage data.

1997 Cohort = XXX

1998

1999

2000

2001

Ambulatory Care

Acute Care

Long-Term Care

Other Industry


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What are typical causes of high turnover?

Applicants inadequately prepared Lack prerequisite skills Lack technical skills Lack a realistic knowledge of the conditions

of employment Failure to accommodate needs of “non-

traditional” workers Single parents Handicapped/ disabled Language


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What are typical causes of high turnover?

Stress on the job: Shift rotation Mandatory overtime Physical demands Safety issues Psychological demands

Aging workforce / retirement


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Factors cited as contributing to high turnover of RNs

Poor pay and benefits Poor relationships with physicians Lack of voice in patient care issues Mandatory overtime and lack of

scheduling flexibility Patient load and pace of work due to

understaffing Lack of access to supervisors and mentors Documentation requirements


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Reasons cited by nurses for remaining with the same employer for 5 or more years

Reason for Staying Hospital

In-Patient Staff RNs

(% )

Hospital In-Patient Staff LPNs

(% ) Good benefits 40.0 38.2 Good relations with MDs 37.1 41.2 Good mentors & colleagues 43.8 32.4 Flexible work schedules 40.0 26.5 Good pay 41.0 29.4 Adequate staffing levels 18.1 8.8 Good continuing education opportunities 16.2 14.7 Management listens to nurses’ concerns 13.3 11.8 Nurses can control their own practice 5.7 2.9 Good advancement opportunities 4.8 8.8

* Findings from the 2001 Survey of Staff Nurses in North Carolina, Retaining Nurses in North Carolina, The North Carolina Center for Nursing, May 2002


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Solutions suggested to reduce turnover of nursing staff in hospitals

Redesign work processes using collaborative work models, designed to meet patient, worker, and organizational needs, while ensuring that the work of caregivers and support staff is meaningful.

Revise reward systems to encourage collaborative and multidisciplinary approaches to accomplish work.

Adopt new communication and information technology solutions to reduce duplicate data entry, improve communication, and improve workflow.

Modify work environments to accommodate older workers (e.g., the mean age of the nurse population in 2000 was 47; it was 25 in 1980).


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Solutions suggested to reduce turnover of nursing staff in hospitals

Improve scheduling and reduce mandatory overtime by anticipating peak demand better, spreading out admissions, and cross training staff to develop a “float” pool of talent.

Analyze where (in what units) turnover is greatest and look more closely for issues in those units.

Analyze where (in what units) turnover is greatest and look more closely for issues in those units.

Overall do a better job of listening to the workers and upgrading front-line management skills,


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Selected Sources of Community College Program Performance

Information

Data and Characteristics of the Illinois Community College System.

Annual Enrollment and Completion Report. Career and Technical Follow-up Study. Focus Report on Nursing Programs in Illinois Community Colleges. Program Review Report. Results Report. Performance Indicators for Higher Education. Perkins Postsecondary Performance Measures. Adult Education and Family Literacy National Reporting System

Performance Indicators. Integrated Postsecondary Data Systems (IPEDS) Performance

Reporting. Accreditation Status – Institutional and Program Specific. www.iccb.state.il.us


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Illinois Community College System

48 community colleges blanket the state.

240+ career and technical credit programs provided.

Noncredit courses and customized offerings are provided to meet the needs of area employers and residents.

Business and Industry/Economic Development Offices are active at every College. Statewide liaison ICCB Workforce Division. http://www.bsnillinois.com/

Designated MIS Coordinators serve as the primary state data contact at each College. Statewide liaison ICCB Policy Studies Division.


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Associate Degree Nursing (AND) Programs in Community Colleges

Train Registered Nurses (RN)

RN training is the largest community college career and technical education program.

RN is the highest level of community college nursing training.

Program Duration – Requires 2+ years of full-time enrollment.

42 of 48 Community Colleges provide RN training.

44 Associate Degree Nursing programs exist in the state.

Illinois Department of Professional Regulation licenses.


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Statewide Community College Registered Nursing (RN) Enrollments Are Increasing

STATEWIDE

Reported RN enrollments in FY2002 totaled 11,009 statewide.

+11.5 percent – One year percent change.

+3.8 percent – Five Year percent change.

SOURCE: Annual Enrollment and Completion (A1) Data


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Community Colleges in the Governors Northeast Economic Development Region

City Colleges of Chicago (7) Elgin Community College Joliet Junior College Kankakee Community College Kishwaukee Community College College of Lake County Moraine Valley Community College Morton College Oakton Community College Prairie State College South Suburban College Triton College Waubonsee Community College


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Regionally Community College Registered Nursing (RN) Enrollments Are Increasing

REGIONAL – Northeast Economic Development Region

Reported RN enrollments in FY2002 totaled 6,116 in the region.

+8.5 percent – One year percent change.

+2.1 percent – Five year percent change.



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Statewide Community College Registered Nursing Completions Are Decreasing

STATEWIDE

RN completions in FY2002 totaled 1,590 statewide.

-8.6 percent – One year percent change.

-24.3 percent – Five Year percent change.



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Regionally Community College Registered Nursing Completions Are Decreasing

REGIONAL – Northeast Economic Development Region

RN completions in FY2002 totaled 895 in the region.

-8.0 percent – One year percent change.

-22.1 percent – Five Year percent change.



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Career and Technical Follow-up Study Results for Registered Nursing Graduates

95.6 percent of RN graduates were employed and/or continuing their education one year after graduation.

Overall graduates reported positive levels of satisfaction one year after graduation with their Careers M = 4.25/5.00 and Program Components M = 4.16/5.00.

Earnings averaged $31,390 annually for full-time entry level workers.

Among working graduates, 95.7 percent were employed in the field.

64.5 percent worked in the district where they were trained and 25.7 percent worked elsewhere in Illinois.

SOURCE: Career and Technical Follow-up Study.


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Program Improvement Initiatives to Address Leaks in the Pipeline

Academic preparation of potential students.

Student retention.

Seek ways to increase program capacity to accommodate additional students based on demand.


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Recommendations from the Focus Report on Nursing Programs in Illinois Community

Colleges

Continue efforts to improve student retention.

Carefully monitor the local job market for Nursing graduates and adjust enrollment caps to meet demand.

Maintain close contacts with employers in the various healthcare settings (hospitals, nursing homes, home health care agencies, physician’s offices, clinics, ambulatory surgical centers, emergency medical centers, etc.) to more fully meet employer needs.


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Selected Issues Impacting Registered Nursing

Faculty availability Clinical site availability. Regulated parameters for training/education.

Expanded options for traditional worker populations. Pay versus responsibility versus other employment

options. Working conditions (scheduling, hours, stress, workload,

physical requirements of the work, etc.). Role in the overall healthcare profession.


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Potential Approaches to Address Issues Impacting Registered Nursing

Compensation and recognition for faculty. Creative and expanded partnerships with the healthcare

provider community. Collaboration with regulators.

Nontraditional student recruitment. Adequate staffing levels using creative ways to provide

greater flexibility to schedules. Job analysis to improve working conditions (Ergonomic

approaches that minimize bending, reaching, and lifting; stress management training, etc.).

Career ladders for individuals with the requisite skill sets. Seek opportunities to elevate the status of nurses within the

healthcare community. Provide additional recognition for accomplishments.


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Additional Issues Impacting Registered Nursing

Declining numbers of nursing graduates. Aging RN Workforce. Declines in Relative Earnings. Population Growth and Aging. Trends in Healthcare Financing. Distribution of Demand by Setting.

SOURCE: Projected Supply, Demand and Shortages of Registered Nurses 2000 -2020 US Department of Health and Human Services (July, 2002)


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Higher Education Committee to Review Health Professions Education Programs

Illinois Board of Higher Education’s Committee to Review Health Professions Education Programs Policies and Priorities for Health-Related Programs (August, 2003).

Registered Nursing (4,151) is the healthcare fields in which Illinois is projected to have the greatest need for workers annually through 2010.

Registered Nurses (143) is fifth on the top ten list of fields in which Illinois annually needs more health care workers than it has been producing based on the past five years.

Increasing capacity in Registered Nursing is recommended.

http://www.ibhe.state.il.us/board/agendas/2003/august/item%2016%20report.pdf


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Education For Employment Regional Delivery System

Secondary Career and Technical Education is managed via 60 regions incorporating 508 local districts

Boundaries are aligned with ROE or CC Coordination of K-8 career awareness

and 9-12 career planning and preparation


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Secondary Supply** Root Causes **

Counseling practices – is there adequate career awareness at K-8?

Students do not take advantage of program access

Negative parental perceptions of CTE Parental information is limited regarding

postsecondary requirements


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Root Causes…

Budget cuts – program elimination Weak collaboration between secondary

and post-sec.; program articulation is needed for seamless transition between levels

Disconnect between minimum HS graduation requirements and college entrance requirements


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Secondary CTE Supply

FY 2002-2003 Statewide Enrollment:51.1600 Nursing Cluster 2,63951.1613 Practical Nursing 16051.1614 Nursing Asst/Aide 232

All Health Occupations 6,090All Secondary CTE 348,433


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Solutions…

Review programmatic offerings in the region

How? – contact Education for Employment regional director

Source – ISBE web resource


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Solutions…

Review enrollment/completion patterns in secondary health occupations programs

How? – via EFE director access ISIS reports

Source – handout re CIP codes


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Solutions…

Review School Report Cards for state, district, and schools

How? – ISBE web resource

Source: www.isbe.net


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Solutions…

Analyze CTE Performance Management Information System results for selected programs

How? – contact EFE director for reports available by program/program area/school/district/region/state

Source – handout sample


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Solutions…

Review quality and extent of K-8 career awareness efforts

How? – contact EFE director to discuss activities such as interest inventories, job shadowing opportunities, career fairs, etc.


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Other Solutions

Analyze teacher availability via ISBE Teacher Service Record System

Analyze dual credit options (ISBE Census of HS Students Enrolled)

Seek non-traditional enrollees – Ex., “Are you man enough to be a nurse”

Review existing articulation agreements and enrollment/completion patterns (contact community college)


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Illinois Efforts

Explore recruitment of retired nurses P-16 IL Education Research Council at

SIU-E Compare and contrast hs exit-level

standards and assessments to post-sec entrance and placement exams

Expand focus from “access to college” to “access to success in college”


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ISBE Initiatives

Development of IL Student Information System/state-issued ID/data quality training/data standards

School Improvement Planning tools (handout webpage)

High Schools That Work – a major focus is career and academic guidance and counseling

Development of secondary to post-secondary transition measures


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Planning Grant Review Process

Non-competitive but must be responsive to elements in RFA

Reviewer criteria includes: Willingness of partners to redirect funds

to address critical skill shortages Depth of involvement and input from

consortium members in developing the planning application


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PLANNING GRANT REVIEW PROCESS

Reviewer criteria includes (continued):

Quality of the work plan Qualifications of individuals assigned to

the project Reasonableness and justification of

requested costs Overall responsiveness to the

requirements of the RFA


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Wrap Up

Three most important things to remember: 1. REGION!2. REGION!3. REGION!

Comprehensive, inclusive, regional consortium is critical to success

Proposal must be responsive to RFA requirements

Don’t hesitate to ask for TA: contact Lori Clark at 312/814-5962; [email protected]

governors workforce development conference october 24, 2003 critical skill shortages initiative...

Documents

skill shortages overview

skill shortages cssi

economic development

key sectors industries

training slide

sectors contribution

major sectors

post secondary slide