Los Angeles / Orange County Regional Consortium

Public Sector

Workforce Challenges &

Opportunities

July 18, 2007

Research Objectives

• Assess current and projected public sector workforce needs within the Los Angeles and Orange County region, with a focus on public administration and public utilities

• Develop and analyze indicators of potential shortages or gaps in occupational supply and demand

• Identify potential solutions to workforce challenges that can be addressed by the community colleges

Methodology

• Secondary Research of the Industry and Occupations

• Executive Interviews with Employers

• Telephone Survey of 150 Public Sector Employers

110 Public Administration Employers

40 Public Utility Employers

Fielded June 13 – 25, 2007

Public Sector Industry Definition

Current Focus: Public Administration and Utilities

Public Sector

Municipal Services

Administration of Public Works

Programs

Health Services & Social Assistance

NAICS 62

Public Administration

NAICS 92

Criminal Justice and

Public Safety

Education

NAICS 61

Utilities

NAICS 22

Transportation & Warehousing

NAICS 48-49

Profile of Employment: 2005

Within the region, over 212,000 workers are employed within Public Administration and Utilities

Employment Projections

Replacement needs far outpace growth for both public administration and utilities employers

 2005

EmploymentExpected Growth Next 12 Months

Estimated Replacements Next 12 Months

    % # % #

Public Administration 193,240 4.6% 8,900 8.7% 16,840

Public Utilities 18,940 0.5% 90 2.9% 550

• Public Sector: 10.3% job growth 2006-2014 in the region Orange County 18.8%, LA County 8.1%

• Private Utilities: 9.1% growth 2006-2014 Orange County 19.4%, LA County 6.2%

Promoting Practices

For non-entry level positions, most employers either recruit from outside (35%) or strike a balance between recruiting

from outside and promoting from within (37%)

Public Utility employers were more likely to recruit from outside

Recruiting from Outside the Region

23% of employers always or frequently recruit employees from outside the Los Angeles/ Orange County region

Workforce Challenges

Formal Succession Plans

On average, employers expect 8.5% of their public administration employees and 6.4% of their utility employees to

retire over the next three years, representing 17,700 workers

39% of Organizations have formal succession plans in place

Recent Hires: General Skill Deficiencies

Public Administration employers were more likely to mention general writing skills Public Utility employers were more likely to mention technical competence and ability to work independently

Occupational Assessment Categories

• Employer survey results: growth and difficulty hiring • Projected job growth 2004 - 2014• Projected replacements and separations

REDOccupations that provide the STRONGEST indication that they

will be undersupplied in the future

YELLOWOccupations that provide SOME indication that they will be

undersupplied in the future

GREENOccupations that provide LITTLE TO NO indication that they will

be undersupplied in the future

Occupations Assessment

RED OCCUPATIONS

• Water and Wastewater Operators

• Computer Analysts and Computer Support Specialists

• Supervisors/ Managers of Technicians & Maintenance Workers

YELLOW OCCUPATIONS

• Program Analysts, including Staff Service Analysts

• Budget, Business and Financial Analysts

• Supervisors or Managers of Office and Admin. Support Workers

• Accountants or Auditors

• Power Plant Operators

Difficulty Finding Qualified Applicants

Text

Projected Growth and Replacements

Difficulty Hiring and Growth Matrix

Computer Analysts &

Support Specialists

AccountantsAuditors

Water and Waste Water Operators

Computer Analysts &

Support Specialists

Purchasing Agents

Supervisors:Office Support

Workers

AccountantsAuditors

Program Analysts

Budget Analysts

Supervisors: Maintenance Workers

Typical Education Requirements

Preference for Specific Associates or General Bachelors

Career Ladders

Community College Student

Water/ Wastewater

Technician or Jr. Operator

Technically Minded

Computer Tech. orJr. Analyst/

Support Specialist

Policy Minded

Program or Budget Analyst

File Clerk orOffice/ Admin. Support Worker

Computer Analyst orSupport Specialist

Water or Wastewater

Operator or Sr.Technician

Senior Management or Budget Analyst

CFO or Controller orCity Manager

Supervisor/ Mgr of Office and Admin.

Support Workers

Department HeadIT Manager or

Senior Analyst or Network Administrator

Plant or Systems Supervisor

Interest in Community College Programs

71% of employers were interested in on-site customized training from community colleges

Interest in Joining Consortium

76% of employers would likely join a consortium where community colleges provide standardized training and

workshops to public agencies

Conclusions I

• Consortium Training in a Competitive Environment

• Public Sector employers are more likely to recruit from outside (35%) than promote from within (24%)

• Over 2/3rds (71%) of PS employers were interested in on-site customized training for current employees

• Over ¾’s (76%) of PS employers indicated they were either very likely or somewhat likely to join a consortium training model

• Typically, cities are most likely the focus of consortium training but the significant need for water operators could provide an opportunity with Public Utilities

Conclusions II

• Employer Perception of Educational Degrees

• A majority of PS employers expected a Bachelor’s degree for 5 of the 8 occupations evaluated

• A general Bachelor’s degree is preferred over a specific Associate’s degree for half of the occupations

• “Writing skills” were most often cited as a deficiency among new hires and employers believed that is better taught in a 4 year degree

• There was generally a low level of awareness among PS employers about Associate degree and Certificate programs at the community colleges

Conclusions III

• According to PS employers, awareness of PS employment opportunities is low among current students and job seekers

• Communicate employment options to current students

Immediate employment out of the Community Colleges (Water Operator, Program Analyst)

Internship opportunities with PS employers while going to school

Advancement opportunities while working in the Public Sector and working towards a 4 year degree

Energy & Environment – Green Technology

• Definition & Sectors to Focus on

• Energy Production (Solar, Wind)

• Professional Services (Research & Design Svcs.)

• Transportation (Bio-fuels, Batteries)

• Water & Sewage Systems

• Manufacturing (Building materials)

• Waste Mgmt. & remediation services

• Building & Construction