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7.0. EDSR 2-11-2002 . / Item 7 . city o f .�.. River MEMORANDUM TO: Economic Development Authority FROM: Heidi Hall, Economic Development Assistant \'\ DATE: February I I, 2002 SUBJECT: Regional Labor Force Assessment Attachments • Sherburne County 2001 Labor Force Assessment Executive Summary, Nov. 2001 • Where the Jobs Are, St. Paul Pioneer Press,Jan. 18, 2002. . Issue The 2001 Minnesota Labor Force Assessment included nine regional pilot projects that identified and evaluated the underemployed work force and determined the gaps between the supply and demand for workers throughout the state of Minnesota. One of the nine pilot projects included an assessment of Sherburne County's work force. The City of Elk River can utilize this information to: • Identify labor shortages • Provide existing companies with a skilled labor force • Identify workers' skill levels to market potential businesses • Attract out-commuters back into the area Background Information Project Funding • $750,000 appropriation from the 2000 Legislature • 60% from DTED • 40% match from each regional group that participated • Data Collection • Random Household Surveys • Dept. of Economic Security's Job Vacancy Survey Study Findings Total Commuters • A total of 63% of Sherburne County residents commute to work outside of Sherburne County Breakdown of Locations (see Table 1) • 30% work in Hennepin County • 19% work in Anoka and Wright Counties • 14% work in other counties (Stearns, Benton, Mille Lacs, Isanti, and Ramsey) Many of these workers are underpaid, over skilled, and/or overeducated. In other words, they are underemployed. A Person is Underemployed When He or She Is: • 1) Working part-time involuntarily (cannot work full-time due to economic reasons beyond control) 2) Overqualified or overeducated for one's current employment (have more education, training, or expertise than their current jobs require) 3) Earning wages below market value for one's occupation or skill set Study Conclusions • Attract out-commuters back into the area and identify workers' skill levels to market potential businesses In order to attract the 63% of out-commuters back into Sherburne County, the jobs that include the highest percentages of underemployment should be included in the City's business recruitment efforts. The top five occupational categories in which Sherburne County residents are underemployed (see Table 2) are sales, healthcare support, production, education, and architecture and engineering. Currently, Elk River is working to recruit businesses in the production field. • Provide existing companies with a skilled labor force Sherburne County contains a well- educated work force. Roughly 59% of respondents 25 years or older have had some college, received an Associate, Bachelor's, or advanced degree (see Table 3). • Labor Shortage Identification The occupational groups with the highest job vacancy • rates were personal care and service, food preparation and serving related, and construction and extraction (see Table 4 and note the turnover-adjusted demand). �y [ yaq-":.*#'':'k'''' ' igi t' Commuting Patterns • e` . o ;.. �; c This section provides workforce commuting information for Sherburne 1 County, identifying where respondents commute to work and how different job factors would have affected the distance they are willing ` ark to travel. 'y: � vhg, F a�P,' a` ✓c, i ..A ,Ac'h ` &�� Each dot represents the destination of one worker originating from Sherburne County. lex t - - . " v iyft�, , , • 37% of the working residents are employed in r£ � Sherburne County. 4, a � �� 30% of the working residents are employed in �9 _ • Hennepin County and another 19/o commute to : - 'r Anoka and Wright Counties. \ . 14% of the working residents are employed in other Table 1 counties. �4dd M rison pine Ianabec i t - � Iii le Lacs Burnett. i- .1--.,=,‘ 4 enton Stearns ti +{--; I ntt^ n �,S V''«Anoka , r, - � UUrshin S6 iyohi Wright11' iht , x Meeker . , i. , 0 : �se Croix enn # St.A McLeod Carver `�: ':'1.4 e Dakvt pierce e Scott El Sibley' P' i ��var,,,,,,,ak.-1.,,Ir w � x µ ',..;,:11.--,1-4.',....:,•...,,,,I,...--.... xq,: 2001 Labor Force Assessment—Sherburne County i 0000000000000 N O) - O O O) O 0) O N CO O CO a) C) d L C > 0 . O O O O O O O O O O O O O m V O co O a0 '- I N 00 c4 O co co r in r N co Ln r co N .a C Y N L C > 0 -. O O O O O O 'O O ,:,°. O O O d- O CO O• co I� I` co d O CO CO ;- mr Lf) r N CO . Lf) r M CN CaQ C • C - C N N 0 N 0 0 0 O C O N O N > > > > > > 0 . 2 o 'a pN L O 0 3 0 C) _ L cn -p O > Q 0) L N M O E i =0 +) m o 0 E_V 401 > co U J ..AlielosTts co D Vc it L moo/ '3 ' .2 0i - K fl s'S➢c O O O a) 2 .O ,g Q Et a X'' -00)190.... f'' U to H p N c6 a) O7 _ +3 W e_pe >lt w N .cn 4- I.L • C N =j o c� To a) O a "� ) N > U -C L vi O C a, N a O C6 (B •.� a) a) ` N m a cd a) C U C . 2 N p m a� a) O 'L✓ c i c ) O CU p "� U o '= O "E c6 C6 C W C co t O O m a0'i ,- 0- = ca Q U2 C .E -a .0 • C CO pd rnp C CO Q ,_ -0 ,_ al co Q C H C N Q 0 0 (6 0 0 N 2 as C O O O CU 0 CD U U CO N 7 Q C O- C V N •- N C a) C L U "0 c0 ca U c6 2 c0 N O O = -o O i 4. OL N CO E- 0 coH22I0 W 0 < Oa I- r'Z;4'''''''.:;,‘WAi4C44\0";A VONA,: iTi:-'-k,X', , ://,',.-, _, , • \ 117:41:*;;;I:*‘` (litIzt,,,il':*-';;I::Stkili,. The estimated average job vacancy rate for all occupations in Region 7W was 4% or 4 job vacancies for every 100 filled jobs. ''' The occupational groups with the highest job vacancy rates and a large number of job vacancies were: Personal Care and Service (492), Food Preparation and Serving Related (1799), and `" Construction and Extraction (425). \\. Table 4: Employment and Job Vacancies by Major Occupational Group in Region 7W � Turnover- Numberr Employment Job Major Occupational Group of Estimate of Vacancy Adjusted Vacancies Total Jobs* Rate (%) Demand r ,tAw.- ',z' '''''''21='0)4**th* Food Preparation and Serving 1,799 14,240 13% AA Related ',‘,ir:'"t ' N,';,,setattA, �' • Office and Administration Support 629 19,940 3% A r Production 501 17,550 3% A a • Personal Care and Service 492 3,320 15% AA M.v ' Sales and Related 435 14,250 3% BA Construction and Extraction 425 8,380 5% A Transportation and Material Moving 375 9,270 4% A Healthcare Practitioners and198 4,180 5% AA Technical Education, Training and Library 97 11,330 1% BA Healthcare Support 88 3,060 3% BA Building, Grounds Cleaning ° 71 4,890 2% BA and Maintenance Installation, Maintenance and Repair 69 5,490 1% BA Business and Financial Operations 33 3,750 1% BA Legal 28 NA NA NA 4?. CI Farming, Fishing and Forestry 20 NA NA NA A Community and Social Services 13 1,470 1% BA Protective Service 10 1,220 1% BA Computer and Mathematical 8 1,280 1% BA '. , Architecture and Engineering 6 NA NA NA Art, Design, Entertainment and 5 1,570 0% BA , Media Life, Physical and Social Science 1 NA NA NA All Occupations 5,343 135,370 4% - Q *Employment estimates by occupational group are from the Estimates Delivery System(EDS)using 2000 <,tY • Occupational Employment Statistics(OES)Data. **The index value for all jobs is 1.0,Above Average(AA)=Turnover-Adjusted Demand(or TAD)above 1.2, ,)„' :114:::, ,,,,,, :,14"1,:, ,.4,'"iii:k,,,,,it:.1!,:ii Average(A)=TAD between 0.8 and 1.2,Below Average(BA)=TAD below 0.8. g. NA=No Data Available • 2001 Labor Force Assessment—Sherburne County *.. 2.,-., .4411e..,„„,,-, -::-,‘'''''t: - -: ' -- .... .„, ,,(„,„„„..,".. 'ty' sk yy]�� 113 E alr A .: ILE 9 .,.:: ',„ if ',,, A..• ,,,,.•• ... 'Pi - , ..0,,, alk joh.,,,, ,I, E,, r ,..: .„, • 71M� c. ::.. MSK �;:.. ... .... ..„ .. :,_ ,,..,.,..i,,‘ . ,1 .,. ; • , ; : '4 ' • ,t-- ( 0.. _• + -h !�aice= +Mew< a•`Yix:..:,.,,;, • ». e « , g'. F, s ,,` Table of Contents Sherburne County I> Introduction to the Study 2 Workforce Information Workforce Job Details 3 Hours Worked Per Week •. > Number of Employers Employment Tenure at Primary Job ® , '` Workers'Annual Salary Job Benefits Offered to Workers rt1Part-Time Workers Seeking More Hours Labor Force 7 Self-Reported Reasons For Not Working _ Willingness to Return to Employment Employee Preferences The Workforce: Demographics .9 Highest Education Level Completed Households With Children Under 13 ‘,,,,' ,!..i,,,,, \ZA„.;Jf:d?'144.4 4,,,'.71 a Commuting Patterns 10 Map of Commuting Patterns One-Way Commuting Times and Distances ' :A.,.-' .VII) ';‘1,34,,,,,,ff,::,..c• Commuter Preferences Occupations With Commute Over 30 Miles Commuter Wages Compared to Regional Wages Underemployment 14 Working Part-Time Involuntarily Underemployment Due to Over Education zi Earning Wages Below Market Value for One's Occupation Earning Wages Below Market Value for One's Skill Set Employer Perspective 19 ' 4. Project Background Job Vacancy Rate ,' Tumover-Adjusted Demand e$ Job Vacancies by Occupation Supply and Demand of Labor. 23 Respondents Willing to Change Jobs Conclusions 24 ` Methodology 26 r� Purpose About This Study Underemployment Employer Perspective ,t``: _ Appendix 1 Appendix 2 \3c Attic - 2001 Labor Force Assessment—Sherburne County 1 a Introduction to the Study There are two components to this study: the employer perspective was of area residents. All dato collection and theperspective , ,:• r1!e::'''.i,v\ffe.A,,-; mi's-p•.•:,,.1,4..:44';"i:'?-\:,,, : conducted in second quarter 2001. In order to get a balanced picture a of the supply and demand of labor in a given region two surveys were conducted. A marketing research firm conducted a household 34 vw ,�;�, 3 telephone survey; 406 randomly chosen households in Sherburne s,; �� ` _ County were interviewed by phone. \�\\: The household phone interviews included anyone age 16 or older in order to be consistent with the Bureau of Labor Statistics definition of labor force. Provisions were made to assure that the sample was c ,' representative of the age and sex of the general public in this region. 4x ,-Pilt4All data were collected from the primary source (the respondent who directly spoke to the interviewer) and no questions were asked about other household residents (secondary source of information). The yR survey asked questions regarding employment availability, 2"'",',9.'''''';;!-!".1.' employment history, commuting patterns, and educational background. See www.scapartnership.com for the surveying • 1` ' ' instrument. ,;' '''''''r4i:''\'''w.t V' ,'''''''' '''''-`\---'•-‘ ;.',E1,'",--.<.: ,', 1,„,''',-"` '''': A statewide Job Vacancy Survey conducted by the Minnesota Department of Economic Security was used to gather the employer perspective on a regional level. A random stratified sample was " designed to be statistically reliable on the regional level. The results ; - 19 �; from Region 7W were extracted from the statewide database and �� analyzed as a single region. R The results of these two surveys were analyzed together in order to get an accurate view of the supply and demand of labor in Region 7W `\ during the second quarter 2001. �1''` V" Statistical analysis carried out in this report directlyreflects the � � � y ' p answers provided by household and employer respondents. Every , ` g attempt has been made to present statistical results simply and without bias. Results are presented without speculation as to the \,• nature of particular results or overall trends. The reader is left to Nz i` °` ` examine the results provided, extract the most pertinent information, 4 and come to his or her own individual conclusions. •:''''''0A040,,,,. 9 2001 Labor Force Assessment—Sherburne County 2 1111141::: 34i:..„);L:'.:51111:1*:4771N'4:S1104111;'i. o \Y, ,, Workforce Information This section analyzes household survey responses obtained from Sherburne County and discusses the area's employment highlights. wP tiggimox Workforce Job Details \\V A r .cap h� ,\ e The largest portion of workers (77%) reported working full-time. (Full- time = 35 hours or more per week) Number of Hours Worked Per Week s 51 or More \,, Less Than 20 Hours Hours Itt® ,,,'` z 3'l 11% 11% 9,r \ a a 21 to 34 Hours ' a 12% �� 41 to 50 Hours , r 24% fir,. t : "P '" \ ,, 35 to 40 Hours \ 42°/a pmplopotti'N'. mitignittigit iiiiiggrrNio-kiiVZiliofgiii • The vast majority of workers (88%)were employed by a single employer. 3 \3\\ \� Number of Employers for Which Residents Reported Working for at i3 \ the Time of the Survey Three Employers Four or More 1% Employers � Two Employers 4k\yE -::':1 7...''A',, a a ew 2 One Employer 88% mss:: 2001 Labor Force Assessment—Sherburne County 3 ; In Sherburne County, the employment tenure for primary jobs ranged N , a from less than a year to over 50 years. The most notable lengths of ' $'.r,' employment were those jobs held for short(three years or less) and \ " N long (sixteen years or more) periods of time. x \y The median employment tenure for primary jobs in • Sherburne County was 7 years. The average -,� employment tenure was 10.5 years. 38% of respondents reported working at their primary V job for three years or less. `4' ` 28% of respondents reported working at their primary job for sixteen years or more. v a ,\�• \,•. .< ., Employment Tenure at Primary Job . 30.0% :,)," c' 25.0% C gat 0. III 2CD 0.0% I Co c Y 15.0% I c t '� 10.0,..:: . k..0.,,r ,', A:al ,,,:,, ,,,,,,,,,„,:„..k.\\,„,, ,,,, , , , : 15 % ,, ,, ,,.....,,, , ,..),.. ...,.,,f:;:, , 0.0% <1 year 1-3 years 4-6 years 7-10 years 11-15 years 16+years - Years at Current Job \ 555S4 .ate it 9; 2001 Labor Force Assessment—Sherburne County 4 s In Sherburne County, the largest portion of workers reported receiving `� an annual pre-tax salary of$30,000 to $40,000 at their primary job. • 8% reported receiving an annual salary of less than $20,000. • 16% reported receiving an annual salary of$20,000 to$30,000. z,z • 28% reported receiving an annual salary of$30,000 �� `. to $40,000. • 20% reported receiving an annual salary of$40,000 ` to $50,000.f 28% reported receiving an annual salary of over \. $50,000. *All hourly workers' annual salaries were calculated assuming a 40- 4 hour workweek. \,:, F \:�., a Workers'Annual Pre-Tax Earnings(As a Percent of <; , Total Respondents) '`i ,_ _ 30.0% a 25.0% '•,',, , .iZ'xi,\ A.;,.2,;1rillgi e 20.0% \\4§. 15.0% .. 10.0% mom ,IlI " ` 5.0% � \ pUuiiuiuiviuiiiii \ � 0� 8O O O 0 O 0 0 j 0 OOOOOOOO0ON pOO6 O 6 O O p O O\ � m - O N MVEa 6S- O 2 01 i \� A 2001 Labor Force Assessment—Sherburne County 5 t. i.$ As expected, more full-time employees were offered benefit packages W\ than part-time employees. Medical Benefits: „'''' ., ,<'t4'''''' :.„ttfot. y ,a 88% of full-time workers were offered medical benefits through their place of employment compared to 45% of part-time workers. �; Vt Life Insurance: moo " • 81% of full-time workers were offered life insurance benefits through their place of employment compared t40to 43% of part-time workers. 113a t'\ Contribution to a enPlan: • 83% of full-time workers were offered a Retiremcontributiont to a retirement plan through their place of employment compared to 38% of part-time workers. Paid Vacation: '' ' 3' 1 87% of full-time workers were offered paid vacation ��` through their place of employment compared to 43% �h of part-time workers. 4y,, 41 u't b0 °'i , anti 2001 Labor Force Assessment—Sherburne County 6 ? R �! A large portion of part-time workers were willing to work more hours at ` their current job if offered the opportunity. • In Sherburne County, 55% were willing to work more hours. "F • Of those part-time workers willing to work more hours, 24% reported they were willing to work 10 or ' . more additional hours. Labor Force '''' '''''Iti.,,iiri. , '''‘s ' Of all the residents in Sherburne County currently not working, most were retired. ., �a • 51% of respondents currently not working described themselves as retired. • 21% of respondents currently not working described themselves as homemakers. • 10% of respondents currently not working described \��\� themselves as disabled. 3% of respondents currently not working described N themselves as seasonal workers. ay 71 *Respondents could choose more than one reason for not working. �t For people who are not currently working, many are willing to work if -_ offered the right job. "1�ye • Of the respondents looking for work, most(91%) - were seeking full-time employment. a 2001 Labor Force Assessment—Sherburne County 7 . " ` ' Survey respondents rated the importance^of different employment °� � factors when considering a job. �� •.=: , 4 • 91% of respondents rated an increase in pay as important*with 66% of respondents rating it as very important. 21% of respondents rated more affordable childcare as very important, while 55% rated it not at all important. a \ ', • 33% of respondents rated more convenient childcare as important*. ' 0 • 74% of respondents rated employer paid training as important*. _ • When considering importance of a lesser degree of job responsibility lk k _ there was no general consensus among survey respondents. • 78% of respondents rated more job security as important*, with ,,7'k :7 .\\ 4?:'''''';-,;,,,..<, 5.:4:4,,,,ia ,v' z,,,,,, approximately one-half of respondents (51%) rating it as very r �� important. • 78% of respondents rated increased schedule flexibility as important*with 47% of respondents rating it as very important. • 85% of respondents rated an increase in job benefits as important* with 60% of respondents rating it as very important. . • 72% of respondents rated a better job location as important*. • When considering increased job prestige there was no general , g consensus among survey respondents. • 81% rated better utilization of skills as important*when considering . ' ��, a job. zs'ly • 75% rated improved working conditions as important*. y • 75% rated career advancement opportunities as important*. '\ g 70.0% Factors Rated as VERY Important ... 60.0% .. 50.0% 40.0% ay 30.0% 20.0% . 10.0% a I 0 cf c)qs° .,44(' :''' ,,,,,S• . • '' • :. ,,,,,,,,,, ,-,,- - -1 / or c,c,r,i) , - -, J - coc''.3 , kt,N ./0/ • \ .,, \5, e' i .., ." ce „,,,, „.„ .,, , . ., ..,,, ,..,..,. , , . . ARespondents could choose Very Important,Somewhat Important, Not Very Important,and .. \\ Not at all Important. i *Important=Very Important and Somewhat Important combined �� 2001 Labor Force Assessment—Sherburne County 8 s att oIllipTlitt �lv .., The Workforc Demographics easholityv?::-:*stioNaitille 0 , n §. 11% less than a High School Diploma 30% High School Diploma or GED • 26% some college • 11%Associate Degree • 22% Bachelor's, Master's, Doctoral, or Professional Degree a d1.10` Highest Education Level Completed Bachelor's, k a Less Than High Master's, School Doctoral,or, 11 \ ,>, Professional F �\�. Degree �� .� ANDRA \5AtitiltliMMIver rniiiiinig 22% 's High School IftiiiiiiillikAllimmik �' iiiiiiiiiiiiiGraduate � \ 30/0 Associate o Degree x t a ggiviiing 11% Some College 26% :, p a as a x r Ht!itji .. .. =i.�_ x 62% of households reported having no children �E: 4 under the age of 13 residing at home. • 29% of households reported having one or two l§ , � children under the age of 13 residing at home. • 9% of households reported having three or more children under the age of 13 residing at home. �t \\ R ,a 2001 Labor Force Assessment—Sherburne County 9 h- \\ f l Commuting Patterns k . z �a This section provides workforce commuting information for Sherburne :;. County, identifying where respondents commute to work and how s : different job factors would have affected the distance they are willing - to travel. ,. ittrl't t7vt,tdilf, .,<",,,i ey ,\\. ,, : Each dot represents the destination of one worker originating from `� .e� : Sherburne County. y 1j �x _,_Wj • 37% of the working residents are employed in Sherburne County. 30% of the working residents are employed in Hennepin County and another 19% commute to Anoka and Wright Counties. 9 '.,:',/,',,, • 14% of the working residents are employed in other counties. „,...., , „,, , . _ . i __ +dd M t ,rtson Pine , anabac MiEe L :'es Burnett ,, • a ; ' ntt n ®\ Stearns • tr inti , . *�:. C ' age; Polk. A • *� hl' . oka i ohi fright • . ,• •VV-Shln� • Y Meeker' # ® '.,j`trie . * Vit. raiz a�; f 7° .1 ertl' 1 ,,,ilk Jo_ �,, ' McLeod Carver ' ' , Pierce y' lvll+ — r @. `3 Scott I.Jak° a Sibley P ( 8 a, s z4 .. E1t'fE"F111`� M 2001 Labor Force Assessment—Sherburne County 10 Tulle n (s ` . The commuting patterns for Sherburne County were tabulated to depict one-way travel to work measured in time and distance. y\ Commuting Data: Time dei,` ., �, .'4,, '. 32% reported traveling 0 to 15 minutes to work `�\\$ one-way. • 29/° reported traveling 16 to 30 minutes to work one-way. 'N : • 20% reported traveling 31 to 45 minutes to work one-way. • 19% reported traveling 46 minutes or more to work one-way. ` Workers' Commute Time to Work One-Way '�\\ 1.4, Itk • More Than 46 Minutes 31 to 45 6% Minutes -,A\,„- \ a `?' 7% :�za ifk 16to30 Minutes i �; o 20/0 x 0 to 15 Minutes 67% a y Commuting Data: Distance • 35% reported traveling 0 to 10 miles to work one-way. AaNiZ RY • 18% reported traveling 11 to 20 miles to work one-way. • 18% reported traveling 21 to 30 miles to work r one-way. . • 15% reported traveling 31 to 40 miles to work \\ one-way. • 14% reported traveling 41 or more miles to work one-way. alfil.'itit.511111121riti'; .r V - �^�`:I ray Ta.L 'I\ 2001 Labor Force Assessment—Sherburne County 11 X646 t Residents of Sherburne County reported salary requirements needed to change commute time. Xit.Nu11 ��.Ai: Employed: • g How much more pay#(in dollars per hour) would workers require to commute a longer distance? How much less pay" would � workers accept to take a job with a shorter commute? #The values to the right of the shaded boxes indicate the worker would require a 4� k,z„ $/hr increase in pay to commute more minutes to work. ° ' "The values to the left of the shaded boxes indicate workers'willingness to accept a $/hr decrease in pay to commute fewer minutes to work. ,„,;.• ',:k,;9',. ,\` y *Shaded boxes indicate current commute times. All dollar values are median dollar amounts. �\ ,: oma • �' .„, ” Current Travel 16 to 30 Not 46 or Not Time a More Minutes Willing , �• a • Willing (in Minutes) � Minutes 0 to 15 Min. $ 4.00 12% $ 5.00 21% $ 7.00 47% • 16 to 30 Min. $ 0.73 �� $ 2.40 61% $ 4.81 71% �. a „: $ 2.40 63% 31 to 45 Min. $ 1.00 $ 1.73 58/o 46 or More Min. $ 2.40 $ 1.00 45% NA 60% Z NA=No data available �' • ,�%��� Not Working: • '4� '\\ The following are the MINIMUM WAGE ranges required to attract fig \ y\\ 4. a non-working resident to accept a job with the given commute \ � \.\ z times. , �, A, „rte M3 Qat @aA a= vA. vw:A 'a ..• Commute Time a ,, Ftp- 4 0 to 15 Minutes 42% 25% 28% 5% 16 to 30 Minutes 25% 31% 26% 18% ,i4 31 to 45 Minutes 8% 9% 14% 69% '`s' 46 or More Minutes NA NA NA 86% �, a 2001 Labor Force Assessment—Sherburne County 12 a � � \�\ iso ' �\ ti N, ,,I,:,::-,,..,.,i1,)"--Ft 1 z; Occupations For Which Sherburne County Residents Commuted Nk\\\ More Than 30 Miles One-Way (In Descending Order) �a � '� ��� � �� , , tee • �o� �_;' �; ��, 'h has e �w;,. is ':,,,-i \ � 47 Construction and Related Fields ,s\ . ,,;,k,•,; r ', 43 Office and Administrative Support� , ' 51 Production Fields 5, v\� ,, 49 Installation, Maintenance, and Repair ,,—.. 11 Management / 53 Transportation and Material Moving ag, r- ft 13 Business and Finance Professionals C, • 15 Computer and Math Professionals , v 29 Healthcare Practitioners and Technical "' 31 Healthcare Supports and Assistants • 25 Education, Training, and Library Fields AltlirFf ? �, , k. gitilc: W �,ru : 27 Arts, Design, Entertainment, Sports, and Media a , j a. \\ �;, a; Median Wages of Central Minnesota Residents*Who Commuted w More Than 30 Miles One-Way Compared to Median Regional Wages" by Occupation (In Descending Order) F eC '� E, e e. "v' E'%U' iR !116si•.:a;,�a.� .t .a .av iI1iI11UFtJUi�. #' 47 Construction and Related Fields $22.60/hr $18.10/hr $4.50 $9,360.004 x ', 51 Production Fields $15.00/hr $12.29/hr $2.71 $5,636.80 '4' � • 43 Office and Administrative Support $$135..20601/ 13.25/hr $10.59/hr $2.66 $5,532.80 y n�°` ;-; le, 53 Transportation and Material Moving $13.33/hr $12.01 /hr $1.32 $2,745.60 491 Installation,Maintenance,and Repair $17.50/hr $14.98/hr $2.52 $5,241.60 �' ,•�•' 41 Sales $12.61 /hr $8.82//// hr $3.79 $7,883.20 '` 29 Healthcare Practitioners and Technical $20.00/III hr $19.05/hr $0.95 $1,976.00 � � 13 Business and Finance Professionals $18.99/hr $18.42/hr $0.57 $1,185.60 ` 37 Building and Grounds Occupations $11.54/hr $9.26/hr $2.28 $4,742.40 � 25 Education,Training,and Library Fields $17.31 /hr $16.11 /hr $1.20 $2,496.00 torf, , •,%,,,,,',,,, .\\ *Residents are from the following counties:Benton,Cass,Chisago,Crow Wing,Isanti,Kanabec,Mille Lacs, ,��' Morrison,Pine,Sherburne,Stearns,Todd,Wadena,and Wright. :� \ www."Source:mMinnesotanworkforcecenter.orgllmDepartment ofi/Economicsalary/index.htm Security,Minnesota Salary Survey Second Quarter 2001: ' s)/F F<q \\ , 2001 Labor Force Assessment Sherburne County 13 3 a as ® \,y Underemployment -it tip' mom- ; m om, t' For the purpose of this report, underemployment has been defined in four ways: n 1. Working part-time involuntarily 2. Overqualified or overeducated for one's current employment 3. Earning wages below market value for one's . occupation 4. Earning wages below market value for one's skill set Q y Involuntary part-time employment involves individuals who cannot y ` work full-time due to economic reasons beyond their control. Such • workers may be unable to find full-time employment that pays a T,,,,,ik;'1*;1';' 1,r''' ..:"< • required wage. Overqualified/overeducated workers have more * education, training, or expertise than their current jobs may require. �3 ` Workers making wages below market value for their occupation or skill could make a higher wage by transferring to a new job in the same occupation orretrainingfor a related occupation. 4ii Pby p "' € • ' r Only 7% of part-time workers reported working part- N. time involuntarily due to slack work conditions or unavailability of full-time work. N Respondents cited the following situations as their main reason for • s -MaN' working part-time. y�4 • 42 ,%• • 32% prefer part-time over full-time work • 24% in school or training '/� ' \. • 13% family obligations other than child care i 13% retired or social security limits on earnings • 8% child care problems , t 7,1 . 5% slack work or business conditions a • 3% health or medical limitations or restrictions 4 , • 2% seasonal work m • 2% part-time work was the only work available : ,,,,v,:Norf- ,.,7,.'-`,,:::„At'„,+, ,i v� � 2001 Labor Force Assessment—Sherburne County14 "T . a Respondents 25 years of age and older reported their highest level of \` ,: educational attainment and current occupation. These responses !Illf �' were compared to the O*Net database1 that describes occupations in . % terms of Job Zones: the education and experience level required to �f L' `: carry out that job. Job Zones are represented by a numeric scale 4 � ranging from 1 to 5 with "1" representing jobs requiring little educational preparation (less than a high school diploma) and "5" ', representing jobs that require at least a bachelor's degree and more 1,,,,.: , \I.t.,1,.?,<\,v,".' often an advanced degree (See Appendix 1 for further details). { Respondents whose educational attainment exceeded the educational ' requirements of their occupation were defined as underemployed. Underemployment by Education Broken Down by Education Level • 11% of working respondents self-reported having a higher education level than required for their current job and another { 34% reported having their education in a different field. 1T • The technical analysis confirmed these results by revealing that approximately 15% of employed respondents have obtained a higher level of education than required for their job. Underemployment Due to Over Education: 1 by Educational Attainment Education Level (\\ _ • • , Percent 33.0/0 16.0/0 80.0/o V 14.0% 0 0 0 Underemployed x Office and Office and Office and Education, � ' a Administrative Administrative Administrative Training and ., ' Support Support Support Library Top Occupational ' ;: ;y Categories Construction Sales Production Management it.g,.5t. \\k.1.5k4t41,4f.- ,.,1 for the '. Underemployed Population Transportation Business and Moving Construction Sales and Finance Materials Professionals '�® '^,i ' For more information about the O*Net 3.1 Database see:httn://www.onetcenter.ore/database.html ' 2001 Labor Force Assessment—Sherburne County 15 - \� \ -: "‘„,:-,,,,::':::',T'4z'i,r'-:;""'L',:,ii. -..,?,.-4.1.,,,i';'):: ,,ii;.(-1,' '' Underemployment by Education Broken Down by Occupational m - .\ Category in Sherburne County . \ Table 1: Underemployment Due to Over Education: by Occupational Category y 1-4,000ii,?,"\kt:4t."3::,,=:= - All Occupations 15% 11 Management 5% 13 Business and Finance Professionals 9% 2 15 Com.uter and Math Professionals 20% f�' ��;�,� \\ 17 Architecture and Engineering 0% a, .;�\ 19 Science and Social Science NA i;A\: ; \" 21 Communi and Social Services NA *;;?4,-4,-3„-'''',`k \ 25 Education, Training and Library Fields 30% 27 Arts, Design, Entertainment, Sports, and NA ? ' 4 Media ,e ,t4�, ,,A-:', '2 "'''4:1,:••• 29 Healthcare Practitioners and Technical 0% 31 Healthcare Support 40% 33 Public Safet and Protective Services NA 35 Food Preparation and Food Service 0% " ,\\ .. 37 Building and Grounds Occupations0-4 NA ;` \�& 39 Personal Care and Service Workers NA y 41 Sales 27% 43 Office and Administrative Support 27%gir \� z 45 Farmin., Fishin., and Forest NA 47 Construction and Related Fields 19% 49 Installation, Maintenance, and Repair 0% \ 51 Production Fields 6% F; 53 Transportation and Material Moving 9% �¢, NA=No data available Many respondents working in the Healthcare Support field reported working in assisted living situations or nursing homes. \\ These jobs may require a lower level of education. Therefore, o�; \ yr\ respondents with high education levels were considered underemployed. • In many cases, respondents working in Education held Master's Degrees but worked in a teaching-related job that did A,.. not necessarily require such a degree. • The Sales and Related category had high degrees of r �$ underemployment, particularly in cashiers and telemarketers, occupations that require a low level of education. c 4 3' 2001 Labor Force Assessment—Sherburne County 16 ,ta_ • When considering an employee's job tenure and that occupation's turnover rate, employees whose wages were lower than the market value for the region were considered underemployed. (See ',,\- Methodology for more details)E Table 2: Underemployment Due to Lower Than Market � i' Wages For One's Occupation • rip r, Ax g i' Ate. ' a ��'< j't-:,:': 1 All Occupations 22% t 11 Mana•ement 38% 13 Business and Finance Professionals 25% ���,I4. _a 15 Computer and Math Professionals 33% 17 Architecture and En•ineerin• 17% 19 Science and Social Science NA 21 Community and Social Services NA 25 Education, Trainin• and Libra Fields 23% �` ° 27 Arts, Design, Entertainment, Sports, and NA � Media �� 29 Healthcare Practitioners and Technical 8% a a A 31 Healthcare Support 33% - 33 Public Safet and Protective Services NA 4 44 35 Food Preparation and Food Service 13% 37 Building and Grounds Occupations NA t 39 Personal Care and Service Workers NA 41 Sales 44% 43 Office and Administrative Support 15% ,:. 45 Farmin•, Fishin., and Forest NA •' . 47 Construction and Related Fields 23% \ ,s4,44,,,„44‘4, 49 Installation, Maintenance, and Repair 6%r‹ ;44 „,r,• 51 Production Fields 17% 2_ 53 Transportation and Material Moving 40% 4.4 NA=No data available • High underemployment in the Management field is largely due p to self-employment and small businesses whose primary employees work long hours. ;`V ,, \4. 2001 Labor Force Assessment—Sherburne County 17 4 'iAlt*A.;,‘,41:4A4:=, •N' .: --, To assess the skills of workers, the O*Net database was used to define three closely related occupations for current and past employment up to ten years. If the respondent's current reported � .. " wages were less than the 10th percentile statistics of the Second Quarter 2001 Minnesota Salary Survey of any of the related occupations, the respondent was considered underemployed. -' '-' "'"" c,,,,..,„,‘,........, ,,. :::,,,,„,,,„„,„„,,,„„„., . .:,,,,,,,„,, , ,,,,,,,,, .„,„„,.„„ ,,,,,„:„: „,„,,,„ ..,,,„ii,,,„,. .....„,,,,,„,;„,,, .... . . ,,,,,,,,,„,,...„.„,,,,,,,,„:„,,,...„,,„, Table 3: Underemployment Due to Lower Than Market,; , Wages For One's Skills ,, :i4,," 1"k‘, •' "Itil,!.; \\ .,',.'',4irail .:,./c.,' ',;,`k',,-',-,',,,i ....h,........ktAti„...,_.,...,_.....„. -,•••-••••,, ........... ' All Occupations 24% 11 Mana•ement 16% 13 Business and Finance Professionals 27% \� , 15 Computer and Math Professionals 17%3� 17 Architecture and En•ineerin. 50% 19 Science and Social Science NA y • 21 Community and Social Services NA 1 , 25 Education, Trainin• and Libra Fields 38% �� 27 Arts, Design, Entertainment, Sports, and NA , 1 Media e, 29 Healthcare Practitioners and Technical 8% 31 Healthcare Support 50% 33 Public Safet and Protective Services NA 35 Food Preparation and Food Service 38% .....,,,,,,i..,4*'-'tril;;;;;;;;,z.,,,,N.....,,,,,t ,, 37 Building and Grounds Occupations NA 39 Personal Care and Service Workers NAi 'u 41 Sales 44% 43 Office and Administrative Support 18% 45 Farmin., Fishing', and Forest NA 47 Construction and Related Fields 4% • � ' 49 Installation, Maintenance, and Repair 24% '`it .. ) t 51 Production Fields 33% 53 Transportation and Material Moving 0% i\ � A 3`\�i y. V 4 �S NA=No data available '; r may z z: ., 2001 Labor Force Assessment Sherburne County 18 . Employer Perspective (`k 'Srk44,11,--„,Z::,4414,4--t*, ' e a Bi*ckgroun * The statewide Job Vacancy Survey contributes to our understanding " �� ' of occupational supply and demand and provides an economic .-, •• .:..,,... •, indicator of workforce shortages. w# Job vacancies (positions open-for-hire during the time of the survey) were reported by employers who participated in the Minnesota Job Vacancy Survey. The exact count of job vacancies cannot be known �� with certainty. Rather, the survey produces estimates of the demand "AlA for workers on a statewide and regional level during second quarter (April to June)2001. The data were collected from a sample of firms and organizations throughout the state of Minnesota. The sample was randomly drawn '''''.'333 '''''''' to represent the industry and size characteristics of employers in 11 X41" = regions. Not all surveyed firms participated. Still, the 69% that did participate (5,783 responses from a survey of 8,412) enable us to : produce statistically reliable findings. In Region 7W the response rate was 67%. gy - • Workforce Supply and Demand Measures m ''' Vacancy counts alone are not a complete picture of labor market b • demand. A large number of job vacancies may indicate a lack of \r� .. workers qualified for open positions or it may be related to staffing _: r turnover. Table 4 provides two measures for the comparison of hiring demand across occupational groups:job vacancy rates and turnover- adjusted demand. ,.R .c ;4 i ``: 2001 Labor Force Assessment Sherburne County 19 *,,..**.' ..':: 4:'' ''''',W s104;17— A. illkitt*,31e;''''''.'"'' .,"'''.'..ke''\',gicC4t1A'',SoY The estimated average job vacancy rate for all occupations in Region 7W was 4% or 4 job vacancies for every 100 filled jobs. �A��'� OWE The occupational groups with the highest job vacancy rates and • a large number of job vacancies were: Personal Care and Service °° (492), Food Preparation and Serving Related (1799), and """"` Construction and Extraction 425). ��,: Table 4: Employment and Job Vacancies by Major Occupational Group in Region 7W Tumover- Number Employment Job Adjusted Major Occupational Group of Estimate of Vacancy Vacancies Total Jobs* Rate (%) Demand Food Preparation and Serving f ' iktz Related 1,799 14,240 13% AA ,,,,,,,, Office and Administration Support 629 19,940 3% A `' `• Production 501 17,550 3% A\\� Personal Care and Service 492 3,320 15% AA Sales and Related 435 14,250 3% BA \\� Construction and Extraction 425 8,380 5% A Transportation and Material Moving 375 9,270 4% A Healthcare Practitioners and \ 198 4,180 5% AA Technical .• ..., 0- Education, Training and Library 97 11,330 1% BA Healthcare Support 88 3,060 3% BA Building, Grounds Cleaning 71 4,890 2% BA ,°a a ,, and Maintenance Installation, Maintenance and Repair 69 5,490 1% BA Business and Financial Operations 33 3,750 1% BA Legal 28 NA NA NA Farming, Fishing and Forestry 20 NA NA NA N Community and Social Services I) 13 1,470 1% BA Protective Service 10 1,220 1% BA '� Computer and Mathematical 8 1,280 1% BA Architecture and Engineering 6 NA NA NA '„,`�A., Art, Design, Entertainment and 5 1,570 0% BA ` Media Life, Physical and Social Science 1 NA NA NA � k4. All Occupations 5,343 135,370 4% *Employment estimates by occupational group are from the Estimates Delivery System(EDS)using 2000 Occupational Employment Statistics(OES)Data. **The index value for all jobs is 1.0,Above Average(AA)=Turnover-Adjusted Demand(or TAD)above 1.2, Average(A)=TAD between 0.8 and 1.2,Below Average(BA)=TAD below 0.8. 2 J, . h NA=No Data Available 2001 Labor Force Assessment Sherburne County 20 ' b ‘,:::::::,,,,;i,,,,,;:,' ,,,,,,,,,,,:it:2L11,....---\,,,,,,,i,,,,,,,;::,,,,,,,iii,,,,,,::1.1„,-,:‘,' ' , Job vacancy rates alone do not provide conclusive proof that a workforce shortage exists. One factor that influences the job vacancy level is turnover(the rate at which workers cycle in and out of jobs). Turnover-adjusted demand is a tool used to compare job vacancy u rates while controlling for expected levels of hiring demand. This \• �''' index measures workforce demand due to factors other than turnover, vv namely the demand for new entries into the field.1 • There were 3 occupational groups that had an above-average .a��� „\ turnover-adjusted demand indicating a higher demand for new -4 entries to the field. These included Food Preparation and Serving \\` Related; Personal Care and Service; and Healthcare Practitioners •11..,,6-4>3\,,,f, and Technical. �° • There were 10 occupational groups that had a below-average turnover-adjusted demand. th job c were: Sales and Related, EducationThe3wi, Trainingthemost and Librarvacany; andies • Z\ Healthcare Support. \\ \ ,a�� i :::y rt.` ' • f a., y`l ti � C-,,y. Turnover-adjusted demand is calculated:(Job Vacancy Rate/Turnover Rate)for the occupational group divided by(Job Vacancy Rate/Turnover Rate)for all jobs. Job vacancy rates were obtained from the second quarter 2001 Minnesota Job Vacancy Survey. Turnover rates were calculated using the Current • Q Population Surveys Job Tenure Supplement microdata,produced by the U.S.Census Bureau. 2001 Labor Force Assessment Sherburne County 21 k 'k t. >.'"i:/2`.-41'""2"••2 � s 1 Job vacancies were grouped top 26 occupations winto 560 unique occupations. accountfor The ith the most job vacancies • 78% of total job vacancies. ', , In Region 7W, there were 26 occupations with 51 or more job vacancies. The top three occupations with the most job ,. vacancies were Counter Attendants, Cafeteria, Food 441` °` Concession, and Coffee Shop (553); Food Preparation and � ', ` '',,,,-.441, Serving Workers, Including Fast Food (493); Construction Laborers (323). Table 5: Top 26 Occupations With the Most Job Vacancies Number Employment Job Median Job Title of Estimate of Vacancy Wage Vacancies Total Jobs Rate Offer*($) Counter Attendants,Cafeteria, Food 553 NA NA $ 7.50 Concession,and Coffee Shop �,, Food Preparation and Serving Workers, ° i\ \ Including Fast Food 493 2,720 18/° $ 6.50 `' »r Construction Laborers 323 740 44% $ 13.00 Recreation Workers 276 180 153% $ 5.15 "• -V a Assemblers and Fabricators,All Other 206 NA NA $ 10.70 Bookkeeping,Accounting,and Auditing Clerks 181 1,680 11% $ 8.00 Waiters and Waitresses 172 1,620 11% $ 5.15 Telemarketers 166 NA NA $ 8.25 \‘'*akal's ' ' ;� Receptionists and Information Clerks 163 1,000 16% $ 7.50 �f *:22 Customer Service Representatives 152 1,760 9% $ 8.00 Bartenders 140 NA NA $ 6.00 i Truck Drivers,Heavy and Tractor-Trailer 127 3,050 4% $ 13.00 First-Line Supervisors/Managers of ° ' '', Food Preparation and Service Workers 123 1,940 6/o $ 10.00 f,„ Personal and Home Care Aides 113 790 14% $ 8.32 Food Preparation Workers 110 910 12% $ 7.00 Machinists 108 780 14% $ 16.00 Retail Salespersons 104 4,140 3% $ 7.50 Cashiers 98 4,300 2% $ 6.00 Bus Drivers,School 93 910 10% $ 15.00 Hairdressers, Hairstylists,and Cosmetologists 79 170 46% NA Plumbers,Pipefitters,and Steam76 420 18% $10.00 Truck Drivers,Light or Delivery Services fitters 76 710 11% $ 10.00 ,,,,,,,,RwovoimiN.,k.. , -.,- ,- Sales Representatives,Wholesale and Manufacturing, Except Technical and 60 750 8% $ 15.00 \ Scientific Food Preparation and Serving Related ° ;x v Workers,All Other 54 280 19/o $ 6.20 Foundry Mold and Coremakers 51 NA NA $ 6.00 jYI Dishwashers 51 690 7% $ 10.00 1''%cy' NA=No data available *The occu ational groupwages are median hourlywa a rates calculated from wages reported byemployers for ''� p 9 9 9 P vacant positions. :\ 2001 Labor Force Assessment Sherburne County 22 ID' g Supply and Demand of Labor Survey respondents in Sherburne County were asked whether they would consider getting further occupational training. • 60% of respondents reported they would seek further occupational training if it meant obtaining a better job even in a " a, different field. q,N� To assess the skills of workers as they relate to high-demand occupations', the O*Net skills database was used to define three � x closely related occupations for current and past employment(ten-year z °. work history). ,, :. • Of those who reported working in a high-demand job and were N. \ willing to change jobs, 59% have the skills required to fill • ' `,,_ another high-demand job. • Of those who were willing to change jobs and not currently working in high-demand jobs, 42% have the skills required to fill a high-demand job, 58% do not. Table 6: Respondents Who Are Willing to Change Jobs But Do a,;,,,„1.!*,<,;\\,t1:_; Not Have the Skills Required For a High-Demand Job Are Qualified For the Following Occupations^: 516030 Sewing Machine Operators 14% 514120 Weldin. and Solderin• Workers 9% 434130 Loan Interviewers and Clerks 9% 413040 Travel Agents 9% �'� 435070 Ship.in., Receivin., and Traffic Clerks 8% c 7 \ 113060 Purchasing Managers 8%0 .' 292070 Medical Records and Health Information Technicians 8% • µ i,,, ° 119110 ►nLi xaur:i�:ILMI IMAIr .r:r•- 8% o 3 t 531030 Supervisors of Transportation and Vehicle Operators 7% 434030 Court, Municipal, and License Clerks 7% 119050 Food Service Mana.ers 7% ., °' 113070 Transportation, Storage, and Distribution Managers 7% -•:."....." 519060 Inspectors, Testers, Sorters, Samplers, and Weighers 6% r' .• 513010 Bakers 6% I‘‘ 't'=" k ' '-!i:- _ 1 439060 Office Clerks, General 6% 4 . ^One Can Be Qualified For Multiple Jobs ,v 'High-demand occupations refer to those listed in Table 5. 2001 Labor Force Assessment—Sherburne County 23 Conclusions Recent layoffs and increases in the unemployment rate in rural ,yg Minnesota have raised many questions concerning the supply and demand for workers in a given region. Region 7W's Job Vacancy Rate of 4% is •in line with the state's 4% rate. This indicates that the ,• job market is as tight for workers in Region 7W as in Minnesota as a \ X whole. Many workers from Region 7W may be required to accept a \ job that requires a skill or education level below what they have =n attained, take a job for less pay, commute a further distance to find a - good job match, or relocate to where their skills are needed. On the other hand, recent workforce shortages have raised concerns about finding qualified workers to fill current and future jobs, especially in high demand fields such as healthcare. Fortunately, potential workers exist within the jobless and employed populations. A significant number of employed part-time workers would work more hours if offered. Although many non-working respondents are retired •.\,,,,\ and will probablyplaya diminishingrole in the workforce, other non- '' ,,_,_ working residents who reported looking for work most were seeking full-time employment. Underemployed workers represent another potential pool of labor. There is evidence that many workers have higher wage possibilities in occupations related to their current job(s) and are Itiro ;'.. therefore underemployed. Other underemployed workers are represented by part-time workers who would rather work full-time and workers with a level of educational attainment beyond the \` requirements of their current job. If underemployed or non-working individuals are to move to higher paying or high-demand occupations, retraining will be necessary in many cases. Over half of total respondents indicated they would seek further training if it meant getting a better job. n V� ' , r ,&tic', '\'''‘‘‘‘,.•.=''' %„4'v.':,.• 1,44 4'-k4t 1„,,,,,.. Al•••'',. Fury 2001 Labor Force Assessment—Sherburne County 24 �0 The pool of underemployed represents a potential pool of workers for certain occupational sectors worst hit by workforce shortages or for new businesses that maybe recruited into the community. Workforce shortages are particularly acute in Food ��� z E ' Preparation and Serving Related; Personal Care and Service, and Healthcare Practitioners and Technical. Significant numbers of '..,•\\ ‘0........- employed and non-working respondents have the skills to fill high- demand jobs. Likewise, there are other workers who have the skills needed to accommodate new businesses entering the community. Finally,while wages are an important part of a workers decision tocommit to an employer, commuting distance and time also w ,•Y play a role. Many workers are willing to commute long distances to 4''' i' ''''' v � � ' , work. This willingness drops off with increased mileage, but workers k4 who are willing to commute further expect to be compensated for the Z distance. k ,:i.. -,,,.-%...,\,- 4 t',,,„40Z ' . ', , .. N .e,,.,i,, \moo ' .. as N \E N \ k A � -, "' 2001 Labor Force Assessment Sherburne County 25 �W OM" �A: a re methodology ��� OSM h. ..�, e In the current economy, many employers are having a hard time filling a certain positions. At the same time many workers have skills that may F not be fully utilized due to lack of opportunity in the area. This research will serve as a tool to determine the gaps between the supply s • and demand for workers in a region, thus providing economic • development organizations with the information to market their p'''' l''itt s�z educated workers to prospective businesses. ' hie Stud _a There were two components to this study: the employer perspective, Kperspective and the of the area residents. All data collection was conducted during second quarter 2001. In order to get a balanced picture of the supply and demand of labor in a given region two surveys were conducted. A marketing research firm conducted a • household telephone survey; 406 randomly chosen households in Sherburne County were interviewed by phone. The household phone interviews included anyone age 16 or older in /7' order to be consistent with the Bureau of Labor Statistics definition of • labor force. Provisions were made to assure that the sample was representative of the age and sex of the general public in this region. ' All data were collected from the primary source and (the respondent who directly spoke to the interviewer) no questions were asked about other household residents (secondary source of information). The ` survey asked questions regarding employment availability, employment history, commuting patterns, and educational background. See www.scapartnership.corn for the surveying instrument. &'''''s'k:''''441/4,'49i'%'>i.V4\ The statewide Job Vacancy Survey conducted by the Minnesota '"''' ' '''''''\‘' '''; 1 ‘t,;14 ',.' Department of Economic Security was used to gather the employer '.->.''!'17‘.11::' :ii4,14;' ,\*)„.:;-:' ,,,,,i,kis.,1,4, ' perspective on a regional level. The results from Region 7W were extracted from the statewide database and analyzed as a single region. Pages 3—18 of this report reflect the results of the household survey e (supply of workers). In many cases these results were used in E. • conjunction with standardized data sets to draw more meaningful conclusions. Pages 19—22 of this document reflect findings from the 2001 Minnesota Job Vacancy Survey(demand for workers). Page 23 reflects the analysis combining the results from the household survey • and the Minnesota Job Vacancy Survey bringing together the supply and demand components of the labor market. ,� ,,y 4 2001 Labor Force Assessment Sherburne County 26 ?4 s::: - ; ,\.•vAlt„ z:;,f,t44. ' s ,: rtiteoi, phi:Innen , - Underemployment by Education—Overqualified or overeducated for " '" one's current employment Underemployment by education was analyzed using the self-reported education level and current occupation of the household respondents 25 years of age and older in conjunction with the Department of Labor's O*Net Job Zones. The respondent's current occupation was associated with the appropriate Job Zone and then compared to the self-reported education level. If the respondent's education level was higher than ''' '''‘`,47:-Attv'I' ‘'* 1:::, * ‘, required by the Job Zone associated with the occupation, the respondent was considered underemployed. For more information about the O*Net 3.1 Database see: http://www.onetcenter.orq/database.html git Underemployment by Wage— Employed at earnings below one's market value Underemployment by wage was analyzed using the household a,,; respondents' self-reported wage and occupation. This was then compared to the Second Quarter 2001 Minnesota Salary Survey • \ �� hftp://www.mNWorkForceCenter.orq/Imi/salary wage statistics for the corresponding region. Job tenure and job turnover' were taken into consideration and compared by individual occupation with the 10th 25th, 1 75th, and 90th percentiles in the Minnesota Salary Survey. If the ''''-,'1 1:4 respondent's reported wage was lower than the expected wage in the ' Minnesota Salary Survey then the respondent was considered underemployed. Farmers were not included in this analysis because ' farmers'wages are more correlated to land productivity than to job tenure. Reported job tenure (years in current job)was assigned to two • m4corresponding wage percentiles from the Minnesota Salary Survey. The occupational turnover rates were divided equally into four different groups —Very Low, Low, High, and Very High. Very Low Low High Very High ',"'t Turnover Turnover Turnover Turnover :'' \ Salary Job Job Job Job • %, Surve Tenure Tenure Tenure Tenure -f::' ''::• .<.z:,„Z'If• -, 1.','!--,- 4`,Ii;ittl*, 10-25% 0-5Years 0-4Years 0-3Years 0-2Years k,t;.,-°,,flisi,• ‘,/, ; -, 25-50% 5- 10 Years 4-8Years 3-6Years 2-4Years 50-75% 10-20 Years 8- 16 Years 6 - 12 Years 4-8 Years \..` 75% + 20 Years or More 16 Years or More 12 Years or More 8 Years or More Turnover rates were calculated using the Current Population Survey's Job Tenure Supplement microdata,produced by the U.S.Census Bureau. \- s 2001 Labor Force Assessment—Sherburne County 27 ti e $, a Underemployment by Skills — Earning wages below-market value for one's skill set Three related occupations were assigned to each of the respondent's a current and previous occupations. Assignments were based upon similar skills required in those occupations. If the respondent's current reported wage was less than the 10th wage percentile of any ' . of the related occupations the respondent was considered 4.4 ';,, /, t,, . underemployed. See diagrams below. Respondent's Three Related 1. Work History Jobs (Skills) .• ` Related Job 1 is 4�, . ..� — Current Occupation Related Job 2 T t, 3 - e Related Job 3 3 �:, • n V Related Job Al e • a — Previous Occupation A Related Job A2 `A, Related Job A3:.; r ` Related Job B1 �, L.I - Previous Occupation B Related Job B2 $ Related Job B3 Si. + "`'''� • 0 Related Job Cl r Y — Previous Occupation C Related Job C2 \• ,, Related Job C3 (Reported Wages (10th Percentile of I IF of Current Occupation) Minnesota Salary = Underemployed Survey) a . �. a • _ ;,,, 'Up to four occupations over a ten-year work history were considered in this analysis. a,eq 2001 Labor Force Assessment—Sherburne County 28 \i\- �r < a: y 3 tea: mow, \�, 5' \ t Surveyed employers were randomly selected from Minnesota's Covered Employment and Wages (ES-202) database. The sample was stratified by major industry and size class to represent the universe of employers in 11 defined regions throughout the state of \ Minnesota. The second quarter 2001 Minnesota Job Vacancy Survey produces point-in-time estimates: employers were asked to provide information on current vacancies, education and experience requirements,wages and benefits, and the length of time the job vacancy has been open. Responses were received from 5,783 firms statewide (69%). The St. `' "" Cloud Four County Region's (Region 7W) response rate was 67%. Job titles were coded into 560 detailed occupations using the Standard Occupational Classification (SOC)System. See Appendix 2 �' for major occupational groupings. After the survey data collection and P - editing were completed, data were scaled to produce estimates P representative of 11 regions. The scaling process takes into account , , the distribution of employment, by industry and size class, in the respondent group and in the universe of statewide employers. 114ItFor the purpose of this study, a job vacancy is defined as a position , that is currently open-for-hire in Minnesota. This study excludes job sae vacancies reserved for contract consultants, employees of contractors, and others not considered employees of surveyed firms. ' . For more details on the complete statewide survey go to: P � ,mivacanc 2 ��\ htto://www.mnworkforcecenter.ora / v a/ < For more detail on survey methodology go to: htto://www.mnworkforcecenter.oro/lm 1 N a ca ncy2o/methodoloov htm t c...,,,,,,,,„.4w,y\i-,,,, : Wtt,;,,,,,t,,,, ,,,,..,,,,,,..,„„,,.,,,,,,,„,„„}„, ;, ....,,.....„,,,,i,,,,,iit,,,,i„ ,,, .,,,,t,o, ,,,,,,:,,,,,,„,„iTz:,.,..: ,-:,'-.-'i'r r-..-• ;(,:rt,t'r',4'°//41.1- . 414 C f , .a `f , . 2001 Labor Force Assessment Sherburne County 29 a Appendix 1 Job Zone Definitions 1 Job Zone One: Little or No Preparation Needed . No previous work-related skill, knowledge, or experience is needed for these occupations. For example, a person can become a general office clerk even if he/she has never worked in an office ,- tp, . •„11.,,,‘ it' before. These occupations may require a high school diploma or GED certificate. Some may require a formal training course to obtain a license. Employees in these occupations need from a few �N days to a few months of training. Usually, an experienced worker *. could show another worker how to do the job. These occupations involve following instructions and helping others. Examples include fir ; ,7 bus drivers, forest and conservation workers, general office clerks, home health aides, and waiters/waitresses. --; , -;,- , rtat,,t , 2 Job Zone Two: Some Preparation Needed Some previous work-related skill, knowledge, or experience may ...t. ;„,r.1,.::' art .,.5.. , be helpful in these occupations, but usually is not needed. For example, a drywall installer might benefit from experience installing drywall, but an inexperienced person could still learn to be an �� installer with little difficulty. These occupations usually require a high school diploma and may require some vocational training or job-related course work. In some cases, an associate's or N '4• firipeart*Ak-A. . bachelor's degree could be needed. Employees in these occupations need anywhere from a few months to one year of working with experienced employees. These occupations often ,_. involve using knowledge and skills to help others. Examples � H� , include drywall installers, fire inspectors, flight attendants, \, pharmacy technicians, salespersons (retail), and tellers. , :a. 3 Job Zone Three: Medium Preparation Needed . �., • Previous work-related skill, knowledge, or experience is required "' for these occupations. For example, an electrician must have 5 completed three or four years of apprenticeship or several years of ': vocational training, and often must have passed a licensing exam, in order to perform the job. Most occupations in this zone require y 'tk'‘,: training in vocational schools, related on-the-job experience, or an associate's degree. Some may require a bachelor's degree. Employees in these occupations usually need one or two years of training involving both on-the-job experience and informal training :. with experienced workers. These occupations usually involve using communication and organizational skills to coordinate, \ supervise, manage, or train others to accomplish goals. Examples include dental assistants, electricians, fish and game wardens, legal secretaries, personnel recruiters, and recreation workers. 2001 Labor Force Assessment—Sherburne County 30 . yam ',� 4 Job Zone Four: Considerable Preparation Needed A minimum of two to four years of work-related skill, knowledge, or experience is needed for these occupations. For example, an 4c..\-\\-„--40:::: accountant must complete four years of college and work for several years in accounting to be considered qualified. Most of these occupations require a four-year bachelor's degree, but some ,� do not. Employees in these occupations usually need several 1 years of work-related experience, on-the-job training, and/or a , ' vocational training. Many of these occupations involve �,� coordinating, supervising, managing, or training others. Examples include accountants, chefs and head cooks, computer programmers, historians, pharmacists, and police detectives. 5 Job Zone Five: Extensive Preparation Needed 1. Extensive skill, knowledge, and experience are needed for these s occupations. Many require more than five years of experience. For example, surgeons must complete four years of college and an additional five to seven years of specialized medical training to be able to do their job. A bachelor's degree is the minimum formal \ education required for these occupations. However, many also require graduate school. For example, they may require a master's i:'4 n WEA L degree, and some require a Ph.D., M.D., or J.D. (law degree). �' ,, `. Employees may need some on-the-job training, but most of these occupations assume that the person will already have the required skills, knowledge, work-related experience, and/or training. These ��� occupations often involve coordinating, training, supervising, or managing the activities of others to accomplish goals. Very advanced communication and organizational skills are required. Examples include athletic trainers, lawyers, managing editors, �,..'-"-,\Z,, kikl k . Vi physicists, social psychologists, and surgeons. a ` 4 � .c .� ',',-.,-L,,, , *t \ \ 1"E 31 2001 Labor Force Assessment—Sherburne County Appendix 2 -;' �:• Twenty-two major occupational groupings defined by the Standard . :sem .:':.zr:,,y +�..K�;YaiyY,r„ `: ;rid `-. - Occupational Classification (SOC) System are represented in this %. <; x�,;. Vic;;,;:; ,. survey sample. Examples of occupations for each major occupational ',"', % ', 4=x"� .' group include the following: .•$ �• '44,'"' :7•4i: Major Occupational Group Sample Occupations ' ••: ,, rg \ Acknowledgements 4 �F ,\ as " Vie. , Author and Survey Coordinator: , Michelle Ostrom \\•. Programming Specialist: s Thomas Mielke Technical Support: A ' Thomas Mielke Todd Graham Lloyd Grieger Rachel Hillman Kyle Uphoff � Editors: Todd Graham � Kyle Uphoff Graphics: \. Colleen Anfang " Lloyd Grieger '`\.' q! a 2001 Labor Force Assessment Sherburne County ,. ';- ' ‘,., , '... INC ' ... ..41,4y,, .. r..,,,i;:«,,;' , , ... ‘,. ,, „.. ,,, t : . io ?r ' ,. •tom �R ,? " :- . tet . • - 1 t . ' , ,',40 f N , •, :Itor. . For more information or additional copies of this • , report visit: www.scapartnership.com Or contact: k , The St. Cloud Area Economic Development Partnership `R"' `£ Jeff Schlingmann, President = ; : ST. PAUL PIONEER PRESS ■ WWW.TWINCITIES.COM FRIDAY, JANUARY 18, ♦. 2002 FORMATIOisi thejobs are Though vacancies BEST BETS BY INDUSTRY• fall, industries still Job vacancies overall dropped more than40 percent Minnesota in the final three months of 2001;here's where most of thejob o enin s were.• have openings Occupational group Openings vs.2000(%) Part time% Median wage Sales and related 7,037 -63.9% 59% '. $7 50 BY MIKE HUGHLETT • Food prep and serving 6,429 -42.1'; 66 7.50 Pioneer Press Office support 6,102 -57.7 27 10.00 Health care 3,909 -22.5', 44 17.54 Worker shortages have evaporated in . Transportation and material moving 3,552 -19.5 74 10.71 many Minnesota industries, but not in Education,training and library 2,885 +30.0 52 10.10 health care, where employers continue Business and financial operations 2,451 -27.9` 1 24.04 scrounging for everyone from registered Personal care 2,348 -42.6 47 8.25 nurses to home health aides. Health care support 2,239 -32.5 60 10.00 That's the word from a semi-annual Production 1,516• 74.6 9 • 9.00 le state job,vacancy survey released Thurs- day by the Minnesota Department of Eco- Source:Minnesota Department of Economic Security nomic Security. The vacancy survey is the flip side of the monthly unemployment report The same time in 2000, according to the survey. tively high-paying technical jobs (with a former measures jobs without workers;the Or looked at another way,there were three median wage of$16.50 an hour) and tela- latter, workers without jobs. As the unem- vacancies for every 100 filled jobs during tively low-paying support jobs (with a ployment rate has risen during the past the fourth quarter,about half the vacancies median wage of$9.65 an hour). year,the job vacancy rate has fallen. per 100 jobs during the same period a year Health care has traditionally had a high In fact, during the fourth quarter, job ago. vacancies dropped 43 percent from the Vacancies in health care include rela- JOB VACANCIES,6C Jobgrowing sector,"said Todd Gra- nesota:2.9 percent compared to `- ham,regional analysis manager 3.4 percent at the Department of Economic The fourth quarter vacancy VacanciesSecurity "It's an industry in rate was highest in the state's which no on is going to say, northwestern region and lowest (continued) "there's a recession, I don't in the southeast.The southeast think I'll get that pacemaker."" includes Rochester, a strong- vacancy rate,as many of its jobs Other industries with rela- hold of health care jobs. The are physically or emotionally tively high vacancy rates — vacancy rate in Stearns and .? challenging. For example, nurs- food preparation, social servic- Benton counties is a bit lower ing homes struggle to find nurs- es,personal care services—all than in the Twin Cities — not ing assistants to aid sick sen- have median wages below $10 good news in light of the demise iors, while hospitals and clinics an hour. of Fingerhut. 411 increasingly lose potential nurs- The Twin Cities saw a partic- The company, St. Cloud's es to industries that pay better. ularly big drop in job vacancies largest employer, announced Meanwhile, the health care from 2000's fourth quarter to the Wednesday that it would proba- sector's demand for employees same quarter last year: 52 per- bly close,terminating 4,700 jobs, is increasing, despite the reces- cent. In greater Minnesota, the including 2,670 in St.Cloud. sion that has caused employ- drop was 22 percent. The Twin ment declines in other indus- Cities also has a lower vacancy Mike Hughlett can be reached at tries. rate (meaning fewer vacancies mhughlett@pioneerpress.com or "Health care remains a per worker) than greater Min- (651)228-5428.