COMPREHENSIVE REGIONAL WORKFORCE ANALYSIS
Transcript of COMPREHENSIVE REGIONAL WORKFORCE ANALYSIS
PINELLAS COUNTY ECONOMIC DEVELOPMENTSUMMARY PRESENTATION: DECEMBER 14, 2017
COMPREHENSIVE REGIONAL WORKFORCE ANALYSIS
TODAY’S AGENDA
Site Selection Group Overview
Workforce in Site Selection
Project Objectives
Commuting & Labor Sheds
Employer Findings
Key Occupational Clusters
Summary View of Strengths and Opportunities
Question and Answers
SITE SELECTION GROUP | PAGE 2
SITE SELECTION GROUP | PAGE 3
SITE SELECTION GROUP
SITE SELECTION GROUPLEADING CORPORATE LOCATION ADVISORY, ECONOMIC INCENTIVES AND REAL ESTATE FIRM
Full-service location advisory and economic
development consulting firm based in Dallas
One of the largest independent site selection firms in
the United States with 35 full-time employees
500+ completed corporate projects
$2.0B+ in economic incentives negotiated
$2.0B+ in real estate transactions negotiated
50+ completed economic development projects
Provides economic development consulting services
through the corporate lens
SCOPE OF SERVICES
LOCATION
ADVISORY
ECONOMIC
INCENTIVES
CORPORATE
REAL ESTATE
ECONOMIC
DEVELOPMENT
CONSULTING
SITE SELECTION GROUP | PAGE 4
SITE SELECTION GROUP | PAGE 5
WORKFORCE IN SITE SELECTION
SOURCES OF PROJECTSFLOW OF RECRUITMENT OPPORTUNITIES
Community EDC
PCED
State & Regional
EDC Partners
e.g. Enterprise Florida, Duke
CONSULTANT (~50%)
• Site Selection Consultants
• Tax/Advisory Firms
• Real Estate Brokers
• Law Firms
• Engineering Firms
COMPANY (~50%)
• Operations
• Financial
• Real Estate
• Supply Chain/Logistics
• Corporate Development
• Executive Level
SITE SELECTION GROUP | PAGE 6
TYPICAL SITE SELECTION PROCESSPROCESS TO IDENTIFY & SECURE OPTIMAL LOCATION
Needs
Assessment
Site Selection
Analysis
Tours and
Due Diligence Negotiations
• Demographics
• Labor force analysis
• Economic incentives
• Real estate research
• Infrastructure
• Wage surveys
• Business climate
• Geo-political risks
• Accessibility
• Operating cost analysis
• Decision matrix
• Economic development
agencies
• Community leaders
• Workforce commission
• Employers interviews
• Recruitment agencies
• Real estate options
• Infrastructure providers
Economic Incentives
• Tax abatements
• Training grants
• Tax credits
• Cash grants
• Real estate grants
Real Estate
• Acquisitions
• Dispositions
• Build-to-Suits
• Lease Renewals
Secure
Economic
Incentives
& Real Estate
Identification of
Finalist Locations
Comprehensive
Evaluation
of Candidate
Communities
Understand Client’s
Needs & Objectives
• Strategy formation
• Business drivers
• Project timeline
• Criteria weighting
• Employee profile
• Job creation
• Infrastructure needs
• Capital investment
• Geographic preference
• Facility specifications
PH
AS
EK
EY
ST
EP
SR
ES
UL
TS
Community
Filtering
Identify
Candidate
Communities
• Labor force size
• Competitor concentration
• Wage rates
• Unemployment rate
• Time zone
• Accessibility
• Union conditions
• Utility rates
• Real estate availability
• Economic incentive
climate
1 2 3 4 5 6Economic Incentive
Compliance
• Annual reporting
• Training reimbursements
• Job creation filings
• Applications
• Contract amendments
• Site audits
• EDC coordination
Compliance of
Economic
Incentives
Includes some level of workforce analytics
SecondaryResearch
(Filtering Risk)
PrimaryResearch
(Selection Risk) SITE SELECTION
GROUP | PAGE 7
PRIMARY LOCATION DRIVERS UNDERSTANDING THE MAGNITUDE WORKFORCE PLAYS IN SITE SELECTION DECISIONS
WORKFORCE
TRANSPORTATION INFRASTRUCTURE
ACCESSIBILITY
BUSINESS & TAX CLIMATE
REAL ESTATE
UTILITIES
REGULATORY & ENVIRONMENTAL
ECONOMIC INCENTIVES
SITE SELECTION GROUP | PAGE 8
Workforce (non-industrial projects)
SITE SELECTION GROUP | PAGE 9
PROJECT OBJECTIVES
PROJECT OBJECTIVESTIMELINE AND PROCESS
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• Commuting: Conduct an in-depth commuting analysis to understand
trends in different parts of the County
• Employers: Survey employers to understand what they see as the
strengths and weaknesses of the regional workforce
• Comparative: Leverage key secondary data source to compare Pinellas
County against key local and regional competitors
Identify Target
Occupations
1Employer
Outreach & Survey
2Data
Collection
3Primary & Secondary Analysis
4Full Report
& Community Presentation
5
APPROACH TO WORKFORCE ANALYTICSKEY COMPONENTS TO A TARGETED, COMPREHENSIVE VIEWPOINT
SITE SELECTION GROUP | PAGE 11
TARGETED ▪ Focused on key industries & occupations
PRIMARY RESEARCH ▪ Leverages real time data collection in region
SECONDARYRESEARCH
▪ Also utilizes key secondary data sources
COMMUTING PATTERNS
▪ Identifies real commuting patterns
COMPARATIVE ▪ Benchmarks against actual competitor communities
TARGET INDUSTRIES TARGET OCCUPATIONSKEY SKILL SETS & OCCUPATIONAL CATEGORIES
SITE SELECTION GROUP | PAGE 12
Advanced Manufacturing
Information Technology
Business & Financial Services
Life Sciences & Med Tech
Defense & Homeland Security
Aviation & Aerospace
Production (Skilled, General, & Logistics)
Engineers & Engineering Technicians
Scientists & Science Techs.
Information Technology
Business & Finance (Higher and Mid-Skill)
TARGET INDUSTRIES KEY OCCUPATIONS
PRIMARY & SECONDARY RESEARCHCOMPLEMENTARY APPROACH
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Job Postings Data (EMSI/CareerBuilder)
Occupation data at 6-digit SOC code (EMSI)
Industry data at 6-digit NAICS code (EMSI)
Wages (Economic Research Institute & EMSI)
Workforce Dynamics (Quarterly Workforce Indicators)
Commuting Patterns (LODES)
Demographics (Claritas & Census)
PRIMARY:
SURVEYS
SECONDARY:
SURVEYS & INTERVIEWS
REAL COMMUTING PATTERNS, COMPARATIVE MARKETS
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COMMUTING PATTERNS COMPARATIVE DATA
Pinellas County
▪ County proper and three distinct
labor sheds
▪ Tampa Bay (MSA)
▪ Orlando
▪ Jacksonville
▪ Atlanta
▪ Charlotte
▪ Nashville
Very competitive markets for
both industrial and professional
service projects
Commuting
▪ Unique labor sheds depending on location – importance of
drive times instead of political boundaries
▪ 40-45 commute zone common
▪ Public transportation & congestion
Employer Perspective
▪ Overall, strong, positive opinions of workforce quality
▪ But biggest challenge is also maintaining workforce quality
▪ Growth potential
▪ Retirement concerns
Specific Occupational Strengths/Weaknesses
▪ Very strong value proposition especially in Professional
Services and similar
▪ Competing with other Florida and Southeastern markets
SUMMARY LABOR MARKET FINDINGSIDENTIFYING STRENGTHS AND CHALLENGES IN THE REGION
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COMMUTINGPATTERNS
COMMUTING ANALYSISWHERE DO WORKERS LIVE
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Downtown/South: Home ZIPs of Workers Carillon/Central: Home ZIPs of Workers Oldsmar/North: Home ZIPs of Workers
Key Labor Sheds –Where do Workers Live?
Key Takeaways
▪ Unique Labor Sheds – Using drive
times instead of political boundaries
▪ Willingness to Travel
COMMUTING ANALYSISHOW FAR ARE PEOPLE TRAVELING FOR WORK OPPORTUNITIES
SITE SELECTION GROUP | PAGE 18
Commute Distribution forThree Key Labor Sheds
24%
8%
17%
37%
17%
31%
56%
30%
36%
62%
41%
51%
72%
58%
64%
78%
70%73%
84%81% 83%
88%84% 86%
90% 88% 89%92% 91% 91%
94% 94% 93%
100% 100% 100%DOWNTOWN CARILLON OLDSMAR
CU
MU
LATI
VE
PER
CEN
TAG
E O
F W
OR
KER
S
DRIVE TIME IN MINUTES< 10 10 to 15 15 to 20 20 to 25 25 to 30 30 to 35 35 to 40 40 to 45 45 to 50 50 to 55 55 to 60 > 60
Key Takeaways
▪ Ability to Draw Workers
▪ Central County – Optimal
but Longer
Labor Shed50% of
Workers
80% of
Workers
Downtown – South 17.6 36.3
Carillon – Central 27.8 38.6
Oldsmar - North 22.5 38.8
COMMUTING ANALYSIS: EMPLOYER SURVEYWORKER TRAVEL TIMES & CHALLENGES
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▪ Worker Travel Times – Reported
from Employers
▪ Aligns with secondary data
▪ 30-44 minute commutes
common
▪ Reported Challenges
▪ Traffic/Congestion
▪ Public Transportation
Key Takeaways – Commuting Overall
▪ ~45 minute labor sheds
▪ Drive times vs. political boundaries
▪ Congestion & Public Transit
Employer Reported Average CommuteTimes
17%
33%
48%
2%
Less than 15minutes
15 to 29 minutes 30 to 44 minutes 45 or more minutes
RES
PO
NSE
S
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EMPLOYER PERSPECTIVE: SURVEY RESULTS
EMPLOYER PERSPECTIVESWORKFORCE QUALITY AND GROWTH
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▪ 57 surveyed firms
▪ Representing approximately 10,000 to
12,000 workers
▪ Primary Challenge? Workforce Quality
▪ Costs (#2)
▪ Other Issues (#3)
▪ Positive, but not “overheating” growth
▪ See wage growth, as well
▪ Overall demographics and population
growth
51%
39%
7%4%
Expanded Steady Reduced No Answer
RES
PO
NSE
S
53%
39%
5% 4%
Plan to Expand Hold Steady Plan to Reduce No Answer
RES
PO
NSE
S
Historic Growth
Future Growth
3%
16%
55%
18%
8%
Decreasing wages Flat wages 0% to 3% growth 3% to 5% growth > 5% growth
RES
PO
NSE
S
Employer Reported Wage Growth
EMPLOYER PERSPECTIVESRETIREMENTS & OTHER CONCERNS
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10%
33%
37%
21%
10%
29%
42%
19%
No Concern Minimally concerned Concerned Very concerned
Short-Term Long-Term
Concern with Short Term & Long Term Retirements
Impact of Substance Abuse
18%
27%
9%
18%
27%
38%35%
15%
4%8%
Virtually noimpact
Limited negativeimpact
Some negativeimpact
Negative impact Significantnegative impact
Blue Collar White CollarKey Takeaways Overall
▪ Growth
▪ Workforce quality
▪ Retirement concerns
▪ Retirements
▪ More than half reporting future
challenges
▪ Substance Abuse
▪ Some concern in blue collar industries
EDUCATION & WORKFORCE DEVELOPMENTVIEWS ON EDUCATION AND LEVELS OF INTERACTION
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Key Takeaways
▪ Generally positive view
of post-secondary
education
▪ Opportunity for more
interaction between
firms and education
Overall View of Educational Institutions
Poor (1.0) Excellent (5.0)
K-12
Community/
Technical
College
4 Year Colleges
1 - Poor 16% 6% 3%
2 - Fair 16% 6% 6%
3 - Average 35% 38% 22%
4 - Good 26% 38% 47%
5 - Excellent 6% 13% 22%
Weighted Score 2.90 3.44 3.78
Level of Interaction with Educational Institutions
Low Interaction (1.0) High Interaction (5.0)
K-12
Community/
Technical
College
4 Year Colleges
1 - No Interaction 57% 37% 37%
2 - Little Interaction 23% 29% 20%
3 - Medium Interaction 9% 20% 20%
4 - High Interaction 3% 11% 9%
5 - Very High Interaction 9% 3% 14%
Weighted Score 1.83 2.14 2.43
SITE SELECTION GROUP | PAGE 24
KEY OCCUPATIONAL CLUSTERS
PRODUCTION, LOGISTICS, MAINTENANCEKEY FINDINGS
SITE SELECTION GROUP | PAGE 25
KEY FINDINGS(Comparative &
Secondary Data)
▪ Relatively strong counts
and concentration of
production workers (but
competition with SE
markets)
▪ Data show competitive
wage structure
▪ Fewer completions for
skilled production and
related training programs
Workforce Quality Ratings: Skilled Production, Logistics, Maintenance
Poor (1.0) Excellent (5.0)
Education Experience Certifications Technical Skill Soft SkillReading,
Writing, MathProductivity Work Ethic Turnover Absenteeism
3.50 3.90 3.70 3.60 3.70 3.20 4.20 4.30 4.00 3.90
Lack Education
Lack Certifications
Lack SkillsLack Relevant
ExperienceLack Any
ExperienceDrugs
Need Childcare/ Transpo.
AbsenteeismWon't Accept Offered Pay
Overall Competition
3.11 2.89 2.56 2.44 3.11 3.00 3.33 3.11 2.89 3.22
Common Challenge (1.0) Few Challenges (5.0)
Challenges when Hiring: Skilled Production, Logistics, Maintenance
Easy vs. Difficult to Find Skill Sets & Positions (ordered by more common responses on top)
AVAILABLE SKILLS/POSITIONS CHALLENGING SKILLS/POSITIONS
✓ Basic/Entry Level Workers✓ Basic Mechanical✓ Basic Machine Operators✓ CDL✓ Entry Level✓ Overall Experience✓ Work Ethic
Soft Skills English/ESL Machining Computer/IT Aptitude Related Job Experience Attitude, Motivation Diesel Experience Technical Skills Skilled Trades (e.g. electrical)
ENGINEERINGKEY FINDINGS
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Workforce Quality Ratings: Engineering
Poor (1.0) Excellent (5.0)
Education Experience Certifications Technical Skill Soft SkillReading,
Writing, MathProductivity Work Ethic Turnover Absenteeism
Lack Education
Lack Certifications
Lack SkillsLack Relevant
ExperienceLack Any
ExperienceDrugs
Need Childcare/ Transpo.
AbsenteeismWon't Accept Offered Pay
Overall Competition
Common Challenge (1.0) Few Challenges (5.0)
Challenges when Hiring: Engineering
Easy vs. Difficult to Find Skill Sets & Positions (ordered by more common responses on top)
AVAILABLE SKILLS/POSITIONS CHALLENGING SKILLS/POSITIONS
✓ Basic/Entry Level Engineers✓ Computer Programming✓ Educational Background✓ Systems Engineering✓ Mechanical Engineers
Experienced Engineers High End IT/Technologies/Languages (e.g. Oracle,
MySQL) AutoCAD Soft Skills Troubleshooting Mechanical/Electrical Drafting Electric Engineers
3.57 3.64 3.62 3.93 3.50 3.64 3.79 3.79 3.93 3.86
3.00 3.00 2.50 2.40 3.00 3.20 3.30 3.50 3.10 2.60
KEY FINDINGS(Comparative &
Secondary Data)
▪ Strong concentration and
count of mid-skill
engineering technicians
and technologists
▪ Competition with other
production markets in the
Southeast
▪ Data show competitive
wage structure
▪ Regional engineering
completions (USF-Tampa,
UCF)
INFORMATION TECHNOLOGYKEY FINDINGS
SITE SELECTION GROUP | PAGE 27
Workforce Quality Ratings: Information Technology
Poor (1.0) Excellent (5.0)
Education Experience Certifications Technical Skill Soft SkillReading,
Writing, MathProductivity Work Ethic Turnover Absenteeism
Lack Education
Lack Certifications
Lack SkillsLack Relevant
ExperienceLack Any
ExperienceDrugs
Need Childcare/ Transpo.
AbsenteeismWon't Accept Offered Pay
Overall Competition
Common Challenge (1.0) Few Challenges (5.0)
Challenges when Hiring: Information Technology
Easy vs. Difficult to Find Skill Sets & Positions (ordered by more common responses on top)
AVAILABLE SKILLS/POSITIONS CHALLENGING SKILLS/POSITIONS
✓ Basic Knowledge/Experience✓ Degreed Individuals✓ Motivation/Work Ethic✓ Programming (Certifications but w/o Experience)✓ General Technical Competence
Experience Specific Languages (e.g. PHP, MySQL) (one noted
that training, methods, and languages seemed to significantly lag those in other “major” tech hubs)
Data Scientists Web Developers Cross Training Teamwork/Team Environment
4.13 3.96 3.95 4.13 3.74 4.04 4.30 4.35 4.41 4.36
3.20 3.05 2.80 2.75 3.40 3.60 3.58 3.60 2.95 2.80
KEY FINDINGS(Comparative &
Secondary Data)
▪ Growth, but keeping up
with the Atlanta’s and
Charlotte’s (sheer size,
growth, and concentration
there)
▪ Lower comparative
demand for workers
▪ Data show competitive
wage structure
▪ Moderate educational
completions in region
PROFESSIONAL SERVICESKEY FINDINGS
SITE SELECTION GROUP | PAGE 28
Workforce Quality Ratings: Business/Finance
Poor (1.0) Excellent (5.0)
Education Experience Certifications Technical Skill Soft SkillReading,
Writing, MathProductivity Work Ethic Turnover Absenteeism
Lack Education
Lack Certifications
Lack SkillsLack Relevant
ExperienceLack Any
ExperienceDrugs
Need Childcare/ Transpo.
AbsenteeismWon't Accept Offered Pay
Overall Competition
Common Challenge (1.0) Few Challenges (5.0)
Challenges when Hiring: Business/Finance
Easy vs. Difficult to Find Skill Sets & Positions (ordered by more common responses on top)
AVAILABLE SKILLS/POSITIONS CHALLENGING SKILLS/POSITIONS
✓ Bookkeeping✓ Educational Attainment/Degrees✓ Customer Service✓ Analytical Thinking✓ Accounting✓ Microsoft Office
People/Soft Skills Specific Industry Certifications Advanced Finance Advanced Accounting Longevity in one position Experienced Sales
4.21 4.25 4.19 4.17 4.21 4.38 4.42 4.42 4.21 4.42
3.25 3.35 3.10 3.10 3.55 3.35 3.30 3.45 3.10 3.05
KEY FINDINGS(Comparative &
Secondary Data)
▪ Very high counts &
concentration of mid-
skill prof. service
workers
▪ Relatively lower demand
for workers
▪ Data show competitive
wage structure
▪ Large number of
educational completions
in county, metro, and
region
JOB TITLES & SKILLS IN DEMANDKEY JOB TITLES AND SKILLS IN DEMAND IN THE REGION
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Key Takeaways
▪ Specialized Engineers
▪ Key Programming
Languages
▪ Finance & Accounting
▪ Example of less
“traditional” data
Job Title Postings Skill Postings
Quality Assurance Engineers 311 Lean Manufacturing 418
Design Engineers 269 Corrective And Preventive Actions 345
Manufacturing Engineers 140 Six Sigma Methodology 327
Project Engineers 123 Continuous Improvement Process 320
Process Engineers 115 Pharmaceuticals 303
Engineering Interns 85 Electrical Engineering 273
Product Engineers 70 Electronics 257
Quality Engineers 67 Microsoft Access 255
Systems Engineers 57 Product Quality Assurance 250
Quality Control Specialists 48 Aviation 243
Job Title Postings Skill Postings
Software Engineers 3,416 SQL (Programming Language) 11,453
Java Developers 3,334 Finance 11,125
Project Managers 2,872 Java (Programming Language) 9,655
Business Analysts 2,295 Software Development 8,518
Systems Engineers 2,129 Agile Software Development 8,015
.Net Developers 1,617 JavaScript (Programming Language) 7,599
Systems Administrators 1,492 Information Systems 7,193
Network Engineers 1,319 C Sharp (Programming Language) 4,914
IT Help Desk Specialists 1,310 Business Process 4,889
IT Support Analysts 952 .NET Framework 4,869
Job Title Postings Skill Postings
Business Analysts 4,217 Finance 24,525
Financial Analysts 2,142 Accounting 12,923
Accountants 2,091 Auditing 7,448
Auditors 1,268 Investments 5,474
Research Analysts 1,243 Financial Statements 4,609
Staff Accountants 1,076 Securities (Finance) 4,586
Training and Development Specialists 1,005 Microsoft Access 4,359
Compliance Analysts 963 Loans 3,015
Financial Advisors 896 Business Process 2,918
Tax Preparers 787 Brokerage 2,860
ENG
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SITE SELECTION GROUP’S SUMMARY VIEW
SITE SELECTION GROUP’S OVERALL VIEWLIFTING UP STRENGTHS, ADDRESSING CHALLENGES, PURSUING OPPORTUNITIES
SITE SELECTION GROUP | PAGE 31
✓ Leveraging the broader region
✓ Demographics (population growth)
✓ Moderate levels of growth
✓ View of post-secondary education
✓ Strong workforce quality metrics
✓ Wage structure
✓ Relatively lower intra-market
demand
✓ Value proposition for medium to
high-skill professional services
Traffic & congestion
Retirements
Filling the pipeline
? Educational interaction
? Pinellas “proper” demographics vs.
labor shed demographics
? Regional Competition (e.g. Orlando,
Charlotte, Atlanta, Nashville)
www.siteselectiongroup.com | 1.866.938.SITE (7483)