Labor Market Information for Kentucky and Indiana

Workforce Innovation in Regional Economic Development

Labor Market Surveyof the

WIRED65 Region

Executive Summary Report2010

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Survey and Report by ERISS Corporation

http://www.eriss.com/%00%E5%A1%B9%EF%92%81%E1%B4%BB%E4%A1%BF%E2%B2%AF%E5%B6%82%E8%97%84%E6%8C%A7%00%00%EA%AE%A5

2010 Labor Market Survey of WIRED65 Region Report 2010 Labor Market Survey of WIRED65 Region Report

TABLE OF CONTENTS

Background_____________________________________________________________2

Industry Information______________________________________________________5

Occupational Analysis____________________________________________________11

All Occupations__________________________________________________________11

Projected Growth____________________________________________________________11

Turnover___________________________________________________________________13

Demand____________________________________________________________________14

Openings___________________________________________________________________15

Difficulty Finding_____________________________________________________________16

Wages_____________________________________________________________________17

Green Occupations_______________________________________________________18

Projected Growth: Green Occupations___________________________________________18

Turnover: Green Occupations__________________________________________________18

Demand: Green Occupations___________________________________________________19

Difficulty Finding: Green Occupations____________________________________________20

Median Salary: Green Occupations______________________________________________21

Fort Knox Occupational Information_________________________________________22

Business Specific Questions________________________________________________23

Plans to Expand/Downsize/Relocate_____________________________________________23

Reasons for Downsizing or Closing______________________________________________23

Help With Expansion__________________________________________________________25

Impact of Regional Quality of Life_______________________________________________26

Employer-Provided Training____________________________________________________27

Workforce Education_________________________________________________________28

Education of Future Workforce_________________________________________________29

Preparation of Recent High School Graduates_____________________________________30

Green Jobs__________________________________________________________________31________________________________________________________________________________31

Appendix A: Survey Questions______________________________________________32

Appendix B: Surveyed Counties____________________________________________39

1



BACKGROUND

The following summary report details the findings of a survey of businesses in a 26 county region covering the States of Kentucky and Indiana. The survey was funded by a grant awarded by the U.S. Department of Labor’s Workforce Innovations in Regional Economic Development (WIRED) initiative (www.wired65.org). The survey took place from November 2009 through March 2010. WIRED65 references Interstate 65 which cuts through the center of the surveyed region.

Recently TIP Strategies compiled the TIP Report (Talent, Innovations, and Place), which outlined a recommended regional strategy to achieve a successful and sustainable economy (available at www.wired65.org). The report was the culmination of conversations with local business and community leaders, as well as a quantitative analysis of regional economic and workforce information.

The recommendations of the TIP Report outlined a strategic framework with a focus on workforce and education. ‘Fixing’ the occupational and talent pipeline was identified as a major

component of the strategy, with local development, retention of current talent, and recruitment of talent from outside the region as targeted areas. In order to thus strengthen the talent pipeline, current and actionable data would need to be collected from businesses in the region.

PURPOSE

The purpose of the survey was to gather key information from local businesses regarding Industry and Occupational key factors such as projected growth, hiring plans, occupational demand and turnover, and salary information. An additional goal of the survey was to gain the local employer perspective regarding the strengths and weaknesses of the local region as a place to do business, and provide information to inform a talent retention strategy as outlined in the TIP Report.

2

http://www.wired65.org/

http://www.wired65.org/



SURVEY SCOPE AND METHODOLOGY

The survey targeted 20,100 employers with 5 or more employees covering the 26 counties1 of the WIRED65 region. After a database review, the number of employers dropped to 19,432. By the end of the survey after eliminating wrong numbers, out of scope and disconnects, ERISS achieved a response rate of 29.46% (4,879) from a revised base of 16,565. ERISS Corporation conducted the survey using a proprietary Computer Aided Telephone Interviewing (CATI) system. A stratified census style survey methodology was employed whereby an attempt was made to contact every business within the survey parameters (19,432), with the final sample representative by size and industry of the population of businesses in the region.

The survey questions collected information from local businesses regarding such areas as:2

Projected growth and general staffing plans, including those from Fort Knox Occupational demand, turnover, hiring plans and wages Plans to expand, downsize and/or relocate Training provided by businesses Education level and areas of weakness of local workforce Employment and characteristics of ‘Green’ occupations Regional Quality of Life

USWORKS

Although this report provides a summary of the collected data, the collected information is too vast to entirely cover within the following pages. As part of this project, ERISS Corporation has integrated the survey information into a proprietary searchable online tool (USWorks).

USWorks is part of the kix.com portal found at www.kix.com. Using USWorks, the survey

1 A complete list of WIRED65 Counties and number of surveys for each can be found in Appendix B2 Complete survey questions are in Appendix A

3

http://www.kix.com/



questions and other information can be queried among a number of parameters such as company size and industry. USWorks is also publicly available online at www.kix.com.

INDUSTRY INFORMATION3

GROWTH

Surveyed businesses were asked to report their current number of employees, and the number of employees projected in 12 months. By grouping individual companies according to industry, this information was used to calculate a relative projected growth rate4 industry comparison for 12 months from the survey. As shown below, the Construction and Wholesale industries project the greatest growth at 7.5% and 5.2% respectively. It is notable that the climate appears relatively optimistic, with almost all industries projecting positive growth for the next 12 months.

-0.2%0.3%

1.0%

1.4%

1.5%

1.6%

1.7%

2.0%

2.1%

3.6%4.7%

5.2%

7.5%

-1% 0% 1% 2% 3% 4% 5% 6% 7% 8%

Construction

Wholesale

Mining

Retail

Services

Transportation/Utilities

Finance

Business Services

Health Services

Manufacturing

Lodging

Education

Government

1-Year Projected Relative Growth by Industry

3 Does not include Fort Knox occupational data.4 Projected relative growth = (number of employees in 12 months – number of employees now)/number of employees now.

4

http://www.kix.com/



TURNOVER

Surveyed businesses were asked to report the annual turnover for each occupation surveyed. This information aggregated by industry is presented below. As shown, businesses in the Retail industry reported the highest overall level of annual turnover (20% of employees replaced yearly), followed by the Lodging industry (15%). These two industries routinely have among the highest turnover rates regardless of region.

1%1%

2%

3%

4%4%4%

5%

7%

7%8%8%

15%

20%

0% 2% 4% 6% 8% 10% 12% 14% 16% 18% 20%

Retail

Lodging

Services

Health Services

Construction


Business Services

Finance

Manufacturing

Wholesale

Government

Mining

Agriculture

Education

Turnover Rates by Industry

5



DEMAND

A more relevant indicator of the staffing challenges related to specific industries and occupations can be provided by Demand. Demand is calculated by starting with projected growth, adding in turnover, and dividing by the number currently employed. It essentially provides a projected growth rate modified by turnover rates. Demand provides an estimate of the percentage of workers that will need to be hired during a 12-month period due to both growth AND turnover.

As shown below, the Retail and Lodging industries exhibit the greatest Demand (largely driven by the high turnover rates seen in the previous figure for these industries). The Construction industry displays Demand driven in almost equal parts by growth and turnover.

1%1%

3%

5%

6%7%7%

9%9%

10%10%

15%

16%

24%

0% 5% 10% 15% 20% 25%

Retail

Lodging

Construction

Health Services

Services


Wholesale

Business Services

Mining

Finance

Manufacturing

Government

Agriculture

Education

Occupational Demand by Industry

6



OPENINGS

The current number of openings for each surveyed occupation aggregated over industry is displayed below. As shown, The Agriculture and Construction industries report the highest percentage of current openings, each with a reported 4% of currently staffed positions open.

0%0%

0%0%

1%1%1%

1%

1%

2%2%

3%

4%

4%

0% 1% 1% 2% 2% 3% 3% 4% 4%

Agriculture

Construction

Wholesale

Retail

Services

Finance

Health Services

Lodging

Manufacturing


Business Services

Education

Government

Mining

Current Openings by Industry

7



DIFFICULTY FINDING EMPLOYEES

An effective indicator of labor scarcity is the time it takes to fill an open position. The longer it takes a business to fill an open position (harder to find), the greater the labor scarcity. The figure below displays the average number of days to find qualified employees by Industry for both Experienced, and Non-experienced employees (because labor scarcity is related to amount of job experience required). As shown, The Government and Agriculture industries report the greatest difficulty finding both experienced and non-experienced employees.

463649

4453

3929

2233

4045

3329

17 4735

9686

4841

4944

4028

4441

9450

0 10 20 30 40 50 60 70 80 90 100

Time to find qualified employees in days

Agriculture

Business Services

Construction

Education

Finance

Government

Health Services

Lodging

Manufacturing

Mining

Retail

Services


Wholesale

Difficulty Finding Employees by Industry

Experienced employees

Non-Experienced employees

8



MEDIAN WAGES

Median hourly wages information by Industry is displayed in the figure below. As shown, the Construction, Mining, and Transportation/Utilities industries report the highest average salaries for both experienced and non-experienced employees.

9

$12.00$10.00

$15.00$11.54

$10.00$8.00$8.00

$7.25$15.00

$13.00$12.50

$10.00$8.00

$7.25$13.46

$10.10$14.90

$12.98$12.02

$10.00$14.00

$9.00$15.00

$10.00$12.00

$9.00

$0 $2 $4 $6 $8 $10 $12 $14 $16

Hourly wage

Business Services

Construction

Education

Finance

Government

Health Services

Lodging

Manufacturing

Mining

Retail

Services


Wholesale

Median Hourly Wages by Industry

Experienced employees Non-experienced employees



OCCUPATIONAL ANALYSIS

OVERVIEWDuring the survey process, businesses were asked to report which occupations they staffed. For each occupation, specific questions regarding staffing and wage information were then asked. The following occupational analysis section will summarize this occupational information for two groups of occupations: (1) all occupations surveyed and (2) ‘green’ occupations.

BACKGROUND: GREEN OCCUPATIONS Due to both environmental and fiscal pressures, there has been a recent trend towards a ‘greening’ of the economy.5

Green occupations fall into three main groups: 6

1. Green Increased Demand Occupations (ID): Existing occupations that are in increased demand due to green economy activities. 2. Green Enhanced Skills Occupations (ENH): Existing occupations that have reshaped worker and work requirements due to the green economy.3. Green New and Emerging (NE) Occupations: New occupations emerging due to the needs of the green economy.

The ‘green occupations’ section included in the occupational analysis provides projected growth and other information for all surveyed green occupations. Additionally, ‘green’ occupations are highlighted (in green) wherever they occur, even outside of the ‘green’ occupations analysis section.

5 McCarthy, M. (2008, February). Going from “Blue Collar” to “Green Collar” in Work ForceDevelopment.http://www.labormarketinfo.edd.ca.gov/contentpub/GreenDigest/WA-NAICS-Industry-List.pdf

6 A complete description can be found at http://www.onetcenter.org/green.html

10

“The green economy encompasses the economic activity related to reducing the use of fossil fuels, decreasing pollution and greenhouse gas emissions, increasing the efficiency of energy usage, recycling materials, and developing and adopting renewable sources of energy.”4

http://www.onetcenter.org/green.html



ALL OCCUPATIONS

PROJECTED GROWTH The Table below lists the occupations7 with the highest reported 12-month projected growth rate. Green occupations are highlighted (see page 10 for key). The aggressive growth projected for the top three growth occupations is almost entirely due to the projected positions at Fort Knox (designated by ‘FK’). Specifically, projected growth is 1%, 24%, and 1% for the top three in the list respectively when not including projections from Fort Knox.

7 For each occupation a minimum of 5 businesses were required to be surveyed in order to calculate growth trends.

11

Occupation

12-month Projected Growth

Human Resources Managers (FK) 169%Human Resources Assistants (Except Payroll and Timekeeping) (FK) 137%Computer and Information Systems Managers (FK) 126%Telecommunications Line Installers and Repairers 44%Public Relations Managers 40%Construction Heavy Equipment Operators (ID) 39%Public Relations Specialists (ENH) 36%Helpers of Electricians 32%Foremen, Construction, Mining and Drilling Work Crews 31%First-Line Administrative Support Supervisors (FK) 27%Personal Financial Advisors (ENH) 26%Purchasing Managers 23%Real Estate Sales Agents 21%Helpers of Roofers 21%Agricultural and Food Scientists 20%Helpers of Painters, Paperhangers, Plasterers, and Stucco Masons 19%Dental Assistants 18%Personal and Home Care Aides 18%Marketing Managers (ENH) 17%Helpers of Pipelayers, Plumbers, Pipefitters, and Steamfitters 17%Helpers of Installation, Maintenance, and Repair Workers (ID) 16%



TURNOVER

The Table below shows the occupations with the highest reported turnover rates. Green occupations are highlighted. This list typifies the tendency of high turnover occupations to be those requiring less training and education, and generally is made up of entry level jobs.

12

Occupation Turnover RateHelpers of Painters, Paperhangers, Plasterers, and Stucco Masons 52%Restaurant Cooks 52%Waiters and Waitresses 41%Treasurers, Controllers, And Chief Financial Officers 38%Short Order Cooks 32%Fast Food Counter Workers 31%Hosts and Hostesses 28%Tree Trimmers and Pruners 27%Service Station Attendants 27%Tire Repairers and Changers 26%Home Appliance Installers 25%Cashiers 25%Dishwashers 24%Food Preparation Workers 24%Telecommunications Line Installers and Repairers 23%Fast Food Cooks 23%Painters and Paperhangers 23%Telemarketers 22%Amusement and Recreation Attendants 21%Insulation Workers (Floor, Ceiling, and Wall) (ID) 20%Certified Nursing Assistants 20%Buspersons and Barbacks 20%



DEMAND

Demand is a function of projected growth plus occupational turnover. The Table below shows the occupations with the highest reported demand rates, and also provided growth and turnover rates as an indicator of the components of the demand. As shown, the demand for the top three demand occupations is almost entirely growth driven, and is due to the addition of the Fort Knox positions. Other growth-driven high-demand occupations in this list include ‘Construction and Heavy Equipment Operators,’ and ‘Helpers of Electricians.’

13

Occupation Demand Growth TurnoverHuman Resources Managers (FK) 172% 169% 3%Human Resources Assistants (Except Payroll and Timekeeping) (FK) 138% 137% 1%Computer and Information Systems Managers (FK) 126% 126% 0%Helpers of Painters, Paperhangers, Plasterers, and Stucco Masons 71% 19% 52%Telecommunications Line Installers and Repairers 67% 44% 23%Restaurant Cooks 55% 3% 52%Construction Heavy Equipment Operators (ID) 45% 39% 6%Waiters and Waitresses 44% 3% 41%Short Order Cooks 44% 12% 32%Helpers of Electricians 41% 32% 9%Public Relations Managers 40% 40% 0%Fast Food Counter Workers 39% 8% 31%Treasurers, Controllers, And Chief Financial Officers 38% 0% 38%Telemarketers 38% 16% 22%Tree Trimmers and Pruners 37% 10% 27%Home Appliance Installers 37% 12% 25%Foremen, Construction, Mining and Drilling Work Crews 37% 31% 6%Personal and Home Care Aides 36% 18% 18%Public Relations Specialists (ENH) 36% 36% 0%



OPENINGS The Table below shows the occupations with the highest reported proportion of current openings. As with growth and demand projections, the top of the list is dominate by projected positions at Fort Knox. Relative openings are 1%, 19%, and 1% for the top three in the list respectively when not including projections from Fort Knox. Occupations from the Construction industry are well-represented in this list providing evidence of skill shortages.

14

Occupation % OpeningsHuman Resources Managers (FK) 63%Human Resources Assistants (Except Payroll and Timekeeping) (FK) 58%Computer and Information Systems Managers (FK) 56%Telecommunications Line Installers and Repairers 30%Public Relations Managers 29%Construction Heavy Equipment Operators (ID) 28%Public Relations Specialists (ENH) 26%Helpers of Electricians 24%Foremen, Construction, Mining and Drilling Work Crews 24%First-Line Administrative Support Supervisors (FK) 22%Personal Financial Advisors (ENH) 21%Purchasing Managers 18%Helpers of Roofers 17%Real Estate Sales Agents 17%Agricultural and Food Scientists 17%Helpers of Painters, Paperhangers, Plasterers, and Stucco Masons 16%Personal and Home Care Aides 15%Marketing Managers (ENH) 15%Dental Assistants 15%



DIFFICULTY FINDING The Table below shows the reported average number of days to fill an opening for the hardest to find occupations for both experienced and non-experienced employees. It takes longer to fill a position for occupations requiring more extensive training for experienced employees. However, many of the hardest to staff occupations for non-experienced employees required extensive training as well, providing evidence of possible training gaps.

15

OccupationTime to fill openings

in daysHealth and Safety Engineers (Except Mining Safety Engineers and Inspectors) 184Sergeants and Lieutenants or other Managers of Police and Detectives 174Clergy 159Police and Sheriff's Patrol Officers 143Senior Executives (includes Vice Presidents and Chief Executives) 138Judges, Magistrates, and Other Judicial Workers 131Compliance Officers and Inspectors 124Directors of Religious Activities and Education 122Law Clerks 120Tailors, Dressmakers, and Custom Sewers 119Environmental Science and Protection Technicians, Including Health (ENH) 119Water and Liquid Waste Treatment Plant and System Operators 117Director of Daycare Services 113Engineering Technicians (Except Drafters, Electrical, or Electronic) 104Music Directors and Composers 101Supervisors of Correctional Officers 100Insurance Sales Agents 99Master Mechanics, (Automotive) 97

Experienced Employees

OccupationTime to fill openings

in daysSergeants and Lieutenants or other Managers of Police and Detectives 229Computer Security Specialists 170Police and Sheriff's Patrol Officers 169Health and Safety Engineers (Except Mining Safety Engineers and Inspectors) 160Veterinarians 150Supervisors of Correctional Officers 131Engineering Managers (ENH) 131Directors of Religious Activities and Education 127Police, Fire, and Ambulance Dispatchers 120Home Appliance Installers 120Social Workers 112Funeral Directors 109Architects (Except Landscape and Naval) (ENH) 109Fire Fighters 106First-Line Supervisors or Managers of Non-Retail Sales Workers 95School Administrators (Elementary and Secondary) 93Master Mechanics, (Automotive) 92Health Educators 92Foremen, Construction, Mining and Drilling Work Crews 92Engineering Technicians (Except Drafters, Electrical, or Electronic) 86Human Resources Managers 86

Non-Experienced Employees



WAGES The Table below shows the occupations with the highest median starting salary for experienced and non-experienced employees. Many of the occupations in both lists require extensive education. However, it is notable that many of the highest-paying occupations for non-experienced employees require only a technical degree or similar vocational training.

16

Occupation Hourly wagePharmacists $55.00School Administrators (Elementary and Secondary) $50.00Human Resources Managers $43.00Residential Advisors $40.00Architects (Except Landscape and Naval) (ENH) $40.00Computer Programmers $35.00Physical Therapists $33.00Dental Hygienists $30.00Veterinarians $29.81First-Line Supervisors of Customer Service / Call Center Representatives $28.85Government Programs Eligibility Interviewers $28.79Sheet Metal Workers (ENH) $27.88Engineering Managers (ENH) $26.44Health Educators $25.00Construction Managers (ENH) $25.00Computer Security Specialists $24.04Medical and Health Services Managers $24.04Registered Nurses (Nurse Practitioners) $24.00Purchasing Agents (Except Wholesale, Retail, and Farm Products) $22.00Sales Engineers $21.63

Occupation Hourly wagePharmacists $55.00Residential Advisors $35.00Government Programs Eligibility Interviewers $26.79Physical Therapists $26.00Computer Programmers $25.00Registered Nurses (Nurse Practitioners) $20.00Sales Managers $17.31Postal Service Clerks $17.00Social Workers $15.75Sheet Metal Workers (ENH) $15.00Executive Secretaries and Administrative Assistants $15.00Postal Service Mail Carriers $15.00Accountants $14.42Sales Representatives $14.42Fire Fighters $14.42Police and Sheriff's Patrol Officers $14.33First-Line Supervisors or Managers of Transportation and Material-Moving Ma $14.00Structural Iron and Steel Workers (ID) $14.00Probation Officers and Correctional Treatment Specialists $13.94Librarians $13.00

Median Starting Salary: Experienced Employees

Median Starting Salary: Non-Experienced Employees



GREEN OCCUPATIONS

PROJECTED GROWTH: GREEN OCCUPATIONS The Table below lists the green occupations with the highest reported 12-month projected growth rate. The list is well represented with ‘Enhanced Skills’ green occupations which have reshaped requirements due to the green economy.

TURNOVER: GREEN OCCUPATIONS The Table below shows the green occupations with the highest reported turnover rates. The occupation “Insulation Worker’ is an Increased Demand green occupation (increased demand due to green economy activities).

17

Green Occupation12-month Projected

GrowthGreen

Category

Construction Heavy Equipment Operators 39.0% IDPublic Relations Specialists 36.0% ENHPersonal Financial Advisors 26.0% ENHMarketing Managers 17.0% ENHHelpers of Installation, Maintenance, and Repair Workers 16.0% IDCivil Engineers 13.0% ENHInsulation Workers (Floor, Ceiling, and Wall) 12.0% IDConstruction Laborers 12.0% ENHInspectors, Testers, Sorters, Samplers, and Weighers 12.0% ENH

Green Occupation Turnover rateGreen

Category

Insulation Workers (Floor, Ceiling, and Wall) 20% IDAutomotive Mechanics and Technicians 17% ENHConstruction Laborers 13% ENHHelpers of Carpenters 13% IDHeavy and Tractor-Trailer Truck Drivers 10% ENHHelpers of Installation, Maintenance, and Repair Workers 10% IDStructural Iron and Steel Workers 9% IDSheet Metal Workers 8% ENHRefuse and Recyclable Material Collectors 8% ENHFreight, Stock, and Material Movers (Hand Laborers) 7% IDCustomer Service / Call Center Representatives 7% IDArchitects (Except Landscape and Naval) 6% ENHMarketing Managers 6% ENHGeneral Maintenance and Repair Workers 6% ENHConstruction Heavy Equipment Operators 6% ID



DEMAND: GREEN OCCUPATIONS The Table below shows the green occupations with the highest levels of demand.

OPENINGS: GREEN OCCUPATIONS The Table below shows the green occupations with highest reported proportions of current openings.

18

Green Occupation DemandGreen

Category

Construction Heavy Equipment Operators 45% IDPublic Relations Specialists 36% ENHInsulation Workers (Floor, Ceiling, and Wall) 32% IDHelpers of Installation, Maintenance, and Repair Workers 26% IDPersonal Financial Advisors 26% ENHConstruction Laborers 25% ENHAutomotive Mechanics and Technicians 24% ENHMarketing Managers 23% ENHStructural Iron and Steel Workers 16% IDFreight, Stock, and Material Movers (Hand Laborers) 15% IDInspectors, Testers, Sorters, Samplers, and Weighers 15% ENHRefuse and Recyclable Material Collectors 14% ENHHelpers of Carpenters 13% IDCivil Engineers 13% ENHHeavy and Tractor-Trailer Truck Drivers 12% ENH

Green Occupation Relative OpeningsGreen

Category

Construction Heavy Equipment Operators 28% IDPublic Relations Specialists 26% ENHPersonal Financial Advisors 21% ENHMarketing Managers 15% ENHHelpers of Installation, Maintenance, and Repair Workers 14% IDInsulation Workers (Floor, Ceiling, and Wall) 11% IDConstruction Laborers 11% ENHCivil Engineers 11% ENHInspectors, Testers, Sorters, Samplers, and Weighers 10% ENHGeneral and Operations Managers 8% ENHAutomotive Mechanics and Technicians 7% ENHFreight, Stock, and Material Movers (Hand Laborers) 7% IDStructural Iron and Steel Workers 6% IDRefuse and Recyclable Material Collectors 6% ENHEngineering Managers 5% ENH



DIFFICULTY FINDING: GREEN OCCUPATIONS The Table below shows the green occupations that take the longest to find for both experienced and non-experienced employees.

19

Green OccupationTime to fill openings

in daysGreen

Category

Environmental Science and Protection Technicians, Including Health 119 ENHForemen of Production and Operating Workers 95 IDGeneral and Operations Managers 91 ENHMarketing Managers 91 ENHInspectors, Testers, Sorters, Samplers, and Weighers 89 ENHEngineering Managers 85 ENHPersonal Financial Advisors 82 ENHShop Supervisors or Field Supervisors 63 IDArchitects (Except Landscape and Naval) 62 ENHTeam Assemblers 58 IDForest and Conservation Workers 53 IDPublic Relations Specialists 53 ENHCivil Engineers 51 ENHHelpers of Installation, Maintenance, and Repair Workers 50 IDInsulation Workers (Floor, Ceiling, and Wall) 50 ID

Green OccupationTime to fill openings

in daysGreen

Category

Engineering Managers 131 ENHArchitects (Except Landscape and Naval) 109 ENHForemen of Production and Operating Workers 75 IDTeam Assemblers 70 IDEnvironmental Science and Protection Technicians, Including Health 65 ENHGeneral and Operations Managers 57 ENHShop Supervisors or Field Supervisors 56 IDForest and Conservation Workers 51 IDInspectors, Testers, Sorters, Samplers, and Weighers 42 ENHMarketing Managers 41 ENHConstruction Managers 39 ENHHelpers of Installation, Maintenance, and Repair Workers 36 IDPersonal Financial Advisors 34 ENHPublic Relations Specialists 34 ENHDispatchers (Except Police, Fire, and Ambulance) 31 ID

Experienced Employees

Non-Experienced Employees



MEDIAN SALARY: GREEN OCCUPATIONS The Table below shows the green occupations with the highest median starting salaries for both experienced and non-experienced employees.

20

Green Occupation Hourly wageGreen

Category

Architects (Except Landscape and Naval) $40.00 ENHSheet Metal Workers $27.88 ENHEngineering Managers $26.44 ENHConstruction Managers $25.00 ENHShop Supervisors or Field Supervisors $21.63 IDElectricians $20.00 IDMarketing Managers $19.23 ENHForemen of Production and Operating Workers $19.00 IDProduction, Planning, and Expediting Clerks $18.00 IDEnvironmental Science and Protection Technicians, Including Health $17.31 ENHWholesale and Retail Buyers (Non-Farm) $16.83 ENHStructural Iron and Steel Workers $16.00 IDGeneral and Operations Managers $15.50 ENHHeavy and Tractor-Trailer Truck Drivers $15.00 ENHRoofers $15.00 ENH

Green Occupation Hourly wageGreen

Category

Sheet Metal Workers $15.00 ENHStructural Iron and Steel Workers $14.00 IDHeavy and Tractor-Trailer Truck Drivers $12.50 ENHElectricians $12.00 IDInsulation Workers (Floor, Ceiling, and Wall) $12.00 IDConstruction Laborers $12.00 ENHForemen of Production and Operating Workers $10.00 IDGeneral and Operations Managers $10.00 ENHGeneral Maintenance and Repair Workers $10.00 ENHTeam Assemblers $10.00 IDForklift Operators (Industrial Truck and Tractor) $9.50 IDHelpers of Installation, Maintenance, and Repair Workers $9.00 IDFreight, Stock, and Material Movers (Hand Laborers) $9.00 IDHelpers of Carpenters $8.50 IDAutomotive Mechanics and Technicians $8.00 ENH

Median Starting Salary: Experienced Employees

Median Starting Salary: Non-Experienced Employees



FORT KNOX OCCUPATIONAL INFORMATION

Fort Knox and its surrounding area represent a key employer in the WIRED65 region. As such, an occupational survey of the region would not be complete without occupational information from Fort Knox and its related infrastructure. Therefore, as part of this survey, representatives from Fort Knox provided information regarding many of their occupations.

The Table below provides staffing information for the surveyed occupations with at least 10 employees now or at least 10 projected to be staffed 12 months from now.

Over all surveyed occupations Fort Knox projects to add 1,297 positions in the next 12 months. The occupations with the greatest gross hiring in the next 12 months (the difference between current staffing level and staffing level 12 months from now) are (1) ‘Human Resources Assistants, Except Payroll and Timekeeping,’ (2) ‘Human Resources Managers,’ and (3) ‘Computer and Information Systems Managers.’ Over 300 new employees are projected to be added for EACH of these three occupations in the next 12 months.

On the bottom of the gross-hiring list for Fort Knox is the occupation ‘Training and Development Specialists.’ Fort Knox projects to have 131 less of these employees 12 months from when surveyed.

21

O* NET Occupation (Crosswalked from military MOC classifaction)How Many do you

have Now?

How many do you expect to have at

this time next year?

Gross Hiring (in next 12

months)Projected Growth

Human Resources Assistants, Except Payroll and Timekeeping 315 811 496 157.5%Human Resources Managers 196 642 446 227.6%Computer and Information Systems Managers 152 508 356 234.2%First-Line Supervisors/Managers of Office and Administrative Support Workers 60 106 46 76.7%Bookkeeping, Accounting, and Auditing Clerks 16 44 28 175.0%Probation Officers and Correctional Treatment Specialists 10 34 24 240.0%Lawyers 8 26 18 225.0%Budget Analysts 32 48 16 50.0%Financial Managers, Branch or Department 7 18 11 157.1%Medical and Health Services Managers 4 14 10 250.0%Security Managers 9 18 9 100.0%Public Relations Specialists 5 13 8 160.0%Mail Clerks and Mail Machine Operators, Except Postal Service 13 19 6 46.2%Operations Research Analysts 19 23 4 21.1%Secretaries, Except Legal, Medical, and Executive 39 41 2 5.1%Logistics Managers 12 9 -3 -25.0%Computer and Information Scientists, Research 18 1 -17 -94.4%Office Clerks, General 23 4 -19 -82.6%Paralegals and Legal Assistants 31 3 -28 -90.3%Training and Development Specialists 146 15 -131 -89.7%


7.2%75.2%

0.3%

0.7%

2.1%

15.2%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Expanding/Hiring

Downsizing

Relocating outside ofthe County

Closing

None/No change

Don't know

In the next 12 months does your company anticipate...


BUSINESS SPECIFIC QUESTIONS

In order to gather the information necessary to strengthen the occupational and talent pipeline identified in the TIP Report, surveyed businesses were asked a series of questions designed to assess such areas as plans to expand or downsize (and reasons for doing so), regional quality of life, business provided training, perception of readiness of local high-school graduates, and plans regarding Green occupations.

PLANS TO EXPAND/DOWNSIZE/RELOCATEAs shown in the figure below, the great majority of surveyed businesses (75.2%) projected no changes in the next 12 months. 15% of employers reported plans to expand or hire. Only

2.1% reported plans to downsize, and a combined 1% reported plans to close or relocate outside of the County.8

It is interesting to note that although almost all industries in the region project positive growth in the next 12 months (as measured by staffing levels), only 15% of surveyed businesses report plans to expand. The table below provides evidence that although the gross levels of staffing for most industries will increase, these increases

may be attributable to a relatively smaller number of larger businesses adding many employees. The majority of businesses surveyed were small to medium size, and the survey data indicates that stability is the norm for these businesses.

8 Businesses were permitted to choose more than one answer.

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Do you anticipate… 50-99 100-249 250-499 500-999 1000+Expanding/Hiring 15% 20% 15% 12% 25%No change 74% 72% 76% 80% 68%Downsizing 2% 1% 3% 4% 0%Relocating outside of the county 0% 0% 0% 0% 0%Closing 0% 0% 0% 0% 0%Don't know 6% 5% 3% 4% 6%

NUMBER OF EMPLOYEES



REASONS FOR DOWNSIZING OR CLOSING

Businesses that reported they anticipated downsizing or closing in the next 12 months (107 businesses or 2.1% as shown in the figure on the previous page) were asked to choose from a list of possible reasons (other than the current economic conditions). As shown, the most commonly reported reason was ‘Cost of doing business’ (28%). 9

.

10.3%

57.0%

0.9%

0.9%

2.8%

3.7%

3.7%

4.7%

12.1%

28.0%

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

Cost of doing Business

Availability of Credit

Lack of Skilled Labor

Tax Competitiveness

Regulatory Concerns

Insufficient Room for Expansion

Affordable Housing for Employees

Traffic Congestion

Other

Don’t Know

If downsizing or closing, what are the reasons? (other than the current economic conditions)


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HELP WITH EXPANSION

Businesses that stated they would be expanding in the next 12 months (see page 21) were asked to report what resources or aid would help with their expansion. As shown below, of the 669 businesses (15.2%) reporting plans to expand, 38.7% of cited a need for ‘new or additional space,’ and 29.6% reported a need for ‘increased visibility in the marketplace.’ 10

4.5%

9.4%

14.6%

15.2%

16.6%

17.8%

18.2%26.4%

29.6%

38.7%

0% 5% 10% 15% 20% 25% 30% 35% 40%

New or Additional Space

Increased Visibility in the Marketplace

Equipment

Help with Recruiting and Hiring

Availability of Credit

New or Upgrades to your Information Technology

Staff Training

None

Other

Don't Know

If expanding, which of the following would help you with your expansion?


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Does the region’s quality of life impact your ability to attract and retain employees?

No56%

Don't Know8%

Yes36%

4.8%7.8%

16.8%19.0%20.0%

20.7%21.3%

23.1%33.0%

35.8%38.8%39.5%

46.4%49.7%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

General Cost of Living

Availability of Work

Affordable Housing

Local Wages

Education System

Availability of Housing

Medical Insurance

Public Safety

Training Institutions

Medical Care

Things to do

Mass Transportation System

Other

Don't Know

If yes, which of the following do you consider to have an impact in your ability to attract and retain employees?


IMPACT OF REGIONAL QUALITY OF LIFE

Businesses were asked if the region’s quality of life impacted the ability to attract and retain employees. As shown, 36% (1,599) of surveyed businesses reported the region’s quality of life had some type of impact. Those 36% of surveyed businesses were asked a follow up question regarding quality of life issues and how they impacted their ability to attract and retain employees. As show in the bottom of the figure below, the most commonly reported quality of life issue was ‘General Cost of Living’ (49.7%), followed by ‘Availability of Work’ (46.4%).11


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EMPLOYER-PROVIDED TRAINING

Surveyed businesses were asked which of a list of training options were provided for their employees. As shown, businesses that provide training most commonly provide ‘on the job training’ (37.9%) or ‘in-house training’ (31%). It is notable that almost 37% of surveyed businesses reportedly provided no training programs for their employees. 12


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4.8%

36.8%

11.1%

14.2%

15.0%

17.9%

31.0%

37.9%

0% 5% 10% 15% 20% 25% 30% 35% 40%

On-the-Job Training

In-House Training

Internships

Job Shadowing

Tuition Assistance

Community Mentoring

None

Don't Know

Which of the following do you provide for your employees?



WORKFORCE EDUCATION

Businesses were asked to estimate what percentage of their employees had a Bachelor’s or equivalent 4-year degree. As shown, 41% of employers reported that one quarter or less of their employees had a bachelor’s degree. 23% reported that none of their employees possessed a Bachelor’s degree.

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What percentage of your workforce has a Bachelor’s Degree?

Don't Know 8%

None 23%

Between 1 and 25 percent

41%


11%Between 51

and 75 percent

8%


9%



EDUCATION OF FUTURE WORKFORCE

Surveyed businesses were asked if their future workforce would include more positions requiring a Bachelor’s degree, and if so, what percent of the future workforce would have a degree. As shown, 25% of employers reported that their future workforce would include more positions requiring a Bachelor’s degree.

Of those 25%, 32% reported that between 1% and 25% of their future workforce would have a bachelor’s degree. This may indicate that many of the employers with currently low levels of staff with a Bachelor’s degree may be planning on increasing this proportion in the future. For some businesses, the demands of the future economy may require a shift from a blue collar work force to a white collar work force and the accompanying shift in products and services.

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Will your future workforce include more positions where a Bachelor’s Degree is required or preferred? If 'YES,' what percentage of your

future workforce would you say that would be?

No65%

Yes25%

Don't Know10%


18% Between 76 and 100 percent

27%


16%


32%

Don't Know 7%


0.9%0.5%

6.7%

81.8%57.6%

14.9%

27.5%32.2%

27.4%

44.2%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Communication Skills

Technical Skills

Math Skills

Reading Skills

Computer Skills

General Knowledge of Business and Industry

Basic Work Ethic

Other

None

Don't Know

If 'NO,' which of the following would you say are the reasons that recently graduated students are not prepared for the workforce?


PREPARATION OF RECENT HIGH SCHOOL GRADUATESSurveyed businesses were asked if they felt recently graduated High School students were prepared for the workforce. As shown, 52% felt that recent graduates were not prepared. Those employers who felt recent graduates were not prepared were asked a follow up question regarding which of a provided list of areas were possible reasons these graduates were not prepared. Of this list, most felt recent graduates lacked a ‘basic work ethic,’ followed by ‘general knowledge of business and industry.’ 13


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Do you feel that recently graduated High School students are prepared for the workforce?

Yes 34%

No 52%

Don't Know 14%


Do you plan on adding “Green” jobs in the next 12 months?

Yes 14%

No 71%

Don't Know 15%


GREEN JOBSSurveyed businesses were asked if they currently had any ‘Green’ jobs and if they planned on adding any green jobs in the next 12 months. As shown, 79% reported they do not currently staff any green jobs, and 14% planned on adding green jobs in the next 12 months.

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Do you currently have “Green” jobs? Green Jobs are defined as jobs that promote environmental protection

and energy independence.

Yes 16%

No 79%

Don't Know 5%



APPENDIX A: SURVEY QUESTIONS

WIRED65 Building and Sustaining Economic DevelopmentLabor Market Survey Questions

Contact Verification

1.) Currently, how many employees do you have at this location?2.) How many do you expect to have at this time next year?3.) May I have your name? 4.) May I have your title? 5.) Email collection

Our researchers will read a list of occupations that are likely found in your industry. They will then ask you the following staffing questions for each occupation. Staffing Questions

6.) How many <occupation> do you have?7.) How many will you need to hire in the next 90 days? 8.) How many do expect to have at this time next year?9.) What is the annual turnover for this occupation?

Our researchers will then ask you the following questions for some of the individual occupations you stated as having. Occupational Specific Questions

10.) How long does it take to fill a vacancy for experienced <occupation>? Less than 2 weeks Two to 4 weeks 1-3 months 3-6 months More than 6 months Don’t know Don't hire experienced

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11.) How long does it take to fill a vacancy for a non-experienced <occupation>? Less than 2 weeks Two to 4 weeks 1-3 months 3-6 months More than 6 months Don’t know Don't hire non-experienced 12.) How much work experience do you require for this occupation? None Under 3 months 3 to under 6 months 6 months to under 12 months 1 to under 2 years 2 to under 4 years 4 to under 10 years 10 years or more Don’t know 13.) Do you require an occupational license or certification for this occupation? Yes No Don’t know

14.) What is the PREFERRED education level for this occupation? None High school/GED Some college Associate degree BS/BA Graduate degree or above Don’t know 15.) For this occupation, do you employ? Temporary workers: Yes No Don’t knowHigh school students: Yes No Don’t knowSeasonal: Yes No Don’t knowInterns/apprentice: Yes No Don’t knowWelfare-to-Work participants: Yes No Don’t knowWorkers ages 14-21 Yes No Don’t knowPart Time workers: Yes No Don’t know

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16.) Which of the following recruitment methods have been effective for <occupation>?

Newspaper Hire from within Referrals/word-of-mouth Unsolicited walk-ins Local One-Stop Centers /State employment services School placement offices Recruiters Internet Other None Don’t know

17.) What standard employee benefits do you provide for this occupation? Choose

ALL that apply… Medical Dental Pension program 401k SAR/SEP (401K program for small businesses) Stock options Paid Vacations and Holidays Tuition reimbursement Child care Other None Don’t Know 18.) Do employees in all your occupations get similar benefits? Yes No Don’t know

19.) What is the starting salary range for a NON-EXPERIENCED <occupation>?

20.)What is the starting salary range for EXPERIENCED <occupation>?

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The last part of the interview consists of the following non-occupation specific questions. Supplemental Survey Questions NON-OCCUPATION Specific

1.) In the next 12 months, is your company considering any of the following?

Expanding Downsizing Relocating outside of the County Closing None / No change Don’t know 2.) If respondent selects from question number 1, “Relocating outside of

the County”, we will ask… You stated that you were considering Relocating outside of the County, where are you considering relocating to?

_____________________________________________

3.) If the respondent selects from question number 1, “Downsizing” or

“Closing”, we will ask… You stated that you were considering Downsizing or Closing, other than the

current economic conditions, would that be because of…. Availability of Credit Cost of doing Business Tax Competitiveness Insufficient Room for Expansion Regulatory Concerns Lack of Skilled Labor Affordable Housing for Employees Traffic Congestion Other Don’t Know

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4.) If the respondent selects from question number 1, “Expanding”, we will

ask… You stated that you were considering Expanding in the next 12 months,

which of the following would help you with your expansion… New or Additional Space Equipment Availability of Credit Help with Recruiting and Hiring Staff Training New or Upgrade your Information Technology Increased Visibility in the Marketplace Other None Don’t Know 5.) Does the region’s quality of life impact your ability to attract and retain

employees? Yes No Don’t Know

6.) If the respondent answers ‘Yes’ to question number 5, we will ask… Of the following list of Quality of Life categories, which do you consider to

have an impact in your ability to attract and retain employees? Affordable Housing Availability of Housing Education System Availability of Work Training Institutions Local Wages Mass Transportation System General Cost of Living Public Safety Medical Care Medical Insurance Things to do Other Don’t Know

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7.) Do you provide now or are you considering providing any of the following…

Internships On-the-Job Training In-House Training Job Shadowing Tuition Assistance Community Mentoring None Don’t Know 8.) What percentage of your workforce has a Bachelor’s Degree? Would

you say… None Between 1 and 25 percent Between 26 and 50 percent Between 51 and 75 percent Between 76 and 100 percent Don’t Know

9.) Will your future workforce include more positions where a Bachelor’s Degree is required or preferred?

Yes No Don’t Know 10.) If the respondent answers ‘Yes’ to question number 9, we will ask…

What percentage of your future workforce would you say that would be? Would you say…

Between 1 and 25 percent Between 26 and 50 percent Between 51 and 75 percent Between 76 and 100 percent Don’t Know

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11.) Do you feel that recently graduated High School students are prepared for the workforce?

Yes No Don’t Know 12.) If the respondent answers ‘No’ to question number 11, we will ask… Which of the following would you say are the reasons that recently

graduated students are not prepared for the workforce? Please select all that apply…

Communication Skills Technical Skills Math Skills Reading Skills Computer Skills General Knowledge of Business and Industry Basic Work Ethic Other None Don't Know 13.) Do you currently have “Green” jobs? Green Jobs are defined as jobs that

promote environmental protection and energy independence. Yes No Don’t Know

14.) Do you plan on adding “Green” jobs in the next 12 months? Yes No Don’t Know

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APPENDIX B: SURVEYED COUNTIES

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County State # of Surveys %Adair KY 68 1.4%Breckinridge KY 48 1.0%Bullitt KY 140 2.9%Carroll KY 76 1.6%Clark IN 334 6.8%Crawford IN 32 0.7%Floyd IN 240 4.9%Grayson KY 97 2.0%Green KY 25 0.5%Hardin KY 391 8.0%Harrison IN 132 2.7%Henry KY 26 0.5%Jefferson IN 154 3.2%Jefferson KY 2193 44.9%Larue KY 37 0.8%Marion KY 72 1.5%Meade KY 61 1.3%Nelson KY 144 3.0%Oldham KY 119 2.4%Scott IN 82 1.7%Shelby KY 161 3.3%Spencer KY 18 0.4%Taylor KY 108 2.2%Trimble KY 13 0.3%Washington IN 76 1.6%Washington KY 32 0.7%Total 4879



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Disclaimer: “This workforce solution was funded by a grant awarded under the Workforce Innovation in Regional Economic Development (WIRED) Initiative as implemented by the U.S. Department of Labor’s Employment & Training Administration. The solution was created by the grantee and does not necessarily reflect the official position of the U.S. Department of Labor. The Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with respect to such information, including any information on linked sites and including, but not limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy, continued availability, or ownership. This solution is copyrighted by the institution that created it. Internal use by an organization and/or personal use by an individual for non-commercial purposes is permissible. All other uses require the prior authorization of the copyright owner.”

ABOUT ERISS

ERISS Corporation is an award-winning company and a national leader in employer outreach, employer surveys and workforce technology since 1992. We have conducted both large-scale survey and outreach projects of state and regional areas, as well as targeted industry sector surveys, surveying over 2,000,000 employers in the last ten years. ERISS’s projects capture employer-specific information such as brand awareness, knowledge of service offerings, services needed, and satisfaction rankings, current and forecasted hiring, planned layoffs, barriers to growth and preferences towards hiring special populations. For more information visit www.eriss.com or contact Barbara Nyegaard, CEO at [email protected]

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Labor Market Information for Kentucky and Indiana

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