Greater Lowell Local Plan Package
GREATER LOWELL WORKFORCE DEVELOPMENT AREA NORTHEAST REGION WIOA LOCAL PLAN FISCAL YEAR 2018
Greater Lowell Workforce Development Board Peter Farkas, Executive Director
TABLE OF CONTENTS
WIOA LOCAL PLAN OVERVIEW 1
The Massachusetts Local Plan represents the unified efforts of several state and local partners to administer an effective and efficient workforce system for the Commonwealth.
SECTION I: REGIONAL DATA PACKAGE & ADULT BASIC EDUCATION ALLIGNMENT 2
DATA PACKAGES DEMOGRAPHIC CONTEXT EMPLOYER DEMAND SUMMARY CAREER PATHWAYS INVESTIGATING THE EMPLOYMENT SUPPLY GAP
ADULT BASIC EDUCATION SURVEY RESULTS ANALYSIS
SECTION II: SECTION II: WORKFORCE BOARD STRATEGIC PLAN 56
SECTION III: MEMORANDUM OF UNDERSTANDING 72
METHODS OF INTEGRATED SERVICE DELIVERY
COMBINING EDUCATION & WORKFORCE SYSTESMS TO SUPPORT CAREER PATHWAYS
SECTION IV: PARTICIPANT SUMMARIES AND PERFORMANCE INDICATORS 91
CAREER CENTER PARTICIPANTS AND OUTCOME SUMMARIES
PROFILE OF CAREER CENTER CUSTOMERS
WIOA TITLE I ADULT PARTICIPANTS SUMMARY
WIOA TITLE I DISLOCATED WORKERS PARTICIPANTS SUMMARY
WIOA TITLE I YOUTH WORKERS PARTICIPANTS SUMMARY
TRADE ADJUSTMENT ASSISTANCE PARTICIPANTS
WIOA PRIMARY INDICATORS OF PERFORMANCE
WIOA LOCAL PLAN OVERVIEW
FISCAL YEARS 2018-2021
Massachusetts’ WIOA 4‐Year Local Plan, as required at WIOA section 108, is the culmination of a deliberate strategy to align all of the WIOA required activities in a coherent manner that averts duplication. The MA WIOA Local Plan builds upward and outward from the documents listed in the Table of Contents, which coalesce into the first year of the Massachusetts 4‐year local plan.
For FY18, the Commonwealth has focused on Local Memoranda of Understanding (MOU) that articulate integrated service strategies for priority WIOA populations and Regional Data Packages, comprised of critical data and analysis illustrating employer demand and worker supply in each of the seven new planning regions. In addition, the Local Plan includes the local Strategic Plan for the Workforce Board that describes local career pathway models, and current local data and information addressing the needs of the local Adult Basic Education population as well as performance indicators and participant summaries to support customer service planning.
Page 1 SECTION I: REGIONAL DATA PACKAGE & ADULT BASIC EDUCATION ALLIGNMENT
DATA PACKAGE
DEMOGRAPHIC CONTEXT
Population growth: Projections through 2035 show the share of older residents in Massachusetts increasing, with working age population declining.
Trends in race, ethnicity, and national origin: Population growth is driven by immigration, and by the growth of non‐white racial groups.
Regional commuter patterns: Illustrates percentage of residents employed in region but living outside it, residents living and employed in the region, and the percentage of residents living in region but employed outside it.
EMPLOYER DEMAND SUMMARY
General employment patterns: Comparison of state and regional unemployment rates between 2005 and January 2017, along with a comparison of median state wages and median regional wages.
Industry data: A comprehensive view of regional sector makeup, organized according to total wages and total employment. Prominent industry groups are highlighted and arranged according to average weekly wages. The largest fifteen employers of each top industry in the region are identified and ranked.
Occupational data: Jobs and professions defined by SOC codes are indexed according to share of employment, employer demand, and Demand Star Ranking.
CAREER PATHWAYS
Projected employment through 2024 and median annual earnings for key career pathways important to the region.
INVESTIGATING THE EMPLOYMENT SUPPLY GAP
Supply gap ratio: A proxy measure for understanding which occupations present labor supply deficiencies that are outstripped by employer demand. It shows which occupations have more job openings than qualified workers to fill those same job openings.
Labor supply/employer demand = supply gap ratio
ADULT BASIC EDUCATION SURVEY
SURVEY RESULTS ANALYSIS
The Massachusetts Department of Education’s Adult and Community Learning Services (ACLS) Request for Proposal for Adult and Community Learning Service grants will provide adult education direct services in each of the 16 workforce development areas. The grants will support the development of innovative adult education programs to effectively serve shared customers. This section provides comprehensive information that will assist bidders in aligning Adult Education activities and services with the workforce system.
Page 2 Northeast Data Package Workforce Skills Cabinet, 2017
Page 3 Table of Contents This report contains critical data and analysis illustrating employer demand and worker supply in the region. Developed under the auspices of the Massachusetts Workforce Skills Cabinet to inform workplace service strategies.
I. Regional Map II. Demographic Context and Overview III. Employer Demand Data IV. Supply Gap Data Page 4 Regional Structure – Workforce Skills Cabinet Planning Regions
Page 5 II. Demographic Context and Overview
• Population trends in age, race, ethnicity, and immigration • Commuter patterns in and out of the region • Data summary
Page 6 Demographic Deep Dive
Projected State Population Growth by Age, 2010-2035 The share of older residents is increasing, while the share and number of the working age population is declining.
Census 2010 Projected 2035 Population: 6,547,629 Population: 7,319,469
100% 90% 19% 29% 80% 70% 29% 60% 26% Census 2010 Working Age Projected 2035 Working 50% Population: 3,666,672 Age Population: 3,659,734 40% 27% 24% 30% 20% 10% 25% 21% 0% 2010 2015 2020 2025 2030 2035 0-19 20-39 40-59 60+
Page 7 UMass Donahue Institute, Long-term Population Projections for Massachusetts Regions and Municipalities, March 2015 Demographic Deep Dive
State Trends, Race/Ethnicity and Place of Origin Massachusetts population growth is driven by immigration and growth in diverse populations.
Share of Total Average Annual Massachusetts 2000 2012-2014 Absolute Change Percent Change Population 2012-2014 Growth Rate
Total Population* 6,131,752 6,447,295 100% 315,543 5.1% 0.4% Nativity Native Born 5,279,860 5,326,213 83% 46,353 0.9% 0.1% Foreign Born** 851,892 1,121,082 17% 269,190 31.6% 2.1% Race/Ethnicity White, non-Hispanic 5,026,398 4,817,401 75% -208,997 -4.2% -0.3% Black, non-Hispanic 300,758 407,723 6% 106,965 35.6% 2.4% Asian, non-Hispanic 224,242 375,130 6% 150,888 67.3% 4.0% Hispanic 412,496 678,193 11% 265,697 64.4% 3.9% Other race, non-Hispanic 167,858 168,848 3% 990 0.6% 0.0% *Civilian non-institutional population
**Foreign born is defined here as those born outside of the 50 states and the District of Columbia, who was not born to American parents abroad, and people born in Puerto Rico and other U.S. territories.
Page 8 Source: Commonwealth Corporation via 2000 Census, 2012-2014 American Community Survey, PUMS. Demographic Deep Dive
Regional Trends, Race/Ethnicity The total population in the Northeast has increased slightly over the past ten years, and the strongest growth has been among minority populations. Total Population Estimate: 1,049,766 Race, 2011-2015 Average 2011-2015 Average
White 6% 11% 4% Change in Residents, 2006-2010 – 2011-2015 Black or African Race American Averages Ethnicity Asian 40000 36,827, 4% 79% Other 35000
30000
23,793, 17% Ethnicity, 2011-2015 Average 25000 20000
16% 15000 12,356, 2% 10,263, 14% 10000 7,640, 39% Hispanic Estimate 6,568, 20% Not Hispanic 5000 84% 0 White Black or African Asian Other Hispanic Total American Page 9 Source: American Community Survey, Selected Characteristics of the Total and Native Populations of the United States, 5 Year Averages 2011-2015 Demographic Deep Dive
Regional Trends, Place of Origin
About 2/3 of the Northeast was born locally. The share of foreign-born residents has increased by 8%, while out of state migrants have not increased. Place of Origin, 2011-2015 Average Change in Place of Origin, 2006-2010 – 2011-2015 Average
Foreign Born 12,566, 8% 15%
3% Native; born in state of residence Native; born outside U.S. 3,932, 15% Native; born in other state in the U.S. 15% Native; born outside U.S.
Foreign Born Native; born in other state in the U.S. 583, 0% 67%
Native; born in state of residence 19,533, 3%
0 5000 10000 15000 20000 25000
Page 10 Source: American Community Survey, Selected Characteristics of the Total and Native Populations of the United States, 5 Year Averages 2011-2015 Demographic Deep Dive
Regional Trends, Education
Although much of the Northeast is highly educated, a significant portion of residents require language or basic skill remediation.
25+ Population by Educational 14% 18+ Population by Educational Needs, 2011-2015 Average Attainment, 2011-2015 Average 12% 12%
10%
High School or Below 8%
36% 38% Associates, Post- 6% Secondary Certificate, 5% 5% Some College 4% BA+
2%
26% 0% Less than 9th Grade 9th - 12th, No Diploma Limited English Proficient
Total Population Estimate, 25+: 756,507 Total Population Estimate, 18+: 860,885
Page 11 Source: American Community Survey 5 Year Averages 2011-2015 Demographic Deep Dive Regional Commuter Patterns
Northeast employers face a net loss of 77,120 employees who leave the region for work.
161,738 Employed in Region but Living Outside
237,933 Living and Employed in Berkshire
238,858 Living in Region but Employed Outside
U.S. Census Bureau, OnTheMap Application and LEHD Origin-Destination Employment Statistics (Beginning of Quarter Employment, 2nd Quarter of 2002-2014). Page 12 Demographic Deep Dive Summary of Demographic Trends
• As our State’s population ages, the share of working age and young people is declining. • The total population in the Northeast has increased slightly over the past ten years, and the strongest growth has been among minority populations. • The Northeast Region loses more workers to outside of the region than the amount of employees that it gains.
Page 13 III. Employer Demand Data
A. Context B. Industry Overview C. Occupation Overview
D. Career Pathways Page 14 A. Context Employer Demand Data • Contextual data illustrates broadly the employment patterns in the region. • Industry data shows which employers are prominent in the region. • Occupation data shows which jobs people in the region do. People often perform the same jobs at different types of employers, and in different industries. • This data is organized across several different criteria, and should guide your consensus and decision-making process. • Consider how to layer in criteria to view and set priorities regionally.
Page 15 Unemployment Rate Deep Dive State and Regional Unemployment Rate
Northeast unemployment rates tend to be on par or slightly above that of the Commonwealth.
12.0
10.0
8.0
6.0 Region State 4.0
2.0
0.0 Jul-07 Jul-12 Apr-06 Oct-08 Apr-11 Oct-13 Apr-16 Jan-05 Jun-05 Jan-10 Jun-10 Jan-15 Jun-15 Feb-07 Mar-09 Feb-12 Mar-14 Feb-17 Nov-05 Sep-06 Dec-07 Aug-09 Nov-10 Sep-11 Dec-12 Aug-14 Nov-15 Sep-16 May-08 May-13
Page 16 Source: Bureau of Labor Statistics, 2005-2017 Seasonally Unadjusted Data Regional and Workforce Development Area Labor Force and Unemployment Rates between June 2016 and May 2017
North Shore Unemployment Rate: 3.4%
Merrimack Valley Unemployment Rate: 4%
Greater Lowell Unemployment Rate: 3.7%
Northeast Unemployment Rate: 3.7%
0 100,000 200,000 300,000 400,000 500,000 600,000 Page 17 Unemployment Employment Labor Force Median Wage
Northeast regional median wages are the second highest in the commonwealth. Annual Median $60,000 $53,153
$50,000 $46,690 $42,225 $40,646 $38,433 $38,601 $38,797 $40,000 $36,317
$30,000
$20,000
$10,000
$0 Berkshire Cape and Central Greater Northeast Pioneer Valley Southeast State Islands Boston Occupational Employment Statistics Wages, 2015
Page 18 B. Industry Overview Industry Terminology
Industry Sector Sectors that represent general categories of economic activities, 2 digit NAICS Industry Group More detailed production-oriented combinations of establishments with similar customers and services, 4 digit NAICS Total Employment Total number of workers
Page 19 Northeast Region Sector Makeup by total employment
DUA/BLS Quarterly Census of Employment and Wages, Page 20 QTR 3 2016 Northeast Region Sector Makeup by total wages
DUA/BLS Quarterly Census of Employment and Wages, Page 21 QTR 3 2016 Top 5 Healthcare Industry Groups
Average weekly wages for the Number of Establishments and Total Employment Sector and Industry Groups Employment share Number of establishments $916 Largest Employers by 12- 6,034 month Job Postings Individual and Family Services 13,310 $510 Employer Postings 118 Home Health Care Services 13,035 $747 Beverly Hospital 407
13 Eliot Community 314 General Medical and Surgical Hospitals 10,740 Kindred $1,126 274 Healthcare 516 Offices of Physicians Vinfen 161 9,370 $1,666 Lahey Clinic, Inc. 151 72 Nursing Care Facilities 8,292 $795
DUA/BLS Quarterly Census of Employment and Wages, QTR 3 2016; Conference Page 22 Board Help Wanted OnLine 12 month totals 2017 Top 5 Manufacturing Industry Groups
Average weekly wages for the Number of Establishments and Total Employment Sector and Industry Groups Employment share Number of establishments $1,776 Largest Employers by 12- 97 month Job Postings Electronic Instrument Manufacturing 8,780 $2,224 Employer Postings Semiconductor and Electronic 79 Pfizer 493 Components 4,355 $1,735 30 Entegris 275 Industrial Machinery Manufacturing Thermo Fisher 2,559 $1,995 266 Scientific, Inc 166 Machine Shops and Threaded Medtronic 242 Products 2,453 $1,205 Bruker AXS Inc 232 64 Bakeries and Tortilla Manufacturing 2,330 $569
DUA/BLS Quarterly Census of Employment and Wages, QTR 3 2016; Conference Page 23 Board Help Wanted OnLine 12 month totals 2017 Top 5 Finance Industry Groups
Average weekly wages for the Number of Establishments and Total Employment Sector and Industry Groups
Employment share $2,330 Largest Employers by 12- Number of establishments month Job Postings 386 Depository Credit Intermediation 4,973 $2,059 Employer Postings 349 Insurance Agencies, Brokerages & Bank Of America 136 Support 2,371 $1,955 Citizens Bank 87 32 Insurance Carriers Eastern Bank 59 1,492 $1,341 Santander 48 Nondepository Credit 57 Intermediation East Boston 776 $1,294 44 Savings Bank Security & Commodity Investment 71 Activity 725 $1,593
DUA/BLS Quarterly Census of Employment and Wages, Page 24 QTR 3 2016; Conference Board Help Wanted OnLine Top 5 Retail Trade Industry Groups
Average weekly wages for the Number of Establishments and Total Employment Sector and Industry Groups
$582 Largest Employers by 12- 481 month Job Postings Grocery Stores 14,123 $372 Employer Postings 47 Department Stores Target Corporation 298 4,868 $412 Lowe’s 258 Health and Personal Care 358 Macy’s 171 Stores 3,944 $738 Kohl’s Corporation 114 137 Automobile Dealers Express Scripts, $1,236 80 3,844 Inc
277 Clothing Stores $404 2,892
Page 25 DUA/BLS Quarterly Census of Employment and Wages, QTR 3 2016; Conference Board Help Wanted OnLine 12 month totals 2017 Top 5 Professional and Technical Industry Groups
Average weekly wages for the Sector Number of Establishments and Total Employment and Industry Groups
$2,016
Computer Systems Design and Rel 654 Largest Employers by 12- Services 6,920 $2,437 month Job Postings
Employer Postings Scientific Research and 154 Development Svc $2,779 Netscout Systems, 5,838 140 Inc
Management & Technical Consulting 610 NaviSite, Inc 92 Svc $1,813 4,398 H&R Block 76
398 Eliot Community 72 Architectural and Engineering $1,838 Services 4,268 Sonus Networks 70
Other Professional & Technical 334 $1,368 Services 2,571
Page 26 DUA/BLS Quarterly Census of Employment and Wages, QTR 3 2016; Conference Board Help Wanted OnLine, 12 month totals 2017 Top 5 Education Services Industry Groups
Average weekly wages for the Sector Number of Establishments and Total Employment and Industry Groups
$1,014 Largest Employers by 12- 141 month Job Postings Elementary and Secondary Schools 31,866 $1,004 Employer Postings
11 Merrimack College 168 Colleges and Universities 3,542 $1,031 North Shore Community 135 College 240 Other Schools and Instruction North Andover $397 132 1,415 Public Schools Lawrence Public 91 Schools 62 Salem State Educational Support Services $813 78 353 University
23 Business, Computer & $1,352 Management Training 162 Page 27 DUA/BLS Quarterly Census of Employment and Wages, QTR 3 2016; Conference Board Help Wanted OnLine , 12 month totals 2017 C. Occupation Overview C1: Occupations Indexed by Share of Employment C2: Occupations Indexed by Employer Demand C3. Occupations Indexed by Demand Star Ranking
What jobs are people doing, and what types of work do employers need people to do.
Page 28 C1. Occupations Indexed by Share of Employment Occupation Terminology
Employment Share Number of employees currently working in a specific industry or sector across all employers Occupation A job or profession, not specific to an industry, defined by SOC code
Page 29 Top 15 Occupations by Share of Employment, 2015
Retail Salespersons 13,475 Cashiers 9,955 Registered Nurses 9,444 Waiters and Waitresses 8,347 Office Clerks, General 8,103 Combined Food Preparation and Serving Workers 7,849 General and Operations Managers 7,894 Customer Service Representatives 7,520 Nursing Assistants 6,326 Teacher Assistants 5,991 Janitors and Cleaners 5,999 BA+ Certificate/Associates Stock Clerks and Order Fillers 5,881 High School Diploma Personal Care Aides 5,518 or below Bookkeeping, Accounting, and Auditing Clerks 5,024 FirstLine Supervisors of Retail Sales Workers 4,709
Page 30 Occupational Employment Statistics, 2015 Short-Term Projection Employment Base Top 10 Occupations by Employment Share, 2015 Sub-BA
Retail Salespersons 13,475
Cashiers 9,955
Waiters and Waitresses 8,347
Office Clerks, General 8,103
Combined Food Preparation and Serving Workers,… 7,849
Customer Service Representatives 7,520
Nursing Assistants 6,326
Janitors and Cleaners 5,999
Teacher Assistants 5,991
Stock Clerks and Order Fillers 5,881
Page 31 Occupational Employment Statistics, 2015 Short-Term Projection Employment Base Top 10 Occupation by Employment Share, 2015, BA+
Northeast Region Statewide
Registered Nurses 9,444 Registered Nurses 83,780 General and Operations 66,350 General and Operations Managers 7,894 Managers Elementary School Teachers, Except Special 3,816 Accountants and Auditors 35,020 Education Secondary School Teachers, Except Special Software Developers, 3,798 28,630 and Career/Technical Education Applications Elementary School Teachers, 27,220 Accountants and Auditors 3,476 Except Special Education Software Developers, Systems 26,420 Software Developers, Systems Software 2,898 Software Middle School Teachers, Except Special and 2,849 Financial Managers 24,970 Career/Technical Education Sales Representatives, Wholesale and Secondary School Teachers, 2,567 24,130 Manufacturing, Technical and Scientific… Except Special and… Financial Managers 2,430 Management Analysts 22,490 Market Research Analysts and Industrial Engineers 2,379 18,780 Marketing Specialists
Page 32 Occupational Employment Statistics, 2015 Short-Term Projection Employment Base C2: Occupations Indexed by Employer Demand Employer Demand Terminology
Employment Projections Expected employment in 2017 (short term) and 2024 (long term) for a particular occupation, based on surveyed employers Weighted Employer Demand Short term openings from replacement and growth (2017), long term openings from replacement and growth (2024), and advertised online postings, averaged
Note: there are many different ways to measure “employer demand.” The WSC team acknowledges that none are perfect, and thus an average of three different measures seeks to find middle ground.
Page 33 Top 15 Occupations by Indexed Employer Demand, All Education Levels
Registered Nurses 3,411 (indexed) Retail Salespersons 1,758 Heavy and TractorTrailer Truck Drivers 1,701 Software Developers, Applications 1,409 Industrial Engineers 1,340 FirstLine Supervisors of Retail Sales Workers 1,288 Customer Service Representatives 1,265 Accountants and Auditors 1,111 Social and Human Service Assistants 1,101 Marketing Managers 983 FirstLine Supervisors of Office and Administrative Support… 976 FirstLine Supervisors of Food Preparation and Serving Workers 941 BA+ Computer User Support Specialists 912 Certificate/Associates Network and Computer Systems Administrators 834 High School Diploma Combined Food Preparation and Serving Workers, Including… 833 or below
Average NE Demand Index: 160
Page 34 Occupational Employment Statistics, 2017 Projections and 2024 Projections, Conference Board Help Wanted OnLine Top 15 Occupations by Indexed Employer Demand, Sub-BA
Retail Salespersons 1,758
Heavy and TractorTrailer Truck Drivers 1,701
FirstLine Supervisors of Retail Sales Workers 1,288
Customer Service Representatives 1,265
Social and Human Service Assistants 1,101
FirstLine Supervisors of Office and Administrative Support… 976
FirstLine Supervisors of Food Preparation and Serving… 941
Computer User Support Specialists 912
Combined Food Preparation and Serving Workers, Including… 833 Average Demand Index High School Diploma Occupations: 122 Bookkeeping, Accounting, and Auditing Clerks 781 Certificates, Associate’s, Some College: 160
Page 35 Occupational Employment Statistics, 2017 Projections and 2024 Projections, Conference Board Help Wanted OnLine Top 15 Occupations Requiring a BA by Indexed Employer Demand
Northeast Region Statewide
Registered Nurses 3,411 Registered Nurses 27,262
Software Developers, Applications 1,409 Software Developers, Applications 15,937
Industrial Engineers 1,340 Accountants and Auditors 12,472
Accountants and Auditors 1,111 Marketing Managers 9,902 Medical Scientists, Except 8,783 Marketing Managers 983 Epidemiologists Network and Computer Systems 834 Computer Systems Analysts 7,766 Administrators Medical and Health Services Network and Computer Systems 769 7,291 Managers Administrators Physical Therapists 735 Management Analysts 7,207 Medical and Health Services SpeechLanguage Pathologists 675 6,706 Managers Medical Scientists, Except 550 Financial Managers 6,227 Epidemiologists
Average NE Demand Index, BA: 212 Average State Demand Index, BA: 1532 Page 36 Occupational Employment Statistics, 2017 Projections and 2024 Projections, Conference Board Help Wanted OnLine C3: Occupations Indexed by Demand Star Ranking Terminology
Demand Star Ranking Ranking of highest-demand, highest-wage jobs in Massachusetts, based on short-term employment projections (2017), long-term employment projections (2024), current available openings from Help Wanted Online, and median regional wage.
Ranking developed by State of Louisiana’s workforce system and implemented with support of Boston Federal Reserve.
Page 37 II.C.1: 4- Star Occupations Requiring a High School Diploma
Indexed Occupation Title Primary Industry Median Wages Demand
Industrial Machinery Mechanics Manufacturing 105 $ 57,983
Maintenance and Repair Workers, General Real Estate and Rental and Leasing 674 $ 43,241
FirstLine Supervisors of Production and Operating Manufacturing 614 $ 64,740 Workers
Machinists Manufacturing 212 $ 53,146
Inspectors, Testers, Sorters, Samplers, and Weighers Manufacturing 245 $ 47,060
FirstLine Supervisors of Transportation and Transportation and Warehousing 285 $ 58,848 MaterialMoving Machine and Vehicle Operators
Light Truck or Delivery Services Drivers Transportation and Warehousing 622 $ 36,168
Occupational Employment Statistics, 2017 Projections and 2024 Projections, Occupational Employment Statistics Page 38 36 Wages, Conference Board Help Wanted OnLine II.C.2: Selected 4- and 5-Star Occupations Requiring an Associates/Certificate
Indexed Occupation Title Primary Industry Median Wages Demand Radiologic Technologists Health Care and Social Assistance 62 $ 70,650 Surgical Technologists Health Care and Social Assistance 64 $ 49,180 Licensed Practical and Licensed Vocational Nurses Health Care and Social Assistance 590 $ 56,252 Medical Records and Health Information Technicians Health Care and Social Assistance 130 $ 42,830 Occupational Therapy Assistants Health Care and Social Assistance 111 $ 49,472 Physical Therapist Assistants Health Care and Social Assistance 199 $ 54,859 Dental Assistants Health Care and Social Assistance 159 $ 40,758 Medical Assistants Health Care and Social Assistance 337 $ 36,064 Telecommunications Equipment Installers and Repairers, Information 65 $ 70,768 Except Line Installers Automotive Service Technicians and Mechanics Retail Trade 348 $ 44,251 Heating, Air Conditioning, and Refrigeration Mechanics and Construction 131 $ 56,254 Installers Heavy and TractorTrailer Truck Drivers Transportation and Warehousing 1701 $ 46,793
Page 39 Occupational Employment Statistics, 2017 Projections and 2024 Projections, Occupational Employment Statistics 37 Wages, Conference Board Help Wanted OnLine II.C.3: Selected 5-Star Occupations, BA+
Occupation Title Primary Industry Indexed Demand Median Wages
General and Operations Managers Professional and Technical Services 501 $ 98,312
Marketing Managers Professional and Technical Services 983 $ 124,266
Sales Managers Retail Trade 326 $ 135,720
Computer and Information Systems Professional and Technical Services 271 $ 137,597 Managers
Financial Managers Finance and Insurance 452 $ 108,444
Architectural and Engineering Managers Professional and Technical Services 190 $ 144,779
Medical and Health Services Managers Health Care and Social Assistance 769 $ 93,810
Software Developers, Applications Professional and Technical Services 1409 $ 108,342
Page 40 Occupational Employment Statistics, 2017 Projections and 2024 Projections, Occupational Employment Statistics 38 Wages, Conference Board Help Wanted OnLine D. Career Pathways
• Projected employment and median earnings for key career pathways important to the region
Page 41 Nursing Career Pathway
Employment Median Wages 12,000 $120,000 11,006 102,468 10,000 $100,000 Registered Nurses 9,444
8,000 83,950 $80,000 Masters 6,881 6,826 Bachelors Nursing Assistants 6,326 6,000 $60,000 Certificate Personal Care Aides 5,518 56,252 High School Diploma
4,000 $40,000 Licensed Practical and Licensed Vocational 3,365 Nurses 3,088 28,747 2,000 $20,000 26,852 Nurse Practitioners 670 515 0 1 2 3 $0 Personal Care Nursing Licensed Registered Nurse 2014 2024 Aides Assistants Practical and Nurses Practitioners Licensed Vocational Nurses
Page 42 Retail Career Pathway
Projected Employment Median Wages $160,000 16,000
$140,000 $136,720 14,000 Retail Salespersons 14,154 13,475 $120,000 12,000
$100,000 10,000
8,000 $80,000 FirstLine Supervisors of Retail 6,000 Sales Workers 4,709 $60,000 4,878 4,000 $40,000 $41,252 Bachelors Degree 2,000 Sales Managers 1,800 1,847 $20,000 $22,302 High School
0 $0 2014 2024 Retail Salespersons FirstLine Supervisors of Sales Managers Retail Sales Workers
Page 43 Manufacturing Career Pathway
Median wages Employment $70,000 4,000 $64,740 3760 $60,000 3,500 Team Assemblers 3590 $53,146 3,000 $50,000 $51,522 2,500 FirstLine Supervisors of Production 2222 $40,000 $42,905 and Operating .. 2219 2,000 2094 Machinists 1912 $30,000 $31,687 1,500
1,000 $20,000 699 Machine Tool Operators 591 500 $10,000 Machine Tool 215 0 Programmers 180 1 20142 20243 $0 Team Machine Tool Machine Tool Machinists FirstLine Assemblers Operators Programmers Supervisors of Production and Operating Workers
Page 44 Teaching Career Pathway
Projected Employment Median Wages 7,000 $80,000 Teacher Assistants 5,991 6,381 $70,000 6,000 $68,377
$60,000 5,000 Elementary School Teachers, Except $50,000 Special Education 3,816
4,000 4,001 $40,000
3,000 $30,000 $25,726 $20,000 2,000
$10,000 1,000 $0 Teacher Assistants Elementary School Teachers, Except 0 Special Education 2014 2014 Bachelors Degree Certificate Page 45 43 Financial Services Career Pathway
Employment Chart Title 9,000 $90,000
8,000 7,989 $80,000 Customer Service Representatives 7,520 $78,357 $70,000 $73,768 $74,381 7,000 $60,000
6,000 $50,000 $44,510 $40,000 5,000 $38,100 $30,000 $29,023 4,000 $20,000 3686 Accountants and Auditors 3,476 $10,000 3,000 $0
2,000 Tellers 1,830 1740 Financial Analysts 814 1,000 860 Loan Officers 570 620 Loan Interviewers and Clerks 397 437 0 2014LT Base 2024LT Proj
Page 46 Construction Career Pathway
Employment Median Annual Wages 3,500 $100,000 $92,180 3,226 $90,000 Construction Laborers 3,097 $80,000 3,000 2,875 $70,000 Carpenters 2,741 $60,000 $59,726 2,500 $50,000 $54,723 $40,000 $42,237 $30,000 $30,471 2,000 $20,000 $10,000 1,500 $0
Construction Managers 1129 1140 1,000
500
Carpenters Helpers 261
0 2014 2024
Page 47 45 Confirming Industry Priorities Industry Summary
• Among key industries, Manufacturing is likely to be under the most demographic pressure as the Northeast workforce ages. • Manufacturing and Healthcare have the most racially diverse workforces, with nearly one in five workers identifying as non-white. Professional, Scientific, and Technical services has the lowest representation of Hispanics and Latinos, while healthcare has the highest representation. • In every identified industry, Bachelor’s degree holders make up less than 50% of the workforce. Professional/ scientific/ technical services has the highest percentage of Bachelor’s degree holders, at 47%, while Construction and Transportation offer the most opportunities for those with a high school diploma or below.
Page 48 IV. Supply Gaps
A. Calculating Supply Gap Ratio B. Calculating Labor Demand & Labor Supply C. Supply Gap Analysis
Page 49 Supply Gap Analysis Calculating the Supply Gap Ratio Supply Gap Ratio = Projected Qualified Individuals Per Opening
• Supply Gap Ratio is a proxy measure for understanding which occupations are likely to NOT have enough talent to meet employer demand. • Supply / Demand = Supply Gap Ratio • 100 qualified individuals / 50 potential openings = supply gap ratio of 2 • 2 qualified individuals per opening (More supply than demand) • 6 qualified individuals / 12 potential openings = supply gap ratio of 0.5 • 0.5 qualified individuals per opening (Less supply than demand)
Page 50 Supply Gap Analysis Calculating Labor Demand & Labor Supply Demand Supply How many potential job openings do are expected for How many qualified individuals are potentially available a given occupation? to fill a relevant job opening?
Average of total number of jobs for each occupation Sum of available workers or graduates related to an across three data sets… occupation from multiple data sets…
• 2017 projections from openings and replacement • Unique UI claims, 2016 (DUA) (OES) • Relevant completer data • 2024 projections from openings and replacement • Voc-Tech completers, 2013-2015 average (DESE), 50% (OES) available* • • Community College completers, 2013-2015 average Help Wanted Online annualized 2016 job postings (DHE), 90% available • State University completers, 2013-2015 average (DHE), 71% available • Private University completers, 2013-2015 average (iPEDS), 55% available
*All retention figures are statewide, studies cited in Data Tool **Occupations requiring post-secondary education only
Page 51 Supply Gap Analysis More Openings than Qualified: Regional Sub-BA Occupations
Among all occupations requiring an Associates or Certificate, computer/IT, healthcare support occupations, engineering and tech, transportation, and a number of installation professions face supply gaps.
Industrial Engineering Technicians Web Developers Firefighters Teacher Assistants Environmental Science and Protection Technicians, Including Health 4 Star Occupations Computer User Support Specialists Heavy and Tractor-Trailer Truck Drivers 3 Star Occupations Bookkeeping, Accounting, and Auditing Clerks Automotive Service Technicians and Mechanics Medical Equipment Repairers Dental Hygienists Preschool Teachers, Except Special Education Physical Therapist Assistants Licensed Practical and Licensed Vocational Nurses Architectural and Civil Drafters Electrical and Electronic Engineering Technicians Nursing Assistants Hairdressers, Hairstylists, and Cosmetologists Occupational Therapy Assistants Human Resources Assistants, Except Payroll and Timekeeping Massage Therapists Heating, Air Conditioning, and Refrigeration Mechanics and Installers Medical Records and Health Information Technicians Mechanical Engineering Technicians 0.00 0.10 0.20 0.30 0.40 0.50 0.60 0.70 0.80 0.90 1.00
Occupations requiring a postsecondary non-degree award, some college, or an Associate’s Degree, 20+ only Page 52 Source: OES Projections 2014-2024, OES Projections 2015-2017, HWOL 2016 average, iPEDS, Massachusetts Department of Higher Education, Department of Unemployment Assistance Supply Gap Analysis State Supply Gap Overview: BA Clusters
Sales, Healthcare, Management, and Computer and Mathematical Occupations average the lowest ratios of qualified individuals per opening at the BA level.
Sales and Related Occupations
Healthcare Practitioners and Technical Occupations Under Supply, Ratio >1 Management Occupations Over Supply, Ratio <1
Computer and Mathematical Occupations
Community and Social Services Occupations
Education, Training, and Library Occupations
Business and Financial Operations Occupations
Architecture and Engineering Occupations
Arts, Design, Entertainment, Sports, and Media Occupations
Life, Physical, and Social Science Occupations
0 1 2 3 4 5 6 7 8 9 Supply Gap Ratio
Occupations requiring a Bachelor’s Degree, Demand Index 100+ Only
Page 53 Source: OES Projections 2014-2024, OES Projections 2015-2017, HWOL 2016 average, iPEDS, Massachusetts Department of Higher Education, Department of Unemployment Assistance Supply Gap Analysis More Openings than Qualified: State BA Occupations A number of 4 and 5 star occupations, largely in STEM fields, are in short supply.
Registered Nurses Civil Engineers Software Developers, Applications Medical and Health Services Managers Sales Engineers Human Resources Managers Public Relations and Fundraising Managers Network and Computer Systems Administrators Computer Systems Analysts Marketing Managers Human Resources Specialists Sales Representatives, Wholesale and Manufacturing, Technical and Scientific… Construction Managers Elementary School Teachers, Except Special Education Industrial Engineers Architectural and Engineering Managers Management Analysts Accountants and Auditors Middle School Teachers, Except Special and Career/Technical Education Software Developers, Systems Software Database Administrators Computer and Information Systems Managers 0 0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 Supply Gap Ratio
Occupations requiring a Bachelor’s Degree, 4 and 5 stars, Demand Index 100+ only
Page 54 Source: OES Projections 2014-2024, OES Projections 2015-2017, HWOL 2016 average, iPEDS, Massachusetts Department of Higher Education, Department of Unemployment Assistance Supply Gap Analysis Labor Supply Gap Summary
Associate’s, Some college, Post-secondary Certificate • In the Northeast Region, a specific set of 3 and 4 star occupations face supply gaps – most notably in healthcare support, computer support/IT, installation, and transportation fields. Bachelor’s Degree • Across the State, we expect supply gaps in 4 and 5 star occupations primarily in STEM fields, with an emphasis on Healthcare and Computer and Mathematical occupations.
Page 55 Greater Lowell Workforce Investment Board
Local Area Information Related to Adult Education and Literacy
1. ALIGNMENT WITH ADULT EDUCATION AND LITERACY ACTIVITIES
ABE director is on the WDB. Staff are co-located at the Career Center. Quarterly meeting with ABE/WDB and CCL staff. There is a strong referral system in place. Career Center staff present on site at the ABE provider signing up ABE students as CC customers. We us Title 1 Adult and CIES funding to enroll students in ABE programming.
2. EDUCATIONAL AND SERVICE NEEDS OF PRORITY POPULATIONS
Priority populations: Spanish Speakers, Recent Refugees (mix literacy and language skills in English and their own languages); High School Dropouts; Low skills; low income.
3. PROJECTED NEED FOR ADULT EDUCATION AND ESOL PROGRAMS
More literacy programming for immigrants and refugees
4. CAREER PATHWAYS FOR ABE AND ESOL POPULATIONS
Pathways: Certified Nursing Assistant-Home Health Aid to LPN/RN and Entry level Manufacturing to Advanced Manufacturing
Page 56 SECTION II: WORKFORCE BOARD STRATEGIC PLAN
STRATEGIC VISION
The Strategic Plan demonstrates utilization of “business intelligence” to develop data driven strategies based on analysis of Labor Market Information. The Strategic Plan includes strategies for the Board to convene, broker and leverage partnerships with key stakeholders, e.g., WIOA Core Partners, career and technical education, community colleges and other higher education entities, organized labor, and others.
The Strategic Plan develops and/or replicates successful career pathway models and industry sector interventions that involve significant employer engagement activity and includes use of job driven strategies & innovative use of work‐based models of training interventions – OJT, apprenticeship, internship, etc. It describes the role of the board in the development of the region’s comprehensive economic development strategies as well as the coordination of the workforce activities with economic development strategies.
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Greater Lowell Workforce Investment Board
Strategic Plan 2015-2016
Chair: Raymond Wrobel Director: Gail Brown
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“The underlying principles of strategy are enduring, regardless of technology or the pace of change.” - Michael Porter
2 Page 59
Table of Contents
Executive Summary ...... 4
Overview ...... 5
Mission ...... 5
Planning Process ...... 6
Acknowledgements ...... 6
Strategic Vision ...... 7
Summary of Environmental Scan ...... 8
Transitioning to WIOA ...... 9
Turning Challenges into Opportunities ...... 10
Strategic Goals ...... 11
Goal 1 ...... 12
Goal 2 ...... 13
Goal 3 ...... 14
Goal 4 ...... 15
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GLWIB Strategic Plan 2015-2016
Executive Summary This strategic plan is presented by the Greater Lowell Workforce Investment Board. The plan was developed through a strategic planning process that began in the fall of 2014. Leading up to the establishment of the plan, the GLWIB conducted three sessions with the Strategic Planning Sub-committee to consider our vision, mission, and goals. We then established our strategies and initiatives to reach these goals. The process concluded with a presentation to the full Board in December 2014 at which time the plan was unanimously approved.
The Strategic Planning Committee focused on the Workforce Investment System as continuing to be business driven, managing labor market cycles to drive decision making, and to bridge the gap between employer needs and skills available in the local workforce. It also outlines the goals, objectives, and action steps required to ensure that the Greater Lowell Workforce Investment Board is the leader of local workforce solutions.
In the process of developing this plan for the Greater Lowell WIA region, the GLWIB focused on transitioning to the new Workforce Innovation and Opportunity Act (WIOA) which will become fully implemented in July 2016. In that regard, our plan embodies these key WIOA operating principles:
Increase access to education, training, and employment--particularly for people with barriers to employment Create a comprehensive, high-quality workforce development system by aligning workforce investment, education, and economic development Improve the quality and labor market relevance of workforce investment, education, and economic development efforts Promote improvement in the structure and delivery of services Increase the prosperity of workers and employers Increase economic self-sufficiency, meet employer needs, and enhance the productivity and competitiveness of the region
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GLWIB Strategic Plan 2015-2016
Overview The Greater Lowell Workforce Investment Board is one of 16 Workforce Boards throughout Massachusetts, servicing the communities of Billerica, Chelmsford, Dracut, Lowell, Tewksbury, Tyngsboro, Dunstable and Westford. We are charged with overseeing and implementing workforce development initiatives throughout the Workforce Investment Area. Board members offer a wide range of skills and experience and include representatives from local businesses, educational Institutions, community based organizations, labor unions, governmental agencies, economic development, and the Greater LowellChamber of Commerce.
The Greater Lowell Workforce Investment Board oversees a variety of workforce development activities, representing a multitude of federal and state funding sources . These sources include Youth, Adult and Dislocated Worker programs funded by the Workforce Investment Act (WIA); the Career Center of Lowell; School to Career Initiatives; Department of Education Adult Basic Education Activities; the Massachusetts Workforce Training Fund, and other specially funded workforce development initiatives.
Mission The Greater Lowell Workforce Investment Board (GLWIB) is a collaborative involving employers, educational institutions, labor groups, municipal and state officials, and community-based organizations that provides leadership, policy direction, and accountability for the local workforce development system.
By securing and allocating public and private funds for high quality, innovative, and collaborative workforce development programs, the GLWIB promotes a skilled and educated workforce, meets the workforce needs of employers, and supports and sustains economic development, business competitiveness, and job creation in Greater Lowell.
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GLWIB Strategic Plan 2015-2016
Summary of Planning Process The Greater Lowell WIB began the process in September 2014 by hiring planning consultants Strategy Matters, Inc (SMI) to facilitate the development of our new strategic plan. SMI is a consulting group that works with mission-driven organizations to develop creative solutions to complex problems. SMI clients are working in areas that affect whole communities including: justice, safety, education, health, culture.
SMI conducted an environmental scan, including updates on regional demographics, economic and labor market information, political landscape, legislative policies, and trends in workforce development funding.
Over the course of two months, the Strategic Planning Committee met three times to a) analyze data; b) interpret implications based on changing conditions, and c) develop goals and objectives to guide our work going forward in light of our mission and current environment and challenges.
Acknowledgements On behalf of the Greater Lowell Workforce Investment Board, we would like to thank Strategy Matters, Inc. in particular, Liz O’Connor and Danielle Gerena. The GLWIB would also like to thank our elected officers for their leadership: Chair Raymond Wrobel; Vice Chair Maureen Fitzpatrick; and 2nd Vice Chair Danielle McFadden who also serves as Chair of the Strategic Planning Committee. The GLWIB would like to acknowledge the time and effort of the members of the Strategic Planning Committee:
Chair—Danielle McFadden - Greater Lowell Chamber of Commerce Barbara O'Neil - Career Center of Lowell Stephanie Cronin - Middlesex 3 Coalition Shannon Norton- Career Center of Lowell Maureen Fitzpatrick - Lowell General Hospital Beth Goguen - MA Workforce Development Ed Starr – International Brotherhood of Electrical Workers Judy Burke - Middlesex Community College Ray Wrobel – Align Credit Union
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GLWIB Vision 2015-2016
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GLWIB Strategic Plan 2015-2016
Environmental Scan
Strategy Matters, Inc. (SMI) conducted an environmental scan, including updates on regional demographics, economic and labor market information, political landscape, legislative policies, and trends in workforce development funding.
What they found was both dynamic and static variables that directly effect workforce planning in Greater Lowell and the Commonwealth of Massachusetts as a whole. The changes include political landscape (newly elected Governor), legislative and policy environment (WIOA) and funding opportunities (state and federal). The constant items include employers, regional employment opportunities, core WIB members, and partners.
The Greater Lowell region has experienced continued growth in the critical sectors of Information Technology/Hi-Tech, Healthcare, and Advanced Manufacturing. These industries are projecting to have the most job openings for high skill occupations.
The challenges that are most profound in our region and across the state, include a growing number of long-term unemployed and the skills gap between current job seekers and the requirements of employers/businesses. Over the last 10 years, the percentage of jobless who have been unemployed for six months or more has almost doubled.
There is a disconnect between the skills of our workforce and the needs of our regional employers. The high skilled occupations in critical sectors require advanced post-secondary education or training but there are opportunities and pathways for all levels of skill.
The GLWIB Strategic Plan 2015-2016 will be the map for the workforce investment system in Greater Lowell to succeed and evolve within the current environment. The plan will focus on maintaining flexibility to adapt to the aforementioned changes as well as build a foundation to meet the needs of job seekers and businesses.
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GLWIB Strategic Plan 2015-2016
Transitioning to WIOA In July 2014, President Obama signed the Workforce Innovation and Opportunity Act (WIOA) into law. It is the first legislative reform in 15 years of the public workforce system. WIOA is designed to help job seekers access employment, education, training, and support services to succeed in the labor market and to match employers with the skilled workers they need to compete in the global economy.
WIOA streamlines and increases the focus on serving the most vulnerable and low-income job -seekers who have limited skills, lack work experience, and face other barriers to economic success.
WIOA expands education and training options to help participants access good jobs and advance in their careers; helps disadvantaged and unemployed job-seekers earn while they learn through support services and effective employment-based activities; and aligns planning and accountability policies across core programs to support more unified approaches to serving low-income, low-skilled individuals.
When developing this plan, the GLWIB created objectives and goals based upon the changes to be implemented through WIOA.
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GLWIB Strategic Plan 2015-2016
Turning Challenges into Opportunity For this plan the GLWIB seeks to focus on issues that have historically presented themselves as challenges in Greater Lowell and turn them into opportunities for improvement and growth in our region. A software engineer may call this “turning bugs into features”. We see the implementation of WIOA and the following emerging opportunities as a chance to expand our impact and continue providing successful service:
Developing and expanding partnerships with the Information Technology/Computer Science sector
Focusing on new pathways and successful programs for out-of-school young adults and other vulnerable populations
Developing and growing industry partners to provide work-based learning opportunities, i.e. Apprenticeship and On-Job-Training (OJT) programs
Increasing attention to soft skills among all, but particularly young job-seekers
Continuing to build, expand, and deepen our partnerships and reputation in anticipation of potential focus on regionalization through WIOA
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Strategic Goals 2015-2016
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GLWIB Strategic Plan 2015-2016
Goal 1: Meet regional employer needs for a skilled workforce
Develop/maintain comprehensive employer-focused resources
Create industry-specific focus on employer needs
Create a pipeline of strong, appropriate job referrals for employers in need of qualified candidates
Continue updating database of regional training opportunities
Support employers in analyzing their current/future training and hiring needs
Continue coordination and information - sharing between local businesses and partners through regular triage meetings
Collaborate on a “workforce needs assessment” to connect employers with partner agencies and resources for assistance with their hiring and certification needs
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GLWIB Strategic Plan 2015-2016
Goal 2: Connect job seekers to competitive wage employment
Identify and prepare a job-driven workforce that has the appropriate skills to connect to the labor market
Using recent labor market information, and in collaboration with the Career Center of Lowell, we will:
Educate and encourage job seekers to focus on gaining in-demand skills in need in our area
Encourage local vendors to provide training and opportunities for job-seekers that focus on in-demand skills needed by our employers and also on soft skills and interpersonal skills
Support methods for connecting job-seekers in getting training for in-demand skills,
Monitor local demographics and make recommendations for trainings/curriculum based on needs of local job seekers
Examine options with priority sectors including advanced manufacturing, information technology, healthcare and life sciences for OJT/apprenticeship partnerships
Create asset inventory of pre-apprenticeship and apprenticeship programs, including in the trades, in the areas above
Gather labor market information on businesses in priority sectors with strong presence in the area
Develop an outreach plan and build partnerships to engage local trade unions in creating resources for apprenticeships in priority sectors.
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GLWIB Strategic Plan 2015-2016
Goal 3: Support successful youth entry into career pathways and post-secondary credential programs
Promote youth awareness of professional options:
Offer career awareness services to region’s high schools, vocational schools, and community colleges
Work with career readiness staff at secondary and post-secondary schools to share labor market updates
Host youth-focused career fairs
Raise awareness of career pathways and correlating education requirements, opportunities, and salary information
Help those youth at highest risk of disconnection through:
Using partnerships to identify disconnected youth and intervene in the early stages
Identifying CORI-friendly career pathways appropriate for highest risk youth
Working with partners in identified sectors to explore/develop partnerships and pathway development
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GLWIB Strategic Plan 2015-2016
Goal 4: Continue to maintain strong WIB operations
Strengthen Board Member engagement in WIB operations, and support their participation in implementing this plan, through
Building and expanding Board networks Ensuring that WIB staff and board members have expanding and relevant professional and personal networks in key industries and with political leadership for this region
Focus on building new relationships and strengthening existing relationships Leveraging Regional Resources, including connect to the full array of resources (grants, media/awareness, investments) available to support WIB goals
Ensure that core programs are aligned with WIOA strategic priority areas Connect with apprenticeship programs Build and leverage State House/Legislative/Municipal relationships Create a formal network of business partners including advisory roles and participation in grants
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SECTION III: MEMORANDUM OF UNDERSTANDING
METHODS OF INTEGRATED SERVICE DELIVERY
The Local Board convened the OSCC Partners and other stakeholders into “MOU Teams” (defined locally) to strategize integrated, coordinated, person‐centric service design and delivery within the One‐Stop Career Center for youth, job seekers, and businesses. The OSCC service design is articulated in the Local WIOA Joint Partner Umbrella MOUs, effective July 1, 2017.
The Local Boards engage with businesses to understand their needs and develop an integrated education and workforce system that supports career pathways to prepare residents with foundation, technical, professional skills and information and connections to postsecondary education and training.
WIOA partners are working to construct career pathways aligned with business demand across federal, state and community‐based partnerships that will improve foundation skills and facilitate the transition to postsecondary education and training for individuals with barriers to employment, including adults who are undereducated and with limited English proficiency.
Page 73 Page 74 Page 75 Page 76 Page 77 Page 78 Page 79 Page 80 Page 81 Page 82 Page 83 Page 84 Page 85 Page 86 Page 87 Page 88 Page 89 Page 90 Page 91 SECTION IV: PARTICIPANT SUMMARIES AND PERFORMANCE INDICATORS
CAREER CENTER PARTICIPANT AND OUTCOME SUMMARIES
PROFILE OF CAREER CENTER CUSTOMERS
A profile of customers served at the One‐Stop Career Centers in the workforce area during Fiscal Year 2017 (July 1, 2016 – June 30, 2017). Profiles and outcomes data are provided for customers who received services at the One‐Stop Career Centers under the WIOA Title I Adult, Dislocated Worker and Youth Programs and the Trade Adjustment and Assistance Program.
WIOA TITLE I ADULT PARTICIPANTS SUMMARY
The Adult program provides job search assistance and training opportunities to unemployed and other job seekers, with priority to public assistance recipients, low‐income individuals, and those that are basic skills deficient and others who face barriers to employment.
WIOA TITLE I DISLOCATED WORKER PARTICIPANTS SUMMARY
The Dislocated Worker program provides job search assistance and training opportunities to individuals experiencing job dislocation resulting from a layoff or business closing or who have exhausted Unemployment Insurance, to help them return quickly to the labor force.
WIOA TITLE I YOUTH PARTICIPANTS SUMMARY
The Youth program provided employment and training activities to provide youth assistance in achieving careers and academic and employment success and provides opportunity for training and supportive services.
WIOA TRADE ADJUSTMENT ASSISTANCE
The Trade Adjustment Assistance (TAA) program assists workers impacted by foreign Trade providing training, employment and case management services, job search and relocation allowances, wage supplements for those 50 or older, and Trade Readjustment Allowances (TRA).
WIOA PRIMARY INDICATORS OF PERFORMANCE
The Primary Indicators of Performance for the WIOA Title I Programs, WIOA Title III, Wagner Peyser and WIOA Title II, Adult Education will be used to measure and evaluate performance for the local area. These are federal performance indicators negotiated with the U.S. Department of Labor and the U.S. Department of Education.
ADDITIONAL PERFORMANCE DATA
Career Center Performance Reports are located at: http://www.mass.gov/massworkforce/ccpr/
Page 92 PROFILE OF CAREER CENTER CUSTOMERS GREATER LOWELL WORKFORCE DEVELOPMENT AREA FISCAL YEAR 2017
Total Individuals Served 6,220 Gender Male 3,435 55% Female 2,785 45% Ethnicity White 4,286 69% Black or African American 410 7% Hispanic or Latino 803 13% American Indian or Alaskan Native 43 1% Asian 841 14% Hawaiian Native or Other Pacific Islander 8 0% Other 722 12% Age 18 or under 141 2% 19-21 165 3% 22-45 2,777 45% 46-54 1,520 24% 55+ 1,617 26% Education Less than High School 462 7% High School Diploma or Equivalent 1,611 26% Some College/Vocational Degree 1,133 18% Associate Degree 506 8% Bachelors Degree 1,543 25% Advanced Degree 816 13% Self-Identified Persons With Disabilities 374 6% Unemployment Insurance Claimants 4,996 80% Veterans 352 6% Employers Served 412
Employers Listing Job Orders 201 49% Employers Receiving Referrals 213 52% Employers Who Hired a Job Seeker Referral 48 12%
Page 93 GREATER LOWELL WORKFORCE DEVELOPMENT AREA - FY 2017 - 3RD QUARTER ENDING MARCH 2017 TITLE I YOUTH PARTICIPANT SUMMARY In-School Out-of-School Total Youth Participant Characteristics (%) Total 64 39 103 Age 14-18 94% 44% 75% Age 19-21 6% 46% 21% Age 22-21 0% 10% 4% Female 69% 62% 66% Disabled 16% 46% 12% HS Student 98% 0% 61% HS Dropout 0% 82% 31% Limited English 14% 3% 10% Math or Reading Level <9.0 6% 23% 13% Offender 0% 3% 1% Welfare 8% 21% 13% Foster Child 9% 3% 7% Homeless/Runaway 3% 3% 3% Pregnant/Parenting 2% 10% 5% Requires Additional Assistance 63% 33% 51% Enrollments By Activity Educ., Trng, & Tutoring 52 32 84 ABE/GED or Alternative 03131 Financial Literacy 03131 Summer Employment Opportunity 32 1 33 Work Experience/OJT 202 Occupational Skills Trng 18 31 49 Leadership Dev/Community Services 52 1 53 Mentoring 52 1 53 Guidance/Comprehensive Counseling 20 10 30 Other (non program) 000 Exit and Outcome Summary Total Exits YTD 33 14 47 Entered Employments YTD 189 Entered Post-HS Training YTD 16 3 19 Placed in Employment/Education Rate 52% 79% 60% Average Wage $10.00 $11.99 $11.77 Degree/Certification 22 11 33
Note: Data on entered employments and wages obtained from the participants. Source: DCS, CCPR http://www.mass.gov/massworkforce/ccpr/fy-2017/
Page 94 GREATER LOWELL WORKFORCE DEVELOPMENT AREA - FY 2017 - 3RD QUARTER ENDING MARCH 2017 TITLE I ADULT AND DISLOCATED WORKER, AND TRADE PARTICIPANT SUMMARIES Title I Dislocated Trade Adjustment Title I Adult Worker Assistance Participant Characteristics (%) Total Participants YTD 50 253 128 Female 76% 47% 35% Age 55 or Over 20% 33% 41% Less than High School 6% 9% 24% Limited English 0% 0% 0% Math or Reading Level <9.0 30% 31% 30% Disabled 14% 3% 3% Cash Welfare 22% na na UI Claimant na 96% 73% Offender 0% 0% 0% Veteran 0% 3% 8% Single Parent 50% 10% 5% Low Income 94% na 3% Enrollments By Activity Total Program Participants YTD 50 253 37 New Program Enrollments 34 130 20 New Training Enrollments 23 75 19 New & Carry-in Training Enrollments 30 158 34 ABE/GED or Equivalent 065 ESL 011 Occupational Skills Training 30 155 33 OJT 020 Other. 021 Exit and Outcome Summary Total Exits YTD 20 128 10 Entered Employments YTD 19 116 7 Entered Employment Rate at Exit 95% 91% 70% Average Pre-Wage na na $27.01 Average (Post) Wage $16.30 $25.19 $21.93 Wage Retention Rate (post/pre-wage) na na 81% Degree/Certification 17 109 na
Note: Data on entered employments and wages obtained from the participants. Source: DCS, CCPR http://www.mass.gov/massworkforce/ccpr/fy-2017/
Page 95 GREATER LOWELL WORKFORCE DEVELOPMENT AREA
PRIMARY INDICATORS OF FISCAL YEAR 2017 FISCAL YEAR 2018 PERFORMANCE 7/1/16 -6/30/17 7/1/17 – 6/30/18 WIOA TITLE I ADULT Employed 2nd Quarter After Exit 83% 83.3% Employed 4th Quarter After Exit 75% 77% Median Earnings at 2nd Quarter After Exit $4900 $5200 Credential Attainment Rate Baseline Indicator Measureable Skill Gains Baseline Indicator Effectiveness in Serving Employers Baseline Indicator
WIOA TITLE 1 DISLOCATED WORKER Employed 2nd Quarter After Exit 84% 86% Employed 4th Quarter After Exit 83% 85% Median Earnings at 2nd Quarter After Exit $7500 $7600 Credential Attainment Rate Baseline Indicator Measureable Skill Gains Baseline Indicator Effectiveness in Serving Employers Baseline Indicator
WIOA TITLE 1 YOUTH Employed 2nd Quarter After Exit 80% 80.5% Employed 4th Quarter After Exit 72% 73% Median Earnings at 2nd Quarter After Exit Credential Attainment Rate Baseline Indicator Measureable Skill Gains Baseline Indicator Effectiveness in Serving Employers Baseline Indicator
WIOA TITLE III WAGNER-PEYSER Employed 2nd Quarter After Exit 60.0% 64.0% Employed 4th Quarter After Exit 60.0% 62.0% Median Earnings at 2nd Quarter After Exit $5,100.00 $5,500.00
WIOA TITLE II ADULT EDUCATION Measureable Skill Gains 41.0% 42.0%
Goal Setting: State level performance goals for Title I and Wagner-Peyser programs were negotiated by the Department of Career Services, Executive Office of Labor and Workforce Development (DCS/EOLWD) with the U.S. Department of Labor, Employment and Training Administration. (DOL/ETA). DCS/EOLWD negotiated performance goals for Title I with each local Workforce Development Board. Local Boards adopt the State Wagner-Peyser goals. Adult and Community Learning Services, Massachusetts Department of Elementary and Secondary Education (ACLS/DESE) negotiated for Measureable Skill Gains only with the U.S. Department of Education, Office of Career, Technical, and Adult Education (ED/OCTAE). Each provider’s final performance will be assessed against the State goals based on individual local factors. A Baseline Indicator is one for which States did not propose goals. Data will be collected during FY17 and FY18 that will be used for goal setting beginning in FY19.
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