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WELCOME TO THE CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOP. WORKSHOP IIdentifying Key Sectors and Skill Shortages. Governor's Workforce Development ConferenceOctober 24, 2003. CriticalSkillShortagesInitiative. 3. Identifying Key Sectors and Skill Shortages. Overview: How to. . . Determine
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1. CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOPS
2. WELCOME TO THE CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOP WORKSHOP I
Identifying Key Sectors and Skill Shortages
3. Governors Workforce Development Conference
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Initiative 3 Identifying Key Sectors and Skill Shortages Overview:
How to. . .
Determine Key Sectors
Analyze Industries and Employers
Identify Critical Skill Shortage Occupations
Technical Assistance and Resources
Healthcare Case Study
CSSI Workshop II: Determining Root Causes and Solutions
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Initiative 4 Identifying Key Sectors and Skill Shortages Determine Key Sectors:
Industry Employment Projections:
Size: Maintain existing base
New Jobs: Industries adding the most new jobs
Growth: Expanding industries; opportunities for economic development
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Initiative 5 Identifying Key Sectors and Skill Shortages Analyze Industries and Employers:
Industries within Sectors
Contribution to Regional Economy and Local Economies
Number and Size of Firms
Geographic Concentration of Firms
Economic Development Criteria
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Initiative 6 Identifying Key Sectors and Skill Shortages Identify Critical Skill Shortage Occupations:
Industry Staffing Patterns Matrix
CSSI Criteria:
Critical to industry competitiveness
Strong employment demand
Provide good earnings
Industry Validation of Necessary Skills and Training
7. Governors Workforce Development Conference
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Initiative 7 Identifying Key Sectors and Skill Shortages Technical Assistance and Resources:
IDES: Local Employment Dynamics New hires data, Retention studies, Age analysis
Job vacancy surveys
Economic development plans, community audits
Input from:
Labor organizations
Chambers of Commerce
Business and employer associations
Training providers and personnel placement firms
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Initiative 8 Identifying Key Sectors and Skill Shortages Healthcare Case Study:
Northeast Economic Development Region
Industries:
Ambulatory Care (Doctors Offices, Home Health Care Services)
Acute Care (Hospitals)
Long-Term Care (Nursing Homes and Personal Care Facilities)
Occupations:
Nursing Cluster (RNs, LPNs, CNAs)
Medical Technology Cluster
9. Governors Workforce Development Conference
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Initiative 9 Identifying Key Sectors and Skill Shortages CSSI Workshop II: Determining Root Causes and Solutions
Healthcare Case Study (continued):
Annually, in the Northeast Econ. Dev. Region,
short-term long-term
Estimated shortage of RNs 400 800
in Ambulatory Care 80 200
concentrated in Kane County 40 75
in Acute Care 300 550
concentrated in Cook County 200 350
concentrated in Lake County 50 100
10. WELCOME TO THE CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOP WORKSHOP II
Analyzing Causes and Developing Solutions for Skill Shortages
11. Governors Workforce Development Conference
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Initiative 11 Review Of Workshop I What are major sectors?
How do you determine key sectors?
How do you analyze key sectors industries and types of employers?
How do you identify critical skill shortages?
Healthcare example
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Initiative 12 Overview of Workshop II How do you determine root causes and identify solutions?
Employer issues
Education issues secondary and post-secondary
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Initiative 13 How Do We Determine Root Causes Of The Shortages? First, examine how individuals become qualified for the shortage occupation (i.e., formal occupational education & training, apprenticeships, or on-the-job).
Second, examine the capacity of the training system to produce qualified applicants (i.e., total capacity, dropouts, and completion rates).
Third examine the methods used by employers to recruit qualified applicants (i.e., successful program completers, word-of-mouth, placement agencies, ISM, etc.).
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Initiative 14 How Do We Determine Root Causes Of The Shortages? Fourth, examine the adequacy of K-12 activities designed to make students and potential applicants aware of opportunities and prepared to (i.e., prerequisite skills) enter the occupation or related vocational training.
And, fifth examine the degree to which excessive job turnover may be contributing to the shortage.
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Initiative 15 First Stop The Leaks! Dont just focus on increasing capacity (i.e., the number and/or size) of vocational training programs, without first stopping all the leaks.
Capacity Utilization - Are vocational programs operating at full capacity?
Successful Completion - Are too many students dropping out or failing?
Job Placement - Are successful completers getting training-related jobs locally?
Retention - Are qualified individuals leaving the occupation too soon?
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Initiative 16 First Stop The Leaks! Quantify how dealing with these issues could reduce the shortage. Focus only on issues that can be shown will reduce the shortage. Stopping the leaks and using existing capacity is the most cost effective means of dealing with the shortage. Only then look at options to increase training capacity.
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Initiative 17 How Do We Determine What Factors Contribute To High Turnover? Talk directly with HR personnel from employers in the region.
Talk to representatives from industry associations.
Talk to labor representatives.
Review existing industry sponsored research.
Survey incumbent workers and / or recent job leavers.
Look at the relative success of training completers by program.
* Only focus on retention issues if it can be shown that turnover is significant and/or above industry norms.
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Initiative 18 The retention rate for workers in Hospitals and Medical Offices exceeds other industries.
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Initiative 19 Example Of Report Focusing On Retention By Training Provider
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Initiative 20 What are typical causes of high turnover? Applicants inadequately prepared
Lack prerequisite skills
Lack technical skills
Lack a realistic knowledge of the conditions of employment
Failure to accommodate needs of non-traditional workers
Single parents
Handicapped/ disabled
Language
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Initiative 21 What are typical causes of high turnover? Stress on the job:
Shift rotation
Mandatory overtime
Physical demands
Safety issues
Psychological demands
Aging workforce / retirement
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Initiative 22 Factors cited as contributing to high turnover of RNs Poor pay and benefits
Poor relationships with physicians
Lack of voice in patient care issues
Mandatory overtime and lack of scheduling flexibility
Patient load and pace of work due to understaffing
Lack of access to supervisors and mentors
Documentation requirements
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Initiative 23 Reasons cited by nurses for remaining with the same employer for 5 or more years
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Initiative 24 Solutions suggested to reduce turnover of nursing staff in hospitals Redesign work processes using collaborative work models, designed to meet patient, worker, and organizational needs, while ensuring that the work of caregivers and support staff is meaningful.
Revise reward systems to encourage collaborative and multidisciplinary approaches to accomplish work.
Adopt new communication and information technology solutions to reduce duplicate data entry, improve communication, and improve workflow.
Modify work environments to accommodate older workers (e.g., the mean age of the nurse population in 2000 was 47; it was 25 in 1980).
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Initiative 25 Solutions suggested to reduce turnover of nursing staff in hospitals Improve scheduling and reduce mandatory overtime by anticipating peak demand better, spreading out admissions, and cross training staff to develop a float pool of talent.
Analyze where (in what units) turnover is greatest and look more closely for issues in those units.
Analyze where (in what units) turnover is greatest and look more closely for issues in those units.
Overall do a better job of listening to the workers and upgrading front-line management skills,
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Initiative 26 Selected Sources of Community College Program Performance Information Data and Characteristics of the Illinois Community College System.
Annual Enrollment and Completion Report.
Career and Technical Follow-up Study.
Focus Report on Nursing Programs in Illinois Community Colleges.
Program Review Report.
Results Report.
Performance Indicators for Higher Education.
Perkins Postsecondary Performance Measures.
Adult Education and Family Literacy National Reporting System Performance Indicators.
Integrated Postsecondary Data Systems (IPEDS) Performance Reporting.
Accreditation Status Institutional and Program Specific.
www.iccb.state.il.us
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Initiative 27 Illinois Community College System 48 community colleges blanket the state.
240+ career and technical credit programs provided.
Noncredit courses and customized offerings are provided to meet the needs of area employers and residents.
Business and Industry/Economic Development Offices are active at every College. Statewide liaison ICCB Workforce Division. http://www.bsnillinois.com/
Designated MIS Coordinators serve as the primary state data contact at each College. Statewide liaison ICCB Policy Studies Division.
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Initiative 28 Associate Degree Nursing (AND) Programs in Community Colleges Train Registered Nurses (RN) RN training is the largest community college career and technical education program.
RN is the highest level of community college nursing training.
Program Duration Requires 2+ years of full-time enrollment.
42 of 48 Community Colleges provide RN training.
44 Associate Degree Nursing programs exist in the state.
Illinois Department of Professional Regulation licenses.
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Initiative 29 Statewide Community College Registered Nursing (RN) Enrollments Are Increasing STATEWIDE
Reported RN enrollments in FY2002 totaled 11,009 statewide.
+11.5 percent One year percent change.
+3.8 percent Five Year percent change.
SOURCE: Annual Enrollment and Completion (A1) Data
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Initiative 30 Community Colleges in the Governors Northeast Economic Development Region City Colleges of Chicago (7)
Elgin Community College
Joliet Junior College
Kankakee Community College
Kishwaukee Community College
College of Lake County
Moraine Valley Community College
Morton College
Oakton Community College
Prairie State College
South Suburban College
Triton College
Waubonsee Community College
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Initiative 31 Regionally Community College Registered Nursing (RN) Enrollments Are Increasing REGIONAL Northeast Economic Development Region
Reported RN enrollments in FY2002 totaled 6,116 in the region.
+8.5 percent One year percent change.
+2.1 percent Five year percent change.
SOURCE: Annual Enrollment and Completion (A1) Data
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Initiative 32 Statewide Community College Registered Nursing Completions Are Decreasing STATEWIDE
RN completions in FY2002 totaled 1,590 statewide.
-8.6 percent One year percent change.
-24.3 percent Five Year percent change.
SOURCE: Annual Enrollment and Completion (A1) Data
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Initiative 33 Regionally Community College Registered Nursing Completions Are Decreasing REGIONAL Northeast Economic Development Region
RN completions in FY2002 totaled 895 in the region.
-8.0 percent One year percent change.
-22.1 percent Five Year percent change.
SOURCE: Annual Enrollment and Completion (A1) Data
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Initiative 34 Career and Technical Follow-up Study Results for Registered Nursing Graduates 95.6 percent of RN graduates were employed and/or continuing their education one year after graduation.
Overall graduates reported positive levels of satisfaction one year after graduation with their Careers M = 4.25/5.00 and Program Components M = 4.16/5.00.
Earnings averaged $31,390 annually for full-time entry level workers.
Among working graduates, 95.7 percent were employed in the field.
64.5 percent worked in the district where they were trained and 25.7 percent worked elsewhere in Illinois.
SOURCE: Career and Technical Follow-up Study.
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Initiative 35 Program Improvement Initiatives to Address Leaks in the Pipeline Academic preparation of potential students.
Student retention.
Seek ways to increase program capacity to accommodate additional students based on demand.
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Initiative 36 Recommendations from the Focus Report on Nursing Programs in Illinois Community Colleges Continue efforts to improve student retention.
Carefully monitor the local job market for Nursing graduates and adjust enrollment caps to meet demand.
Maintain close contacts with employers in the various healthcare settings (hospitals, nursing homes, home health care agencies, physicians offices, clinics, ambulatory surgical centers, emergency medical centers, etc.) to more fully meet employer needs.
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Initiative 37 Selected Issues Impacting Registered Nursing Faculty availability
Clinical site availability.
Regulated parameters for training/education.
Expanded options for traditional worker populations.
Pay versus responsibility versus other employment options.
Working conditions (scheduling, hours, stress, workload, physical requirements of the work, etc.).
Role in the overall healthcare profession.
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Initiative 38 Potential Approaches to Address Issues Impacting Registered Nursing Compensation and recognition for faculty.
Creative and expanded partnerships with the healthcare provider community.
Collaboration with regulators.
Nontraditional student recruitment.
Adequate staffing levels using creative ways to provide greater flexibility to schedules.
Job analysis to improve working conditions (Ergonomic approaches that minimize bending, reaching, and lifting; stress management training, etc.).
Career ladders for individuals with the requisite skill sets.
Seek opportunities to elevate the status of nurses within the healthcare community. Provide additional recognition for accomplishments.
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Initiative 39 Additional Issues Impacting Registered Nursing Declining numbers of nursing graduates.
Aging RN Workforce.
Declines in Relative Earnings.
Population Growth and Aging.
Trends in Healthcare Financing.
Distribution of Demand by Setting.
SOURCE: Projected Supply, Demand and Shortages of Registered Nurses 2000 -2020 US Department of Health and Human Services (July, 2002)
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Initiative 40 Higher Education Committee to Review Health Professions Education Programs Illinois Board of Higher Educations Committee to Review Health Professions Education Programs Policies and Priorities for Health-Related Programs (August, 2003).
Registered Nursing (4,151) is the healthcare fields in which Illinois is projected to have the greatest need for workers annually through 2010.
Registered Nurses (143) is fifth on the top ten list of fields in which Illinois annually needs more health care workers than it has been producing based on the past five years.
Increasing capacity in Registered Nursing is recommended.
http://www.ibhe.state.il.us/board/agendas/2003/august/item%2016%20report.pdf
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Initiative 41 Education For Employment Regional Delivery System Secondary Career and Technical Education is managed via 60 regions incorporating 508 local districts
Boundaries are aligned with ROE or CC
Coordination of K-8 career awareness and 9-12 career planning and preparation
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Initiative 42 Secondary Supply** Root Causes ** Counseling practices is there adequate career awareness at K-8?
Students do not take advantage of program access
Negative parental perceptions of CTE
Parental information is limited regarding postsecondary requirements
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Initiative 43 Root Causes Budget cuts program elimination
Weak collaboration between secondary and post-sec.; program articulation is needed for seamless transition between levels
Disconnect between minimum HS graduation requirements and college entrance requirements
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Initiative 44 Secondary CTE Supply FY 2002-2003 Statewide Enrollment:
51.1600 Nursing Cluster 2,639
51.1613 Practical Nursing 160
51.1614 Nursing Asst/Aide 232
All Health Occupations 6,090
All Secondary CTE 348,433
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Initiative 45 Solutions Review programmatic offerings in the region
How? contact Education for Employment regional director
Source ISBE web resource
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Initiative 46 Solutions Review enrollment/completion patterns in secondary health occupations programs
How? via EFE director access ISIS reports
Source handout re CIP codes
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Initiative 47 Solutions Review School Report Cards for state, district, and schools
How? ISBE web resource
Source: www.isbe.net
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Initiative 48 Solutions Analyze CTE Performance Management Information System results for selected programs
How? contact EFE director for reports available by program/program area/school/district/region/state
Source handout sample
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Initiative 49 Solutions Review quality and extent of K-8 career awareness efforts
How? contact EFE director to discuss activities such as interest inventories, job shadowing opportunities, career fairs, etc.
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Initiative 50 Other Solutions Analyze teacher availability via ISBE Teacher Service Record System
Analyze dual credit options (ISBE Census of HS Students Enrolled)
Seek non-traditional enrollees Ex., Are you man enough to be a nurse
Review existing articulation agreements and enrollment/completion patterns (contact community college)
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Initiative 51 Illinois Efforts Explore recruitment of retired nurses
P-16 IL Education Research Council at SIU-E
Compare and contrast hs exit-level standards and assessments to post-sec entrance and placement exams
Expand focus from access to college to access to success in college
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Initiative 52 ISBE Initiatives Development of IL Student Information System/state-issued ID/data quality training/data standards
School Improvement Planning tools (handout webpage)
High Schools That Work a major focus is career and academic guidance and counseling
Development of secondary to post-secondary transition measures
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Initiative 53 Planning Grant Review Process Non-competitive but must be responsive to elements in RFA
Reviewer criteria includes:
Willingness of partners to redirect funds to address critical skill shortages
Depth of involvement and input from consortium members in developing the planning application
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Initiative 54 PLANNING GRANT REVIEW PROCESS Reviewer criteria includes (continued):
Quality of the work plan
Qualifications of individuals assigned to the project
Reasonableness and justification of requested costs
Overall responsiveness to the requirements of the RFA
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Initiative 55 Wrap Up Three most important things to remember:
REGION!
REGION!
REGION!
Comprehensive, inclusive, regional consortium is critical to success
Proposal must be responsive to RFA requirements
Dont hesitate to ask for TA: contact Lori Clark at 312/814-5962; lori_clark@commerce.state.il.us