Workforce Development Study to Examine the
Feasibility of Developing or Enhancing the Technical Training Opportunities in Boone County, Missouri
FINAL REPORT FINAL REPORT
Presented to:
Regional Economic Development, Inc. (REDI) Presented by:
Dr. Ray Thompson and Mr. Robert Holloway
December 16, 2010
Table of Contents
Executive Summary 3
Introduction and Methodology 9
Secondary Market Data:
Population and Educational Profile 11
Secondary Market Data:
Labor Market 21
Interview Findings 25
Interview Findings 25
High School Student Survey 37
Employer Survey 43
Demand Estimates 55
Summary of Findings 61
Appendix:
Full Occupational Projections
for Jobs Requiring Technical Training 66
EXECUTIVE SUMMARY
Executive Summary
• Regional Economic Development, Inc. (REDI) contracted with MGT of America, Inc. to perform an analysis of technical training needs in Boone County, Missouri in 2010.
• The study included secondary and original data collection and analysis, including community interviews, an employer survey, and a high school student survey to gauge interests and needs.
and a high school student survey to gauge interests and needs.
• Major findings of the secondary data review included:
– The local population expects modest growth.
– The population is relatively well-educated, but gaps exist in proportions of individuals with technical training.
– Unemployment and lower incomes in the area are correlated with lower educational attainment.
– Growth is expected in occupations requiring technical training and
certification.
Executive Summary
• Significant perceptions revealed in interviews with community leaders, educators, and employers included:
– Higher education, healthcare, and insurance will continue to be dominant industries, with an expanding information technology sector.
– There is a desire to leverage these historic strengths, expanding the technical education infrastructure to meet needs and create more technical education infrastructure to meet needs and create more opportunities.
– There are several groups needing training, including segment of high school students, displaced workers from manufacturing sector, and the broader unemployed and/or unskilled labor market.
– Moberly Area Community College, the Columbia Area Career Center, Linn State Technical College, and other providers do a good job in training programs, but expanded access and program selection is needed.
– Flexible and adaptable programs are needed to keep up with industry and prospective student needs.
5
Executive Summary
• The survey of high school students found that:
– About one-third of students intended to seek technical training or enrollment in a community college upon graduation.
– Cost, program selection, and institutional reputation were the most important factors in determining where these students would pursue education.
– A wide variety of interests in technical training programs was – A wide variety of interests in technical training programs was
expressed, with a particular emphasis in healthcare and related fields.
• The survey of local employers included a sample of 156
organizations, representing over one-third of Boone County’s workforce. Significant findings included:
– More than 9 out of 10 employers believe the area would benefit from
expanded technical training opportunities.
Executive Summary
• Continued findings from local employers:
– More than 1 in 3 employers expressed training needs for both recruitment purposes and for current employees.
– About 1 in 4 firms anticipated changes in their operations or industry that would necessitate specialized training for their employees.
– Majorities of employers desired training programs during non- traditional (standard work-week) hours.
traditional (standard work-week) hours.
– Nearly half of employers indicated unmet technical training needs were a barrier to finding qualified applicants.
– Large proportions of employers also expressed needs for various soft skills training for their employees, including professionalism, customer service, and communications skills.
– Substantial proportions of respondents also expressed needs for basic skills training.
7
Executive Summary
• Considerations of labor market forecasts, interview results, and employer survey results relative to local training arrays revealed that the highest demand programs with limited or no training available include:
– Customer Service (MACC program in development) – Management/Supervisory (MACC, Bryan offerings):
• degree, certificate, and professional development
– Health-related:
– Health-related:
• Certified Nursing Assistant (CACC first class includes 15 enrollments)
• Pharmacy Technicians
• Psychiatric Technicians
– Skilled Trades:
• Carpentry/construction
• Electrical
• Heavy Equipment Operation
• Auto and other mechanical techs/maintenance
• Specific industry needs (CACC, MACC, Linn State)
• CDL/Driving
INTRODUCTION AND METHODOLOGY
METHODOLOGY
Introduction & Methodology
• Regional Economic Development, Inc. (REDI)
contracted with MGT of America, Inc. to perform an analysis of technical and vocational training needs in Boone County, Missouri.
• The study was conducted over the course of the 2010 calendar year. Major components of the effort
included:
included:
– Interviews with community leaders and major employers in spring 2010.
– An employer survey conducted in summer 2010.
– A high school student survey conducted in fall 2010.
– Secondary data analysis of demographic, economic, and educational data.
– Assimilation of data, formulation of demand estimates,
and report and presentation of findings.
SECONDARY MARKET DATA:
POPULATION AND
EDUCATIONAL PROFILE
EDUCATIONAL PROFILE
Population Projections
• Boone County is projected to grow by nearly 30%
over the next 20 years (nearly 46,000 residents).
• Missouri growth is expected to be more modest during the same time period – an increase of
approximately 13% by 2030.
ESTIMATE
2010 2015 2020 2025 2030
Number 158,353 12,443 24,748 36,163 45,911
% Change over 2010 - 7.9% 15.6% 22.8% 29.0%
ESTIMATE
2010 2015 2020 2025 2030
Number (millions) 5.979 0.205 0.411 0.602 0.767
% Change over 2010 - 3.4% 6.9% 10.1% 12.8%
GROWTH THROUGH:
GROWTH THROUGH:
BOONE COUNTY
MISSOURI
Source: State of Missouri, Office of Administration, Division of Budget and Planning, 2010. 12
Population Projections
Missouri:
• Traditional college-aged populations are declining.
• The largest growth is observed in 25 to 44 year old and 65 years and over segments.
• Postsecondary demand increases for nontraditional
programming/formats would be expected with these trends.
ESTIMATE
AGE GROUP 2010 2015 2020 2025 2030
Under 15 1,170 35 67 92 100
15-19 418 (20) (8) (3) 10
20-24 445 (9) (29) (18) (14)
25-44 1,538 65 124 177 169
45-64 1,582 24 4 (75) (86)
65 and older 827 109 253 428 588
Total 5,979 205 411 602 767
GROWTH OVER 2010 ESTIMATE:
MISSOURI (Thousands)
13
Population Projections
Boone County:
• The traditional college age segment is not a source of growth.
• Largest growth is in 25 to 44 year olds and those over 65 years.
• Adding 12,000 additional “working age” (25-64 years) residents over next decade.
ESTIMATE
AGE GROUP 2010 2015 2020 2025 2030
Under 15 26,133 1,338 3,212 4,902 5,624
15-19 13,692 (284) (140) 131 575
20-24 22,088 (436) (812) (681) (413)
25-44 43,551 5,655 9,508 12,387 12,674
45-64 37,289 1,723 2,765 2,787 4,802
65 and older 15,600 4,447 10,215 16,637 22,649
Total 158,353 12,443 24,748 36,163 45,911
GROWTH OVER 2010 ESTIMATE:
BOONE
COUNTY
Net Migration
• Migrations to Boone County are projected to be positive through 2030, though the volume is declining. Between 5,000 and 8,000 (net) relocate to the area every 5 years.
• Statewide projections suggest gains over the same period, though also slowing in the future: between 80,000 and
50,000 (net) move to Missouri every 5 years.
50,000 (net) move to Missouri every 5 years.
2005 2010 2015 2020 2025 2030 30-Year
Total Boone County 5,529 7,708 7,141 6,521 5,830 5,047 37,776 Missouri 74,877 82,087 76,034 69,355 62,052 53,782 418,187
# change from 2005-2010
% change from 2005-2010
# change from 2010-2030
% change from 2010-2030 Boone County 2,179 39.4% (2,661) -34.5%
Missouri 7,210 9.6% (28,305) -34.5% 15
Educational Profile
• Boone County has higher overall college degree attainment rate, but lower associate degree attainment.
17.6% 15.7%
10.3% 9.5%
19.6%
80.0%
90.0%
100.0%
Educational Attainment (25+ Years)
Graduate degree
14.7% 13.2%
8.6%
28.5% 32.0%
22.8%
21.3% 22.9%
17.3%
7.5% 6.6%
6.3%
25.5%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
United States Missouri Boone County
Bachelor's degree
Associate's degree
Some college, no degree
HS diploma/GED (no college)
No HS diploma
Educational Profile
• College participation in the area is also higher than state and national averages, across all age groups.
65.3%
60.0%
70.0%
Postsecondary Participation by Age Group
18 to 24 Years 25 to 34 Years 35 Years and Over
41.7% 39.0%
12.6% 13.6%
18.9%
2.6% 2.3% 3.8%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
United States Missouri Boone County
Educational Profile
• Attainment of associate's degree or some college:
26% greater income for males, 17% greater for females in Boone County.
$ 5 7 ,7 1 4 $ 5 1 ,8 5 0
$70,000
Median Income by Education Level (25+ Years)
No HS diploma HS diploma/GED Some college or associate degree Bachelor's degree
$ 2 1 ,6 2 9 $ 1 3 ,9 4 3 $ 2 0 ,7 3 3 $ 1 3 ,5 0 8 $ 2 0 ,1 9 4 $ 1 5 ,7 3 8
$ 3 1 ,2 3 7 $ 2 0 ,8 6 1 $ 3 0 ,3 4 7 $ 2 0 ,4 9 2 $ 2 9 ,2 9 8 $ 2 5 ,5 0 4 $ 3 9 ,1 2 5 $ 2 6 ,9 3 7 $ 3 7 ,0 4 8 $ 2 5 ,4 8 4 $ 3 6 ,8 9 1 $ 2 9 ,7 8 8
$ 5 7 ,7 1 4 $ 3 9 ,2 6 3 $ 5 1 ,8 5 0 $ 3 4 ,7 0 8 $ 4 3 ,6 5 1 $ 3 2 ,6 0 1
$0
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
US (Male)
US (Female)
MO (Male)
MO (Female)
Boone (Male)
Boone
(Female)
Educational Profile
• In Boone County, attaining some college education or an associate degree correlates with 20% lower unemployment rate – 5.7% vs. 4.5%.
11.1%
12.0%
Unemployment Rate by Education Level (25-64 Years)
3.9%
3.0%
1.4%
6.7%
6.2%
4.5%
7.9%
7.2%
5.7%
9.5% 9.6%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
United States Missouri Boone County
Less Than High School Graduate
High School Graduate
Some College or Associate's Degree
Bachelor's Degree or Higher
19
Higher Education Providers
• University of Missouri-Columbia
• Columbia Area Career Center
– (~450 career students; ~80 in certificate programs)
• Moberly Area Community College
– Columbia Higher Education Center (~2,000 enrolled locally) – Moberly, Mexico sites also serve local residents
Linn State Technical College
• Linn State Technical College
• Columbia College
• Bryan College
• Others:
– Central Methodist University – Stephens College
– William Woods University
– Other Proprietary
SECONDARY MARKET DATA:
LABOR MARKET
LABOR MARKET
Labor Market
• About 79,000 were employed in Boone County in August 2010, while the rate of unemployment was about 7%.
1 /0 8 : 4 .3 % 3 /0 8 : 4 .1 % 6 /0 8 : 4 .8 % 9 /0 8 : 4 .6 % 1 2 /0 8 : 4 .8 % 3 /0 9 : 6 .3 % 6 /0 9 : 7 .2 % 9 /0 9 : 6 .5 % 1 2 /0 9 : 5 .9 % 3 /1 0 : 6 .8 % 6 /1 0 : 6 .7 % 8 /1 0 : 6 .8 %
Employment and Unemployment
74,000 76,000 78,000 80,000 82,000 84,000 86,000 88,000 90,000
1 /0 8 : 4 .3 % 3 /0 8 : 4 .1 % 6 /0 8 : 4 .8 % 9 /0 8 : 4 .6 % 1 2 /0 8 : 4 .8 % 3 /0 9 : 6 .3 % 6 /0 9 : 7 .2 % 9 /0 9 : 6 .5 % 1 2 /0 9 : 5 .9 % 3 /1 0 : 6 .8 % 6 /1 0 : 6 .7 % 8 /1 0 : 6 .8 %
Unemployment
Employment
Labor Market
• Boone County is located in the Central Region as defined by MERIC; one of 19 counties
included in the region.
• The County’s labor force represented
• The County’s labor force represented
approximately 26% of the broader Central Region labor market as of August 2010.
23
Labor Market
• Top 25 technical jobs in Central Region by annual openings:
Annual Openings
Occupation Employment Due To Due To
Code Title 2008 2018 Growth Separation Total
29-1111 Registered Nurses 7,000 8,530 152 122 274
43-4051 Customer Service Representatives 3,540 4,080 54 111 165
31-1012 Nursing Aides, Orderlies, and Attendants 4,450 5,250 81 44 125
29-2061 Licensed Practical and Licensed Vocational Nurses 2,030 2,330 30 63 93
53-3032 Truck Drivers, Heavy and Tractor-Trailer 3,470 3,670 20 62 82
35-2014 Cooks, Restaurant 2,300 2,450 15 59 74
51-2092 Team Assemblers 3,080 3,050 0 69 69
49-9042 Maintenance and Repair Workers, General 3,070 3,260 19 47 66
49-9042 Maintenance and Repair Workers, General 3,070 3,260 19 47 66
43-3031 Bookkeeping, Accounting, and Auditing Clerks 3,850 4,030 18 46 64
47-2031 Carpenters 3,150 3,380 23 39 62
33-3012 Correctional Officers and Jailers 2,680 2,710 3 59 62
29-2052 Pharmacy Technicians 1,040 1,360 32 26 58
47-2061 Construction Laborers 2,350 2,710 36 16 52
43-6014 Secretaries, Except Legal, Medical, and Executive 3,620 3,490 0 49 49
43-6013 Medical Secretaries 1,790 2,020 23 24 47
49-3023 Automotive Service Technicians and Mechanics 2,050 2,110 6 39 45
29-2053 Psychiatric Technicians 1,620 1,640 2 41 43
33-3051 Police and Sheriff's Patrol Officers 1,370 1,390 2 35 37
35-2012 Cooks, Institution and Cafeteria 1,130 1,210 8 29 37
15-1041 Computer Support Specialists 1,020 1,090 8 28 36
47-2111 Electricians 1,260 1,300 4 30 34
47-4051 Highway Maintenance Workers 1,210 1,220 1 33 34
43-4061 Eligibility Interviewers, Government Programs 1,360 1,370 1 32 33 47-2073 Operating Engineers and Other Construction Equipment Operators 1,190 1,280 10 20 30
51-4121 Welders, Cutters, Solderers, and Brazers 910 890 0 28 28
INTERVIEW FINDINGS
Interview Findings
Area Dynamics
• Higher education, healthcare, and insurance have historically been the area’s dominant industries
• An expanding IT element is apparent and has been
targeted for economic development, though an insufficient workforce supply has been suggested.
workforce supply has been suggested.
• An opportunity is seen to leverage the University of Missouri’s (MU) strengths, relating to research and technical or scientific programs.
• There is perceived to be a gap in technical training opportunities while the unemployed lack job skills.
• An aging workforce is seen to be a challenge that the area
will face.
Interview Findings
• Trade school opportunities are perceived to be overloaded (large applicant/slot ratios).
• Evolving technologies are increasing training needs:
employees (especially trades) requiring more technical awareness and ongoing skill upgrades.
• Continuing education needs for technical and professional
• Continuing education needs for technical and professional workers are apparent.
• There is perceived to be a strong need applied training programs translating directly into industry needs.
• There is also need for cost-effective four-year educational paths for lower income residents.
27
Interview Findings
• Training opportunities are needed for disenfranchised population segments (including minorities and non- English speakers).
– Part of this challenge includes a very limited public
transportation, a lack of affordable child care/support, and a lack of funding/financing options.
a lack of funding/financing options.
• There is a perceived need to expose high school students and other unemployed or under-employed residents to career paths to trades, which will require buy-in from guidance counselors and others that have influence with these populations.
• The area lacks some federal training programs and union-
based training programs that are available in other areas.
Interview Findings
• Attractive communities in and around Columbia for
families are an asset, including high quality PK-12 school systems, arts, and entertainment.
• Students frequently leave the area (especially rural communities like Centralia) to attend college.
• Economic development is crucial to the future of
• Economic development is crucial to the future of community.
• Displaced workers (middle-aged) from closed industrial factories need skill upgrades, but the area has lost its industrial base – how can this void be filled?
29
Interview Findings
Educational Resources
• The Career Center, MACC, and Linn State are relied upon the most for vocational/technical needs.
• MACC operations have been expanding rapidly in Columbia. All offerings are filled and they in Columbia. All offerings are filled and they have outgrown three successive facilities, with current enrollments at about 2,000 students.
– They believe they could grow by 30-40% per year.
– They are actively securing grants to assist expansion.
– Online/hybrid program formats are a major component:
• Enrollments in online programs (mostly Boone County) are
rivaling Columbia Higher Ed Center’s in scale.
Interview Findings
• MACC needs to document demand to get adequate capital/facility funding, especially with higher start-up costs for tech-oriented programs:
– At least 10 students, preferably 20, for viable – At least 10 students, preferably 20, for viable
programs.
• MACC’s Columbia Higher Education Center is accessible to local students, and many
programs are offered fully online – but not all programs available locally.
31
Interview Findings
• The Career Center offers quality, but is limited;
there is a need to enhance its focus on adult populations:
– Need flexible programming, including night/ weekend programs to accommodate working adults.
– Need better marketing for existing programs.
– Need better marketing for existing programs.
– Financial support not available through Columbia Career Center as it cannot extend loans.
– Some programs (e.g., LPN) are not conducive to full- time employment while enrolled.
– Bridge programs are needed for certain skill upgrades.
– Funding for some programs are evaporating (ARRA)
and there are questions as to how to replace.
Interview Findings
• Linn State Technical College has a statewide mission to fulfill technical education needs:
– It offers over 35 associate degrees in traditional and emerging fields.
– Linn State has a history of partnerships with – Linn State has a history of partnerships with
Boone County industry to meet needs.
– It is sometimes difficult for full-time workers to pursue training in Linn; how can access be
improved or increased?
33
Interview Findings
Industry Needs
• The healthcare industry is expanding (as noted by the VA and other hospitals).
• Nurses of all levels are needed, as well as assorted med techs, diagnostic techs, therapists/techs (1-2 year certificate programs).
year certificate programs).
• Medical records are an increasing concern and need.
• Hurdles exist in acquiring some certifications; the CNA program at CACC is an example of issues that have recently been addressed.
• There is a need to adapt the current workforce to changing needs and delivery models:
– More telemedicine/remote healthcare delivery requires
increasing technology, increasing skills demands.
Interview Findings
• Broad industry technical needs were perceived to be in sectors including:
– Auto/mechanical.
– Electrical/utilities.
– Building maintenance.
– HVAC.
– Computers/ networking.
• Other important skills needs expressed by employer representatives included:
– Customer service.
– Supervisory.
– Soft skills.
35
Interview Findings
• Other skills needs (continued):
– Basic skills (reading, writing, arithmetic)
– Life skills (managing personal lives in order to be more employable: time management, finances, health)
– MS Office, general office computing
• Remedial programs (GED and successive) are needed to
• Remedial programs (GED and successive) are needed to allow workers to meet minimum requirements to pursue additional technical training.
• Adherence to regulatory programs is an increasingly
important consideration to employers and often requires
skills upgrades.
HIGH SCHOOL
STUDENT SURVEY
STUDENT SURVEY
High School Student Survey
• The survey was administered to 464 high school students in Boone County public schools:
– Seven (7) area high schools were represented.
– The sample included students with varying educational/career trajectories.
About 60% planned to attend a 4-year college or – About 60% planned to attend a 4-year college or
university.
– About 30% planned to attend community or technical college, or seek training in skilled trades.
– Remaining 10% were either pursuing military careers
or were unsure of post-graduation plans.
High School Student Survey
• About 75% of students aspired to eventually obtain a bachelor’s degree or higher.
• Most of the remaining 25% aspired to attain associate or vocational certification/training.
Highest level of education you plan to earn (n=462)
39 0.6%
0.9%
1.1%
1.7%
1.7%
3.5%
6.7%
6.7%
9.3%
14.9%
22.7%
30.1%
0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0%
One-year diploma/certificate
Journeyman license
No further education/high school diploma only
Other
State or federal license or certificate
Master technician license/recognition
Associate (2-year) degree for trade/technical area
Doctorate
Associate degree (transferable to 4-year institution)
Professional degree (law, medicine, dentistry)
Master's degree
Bachelor's degree
High School Student Survey
• Proximity to home and friends were the two most frequently noted reasons for staying in the area.
• Comfort with the area and availability of desired programs were also important considerations.
Compelling and convincing reasons to stay in Boone County to pursue education and training (n=464)
40
3.0%
14.2%
19.2%
21.8%
23.7%
23.9%
27.2%
28.9%
29.3%
34.9%
43.3%
47.2%
55.8%
65.7%
Other
Coursework fits my schedule
School, college or university is customer friendly
Excellent job placement help
Can find a job in immediate vicinity after graduation
Reputation of the program quality
Close to work
Financial assistance availability
Can earn good salary/wages after program graduation
Program costs are affordable
Program/major is available here
Comfortable and secure with my surroundings
Close to my friends
Close to home
High School Student Survey
• Cost (62.7%), program selection (56.0%), and reputation of the institution (54.7%) were the most frequently cited factors important to the choice of an educational program.
Important factors in your choice of an education or training program (n=464)
41
2.8%
16.2%
17.5%
18.8%
22.4%
26.5%
27.4%
27.8%
37.3%
44.2%
49.8%
54.7%
56.0%
62.7%
0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0%
Other Close to work Familiarity with the school Away from home Recommended by someone Friends/family members who attend(ed) Athletics Convenient scheduling Close to home Size of school Best program quality Good reputation Best course/program selection Cost or financial aid availability (Affordable)
training program (n=464)
High School Student Survey
• By far, the most popular occupational category was health care (53.0%), followed by
business/office/computers/hospitality (36.4%).
36.4%
53.0%
Business/Office/Computers/Hospitality Health Care
Aggregate by Category (n=464)
42 6.5%
6.5%
6.9%
7.1%
8.4%
9.7%
9.9%
12.1%
14.0%
14.7%
14.9%
15.1%
17.2%
19.8%
23.1%
36.4%
Construction Trades (Union or Non-Union)
Autos, Trucks, Boats, Aviation
Cosmetology
Military
Social and Public Services
Industrial and Manufacturing
Architecture & Interior Design
Sciences
Criminology/Law Enforcement
Communications
Other
Visual & Performing Arts
Education
Agriculture-Farm and Ranch
Engineering Technology and Engineering
Business/Office/Computers/Hospitality
EMPLOYER SURVEY
SURVEY
Employer Survey
• Email invitations were extended to 852 employers
identified by REDI, requesting participation in an online survey.
• Upon closure, 156 employers participated, representing an 18.2% response rate.
• The respondents represent approximately 28,000 employees, more than 1/3 of the 80,000 employed in Boone County.
• Adequate representation was included for most industries.
– However, retail trade, hospitality/food, and public
administration were under-represented.
Employer Survey
• Despite the severe economic downturn, 1 in 3 firms still have difficulty finding qualified applicants.
• Over 1 in 2 employers suggest training is needed for recruitment purposes.
• About 1 in 3 suggest training needs for current
• About 1 in 3 suggest training needs for current employees.
• Nine out of 10 employers have sought training for employees.
• Evolving industries and marketplaces necessitate that firms keep pace, emphasizing ongoing needs for skill advancements.
45
Employer Survey
• In-house training was offered by 86% of firms; including firm/industry- specific or programs with limited levels of sophistication.
• External assistance including private training with outside consultants (47%) or with product suppliers/vendors (39%) were also cited as sources of training.
• Community/technical colleges were cited by only 7% of respondents, while only 9% cited the Columbia Area Career Center.
47%
9%
7%
16%
39%
7%
86%
13%
a. Private training company, consultant b. Columbia Area Career Center c. Community/Technical College d. University or College e. Product supplier or vendor f. Labor union or contractor’s association g. In-house (company) training h. Other
A3a. If YES, from whom? Select all that apply. (n=140)
46
Employer Survey
• Nearly 1 in 2 indicated release time from work was offered to employees seeking training.
• About 1 in 4 indicated programs to share costs with employees or reward them for completion.
• An equal proportion offered no incentives, indicating a need to enhance awareness of benefits of employee skill advancement.
A4. What incentives does your organization provide to encourage
45%
26%
26%
23%
15%
7%
15%
23%
0% 10% 20% 30% 40% 50%
a. Release time from work c. Tuition reimbursement d. Full tuition reimbursement f. Subsequent salary increase e. Subsequent promotion b. Leaves of absence g. Other (please specify) h. None
A4. What incentives does your organization provide to encourage employee participation in training and education? Check all that
apply. (n=155)
47
Employer Survey
• About 3 in 5 expressed some preference(s) for the day of the week that training is offered.
• Over 1 in 3 preferred days during the middle of the week:
Tuesday (35%), Wednesday (34%), or Thursday (37%).
B1. For your employees, which days of the week are best for education/training programs? Check all that apply. (n=147)
21%
35%
34%
37%
21%
14%
6%
39%
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
a. Monday
b. Tuesday
c. Wednesday
d. Thursday
e. Friday
f. Saturday
g. Sunday
h. No Preference
Employer Survey
• Again, just over 3 in 5 expressed some preference for the timing: early mornings (30%) and late
afternoon/early evenings (24%) were most popular.
a. Early morning 30%
B2. For your employees, what times of day are best for education/training programs? Check all that apply. (n=146)
30%
18%
14%
16%
24%
14%
39%
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
a. Early morning b. Mid-morning c. Lunchtime d. Mid-afternoon e. Late afternoon/early evening f. Night g, No preference
49
Employer Survey
• Seven in 10 expressed preference(s) for class frequency, with once per week programs most popular (56%).
a. Once a week 56%
B3. For your employees, how often should education/training sessions meet? Check all that apply. (n=145)
56%
10%
1%
8%
30%
0% 10% 20% 30% 40% 50% 60%
a. Once a week
b. Several times per week
c. Every day
d. Other
e. No preference
Employer Survey
• About 1 in 4 employers anticipated changes or additions to their organizations that would lead to increased needs for specialized training.
• More than 9 in 10 employers believe the area would benefit from technical skills training
would benefit from technical skills training provided at the certificate and/or associate degree levels.
• A variety of training programs were identified as needed by both current or prospective
(applicant) employees.
51
Employer Survey
60%
46%
46%
45%
f. Communication/customer service a. Technical skills b. Educational certification i. Professionalism g. Career mindset/work ethic
B4. Please choose the most common reasons why job APPLICANTS for positions in your company fail to meet requirements for
employment? Select all that apply. (n=146)
40%
34%
31%
24%
21%
17%
15%
10%
0% 20% 40% 60% 80%
g. Career mindset/work ethic
e. Problem-solving
d. Critical thinking
h. Commitment/desire
n. Criminal b/g check
c. Basic skills (reading, math)
o. Reference: attendance/tardiness
j. English proficiency
Employer Survey
70%
63%
53%
50%
e. Customer service/relations h. Communications skills b. Specific Professional skills f. Computer software
B5. Which skills – basic, intermediate or beyond – do your CURRENT EMPLOYEES need for success in your workplace? Select all that apply.
(n=146)
48%
43%
40%
28%
27%
22%
10%
0% 20% 40% 60% 80%
g. Conflict resolution
c. Reading/Writing/Grammar/Spelling
a. Specific Technical skills
d. Mathematics
i. English language skills
j. Workplace safety
k. Other
Employer Survey
59%
49%
33%
30%
27%
26%
26%
15%
Customer svc/communication Supervisory IT-related Marketing/sales Office admin Bookkeeping/payroll General office/admin asst HVAC
B6. Which of the training programs below would your company most likely use to recruit new qualified employees for your future applicant pool or to improve the skills of current employees within
your organization? (n=131)
15%
13%
11%
11%
10%
8%
8%
7%
6%
6%
6%
5%
5%
5%
5%
5%
5%
0% 20% 40% 60% 80%
HVAC
Construction/carpentry
Electrician
OSHA Training
Construction est/mgmt
Hotel/restaurant services
Plumbing
Forklift operation
Industrial maint/repair
Industrial elect/motors
CDL
Weatherization/"green" constr
Concrete technology
Landscape/turf mgmt/design
Civil engineering tech
LPN
RN (associate)
DEMAND ESTIMATES
Demand Estimates
• The demand estimates presented rely on occupational projections published by the Missouri Economic Research and Information Center (MERIC) as a basis for quantifying need.
• Projections of annual openings published by MERIC are
• Projections of annual openings published by MERIC are adjusted for responses to the MGT employer and high school student surveys.
• The estimates focus on occupations typically associated
with career and technical programs (associate degree and
certificate/skills)
Demand Estimates
PROGRAM ARRAY MACC
PROGRAM/
OCCUPATIONAL AREA Low - High C o lu
m b ia O th e r Lo ca le (M o b e rl y , M e x ic o )
NOTES Business & Related
Accounting 20 - 28 AAS,
Cert
AAS, Cert
Primarily bookkeeping.
Business/Management 17 - 25 Cert *Cert AA AS AAS,
Cert
Demand for explicit managerial positions; additional related skills
Li n n S ta te B ry a n C o ll e g e O th e r Lo ca l
ANNUAL DEMAND
C o lu m b ia C o ll e g e
C o lu m b ia A re a C a re e r C e n te r
AAS, Cert
*Programs currently in development. 57
Cert needs for other occupations.
Customer Service 42 - 63 *Cert Demand for explicit customer
service representatives; additional related skills needs for other occupations.
Insurance 7 - 10 Claims adjusters, appraisers,
processing clerks.
Office/Admin 12 - 18 AAS,
Cert
AAS, Cert
Includes secretaries, admin. assts., clerks, etc.
Sales 12 - 17 Pertains to explicit sales positions;
additional related skills needs for other occupations.
Education
Preschool teachers 5 - 8 AAS,
Cert AA, AAS, Cert
AAS,
Cert
Demand Estimates
PROGRAM ARRAY MACC
PROGRAM/
OCCUPATIONAL AREA Low - High C o lu
m b ia O th e r Lo ca le (M o b e rl y , M e x ic o )
NOTES Health
Medical Secretaries 7 - 12 AAS,
Cert
AAS, Cert
AAS, Cert
Nursing Aides 30 - 43 Cert CACC enrolling first class of 15 CAN
students.
ANNUAL DEMAND
C o lu m b ia A re a C a re e r C e n te r Li n n S ta te C o lu m b ia C o ll e g e B ry a n C o ll e g e O th e r Lo ca l
Licensed Practical Nurses 23 - 33 LPN LPN
Registered Nurses 65 - 94 ADN AS Bridge programs to BSN at MU
Pharmacy Technicians 13 - 19
Psychiatric Technicians 7 - 11 Expansion of VA likely a driver.
Dental Assistants 3 - 4 Cert Cherry Hill Dental.
Emergency Medical Technicians 4 - 6 EMT Cert
Medical Assistant 4 - 6 AAS
Medical Records Technician 4 - 6 Cert Radiological Technicians 4 - 6
Industrial
Assemblers 12 - 19 - - - Industry- or firm-specific
partnerships.
Machine Setters 6 - 9 - - - Industry- or firm-specific
partnerships.
Machine Tool Operators 3 - 4 AAS
Demand Estimates
PROGRAM ARRAY MACC
PROGRAM/
OCCUPATIONAL AREA Low - High C o lu
m b ia O th e r Lo ca le (M o b e rl y , M e x ic o )
NOTES Information Technology
IT/Computers 20 - 28 Cert AAS,
Cert AS, AAS,
Cert AAS, Cert
AS Demand primarily for computer
support specialists, also network, programmers; additional related skills needs for other occupations.
ANNUAL DEMAND
C o lu m b ia A re a C a re e r C e n te r Li n n S ta te C o lu m b ia C o ll e g e B ry a n C o ll e g e O th e r Lo ca l
Protective Services
Criminal Justice 24 - 35 AA AS AAS Largest components is correctional officers, also police/sherrif officers.
Fire Fighters 3 - 5
Dispatch 3 - 4 Police/fire/ambulance and private
industry demand.
Personal Services
Cooks/Bakers 30 - 43 X Restaurant, cafeteria cooks and
bakers.
Cosmetology 6 - 9 X Primarily hair dressers, stylists.
Recreational
Fine/Performing Arts 7 - 12 X X
Athletics/Fitness 4 - 7 AA Primarily fitness instructors,
trainers.
Demand Estimates
PROGRAM ARRAY MACC
PROGRAM/
OCCUPATIONAL AREA Low - High C o lu
m b ia O th e r Lo ca le (M o b e rl y , M e x ic o )
NOTES Skilled Trades
Carpentry/Construction 29 - 42 AAS Assorted carpentry and related
skills.
Drivers 23 - 34 Tractor-trailer, bus, delivery drivers.
Electrical Line Workers 5 - 8
May be more significant based on footprint of industry in MO Central
ANNUAL DEMAND
C o lu m b ia A re a C a re e r C e n te r Li n n S ta te C o lu m b ia C o ll e g e B ry a n C o ll e g e O th e r Lo ca l
Electrical Line Workers 5 - 8 footprint of industry in MO Central
Region.
Electricians 8 - 12 Cert
Heavy Equipment Operators 11 - 15 Cert Includes operating engineers,
agricultural equipment opers., crane opers., etc.
Masons, Brick/Stone Workers 6 - 9 Primarily cement and brick masons.
Plumbers 5 - 8
Service Tech-Auto 15 - 21 AAS,
Cert
Primarily cars, also buses/trucks and mobile heavy equipment.
Service Tech-Other 16 - 24 AAS,
Cert
General (mechanical) maintenance and repair.
Welders 6 - 9 Cert Cert Cert
Electronics 5 - 7 Cert AAS
HVAC 4 - 6 Cert AAS
Printing Techs and Operators 3 - 6
Service/Repair-Machinery 3 - 5 AAS
Woodworkers 5 - 7
AAS AAS,
AAS,
SUMMARY
OF FINDINGS
OF FINDINGS
Summary of Findings
• Input provided by local constituents emphasized the need for technical programs with:
– Realistic funding options.
– Convenient/flexible access.
– Connected to industry needs.
• Priorities include serving the needs of displaced workers, unskilled workers, and high school completers without four-year aspirations.
• Funding for each of these segments of students and the
providers is a major barrier to expansion of offerings and
access.
Summary of Findings
• MGT’s analysis indicates that the highest demand programs with limited available training include:
– Customer Service (MACC program in development)
– Management/Supervisory (some MACC, Bryan offerings):
• degree, certificate, and professional development
– Health-related:
– Health-related:
• Certified Nursing Assistant (CACC first class includes 15 enrollments)
• Pharmacy Technicians
• Psychiatric Technicians
– Skilled Trades:
• Carpentry/construction
• Electrical
• Heavy Equipment Operation
• Auto and other mechanical techs/maintenance
• Specific industry needs (CACC, MACC, Linn State)
• CDL/Driving
63
Summary of Findings
• Beyond identified technical programs, basic skills (math, reading) training is also in demand among employers.
• General computer skills are another prevailing need. MACC and CACC currently provide but need. MACC and CACC currently provide but need to ensure that industry needs are met.
• Programs also need to entail remedial,
professionalism, and “life skill” components to ensure graduates are employable beyond
technical aspects.
Summary of Findings
• The focus of efforts should be on reshaping the
“missed” segments of workforce to reduce pain from the recession and make Columbia more attractive to businesses (via a skilled workforce).
• Efforts should also target historic Columbia
• Efforts should also target historic Columbia strengths, as well as emerging areas in
partnership with MU.
• A major challenge will be meeting capital- intensive needs, as technical programs are relatively expensive.
65
APPENDIX:
Full Occupational Projections for Jobs Requiring
Technical Training Technical Training
(Missouri Central Region
2008 through 2018)
Appendix A
Occupation Employment Change 2008-2018 Openings
2008 2018 2008-2018
Code Title
Education/Training Typically
Required Estimated Projected Net Percent Growth Replacement Total
11-9061 Funeral Directors Associate degree 80 80 4 5.1% 0 2 2
13-1021 Purchasing Agents and Buyers, Farm Products Long-term on-the-job training 40 30 (1) -2.9% 0 1 1
13-1022 Wholesale and Retail Buyers, Except Farm Products Long-term on-the-job training 350 350 (8) -2.3% 0 9 9
13-1023 Purchasing Agents, Except Wholesale, Retail, and Farm Products Long-term on-the-job training 550 590 48 8.8% 5 14 19
13-1031 Claims Adjusters, Examiners, and Investigators Long-term on-the-job training 750 770 21 2.8% 2 19 21
13-1032 Insurance Appraisers, Auto Damage Postsecondary vocational award ND ND (1) ND 0 1 1
13-1041 Compliance Officers, Except Agriculture, Construction, Health and Safety, and Transportation Long-term on-the-job training 630 700 68 10.8% 7 7 14
13-2082 Tax Preparers Moderate-term on-the-job training 90 90 (4) -4.4% 0 2 2
15-1041 Computer Support Specialists Associate degree 1,020 1,090 75 7.4% 8 28 36
15-1099 Computer Specialists, All Other Associate degree 470 490 24 5.2% 2 10 12
17-3011 Architectural and Civil Drafters Postsecondary vocational award 200 210 5 2.5% 1 4 5
17-3012 Electrical and Electronics Drafters Postsecondary vocational award 80 80 (6) -7.3% 0 2 2
17-3013 Mechanical Drafters Postsecondary vocational award 100 100 (6) -5.9% 0 2 2
17-3019 Drafters, All Other Postsecondary vocational award 40 40 0 0.0% 0 1 1
17-3021 Aerospace Engineering and Operations Technicians Associate degree ND ND 0 ND 0 0 0
17-3022 Civil Engineering Technicians Associate degree 360 370 12 3.3% 1 7 8
17-3022 Civil Engineering Technicians Associate degree 360 370 12 3.3% 1 7 8
17-3023 Electrical and Electronic Engineering Technicians Associate degree 150 150 (1) -0.7% 0 3 3
17-3024 Electro-Mechanical Technicians Associate degree 10 10 0 0.0% 0 0 0
17-3025 Environmental Engineering Technicians Associate degree ND ND 3 ND 0 0 0
17-3026 Industrial Engineering Technicians Associate degree 90 100 8 9.0% 1 2 3
17-3027 Mechanical Engineering Technicians Associate degree 60 50 (4) -7.3% 0 1 1
17-3029 Engineering Technicians, Except Drafters, All Other Associate degree 100 100 1 1.0% 0 2 2
17-3031 Surveying and Mapping Technicians Moderate-term on-the-job training 170 190 17 10.1% 2 3 5
19-4011 Agricultural and Food Science Technicians Associate degree 90 100 6 6.7% 1 3 4
19-4031 Chemical Technicians Associate degree 50 50 1 2.2% 0 1 1
19-4051 Nuclear Technicians Associate degree ND ND 1 ND 0 0 0
19-4061 Social Science Research Assistants Associate degree 10 10 0 0.0% 0 0 0
19-4091 Environmental Science and Protection Technicians, Including Health Associate degree 30 40 3 8.8% 0 2 2
19-4093 Forest and Conservation Technicians Associate degree 210 210 1 0.5% 0 9 9
19-4099 Life, Physical, and Social Science Technicians, All Other Associate degree 90 100 3 3.3% 0 4 4
21-1093 Social and Human Service Assistants Moderate-term on-the-job training 290 320 32 11.2% 3 6 9
23-2011 Paralegals and Legal Assistants Associate degree 400 450 54 13.6% 5 5 10
23-2091 Court Reporters Postsecondary vocational award 50 50 4 8.7% 0 1 1
23-2093 Title Examiners, Abstractors, and Searchers Moderate-term on-the-job training 130 130 (6) -4.5% 0 2 2
23-2099 Legal Support Workers, All Other Moderate-term on-the-job training 130 130 1 0.8% 0 2 2
25-2011 Preschool Teachers, Except Special Education Postsecondary vocational award 870 930 67 7.7% 7 17 24
25-4031 Library Technicians Postsecondary vocational award 280 280 (5) -1.8% 0 13 13
27-1012 Craft Artists Long-term on-the-job training 20 20 0 0.0% 0 0 0
27-1013 Fine Artists, Including Painters, Sculptors, and Illustrators Long-term on-the-job training 30 30 1 4.0% 0 1 1
27-1019 Artists and Related Workers, All Other Long-term on-the-job training ND ND (1) ND 0 2 2
27-1022 Fashion Designers Associate degree 10 10 (2) -25.0% 0 0 0
27-1023 Floral Designers Moderate-term on-the-job training 240 240 8 3.4% 1 7 8
27-1025 Interior Designers Associate degree 140 150 10 7.1% 1 4 5
27-1026 Merchandise Displayers and Window Trimmers Moderate-term on-the-job training 140 140 (2) -1.4% 0 4 4
27-2011 Actors Long-term on-the-job training 30 30 0 0.0% 0 1 1
27-2021 Athletes and Sports Competitors Long-term on-the-job training ND ND 0 ND 0 0 0
27-2022 Coaches and Scouts Long-term on-the-job training 240 270 38 16.1% 4 5 9
67
Appendix A
Occupation Employment Change 2008-2018 Openings
2008 2018 2008-2018
Code Title
Education/Training Typically
Required Estimated Projected Net Percent Growth Replacement Total
27-2023 Umpires, Referees, and Other Sports Officials Long-term on-the-job training 60 70 2 3.1% 0 1 1
27-2031 Dancers Long-term on-the-job training 50 60 2 3.7% 0 3 3
27-2042 Musicians and Singers Long-term on-the-job training 560 570 8 1.4% 1 11 12
27-2099 Entertainers and Performers, Sports and Related Workers, All Other Long-term on-the-job training 20 20 0 0.0% 0 0 0
27-3011 Radio and Television Announcers Long-term on-the-job training 190 170 (12) -6.5% 0 5 5
27-3012 Public Address System and Other Announcers Long-term on-the-job training 20 20 (1) -4.8% 0 1 1
27-3091 Interpreters and Translators Long-term on-the-job training 90 100 13 14.9% 1 2 3
27-3099 Media and Communication Workers, All Other Long-term on-the-job training 10 10 1 10.0% 0 0 0
27-4011 Audio and Video Equipment Technicians Long-term on-the-job training 150 170 16 10.7% 2 5 7
27-4012 Broadcast Technicians Associate degree 110 110 2 1.8% 0 3 3
27-4014 Sound Engineering Technicians Postsecondary vocational award 10 10 0 0.0% 0 0 0
27-4021 Photographers Long-term on-the-job training 310 330 22 7.1% 2 6 8
27-4031 Camera Operators, Television, Video, and Motion Picture Postsecondary vocational award 60 60 4 7.1% 0 1 1
27-4099 Media and Communication Equipment Workers, All Other Moderate-term on-the-job training 10 10 0 0.0% 0 0 0
29-1111 Registered Nurses Associate degree 7,000 8,530 1,523 21.7% 152 122 274
29-1124 Radiation Therapists Associate degree 40 50 10 26.3% 1 1 2
68
29-1124 Radiation Therapists Associate degree 40 50 10 26.3% 1 1 2
29-1126 Respiratory Therapists Associate degree 320 400 89 28.3% 9 6 15
29-2012 Medical and Clinical Laboratory Technicians Associate degree 360 390 30 8.4% 3 7 10
29-2021 Dental Hygienists Associate degree 210 230 23 11.2% 2 4 6
29-2031 Cardiovascular Technologists and Technicians Associate degree 90 110 23 26.1% 2 1 3
29-2032 Diagnostic Medical Sonographers Associate degree 110 120 17 16.0% 2 2 4
29-2033 Nuclear Medicine Technologists Associate degree 50 60 6 12.2% 1 1 2
29-2034 Radiologic Technologists and Technicians Associate degree 590 680 91 15.4% 9 9 18
29-2041 Emergency Medical Technicians and Paramedics Postsecondary vocational award 770 800 29 3.8% 3 16 19
29-2051 Dietetic Technicians Postsecondary vocational award 50 50 5 10.9% 1 1 2
29-2052 Pharmacy Technicians Moderate-term on-the-job training 1,040 1,360 323 31.0% 32 26 58
29-2053 Psychiatric Technicians Postsecondary vocational award 1,620 1,640 24 1.5% 2 41 43
29-2054 Respiratory Therapy Technicians Associate degree 60 60 4 7.1% 0 1 1
29-2055 Surgical Technologists Postsecondary vocational award 190 240 52 27.1% 5 5 10
29-2056 Veterinary Technologists and Technicians Associate degree 70 90 18 26.1% 2 2 4
29-2061 Licensed Practical and Licensed Vocational Nurses Postsecondary vocational award 2,030 2,330 302 14.9% 30 63 93
29-2071 Medical Records and Health Information Technicians Associate degree 480 540 66 13.8% 7 10 17
29-2081 Opticians, Dispensing Long-term on-the-job training 150 150 (4) -2.6% 0 3 3
29-2099 Health Technologists and Technicians, All Other Postsecondary vocational award 120 130 15 12.6% 2 2 4
31-1012 Nursing Aides, Orderlies, and Attendants Postsecondary vocational award 4,450 5,250 809 18.2% 81 44 125
31-2011 Occupational Therapist Assistants Associate degree 60 80 13 20.6% 1 1 2
31-2021 Physical Therapist Assistants Associate degree 150 180 30 20.3% 3 2 5
31-9011 Massage Therapists Postsecondary vocational award 170 190 18 10.3% 2 2 4
31-9091 Dental Assistants Moderate-term on-the-job training 440 490 49 11.1% 5 8 13
31-9092 Medical Assistants Moderate-term on-the-job training 770 890 120 15.6% 12 9 21
31-9094 Medical Transcriptionists Postsecondary vocational award 240 250 13 5.4% 1 3 4
33-2011 Fire Fighters Long-term on-the-job training 580 580 6 1.0% 1 18 19
33-3011 Bailiffs Moderate-term on-the-job training 30 30 0 0.0% 0 1 1
33-3012 Correctional Officers and Jailers Moderate-term on-the-job training 2,680 2,710 29 1.1% 3 59 62
33-3031 Fish and Game Wardens Associate degree ND ND 1 ND 0 2 2
33-3051 Police and Sheriff's Patrol Officers Long-term on-the-job training 1,370 1,390 22 1.6% 2 35 37
Appendix A
Occupation Employment Change 2008-2018 Openings
2008 2018 2008-2018
Code Title
Education/Training Typically
Required Estimated Projected Net Percent Growth Replacement Total
33-9011 Animal Control Workers Moderate-term on-the-job training 30 30 0 0.0% 0 1 1
33-9031 Gaming Surveillance Officers and Gaming Investigators Moderate-term on-the-job training 20 20 2 10.5% 0 0 0
35-2012 Cooks, Institution and Cafeteria Moderate-term on-the-job training 1,130 1,210 83 7.4% 8 29 37
35-2014 Cooks, Restaurant Long-term on-the-job training 2,300 2,450 147 6.4% 15 59 74
35-2019 Cooks, All Other Moderate-term on-the-job training 40 40 7 18.9% 1 1 2
37-2021 Pest Control Workers Moderate-term on-the-job training ND ND 12 ND 1 3 4
37-3012 Pesticide Handlers, Sprayers, and Applicators, Vegetation Moderate-term on-the-job training 40 50 8 18.6% 1 1 2
39-1012 Slot Key Persons Postsecondary vocational award 60 50 (4) -7.3% 0 1 1
39-2011 Animal Trainers Moderate-term on-the-job training 30 40 5 16.1% 1 1 2
39-3011 Gaming Dealers Postsecondary vocational award 210 230 20 9.6% 2 9 11
39-3019 Gaming Service Workers, All Other Moderate-term on-the-job training ND ND 0 ND 0 0 0
39-4011 Embalmers Postsecondary vocational award 30 30 (1) -3.6% 0 1 1
39-5011 Barbers Postsecondary vocational award ND ND 9 ND 1 2 3
39-5012 Hairdressers, Hairstylists, and Cosmetologists Postsecondary vocational award 1,060 1,170 114 10.8% 11 16 27
39-5091 Makeup Artists, Theatrical and Performance Postsecondary vocational award ND ND 0 ND 0 0 0
39-5092 Manicurists and Pedicurists Postsecondary vocational award 60 60 6 10.7% 1 1 2
69
39-5092 Manicurists and Pedicurists Postsecondary vocational award 60 60 6 10.7% 1 1 2
39-5094 Skin Care Specialists Postsecondary vocational award 50 60 13 28.3% 1 1 2
39-6012 Concierges Moderate-term on-the-job training 30 40 4 11.8% 0 1 1
39-6021 Tour Guides and Escorts Moderate-term on-the-job training 30 30 1 3.1% 0 1 1
39-6022 Travel Guides Moderate-term on-the-job training 0 0 0 0.0% 0 0 0
39-6031 Flight Attendants Long-term on-the-job training 0 0 0 0.0% 0 0 0
39-9031 Fitness Trainers and Aerobics Instructors Postsecondary vocational award 410 490 84 20.5% 8 7 15
41-2022 Parts Salespersons Moderate-term on-the-job training ND ND (1) ND 0 17 17
41-3011 Advertising Sales Agents Moderate-term on-the-job training 260 260 5 2.0% 1 5 6
41-3041 Travel Agents Postsecondary vocational award 220 220 (5) -2.3% 0 2 2
41-9011 Demonstrators and Product Promoters Moderate-term on-the-job training 130 130 1 0.8% 0 4 4
41-9012 Models Moderate-term on-the-job training 20 20 1 6.3% 0 1 1
41-9022 Real Estate Sales Agents Postsecondary vocational award 500 570 65 13.0% 7 8 15
41-9099 Sales and Related Workers, All Other Moderate-term on-the-job training 140 150 12 8.8% 1 3 4
43-3021 Billing and Posting Clerks and Machine Operators Moderate-term on-the-job training 880 950 76 8.7% 8 14 22
43-3031 Bookkeeping, Accounting, and Auditing Clerks Moderate-term on-the-job training 3,850 4,030 182 4.7% 18 46 64
43-3051 Payroll and Timekeeping Clerks Moderate-term on-the-job training 480 450 (34) -7.1% 0 11 11
43-3061 Procurement Clerks Moderate-term on-the-job training 180 190 5 2.8% 1 6 7
43-4011 Brokerage Clerks Moderate-term on-the-job training 90 80 (4) -4.6% 0 3 3
43-4051 Customer Service Representatives Moderate-term on-the-job training 3,540 4,080 541 15.3% 54 111 165
43-4061 Eligibility Interviewers, Government Programs Moderate-term on-the-job training 1,360 1,370 9 0.7% 1 32 33
43-5011 Cargo and Freight Agents Moderate-term on-the-job training 70 80 11 15.3% 1 2 3
43-5031 Police, Fire, and Ambulance Dispatchers Moderate-term on-the-job training 310 320 4 1.3% 0 6 6
43-5032 Dispatchers, Except Police, Fire, and Ambulance Moderate-term on-the-job training 380 360 (17) -4.5% 0 8 8
43-5061 Production, Planning, and Expediting Clerks Moderate-term on-the-job training 480 480 1 0.2% 0 12 12
43-6012 Legal Secretaries Associate degree 340 370 30 8.9% 3 5 8
43-6013 Medical Secretaries Moderate-term on-the-job training 1,790 2,020 230 12.9% 23 24 47
43-6014 Secretaries, Except Legal, Medical, and Executive Moderate-term on-the-job training 3,620 3,490 (123) -3.4% 0 49 49
43-9011 Computer Operators Moderate-term on-the-job training 190 140 (43) -23.2% 0 2 2
43-9021 Data Entry Keyers Moderate-term on-the-job training 530 480 (55) -10.4% 0 11 11
43-9022 Word Processors and Typists Moderate-term on-the-job training 1,450 1,440 (13) -0.9% 0 11 11
43-9031 Desktop Publishers Postsecondary vocational award 70 50 (15) -21.7% 0 1 1
