Download Of The Shortages? - State Sector Strategies

CRITICAL SKILL
SHORTAGES INITIATIVE
WORKSHOPS
Governor’s Workforce Development Conference
October 24, 2003
Critical
Skill
Shortages
Initiative
WELCOME TO THE
CRITICAL SKILL
SHORTAGES INITIATIVE
WORKSHOP
WORKSHOP I
Identifying Key Sectors and
Skill Shortages
Governor’s Workforce Development Conference
October 24, 2003
Critical
Skill
Shortages
Initiative
Identifying Key Sectors and Skill
Shortages

Overview:
How to. . .
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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
Governor’s Workforce Development Conference
October 24, 2003
3
Critical
Skill
Shortages
Initiative
Identifying Key Sectors and Skill
Shortages

Determine Key Sectors:
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Industry Employment Projections:
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Size: Maintain existing base
New Jobs: Industries adding the most new
jobs
Growth: Expanding industries; opportunities
for economic development
Governor’s Workforce Development Conference
October 24, 2003
4
Critical
Skill
Shortages
Initiative
Identifying Key Sectors and Skill
Shortages

Analyze Industries and Employers:
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Industries within Sectors
Contribution to Regional Economy and Local
Economies
Number and Size of Firms
Geographic Concentration of Firms
Economic Development Criteria
Governor’s Workforce Development Conference
October 24, 2003
5
Critical
Skill
Shortages
Initiative
Identifying Key Sectors and Skill
Shortages

Identify Critical Skill Shortage Occupations:
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Industry Staffing Patterns Matrix
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CSSI Criteria:
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Critical to industry competitiveness
Strong employment demand
Provide good earnings
Industry Validation of Necessary Skills and
Training
Governor’s Workforce Development Conference
October 24, 2003
6
Critical
Skill
Shortages
Initiative
Identifying Key Sectors and Skill
Shortages

Technical Assistance and Resources:
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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
Governor’s Workforce Development Conference
October 24, 2003
7
Critical
Skill
Shortages
Initiative
Identifying Key Sectors and Skill
Shortages

Healthcare Case Study:
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Northeast Economic Development Region
Industries:
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Ambulatory Care (Doctors’ Offices, Home Health Care
Services)
Acute Care (Hospitals)
Long-Term Care (Nursing Homes and Personal Care
Facilities)
Occupations:

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Nursing Cluster (RNs, LPNs, CNAs)
Medical Technology Cluster
Governor’s Workforce Development Conference
October 24, 2003
8
Critical
Skill
Shortages
Initiative
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
Governor’s Workforce Development Conference
October 24, 2003
9
Critical
Skill
Shortages
Initiative
WELCOME TO THE
CRITICAL SKILL
SHORTAGES INITIATIVE
WORKSHOP
WORKSHOP II
Analyzing Causes and Developing
Solutions for Skill Shortages
Governor’s Workforce Development Conference
October 24, 2003
Critical
Skill
Shortages
Initiative
Review Of Workshop I
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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
Governor’s Workforce Development Conference
October 24, 2003
11
Critical
Skill
Shortages
Initiative
Overview of Workshop II

How do you determine root causes and
identify solutions?
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Employer issues
Education issues – secondary and postsecondary
Governor’s Workforce Development Conference
October 24, 2003
12
Critical
Skill
Shortages
Initiative
How Do We Determine “Root
Causes” Of The Shortages?
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First, examine how individuals become qualified for
the shortage occupation (i.e., formal occupational
education & training, apprenticeships, or on-thejob).
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.).
Governor’s Workforce Development Conference
October 24, 2003
13
Critical
Skill
Shortages
Initiative
How Do We Determine “Root
Causes” Of The Shortages?
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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.
Governor’s Workforce Development Conference
October 24, 2003
14
Critical
Skill
Shortages
Initiative
First Stop The Leaks!
Don’t just focus on increasing capacity (i.e., the
number and/or size) of vocational training programs,
without first “stopping all the leaks”.
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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?
Governor’s Workforce Development Conference
October 24, 2003
15
Critical
Skill
Shortages
Initiative
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.
Governor’s Workforce Development Conference
October 24, 2003
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Critical
Skill
Shortages
Initiative
How Do We Determine What Factors
Contribute To High Turnover?
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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.
Governor’s Workforce Development Conference
October 24, 2003
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Critical
Skill
Shortages
Initiative
The retention rate for workers in
Hospitals and Medical Offices exceeds
other industries.
100%
95%
Retention Rate
90%
85%
80%
75%
1991:2
1992:2
1993:2
1994:2
1995:2
Med. Offices
Governor’s Workforce Development Conference
October 24, 2003
1996:2
Resid. Care
18
1997:2
Hospitals
1998:2
1999:2
2000:2
2001:2
All Industry
Critical
Skill
Shortages
Initiative
Example Of Report Focusing On
Retention By Training Provider
1997 Training Completers
Community College “A’s” RN Program Job Retention by Industry and Sector
1997 Cohort
= XXX
1998
1999
2000
2001
Ambulatory Care
Acute Care
Long-Term Care
Other Industry
* Such a report could be produced by combining program completion data and covered wage data.
Governor’s Workforce Development Conference
October 24, 2003
19
Critical
Skill
Shortages
Initiative
What are typical causes of high
turnover?
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Applicants inadequately prepared
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Lack prerequisite skills
Lack technical skills
Lack a realistic knowledge of the conditions of
employment
Failure to accommodate needs of “nontraditional” workers
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Single parents
Handicapped/ disabled
Language
Governor’s Workforce Development Conference
October 24, 2003
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Critical
Skill
Shortages
Initiative
What are typical causes of high
turnover?
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Stress on the job:
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Shift rotation
Mandatory overtime
Physical demands
Safety issues
Psychological demands
Aging workforce / retirement
Governor’s Workforce Development Conference
October 24, 2003
21
Critical
Skill
Shortages
Initiative
Factors cited as contributing to high
turnover of RNs
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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
Governor’s Workforce Development Conference
October 24, 2003
22
Critical
Skill
Shortages
Initiative
Reasons cited by nurses for remaining with
the same employer for 5 or more years
Reason for Staying
Good benefits
Good relations with MDs
Good mentors & colleagues
Flexible work schedules
Good pay
Adequate staffing levels
Good continuing education opportunities
Management listens to nurses’ concerns
Nurses can control their own practice
Good advancement opportunities
Hospital
In-Patient
Staff RNs
(%)
Hospital
In-Patient
Staff LPNs
(%)
40.0
37.1
43.8
40.0
41.0
18.1
16.2
13.3
5.7
4.8
38.2
41.2
32.4
26.5
29.4
8.8
14.7
11.8
2.9
8.8
* Findings from the 2001 Survey of Staff Nurses in North Carolina, Retaining Nurses in North
Carolina, The North Carolina Center for Nursing, May 2002
Governor’s Workforce Development Conference
October 24, 2003
23
Critical
Skill
Shortages
Initiative
Solutions suggested to reduce
turnover of nursing staff in hospitals
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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).
Critical
Governor’s Workforce Development Conference
October 24, 2003
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Skill
Shortages
Initiative
Solutions suggested to reduce
turnover of nursing staff in hospitals
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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,
Governor’s Workforce Development Conference
October 24, 2003
25
Critical
Skill
Shortages
Initiative
Selected Sources of Community College
Program Performance Information
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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
Governor’s Workforce Development Conference
October 24, 2003
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Critical
Skill
Shortages
Initiative
Illinois Community College System
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48 community colleges blanket the state.
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240+ career and technical credit programs provided.
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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.
Governor’s Workforce Development Conference
October 24, 2003
27
Critical
Skill
Shortages
Initiative
Associate Degree Nursing (AND) Programs in
Community Colleges
Train Registered Nurses (RN)
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RN training is the largest community college career and
technical education program.

RN is the highest level of community college nursing training.
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Program Duration – Requires 2+ years of full-time enrollment.
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42 of 48 Community Colleges provide RN training.
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44 Associate Degree Nursing programs exist in the state.
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Illinois Department of Professional Regulation licenses.
Governor’s Workforce Development Conference
October 24, 2003
28
Critical
Skill
Shortages
Initiative
Statewide Community College Registered
Nursing (RN) Enrollments Are Increasing

STATEWIDE
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Reported RN enrollments in FY2002 totaled 11,009 statewide.
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+11.5 percent – One year percent change.
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+3.8 percent – Five Year percent change.
SOURCE: Annual Enrollment and Completion (A1) Data
Governor’s Workforce Development Conference
October 24, 2003
29
Critical
Skill
Shortages
Initiative
Community Colleges in the Governors Northeast
Economic Development Region
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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
Governor’s Workforce Development Conference
October 24, 2003
30
Critical
Skill
Shortages
Initiative
Regionally Community College Registered
Nursing (RN) Enrollments Are Increasing
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REGIONAL – Northeast Economic Development Region
Reported RN enrollments in FY2002 totaled 6,116 in the region.
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+8.5 percent – One year percent change.
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+2.1 percent – Five year percent change.
SOURCE: Annual Enrollment and Completion (A1) Data
Governor’s Workforce Development Conference
October 24, 2003
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Critical
Skill
Shortages
Initiative
Statewide Community College Registered
Nursing Completions Are Decreasing
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STATEWIDE
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RN completions in FY2002 totaled 1,590 statewide.
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-8.6 percent – One year percent change.
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-24.3 percent – Five Year percent change.
SOURCE: Annual Enrollment and Completion (A1) Data
Governor’s Workforce Development Conference
October 24, 2003
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Critical
Skill
Shortages
Initiative
Regionally Community College Registered
Nursing Completions Are Decreasing
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REGIONAL – Northeast Economic Development Region
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RN completions in FY2002 totaled 895 in the region.
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-8.0 percent – One year percent change.
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-22.1 percent – Five Year percent change.
SOURCE: Annual Enrollment and Completion (A1) Data
Governor’s Workforce Development Conference
October 24, 2003
33
Critical
Skill
Shortages
Initiative
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.
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Among working graduates, 95.7 percent were employed in the
field.
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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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Governor’s Workforce Development Conference
October 24, 2003
34
Critical
Skill
Shortages
Initiative
Program Improvement Initiatives to
Address Leaks in the Pipeline
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Academic preparation of potential students.
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Student retention.
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Seek ways to increase program capacity to accommodate
additional students based on demand.
Governor’s Workforce Development Conference
October 24, 2003
35
Critical
Skill
Shortages
Initiative
Recommendations from the Focus Report on
Nursing Programs in Illinois Community Colleges
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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,
physician’s offices, clinics, ambulatory surgical centers,
emergency medical centers, etc.) to more fully meet employer
needs.
Governor’s Workforce Development Conference
October 24, 2003
36
Critical
Skill
Shortages
Initiative
Selected Issues Impacting Registered Nursing
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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.
Governor’s Workforce Development Conference
October 24, 2003
37
Critical
Skill
Shortages
Initiative
Potential Approaches to Address Issues
Impacting Registered Nursing
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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.
Governor’s Workforce Development Conference
October 24, 2003
38
Critical
Skill
Shortages
Initiative
Additional Issues Impacting Registered Nursing
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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)
Governor’s Workforce Development Conference
October 24, 2003
39
Critical
Skill
Shortages
Initiative
Higher Education Committee to Review Health
Professions Education Programs
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Illinois Board of Higher Education’s 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
Governor’s Workforce Development Conference
October 24, 2003
40
Critical
Skill
Shortages
Initiative
Education For Employment Regional
Delivery System
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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
Governor’s Workforce Development Conference
October 24, 2003
41
Critical
Skill
Shortages
Initiative
Secondary Supply
** Root Causes **
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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
Governor’s Workforce Development Conference
October 24, 2003
42
Critical
Skill
Shortages
Initiative
Root Causes…
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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
Governor’s Workforce Development Conference
October 24, 2003
43
Critical
Skill
Shortages
Initiative
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
All Secondary CTE
Governor’s Workforce Development Conference
October 24, 2003
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6,090
348,433
Critical
Skill
Shortages
Initiative
Solutions…

Review programmatic offerings in the region
How? – contact Education for Employment
regional director
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Source – ISBE web resource
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Governor’s Workforce Development Conference
October 24, 2003
45
Critical
Skill
Shortages
Initiative
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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Governor’s Workforce Development Conference
October 24, 2003
46
Critical
Skill
Shortages
Initiative
Solutions…

Review School Report Cards for state, district,
and schools
How? – ISBE web resource
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Source: www.isbe.net
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Governor’s Workforce Development Conference
October 24, 2003
47
Critical
Skill
Shortages
Initiative
Solutions…
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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
Governor’s Workforce Development Conference
October 24, 2003
48
Critical
Skill
Shortages
Initiative
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.
Governor’s Workforce Development Conference
October 24, 2003
49
Critical
Skill
Shortages
Initiative
Other Solutions
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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)
Governor’s Workforce Development Conference
October 24, 2003
50
Critical
Skill
Shortages
Initiative
Illinois Efforts
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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”
Governor’s Workforce Development Conference
October 24, 2003
51
Critical
Skill
Shortages
Initiative
ISBE Initiatives
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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
Governor’s Workforce Development Conference
October 24, 2003
52
Critical
Skill
Shortages
Initiative
Planning Grant Review Process
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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
Governor’s Workforce Development Conference
October 24, 2003
53
Critical
Skill
Shortages
Initiative
PLANNING GRANT REVIEW PROCESS

Reviewer criteria includes
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(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
Governor’s Workforce Development Conference
October 24, 2003
54
Critical
Skill
Shortages
Initiative
Wrap Up

Three most important things to remember:
1.
2.
3.
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REGION!
REGION!
REGION!
Comprehensive, inclusive, regional consortium is
critical to success
Proposal must be responsive to RFA requirements
Don’t hesitate to ask for TA: contact Lori Clark at
312/814-5962; [email protected]
Governor’s Workforce Development Conference
October 24, 2003
55
Critical
Skill
Shortages
Initiative