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DIDI Workforce Development Survey Results July 2010 Goals :

DIDI Workforce Development Survey Results July 2010 Goals : Identify the occupations and skills most in demand and how difficult it is to address these needs Assess how to best work with educators to adequately fill the workforce pipeline. Who filled out the survey.

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DIDI Workforce Development Survey Results July 2010 Goals :

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  1. DIDI Workforce Development Survey Results July 2010 Goals: Identify the occupations and skills most in demand and how difficult it is to address these needs Assess how to best work with educators to adequately fill the workforce pipeline

  2. Who filled out the survey 73 total responses, 67% or 49 complete

  3. Which industries are represented Note: 69% of the 68 companies have multiple sites; 30% of those are headquarter locations

  4. Which Counties are Represented

  5. Business Operations over next 2 Years 97% maintain or expand

  6. Factors impacting Competitiveness 59.7% or 40 out of 67

  7. Types of Employees Represented 92% Full Time 2% Part Time 6% Temporary/Contract

  8. Skills Deficiencies Regarding your current workforce, in which of the following areas have you identified skill deficiencies that are impacting and/or you expect will impact your company over the next two years? Basic Skills: Job Readiness Skills 41.9% (18/43) Problem Solving/Decision Making 25.6% (11/43) Technical Skills: Technical Skills for Production 28.9% (11/38) Manufacturing Set Up & Processing 26.3% (10/38) Professional Skills: Supervisory Skills 47.4% (18/38) Shop Floor Management 28.9% (11/38)

  9. Credentials used to Hire/Promote

  10. Certifications used to Hire/Promote 58.3% or 28 out of 48

  11. Workforce Size over the next 2 Years 88% or 45 out 51 will maintain or grow

  12. Businesses work with these organizations

  13. Businesses work with Education

  14. Degree of Difficulty in Hiring

  15. Recruiting Methods

  16. Reasons for Worker Training

  17. Barriers to Training

  18. Survey Conclusions • Majority Responders are HR Mgrs from Manufacturing Companies in Greenville and Spartanburg • Business will be sustained or grow • Most prefer to work with Technical or Community Colleges on workforce development issues • Maintaining/improving workforce skills most important factor in remaining competitive; Barriers to training are time and money • Majority of employees are full-time and technical • Most difficult to hire technicians/skilled labor and laborers/helpers or unskilled labor; top hiring methods for technicians: • Promotion from within • Internet advertising • Word of Mouth • Technical or Community College Placement Centers • Preferred Education Partnerships: • Students tour businesses • Business people visit classrooms • Job Fairs • Student Internships • Student Apprenticeships • Teacher Internships

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