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The Growing Pressure to Use Workforce Data: What to Use, How to Use It

SHEEO Higher Education Policy Conference August 10, 2012 Chicago, IL. The Growing Pressure to Use Workforce Data: What to Use, How to Use It. Dr. Christina Whitfield, Director of Research and Policy Analysis Kentucky Community and Technical College System. KY 75 th Percentile Wage Line ->.

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The Growing Pressure to Use Workforce Data: What to Use, How to Use It

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  1. SHEEO Higher Education Policy Conference August 10, 2012 Chicago, IL

    The Growing Pressure to Use Workforce Data: What to Use, How to Use It

    Dr. Christina Whitfield, Director of Research and Policy Analysis Kentucky Community and Technical College System
  2. KY 75th Percentile Wage Line -> Low Wage & High Demand High Wage & High Demand KY Average Percent Change Line Low Wage & Low Demand High Wage & Low Demand
  3. accountability
  4. KCTCS Strategic PlanHigh Wage, High Demand Completions Note: Number of unduplicated credentials in programs cross-walked to a high wage, high demand occupation. KCTCS Data Base, Kentucky Occupational Outlook to 2014, Office of Employment and Training Occupational Wages.
  5. KCTCS Strategic PlanWage Index Note: Median wage of KCTCS completers earning $2500 or more in the second quarter after completion, indexed to the state median occupational wage. Source: KCTCS Data Base, UI Wage Match, Office of Employment and Training Occupational Wages.
  6. Unemployment Insurance Match Ratesby College 69% 59% 70% 62% 71% 70% 56% 74% 67% 74% 69% 67% 57% 43% 83% 69% Note: 2010-11 completers, second quarter after completion. Source: KCTCS Data Base, UI Wage Match.
  7. Policy and Practice Considerations Impact of technical limitations of labor market information vary by institution Institutions must partner with local economic development entities and employers Many economic factors affecting employment outcomes are beyond institutional control
  8. Curriculum review
  9. Dynamic Skills Audit A means to gauge education supply against employer demand A methodology that incorporates traditional and real-time labor market information into a structured review of curriculum A way to determine how responsive course content is to employer requirements Note: KCTCS is participating in a pilot project to develop Dynamic Skills Audits with Jobs for the Future.
  10. Dynamic Skills Audit:Labor Market Assessment Note: Labor Market Assessment for selected programs at Owensboro Community and Technical College.
  11. Dynamic Skills Audit:Skills Matrix Development
  12. Dynamic Skills Audit:Skills Matrix, Registered Nursing Source: Burning Glass, www.onetonline.org
  13. Policy and Practice Considerations Educational production one of many factors that may contribute to supply/demand mismatch Allows institutions to test data against anecdotal experiences shared by employers Requires a high degree of flexibility (how quickly can institutions respond to industry demands?)
  14. Program review
  15. Graduate Employment Profiles Note: 2009-10 graduates two quarters post completion. Source: KCTCS Data Base, UI Wage Match
  16. Graduate Employment ProfilesETA Common Measures Note: 2003-4 graduates. Source: KCTCS Data Base, UI Wage Match
  17. Graduate Employment Profiles Employment by Industry Registered Nursing Note: 2003-4 graduates. Source: KCTCS Data Base, UI Wage Match
  18. Graduate Employment Profiles Employment by Industry Business Administration Note: 2003-4 graduates. Source: KCTCS Data Base, UI Wage Match
  19. Graduate Employment Profiles:Low Wage/High Demand Programs Note: 2009-10 graduates, second quarter past completion Source: KCTCS Data Base, UI Wage Match
  20. Policy and Practice Considerations Programs with poor employment outcomes may generate revenue for the institution Tenure and accreditation requirements may limit institutional ability to retrain and reassign faculty Programs with poor employment outcomes may serve a social/community service function
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