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Using Surveys in Support of Your Work Ready Initiative

Using Surveys in Support of Your Work Ready Initiative. Wiregrass Workready Region January 21, 2009. Organization. About the survey The survey results Employment trends Key occupations Training issues. Things to keep in mind. Labor market data. Company survey. Company-specific data

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Using Surveys in Support of Your Work Ready Initiative

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  1. Using Surveys in Support of Your Work Ready Initiative Wiregrass Workready Region January 21, 2009

  2. Organization • About the survey • The survey results • Employment trends • Key occupations • Training issues

  3. Things to keep in mind Labor market data Company survey Company-specific data Very small sample sizes Questions focus on short-term future needs • Show past performance of all regional firms • Not just a sample • Projections • Combine past performance with national trends • Create estimates of future performance • Lag between data collection and data publication Data analysis and survey findings often lead to more questions

  4. What the survey can do for you • The survey can provide: • Better information about company trends • Information from a more targeted population of companies • More current information • Identify the region’s critical jobs • Critical jobs will be used in talent management portion of website

  5. Current employment picture • 10 of the 11 survey respondents have over 25 employees • 73% have over 100 employees • 91% hired workers within the last year • 3 hired 5-24 workers • 5 hired more than 25 workers • 27% currently have job openings • 2 have less than 5 job openings • 1 have 5-9 job openings

  6. Future employment trends Retirements Projected Growth Less than 1 year: 32 workers 1-3 years: 25 workers 3-5 years: 35 workers • Less than 1 year: 14 • 1-3 years: 40 • 3-5 years: 60

  7. Minimum employment requirements

  8. Key Occupations Most needed Industrial Maintenance Techs Team Assemblers Machinists Difficult to Hire Difficult to Retain Welders First-Line Supervisors

  9. Hiring issues

  10. Retention issues

  11. Training issues • Ten respondents provide training • Average annual training time required per employee: 37 hours • Key positions needing training:

  12. Industry collaboration • 90 percent of respondents are interested in collaborating to resolve common labor market challenges and critical skill shortages

  13. Contact Info • Mark C. White • mwhite@c2er.org • 703.522.4980, ext. 15 • Brandon Curtis • bcurtis@c2er.org • 703.522.4980, ext. 19

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