CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOPS

1. CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOPS

2. WELCOME TO THE CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOP WORKSHOP I Identifying Key Sectors and Skill Shortages

3. Identifying Key Sectors and Skill Shortages • Overview: How to. . . • 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 Critical Skill Shortages Initiative

4. Identifying Key Sectors and Skill Shortages • Determine Key Sectors: • Industry Employment Projections: • Size: Maintain existing base • New Jobs: Industries adding the most new jobs • Growth: Expanding industries; opportunities for economic development Critical Skill Shortages Initiative

5. Identifying Key Sectors and Skill Shortages • Analyze Industries and Employers: • Industries within Sectors • Contribution to Regional Economy and Local Economies • Number and Size of Firms • Geographic Concentration of Firms • Economic Development Criteria Critical Skill Shortages Initiative

6. Identifying Key Sectors and Skill Shortages • Identify Critical Skill Shortage Occupations: • Industry Staffing Patterns Matrix • CSSI Criteria: • Critical to industry competitiveness • Strong employment demand • Provide good earnings • Industry Validation of Necessary Skills and Training Critical Skill Shortages Initiative

7. Identifying Key Sectors and Skill Shortages • Technical Assistance and Resources: • 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 Critical Skill Shortages Initiative

8. Identifying Key Sectors and Skill Shortages • Healthcare Case Study: • Northeast Economic Development Region • Industries: • Ambulatory Care (Doctors’ Offices, Home Health Care Services) • Acute Care (Hospitals) • Long-Term Care (Nursing Homes and Personal Care Facilities) • Occupations: • Nursing Cluster (RNs, LPNs, CNAs) • Medical Technology Cluster Critical Skill Shortages Initiative

9. 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-termlong-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 Critical Skill Shortages Initiative

10. WELCOME TO THE CRITICAL SKILL SHORTAGES INITIATIVE WORKSHOP WORKSHOP II Analyzing Causes and Developing Solutions for Skill Shortages

11. Review Of Workshop I • 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 Critical Skill Shortages Initiative

12. Overview of Workshop II • How do you determine root causes and identify solutions? • Employer issues • Education issues – secondary and post-secondary Critical Skill Shortages Initiative

13. How Do We Determine “Root Causes” Of The Shortages? • First, examine how individuals become qualified for the shortage occupation (i.e., formal occupational education & training, apprenticeships, or on-the-job). • 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.). Critical Skill Shortages Initiative

14. How Do We Determine “Root Causes” Of The Shortages? • 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. Critical Skill Shortages Initiative

15. 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”. • 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? Critical Skill Shortages Initiative

16. 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. Critical Skill Shortages Initiative

17. How Do We Determine What Factors Contribute To High Turnover? • 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. Critical Skill Shortages Initiative

18. The retention rate for workers in Hospitals and Medical Offices exceeds other industries. Critical Skill Shortages Initiative

19. Example Of Report Focusing On Retention By Training Provider Critical Skill Shortages Initiative

20. What are typical causes of high turnover? • Applicants inadequately prepared • Lack prerequisite skills • Lack technical skills • Lack a realistic knowledge of the conditions of employment • Failure to accommodate needs of “non-traditional” workers • Single parents • Handicapped/ disabled • Language Critical Skill Shortages Initiative

21. What are typical causes of high turnover? • Stress on the job: • Shift rotation • Mandatory overtime • Physical demands • Safety issues • Psychological demands • Aging workforce / retirement Critical Skill Shortages Initiative

22. Factors cited as contributing to high turnover of RNs • 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 Critical Skill Shortages Initiative

23. Reasons cited by nurses for remaining with the same employer for 5 or more years Critical Skill Shortages Initiative

24. Solutions suggested to reduce turnover of nursing staff in hospitals • 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 Skill Shortages Initiative

25. Solutions suggested to reduce turnover of nursing staff in hospitals • 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, Critical Skill Shortages Initiative

26. Selected Sources of Community College Program Performance Information • 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 Critical Skill Shortages Initiative

27. Illinois Community College System • 48 community colleges blanket the state. • 240+ career and technical credit programs provided. • 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. Critical Skill Shortages Initiative

28. Associate Degree Nursing (AND) Programs in Community Colleges Train Registered Nurses (RN) • RN training is the largest community college career and technical education program. • RN is the highest level of community college nursing training. • Program Duration – Requires 2+ years of full-time enrollment. • 42 of 48 Community Colleges provide RN training. • 44 Associate Degree Nursing programs exist in the state. • Illinois Department of Professional Regulation licenses. Critical Skill Shortages Initiative

29. Statewide Community College Registered Nursing (RN) Enrollments Are Increasing • STATEWIDE • Reported RN enrollments in FY2002 totaled 11,009 statewide. • +11.5 percent – One year percent change. • +3.8 percent – Five Year percent change. SOURCE: Annual Enrollment and Completion (A1) Data Critical Skill Shortages Initiative

30. Community Colleges in the Governors Northeast Economic Development Region • 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 Critical Skill Shortages Initiative

31. Regionally Community College Registered Nursing (RN) Enrollments Are Increasing • REGIONAL – Northeast Economic Development Region • Reported RN enrollments in FY2002 totaled 6,116 in the region. • +8.5 percent – One year percent change. • +2.1 percent – Five year percent change. SOURCE: Annual Enrollment and Completion (A1) Data Critical Skill Shortages Initiative

32. Statewide Community College Registered Nursing Completions Are Decreasing • STATEWIDE • RN completions in FY2002 totaled 1,590 statewide. • -8.6 percent – One year percent change. • -24.3 percent – Five Year percent change. SOURCE: Annual Enrollment and Completion (A1) Data Critical Skill Shortages Initiative

33. Regionally Community College Registered Nursing Completions Are Decreasing • REGIONAL – Northeast Economic Development Region • RN completions in FY2002 totaled 895 in the region. • -8.0 percent – One year percent change. • -22.1 percent – Five Year percent change. SOURCE: Annual Enrollment and Completion (A1) Data Critical Skill Shortages Initiative

34. 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. • Among working graduates, 95.7 percent were employed in the field. • 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. Critical Skill Shortages Initiative

35. Program Improvement Initiatives to Address Leaks in the Pipeline • Academic preparation of potential students. • Student retention. • Seek ways to increase program capacity to accommodate additional students based on demand. Critical Skill Shortages Initiative

36. Recommendations from the Focus Report on Nursing Programs in Illinois Community Colleges • 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. Critical Skill Shortages Initiative

37. Selected Issues Impacting Registered Nursing • 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. Critical Skill Shortages Initiative

38. Potential Approaches to Address Issues Impacting Registered Nursing • 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. Critical Skill Shortages Initiative

39. Additional Issues Impacting Registered Nursing • 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) Critical Skill Shortages Initiative

40. Higher Education Committee to Review Health Professions Education Programs • 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 Critical Skill Shortages Initiative

41. Education For Employment Regional Delivery System • 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 Critical Skill Shortages Initiative

42. Secondary Supply** Root Causes ** • 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 Critical Skill Shortages Initiative

43. Root Causes… • 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 Critical Skill Shortages Initiative

44. 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 6,090 All Secondary CTE 348,433 Critical Skill Shortages Initiative

45. Solutions… • Review programmatic offerings in the region • How? – contact Education for Employment regional director • Source – ISBE web resource Critical Skill Shortages Initiative

46. Solutions… • Review enrollment/completion patterns in secondary health occupations programs • How? – via EFE director access ISIS reports • Source – handout re CIP codes Critical Skill Shortages Initiative

47. Solutions… • Review School Report Cards for state, district, and schools • How? – ISBE web resource • Source: www.isbe.net Critical Skill Shortages Initiative

48. Solutions… • 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 Critical Skill Shortages Initiative

49. 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. Critical Skill Shortages Initiative

50. Other Solutions • 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) Critical Skill Shortages Initiative