education attainment pilot survey report of results gsi education attainment survey...education...

EDUCATION ATTAINMENT PILOT SURVEY Report of Results

Greater Spokane Incorporated (GSI) is committed to growing regional education attainment. The GSI Board of Directors adopted the goal of increasing the proportion of residents in Spokane County with high-quality degrees, certificates or other credentials from 40% in 2015 to 60% by 2025, which equates to almost 15,000 working adults in our region. The economic success of our region can be enhanced by the additional education attainment of our citizens. On average, working adults with a bachelor’s degree earn an additional $10,000 to $15,000 per year over those with only a high school diploma and some college but no degree.

Nine GSI member businesses have teamed up with GSI to create an employer-led pilot that provides access to their 9,661 employees to learn more about their education level, post-secondary interests and the barriers they may face when completing their post-secondary aspirations. A survey distributed by seven of the nine companies provided a base of 5,919 employees resulting in over 2,122 responses. The companies participating in the employer-led pilot are:

Community Colleges of Spokane Numerica Credit Union

PAML

Pearson Packaging Spokane County

Spokane Public Schools

STCU Umpqua

U. S. Bank

What did we initially learn from our employees in the pilot program? Of the seven companies participating in the survey, there are 741 adults with some college experience or a high-level certificate, but less than a 4-year degree. An additional 125 of these employees have no college or apprenticeship experience. Over half (56%) of those surveyed want to achieve a higher level of post-secondary attainment and most understand what it takes to further their education. Financial assistance, flexibility in time and schedule, and individualized planning could be the difference between those completing and those not able to obtain some form of post-secondary credentialing.

As you read through the survey results, look for the positive responses, intimate knowledge about the challenges, and the high degree of interest in these employees to provide themselves and their families with something greater in their education aspirations. We are able to develop a deeper understanding of the opportunities a business-led action might address with a pilot program for 700 working adults. If 56% of the 74,000 working adults in Spokane County with some college but no degree also wanted to achieve a higher level of post-secondary attainment, this would equate to 41,440 adults with post-secondary aspirations. This promises to be the tipping point for a region developing a skilled and highly educated workforce, which is part of what will make the Spokane region an even more valuable place to live and do business in the future.

Note: Please keep in mind this report does not represent Spokane County’s population as a whole, but is rather a convenience sample of employees of the nine GSI member businesses that participated in this business-led pilot. Although the pilot survey results cannot be used to calculate the statistical significance of findings, they are valuable for informing program planning.

GSI Education Attainment Pilot Survey Report of Results

WHO RESPONDED TO THE SURVEY?

EMPLOYER EDUCATION

GENDER AGE RACE/ETHNICITY

1. U.S. Census Bureau, 2014 American Community Survey

SPOKANE COUNTY1 SPOKANE COUNTY1 SPOKANE COUNTY1

Results provided by Excelerate Success Data Manager Through Spokane Regional Health District Data Center January 11, 2016

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WHAT IS THE EDUCATION ATTAINMENT LEVEL OF EMPLOYEES? 370 employees have completed some college, but no degree. Of these employees, 45% attended their last college class in the last five years and 40% have completed over 60 credit hours.

Number of years since attending college for those with some college but no degree:

Number of credit hours completed for those with some college but no degree:

Understanding of education attainment process: Most employees know what they would need to do to further their education. However, 170 employees (9%) disagreed or strongly disagreed with the statement “I understand what I would need to do to further my education” and 72 employees (4%) said they don’t know.

Less than 1 year, 18%

1-5 years, 27%

6-10 years, 12%

11 years or more,43%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

0-30 hours, 31%

31-60 hours, 29%

61-90 hours, 26%

90+ hours, 14%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Strongly agree, 40%

Agree, 49%

Disagree, 7%

Strongly disagree, 2%

Don't know, 4%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%


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AT WHICH SCHOOLS HAVE EMPLOYEES ENROLLED IN COURSES? Most employees (63%) indicated they had enrolled in a course or degree program at a local public university.

HOW MANY EMPLOYEES EARNED A DEGREE SINCE BEING EMPLOYED WITH THEIR CURRENT EMPLOYER? Most of the employees who have earned a degree since being employed with their current employer are female (69%), 35-64 years of age (80%; 35-44 years, 27%; 45-54 years, 26%, 45-64 years, 27%), white (91%), have been employed with their current employer for more than 10 years (62%), and earn $25,000 to under $75,000 per year (66%).

Eastern Washington University

23%

Gonzaga University8%

Spokane Community College

20%

Spokane Falls Community College

20%

Washington State University

8%

Whitworth University

5%

Online University

5%

Other11%

No, I have not yet earned a college degree, 28.9%

No, I earned my degree(s) before being employed by my

current employer, 59.1%

Yes, I earned my degree(s)

during my employment

with my current employer,

12.1%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%


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WHICH EMPLOYEES ARE CURRENTLY ENROLLED IN A COLLEGE PROGRAM? Most employees are not currently enrolled in a college undergraduate or graduate program. Over half (55%) of those who are currently enrolled in a college program have earned a 2-year degree or less and nearly half (45%) have already earned a 4-year degree or higher. Employees who are currently enrolled in a college program cited personal satisfaction (76%), job promotion (75%), and earning more money (74%) as the top reasons for earning a degree.

0 344

236 46 23 24

117

322

47

285

618

442

118

0

100

200

300

400

500

600

700

Empl

oyee

Cou

nt

Education Attainment Level of Employees

Currently enrolled in college courses Not enrolled in college courses

11%

22%

23%

31%

40%

28%

39%

44%

36%

34%

51%

29%

23%

26%

23%

10%

9%

9%

7%

3%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

School location was not convenient

Class times were not convenient

Classes conflicted with family responsibilities

Classes conflicted with my work schedule

Tuition/fees were not affordable

Top Barriers of Currently Enrolled Employees

A large barrier A barrier Not a barrier Not applicable

Yes, 157, 7%

No, 1956, 93%

Employees Currently Enrolled in College Program


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WHERE WOULD EMPLOYEES LIKE THEIR EDUCATION ATTAINMENT TO BE? Employees with some college but no degree, a high-level certificate or apprenticeship, or a 2-year degree (Associate’s) are most interested in completing a certificate or degree.

The majority (65%) of employees with some college but no degree are interested in completing a certificate or degree.

Of those employees who indicated they were interested in completing a certificate or degree, most were interested in earning a Bachelor’s degree. Those with some college but no degree were most interested in earning an Associate’s (81%) or Bachelor’s (82%) degree.

26%

47%

59%

65%

67%

65%

53%

25%

66%

40%

27%

21%

18%

20%

32%

75%

8%

12%

14%

13%

14%

15%

15%

Professional degree or PhD

Master's degree

4-year degree (Bachelor's)

2-year degree (Associate's)

High-level certificate or apprenticeship

Some college, but no degree

High school diploma or GED

Some high school

Interest in Pursuing Higher Education by Education Attainment

Yes No Don't know

67%

80%

68%

34%

22%

52%

81% 82%

40%

20%

56%

16%

84%

51%

21%

48%

67%60%

56%

39%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

High-level certificate orapprenticeship

Associate's degree Bachelor's degree Master's degree Professional degree orPh.D.

Programs of interest

Employee Interest in Degree Programs by Education Attainment

High school diploma or GED Some college, but no degree Associate's degree High-level certificate or apprenticeship


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HOW CAN EMPLOYERS HELP EMPLOYEES REACH THEIR EDUCATION ATTAINMENT GOALS?

Ranking of Top Barriers Ranked by the combined percentage of respondents indicating each barrier was “a barrier” or “a large barrier.”

1. Tuition/fees were not affordable (80%) 2. Classes conflicted with my work schedule (74%) 3. Class times were not convenient (65%) 4. Classes conflicted with family responsibilities (62%) 5. School location was not convenient (33%) 6. I just lost interest (21%) 7. Did not see the benefit of additional education for my current or future role in the company (19%) 8. Some of the required math courses were a problem (16%) 9. Some of the required foreign language courses were a problem (11%) 10. Some of the required science courses were a problem (11%) 11. Transportation was a problem (9%) 12. Some other required courses were a problem (8%) 13. Did not feel that I "fit in" at school (7%) 14. Learning difficulties were a problem (6%) 15. Defaulted on past student loans (5%) 16. Could not maintain acceptable grades (4%)

49%

34%

27%

23%

10%

6%

31%

40%

34%

42%

23%

13%

15%

19%

29%

25%

55%

56%

5%

7%

9%

10%

11%

25%

Tuition/fees were not affordable

Classes conflicted with my work schedule

Classes conflicted with family responsibilities

Class times were not convenient

School location was not convenient

Did not see the benefit of additional education for mycurrent or future role in the company

Top Barriers of All Respondents

A large barrier A barrier Not a barrier Not applicable


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Most Helpful Types of Assistance Employees were asked to identify the types of assistance that would help them to continue in a college program and complete a degree. The most helpful types of assistance cited include: finding additional money to pay for college (70%); information about maximizing credit transfer and getting college credit for life and work experience (47%); customized plans for successful degree completion (45%). The top assistances identified by all employees are the same as those identified by employees who are currently enrolled in a college program and those with some college but no degree.

Employees with a high school diploma or GED as their highest level of education ranked assistances differently than all employees. The most helpful types of assistance cited by this group include: financial assistance (70%); advice and guided searches to identify a college program that's right for me (70%); work/life balance guidance (60%). Those with an education attainment level of a high school diploma or GED and those with some college but no degree were generally more receptive to assistance than employees at other education attainment levels.

Most Helpful Program Supports The program supports identified by all employees that would help to begin or continue a college program include: a tuition reimbursement program (82%); flexible work schedule (75%); financial aid for books, lab fees, commuting costs, etc. (60%); on-site classes that earn college credit (49%). The top four most helpful program supports identified by all employees are the same as those identified by employees who are currently enrolled in a college program and those with some college but no degree. Employees who are currently enrolled in college indicated receiving graduation recognition would be a top program support (42% of currently enrolled employees as compared to 19% of all employees).

70%

47% 45%40% 37%

28%24%

18%8%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

What Would Help with Degree Completion?

Assistance in finding additional money to pay for collegeCustomized plans for successful degree completionInformation about maximizing credit transfer and getting college credit for life and work experienceWork/life balance guidanceAdvice and guided searches to identify a college program that's right for meAcademic adviceClasses and workshops to refresh my study skillsStress management educationOther


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Reasons to Earn a College Degree Employees identified personal satisfaction (78%), earning more money (61%), and job promotion (59%) as the top reasons for earning a college degree. Employees of all education attainment levels concurred with these top reasons, except for those with a professional or doctoral degree, who would be most interested in entering a new career field (49%) after personal satisfaction (76%). Some groups of employees are more interested in setting an example for their children than are others: employees who are currently enrolled in a college program (51%); those with some college but no degree (39%); those with an Associate’s degree (38%).

82%75%

60%

49%43%

25% 23% 20% 20% 19%14% 4%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

How Could a Program Help You Begin/Continue a Degree Program?

Tuition reimbursement programFlexible work scheduleFinancial aid for books, lab fees, commuting costs, etc.On-site classes that earn college creditKnowing which degree would help advance my careerNetworking opportunities with other employees enrolled in schoolMentoring program with employees who have completed their degreesStudy group opportunitiesStudy breaksGraduation recognitionComputer skills trainingOther

78%

61% 59%

32% 30%

13% 6%

0%10%20%30%40%50%60%70%80%90%

100%

Reasons to Earn a College Degree

Personal satisfactionEarn more moneyJob promotionSet an example for childrenEnter new career fieldIt is expected in the workplaceOther


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WHERE DOES IT MAKE THE MOST SENSE TO START? This section focuses on the characteristics of employees who indicated they were interested in earning a certificate or degree. It describes who these employees are, the top barriers they face, and what types of support they want.

People Of all employees who responded, 56% were interested in completing a certificate or degree (63% of employees with less than a Bachelor’s degree and 52% of employees with a Bachelor’s degree or higher). Of those who were interested in completing a certificate or degree, most were interested in earning a Master’s degree (57%), a Bachelor’s degree (49%), or a high-level certificate or apprenticeship (48%). Employees with less than a Bachelor’s degree were most interested in earning a Bachelor’s degree (38%), an Associate’s degree (23%), or a high-level certificate or apprenticeship (18%).

Women (58%) and men (55%) were about equally interested in earning a certificate or degree. Employee’s interest in earning a certificate or degree decreased with age.

Ph.D., 26%

Master's degree, 47%

Bachelor's degree, 59%

Associate's degree, 65%

Certificate or apprenticeship, 67%

Some college, no degree, 65%

High school diploma or GED, 53%

Some HS, 25%

Interest in Earning a Certificate or Degree by Education Attainment

65 years+, 17%

55-64 years, 33%

45-54 years, 57%

35-44 years, 69%

25-34 years, 78%

18-24 years, 87%

Interest in Earning a Certificate or Degree by Age

Start with employees who:

− Have earned some college, but no degree; a high-level certificate or apprenticeship; or an Associate’s degree. − Belong to Generation Y/Millennial (~18-34 years) and Generation X (~35-51 years). − Were recently hired (less than six years with current employer). − Earn less than $50,000 per year.


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Barriers

Though most employees know what they would need to do to further their education (88%), the majority of those who do not understand the process (8%, 169 employees) are interested in earning a degree or certificate (62%). This means that although most employees know how to further their education, many employees who would like to earn a certificate or degree do not understand this process. Providing a clear path to furthering education attainment would be beneficial for at least 104 employees.

Prefer not to say, 42%

$100,000+, 40%

$75,000 to > $100,000, 47%

$50,000 to > $75,000, 51%

$25,000 to > $50,000, 64%

$10,000 to > $25,000, 73%

> $10,000, 70%

Interest in Earning a Certificate or Degree by Annual Personal Income

More than 10 years, 43%

7 to 10 years, 54%

4 to 6 years, 67%

1 to 3 years, 72%

Less than 1 year, 72%

Interest in Earning a Certificate or Degree by Length of Employment with Current Employer

The top barriers faced by employees who are interested in earning a degree or certificate include:

− Tuition/fees were not affordable (81%) − Classes conflicted with work schedule (76%) − Class times were not convenient (67%) − Classes conflicted with family responsibilities (61%) − School location was not convenient (35%)


Page | 11


Desired Support

72%

49%46%

40% 39%

84%

76%

62%

50%44%

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Top Ways to Help Most Desired Programs

Help employees by:

− Providing financial assistance − Offering flexibility in time and schedule − Connecting to individualized planning


Page | 12

education attainment pilot survey report of results gsi education attainment survey...education...

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