EGR 2

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AssistanceAssistance

WorkOneOffers the following services:

Whether filling one position or expanding a workforce, WorkOne can provide access to thousands of job seekers and FREE job postings on Indianacareerconnect.com.

We also offer:Candidate Screening Job Fairs Plus on-site facilities for

▫ Recruitment▫ Training▫ Testing

WorkOneBusiness Services

Division

Candidate PoolProfessional Networking Groups

Recent College Graduates

Occupational Certification Graduates

Skills Enhancement Graduates

WorkOne

Participants will have available:

One on One Job Placement Assistance

Job Readiness WorkshopsBonding InformationMentoring post employment

Ex-Offender Re-Entry Program

Working with At Risk Youth, Providing structure, direction and supportSweeping the Regional and State-Wide competitionsWorks with both in and out of school youth.Internship opportunities to gain work experience

Award Winning JAG Team

2014 Assessment/For

ecast

The assessment/forecast for 2014 came as a result

of conversations between the WorkOne Business

Consultants, Chambers, Economic Developers, and

employers of our region. There have also been

many conversations between the WorkOne Business

Consultants and local post-secondary institutions.

The discussions began as we noticed a slow-down

in job placements, job orders being listed, and

more and more conversation going on around us

about the lack of “skilled employees”.

As the state and nation sit on the precipice of

another economic down-turn, how is WorkOne as a

region preparing for the down-turn and how are

we working to position our potential employee

customers for the new employment requirements

as they come forth?

How are we truly evaluating the

needs of our employers and

working to create viable

solutions to meet those needs?

2,600 projected new jobs in the next four years

31 approved projects (23 in Elkhart County)

8 projects awaiting approval (number of new

jobs undetermined)

Businesses appear to have money to invest

FOUR YEAR WINDOW APPEARS

TO BE STRONG

Businesses express pessimism concerning the economic growth over the next 12 months

Business are in a precautionary (wait and

see) mode There is currently a lack of acceptable

existing commercial property (buildings) available for expansion and or development

2013 GROWTH TO BE SLOW TO MODERATE

Workforce skill gaps continue

Unemployment is projected to remain

above 7 percent Inflation rate is projected to remain

around 2 percent

2013 GROWTH TO BE SLOW TO

MODERATE (continued)

Powerful forces jarring the labor market

Sudden and rapid job growth, hiring needs

and skill set needs after two to three years

of stagnate and/or decreasing job growth

Finding qualified employees

Ongoing rapid infusion of technology

THE PROBLEM

Decline of vocational training in the Regions’

educational system

oThree fourths of educators believe their

graduates are ready for the job market

oEmployers do not feel that the majority of

people applying for their positions are job

ready

THE PROBLEM (Continued)

Decline, and in many cases, elimination of company

sponsored training and developmental programs

o Businesses that create the bulk of new jobs are unable

or unwilling to spend the money to train new hires on

their equipment or processes

o Absence of work ethic continues to drive employers to

the use of temporary agencies to screen potential

employees

THE PROBLEM (Continued)

Ongoing mass exodus of a generation of

skilled baby boomers headed for retirement,

leaving employers with not only a skill gap,

but more importantly, a work ethic gap

THE PROBLEM (Continued)

Employers are unwilling to pay higher wages to

compete for better skillso Many companies have lowered the wages

provided for the same job or for a job with higher output expectations since the economic downturn.

o This leads employees to continue to job search for a job paying a few cents more per hour, resulting in a lack of company loyalty.

THE PROBLEM (Continued)

Many employers, educators, guidance/career counselors

do not know or understand the wants, needs and or the

aspirations of the Millennials (26 years of age or younger)

nor do they understand what motivates them:

oMillennials are driven by quality of life versus

quantity of money earned

oMillennials are driven to give and work in charity

organizations – they need to see a bigger picture for

employment opportunities that exist for them – is it a

job or are they making a difference. 

THE PROBLEM (Continued)

India, Brazil and China – Growth deceleration Europe – Recession (Euro crisis) Japan – The most indebted country in the world Domestic Fiscal Cliff /Sequestration

Possible return to recessiono Budget deficito Taxation

State direction (New Administration) Education ( lack of vocational training)

GLOBAL AND DOMESTIC CONCERNS

Inability to pass drug testing

Inability to pass background checks

Reading comprehension is much lower

Math skills missing (measuring)

WORKFORCE SKILL GAPS

Team work (working and playing well together)

o If not appreciated or if denigrated for not being

“up to par”, individuals will not participate in a

team setting

Less prone to follow instructions

Lack of social skills

Difficult to maintain interest in the job once they

are hired

WORKFORCE SKILL GAPS (continued)

Poor attendance

Unwillingness to work weekends or Holidays

Poor attitudes

Unwillingness to work second, third or swing

shifts. Unwillingness or inability to work

part time

WORKFORCE SKILL GAPS (continued)

Specific to Manufacturing: Welders, Machine Operators,

Machine Mechanics, Machine Trouble shooters, Metal

Fabricators, Sewers, Cabinet Makers, Woodworkers

Specific to Transportation: Vehicle Mechanics, OTR

Truck Drivers (Class A and B CDL)

Specific to Healthcare: Support Workers, CNA

In general, Laborers and Assemblers

WORKFORCE SKILL GAPS (continued)

2012 Averages 2011 Averages

State 8% (92 Counties) 8.7% (92 Counties)

St. Joseph 9.1% 10%

Elkhart 8.8 % 11.1%

Marshall 8.3% 9.7%

Fulton 8.1% 9.1%

Kosciusko 7.0% 8.2%

UNEMPLOYMENT AVERAGES

COUNTIES ORDERS OPENINGS REFERRALS

St. Joseph 2,018 4,665 36,512

Elkhart 1,058 5,967 29,680

Kosciusko 815 2,383 9,513

Marshall 199 437 3,412

Fulton 34 50 625

JOB ORDERS, OPENINGS, REFERRALS

7/1/2012 – 3/6/2013

When you see high numbers of referrals to the job openings, please understand that not all of these are referrals coming from with the WorkOne offices. Many of these are individuals self-referring themselves to positions. Many times individuals refer themselves to jobs for which they are not qualified in order to satisfy the unemployment requirement of applying for jobs. Often, they are not interested in the job and they refer themselves multiple times for the same position. As we continue to work with more individuals through the Emergency Unemployment Compensation Re-Employment Assistance (EUCREA) program, we are able to better assist them in appropriate referrals to jobs for which they are qualified.

      2009 2008 2018 2018 2018 2018

Rank Code Occupational Title Wage Employment Projection Growth Change Openings1 47-2061

Construction Laborers$38,820 1,314 1,625 311 24% 399

2 29-1111Registered Nurses

$55,534 5,100 6,327 1,227 24% 2,118

3 29-2061Licensed Practical and Licensed Vocational Nurses

$38,311 1,522 1,869 347 23% 823

4 17-2112Industrial Engineers

$65,822 891 1,089 198 22% 426

5 15-1081 Network Systems and Data Communications Analysts

$54,967* 417 588 171 41% 246

6 13-1111Management Analysts

$96,788 336 462 126 38% 184

7 53-3032Truck Drivers, Heavy and Tractor-Trailer

$42,531 4,494 4,925 431 10% 1,235

8 15-1030Computer Software Engineers

$62,185* 424 618 194 46% 230

9 29-1060Physicians and Surgeons

$166,400* 937 1,188 251 27% 414

10 25-1000Postsecondary Teachers

$69,945 2,842 3,313 471 17% 965

11 41-4000Sales Representatives, Wholesale and Manufacturing

$61,045 5,654 5,778 124 2% 1,433

12 49-9021 Heating, Air Conditioning, and Refrigeration Mechanics and Installers

$43,044 418 544 126 30% 193

EGR2 HOOSIER HOT 50 JOBS

EGR2 HOOSIER HOT 50 JOBS

    2009 2008 2018 2018 2018 2018Code Occupational Title Wage Employment Projection Growth Change Openings

13 49-9042 Maintenance and Repair Workers, General $36,233 3,734 3,990 256 7%14 13-2011 Accountants and Auditors $61,958 1,716 2,022 306 18%15 13-1070 Human Resources, Training, and Labor

Relations Specialists$43,788* 1,224 1,481 257 21%

16 43-4051 Customer Service Representatives $33,723 3,331 3,734 403 12%17 43-3031 Bookkeeping, Accounting, and Auditing Clerks $32,471 4,635 4,973 338 7%18 47-2073 Operating Engineers and Other Construction

Equipment Operators$55,971 856 963 107 13%

19 51-4011 Computer-Controlled Machine Tool Operators, Metal and Plastic

$35,159 897 1,062 165 18%

20 31-9091 Dental Assistants $39,206 606 832 226 37%21 25-2000 Primary & Secondary School Teachers $45,624* 8,075 9,292 1,217 15%22 13-1051 Cost Estimators $56,560 466 566 100 21%23 21-1020 Social Workers $32,661* 977 1,124 147 15%24 21-1010 Counselors $41,181* 889 1,044 155 17%25 11-9030 Education Administrators $69,975* 853 932 79 9%26 41-3000 Sales Representatives, Services $54,384 2,494 2,695 201 8%27 29-2021 Dental Hygienists $62,261 492 677 185 38%28 47-1011 First-Line Supervisors/Managers of

Construction Trades and Extraction Workers$59,162 945 1,092 147 16%

EGR2 HOOSIER HOT 50 JOBS

    2009 2008 2018 2018 2018 2018Code Occupational Title Wage Employment Projection Growth Change Openings

29 47-2152 Plumbers, Pipefitters, and Steamfitters $53,277 1,151 1,256 105 9%30 43-6000 Secretaries and Administrative Assistants $35,737 8,205 8,868 663 8%31 41-1011 First-Line Supervisors/Managers of Retail Sales

Workers$38,349 3,659 3,822 163 4%

32 47-2051 Cement Masons and Concrete Finishers $39,768 578 657 79 14%33 11-9111 Medical and Health Services Managers $78,989 676 801 125 18%34 17-2031 Biomedical Engineers $85,715 93 167 74 80%35 15-1051 Computer Systems Analysts $73,814 517 612 95 18%36 47-2031 Carpenters $36,919 4,384 4,492 108 2%37 43-1011 First-Line Supervisors/Managers of Office and

Administrative Support Workers$48,864 2,422 2,602 180 7%

38 51-4041 Machinists $35,501 2,198 2,277 79 4%39 27-3031 Public Relations Specialists $45,560 372 464 92 25%40 23-2000 Legal Support Workers $35,636 649 771 122 19%41 37-1000 Supervisors, Building and Grounds Cleaning

and Maintenance Workers$36,873 1,046 1,139 93 9%

42 13-1023 Purchasing Agents, Except Wholesale, Retail, and Farm Products

$51,957 1,021 1,139 118 12%

43 11-9199 Managers, All Other $60,067 1,084 1,166 82 8%44 51-9023 Mixing and Blending Machine Setters,

Operators, and Tenders$32,000 532 680 148 28%

EGR2 HOOSIER HOT 50 JOBS

    2009 2008 2018 2018 2018 2018Code Occupational Title Wage Employment Projection Growth Change Openings

45 29-1131 Veterinarians $103,747 156 203 47 30%46 19-1040 Medical Scientists $59,637* 128 181 53 41%47 29-1122 Occupational Therapists $63,676 161 206 45 28%48 27-1020 Designers $34,684* 1,246 1,342 96 8%49 13-2052 Personal Financial Advisors $89,665 161 190 29 18%50 47-2111 Electricians $50,269 1,295 1,342 47 4%

*2009 WagesSource: Indiana Workforce Development

WorkOne, in partnership with SCORE and IEDC, conducted a Small Business Symposium

on March 6, 2013: 

- SCORE focused upon providing the businesses with capabilities

to grow their business

- Department of Workforce Development provided information on

employer’s management of Unemployment Insurance  

- WorkOne Business Services team provided an overview of services being

offered to our customers as we move forward developing the workforce needed to meet the new emerging economy

  - A symposium is currently being planned for Elkhart County

What about Small Businesses?

•How do we instill work

ethic in individuals being

asked to work at a lower

rate of pay for a higher

output of work?

DRIVING QUESTIONS

FOR OUR REGION

• How do we develop the relationships with our

training providers to ensure the training provided

truly meets the needs of our local employers?

o Many training programs are being developed without

consideration for the local needs. If individuals cannot get a job

doing what they are now trained to do, what is the true value of

that training? Where do they have to go to locate that kind of

employment

DRIVING QUESTIONS

FOR OUR REGION

• How do we reduce the brain drain

from our region?

• How do we train to the future and

meet the immediate employer needs?

DRIVING QUESTIONS FOR OUR REGION