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Submitted to USDOL: 9/1/2016 2016
Combined State Plan for the Workforce Innovation and Opportunity Act 2016
NEW JERSEY
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Submitted to USDOL: 9/1/2016
State of New Jersey
Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 2
TableofContentsIntroduction......................................................................................................................................3
I.WIOAStatePlanType....................................................................................................................5
II.StrategicPlanningElements.........................................................................................................6
Economic,Workforce,andWorkforceDevelopmentActivitiesAnalysis.....................................6
EducationandSkillLevelsoftheWorkforce...............................................................................22
WorkforceDevelopmentEducationandTrainingActivitiesAnalysis.........................................26
StateStrategicVisionandGoals.................................................................................................37
StateStrategy..............................................................................................................................42
III.OperationalPlanningElements.................................................................................................62
StateStrategyImplementation...................................................................................................62
StateOperatingSystemsandPolicies.......................................................................................108
IV.CoordinationwithStatePlanPrograms..................................................................................144
V.CommonAssurances................................................................................................................146
VI.ProgramSpecificRequirementsforCorePrograms................................................................148
TITLEIB:Adult,DislocatedWorker,andYouthActivities........................................................148
WagnerPeyserAct....................................................................................................................173
AdultEducationandLiteracy....................................................................................................191
VocationalRehabilitation..........................................................................................................203
VocationalRehabilitationServicesforBlindandVisuallyImpairedIndividuals.....................260
VII.ProgramSpecificRequirementsforCombinedStatePlanPartnerPrograms.......................314
JobsforVeteransStateGrants..................................................................................................314
SeniorCommunityServiceEmploymentProgram(SCSEP).......................................................336
ReintegrationofExOffendersProgram....................................................................................361
Endnotes.......................................................................................................................................363
TableofFigures.............................................................................................................................365
Appendix1:PerformanceGoalsforCorePrograms.....................................................................367
Appendix2:PublicCommentSummary.......................................................................................372
Appendix3:USDOEWIOAMeasurableSkillsGainsTargets........................................................384
Appendix4:KeyNewJerseyTalentDevelopmentPolicies..........................................................386
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Submitted to USDOL: 9/1/2016
State of New Jersey
Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 3
IntroductionToday,moreNewJerseyresidentsareworkingthaneverbefore,andthestatesunemploymentrateisatitslowestlevelsince2007.NewJerseyseconomygrewby83,600privatesectorjobsin2015alone,andthestatehasaddedmorethan250,000privatesectorjobsoverthepastsixyears.Duringthisperiodofgrowthandrecovery,NewJerseyhasbuiltatalentdevelopmentsystemthatis ensuring more people have the skills, abilities and connections to pursue economicopportunitiesandensuringthatthestatehastheskilledworkforceneededtosupportandsustaineconomicgrowth.
Thistalentdevelopmentsystemincludes:
1. Newpartnershipswithemployersacrossthestatessevenkeyindustries,2. Strongcollaborationsbetweenworkforceprograms,educationandhighereducation,3. Theuseoftechnologytobetterconnectjobseekersandemployers,4. Betterlabormarketintelligencetoinformworkforceinvestments,and5. Innovative partnerships between the state, local governments, community and faith
basedorganizationsandeducationalinstitutions.
Inaneraofglobalcompetitionandrapidtechnologicalchange,NewJerseymustcontinuetobuildonthisstrongfoundation.ThisCombinedStatePlansetsastrategicdirectionforthefutureandoutlinesthestepsthestatewilltaketoincreasethenumberofresidentswithanindustryvaluedcredentialordegreethroughhighqualitypartnershipsandintegratedinvestments.
ThePlanisfocusedonfiveprimarythemes:
Theme1:BuildingCareerPathwayswithafocusonIndustryValuedCredentials
Throughacommondefinitionofcareerpathways,anewlycreatedlistofindustryvaluedcredentials, literacy standardsanda renewedcommitment toEmploymentFirst forallpersons with disabilities, New Jersey will ensure that all workforce investments areenabling individuals toaccessgreatereconomicopportunityand tobuildon theirskillsthroughouttheircareers.Theseeffortswillexpandthenumberofcareerpathways,atalllevels of education and workforce services, which will help more individuals obtainindustryvaluedcredentialsanddegrees.
Theme2:ExpandingHighQualityEmployerDrivenPartnerships
Across departments, New Jersey is focusing investments and programs on buildingemployerdriven, highquality partnerships that follow a common definition andframework.Thesepartnershipsarecriticaltobuildingnewcareerpathwaysforjobseekersandstudentsandhelp increasethenumberof individualswithan industryvaluedpostsecondary degree or credential. To further support these efforts, the states sevenindustryfocused TalentNetworkswill facilitate the development of new highquality,
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Submitted to USDOL: 9/1/2016
State of New Jersey
Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 4
employerdriven partnerships across the state; investments in new Targeted IndustryPartnershipsandTalentDevelopmentCenterswillbuildafoundationforallofthestatesworkforcedevelopmentinvestments.Theme3:StrengtheningCareerNavigationAssistancethroughOneStopCareerCentersandBroadPartnerships
NewJerseyiscommittedtosupportingOneStopCareerCentersthatmeetlocalneedsandassist individuals inobtainingnew skills andemployment.New Jerseywillexpand thenumberofjobseekersandstudentswhohaveaccesstohighqualitycareerguidanceandjob searchassistance throughanewnetworkofOneStopCareerCenters, communitycolleges, libraries, communitybased organizations and faithbased organizations,organizedlaborandeducationalinstitutions.
Theme4:StrengtheningGovernancethroughEffectiveWorkforceDevelopmentBoardsandRegionalCollaborations
EffectiveWorkforceDevelopmentBoardsarecriticaltothesuccessofNewJerseysTalentDevelopmentsystem.Ledbytheprivatesectorbutinclusiveofkeypartners,localWDBsengaged in an active governance role ensure that investments aremade in effectiveprogramsandthatlocalresidentscanaccesstheservicestheyneedforcareersuccess.
New Jersey has committed to supporting regional planning, service coordination andresourcesharingforallworkforceeducationandtrainingprograms,recognizingthatlabormarkets arenot constrainedby governmentalorpoliticalboundaries.New Jersey is adenselypopulatedstateandour labormarketsarenotconstrainedbystateandcountyboundaries. These effortswill be organized around three regions of the state:North,CentralandSouth.Theme5:EnsuringSystemIntegritythroughMetricsandGreaterTransparency
Toreflectthestrategicprioritiesofthestate,NewJerseyisadoptinganadditionalsetofperformance measures and applying these measures, and those required by theWorkforceInnovationandOpportunityActtobroadernumberofprograms.NewJerseywillmakeperformancedataonworkforcedevelopmentprogramsaccessibletoworkforcedecisionmakersandthepublic.TheEligibleTrainingProviderListandConsumerReportCardarecriticaltoolsassistingjobseekersandstudentsmakingdecisionsaboutshorttermoccupationaltrainingprograms.
NewJerseylooksforwardtoimplementingthisCombinedStatePlanandcontinuingtobuilduponitsstrongfoundationoftalentdevelopmenttosupporteconomicopportunitiesforourcitizensandeconomicgrowthforourstate.
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Submitted to USDOL: 9/1/2016
State of New Jersey
Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 5
I.WIOAStatePlanTypeNewJerseyhaschosentosubmitaCombinedStatePlanasaresultofa jointplanningprocessamongseveralstateagenciescoveringtherequiredprogramsandoptionalprograms,asoutlinedinthetablebelow.
RequiredPartners AdditionalPartners
DepartmentofLaborandWorkforceDevelopment
Department of Labor andWorkforceDevelopment
Adult(TitleI)
DislocatedWorker(TitleI)
Youth(TitleI)
AdultBasicEducationandFamilyLiteracy(WIOATitleII)
WagnerPeyser(WagnerPeyserAct,asamendedbyTitleIII)
VocationalRehabilitation(includingtheNewJerseyCommissionfortheBlindandVisuallyImpaired)(TitleIRehabilitation,asamendedbyTitleIV)
JobsforVeteransStateGrants(Title38,Chapter41)
SeniorCommunityServiceEmploymentProgram(TitleVOlderAmericansAct)
ReintegrationofExOffendersProgram(Section212oftheSecondChanceActof2007)
TradeAdjustmentAssistanceforWorkersPrograms(Chapter2ofTitleIIoftheTradeActof1974)
Figure1
ThiscombinedplanningprocesswillpositionNewJerseysworkforcesystemtoallowforfurthercollaborationwithprogramsthatarenotofficiallyapartofthisplan,andprovideopportunitiesforadditionalefficienciesandleveragingofprogramstrengths.
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Submitted to USDOL: 9/1/2016
State of New Jersey
Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 6
II.StrategicPlanningElements(a)Economic,Workforce,andWorkforceDevelopmentActivitiesAnalysis(1)EconomicandWorkforceAnalysis(A)Economic Analysis. The Unified or Combined State Planmust include an analysis of the
economicconditionsandtrendsintheState,includingsubstateregionsandanyspecificeconomicareasidentifiedbytheState.Thisincludes:
(i) ExistingDemand IndustrySectorsandOccupations.Provideananalysisofthe industriesandoccupationsforwhichthereisexistingdemand.
ExistingIndustryandOccupationalDemandi,ii,iiiNewJerseyseconomycontinuestoimprove.MoreNewJerseyansareemployedthaneverbeforeandthestatesunemploymentrateof4.5percentisatitslowestlevelsince2007.NewJerseysunemploymentrateremainedstableordeclinedeachmonthsinceMay2012,andisdownby5.3percentage points from a recessionary high of 9.8 percent in January 2010. The statesunemploymentratehasbeenatorbetter thanthenationalratesinceOctober2015.And thestateslaborforceparticipationrateremainswellabovethenationalrate,64.1percentto62.7percent.Thestateadded83,600privatesectorjobsin2015,forasixthconsecutiveyearofprivatesectorjobgrowthandthestrongestyearsince1999. NewJerseyprivatesectoremployershavenowaddedmorethan250,000jobssinceFebruary2010,therecessionarylowpointforprivatesectoremploymentinthestate.NewJerseyhadmorethanfourmillionnonfarmjobsin2015.Thefourmostprevalentindustriesaccountedfornearly60%oftheemploymentinthestate.ThetoptwoindustriesofEducationandHealthServicesandProfessionalandBusinessServicesproducenearlyoneoutofeverythreejobsfortheState.
BureauofLaborStatistics,CurrentEmploymentStatistics
Industry(2digitNAICS)2015AnnualAverage
Employment
PercentofTotalemployment
EducationandHealthServices 659,300 16.4%ProfessionalandBusinessServices 651,400 16.2%Government 614,800 15.3%RetailTrade 462,300 11.5%LeisureandHospitality 359,600 8.9%FinancialActivities 250,800 6.2%Manufacturing 238,200 5.9%WholesaleTrade 216,800 5.4%Transportation,WarehousingandUtilities 176,600 4.4%OtherServices 168,900 4.2%Construction 148,000 3.7%Information 74,400 1.8%MiningandLogging 1,400 0.0%Figure2
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Submitted to USDOL: 9/1/2016
State of New Jersey
Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 7
Therewerenearly3.9millionemployeesacrossalloccupationswithinNewJerseyin2014.Ofthetop10occupationsonlyRegisteredNurses ($78,330)hadahigher thanaverageannualsalary($53,770)fortheState.Thetop10occupationsaccountedforalittleover20%ofallemploymentin the State in 2014. Retail Salespersons, the largest occupation, accounts for 3.5% of allemploymentandhasanaveragewage($26,860)thathalfoftheaveragewagefortheState.
BureauofLaborStatistics,OccupationalEmploymentStatistics
Divingmoredeeply intoNew Jerseyshighdemand industries, theNew JerseyDepartmentofLaborandWorkforceDevelopmenthashighlightedsevenkeyindustryclustersforthestate.Theseven key industry clusters are: Advanced Manufacturing; Health Care; Financial Services;Technology;Transportation,LogisticsandDistribution;BiopharmaceuticalandLifeScience;andLeisure, Hospitality and Retail Trade. Together, all of these clusters account for 67% ofemploymentand68%ofwagesforallprivatesector industries inNewJersey.ivTheyrepresent138,522establishments,morethanhalfofallestablishmentsinthestate.TheseventargetindustryclustersweredevelopedseveralyearsagoinsupportofNewJerseysStatePlan.TheStatePlanfocusedontargetedeconomicgrowthbypromotingopportunitiesthatattractandgrow industries important to the stateand the region. Job retentionandcreationeffortscanbestrengthenedbyfocusingonregionalplanningandthecultivationofindustryclusterbaseddevelopmentstrategies.AreviewofNewJerseysstrengthsandassetsreflectedthecriticalroletheseindustriesplayedinNewJersey.However,thisisnottosayotherindustrysectorsarenot important. The success of these core industrieswill create secondary benefits thatwillcontributetothegrowthofother industries.Thesevenkey industryclustersaccount fortwothirdsoftheemploymentandwages inthestate. IntheGardenState,thesekeyclustershavefoundanideallocationwithinadaysdriveof40.0percentoftheU.S.population;atalented,productiveandhighlyeducatedworkforcewithahighdensityofresidentswithadvanceddegreesand52collegesanduniversities.
Occupation(6digitSOC) 2014AnnualAverageEmploymentAnnual
AverageSalaryTotal,AllOccupations 3,868,950 $53,770RetailSalespersons 138,020 $26,860Cashiers 95,910 $20,820LaborersandFreight,Stock,andMaterialMovers,Hand 83,650 $26,690RegisteredNurses 76,790 $78,330OfficeClerks,General 76,080 $33,160JanitorsandCleaners,ExceptMaidsandHousekeepingCleaners
68,470 $28,240
CustomerServiceRepresentatives 64,110 $37,740StockClerksandOrderFillers 63,590 $26,030SecretariesandAdministrativeAssistants,ExceptLegal,Medical,
61,520 $39,850
Combined Food Preparation and Serving Workers,IncludingFastFood
57,890 $20,550
Figure3
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Submitted to USDOL: 9/1/2016
State of New Jersey
Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 8
Leisure,HospitalityandRetail(LHR)Thisisthelargestofthesevenindustryclustersintermsofemploymentwithnearlytwentyfivepercentofstatewideemploymentin2014.ThestatestourismindustryisasignificantpartofthestateseconomyandisprimarilycapturedbytheLeisureandHospitalitysupersector.Retailtradeis thestatessecond largest industryas farasemploymentat the twodigit levelsignifying itsimportance to the overall economy. These three industrieswere grouped together primarilybasedonsimilaroccupationalrequirements.FinancialServicesThisindustryisrelevanttoNJgiventhestateslocation,adjacenttooneofthelargestfinancialhubsintheworld,NewYorkCity.HealthCareThisindustryclusterfocusesonthepartoftheindustryinvolvedwithpatientcare.NewJerseyishometoseverallargeandwellknownhealthcaresystems.TheHealthCareindustrywastheonlyindustrytogainemploymentthroughouttherecentrecession.AdvancedManufacturingAdvancedmanufacturingemployment isprimarilycomprisedoffour industrygroups:chemicalmanufacturing (36%),computerandelectronicproductmanufacturing (18%), fabricatedmetalmanufacturing (16%)andmachinerymanufacturing (11%).Theremaining19%aremadeupofselecteddetailedindustries.Transportation,LogisticsandDistribution(TLD)This cluster focuses on transportation and warehousing, and wholesale trade. These twocomponentsareequallyimportantinthesupplychain.NewJerseyslocationandinfrastructurearethestrengthsofthisindustry.LifeSciencesNewJersey'sLifeSciencesclusterencompassesawiderangeofindustryrelatedactivitiesthatarefocusedonlifeprocesses.Thethreecomponentsusedtofocusonthisclusterarepharmaceutical,biotechnologyandmedicaldevices.
TechnologyTheNJDepartmentofLaborandWorkforceDevelopment(LWD)definesthetechnologyclusterbased on occupational industry staffing patterns. The technology cluster ismade of industrygroups primarily found in the professional, scientific and technical service,wholesale trade,manufacturing,andinformationindustrysectors.
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Submitted to USDOL: 9/1/2016
State of New Jersey
Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 9
AdvancedManufacturing HealthCare2014
Establishments:5,143Employment:161,328
AverageWages:$90,040PercentofTotalEmployment:4.9%
PercentofTotalWages:7.4%
2014Establishments:21,559Employment:448,863AverageWage:$53,718
PercentofTotalEmployment:13.8%PercentofTotalWages:12.3%
FinancialServices Technology
2014Establishments:11,547Employment:174,636
AverageWages:$116,107PercentofTotalEmployment:5.3%PercentofTotalWages:10.3%
2014Establishments:26,624Employment:359,704
AverageWages:$114,530PercentofTotalEmployment:11.0%
PercentofTotalWages:21.0%
Transportation,Logistics,andDistribution
BiopharmaceuticalandLifeScience
2014Establishments:24,258Employment:360,619
AverageWages:$71,544PercentofTotalEmployment:11.0%
PercentofTotalWages:13.1%
2014Establishments:3,105Employment:115,178
AverageWages:$137,294PercentofTotalEmployment:3.5%
PercentofTotalWages:8.1%
Leisure,Hospitality,andRetailTrade2014
Establishments:53,854Employment:806,046
AverageWages:$28,146PercentofTotalEmployment:24.7%
PercentofTotalWages:11.6%
NewJerseyDepartmentofLabor&WorkforceDevelopment,OfficeofResearchandInformation,QuarterlyCensusofEmployment&Wages,2014AnnualAverages
(ii) EmergingDemandIndustrySectorsandOccupations.Provideananalysisoftheindustries
andoccupationsforwhichdemandisemerging.
EmergingIndustriesandOccupationsvInNewJersey,bothgoodsproducingandserviceprovidingindustriesareexpectedtogrow.Whenlookingattheindividualindustries,thelargestgrowthisintheEducationalandHealthServicesIndustrywhichisexpectedtoaddover110,000jobsoverthenext10years.AlongwithEducationalandHealthServices1.7%increase,ProfessionalandBusinessServicesareexpectedtogain1.3%
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Submitted to USDOL: 9/1/2016
State of New Jersey
Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 10
or84,500jobs.ThelargestpercentagegrowthisintheConstructionIndustryat2.5%.Itistheonlygoodsproducingindustrytoaddjobs,withbothManufacturingandMiningandLoggingexpectingtolosearound1%oftheirjobs.GovernmentandManufacturingaretheonlyindustriesthatareexpectedtoloseover15,000jobs,withGovernmentlosingthemostatnearly20,000jobs.
Industry(2digitNAICS) 2012Jobs 2022Jobs(Projected)ChangeinJobs
PercentChange
GoodsProducing 377,000 397,050 20,050 0.5%MiningandLogging 1,300 1,150 (150) (1.4%)Construction 130,400 166,550 36,150 2.5%Manufacturing 245,300 229,350 (15,950) (0.7%)ServiceProviding 3,513,800 3,800,200 286,400 0.8%Trade,Transportation&Utilities 821,700 885,100 63,400 0.7%Information 77,300 70,850 (6,450) (0.9%)FinancialActivities 250,100 264,100 14,000 0.5%ProfessionalandBusinessServices 618,200 702,700 84,500 1.3%EducationalandHealthServices 620,300 733,050 112,750 1.7%LeisureandHospitality 346,000 371,650 25,650 0.7%OtherServices 164,200 176,350 12,150 0.7%Government 616,000 596,350 (19,650) (0.3%)
Figure4
BureauofLaborStatistics,IndustryandOccupationalEmploymentProjections
Employmentisexpectedtogrowby7.5%from2012to2022,andaddover310,000jobstoNewJersey.Thetop10occupationsareallprojectedtogrowbyover5%by2022.HomeHealthAidesandCombinedFoodPreparationandServingWorkers,includingFastFoodarebothexpectedtogainover10,000jobs.HomeHealthAidesarethelargestgrowingoccupationatover15,000andtheyalsohavethelargestpercentagegrowthatnearly49%.Thetop10occupationsareprojectedtogainatleast5,000jobs.Fiveofthetoptengrowingoccupationswerealsointhetoptenlargestoccupationsin2014.
Occupation(6digitSOC) 2012Employment
2022Employment(Projected)
ChangeinEmployment
PercentChange
HomeHealthAides 31,150 46,300 15,150 48.6%CombinedFoodPreparationandServingWorkers,IncludingFastFood
60,000 70,200 10,200 17.0%
RetailSalespersons 125,700 134,850 9,150 7.3%RegisteredNurses 79,850 88,900 9,050 11.3%NursingAssistants 51,800 60,050 8,250 16.0%LaborersandFreight,Stock,andMaterialMovers,Hand
75,750 83,350 7,600 10.1%
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Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 11
ReceptionistsandInformationClerks
51,150 57,850 6,700 13.0%
SoftwareDevelopers,Applications
29,100 35,750 6,650 23.0%
CustomerServiceRepresentatives
63,450 69,550 6,100 9.6%
HeavyandTractorTrailerTruckDrivers
41,550 47,000 5,450 13.1%
Total,AllOccupations 4,149,400 4,462,550 313,150 7.5%Figure5
BureauofLaborStatistics,IndustryandOccupationalEmploymentProjections
(iii)Employers Employment Needs.With regard to the industry sectors and occupationsidentifiedin(A)(i)and(ii),provideanassessmentoftheemploymentneedsofemployers,includingadescriptionoftheknowledge,skills,andabilitiesrequired,includingcredentialsandlicenses.
EmployersEmploymentNeedsvi,viiWhen looking at the 10 fastest growing occupations there are a wide range of educationrequirements.SoftwareDevelopers,Applicationsistheonlyoccupationofthetop10thatneedsaBachelorsDegree.RegisteredNursesrequiresanAssociatesDegreeandHeavyandTractorTrailerTruckDriversandNursingAssistantsrequireaPostsecondaryNondegreeAward.Oftheothersixoccupations,tworequireaHighSchoolDiplomaorequivalent,andtheotherfourrequirelessthanhighschooleducation.Noneoftheoccupationsrequireanyworkexperienceandthreeoccupations also do not require any job training. The seven occupations that do require jobtrainingrequireshorttermonthejobtraining.WhileRetailSalespersonshasthehighestnumberofannualjobopeningsithasthelowestpercentageofopeningsforgrowthataround18%.HomeHealthAideshasthehighestpercentageofannualopeningsforgrowthatnearly72%.SoftwareDevelopers, Applications (64.4%) is the only other occupation with an opening for growthpercentageabove50%.Occupation(6digitSOC)
AverageAnnualJobOpenings
Education WorkExperience JobTraining
HomeHealthAides 2,110 LessthanHS None ShorttermOJTCombinedFoodPreparationandServingWorkers,IncludingFastFood
3,310 LessthanHS None ShorttermOJT
RetailSalespersons 5,220 LessthanHS None ShorttermOJT
RegisteredNurses 2,450 Associate'sdegree None None
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Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 12
NursingAssistants 1,810Postsecondarynondegree
awardNone None
LaborersandFreight,Stock,andMaterialMovers,Hand 3,110 LessthanHS None ShorttermOJT
ReceptionistsandInformationClerks 2,040
Highschooldiplomaorequiv.
None ShorttermOJT
SoftwareDevelopers,Applications 1,040
Bachelor'sdegree None None
CustomerServiceRepresentatives 2,340
Highschooldiplomaorequiv.
None ShorttermOJT
HeavyandTractorTrailerTruckDrivers 1,210
Postsecondarynondegree
awardNone ShorttermOJT
Figure6
BureauofLaborStatistics,IndustryandOccupationalEmploymentProjections
Labor Insight data from BurningGlassviii also give a picture of the certifications and the keyknowledge,skills,andabilities (KSAs) thataremostdesiredbyemployerswithinNew Jerseyssevenkeyindustryclusters.Thetopdesiredcharacteristicsineachcategoryisshownbelowforeach industry.While certifications and some competencies vary by industry, there are alsomultipleKSAs,includingCommunicationSkillsandOrganizationalSkills,whichareincludedinthetopcompetenciesformostindustries.
AdvancedManufacturing HealthCareKeyCertifications:
SixSigmaProjectManagementCertificationCertifiedProductionTechnician
KeyKSAs:CommunicationSkillsOrganizationalSkillsProblemSolvingCollaborationPlanning
KeyCertifications:RegisteredNurseHomeHealthAide
CertifiedNursingAssistantKeyKSAs:
CommunicationSkills PatientCare
OrganizationalSkillsWriting
TreatmentPlanning
FinancialServices TechnologyKeyCertifications:
Series7CertifiedPublicAccountant
CertifiedFinancialPlanner(CFP)
KeyCertifications:ProjectManagementCertification
CertifiedInformationSystemsAuditorCertifiedNetworkProfessional
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Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 13
KeyKSAs:CommunicationSkillsOrganizationalSkills
CashHandlingCustomerServiceMicrosoftExcel
KeyKSAs:CommunicationSkillsOrganizationalSkills
OracleSQLJava
Transportation,Logistics,and
Distribution BiopharmaceuticalandLifeScience
KeyCertifications:CommercialDriver'sLicenseForkliftOperatorCertification
AirBrakeCertificationKeyKSAs:
CommunicationSkillsOrganizationalSkills
SchedulingCustomerService
Repair
KeyCertifications:ProjectManagementCertification
SixSigmaAmericanSocietyforQualityCertification
KeyKSAs:Chemistry
ClinicalResearchProductDevelopmentRegulatoryAffairsProblemSolving
Leisure,Hospitality,andRetailTrade
KeyCertifications:ServSafeCertification
ForkliftOperatorCertificationKeyKSAs:
CommunicationSkillsCustomerServiceStoreManagement
MerchandisingandSalesMathematics
BurningGlassTechnologiesInc.,LaborInsight
LWDiscurrentlyundergoingaprocesstodefineanIndustryValuedCredentialslistthathelpstoidentify and address some of the states employers skilled workforce needs. Labormarketanalysts at LWD initially identified credentials in demand by the seven key industry clustersdiscussed above.Credential informationwill alsobe included for theUtility andConstructionindustries.ThisresearchincludedthereviewofNewJerseyspecificlabordatafrom2010through2014 and occupational employment projections through 2022. LWD identified occupationalemploymenttrendsbyindustryandwages,majoremployers,demandoccupations,anddemanddegrees/certifications.Research conductedbyestablished industryassociationswasalso incorporated to inform theprocess.TalentNetworkDirectorsassociatedwithNewJerseysmajor industriesreviewedandupdatedthedraftcredentiallistpriortomeetingswithallTalentNetworkpartners.Subsequently,
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Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 14
ten industryspecificmeetings were held with those partners to solicit additional employerfeedbackandcreateapreliminarylistofindustryvaluedcredentials.Amongthetopicsdiscussedin the meetings were current credentials in demand, relevance of current labor marketinformation, and the importance of credentials in the hiring process. Expanded input fromeducators,workforceprofessionals,employersandotherswillbe solicited throughanonlinesurveydistributedbytheOfficeofResearchandInformation(ORI)throughtheTalentNetworks.(B)WorkforceAnalysis.TheUnifiedorCombinedStatePlanmustincludeananalysisofthecurrent
workforce, including individualswithbarriers toemployment,asdefined insection3ofWIOA.ThispopulationmustincludeindividualswithdisabilitiesamongothergroupsintheStateandacrossregionsidentifiedbytheState.Thisincludes:
(i) Employment and Unemployment. Provide an analysis of current employment andunemploymentdataandtrendsintheState.
EmploymentandUnemploymentix,xAsofJanuary2016,NewJerseys laborforcenumberedmorethan4.6millionworkers.Ofthisnumber,nearly4.4millionwereemployed, leavingmorethan207,000 individualsunemployedand lookingforwork,anunemploymentrateof4.5percent.Thisrate is lowerthantheUnitedStatesrateof4.9percentforthesameperiod.
NewJerseysEmploymentandUnemploymentLaborForce Employed Unemployed UnemploymentRate4,562,425 4,355,041 207,204 4.5%
Figure7
BureauofLaborStatistics,LocalAreaUnemploymentStatisticsThe laborforceparticipationratewithinthestateaveraged65.1%overtheperiod from20102015;higherthanthenationalaverageof63.6%.Thelaborforceparticipationratereferstothetotalnumberof individualsover theageof16whoareeitheremployedorunemployedandlookingfor6work.CharacteristicsofUnemploymentInsuranceClaimantsxiAsofDecember2015, therewere83,327 individualsclaimingunemploymentbenefits inNewJersey.Oftheseindividuals,nearly59.2%weremaleand40.3%female,andthegreatestportion,30.7%,were between the ages of 30 and 44.Nearly 49.1% of claimantswereWhite/Not ofHispanicOrigin,whilethosewhoareBlack/NotofHispanicOriginandHispanicrepresented18.0%and22.4%ofclaimants,respectively.Thebreakdownofunemploymentclaimantsbytheiridentifiedindustriesisdisplayedinthetablebelow.The largestportionofclaimants identifiedtheirprimary industryasAdministrativeandWasteServices(15.6%),followedbyRetailTrade(11.1%)andConstruction(10.7%).
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Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 15
Industry
%oftotalreceiving
unemploymentbenefits
AdministrativeandWasteServices 15.6%RetailTrade 11.3%Construction 10.7%HeathCareandSocialAssistance 8.6%AccommodationandFoodServices 8.2%ProfessionalandTechnicalServices 5.7%Manufacturing 5.7%WholesaleTrade 5.5%TransportationandWarehousing 4.0%EducationalServices 3.6%Arts,Entertainment,andRecreation 3.1%FinanceandInsurance 2.6%OtherServicesexceptPublicAdministration 2.5%RealEstateandRentalandLeasing 1.6%PublicAdministration 1.5%Information 1.4%ManagementofCompanies 1.2%Agriculture 1.0%Utilities 0.2%Mining 0.1%Didnotidentifyaspecificindustry 5.9%
Figure8
NJDepartmentofLaborandWorkforceDevelopmentOfficeofResearchandInformation,EconomicandDemographicResearch
Looking at unemployment claimants by occupation, 17.7% of claimants identified as Servicesoccupations,followedby14.1%inOfficeandAdministrativeSupport,and11.9%inProfessionalandRelatedpositions.
Occupation%oftotalreceivingunemployment
benefitsServices 17.1%OfficeandAdministrativeSupport 14.1%ProfessionalandRelated 11.9%TransportationandMaterialMoving 11.5%ConstructionandExtraction 9.6%Management 8.6%Production 8.4%
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Combined State Plan for the Workforce Innovation and Opportunity Act
2016 Page | 16
SalesandRelated 7.2%Installation,MaintenanceandRepair 4.2%BusinessandFinancial 3.3%Farming,FishingandForestry 0.8%Military 0.2%Didnotidentifyaspecificoccupation 2.5%
Figure9
NJDepartmentofLaborandWorkforceDevelopmentOfficeofResearchandInformation,EconomicandDemographicResearch
YouthWorkersxiiOnaveragebetween2010and2014,therewereapproximately1,027,560youthaged16to24inNew Jersey,with approximately 54.6% participating in the labor force. This ismore than 10percentagepoints lowerthanthe laborforceparticipationrateforthepopulation16yearsoldandabove, likelyduetomany inthisagegrouppursuingeducation,eithersecondaryorpostsecondary. Those youth who are participating in the labor force experience amuch higherunemploymentratethanthegenerallaborforce,with19.1%ofparticipantsaged16to24beingunemployedandlookingforwork,comparedtothemostrecentstatewideunemploymentrateof5.0%.OlderWorkersxiiiBetween2010and2014therewasanannualaverageof2,355,490individualsaged55orolderinNewJersey,withapproximately43.6%participatingintheworkforce.Thisrateislowerthanthatovertheoverallpopulation,reflectingthegradualretirementsthatbegintooccuronceaworkerentersthisagegroup.Thetablebelowshowsthedeclineinlaborforceparticipationasindividualsmoveintodifferentagebracketsamongtheolderworkergroup.
AgeGroup LaborForceParticipationUnemployment
Rate55to59 77.6% 7.6%60and61 69.4% 8.3%62to64 56.9% 8.0%65to69 38.0% 8.8%70to74 21.5% 8.4%75andolder 6.9% 7.6%Totalages55andolder 43.6% 8.0%
Figure10
U.S.CensusBureau,AmericanCommunitySurvey,20102014
Theunemploymentrateforolderworkersisgreaterthanthatofthegenerallaborforceat8.0%,comparedtothecurrentstatewideaverageof5.0%.The laborforceparticipationratedeclines
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below the statewide average beginning with the 62 to 64 age group, and sharply declinesbeginningwiththe65to69agegroup,reflectingthemostcommonretirementagerange.VeteranWorkersxivOf theover5.5million individuals from18 to64yearsold inNew Jersey,3.3%ormore than181,000areveterans.Almostaquarter(22.6%)ofveteransinthisagegrouparenotparticipatinginthe laborforce.Ofthe77.4%whoareparticipating,theunemploymentrate is7.8%,slightlyhigherthanthestatewideaverage.Onaveragefrom2010to2014thereweremorethan14,000unemployedveteransannually.Theunemployment rateofveteransvariesbyagegroup,withthoseaged18to34experiencingthehighestrateat12.6%,followedby7.6%forveteransages35to54,and6.6%forthose55to64.
Figure11
IndividualswithDisabilitiesxv,xviAccordingtotheAmericanCommunitySurvey,therewasanannualaverageofmorethan421,000individualswithdisabilitiesbetween2010and2014.Thisamountstonearly8%ofthepopulationbetweentheagesof18and64.Amongthispopulation,45%areparticipatingintheworkforce,andmorethan81%oftheseindividualsareemployed.Thisleadstoanunemploymentrateamongindividualsbetween18and64withadisabilityof19%.Forthepopulationofindividualswithdisabilitiesages16andoverwhoareemployed,thegreatestportion isemployed intheeducationalservices,healthcareandsocialassistance industry,with25.4%.Thetopfiveindustriesofemploymentarelistedbelow.
Industry%EmploymentInd.WithDisabilitiesAges
16andOverEducationalservices,andhealthcareandsocialassistance 25.4%Retailtrade 13.0%Professional,scientific,andmanagement,andadministrativeandwastemanagementservices
10.6%
12.6%
7.6% 6.6%
0%
5%
10%
15%
18to34 35to54 55to64
VeteranUnemploymentRatebyAgeGroup,20102014
U.S.CensusBureau,AmericanCommunitySurvey,20102014
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Arts,entertainment,andrecreation,andaccommodationandfoodservices
8.7%
Manufacturing 8.3%Figure12
U.S.CensusBureau,AmericanCommunitySurvey,20102014LowincomeIndividualsxviiBetween2010and2014,theaveragepovertyrateinNewJerseywas9.5%,withjustmorethan650,000 individualswith income below the poverty level in the previous 12months.Amongindividualslivingbelowthepovertyline,43%wereparticipatinginthelaborforce,and65%(morethan185,000individuals)wereemployed.Englishlanguagelearnersxviii,xix InNewJersey,12%ofthepopulationovertheageoffiveyearsoldhasaprimarylanguageotherthanEnglishandspeaksEnglishlessthanverywell.Amongthoseindividualsaged25orolder,32%ofthelaborforcehasafirstlanguageotherthanEnglish.Amongthoseinthisagegroupwhoarenotparticipatinginthelaborforce,aslightlysmallerpercentage,28%,speakafirstlanguagethatisnotEnglish. (ii) LaborMarket Trends.Provideananalysisof key labormarket trends, includingacross
existingindustriesandoccupations.
LaborMarketTrendsxxTheunemploymentratewashigherin2015at5.6%thantenyearspriorat4.5%in2005;howeverithasbeensteadily loweringduringrecovery from therecession thatbegan in2009.Theratedroppednearlyfourpercentagepointsbetween2012and2015,andis0.3percentagepointbelowthe2008rateof5.3percentreachedbeforethestartoftherecession.Employmentandlaborforcelevelshavestayedwithinjust200,000,orroughlylessthan5%,overthesametimeperiod.Fluctuationswithinbothcorrespondwiththeeffectsoftherecession.Laborforcelevelsweregrowingfrom2008until2012.Inmanyareasofthecountry,laborforcelevelsdeclinedasunemployedworkersgrewdiscouragedandstoppedlookingforwork.ThegrowthinNewJerseycouldhavebeenduetoadditionalworkersneedingtolookforworkandjointhelaborforce due to the economic downturn. In turn, the decline in the labor force in 2012 couldcorrespondwithworkersneedingtoworklessduetotheeconomicrecovery.Employmentnumbersdecreasedastherecessionhitin2009andhitthelowpointofthelast10yearsin2010atanemploymentlevelof4,121,455.Duetothegrowinglaborforceatthetime,thiscorrespondswiththepeakunemploymentrateof9.5% inthesameyear.Employmenthasbeengenerallygrowing since the lowpoint in2010and reached4,288,825 in2015, justover24,000higherthantheemploymentlevelin2008rightbeforetheimpactoftherecession.NewJerseyhasarichlydiversepopulation,proximitytomajormetropolitanareasandahistoryofinventionandinnovationfromelectronicsandpharmaceuticalstobiotechnologyresearchthatimpressivelycontinuestogrow.NewJerseyscommitmenttoinvestment,collaborationandtalent
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development supports growth in key industry clusters that drive economic expansion. In theGardenState,thesekeyclustershavefoundanideallocationwithinadaysdriveof40percentoftheU.S.population;atalented,productiveandhighlyeducatedworkforcewithahighdensityofresidentswhopossessadvanceddegreesand52collegesanduniversities.Hereisabrieflookatsomeofthetrendsinkeyindustryclustersthatdrivethestateseconomy.
BiopharmaceuticalLifeSciencesIndustryCluster NewJerseysbiopharmaceuticallifesciencesclusteremploymenttotaledover115,000in
2014,or3.5percentofthestatesprivatesectorworkers.Nationally,theproportionwasjust1.9percent.
New Jerseys biopharmaceutical and life sciences cluster employment is comprised ofthreeprimary components:pharmaceutical sector (45.0%),biotechnology (34.5%) andmedicaldevicemanufacturing(20.5%).In2014,thestatespharmaceuticalsemploymentaccountedfor8.9percentofpharmaceuticalsjobholdingintheU.S.
Establishments totaled over 3,100 in 2014. Despite recent reorganizations bypharmaceutical firms, the drug and pharmaceutical components establishment countincreasedbetween2009and2014by8.8percent,slightlyslowerthanthenation(+10.5%)overthesameperiod.
NewJerseybiopharmaceuticallifescienceemployerspaidover$15billioninwagesduring2014,or8.1percentofthestatestotalwages.
Thestateshighlyeducatedworkforceisseeninthisclusterasmorethanthreefifths(63%)of its workers statewide hold a Bachelors degree or higher: Bachelors (29%),Masters/Professional(25%),Doctoral(8%)degree.
3,800,000
3,900,000
4,000,000
4,100,000
4,200,000
4,300,000
4,400,000
4,500,000
4,600,000
4,700,000
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
EmploymentandLaborForce,20052015
Employment LaborForce
BureauofLaborStatistics,LocalAreaUnemploymentStatisticsFigure13
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Transportation,Logistics,DistributionIndustryCluster In2014,transportation,logisticsanddistribution(TLD)employed360,618workersinNew
Jersey.Theclusteremployed11.0percentofthestatesprivatesectorworkers,ahigherpercentagethanforthenation(8.8%).
TLDcontributedmorethan$55.5billiontothestatesRealGrossDomesticProduct(GDPchained2009dollars)in2014.
In2014,employersinthestatesTLDindustryclusterpaidmorethan$25.8billionintotalwages.
LocatedbetweenNewYorkCityandPhiladelphia,NewJerseyiswithinadaysdriveof40percentoftheU.S.population.
NewJerseyoffersaccesstothenationsfreightrailnetworkandisalsohometoseveralkey transportation facilitiesnecessary fora strongTLD industry cluster including threemajorseaportsandalargeinternationalairport.
According to 2013 figures (latest available) from the U.S. Army Corps of Engineers,WaterborneCommerceStatisticsCenter,NewJerseysshippingactivityaccountsfor6.5percentofthenationstonnageoftotalcargovolume.
FinancialServicesIndustryCluster
Despite a relatively smallemploymentbase (5.3%ofNew Jerseys totalprivate sectoremploymentin2014)financeandinsurancecontributedalmost$35billionorroughlyeightpercenttothestatesRealGrossDomesticProductin2014.
AccordingtotheNJBusiness&IndustryAssociation,15ofthestatestop84employersare finance and insurance firms whose combined employment represents almost 41percentofjobholdinginthefinanceandinsuranceindustrysector.
Thefinancialservicessectorreliesheavilyoninformationandtechnology.NewJerseyhasremainedintheforefrontoftechnologicaladvancementbybecominganationalleaderindevelopingdatacenterstosupporttheindustry.Ofalmost50datacenterslocatedinthestate,roughlyhalfarelocatedinHudsonCounty.(Source:datacentermap.com)
In 2014, almost $20.3 billion in totalwageswere paid byNew Jerseys employers infinancialservicesindustries.
ThegreatestconcentrationofjobswithinthefinancialservicesindustryclusterisfoundinHudsonCounty(17.1%).
AdvancedManufacturingIndustryCluster
Theadvancedmanufacturingclustercontributedover$31.8billiontoNewJerseysRealGrossDomesticProductin2013,orabout6.3percentofallstateoutput(latestavailablefromtheU.S.BureauofEconomicAnalysis).
Advancedmanufacturing employment is primarily comprised of five industry groups:chemical manufacturing (30%), food manufacturing (19%), computer and electronicproduct manufacturing (14%), fabricated metal manufacturing (12%) and machinerymanufacturing(9%).Theremaining15percentismadeupofselecteddetailedindustries.
In 2014, there were 159,900 people employed in industries classified as advancedmanufacturing in New Jersey, or about 67 percent of manufacturing employmentstatewide.
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Chemical manufacturing industries, the clusters largest segment, employed roughly48,700 in2014,or20.3percentofallmanufacturingworkers in the state.The statesjobholding in chemical manufacturing represents 6.1 percent of U.S. chemicalmanufacturingemployment.
The statesadvancedmanufacturing industryestablishmentspaida totalofmore than$14.5billioninwagesin2014,orroughly7.4percentofNewJerseystotalwages.
Note:Thedefinitionoftheadvancedmanufacturingclusterwasexpandedin2014toreflectnewmethodologyusedbyLWD.HealthCareIndustryCluster
Thehealthcareclustercontributedover$35billiontoNewJerseysRealGrossDomesticProduct(GDP)in2013,orroughly7percentofallstateoutput(latestavailablefromtheU.S.BureauofEconomicAnalysis).
Healthcareclusteremploymentiscomprisedofthreeindustrygroups:ambulatoryhealthcareservices(46%),hospitals(33%)andnursingandresidentialcarefacilities(21%).
From1990through2014,thehealthcaresector inNewJerseyhasadded191,600newjobs,whileallotherindustriescombinedhadanetgainofonly135,500.
Healthcare is theonly industry thathasadded jobs in thestateeveryyear from1990through2014while increasing itsshareof jobholding from7.5percent in1990 to11.7percentin2014.
TheoutlookforNewJerseyshealthcareemploymentisbright.From2012through2022,itisprojectedthatmorethan88,600jobswillbeadded,anannualincreaseof2.0percent.
Healthcareestablishmentemployerspaidmorethan$24.1billionintotalwagesin2014,orabout12.3percentofallwagespaidstatewide.
TechnologyIndustryCluster
In2014,NewJerseystechnologyclusteraccountedfor359,704 jobsor11.0percentofprivate sector employment statewide. Nationally the cluster was responsible for 9.6percentofallprivatesectoremployment.
Theannualaveragewageforthetechnologyclusterwas$103,797in2014or173percentofthestatewideaverage($60,146)forallindustries.Employersintheindustrypaidover$41billioninwages,orabout21percentofthetotalwagespaidinallindustries.
Employmentwithin the technologyclustercanprimarilybe foundwithin the followingsectors: professional, scientific and technical services (48.6%),manufacturing (19.2%),wholesaletrade(15.9%),andinformation(14.2%).
The technology cluster is supported by the strength ofNew Jerseys highly educatedworkforceasover93percentofNew Jerseyanswithin theclusterhaveachievedsomelevelofcollegeeducationorhigher.Almost77percentholdaBachelorsdegreeorhigher.
Leisure,HospitalityandRetailIndustryCluster
Leisure,hospitalityandretail(LHR)iscomprisedoffourcomponents:retailtrade(56.0%of employment); food services/drinking places (30.1%); arts/entertainment/recreation(7.3%)andaccommodation(6.6%).
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ManyofthebusinesseswithinLHRareintertwinedwiththestatestourismindustry,whichdirectly supported 315,952 jobs in 2014. According to the NJ Division of Travel andTourism,thestategeneratedarecordbreaking$42.1billionintourismdemandin2014.
LHRcontributed$46.1billion(or9.1%)tothestatesRealGrossDomesticProductin2014. LHR jobholding totaled 806,044 in 2014, or 24.7 percent of the states private sector
workers. NewJerseyLHRemployerspaidover$22billioninwagesduring2014,or11.6percentof
thestatetotal.TheaverageannualwagefortheLHRclusterin2014was$28,146. Overonequarter(28.5%)ofallemployment intheLHRcluster isconcentrated inthree
counties: Bergen, Monmouth and Middlesex. Atlantic County ranks fourth for LHRemploymentduemainlytothepresenceofitscasinohotelindustry.
Dueprimarilytotheirtourismbasedeconomies,overhalfofprivatesectoremploymentinCapeMay(54.6%)andAtlantic(54.2%)countiesisconcentratedintheLHRcluster.
(iii)EducationandSkillLevelsoftheWorkforce.Provideananalysisoftheeducationalandskill
levelsoftheworkforce.
EducationandSkillLevelsoftheWorkforcexxiAccordingtothefiveyearestimatesoftheU.S.CensusBureausAmericanCommunitySurvey,thecivilian labor force inNew Jersey has included an average of nearly fourmillion participantsannually.Over65%oftheselaborforceparticipantshavereceivedsomelevelofpostsecondaryeducation,with25%attendingsomecollegeorreceivinganAssociatesdegreeand42%holdingaBachelorsdegreeorhigher.ThisisamuchgreaterpercentageofindividualswhoholdBachelorsdegrees or higher than the national average, which shows that 34% of adult labor forceparticipantsnationallyhaveachievedthislevelofhighereducation.Whenanalyzedamongthepopulationsofthosewhoareemployedandunemployedindividually,the levelsofeducationalattainmentareshiftedslightly.Amongemployedworkers,the largestportion,43.5%holdaBachelorsdegreeorhigher.Thosegroupsholdingahighschooldegreeandthosewithsome levelofpostsecondaryeducationorAssociatesdegreeeachrepresentabout25%ofemployedworkers.Amongthosewhoareunemployed,thedistributionshiftsslightlymore.The largestportionofunemployedworkersarefoundinthecategoryofthosewhosehighestlevelofeducationisahighschooldiplomaorequivalency,with34%.
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(iv)Describeapparentskillgaps.
EducationLevelsoftheCivilianLaborForce,Ages2564,Employedvs.Unemployed
UnemployedEmployed
U.S.CensusBureau,AmericanCommunitySurvey,20102014
7.6%
25.3%
25.1%
41.9%
EducationLevelsoftheCivilianLaborForce,Ages2564
LessthanHS
HSDegreeorEquiv.
SomecollegeorAssociate'sDegree
Bachelor'sdegreeorhigher
U.S.CensusBureau,AmericanCommunitySurvey,20102014
Figure14
Figure15
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SkillGapsxxiiAccording todata analyzedwith EMSIAnalyst, there areprojected tobemore than136,000openingsannuallyoverthenexttenyears.TheoccupationalgroupsprojectedtohavethehighestnumbersofannualopeningsareOfficeandAdministrativeSupport,SalesandRelated,andFoodPreparationandServingRelatedOccupations,representingnearly50,000jobopeningseachyear.
OccupationGroup AnnualOpenings20152025
MostRequiredEducationLevelxxiii
OfficeandAdministrativeSupport 18,991 HSorEquiv(89.8%)SalesandRelated 16,666 LessthanHS(68.5%)FoodPreparationandServingRelated 14,317 LessthanHS(93.2%)TransportationandMaterialMoving 10,360 LessthanHS(61.6%)HealthcarePractitionersandTechnical 7,906 Associatesdegree(41.3%)Education,Training,andLibrary 7,308 Bachelorsdegree(55.1%)BusinessandFinancialOperations 6,811 Bachelorsdegree(79.1%)Management 6,192 Bachelorsdegree(77.7%)PersonalCareandService 5,753 HSorEquiv(45.9%)HealthcareSupport 5,487 Postsecondarynondegree
award(53.9%)Figure16
EMSIAnalyst,2015
Nearly37%ofallannualopeningsbetween2015and2025willrequire lessthanaHighSchooldegree,whileanadditional32%willrequirejustaHighSchooldiplomaorequivalency.ThoughNewJerseyboastshigherthanaverageeducationalattainment levels,manyofthe jobopeningsthatareprojectedoverthenexttenyearswillrequire lessthanaBachelorsdegree.Whilemuchofthisimbalanceislikelyduetothenormalturnoverinlowerskilledpositions,somecouldpointtoaskillsgapamonglowandmiddleskillpositions.
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EMSIAnalyst,2015SETCandNJBIAEmployabilitySkillsTaskForceandStakeholderGroupsSkillsgapscansimplybedefinedastheseparationbetweenwhatemployersneedandtheskillsthatjobseekerspossess.TheNewJerseyBusinessandIndustryAssociation(NJBIA)conductedasurveyof2,000employersrepresentingallsectors.Therecurringtheme;employerswantworkersthatpossessemployabilityskills.Employabilityskills,oftencalledsoftorcareerreadinessskills,refertoaclusterofpersonalbehaviors,habitsandattitudesthataredemonstratedbyasuccessfulemployee.WhileNewJerseyalreadyboastsahighlyeducatedworkforce,thestatesincumbentworkers,jobseekersandstudentsmustpossessandbuildontheseskillsforlastingandmeaningfulemployment.TheSETCestablishedtheEmployabilitySkillsTaskForceinNovember2013tolaunchastatewidecampaign to raise awareness by engaging stakeholders in dialogues and creating an actionoriented solution through aCall toAction. Stakeholder groups from acrossNew Jerseys keyindustries, business groups, faith and communitybased organizations, government entities,organized labor,andworkforceprofessionalsheldmeetingsanddiscussionson this issue.Thestakeholdergroupsselfidentifiedtheircurrentandongoinginitiativesofincorporatingwhathasbeendefinedasemployabilityskillsintheircurriculaasappropriate.Whiletheeffortremainsongoing,thestakeholdergroupshavecommittedtotheEmployabilitySkills Task Force to raise awareness of the crisis, share solutions and focus efforts, leverageresources,andinformintelligenceasnationalthoughtleadersonaddressingemployabilityskillsgaps.TheNJBIAincollaborationwithkeypartnersareplanningaspring2016eventfocusedontheEmployabilitySkillsCalltoAction.NJBIAisalsoincorporatingtoolsandguidesforemployers
37%
32%
1%
7%
4%
16%
1% 2%
EducationLevelsRequiredforProjectedAnnualOpenings,20152025
Lessthanhighschool
Highschooldiplomaorequivalent
Somecollege,nodegree
Postsecondarynondegreeaward
Associate'sdegree
Bachelor'sdegree
Master'sdegree
Doctoralorprofessionaldegree
Figure17
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andpartnersthatfocusonreturnoninvestment(ROI)andbestpracticesmodels.TheefforttominimizetheskillsgaparoundemployabilityskillsremainsapriorityforNewJersey.(2)WorkforceDevelopmentEducationandTrainingActivitiesAnalysisThe Unified or Combined State Planmust include an analysis of theworkforce development
activities,includingeducationandtrainingintheState,toaddresstheeducationandskillneedsoftheworkforce,asidentifiedin(a)(1)(B)(iii)above,andtheemploymentneedsofemployers,asidentifiedin(a)(1)(A)(iii)above.Thismustincludeananalysisof
(A)TheStatesWorkforceDevelopmentActivities.Provideananalysisof theStatesworkforcedevelopmentactivities, includingeducationandtrainingactivitiesofthecoreprograms,CombinedStatePlanpartnerprograms included in thisplan,andrequiredandoptionalonestopdeliverysystempartners.
WhoWeServe:AProfileofWorkforceCustomersinNewJerseyWorkforceInvestmentAct(WIA)dollars(nowmovingtoWIOAfunds)supportemploymentandtrainingservicesforafullrangeofNewJerseyresidents.Thefollowingisaprofileofthenearly200,000customersservedbytheNewJerseyEmploymentServicesstatewidenetworkofOneStop Career Centers, funded throughWIA Title III and theWagnerPeyser Act each year. Abreakdownofspecialpopulationsisalsoprovided,highlightingservicesofferedunderWIATitleI(foryouth,dislocatedworkers,andadultjobseekers);TitleII(adulteducationandliteracy);andTitleIV(VocationalRehabilitation).OVERVIEWEMPLOYMENTSERVICESWIATitleIIIamendedtheWagnerPeyserActin1998toofferEmploymentService/JobServiceactivitiesthroughtheOneStopsystem.Inthemostrecentprogramyear,NewJerseysEmploymentServicesreached196,000customersservingnearlyequalnumbersofmenandwomen(SeeFigure18below).Notablecharacteristicsoftheseworkforcesystemparticipantsinclude:
ClosetohalfofallEmploymentServicecustomersareage45yearsorolder.PolicyChallenge:Helping significantnumbersofolder jobseekerschangecareerpaths,changeindustries,andobtainnewskills.
60%havenopostsecondaryeducationbeyondhighschool.PolicyChallenge:Connectingjobseekerstocredentialsthatwillgivethemthehigherlevelskillsrequiredtoaccessmanyoccupations.
Theracial/ethnicprofileofEmploymentServicecustomersis43%white,28%AfricanAmerican,and15%HispaniccomparedtotheoverallNewJerseycivilianworkforcein2015whichwas75%white,14%AfricanAmerican,and18%Hispanic.PolicyChallenge:Employmentandtrainingprogramsmustaddresslanguageandculturalbarriersthatlimitjobopportunitiesformanyjobseekers.Asimplisticonesizefitsalljobsearchstrategycannotservetheneedsofacustomerbasethisdiverse.
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NewJerseyWorkforceSystemParticipantsProfile
ParticipantDescription Count %ofTotal Total 196,696 100.0Veterans&Eligibles 10,152 5.2Personw/Disability 3,540 1.8EmploymentStatus@RegistrationEmployed 24,833 12.6Unemployed 171,863 87.4UIClaimant 107,204 54.5SexMale 94,259 47.9Female 98,429 50.0Undisclosed 4,008 2.0AgeUnder18 1,646 0.81844 103,048 52.44554 49,431 25.155+ 41,636 21.1Race/EthnicAfricanAmerican 55,746 28.3American/AlaskanNative 1,142 0.6Asian 7,802 4.0Hispanic 29,431 15.0Hawaiian/PacificIslander 647 0.3White 83,900 42.7EducationLevelInSchool 12,183 6.2LessthanHS 17,440 8.9HSGrad/GED 100,922 51.3PostSecondary 75,300 38.3
Source:June2015ETA9002AFigure18
WIATITLEI:Youth/Adults/DislocatedWorkersTitleIsetsperformancestandardsandeligibilitycriteriaforabroadarrayoftrainingservicesforyouth,adults,anddislocatedworkers.ItencompassesnumerousprogramsincludingtheJobCorps;VeteransWorkforceInvestmentprograms;YouthOpportunitygrantsforhighpoverty
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areas;technicalassistanceeffortstoStatesandlocalareas;programevaluations;andNationalEmergencygrants.WagnerPeyserfundscoverthemajorityofcostsforprovidingemploymentandtrainingservicesto jobseekers inNew Jersey (Figure19below).WIATitle Iprogramscovered16,438 (14%)of116,000participatingadults,youthanddislocatedworkersinthepastyear.PolicyChallenge:WiththeWorkforceInnovation&OpportunityActextendingYouthservicestoage24andshiftingtheemphasisfrom InSchooltoOutofSchoolyoungadults,thenumberofindividualscoveredbyTitleIfundsislikelytoincreaseinthefuture.
WIATitleIParticipantsServedandExitedbyProgramAreaProgram
ParticipantsServed
ParticipantsExited
%ExitedtoServed
Adult 5,505 2,586 47.0%DislocatedWorkers 6,177 3,963 64.2%
Youth 4,756 2,100 44.2%Total 16,438 8,649 52.6%
Figure19
NewJerseyParticipationLevels(AdultsServedwithTitleI+WagnerPeyserFunds)
TotalParticipantsServed TotalExiters
TotalAdults 116,330 102,612WIAAdult5,505 2,586WIADislocatedWorkers 6,177 3,963TotalYouth(1421) 4,756 2,100
YoungerYouth(1418) 3,579 1,556OlderYouth(1921) 1,177 544
OutofSchoolYouth 2,032 982InSchoolYouth 2,724 1,118WIATITLEII:ADULTEDUCATION&LITERACYTitleIIprogramshelpadultsage16oroldertoreachhigherlevelsofliteracyinordertoobtainemployment, retain employment, enter postsecondary education or occupational training, orattainahighschooldiploma(oritsequivalent).Adulteducationisprovidedtohelpadultsincreasetheireducationalfunctioninglevelswhilepreparingthemforsuccessfullyenteringtheworkforce.AsFigure20belowindicates,71%ofNewJerseysparticipantsarebetweentheagesof25and59.ThemajorityofthestudentsservedintheTitleIIprogramdonothaveahighschooldiplomaor
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itsequivalent.NewJerseyallows itsTitleIIprogramstoserve2%oftheirstudentswhohaveahighschooldiploma.
WIATitleIIprogramsinFiscalYear2015servedmorethan21,000customers,morethanhalfofwhom are participants in English Language Acquisition (ELA) programs. The newWorkforceInnovation&OpportunityAct(WIOA)definesELAsasprogramstohelpEnglishlanguagelearnersto improvereading,writing,andspeakingskills inorderto1)obtainahighschooldiploma(orequivalent)and2)transitiontopostsecondaryeducationandtrainingoremployment.Womenoutnumbermen2to1inNewJerseysELAprograms.
The states secondlargest literacy enrollment is in Adult Basic Education (ABE), a refresherprogram inreadingandwritingforstudentswhosetestscoresaretoo lowtogainentrancetopostsecondary trainingor education courses. ABE services account fornearly 40%of Title IIparticipants.
ThesmallestTitleIIenrollment(5%)isinAdultSecondaryEducation(ASE)programssuchastheNationalExternalDiplomaand theAdultHighSchoolCreditDiplomawhicharedesigned forstudentsage16yearsandolderwhodonotcompletehighschool.
TotalnumberofpeopleservedbyTitleIIprogramsinthemostrecentyear
FY2015Totalserved21,692 Totalnumberservedmale9,954 Totalnumberservedfemale11,740
Numberofpeopleservedinkeyprogramactivities LiteracyAdultBasicEducation(ABE)8,507 (Male5,479;Female3,028) LiteracyAdultSecondaryEducation(ASE)1,126 (Male803;Female323) LiteracyEnglishLanguageAcquisition(ELA)12,061 (Male3,672;Female8,389)
TitleIIBreakdownofpeopleservedbyAge Age1624male2,817 Age1624female2,117 Age2559male6,700 Age2559female8,886 Age60+male437 Age60+female737
Figure20
WIATITLEIV:VOCATIONALREHABILITATIONWIA Title IV helps peoplewith disabilities to access state and localworkforce developmentsystems,andreturntotheworkforce.Inanygivenyear,anaverageof31,000individualswithdisabilitiesareservedbyNewJerseysDivisionofVocationalRehabilitationServices(DVRS)underTitle IV. Since individual casesmay go on for several years at a time, cases open and closeconstantly.Newcasesaddedinthepastyeartotaled13,813.
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Informationregardingage,sexandeducationlevelsareavailableon3,818ofthe31,000TitleIVcustomers(seeFigure21below).NotablefeaturesoftheTitleIVparticipantsinclude:
Closeto20%havenopostsecondarydegree,certificate,orhighschooldiploma Nearly50%havenotrainingbeyondhighschool
PolicyChallenge: Improve trainingopportunities across all age groups tomeet the rising skillrequirementsofevenbasicentryleveloccupations.1) NumberofpeoplewithdisabilitiesservedbyTitleIVprograms:31,6322) Numberofnewcasesopenedinpastyear:13,813 Fourlargestprogramactivities:
Assessments: 6,721MiscellaneousTraining: 1,592Transportation: 923RehabilitationTechnology: 1,019
3) BreakdownofpeopleservedbyAge/Sex/Educationlevel:profileof3818cases
HighschoolorEquivalentCertification
Age
022 2345
4665 66100 Total%Male 398 411 248 25 28%
Female 214 271 234 39 19%
AssociateDegreeandHigher
Age 022 2345
4665 66100 Total%Male 38 194 120 15 10%
Female 31 194 170 15 11%
Vocational/TechnicalCertificateorSpecialEducationAge 022 2345 4665 66100 Total%
Male 184 113 19 317 8%Female 82 66 36 184 5%
Other(nodegreecertificateordiploma)19%Figure21
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Thefigurebelowprovidesdetailregardingservicesrenderedfornewcasesinafederalyear.Thetypical length of time aDVRS case is open is approximately 26months, and counselors seeconsumersovermanymonthsbeforecasesareclosed.Atypicalcounselormaintainsanaverageof175to200opencasesandseesconsumersintheircaseloadovertheentiretimeacaseremainsopen.ParticipantDescription Count %ofTotal Total 1933 100.00%Veterans 54 2.79% EmploymentStatusatApplication NotReported\NotAvailable 58 3.00%CompetitiveIntegratedEmploymentw/Supports 31 1.60%CompetitiveIntegratedEmployment 290 15.00%ExtendedEmployment 5 0.26%Homemaker 2 0.10%NotEmployed:Allotherstudents 74 3.83%NotEmployed:Other 523 27.06%NotEmployed:StudentSecondaryEducation 63 3.26%NotEmployed:Trainee,InternorVolunteer 8 0.41%SelfEmployment(ExceptBEP) 1 0.05%BusinessEnterpriseProgram(BEP) 28 1.45%UnpaidFamilyWorker 4 0.21%NotWorking 845 43.71%Employed:ReceivednoticeofterminationorWARN 1 0.05%
Total 1933 Sex Male 1141 59.03%Female 791 40.92%Doesnotwishtoselfidentify 1 0.05%
Total 1933 AgeatApplication 1418 202 10.45%1921 332 17.18%2244 860 44.49%4554 292 15.11%55+ 247 12.78%
Total 1933 Race/Ethnic
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BlackorAfricanAmerican 636 32.90%American/AlaskanNative 35 1.81%Asian 49 2.53%Hispanic 245 12.67%Hawaiian/PacificIslander 10 0.52%White 938 48.53%Infonotavailable 20 1.03%
TotalResponses 1933 EducationLevel NotReported 139 7.19%NoSchooling 5 0.26%Elementary 15 0.78%Postsecondaryeducation,nodegree 185 9.57%SpecialEd(completionorattendance) 196 10.14%Highschoolgraduateorequivalencycertificate 902 46.66%Secondaryeducation,noHSdiploma 237 12.26%Vocational/TechnicalCertificateorLicense 34 1.76%BachelorsDegree 111 5.74%Masters+ 21 1.09%PostSecondary/AssociatesDegree 86 4.45%Occ.CredentialBeyondUndergraduateDegreeWork 2 0.10%
Total 1933 Figure22
NewJerseyhasutilizedtheoptioninFederallawallowingVocationalRehabilitationservicesfortheblind,visionimpaired,anddeafblindtobedeliveredbyaseparateentityfromthatservingotherindividualswithdisabilities.TheCommissionfortheBlindandVisuallyImpaired(CBVI)isthedesignatedstateunitresponsible fordeliveringhighqualityemploymentservices to theseparticipants. The agency is locatedwithinNew JerseysDepartment ofHuman Services andprovidesacontinuumofservicestoindividualswithvisionlossthroughoutthelifespan,includingservicesleadingtocompetitive,integratedemploymentforyouthandadultswithdisabilities. ConsistentwiththerequirementsofWIOA,CBVIiscommittedthroughitsarrayofprogrammingtohelpingitsparticipantsprepareforemploymentoutcomesthatleadtoacareerpathway.Theagencysupportsanumberofpostsecondarytrainingandeducation initiatives, includingpostsecondarycertificateprograms,twoandfouryearprogramsleadingtoundergraduatedegrees,andgraduatedegreeprograms.Inaddition,theagencyoperatesaresidentialtrainingcenterinNew Brunswick called the Joseph Kohn Training Center providing a 20week program ofinstruction for adults preparing forwork in various core curriculum areas, including skills ofindependence, computer skills, career exploration, soft skills, and community based workexperiences.
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CBVIParticipantProfile
ParticipantDescription Count %ofTotal Total 3853 100.0%Veterans 62 1.6% EmploymentStatusatApplication NotReported 142 3.7%Employment with Supports in IntegratedSetting 58 1.5%Employment without Supports in IntegratedSetting 1386 36.0%ExtendedEmployment 1 0.0%Homemaker 31 0.8%NotEmployed:Allotherstudents 106 2.8%NotEmployed:Other 1676 43.5%NotEmployed:StudentSecondaryEducation 345 9.0%NotEmployed:Trainee,InternorVolunteer 9 0.2%SelfEmployment(ExceptBEP) 63 1.6%BusinessEnterpriseProgram(BEP) 28 0.7%UnpaidFamilyWorker 8 0.2% Sex Male 2063 53.5%Female 1790 46.5% AgeatApplication 1418 848 22.0%1921 193 5.0%2244 1040 29.0%4554 886 23.0%55+ 886 23.0% Race/Ethnic AfricanAmerican 786 20.0%American/AlaskanNative 20 0.5%Asian 197 5.0%Hispanic 550 14.0%Hawaiian/PacificIslander 19 0.5%White 2358 60.0%TotalResponses 3930 100.0%
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EducationLevel NotReported 19 0.5%NoSchooling 19 0.5%Elementary 169 4.4%Grades912nodiploma 732 19.0%SpecialEducationCertificate 351 9.1%HighSchoolGraduate 1195 31.0%Postsecondarynodegree 55 1.4%AssociatesDegree/VocTech 208 5.4%BachelorsDegree 462 12.0%Masters+ 143 3.7% Source:LastreportingperiodunderWIA
Figure23
(B) TheStrengthsandWeaknessesofWorkforceDevelopmentActivities.Provideananalysisofthestrengthsandweaknessesof theworkforcedevelopmentactivities identified in (A),directlyabove.
NewJerseyisinafortunatepositionduetotheexistingstatewidecoordinationandcollaborationamong the system partners as outlined in great detail in Section III onOperational PlanningElements,withinsection(C)Coordination,AlignmentandProvisionofServicestoIndividuals.Inparticular,staffareworkingtomoredeeply integrateWIOATitle I,Title IIandWagnerPeyserwithin the OneStop system, providing extensive crosstraining, capacity building andcoordination activities under the guidance of the Department of Labor and WorkforceDevelopment. Specifically, the strengths of workforce development activities in New Jerseyinclude:
Strong IndustryPartnerships:NewJerseysTalentNetworksarebuildingcrossprogram,crossagencyandregionalapproachestoprovide industrydrivenservicestoNewJerseybusinessesandjobseekers.Acrossdepartments,NewJerseyisfocusinginvestmentsandprogramsonbuildingemployerdriven,highqualitypartnershipsthat followacommondefinitionandframework.Thesepartnershipsarecriticaltobuildingnewcareerpathwaysforjobseekersandstudentsandhelpincreasethenumberofindividualswithanindustryvaluedpostsecondarydegreeorcredential.Tofurthersupporttheseefforts,thestatesseven industryfocused Talent Networkswill facilitate the development of new highquality, employerdriven partnerships across the state; investments in new TargetedIndustryPartnershipsandTalentDevelopmentCenterswillbuildafoundationforallofthestatesworkforcedevelopmentinvestments.
FocusonCredentials:NewJerseyscommitmenttodeliveringindustryvaluedcredentialsforworkersandtherelatedpoliciescreatinganIndustryValuedCredentialListtoguideworkforcetrainingandimprovementstothealreadystrongEligibleTrainingProviderListthat includeahigher IndividualTrainingAccount (ITA)amountbasedon theexpected
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earningsandindustryrelevanceoftraining. BroadPartnershipforCareerNavigation:NewJerseysCareerConnectionsservicedelivery
model,networkofpartnersanddigitalplatformisrevisioninghowwedeliverservicestojobseekers.CareerConnectionsisanewdigitalplatformthatprovidestheprimarytoolforPublicLaborExchangeaswellascareerguidanceinformationandjobsearchstrategies.Itwillbeauniformplatform forallpartners, includingOneStopCareerCenters,DVRSoffices, localpublic libraries,communitycollegesandworkforceproviders, tousewiththeirclientsforstandardizingassessment,careerguidance,careerplanning,selectionoftraining,andjobsearchassistance,andtoeasilyconnectwiththeprogramsandservicesavailablethroughthetalentdevelopmentnetworks.Allcorepartnersandotherprogrampartnerswillbeabletoaddcontenttothesitethroughacontentapprovalprocess.Thismultifunctionalplatformwillbesupportedbymorethan900staffstatewidewhohaveparticipatedinaunifiedcareernavigatortrainingcurriculumasdescribedelsewhereinthisPlan.
NewJerseysworkforcesystemhasanumberofchallenges.Thesearecurrentlybeingaddressedthrough strategies,programsand investments thataredescribed throughout thisPlan.Thesechallengesinclude:
Need toStrengthenCoordination inOneStopCareerCenters: IfNew Jersey is to trulycreateanefficientandeffectiveOneStopCareerCentersystem,wewillneedtoensureahigher level of consistent coordination between all partners in the OneStop CareerCenters. In the implementation of WIA, the State decided that the roles andresponsibilities of state and local staff should vary from one location to the next inresponse to local needs. This State Plan clearly defines roles and responsibilities ofEmploymentServicesandWIOATitleIstaffandtakesclearstepstocreatealocallydrivenOneStopCareerCentersystem.Inaddition,movingforward,stateinitiativeswillfocusonservingcustomerswhoareindividualswithbarrierstoemploymentasidentifiedinWIOASec.3(24).Inparticular,itwillbegroupsthathavebeentraditionallyunderservedbythelocalareas toavoidduplicationofeffort.At the local level, therehasbeen inadequatecoordinationamongpartnerprograms.Customersgenerally receive fundingunderoneprogram; if referred toapartnerprogram, servicesarenotprovidedconcurrently.Forexample,customersreferredbyWIOATitleIcounselorstoAdultEducationservicesdonotreceiveanyTitle IservicesuntiltheyhavecompletedtheAdultEducationservices.TheSETCandtheWIOAOfficeofTechnicalAssistanceandCapacityBuildingwillbeengagedinprovidingtechnicalassistancetolocalareasondevelopingstrong,meaningfulMOUsthatwilldescribe coordinationof service. Theywill alsoprovide,usingbestpractices fromaroundthenation,assistanceregardinghowpartnerscancommunicatewithoneanotherwhileconcurrentlyservingcustomers.
NeedtoStrengthenProfessionalDevelopmentforStaff:Inarapidlychanginglabormarketandeconomy,staffwhoareservingcustomersmusthaveuptodateskillsanduptodateknowledge and information. Traditionally, New Jersey has not developed and
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implementedformalprofessionaldevelopmentprogramsforfrontlinestaff.Instead,NewJerseyhasreliedonaseriesofinformaltrainingefforts.NewJerseyhasbeguntoaddressthisneedthroughthelaunchoftheCareerConnectionsinitiativeandhasprovidedaonedaycareernavigationtrainingprogramto900state,localandpartnerstaffstatewide.LWDhascreatedtheWIOAOfficeofTechnicalAssistanceandCapacityBuildingthatiscurrentlydevelopingaplanforexpandingprofessionaldevelopmentforstaff.
(C)StateWorkforceDevelopmentCapacity.ProvideananalysisofthecapacityofStateentitiestoprovidetheworkforcedevelopmentactivitiesidentifiedin(A),above.
AsoutlinedinSectionIVandothersectionsofthissubmission,NewJerseyhasbuiltastrongstaffcapacity todeliverworkforcedevelopmentactivities. Somehighlightsofourcapacityand theworkdonetoimproveandmaintainastrongcollaborativesystemincludethefollowing.
1. NewJerseysfrontlineservicedeliverystafffundedbyWIOAprogramsacrossthestateareoneofourgreateststrengths(itemabove)andakeytoourcapacitytodeliverhighqualityprograms. Thework of our strong staff across allWIOA Titles is supported by ongoingprofessionaldevelopment and staff training activities. WIOA Title I, Employment Service,AdultEducationandotherstaffwillparticipateinprofessionaldevelopmentthatisprovideddirectlyby,orcoordinatedby,theWIOAOfficeofTechnicalAssistanceandCapacityBuilding.Professionaldevelopmentwillutilizemultipledeliverymodestoreachparttimeandotherhardtoreachstaff.Thisincludesamixofinpersonmeetings,synchronousonlineeventsandresourcesmadeavailableonline.KeytoallofthisprofessionaldevelopmentsystemwillbetherequirementthatWorkforceDevelopmentBoardsconductjointplanningandtrainingforOneStop,adultliteracyandWDBstaffdirectedtowardestablishingpartnerships,resourcesharingand appropriate and necessary student referrals. Additionally, professional developmentresources will bemade available to all OneStop Career Center staff through theWIOATechnicalAssistancewebpage.LWDalsowillincorporatetrainingopportunitiesforOneStopstaffrelatingtheprovisionofservicestoindividualswithdisabilities,incoordinationwithDVRSandCBVI.
2. SETCandLWDmaintainacomprehensivelistingofstatewidepoliciesandguidanceissuedtolocalareasandpartnersfortheuseofStatefundsfromworkforceinvestmentactivities.StatepoliciescanbeaccessedonlineattheSETCandLWDwebsites.WiththeimplementationofWIOA, SETC and LWDhavebeenworking to andwill continue toupdate existingpoliciesand/or establish new policies to be in compliance with the Workforce Innovation andOpportunityActasneeded.
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(b)StateStrategicVisionandGoalsThe Unified or Combined State Planmust include the States strategic vision and goals for
developingitsworkforceandmeetingemployerneedsinordertosupporteconomicgrowthandeconomicselfsufficiency.Thismustinclude
(1)Vision.DescribetheStatesstrategicvisionforitsworkforcedevelopmentsystem.(2)Goals.Describethegoals forachievingthisvisionbasedontheanalysis in (a)aboveofthe
Stateseconomicconditions,workforce,andworkforcedevelopmentactivities.Thismustinclude
(A)Goals for preparing an educated and skilledworkforce, including preparing youth andindividualswithbarrierstoemploymentandotherpopulations.
(B)Goalsformeetingtheskilledworkforceneedsofemployers.
STRATEGICAPPROACHTOTALENTDEVELOPMENTI. TWOCRITICALGOALS
NewJerseysstrategictalentdevelopmentstrategyisfocusedontwofoundationalgoals.
1. BuildinganInnovative,SkilledWorkforcetoPowerEconomicGrowthInnovation hasdrivenNew Jerseys growth andprosperity formany years. Maintaining thatcompetitiveedgeinthe21stCenturyrequiresaknowledgebasedeconomy,supportedbyahighlyskilledworkforce and a stateofthe art talentdevelopment strategy to guide its training andeducationsystem.Formore than 200 years, New Jerseys skilled workforce has helped its employers converttechnological breakthroughs intoworldclass industries such as life sciences, health care andmedicaldevices,communications,advancedmanufacturingandfinancialservices.Thestatetodayranks among Top 10 states forworkforce education, patents, investment in research anddevelopment,andemploymentofscientistsandengineers.Past performance, however, is no guarantee of future economic success. As the economycontinuestogrow,NewJerseymustkeeppacewithglobaltrendsthatareboostingdemandforworkerswithpostsecondarydegreesandothercredentialsvaluedbyemployers.Fastchangingtechnology and rising international competition are challenges to educators, employers,governmentandcommunitygroupsalike;togetherallstakeholdersmustfindwaystomeettheessentialskillsneedsofemployersANDensurethatmembersoftheworkforcearenotleftbehind.BusinessesinNewJerseyandaroundthecountryhaveidentifiedagrowinggapbetweentheskillstheyrequireonthejobandtheskillscurrentlyavailablefromtheirtraditionalpoolsoftalent.TheNational Governors Association found a serious mismatch in the state between future jobrequirementsandthelevelofcredentialsandknowledgeheldbytheworkforce.Fortypercentoftodaysworkersoverage25haveanAssociatesdegreeorhigher.Within15years,55%ofalljobsinNewJerseyareexpectedtorequireapostsecondarydegree.Agreaterpercentagewillrequire
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apostsecondary, industryvaluedcredential.Employers innearlyall industriesreportdifficultyfinding qualified workers for currently open positions. A New Jersey Business & IndustryAssociation surveyofmanufacturers found that:more than70% reporteddifficulty fillingkeypositionswithworkerswhohadthenecessaryskills;74%saidthoseskillsgapsmadeitdifficulttomaintainproduction levelsconsistentwithcustomerdemand;and51%reportedthemismatchledtoslowerdeliveryoftheirproducttomarket.Clearly,theabilitytorecruittalentwithparticularareasofexpertiseisbecomingacriticalfactorfor businesses when deciding where to invest future resources. A welldefined TalentDevelopmentStrategyisthereforeessentialtosustainingNewJerseystraditionaladvantagesinattractingandretainingcompetitive,highwageemployment.RecentpassageofthenewfederalWorkforce InnovationandOpportunity (WIOA) isan important catalyst for change that couldencourageawiderangeofstakeholderstocollaborateontheimportanteffortofbuildingaskilledworkforcetodriveoureconomy.
2. BuildingEconomicOpportunityforallNewJerseyResidentsIn a rapidly changing, global economy, everyNew Jersey residentwillneed todevelop skills,abilities and connections inorder toobtain a job and tohave a successful career.Given theincreasingskillneedsofemployersinallindustries,NewJerseyresidentsmusthavebasicskills,employabilityskillsandbasiccomputerabilities.Whileahighschooldiplomaiscriticalforlabormarketsuccess,apostsecondaryindustryvaluedcredentialordegreeisnecessaryforthevastmajorityof jobs thatpaya familysupportingwage. Inaneverchanging labormarket,allNewJerseyanswillneed tobeable toplanandmanage theircareers.Theywillneed tobeable toupgradetheirskillsthroughouttheircareer,andtofollowcareerpathwaystonewopportunities.Efforts tobuildnew careerpathways,and tohelp individualsobtainbasic skillsand industryvaluedpostsecondary credentials anddegrees, are critical to the economic futureofoutofschoolyouth,peoplewithdisabilities,thosewith low literacyskills, individualsreceivingpublicassistanceandothersocialservices,homelessindividuals,veteransanddislocatedworkers.Theseefforts must also ensure that women have equitable access to education and trainingopportunities, so that they may pursue careers in any and all occupations, including nontraditionalones.Awelldefined TalentDevelopment Strategy is therefore essential to sustainingNew Jerseyseffortstohelpallresidentsgetonapathtoajobandacareer.RecentpassageofthenewfederalWorkforce InnovationandOpportunity (WIOA) isan important catalyst for change that couldencourage a wide range of stakeholders to collaborate on the important effort of buildingeconomicopportunitiesformoreindividuals.
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II. NEWJERSEYSTALENTDEVELOPMENTSTRATEGYTheMissionIntheend,themostimportantwaytostrengthenNewJerseysworkforceistobuildHighQualityPartnershipswithawiderangeofemployers,statedepartments,localgovernments,educationalinstitutions and communitybased organizations that play critical roles in the labormarket.Employers, libraries,communitygroups,countycolleges,vocational/technical institutions,K12education systems, training providers, industry associations, organized labor, fouryearuniversities and other important players statewide all have an enormous stake in creating asuccessful education and training system that responds to the rapidly changingneedsof thestateskeyindustries.Thetimeforactionhascome.
TheMissionofNewJerseysTalentDevelopmentStrategy:NewJerseywillincreasethenumberofresidentswithanindustryvaluedcredentialordegree
throughhighqualitypartnershipsandintegratedinvestments. WorkforceProgramsCanMakeCriticalInvestmentsinTalentDevelopmentNew Jerseyworkforce development system, spanningmore than 35 different programs, is acritical foundation foranexpanded talentdevelopment system.Theseprogramsare strategicinvestmentsthatcanyieldsignificantreturns.Whentheybecomefocusedonbroadergoalsanda commonmission, they can be a powerful catalyst developing and strengthening lastingpartnershipswith:
employers,groupsofemployersandindustryassociations; organizedlabor; communitycollegesandhighereducation; careerandtechnicaleducationhighschoolsandcomprehensivehighschools; libraries;and communityandfaithbasedorganizations
Workingtogetherwillstrengthenalloftheseimportantorganizationsandinstitutionshelpingthem to increase theircapacity toprovidekeyservices,helping them toconnect to individualemployers,andhelpingthemtoensurethattheirprogramsarealignedwiththeneedsofthelabormarket.Thesepartnershipswillalsohelp these institutionsplayamoreproductiverole in thelabormarket.TheOpportunityofWIOAInthesummerof2014,thefederalWorkforceInnovationandOpportunityAct(WIOA)wassignedintolawsettinganewdirectionforworkforcedevelopmentprogramsacrossthenation.NewJersey launchedanunprecedentedeffort todevelopand implementasharedvision for talentdevelopmentandtopreparefortheimplementationofthisnewlegislation.Thiseffortinvolvedthe launchofaWIOAwebsite,developmentofsixworkgroupsofstakeholdersandstatestaff,
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webinarstosolicitadditionalinputandatwodayPathwaysandPartnershipsconferencewithmorethan300stakeholderparticipants.The resulting New Jerseys Blueprint for Talent Development was adopted by the StateEmploymentandTrainingCommission(SETC)onJune16,2015toguidetheimplementationofWIOAandtoserveasa foundation forthisStatePlan. In the fallof2015,theSETCandLWDworkedcloselywithstakeholders,partnersandSETCCommitteestofurtherrefinethePlanandtodeveloppoliciestofullyimplementWIOAandtofurtherbuildatalentdevelopmentsystem.While thiseffortwas focusedonWIOA, fiveadditionalprogramsare included in thisplan. Inaddition,threeotherprogramsthatarenotpartoftheplanwereincludedinthiseffort.TitleI:Adult,DislocatedWorkerandYouthFormulaProgramsTitleII: AdultEducationandFamilyLiteracyAct(AEFLA)TitleIII: WagnerPeyserActEmploymentServicesProgramTitleIV:TitleIoftheVocationalRehabilitationActProgramsincludedinthePlan:SeniorCommunityServiceEmploymentProgram,JobsforVeteransStateGrant,MigrantandSeasonalFarmworkersProgram,andExOffenderProgramsCriticalpartnerprograms(notintheplan,butconnectedtothiseffort):CarlT.PerkinsCareerandTechnicalEducationAct,UnemploymentInsurance,WorkFirstNewJersey(TANF)EmploymentandTrainingProgram,SNAPEmploymentandTrainingPrograms,NewJerseyWorkforceDevelopmentPartnershipProgram,NewJerseySupplementalWorkforceFundforBasicSkills
KeyStateGovernmentpartnersinthiseffortinclude: StateEmploymentandTrainingCommission DepartmentofLaborandWorkforceDevelopment,
o WorkforceOperationsandBusinessServiceso DivisionofVocationalRehabilitationServiceso WorkforceDevelopmentandEconomicOpportunityo OfficeofResearchandInformation,CenterforOccupationalEmployment
Informationo OfficeofResearchandInformation,WorkforceResearchandAnalytics
DepartmentofEducation DepartmentofHumanServices
o CommissionfortheBlindandVisuallyImpairedo DivisionofFamilyDevelopment
OfficeoftheSecretaryofHigherEducation
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(3) PerformanceGoals.UsingthetableprovidedinAppendix1,includetheState'sexpectedlevelsofperformance relating to theperformanceaccountabilitymeasuresbasedonprimaryindicators of performance described in section 116(b)(2)(A) of WIOA. (This StrategicPlanningelementonlyappliestocoreprograms.)
ThePerformanceGoalsforCoreProgramstablecanbefoundinAppendix1tothisplan.(4)Assessment.Describe how the Statewill assess the overall effectiveness of theworkforce
developmentsystemintheStateinrelationtothestrategicvisionandgoalsstatedaboveinsections(b)(1),(2),and(3)andhowitwillusetheresultsofthisassessmentandotherfeedbacktomakecontinuousorqualityimprovements.
Inordertoassessthequality,effectiveness,andimprovementofprograms,NewJerseywillutilizetheperformancemeasurementsystemoutlinedinsection116oftheWorkforceInnovationandOpportunityActaswellasadditionalmetricsthathavebeenadoptedbytheSETCforfederalandstateworkforceprograms. TheStatewillwork toalignperformancemetrics forallworkforceprogramswiththosebeingadoptedhereforthespecifictitles;forexample,theStatewillexploreapplying thesemetrics to theWorkFirstNJ and SNAP E&Tprograms.Additionalperformancemetricsinclude:AdditionalPerformanceMeasuresforWIOATitleI,WIOATitleIIandWorkFirstNewJersey
1. Numberofprogramparticipantsservedbytheprogram2. Numberofprogramparticipantsexitedfromtheprogram3. Percentageofprogramparticipantsservedwithbarrierstoemploymentasfollows:
a. Disabilityb. Exoffenderc. Nohighschooldiplomad. Previouslyorcurrentlyinfostercaree. Homelessf. LimitedEnglishProficiencyorLowLevelLiteracyg. LongTerm Unemployed (continuously unemployed for at least 12 consecutive
months)h. PublicAssistancecustomer
4. Percentage of program participants responding to surveywho are satisfiedwith theirtraining/counselingafterexitingfromtheprogram
AdditionalPerformanceMeasuresforWIOATitleIONLYxxiv
5. WorkforceDevelopmentBoard(WDB)Certification6. NumberofHighQualityPartnerships7. RegionalCoordination
ThreeworkforceplanningregionsaredesignatedinNewJersey:North,Central,andSouth.TheStatewillevaluate ifeachregionhaseffectivelyadministeredtheiractivitiesunderWIOA.
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The State Employment and TrainingCommission (SETC) (www.njsetc.net) and its committeesutilize performance dashboards to monitor the effectiveness of the New Jersey workforcedevelopment systemandwillutilize this samedashboardmodel togageprogress toward thestrategicvisionandgoalsthathavebeenlaidoutinNewJerseysBlueprintforTalentDevelopment.In addition to the performance accountability measures required for core programs, thesedashboardsincludesupplementaldatatomeasurenotjustoutcomes,butprogressindicatorsandnonrequiredoutcomemeasures.TheSETCsPerformanceCommitteeadvisestheSETConperformancestandardsfortheworkforcesystem.LocalWDBsarerequiredtohaveaOneStopCommitteetomonitorperformanceoftheworkforcesystem in the localareaandachievementofnegotiatedperformancegoals. In theperformance review process, the SETC and local WDBs will use dashboards to monitorperformanceandmakestrategicmidcoursecorrectionsforthesystem.(c)StateStrategyTheUnifiedorCombinedStatePlanmust include theState'sstrategies toachieve itsstrategicvisionandgoals.Thesestrategiesmusttake intoaccounttheStateseconomic,workforce,andworkforce development, education and training activities and analysis provided in Section (a)above. Include discussion of specific strategies to address the needs of populations providedSection(a).(1)Describe the strategies the Statewill implement, including industry or sector partnerships
relatedtoindemandindustrysectorsandoccupationandcareerpathways,asrequiredbyWIOAsection101(d)(3)(B), (D).Careerpathways isdefinedatWIOAsection3(7).IndemandindustrysectororoccupationisdefinedatWIOAsection3(23).
(2)DescribethestrategiestheStatewillusetoalignthecoreprograms,anyCombinedStatePlanpartnerprogramsincludedinthisPlan,requiredandoptionalonestoppartnerprograms,andanyotherresourcesavailabletotheStatetoachievefullyintegratedcustomerservicesconsistentwiththestrategicvisionandgoalsdescribedabove.AlsodescribestrategiestostrengthenworkforcedevelopmentactivitiesinregardtoweaknessesidentifiedinsectionII(a)(2)..
FIVEKEYSTRATEGICTH