Data Quality Institute: Harvesting Real Time Employment Data ...
Harvesting Real Time Employment Data 2015 Data Quality Institute November 5, 2015
• Mythbusting supply/demand gaps • Identifying data gaps • Enhancing existing data sources for customers • Working with national organizations to fill the data gaps (WICHE/MLDE, WDQI)
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Data Collection and Analysis • Monthly online posting data (HWOL) • UI claimants and workforce one-stop customers • In-state commuting and migration
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Building the Report • “Demand”: Online job postings by area and occupation (Help Wanted Online, HWOL*) • “Supply”: Unduplicated claimants and job seekers – Unemployment insurance claimants by area and claimed occupation – One-stop customers by and most recent employment (O*NET)
*as provided by The Conference Board 4
Issues • Online postings underrepresent low wage, lower-skilled jobs and over-represent higher wage, tech jobs • Does not provide a long-term projection of the labor market’s training needs • If the gap is small or declining, it is a more useful data point • Does not include training completers or those who are qualified for multiple occupations and may choose to switch 5
Monthly Public Report of Supply & Demand Statewide/local WDA, 2 & 3 digit occupation codes
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Monthly Public Report of Supply & Demand Local WDA, 2&3 digit report includes commuters
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An Analysis of Nursing • 405 openings available/month • ~4,860 gap between supply and demand • The state graduated 5,899 health professionals** the year prior *Nursing, Psychiatric, and Home Health, SOC#311 **CIP Family 51
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An Analysis of Teaching • 409 openings available/month • ~4,908 gap between supply and demand • The state graduated 1,511 Education** the year prior *Preschool, Primary, Secondary, & Special ED, SOC#252 **CIP Family 13
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Remaining Areas to Be Addressed • Reliable methodology to attach program of study to occupation • Analysis of transferable skills • Factors influencing migration • Factors influencing commuting
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• Mythbusting supply/demand gaps • Identifying data gaps • Enhancing existing data sources for customers • Working with national organizations to fill the data gaps (WICHE/MLDE, WDQI)
2
Data Collection and Analysis • Monthly online posting data (HWOL) • UI claimants and workforce one-stop customers • In-state commuting and migration
3
Building the Report • “Demand”: Online job postings by area and occupation (Help Wanted Online, HWOL*) • “Supply”: Unduplicated claimants and job seekers – Unemployment insurance claimants by area and claimed occupation – One-stop customers by and most recent employment (O*NET)
*as provided by The Conference Board 4
Issues • Online postings underrepresent low wage, lower-skilled jobs and over-represent higher wage, tech jobs • Does not provide a long-term projection of the labor market’s training needs • If the gap is small or declining, it is a more useful data point • Does not include training completers or those who are qualified for multiple occupations and may choose to switch 5
Monthly Public Report of Supply & Demand Statewide/local WDA, 2 & 3 digit occupation codes
6
Monthly Public Report of Supply & Demand Local WDA, 2&3 digit report includes commuters
7
An Analysis of Nursing • 405 openings available/month • ~4,860 gap between supply and demand • The state graduated 5,899 health professionals** the year prior *Nursing, Psychiatric, and Home Health, SOC#311 **CIP Family 51
8
An Analysis of Teaching • 409 openings available/month • ~4,908 gap between supply and demand • The state graduated 1,511 Education** the year prior *Preschool, Primary, Secondary, & Special ED, SOC#252 **CIP Family 13
9
Remaining Areas to Be Addressed • Reliable methodology to attach program of study to occupation • Analysis of transferable skills • Factors influencing migration • Factors influencing commuting
10
