Supply-Demand Gap Analysis of Industry Clusters and Occupations in the Toledo Region, Summaries of Logistics

Download Supply-Demand Gap Analysis of Industry Clusters and Occupations in the Toledo Region and more Summaries Logistics in PDF only on Docsity! January 2019 Report 2: Supply-Demand Gap Analysis avalanche Toledo Talent Alignment Strategy 1 Table of Contents 2 Introduction 9 Data Analysis 13 Key Findings 16 Supply & Demand Gap Analysis 18 Supply & Demand Gap Analysis: Adv. Manufacturing 24 Supply & Demand Gap Analysis: Healthcare 30 Supply & Demand Gap Analysis: Trans. & Logistics 36 Supply & Demand Gap Analysis: Prof. Services Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 4 Project Partners and Funders 01 The Toledo Regional Chamber is championing the Toledo Talent Alignment Strategy in partnership with the Lucas County Workforce Development Board. The project was facilitated and developed by CAEL and Avalanche Consulting, Inc. Toledo Regional Chamber of Commerce The Toledo Regional Chamber of Commerce, serving a membership of over 2,300 businesses, fosters economic growth and prosperity in the Toledo Region by ADVOCATING for a thriving business environment, LEADING the charge to attract and retain talent in the region and CONNECTING business with resources and opportunities for growth. Our member businesses range in size from small, one-person, operations to large corporations employing thousands. The membership is supported by the Chamber's certified and professional staff, which carries out the organization's initiatives. A volunteer Board of Trustees, representing a cross-section of the business community, guides these initiatives which are determined by our 2019-2021 Strategic Plan. Lucas County Workforce Development Board Delivers innovative workforce solutions to businesses and job seekers to accelerate regional economic growth and individual prosperity. Their vision is to create a region with economic prosperity through a diverse, trained, career- ready workforce that addresses the current and future needs of individuals and businesses. City of Toledo The City of Toledo is located in the county seat of Lucas County, Ohio at the western end of Lake Erie, bordering the state of Michigan. The first of many glass manufacturers arrived in the 1880s, earning Toledo its nickname as The Glass City. Toledo Community Foundation The Community Foundation serve the Toledo region, including Northwest Ohio and southeast Michigan. Since 1973, the Foundation has worked with individuals, families, and businesses and assisted them in making effective choices that match their philanthropic interest and needs while creating a better community for generations to come. Wood County Economic Development Commission In 1993, private sector business leaders approached the Wood County Commissioners with the idea of a public/private partnership to grow the tax base and employment of Wood County. The WCEDC takes the message of the County onto the worldwide stage through participation in Trade Missions and other events. Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 5 Project Partners and Funders 01 The University of Toledo The University of Toledo is a student-centered, public metropolitan research university with 20,500 students. Established in 1872, the University has the third-largest public university operating budget in the state and is accredited by the Higher Learning Commission. Bowling Green State University Bowling Green State University is one of the top public universities nationwide with a strong commitment to first-year programs that lead to success. Founded in 1910, the university enrolls just over 19,000 students and provides experiences that enhances lives and prepares students for lifelong career growth. Toledo Lucas County Port Authority The Port Authority’s business focuses on transportation and development. The business is shaped by the Port Authority’s mission to move people and cargo through the region while employing innovative programs to stimulate development in the region. Fulton County Economic Development Corporation The Fulton County Economic Corporation works with companies of any size and in various industries to support their efforts to grow, invest, and hire in Fulton County. Their teams work in Business Development, Community Outreach and Workforce Development and Education. Penta Career Center Penta Career Center is a Career and Technical Education (CTE) school that provides industry-recognized certifications to high school students and adults. Penta provides courses a total of 16 school districts across the northwest Ohio region. Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 6 Technical Team 01 CAEL (Council for Adult and Experiential Learning) CAEL is a national, non-profit organization whose mission is to put meaningful learning, credentials and work within reach for every community. Since its founding in 1974, CAEL has been providing colleges and universities, companies, economic development organizations, labor organizations, and state and local governments with the tools and strategies they need for creating practical and effective lifelong learning solutions to address long-term skills needs. Avalanche Consulting, Inc. Avalanche Consulting is the nation's premier economic development strategist. Avalanche is deeply driven to make a positive impact and seek clients who are equally inspired to energize their economies. Headquartered in Austin, Avalanche was established in 2005 and its team has a combined 80+ years of experience working with more than 150 cities, counties, and regions across the country. Oy plete MAUL NATE 10 About the Data Analysis & Methodology The first step to determine the needs of the Toledo Region’s future workforce is to understand the condition of the current workforce. To get a full picture of the workforce flows in and out of the Toledo region, this analysis includes the Toledo metro counties of Fulton, Lucas, and Wood as well as the surrounding counties identified in the map below. To illustrate how well each of your industries of focus are being served, the consulting team conducted ten focus groups (~ 60 participants) and 15 individual stakeholder interviews with representatives from workforce and economic development, higher education & training, and employers. This data enables us to better understand how to capitalize on the strengths of the current workforce, and how to best address areas of future need. More detail on the methodology and sources are included on the following pages. Supply & Demand Gap Analysis includes: • An analysis of educational institution graduate output as it relates to regional job demand in the region based on institutional completions and annual job openings • An overview of occupations by industry that are experiencing severe shortages, shortages, in balance, and are in surplus • An in-depth analysis of the number of programs in each industry by institution type and focus area Education Infrastructure Analysis includes: • Provides an in-depth analysis of 1,217 education programs for the 4 industries of focus in the Toledo region • Programs by institution type – public, private, 2-year, 4 year, vocational, K-12 district, and for-profit institutions • Programs by institution and credential (or focus area) level – Certificate, Associates, Bachelors, Masters, etc. • Proportion of programs by Credential Level (or focus area) Number of programs by industry and credential (focus area) 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Industries of Focus The following industries were determined based on high job demand and prevalence in the Toledo region. The graphic below details the specific sub-sectors within each industry. The report digs in-depth within each of these industries to identify supply and demand gaps for occupations within these industries. Defining Region for the Analysis In the analysis, data will cover the Toledo metro region including Lucas, Fulton, Ottawa, and Wood as well as the surrounding labor shed counties of Sandusky, Lenawee, Hancock, and Monroe, Michigan. 11 Gap Data Methodology and Sources 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Avalanche has developed a process to analyze the future pipeline of workers and college students in a way similar to industry cluster analysis. We have built and manage the entire database of post-secondary credential completions for 7,500 educational institutions in the US. Data is maintained from 2000-2016, the latest year of complete, finalized data. This data is collected by the US Department of Education as part of its IPEDS program (Integrated Postsecondary Education Data System). Each institution is required to submit their completions data to their state education agency, which packages the data and submits it to the US Department of Education for final analysis and publication. To complete the gap analysis, we match demand back to the supply of post-secondary graduates in related fields. Matching a post- secondary credential to a specific occupation can sometimes prove difficult. Some broad degrees in Liberal Arts could serve any number of competencies, such as Education or Business, for example. Technical degrees are easier to link to specific occupations (e.g., linking Mechanical Engineering degrees with the Mechanical Engineering occupation). We have designed our taxonomies to maximize the overlap between supply and demand. Like the NAICS coding system, there are thousands of codes used for degree majors. To bridge degree codes (CIP) to occupation codes (SOC), Avalanche creates smaller skills groups of usually 2-5 occupations and 4-5 degrees. Unlike other supply-demand taxonomies in use today, our taxonomy extends to matching degrees and occupations at each education level (Certificates, Associates, Bachelor’s, Master’s and PhD). This prevents matching a Bachelor’s graduate in Psychology, for example, with any mental health occupations, which require at least a Master’s degree to get licensed to work. The example below shows the data that are used in the gap calculations: Education Annual Job Local Output Gap Occupation Group Level Openings Completions Gap % of Jobs 3 Dental Assistants Certificate 78 100 -22 128% Balance The colored bar in the chart measures the supply-demand “gap.” The gap is the ratio of college graduates versus average job demand. A higher percentage indicates more college graduates per job. Severe Shortage Shortage In Balance Surplus Education Level (Certificate, Associate’s, Bachelor’s, etc.) Occupation Group A classification typically consisting of 2-3 occupations Annual Job Openings Demand forecast is the annual average “New & Replacement Jobs” each year from 2017-2022. “New & Replacement” jobs include the net new jobs forecast for that occupation plus the average replacement jobs created due to retirements and persons exiting the field. Completions Local degree output corresponding to the occupation group. Degree classifications typically include 2-5 degree codes by award level. Gap The absolute difference in volume between colleges gradates and available jobs. A negative number indicates that there are more available jobs than college graduates 14 Summary of Key Findings 01 The Supply and Demand Gap Analysis was informed by several points of both quantitative and qualitative data. The summary of findings listed below are detailed with supporting data on the following sections of this report. The qualitative feedback included was gathered through three meetings with the Toledo Talent Alignment Steering Committee and with critical input provided from other regional leadership through two trips into the region during this phase of the Strategy development process. These findings, and the subsequent data provided in this report, lay the foundation and set a direction for the regional Talent Alignment Strategy. Key findings include: Demand (Industry and Occupational Growth) Outpaces Supply (Talent Production) in Key Areas. Economy is growing and diversifying presenting workforce challenges. Specifically, Advanced Manufacturing, one of the major industry sectors growing the economy, employers are experiencing a challenge finding enough talent to fulfill their entry to mid-level positions. In this industry there are roughly 3,000 job openings per year – 2,500 of which are for Certificate-level positions (meaning low skilled to semi-skilled positions) with only 1000 graduates identified. Meeting demand with regional talent is likely to be a challenge in the Transportation and Logistics sector within entry level positions - minimal data is available to confirm talent supply in typical education programs preparing workers for these careers. As the Transportation and Logistics continues to grow it will become increasingly imperative to ensure these occupational demands are being met with local supply and the education offerings match skill needs at the entry, mid and more senior levels critical to the success of these businesses and functions. Entry and Mid-Level Positions Present a Real Challenge. Entering a career and progressing through it requires support from the employer and an aligned education and training system to ensure skills are developed along the pathway. Many employers, especially within the Advanced Manufacturing and Healthcare fields, indicated that initially hiring at the entry level is not as challenging as retaining these employees – this creates a deficit for both the entry and mid-level positions. Some businesses have developed internal pathway programs to begin to alleviate these challenges and incentivize longevity within the company and the career field, however, many of these efforts are in their infancy. It is important to incentive and scale these approaches so more workers can earn while they learn more skills and employers reap the benefit of a more stable incumbent worker pipeline. Talent Surplus Point to Retention Challenges. Several talent surpluses have been identified within the data sets – meaning too many graduates are being produced relative to the employment demand in the regional economy. Some examples include: Engineering specialties, Medical & Health Service Managers, Supply Chain Managers & Analysts, Computer System Analysts & Web Developers. However, some of these surplus data points are in direct contradiction to employer realities. For example, in the Healthcare field data illustrates Registered Nurses are produced at twice the rate demanded by industry growth (757 graduates for 374 job openings). Feedback from employers' points to the exact opposite scenario – one in which they cannot fill these positions based on the current talent pool available. This points to a challenge in either retaining these graduates in the region or potentially a mismatch in skills they have developed within their programs of study and the skills required by the regional employers. Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 15 Summary of Key Findings, cont’d 01 Career Messaging to Drive Education Choices. Understanding where employment opportunities are and will likely be in the future is critical to effective education planning. In many of the industries key to the Toledo regional economy the data suggest certain opportunities for realignment and redirection from one education field to a closely related one which would result in higher employability in areas of need. For example, in Advanced Manufacturing data indicates an oversupply of talent related to the welding focus area whereas the closely aligned general machinist field is experience a severe shortage in the talent pool. In Healthcare, there are many non-direct medical positions currently experiencing shortages such as vet assistants, medical and clinical lab technicians and dental careers which could potential be addressed by shifting some talent in the oversupplied fields in direct patient care to better meet industry needs. Finally, Information Technology positions related to software development and network administration are not adequately supplied regionally, however, learners pursuing education in computer systems and web development where there is much lower demand could be advised to consider those slight career redirections which would potentially result in more stable and local employment. Education Pathways Aligned to Career Pathways. To support continued, stackable and progressive skill development as required by the mid-career and senior-level positions in each industry sector, it is important to ensure regional academic programs reflect the nature of the occupational pathways and articulate from one credential to the next. This will allow for a more seamless transition for workers to progress through career pathways in Advanced Manufacturing where skilled trades can build to more traditional engineering functions and in Professional Services positions where more administrative focused positions could transition into harder to fill careers in financial legal areas. Ensuring that there is a stackable credential and degree pathway for these key areas where higher level degrees are necessary for career progression simultaneously address skill gaps within the labor market, allow employers to access a labor pool and education system addressing skill needs aligned to their career pathways and create more long term, sustainable career options for Toledo region residents. Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Supply & Demand Gap Analysis 04 16 19 Advanced Manufacturing Key Takeaways 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis There is significant current and projected demand for entry-level manufacturing careers in the Toledo region, however, based on both examination of current student output and direct feedback from regional employer's demand is outpacing talent supply. On the higher, technical skill areas within Engineering the data, in some cases, points to an oversupply of talent – largely accounted for by significant Bachelor and Master level programs at two major universities in the region. Based on input from the education community and regional employers, many Engineering students leave the Toledo region following graduation and recruitment of positions within the Toledo labor market is conducted not just locally but regionally and nationally to find the top talent available. While there are some areas of talent overproduced within Engineering it is clear from the data the current and future projected need is within entry and middle skill positions. Regional education offerings directly align to these occupational clusters and represent a significant share of the programming available in support of this industry of focus. The following pages will show a high-level overview of top findings of employment growth trends (demand), student output (supply), regional education and training program offerings (education system) and regional employer and educator insight. What you can do with this data: Use this information to drive initial conversations regarding the Northwest Ohio Manufacturing Association sector partnership. Determine where additional programs should be developed to better address a larger talent supply or skill gap within this sector. Assess program capacity and whether new programs should be developed to better address regional demand. The data shows us that much of the programming is at the certificate level, aligned to regional demand, however talent supply is falling significantly short of meeting projected employment growth in Skilled Trades and Maintenance & Repair technology areas. Use this data to promote career choices. Entry and mid-level occupations in Advanced Manufacturing are significant, strong and growing in the region. Regionally message the need for these positions and their connection to a long and sustainable career in, in many cases, very well compensated occupations. Full detail on the demand, supply and education programming included in the Appendix of this report. 20 Advanced Manufacturing Gap and Program Overview 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Large Demand for Unskilled and Semi-Skilled In the Toledo region, there is a strong job demand for entry- level workers (about 3,000 job openings per year), typically requiring a high school degree. Employers report of extreme difficulty filling these positions, indicating a severe shortage in workers. Certificate-level positions are large, with 2,500 openings per year and less than 1,000 graduates identified in programs across the region. Shortages are severe primarily due to the lack of maintenance and repair graduates. Associate-level positions are in less of a shortage, with fewer job openings (250) and 130 graduates. Some positions might be oversupplied, such as Drafters. Bachelor’s-level job openings are comprised primarily of engineers (380), with most engineering positions oversupplied by local graduates. No positions require a master’s level or higher. How well is job demand served by local graduates and programs? 72.8% 13.4% 7.0% 5.0% 0.3% 1.3% Certificate Associate's Bachelor's Master's Grad. Cert. Doctorate Credentials 43.6% 35.9% 12.4% 3.7% 2.7% 1.7% Prod. & Skilled Trades Engineering Maint. & Repair Tech. Renewable Tech. Safety & QA Bus. & Support Serv. Focus Area Educational System - Focus Area and Credentials Within the Toledo region’s education and training system for Advanced Manufacturing, the most widely available credential is a Certificate at 72.8%, followed by an Associate’s degree at 13.4%. Over 85% of the full suite of education and training in support of Advanced Manufacturing skills is reasonably aligned to where most of the employment base and project growth exists. However, as noted through several employer conversations, these certificate and associate level positions – largely focused on skilled trades, maintenance and repair, are the hardest to fill and sustain within their talent pipelines. Essentially, while significant education resources are supporting skill development at the right employment level demand of skilled workers is well outpacing talent supply. Focus Area and Credential charts indicate % of education and training programs offered within the Toledo region as aligned to each targeted Industry. Production & Engineering HS or less Certificate Associate’s Bachelor’s Master’s/PhD Severe Shortage Shortage In Balance Surplus Unknown Size of circles indicates forecasted annual job openings; colors indicate graduate supply vs. demand. (100-150%) 21 Advanced Manufacturing Detail – Occupational Gaps 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis How well is job demand served by local graduates and programs? For semi-skilled or skilled positions, the largest shortages in Advanced Manufacturing are in Machinists and various industrial repair and maintenance positions. Also in severe shortage are Heavy Vehicle Mechanics. Less severe shortages exist for Industrial Engineers, Electrical Repairers, and Technicians. Employer interview support these findings – that filling entry-level unskilled positions is very difficult, and that there is a lack of maintenance workers to manage equipment. Most employers indicate that finding Engineers is not a problem, as they typically recruit nationally. Industrial Production Technicians appear to be in-balance, with over 300 local graduates to fill about 230 job openings. Electric Engineers also appear to be in-balance. Surpluses have been identified for Welders, which produce about twice as many graduates (270) as job openings (130). Mechanical and Civil Engineers are also vastly oversupplied for the local market, which indicates that most of the graduates will leave the region. Drafting graduates appear to oversupply the market, which may indicate they will have difficulty finding jobs upon graduation. 570 301 209 197 106 20 0 0 0 9 General Machinist Precision Equipment Repair Industrial Production Supervisors Industrial Machinery Maintenance Heavy Vehicle Mechanics (not Aero) Severe Shortage Openings Completions 78 41 26 16 72 20 25 7 Industrial Engineers Electrical & Electronics Repairers Industrial Engineering Technicians Environmental Science Technicians Shortage Openings Completions 228 47 338 69 Industrial Production Technicians Electrical and Electronics Engineers Balance Openings Completions 127 70 29 22 17 268 236 126 47 30 Welders Mechanical Engineers Civil Engineers Electrical/Electronics Techs & Drafters Mechanical Drafters Surplus Openings Completions Supply & Demand Gap Analysis: Healthcare/Medical 24 25 Healthcare/Medical Key Takeaways 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Healthcare is a large and growing major industry in the Toledo region. There is significant current and projected demand for entry and mid-level healthcare careers in the Toledo region, however, based on examination of current student output, in much of the industry – supply is outpacing demand. Direct feedback from regional employers painted varying scenarios– many had difficulty filling mid-level skill locally. Retention was also a prevailing issue, with many citing they had issues retaining entry-level positions such as CNA’s and Home Health Aides. For the more advanced skill areas within the industry, Toledo is oversupplying talent – largely accounted for by significant Bachelor and Master level programs at two major Universities in the region. However, based on input from the education community and regional employers, data suggests that many advanced level healthcare students leave the Toledo region following graduation. This is an issue because the data is misaligned with employer feedback – while the educational system is sufficiently providing entry and mid-level credentials, those that obtain these credentials are not retained in the region. Recruitment of higher-level positions within the Toledo labor market is conducted not just locally but regionally and nationally to find the top talent available. While there are some areas of talent overproduced within the advanced levels, it is clear from the data the current and future projected need is within entry and middle skill positions. Regional education offerings directly align to these occupational clusters and represent a significant share of the programming available in support of this industry of focus. What you can do with this data: Use this information to engage with educators (from K-12 and vocational schools to higher education) on curriculum development and program capacity to create new programs that align with regional demand. The data shows that there are a significant number of certificate and higher-level offerings, but adjustments can be made to specify the types of program offerings to improve alignment with Toledo’s labor market demand. Work with educators to develop a clear career pathway from assistant-level positions through home health and nursing aide positions in order to bolster retention and motivation to continue on individuals’ chosen career path. Determine scalability of internal pathway programs within industry employers to retain talent in the lower and mid-level pipeline Work to identify more opportunities to get individuals connected to the job market and take advantage of student supply in high-demand focus areas. Full detail on the demand, supply and education programming included in the Appendix of this report. 26 Healthcare/Medical Gap Analysis 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 60.4% 33.3% 4.2% 2.1% Allied Health Health & Med. Admin. Serv. Nursing Advanced Health Professionals Focus Area Feast or Famine - High Demand for Skilled Workers The Toledo region has a surplus of graduates for many of the nearly 3,200 annual job openings in the Healthcare/Medical cluster and most shortages exist for occupations in low demand which lack local programming. Certificate-level positions represent the largest and most diverse area of demand with nearly 1,800 openings per year in 19 different occupations. Associate-level positions are the next largest with more than 630 annual job openings. Training is very specialized at this level and as a result, supply and demand vary greatly by occupation. Job openings decrease as the level of education increases. The shortages that do exist for the Toledo region are in specialty occupations like Veterinarians, Chiropractors, Audiologists and Optometrists. Educational System – Focus Area and Credentials The charts to the left indicate the percentage of programs available in the industry. For industry-focused credentials, the most widely available credential is a Certificate at 32.9% followed by an Bachelor’s degree at 21.8%. While this is typical of the industry, providing more options at higher-levels would be beneficial for filling in workforce gaps across the region. When speaking with employers, many had trouble filling mid-level skill locally. How well is job demand served by local graduates and programs? Focus Area and Credential charts indicate % of education and training programs offered within the Toledo region as aligned to each targeted Industry. 4.3% 32.9% 16.6% 21.8% 12.8% 5.2% 6.4% Diploma Certificate Associate's Bachelor's Master's Grad. Cert. Doctorate Credentials 29 Healthcare/Medical Detail 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis * Values represent number of programs; The above view drills down further into the data presented on the previous page by showing the number of programs within each focus area in Healthcare. Within this industry, there are numerous opportunities to find a pathway from high school CTE to higher education. Supply & Demand Gap Analysis: Transportation & Ye TES Ik 30 31 Transportation & Logistics Key Takeaways 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis When speaking with Toledo regional employers, we learned that there is a high demand for entry level positions within the Transportation & Logistics industry. By nature of the industry, employers typically do not use formal education to find and recruit employees and more often develop and grow employees internally. This, as well as other sustainable, homegrown practice, should continue to happen as the industry is projected to grow in the coming years. The industry is also a critical function that regional employers – specifically within Advanced Manufacturing – rely on. An example is that many employers which produce and process material rely on Truck Drivers and Logistics Supply Managers to distribute and ship their products to customers. What you can do with this data: Use this data to drive conversations about the value and essential function this industry provides to other major industries in the Toledo region. Much of the industry is dominated by sub-baccalaureate credentials, with some offerings at more advanced levels. Assess areas of oversupply and engage with educators and employers on how to articulate more lucrative career pathways and shifts into more in-demand occupations. Consider developing incumbent worker training programs with major employers to help develop the skills of front line workers (materials movers, logistics clerk) positions and further fortify the career pathways within the industry. Full detail on the demand, supply and education programming included in the Appendix of this report. 34 Transportation & Logistics Gap Analysis 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Focus Area by Credentials In Transportation & Logistics, the credentials are dominated by certificates in every focus area except for Safety & Quality Assurance. While this is typical of the field, expanding offerings at higher credentials could address some mid-level shortages in the field such as Ship Marine Engineers and Airline Pilots. * Values represent number of programs; competencies ranked in descending order by total number of programs Focus Area by Institution Type When breaking focus areas down by institution type, Automotive Technology and Maintenance & Repair Technologies – the focus areas with the most programs – are dominated by high school CTE programs and public colleges or universities. For more specialized focus areas, such as Safety & Quality Assurance – all the programs are offered at only the private university level. Total programs: 26 Total programs:15 Total programs: 13 Total programs:4 96.2% 100.0% 66.7% 76.9% 3.8% 13.3% 20.0% 23.1% 25.0% 75.0% Automotive Technology Auto Maint. & Repair Tech Logistics & Supply Chain Maint. & Repair Tech Safety & Quality Assurance Certificate Associate's Bachelor's Master's Total programs:15 96.2% 53.3% 20.0% 76.9% 20.0% 3.8% 46.7% 40.0% 13.3% 23.1% 6.7% 100.0% Automotive Technology Auto Maint. & Repair Tech Logistics & Supply Chain Maint. & Repair Tech Safety & Quality Assurance High School CTE Vocational School Public College Public University Private College Private University Total programs: 26 Total programs:15 Total programs: 13 Total programs:4 Total programs:15 35 Transportation & Logistics Programs Focus Area 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis * Values represent number of programs; The above view drills down further into the data presented on the previous page by showing the number of programs within each focus area in Transportation & Logistics. Within this industry, there are several high school CTE programs in every focus area except for Safety & Quality Assurance – in which there are very few higher-level offerings at private universities. Supply & Demand Gap Analysis: Professional Services & Operational Support 36 39 Professional Services & Operational Support Gap Analysis 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis How well is job demand served by local graduates and programs? For the Business/Prof/IT clusters, the total number of local graduates is fairly balanced to the number of annual job openings. Differences do occur on the specific program and occupation level, but most of these imbalances can be corrected by the local talent supply. For example, the severe shortage in Computer Network Administrators can be overcome by the surplus in Computer Systems & Security Analysts. Likewise, the severe shortages in Banking Analysts, Financial Advisors, and Actuaries can be met by the surplus of graduates in Math-related programs or by Financial Managers & Analysts. As mentioned above, many of the occupations with a surplus of local graduates will be recruited to fill related positions facing shortages within the cluster. Exceptions to this include Executives & Management Analysts which can be filled by more experienced local workers and Accountants which require specific training. Graduates in Web Development may have a hard time finding employment or need to acquire additional skills to support the shortage of graduates in software development. 62 47 23 3 1 0 0 0 Computer Network Administrators Banking Analysts Financial Advisors Actuaries Severe Shortage Openings Completions 518 201 98 111 314 183 74 69 Executives & Management Analysts Accountants & Tax Examiners Computer Support Specialists Software Developers Shortage Openings Completions 181 232Financial Managers & Analysts Balance Openings 95 11 3 2 0 191 52 60 33 16 Computer Systems & Security Analysts Web Developers Mathematicians & Statisticians Mathematical Technicians Economists Surplus Openings Completions 40 Professional Services & Operational Support Gap Analysis 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 1.8% 1.8% 12.5% 24.8% 68.8% 41.1% 82.6% 58.1% 85.7% 74.3% 78.6% 12.5% 22.0% 20.3% 26.8% 15.2% 20.9% 11.4% 20.0% 7.1% 27.5% 9.4% 17.9% 2.2% 9.3% 2.9% 5.7% 3.6% 50.0% 20.2% 1.6% 10.7% 7.0% 10.7% 25.0% 3.7% 1.8% 2.3% 2.3% Management & Human Resources Computer & Info Sciences Accounting & Finance Business & Support Serv. Data & Tech Mgmt. Digital Design & Visual Comm. Programming, Software & Web Design Security & Forensics Computer Engineering Focus Area by Credential Diploma Certificate Associate's Bachelor's Master's Grad. Cert. Doctorate Focus Area by Institution Type: Computer Engineering is the focus area with the most programs, and it is dominated by public institutions at 75%. However, the second largest focus area is Security & Forensics in which there are no public programs provided at the university level. For smaller focus areas, there is a more diverse spread of offerings, with some – such as Programming, Software and Web Design being offered in large part at Vocational Schools. The Toledo region’s breakdown of institution type in this industry shows well over two thirds of the institutions are public – which indicates higher accessibility for students and more flexibility in programming. This information is available in the Appendix of this report. Focus Area by Credentials: High school CTE programs focus almost exclusively on Allied Health programs, with a few other programs in specialties such as Health & Medical Admin. Services and Nursing. There’s a similar picture for vocational schools, but they offer more middle-skill programming within the Health & Medical Administrative services focus area. * Values represent number of programs; competencies ranked in descending order by total number of programs 7.3% 25.0% 7.1% 50.0% 2.9% 45.7% 25.0% 10.1% 15.6% 23.2% 13.0% 46.5% 57.1% 31.4% 67.9% 12.8% 18.8% 23.2% 30.4% 25.6% 14.3% 17.1% 10.7% 25.7% 12.5% 19.6% 2.2% 20.9% 17.1% 2.9% 75.0% 9.2% 17.2% 1.8% 2.9% 34.9% 10.9% 25.0% 4.3% 7.0% 8.6% 21.4% Management & Human Resources Computer & Information Sciences, General Accounting & Finance Business & Support Services Data & Technology Management Programming, Software and Web Design Digital Design & Visual Communications Security & Forensics Computer Engineering Focus Area by Institution Type High School CTE Vocational School Public College Public University Private College Private University Total programs: 109 Total programs: 64 Total programs: 56 Total programs: 46 Total programs: 43 Total programs: 35 Total programs: 35 Total programs: 28 Total programs: 8 Total programs: 109 Total programs: 64 Total programs: 56 Total programs: 46 Total programs: 43 Total programs: 35 Total programs: 35 Total programs: 28 Total programs: 8 41 Professional Services & Operational Support Detail 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis The above view drills down further into the data presented on the previous page by showing the number of programs within each focus area in Professional Services & Operational Support. In general, private universities offer a greater diversity and more programs overall in Business Support and Accounting & Finance, there are very few program sin Security and Forensics, and an overall limited amount of higher level Master’s degrees and above available. * Values represent number of programs; Additional Gap 06 Nite IAT EM Lelie Tables rr 45 Additional Gap Analysis Data Tables – Advanced Manufacturing Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 06 Gap Occupation Group Annual Job Openings Completions Education Level General Machinist 570 20 Certificate Industrial Production Supervisors 209 0 Certificate Heavy Vehicle Mechanics (not Aero) 106 9 Certificate Printing Operator 62 0 Certificate Semiconductor Manufacturing Technicians 16 0 Associate's Auto Mechanics 152 87 Certificate Electrical & Electronics Repairers 41 20 Certificate Surveying and Mapping Technicians 7 2 Certificate Industrial Production Technicians 228 338 Certificate Auto Body Repair 23 23 Certificate Welders 127 268 Certificate Environmental Scientists & Engineers 25 57 Bachelor's Chemists 19 47 Bachelor's Computer Hardware Engineers 6 86 Bachelor's Chemical Engineers 5 58 Bachelor's 46 Additional Gap Analysis Data Tables - Healthcare Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 06 Gap Occupation Group Annual Job Openings Completions Education Level Vet Assistants & Caretakers 37 0 High School Dentists & Orthodontists 12 0 PhD Veterinarians 8 0 PhD Dental Laboratory Technicians 8 0 Certificate Psychiatric Aides 7 0 Certificate Animal Trainers & Caretakers 98 42 Certificate Dental Hygienists 46 34 Associate's Med & Clinical Lab Techs 39 23 Associate's Occupational Therapy Assistants 33 24 Associate's Ophthalmic Medical Technicians 27 12 Certificate Medical Assistants 300 333 Certificate Dental Assistants 78 100 Certificate Physical Therapist Assistants 55 69 Associate's Respiratory Technicians & Therapists 23 26 Associate's Physical Therapists 21 28 PhD Registered Nurses 374 757 Associate's Licensed Practical and Licensed Vocational Nurses 133 283 Certificate Medical and Health Services Managers 117 251 Bachelor's Pharmacy Technicians/Aides 77 188 Certificate Doctors, Surgeons & Psychiatrists 67 171 PhD 49 Industry & Credential Breakdown Of the regional industries of focus, Professional Services & Operational Support is slightly more present than Healthcare, at 34.9% and 34.6%, respectively. Following that is Advanced Manufacturing at 24.6% and Transportation & Logistics at 5.9%. 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 24.5% 34.7% 34.8% 6.0% Advanced Manufacturing Healthcare Professional Services & Operational Support Transportation & Logistics Within these industries, the most prevalent credential available in the Toledo region is a certification taking up just over half of the available credentials. Following that is an almost equal availability of Associate’s and Bachelor’s degrees, followed by Master’s degrees at 9.0%. Industry Credential 1.8% 53.6% 15.9% 14.7% 9.0% 2.4% 2.6% Diploma Certificate Associate's Bachelor's The most prevalent type of institution in the Toledo region are High Schools at 21.3%, followed closely by Public Colleges at 20.8.% and an almost equal split of Private and Public Universities at 14.5% and 13.0% respectively. Institution type is an important indicator of the level of access Institution Type 21.3% 18.1% 20.8% 19.3% 6.1% 14.5% High School Vocational School Public College Public University Private College Private University 4.3% 32.9% 16.6% 21.8% 12.8% 5.2% 6.4% Healthcare 4.1% 9.6% 82.2% Transportation & Logistics 50 Credentials Per Sector 03 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 13.4% 7.0% 72.8% 1.3% 0.3% 5.0% Advanced Manufacturing 19.1% 13.9% 55.7% 0.9% 0.2% 1.4% 8.7% Professional Services & Operational Support Advanced Manufacturing A significant portion of the credentials available for this industry are Certificates at 72.8%. Followed by Associate’s at 13.4% and Bachelors at 7.0%. However, the industry is lacking in higher level credentials such as Master’s and Doctorate level credentials. Healthcare Within the Healthcare industry, the credential distribution is relatively equal, with the largest proportion in Certificate’s at 32.8%., followed by Bachelor’s-level credentials at 21.9% Professional Services & Operational Support Within this industry, Certificates are the most significant proportion, at just over half (55.7%), followed by Associate’s degrees at 19.1%. On the lower end of the spectrum, only 8.7% of the credential pool is dedicated to Master’s-level degrees. Transportation & Logistics Within this industry, a large majority of credentials available are Certificates, at 82.2%, with the remaining credential portion in Bachelors (9.6%) and Associate’s degrees (4.1%). Beyond this, there are no other types of credential offerings. VN oy el -Vil0 |) Advanced Manufacturing Additional Data 51 54 Advanced Manufacturing Secondary/Vocational Schools* 06 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis * All credential types are certificate level The table to the left details high school and vocational schools programs at the Certificate level by Focus Area. Appendix: Healthcare/Medical Additional Data 55 56 Healthcare/Medical Programs 06 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Institution Level: For all institutions that provide programming in Healthcare/Medical, public universities are the most common at 28.9%, followed closely by private universities at 22.5% Institution Type: The Toledo region’s institution spread in Healthcare/Medical is 67.5% public institutions, 27.3% private institutions, and 5.2% for profit institutions. This public institution focus is smaller in this industry than other industries, where they are more dominant. Understanding this makeup is important when considering the availability and access that students have – with public institutions being far more accessible than private, or for-profit institutions. 5.2% 27.3% 67.5% Institution Type For Profit Private Public 10.9% 10.0% 22.5% 16.4% 28.9% 11.4% Institution Level High School CTE Private College Private University Public College Public University Vocational School VN oy ot-Vil0 |) Transportation & Logistics Additional Data 59 60 Transportation & Logistics Programs 06 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Institution Level: For all institutions that provide programming in Transportation & Logistics, the majority of programs are offered at the High School CTE level at 63%, followed by Public Colleges at 19.2%, followed by an equal amount of programs at Public Universities and Private Universities at 6.8%. Institution Type: The Toledo region’s institution spread in Transportation & Logistics almost primarily public institutions, at 93.2%. This public institution focus is smaller in this industry than other industries, where they are more dominant. Understanding this makeup is important when considering the availability and access that students have – with public institutions being far more accessible than private, or for-profit institutions. 63.0% 6.8% 19.2% 6.8% 4.1% Institution Level High School CTE Private University Public College Public University Vocational School 6.8% 93.2% Institution Type Private Public 61 Transportation & Logistics Programs – Higher Education 06 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 64 Professional Services & Operational Support Programs 06 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis Institution Level: For all institutions that provide programming in xxx Institution Type: The Toledo region’s institution spread in Transportation & Logistics almost primarily public institutions, at 93.2%... for profit institutions. This public institution focus is smaller in this industry than other industries, where they are more dominant. Understanding this makeup is important when considering the availability and access that students have – with public institutions being far more accessible than private, or for- profit institutions. 16.5% 5.4% 17.2% 18.4% 16.5% 25.9% Institution Level High School CTE Private College Private University Public College Public University Vocational School 5.4% 17.2% 77.4% Institution Type For Profit Private Public 65 Professional Services & Operational Support Programs – Higher Education 06 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 66 Professional Services & Operational Support Programs – Secondary/Vocational Schools* 06 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis * All credential types are certificate level The table to the left details high school and vocational schools programs at the Certificate and Diploma level by Focus Area. Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 69 0706 Institution Categorization Institution Type of Institution County State Benton-Carroll-Salem Local School District K-12 Ottawa Ohio Bowling Green Area Schools K-12 Wood Ohio Danbury Local School District K-12 Ottawa Ohio Eastwood Local School District K-12 Wood Ohio Elmwood Local School District K-12 Wood Ohio Evergreen Local School District K-12 Fulton Ohio Genoa Area Local School District K-12 Ottawa Ohio Gorham Fayette Local School District K-12 Fulton Ohio Lake Local School District K-12 Wood Ohio Maumee City School District K-12 Lucas Ohio Middle Bass Local School District K-12 Ottawa Ohio Monroe Public Schools K-12 Monroe Michigan North Baltimore Local Schools K-12 Wood Ohio North Bass Local School District K-12 Ottawa Ohio Northwood Local School District K-12 Wood Ohio Oregon City School District K-12 Lucas Ohio Otsego Local School District K-12 Wood Ohio Ottawa Hills Local School District K-12 Lucas Ohio Perrysburg Local Schools K-12 Wood Ohio Pettisville Local School District K-12 Fulton Ohio Pike-Delta-York Local School District K-12 Fulton Ohio Port Clinton City School District K-12 Ottawa Ohio Put-In-Bay Local School District K-12 Ottawa Ohio Rossford Exempted Village School District K-12 Wood Ohio Springfield Local School District K-12 Lucas Ohio Swanton Local School District K-12 Fulton Ohio Sylvania City School District K-12 Lucas Ohio Toledo Public Schools K-12 Lucas Ohio Washington Local School District K-12 Lucas Ohio Wauseon Exemplted Village School District K-12 Fulton Ohio oT Categories for acede feelin Overview 70 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 71 0706 Categories for Program Overview – Advanced Manufacturing Focus Area/Competency Program Type Business & Support Services Business Operations Logistics & Supply Chain Management Purchasing & Procurement Sales Engineering Aerospace, Aeronautical, and Astronautical Engineering Architectural/Construction Engineering Bio/Biomedical Engineering, Biotechnology Chemical Engineering Civil Engineering Computer Engineering Computer Hardware Engineering Computer Software Engineering Electrical Engineering Engineering Sciences Engineering, General Environmental, Energy, and Systems Engineering Industrial/Manufacturing Engineering Mechanical Engineering Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 74 0706 Categories for Program Overview – Healthcare Focus Area/Competency Program Type Advanced Health Professionals (including Preparatory Programs) Dentistry (and other Oral Science) Nutritionist/Dietician Pharmacist Physical/Occupational Therapy (and other Rehabilitation Science) Physician Physician’s Assistant Speech-Language Pathology (and other Communications Disorders) Allied Health, Medical, Laboratory, & Diagnostic Support Cardiovascular Technology Clinical Technician Dental Assisting/Hygiene Diagnostic Medical Sonography Dietetic/Nutrition Technician/Assistant EMT/Paramedic Medical/Clinical Assistant MRI Technology Pharmacy Technician Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 75 0706 Categories for Program Overview – Healthcare Focus Area/Competency Program Type Allied Health, Medical, Laboratory, & Diagnostic Support Phlebotomy Technician Physician Assistant Radiologic Technology/Science Respiratory Therapy Sterile Processing Technology Surgical Technology Biological & Biomedical Sciences Bio/Biomedical Engineering, Biotechnology Biochemistry and Molecular Biology Biology Sciences, General (e.g. Biology) Cell/Cellular Biology Genetics Microbiological Immunology Neurobiology and Neurosciences Physiology, Pathology, and Related Sciences Gerontology Gerontology (Non-Nursing) Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 76 0706 Categories for Program Overview – Healthcare Focus Area/Competency Program Type Health & Medical Administrative Services Bioethics/Medical Ethics Health Administration/Management Medical Coding and Billing Medical Office Support Medical Transcription Public Health and Public Health Education Health Technology Biomathematics and Bioinformatics Health Information Technology Health, General Health Sciences, General Health and Wellness, General Mental & Social Health Clinical and Applied Psychology Clinical/Medical Social Work Marriage and Family Counseling Mental Health Counseling Substance Abuse/Addiction Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 79 0706 Categories for Program Overview – Professional Services & Operational Support Competency/Focus Area Program Type Data & Technology Management Data Science Database Management Management Information Systems Technology Management Digital Design & Visual Communications Digital Arts Game and Interactive Media Design Graphic Design Finance Banking and Financial Support Services Budget Analyst Credit Management Finance Management Finance, General Financial Planning Investments and Securities Mortgages and Housing Finance Personal Finance Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 80 0706 Categories for Program Overview – Professional Services & Operational Support Competency/Focus Area Program Type Human Resources Human Resources Management Learning and Development Management Insurance Insurance Risk Management Actuarial Sciences Management Business Administration and Management, General General Management Business Operations Management Leadership Development Programming, Software and Web Design Computer Programming, Specific Applications (e.g. JAVA) Computer Programming/Programmer, General Web Page and Digital Design Security & Forensics Cyber/Computer Forensics and Counterterrorism Systems Security/Information Assurance Systems & Networking Computer Systems Analysis Computer Systems Networking Network and System Administration Industry Cluster Tables 06 81 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 84 Occupation Clusters Toledo Region United States Code Cluster 2012 2017 Net New % Growth LQ '17 '17 Share % Growth '17 Share AG Agriculture 803 926 123 15.3% 0.40 0.3% 9.4% 0.8% ARCH Architecture 192 216 24 12.5% 0.57 0.1% 18.1% 0.1% BACK Back Office 39,372 38,842 -530 -1.3% 0.87 12.7% 4.1% 14.6% BIZ Business 5,840 6,416 576 9.9% 0.61 2.1% 16.6% 3.4% COMM Communications 874 837 -37 -4.2% 0.61 0.3% 8.1% 0.5% COMP Computer 4,359 4,831 472 10.8% 0.45 1.6% 16.0% 3.5% CONS Construction 10,364 11,757 1,392 13.4% 0.96 3.8% 18.1% 4.0% DESI Design 1,252 1,181 -71 -5.6% 0.59 0.4% 17.1% 0.7% ED Education 20,733 20,678 -55 -0.3% 1.14 6.8% 5.1% 5.9% ENG Engineering 4,741 5,234 493 10.4% 0.83 1.7% 6.9% 2.1% FIN Financial 5,323 5,706 383 7.2% 0.62 1.9% 10.5% 3.0% GEO Geology 27 49 23 85.2% 0.12 0.0% -26.1% 0.1% HOSP Hospitality 42,153 43,987 1,834 4.4% 1.07 14.4% 10.6% 13.4% LEGA Legal 1,332 1,361 29 2.2% 0.57 0.4% 6.9% 0.8% LOGI Logistics 28,268 31,425 3,156 11.2% 1.14 10.3% 13.3% 9.0% MATH Math 94 115 21 22.3% 0.31 0.0% 37.1% 0.1% MECH Mechanics 11,597 12,784 1,187 10.2% 1.08 4.2% 9.1% 3.9% MED Medical 31,623 31,275 -348 -1.1% 1.14 10.2% 9.4% 9.0% MFTG Plant Operators 1,151 1,145 -6 -0.5% 1.42 0.4% 3.0% 0.3% MKTG Sales & Marketing 1,948 1,634 -315 -16.2% 0.79 0.5% 1.8% 0.7% PERF Performance 1,387 1,385 -1 -0.1% 1.17 0.5% 5.3% 0.4% POLI Political 90 87 -3 -3.2% 0.32 0.0% 8.1% 0.1% PROD Production 24,923 27,368 2,445 9.8% 1.76 8.9% 6.1% 5.1% SERV Personal Services 28,512 29,399 887 3.1% 0.82 9.6% 10.5% 11.7% SOCI Social Service 14,125 14,613 487 3.4% 1.02 4.8% 7.3% 4.7% TOT All Occupations 291,605 306,303 14,698 5.0% 1.00 100.0% 9.2% 100.0% 0706 College Graduate Output Tables 06 85 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 86 Graduate Clusters by Award Level Toledo Region 2016 Graduates Cluster Certificate Associate's Bachelor's Master's + Total Agriculture 1 35 47 0 83 Architecture 0 0 45 5 50 Business, Finance, Economics 49 271 761 330 1,414 Creative Arts and Design 8 43 288 73 414 Construction 184 15 0 0 199 Education 81 78 750 399 1,356 Science & Engineering 49 147 930 347 1,487 Family Development 3 7 351 53 428 Government, Social Work, Criminology 0 104 396 103 604 Health Care 879 919 1,290 785 3,916 Legal 8 10 13 91 124 Mathematics 0 1 33 60 94 Media and Communications 0 15 409 59 490 Mechanics and Machine Repair 57 10 0 0 67 Liberal / Multicultural Studies 1 207 484 78 783 Personal Services / Hospitality 208 120 0 0 328 Software and Computer Sciences 10 74 60 132 276 Transportation Professionals 0 1 124 0 125 Total 1,538 2,057 5,981 2,515 12,238 College Graduate Output by Award Level 0706 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 89 College Graduate Output by Degree Cluster (Associate’s) Graduate Clusters - Associate's Degrees Toledo Region U.S. Cluster 2006 2016 Net New % Growth LQ '16 % Growth Agriculture 35 35 0 0.0% 2.17 20.4% Architecture 0 0 0 0.00 -16.3% Business, Finance, Economics 334 271 -63 -18.9% 1.33 -11.0% Creative Arts and Design 40 43 3 7.5% 1.03 -6.2% Construction 4 15 11 275.0% 0.68 5.6% Education 57 78 21 36.8% 2.30 -25.8% Science & Engineering 156 147 -9 -5.8% 1.08 11.9% Family Development 10 7 -3 -30.0% 0.20 -3.2% Government, Social Work, Criminology 186 104 -82 -44.1% 1.00 -4.6% Health Care 754 919 165 21.9% 2.18 -3.2% Legal 44 10 -34 -77.3% 0.61 -30.3% Mathematics 1 1 0 0.0% 0.17 84.4% Media and Communications 8 15 7 87.5% 0.54 36.1% Mechanics and Machine Repair 6 10 4 66.7% 0.14 -11.8% Liberal / Multicultural Studies 117 207 90 76.9% 0.26 24.2% Personal Services / Hospitality 10 120 110 1100.0% 2.06 -9.0% Software and Computer Sciences 81 74 -7 -8.6% 1.17 -21.3% Transportation Professionals 0 1 1 0.24 -49.3% Total 1,843 2,057 214 11.6% 1.00 3.9% 06 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 90 College Graduate Output by Degree Cluster (Bachelor’s) Graduate Clusters - Bachelor's Degrees Toledo Region U.S. Cluster 2006 2016 Net New % Growth LQ '16 % Growth Agriculture 34 47 13 38.2% 0.38 28.0% Architecture 62 45 -17 -27.4% 1.63 -9.6% Business, Finance, Economics 947 761 -186 -19.6% 0.66 1.8% Creative Arts and Design 366 288 -78 -21.3% 1.00 -0.7% Construction 0 0 0 0.00 -34.9% Education 1,111 750 -361 -32.5% 2.75 -16.7% Science & Engineering 743 930 187 25.2% 1.11 29.4% Family Development 276 351 75 27.2% 1.30 29.4% Government, Social Work, Criminology 400 396 -4 -1.0% 0.72 8.7% Health Care 787 1,290 503 63.9% 1.19 42.6% Legal 36 13 -23 -63.9% 0.99 -3.7% Mathematics 24 33 9 37.5% 0.47 32.5% Media and Communications 505 409 -96 -19.0% 0.94 -0.3% Mechanics and Machine Repair 0 0 0 0.00 45.2% Liberal / Multicultural Studies 453 484 31 6.8% 0.91 -10.8% Personal Services / Hospitality 25 0 -25 -100.0% 0.00 15.6% Software and Computer Sciences 123 60 -63 -51.2% 0.26 44.7% Transportation Professionals 61 124 63 103.3% 4.32 33.0% Total 5,953 5,981 28 0.5% 1.00 12.0% 06 Toledo Talent Alignment Strategy – Report 2: Supply-Demand Gap Analysis 91 College Graduate Output by Degree Cluster (Master’s+) Graduate Clusters - Master's, Professional, and Doctorate Degrees Toledo Region U.S. Cluster 2006 2016 Net New % Growth LQ '16 % Growth Agriculture 0 0 0 0.00 18.6% Architecture 0 5 5 0.23 3.0% Business, Finance, Economics 334 330 -4 -1.2% 0.67 0.3% Creative Arts and Design 81 73 -8 -9.9% 1.42 10.8% Construction 0 0 0 0.00 31.6% Education 676 399 -277 -41.0% 0.97 -18.9% Science & Engineering 181 347 166 91.7% 1.27 28.1% Family Development 44 53 9 20.5% 1.36 21.8% Government, Social Work, Criminology 74 103 29 39.2% 0.57 16.9% Health Care 247 785 538 217.8% 1.38 30.7% Legal 139 91 -48 -34.5% 0.76 -11.2% Mathematics 35 60 25 71.4% 2.26 37.8% Media and Communications 75 59 -16 -21.3% 0.88 -8.5% Mechanics and Machine Repair 0 0 0 0.00 302.3% Liberal / Multicultural Studies 117 78 -39 -33.3% 0.72 -2.6% Personal Services / Hospitality 0 0 0 0.00 0.6% Software and Computer Sciences 39 132 93 238.5% 1.08 81.2% Transportation Professionals 0 0 0 0.00 0.5% Total 2,042 2,515 473 23.2% 1.00 7.6% 06