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Executing innovative workforce strategies
that contribute to the economic
competitiveness of our region
2014 Cecil Leadership Institute
Bruce England, Executive Director
Susquehanna Workforce Network, Inc.
(Susquehanna Workforce Investment
Board)
Susquehanna Workforce Investment Board &
Network
• Workforce Investment
Board (“W.I.B.”)
– 31-member board
– Business-led
– Regional policies and plans
– Policy and oversight of
Workforce Programs
• Susquehanna Workforce
Network, Inc. (“S.W.N.”)
– Non-profit corporation
– Provides info/data to W.I.B.
– Enhances workforce
development system
– Operates programs and
services
Susquehanna Workforce Investment Board
& Network
• Over 30 years of Oversight
• High Performer
• Innovation, Coordination, Proactive
• Nationally Recognized
• Knowledgeable and Committed
• Business-Focused
• Benefits to the Region
2014 Cecil Leadership Institute 03.26.14
Available Funding
Training
20%
Skills
Upgrade
15 %
Basic
Job
Search
14%
Youth
14%
Specific
Grant
24%
Administrative
6%
Business
Services
7%
Investment
* 31.5 Harford County
* 21.3 Cecil County
Highly-Educated Region
Adults with Bachelor's Degree
Prosperous Region
* $76,645 Harford County
* $66,025 Cecil County
Income
Median Household Income 2012
Source: American Community Survey 2012 Estimates
United States $51,371
Population of Susquehanna WIA by Sex
and Age (2000 vs. 2010 )
2000 2010 Absolute
Change
Percent
Change
Population 304,541 345,934 41,393 13.6%
Male 149,675 169,994 20,319 13.6%
Female 154,866 175,940 21,074 13.6%
Age
Under 9 46,092 44,678 -1,414 -3.1%
10 to 19 45,473 50,048 4,575 10.1%
20 to 24 14,362 19,879 5,517 38.4%
25 to 34 40,657 39,812 -845 -2.1%
35 to 44 55,127 48,360 -6,767 -12.3%
45 to 54 44,257 57,372 13,115 29.6%
55 to 59 15,967 23,262 7,295 45.7%
60 and over 42,606 62,523 19,917 46.7%
Senior Workforce & Retirement Trend
 Population of those aged 60 or plus is expected to grow faster
in Susquehanna counties. Between 2010 and 2040:
 Cecil County: +101 percent;
 Harford County: +68 percent;
 Maryland: +61 percent;
 Average retirement age continued to rise:
 Since 1996, the retirement age rose from 60 to 67;
 Only 38 percent of the surveyed are confident about their financial
security after retirement -- indication that many are reluctant to retire
yet.
2014 Cecil Leadership Institute 03.26.14
Key Findings of the Baltimore
Talent Development Pipeline Study
Healthcare Construction IT/ Cybersecurity Transportation &
Logistics
Business Services
1. Medical Records
and Health
Information
Technicians
2. Pharmacy
Technicians
3. Surgical
Technologists
4. Radiologic
Technologists
and Technicians
5. Medical and
Clinical
Laboratory
Technicians
6. Licensed
Practical and
Licensed
Vocational
Nurses
7. Emergency
Medical
Technicians and
Paramedics
8. Registered
Nurses
9. Respiratory
Therapists
10. Dental Hygienists
1. Electricians
2. Plumbers,
Pipefitters, and
Steamfitters
3. Carpenters
4. Operating
Engineers and
Other
Construction
Equipment
Operators
5. Highway
Maintenance
Workers
6. Brickmasons and
Blockmasons
7. Glaziers
8. Elevator
Installers and
Repairers
9. Heating, Air
Conditioning,
and
Refrigeration
Mechanics and
Installers
1. Computer
Support
Specialists*
2. Computer
Systems
Analysts*
3. Network and
Computer
Systems
Administrators
4. Information
Security
Analysts, Web
Developers, and
Computer
Network
Architects
1. Industrial Truck
and Tractor
Operators
2. Heavy and
Tractor-Trailer
Truck Drivers
3. Cargo and
Freight Agents
4. Dispatchers
5. Bus and Truck
Mechanics and
Diesel Engine
Specialists
1. Tax Preparers
2. Human Resources
Assistants
3. Hazardous Materials
Removal Workers
4. Environmental
Science and
Protection
Technicians,
Including Health
5. Civil Engineering
Technicians*
6. Electrical and
Electronics
Engineering
Technicians*
7. Mechanical
Engineering
Technicians
8. Other Engineering
Technicians
9. Architectural and
Civil Drafters
10. Mechanical
Drafters*
Detailed Findings: Share of Jobs by
Minimum Educational Requirements
Detailed Findings: Average Wages by
Minimum Educational Requirements
Susquehanna WIA Inflor/Outflow Job
Counts (As of 2010, based on Primary Jobs)
The relative size of the Venn
diagram circles represents the
amount of workers living and
working in SWIA. The size of
the intersection area represents
the count of workers that live
and work in SWIA.
Thirty-seven percent of
SWIA residents also work in
the SWIA; 60.2 percent of all
SWIA workers live in SWIA.
Source: U.S. Census Bureau, OnTheMap
Cecil County Industry Employment
Quarterly Average Employment
Federal Government, 1,583
State Government, 523
Local Government, 4,067
Natural Resources and
Mining, 810
Construction, 1,164
Manufacturing, 4,302
Trade, Transportation, and
Utilities, 6,722
Information, 140
Financial Activities, 672
Professional and Business
Services, 1,665
Education and Health
Services, 3,777
Leisure and Hospitality, 3,367
Other Services, 910
Size Establishments % of Total
Establishments
% of Total
Employment
Micro (0-9) 5,490 76.1% 17.8%
Small (10-24) 1,073 14.9% 18.9%
Medium (25-99) 521 7.2% 27.4%
Large (>=100) 132 1.8% 36.0%
Total 7,216 100.0% 100.0%
Susquehanna WIA Private Sector
Establishments by Size
As of Q4 2011
W. L. Gore & Associates GORE-TEX® medical products / R&D 2,387
Union Hospital / Affinity Health System Medical services 1,236
Perry Point VA Med. Ctr.* Medical services 1,125
Walmart Consumer goods 500
Cecil College Higher education 485
ATK Propellants, rocket motors 436
IKEA Home furnishings distrib. 370
Penn National Gaming / Hollywood Casino Casino gaming 350
Terumo Medical Products Medical products / R&D 342
Terumo Cardiovascular Systems Medical products / R&D 297
Bayside Comm. Network Services for the disabled 250
Burris Logistics Refrigerated trucking 250
McDonald's Restaurants 240
Moon Nurseries Nursery products 240
Sandy Cove Ministries Conf. and retreat center 231
Warwick Mushroom Farms Mushroom production 225
C&S Wholesale Grocers Food products distribution 224
Kenneth O. Lester / PFG Food products distribution 205
Calvert Manor Healthcare Center Nursing care 200
Restoration Hardware Home furnishings distribution 200
Top (20) Cecil County Employers as of
Nov 2013
Industry Sectors Average Weekly Wage
$1,406.00
$1,207.00
$1,130.00
$802.00
$806.00
$784.00
$797.00
$730.00
$715.00
$660.00
$665.00
$506.00
$341.00
Manufacturing
Federal Government
Information
State Government
Local Government
Education and Health Services
Financial Activities
Construction
Trade, Transportation, and Utilities
Professional and Business Services
Natural Resources and Mining
Other Services
Leisure and Hospitality
Occupational Hiring
Six sectors with the greatest promise of
mid-skilled jobs:
 The healthcare sector
 The construction sector
 The information technology sector
(including cybersecurity)
 The transportation and
warehousing sector (logistics)
 The business services sector
(including purchasing)
 The manufacturing sector
Business Services & Engagement
Business outreach
 4034 businesses
engaged/326 New
Incumbent worker training
Workforce attraction
On-the-Job training
Re-employment Assistance/
Rapid Response
Prospect meetings
Occupations with the highest job opening advertised
online in the Susquehanna Region on March 24, 2014
Rank Industry Job Openings
1 Professional, Scientific, and Technical Services 697
2 Retail Trade 326
3 Health Care and Social Assistance 275
4 Accommodation and Food Services 239
5 Manufacturing 233
6 Administrative and Support and Waste Manageme 163
7 Wholesale Trade 107
8 Other Services (except Public Administration) 81
9 Educational Services 80
10 Finance and Insurance 79
11 Public Administration 75
12 Transportation and Warehousing 57
13 Information 43
14 Real Estate and Rental and Leasing 39
15 Construction 27
16 Arts, Entertainment, and Recreation 9
17 Agriculture, Forestry, Fishing and Hunting 7
18 Management of Companies and Enterprises 5
19 Mining, Quarrying, and Oil and Gas Extraction 3
20 Utilities 3
2014 Cecil Leadership Institute 03.26.14
Serving 32,924
Customers!
Operate through a partnership between the Susquehanna Workforce
Network, Inc. and the Division of Workforce Development in coordination
with other workforce partners.
Connect job seekers to employment and training services.
 Job Listings
 Labor Market Info
 Workshops
– Job Search
– Interviews/Resumes
– Applying for Federal Jobs
 Career Assessment
 Proficiency Testing
Workforce
Center Services
 Employment Advising
 Skill Enhancement &
Training Services
 Woofound (Career
Interest)
 Specialized
programs/services
 Veterans
 Early Intervention
 Dislocated Workers
RESULTS
New Job Title Wages/HR SWN Services
Registered Nurse 29.00HR Training
General Maintenance Supervisor 44.71HR Training
Nurse Clinician I 28.60HR Training
Team Leader 22.95HR Core/Intensive/ Training
Project Manager 27.17HR Training
Purchasing Property Administrator 21.16HR Training
Carpenter 25.00HR Training
Video On Demand Medical Developer 18.75HR Training
Logistician 26.00HR Training
Production Area Leader 40.00HR Core/Intensive/Training
Computer Technician 18.53HR Training
Computer Server Administrator 37.50HR Training
Truck Driver 20.00HR Core/Intensive
CNC Operator 19.00HR Core/Intensive/Training
Lead Mechanic 20.00HR Core/Intensive/Training
Service Tech 17.00HR Core/Intensive
Maintenance Tech 18.00HR Core/Intensive
Process Tech 20.00HR Core/Intensive
Administrative Assistant 20.00HR Training
Machine Operator 23.11HR Core/Intensive/Training
Senior Control Engineer 47.11HR Training
Software Quality Assurance Engineer 40.07HR Core
Electrical Mechanic Tech 24.84HR Training
General Youth Services
 Entry Level (Ages 18 -21)
and Summer Job Fairs
(Ages 16 -21) - 4
 Workshops
Job Search 101
Background Check/Security
Clearance
Career Options
Job Fair Preparation
Targeted Youth Services
– SWN contracts with youth service
providers for services to youth who have
dropped out of the public school system
and/or are basic skills deficient.
 Harford County Public
Schools (55 youth)
 Harford Community
College – Certificate to
Career in 1 Year (27
youth)
 Henkels & McCoy, Inc. (55 youth)
 Project Crossroads (20 youth)
Executing innovative workforce strategies
that contribute to the economic
competitiveness of our region and
improving the quality of life for business
and job seekers.

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2014 Cecil Leadership Institute 03.26.14

  • 1. Executing innovative workforce strategies that contribute to the economic competitiveness of our region 2014 Cecil Leadership Institute Bruce England, Executive Director
  • 2. Susquehanna Workforce Network, Inc. (Susquehanna Workforce Investment Board)
  • 3. Susquehanna Workforce Investment Board & Network • Workforce Investment Board (“W.I.B.”) – 31-member board – Business-led – Regional policies and plans – Policy and oversight of Workforce Programs • Susquehanna Workforce Network, Inc. (“S.W.N.”) – Non-profit corporation – Provides info/data to W.I.B. – Enhances workforce development system – Operates programs and services
  • 4. Susquehanna Workforce Investment Board & Network • Over 30 years of Oversight • High Performer • Innovation, Coordination, Proactive • Nationally Recognized • Knowledgeable and Committed • Business-Focused • Benefits to the Region
  • 8. * 31.5 Harford County * 21.3 Cecil County Highly-Educated Region Adults with Bachelor's Degree
  • 9. Prosperous Region * $76,645 Harford County * $66,025 Cecil County
  • 10. Income Median Household Income 2012 Source: American Community Survey 2012 Estimates United States $51,371
  • 11. Population of Susquehanna WIA by Sex and Age (2000 vs. 2010 ) 2000 2010 Absolute Change Percent Change Population 304,541 345,934 41,393 13.6% Male 149,675 169,994 20,319 13.6% Female 154,866 175,940 21,074 13.6% Age Under 9 46,092 44,678 -1,414 -3.1% 10 to 19 45,473 50,048 4,575 10.1% 20 to 24 14,362 19,879 5,517 38.4% 25 to 34 40,657 39,812 -845 -2.1% 35 to 44 55,127 48,360 -6,767 -12.3% 45 to 54 44,257 57,372 13,115 29.6% 55 to 59 15,967 23,262 7,295 45.7% 60 and over 42,606 62,523 19,917 46.7%
  • 12. Senior Workforce & Retirement Trend  Population of those aged 60 or plus is expected to grow faster in Susquehanna counties. Between 2010 and 2040:  Cecil County: +101 percent;  Harford County: +68 percent;  Maryland: +61 percent;  Average retirement age continued to rise:  Since 1996, the retirement age rose from 60 to 67;  Only 38 percent of the surveyed are confident about their financial security after retirement -- indication that many are reluctant to retire yet.
  • 14. Key Findings of the Baltimore Talent Development Pipeline Study Healthcare Construction IT/ Cybersecurity Transportation & Logistics Business Services 1. Medical Records and Health Information Technicians 2. Pharmacy Technicians 3. Surgical Technologists 4. Radiologic Technologists and Technicians 5. Medical and Clinical Laboratory Technicians 6. Licensed Practical and Licensed Vocational Nurses 7. Emergency Medical Technicians and Paramedics 8. Registered Nurses 9. Respiratory Therapists 10. Dental Hygienists 1. Electricians 2. Plumbers, Pipefitters, and Steamfitters 3. Carpenters 4. Operating Engineers and Other Construction Equipment Operators 5. Highway Maintenance Workers 6. Brickmasons and Blockmasons 7. Glaziers 8. Elevator Installers and Repairers 9. Heating, Air Conditioning, and Refrigeration Mechanics and Installers 1. Computer Support Specialists* 2. Computer Systems Analysts* 3. Network and Computer Systems Administrators 4. Information Security Analysts, Web Developers, and Computer Network Architects 1. Industrial Truck and Tractor Operators 2. Heavy and Tractor-Trailer Truck Drivers 3. Cargo and Freight Agents 4. Dispatchers 5. Bus and Truck Mechanics and Diesel Engine Specialists 1. Tax Preparers 2. Human Resources Assistants 3. Hazardous Materials Removal Workers 4. Environmental Science and Protection Technicians, Including Health 5. Civil Engineering Technicians* 6. Electrical and Electronics Engineering Technicians* 7. Mechanical Engineering Technicians 8. Other Engineering Technicians 9. Architectural and Civil Drafters 10. Mechanical Drafters*
  • 15. Detailed Findings: Share of Jobs by Minimum Educational Requirements
  • 16. Detailed Findings: Average Wages by Minimum Educational Requirements
  • 17. Susquehanna WIA Inflor/Outflow Job Counts (As of 2010, based on Primary Jobs) The relative size of the Venn diagram circles represents the amount of workers living and working in SWIA. The size of the intersection area represents the count of workers that live and work in SWIA. Thirty-seven percent of SWIA residents also work in the SWIA; 60.2 percent of all SWIA workers live in SWIA. Source: U.S. Census Bureau, OnTheMap
  • 18. Cecil County Industry Employment Quarterly Average Employment Federal Government, 1,583 State Government, 523 Local Government, 4,067 Natural Resources and Mining, 810 Construction, 1,164 Manufacturing, 4,302 Trade, Transportation, and Utilities, 6,722 Information, 140 Financial Activities, 672 Professional and Business Services, 1,665 Education and Health Services, 3,777 Leisure and Hospitality, 3,367 Other Services, 910
  • 19. Size Establishments % of Total Establishments % of Total Employment Micro (0-9) 5,490 76.1% 17.8% Small (10-24) 1,073 14.9% 18.9% Medium (25-99) 521 7.2% 27.4% Large (>=100) 132 1.8% 36.0% Total 7,216 100.0% 100.0% Susquehanna WIA Private Sector Establishments by Size As of Q4 2011
  • 20. W. L. Gore & Associates GORE-TEX® medical products / R&D 2,387 Union Hospital / Affinity Health System Medical services 1,236 Perry Point VA Med. Ctr.* Medical services 1,125 Walmart Consumer goods 500 Cecil College Higher education 485 ATK Propellants, rocket motors 436 IKEA Home furnishings distrib. 370 Penn National Gaming / Hollywood Casino Casino gaming 350 Terumo Medical Products Medical products / R&D 342 Terumo Cardiovascular Systems Medical products / R&D 297 Bayside Comm. Network Services for the disabled 250 Burris Logistics Refrigerated trucking 250 McDonald's Restaurants 240 Moon Nurseries Nursery products 240 Sandy Cove Ministries Conf. and retreat center 231 Warwick Mushroom Farms Mushroom production 225 C&S Wholesale Grocers Food products distribution 224 Kenneth O. Lester / PFG Food products distribution 205 Calvert Manor Healthcare Center Nursing care 200 Restoration Hardware Home furnishings distribution 200 Top (20) Cecil County Employers as of Nov 2013
  • 21. Industry Sectors Average Weekly Wage $1,406.00 $1,207.00 $1,130.00 $802.00 $806.00 $784.00 $797.00 $730.00 $715.00 $660.00 $665.00 $506.00 $341.00 Manufacturing Federal Government Information State Government Local Government Education and Health Services Financial Activities Construction Trade, Transportation, and Utilities Professional and Business Services Natural Resources and Mining Other Services Leisure and Hospitality
  • 22. Occupational Hiring Six sectors with the greatest promise of mid-skilled jobs:  The healthcare sector  The construction sector  The information technology sector (including cybersecurity)  The transportation and warehousing sector (logistics)  The business services sector (including purchasing)  The manufacturing sector
  • 23. Business Services & Engagement Business outreach  4034 businesses engaged/326 New Incumbent worker training Workforce attraction On-the-Job training Re-employment Assistance/ Rapid Response Prospect meetings
  • 24. Occupations with the highest job opening advertised online in the Susquehanna Region on March 24, 2014 Rank Industry Job Openings 1 Professional, Scientific, and Technical Services 697 2 Retail Trade 326 3 Health Care and Social Assistance 275 4 Accommodation and Food Services 239 5 Manufacturing 233 6 Administrative and Support and Waste Manageme 163 7 Wholesale Trade 107 8 Other Services (except Public Administration) 81 9 Educational Services 80 10 Finance and Insurance 79 11 Public Administration 75 12 Transportation and Warehousing 57 13 Information 43 14 Real Estate and Rental and Leasing 39 15 Construction 27 16 Arts, Entertainment, and Recreation 9 17 Agriculture, Forestry, Fishing and Hunting 7 18 Management of Companies and Enterprises 5 19 Mining, Quarrying, and Oil and Gas Extraction 3 20 Utilities 3
  • 26. Serving 32,924 Customers! Operate through a partnership between the Susquehanna Workforce Network, Inc. and the Division of Workforce Development in coordination with other workforce partners. Connect job seekers to employment and training services.
  • 27.  Job Listings  Labor Market Info  Workshops – Job Search – Interviews/Resumes – Applying for Federal Jobs  Career Assessment  Proficiency Testing Workforce Center Services  Employment Advising  Skill Enhancement & Training Services  Woofound (Career Interest)  Specialized programs/services  Veterans  Early Intervention  Dislocated Workers
  • 28. RESULTS New Job Title Wages/HR SWN Services Registered Nurse 29.00HR Training General Maintenance Supervisor 44.71HR Training Nurse Clinician I 28.60HR Training Team Leader 22.95HR Core/Intensive/ Training Project Manager 27.17HR Training Purchasing Property Administrator 21.16HR Training Carpenter 25.00HR Training Video On Demand Medical Developer 18.75HR Training Logistician 26.00HR Training Production Area Leader 40.00HR Core/Intensive/Training Computer Technician 18.53HR Training Computer Server Administrator 37.50HR Training Truck Driver 20.00HR Core/Intensive CNC Operator 19.00HR Core/Intensive/Training Lead Mechanic 20.00HR Core/Intensive/Training Service Tech 17.00HR Core/Intensive Maintenance Tech 18.00HR Core/Intensive Process Tech 20.00HR Core/Intensive Administrative Assistant 20.00HR Training Machine Operator 23.11HR Core/Intensive/Training Senior Control Engineer 47.11HR Training Software Quality Assurance Engineer 40.07HR Core Electrical Mechanic Tech 24.84HR Training
  • 29. General Youth Services  Entry Level (Ages 18 -21) and Summer Job Fairs (Ages 16 -21) - 4  Workshops Job Search 101 Background Check/Security Clearance Career Options Job Fair Preparation Targeted Youth Services – SWN contracts with youth service providers for services to youth who have dropped out of the public school system and/or are basic skills deficient.  Harford County Public Schools (55 youth)  Harford Community College – Certificate to Career in 1 Year (27 youth)  Henkels & McCoy, Inc. (55 youth)  Project Crossroads (20 youth)
  • 30. Executing innovative workforce strategies that contribute to the economic competitiveness of our region and improving the quality of life for business and job seekers.