WORKFORCE INFORMATION
WORKFORCE INFORMATIONPresented by: Paula Hickel & Susan OgurekJob Service North Dakota
JOB SERVICE NORTH DAKOTAOur Mission: Meeting Workforce NeedsOur Business: Providing Workforce & Unemployment Services Resource Centers Workshops Job Fairs / Hiring Events WIOA UI Insurance Labor Market Information Employer Recruitment Job Searching Social Media job promo Local Offices & State LevelJobsnd.com
AGENDA Job Opening Info Effect of Oilfield Wages Quality of Life Issues
NDLMI.COM LABOR MARKET INFORMATION
NWND CURRENT JOB OPENINGS1435 Jobs1% from 8/1911% from 9/18Average Wage 29.28/hrND Average Wage 26.70/hr80% pay 20 COUNTIES: Divide, McKenzie & Williams
NCND CURRENT JOB OPENINGS1418 Jobs7% from 8/1911% from 9/18Average Wage 25.39/hrND Average Wage 26.70/hr60% pay 20 COUNTIES: Burke, Bottineau, McHenry, Pierce,Mountrail, Renville & Ward
TOP 3 NWND OCCUPATIONAL GROUPS42% of Openings (609 jobs)1. Transportation & Material Moving 257 openings (18% of all) 10% since 8/19 - 7% since 9/182. Healthcare Practitioners and Technical 180 openings (13% of all) No change since 8/19 -19% since 9/183. Installation, Maintenance and Repair 172 openings (11% of all) -4% since 8/19 -32% since 9/18
TOP 3 NCND OCCUPATIONAL GROUPS46% of Openings (652 jobs)1. Sales & Related 257 openings (18% of all) 81% since 8/19 19% since 9/182. Healthcare Practitioners and Technical 227 openings (16% of all) - 4% since 8/19 - 4% since 9/183. Installation, Maintenance and Repair 112 openings (11% of all) - 2% since 8/19 - 7% since 9/18
ENTRY LEVEL WAGES OF JOB OPENINGSNWNDNorth Dakota0%63% - 25 NCND.8%45% - 25 44% - 25
ENTRY-LEVEL EDUCATIONNWNDNorth DakotaNCND
ACTIVE IN-STATE RESUMESND:More Jobs than Job Seekers in Every Occupation GroupNWND: More Jobs than Job Seekersin Every Occupation Group, Except Office and Administrative Support (1:1 ratio) Life, Physical and Social Science (nearly a 1:1 ratio)NCND: More Jobs than Job Seekersin Every Occupation Group, Except Office and Administrative Support (nearly 2:1 ratio) Management; Construction/Extraction; Production (nearly a 1:1 ratio)All 3: Most Scarce Category of Job Seekers (in comp to Openings) Healthcare Practitioners & Technical*For every Active Resume there are 12 Job Openings
DRAWBACKS OF HIGH OILFIELD WAGES1.Increased Cost of Living2.Work/Life Balance Issues3.Difficulty FillingNon-Oilfield Positions
INCREASED COST OF LIVING5 Highest Cost of Living Counties in com
INCREASED COST OF LIVINGJob Service ND Williston Facebook Page CommentsOilfield Worker:Disability Income:
WORK/LIFE BALANCE ISSUES LONG hours with little time offfor family or self-care At-home parent overwhelmedOilfield Worker:
DIFFICULTY FILLING NON-OILFIELD POSITIONS1. Non-Oilfield Companies Struggle to Compete withOilfield Wages2. Oilfield spouses often stay home rather than working High Daycare Costs Oilfield spouse works long hours No bussing in Williston3. Difficult to Recruit due to High Cost of Living
QUALITY OF LIFE ISSUES School Overcrowding Medical Provider Shortage Bare shelves at Walmart Daycare Shortage Lack of Affordable Housing
CONCLUSIONWestern ND’s job seeker market will: Continue to provide tremendous career andfinancial opportunities related to Oil & Gas,while Presenting ongoing ripple-effect challengesfor everyone in those regions.#NDJobs
Paula Hickel, Williston Workforce Center Managerpahickel@nd.gov / 701-774-7911Susan Ogurek, Minot Workforce Center Managersogurek@nd.gov / 701-857-7544
Effect of Oilfield Wages . *For every Active Resume there are 12 Job Openings. DRAWBACKS OF HIGH OILFIELD WAGES 1.Increased Cost of Living 2.Work/Life Balance Issues 3.Difficulty Filling Non-Oilfield Positions. INCREASED C
The EMS Workforce Guidelines document foundation is in both the EMS Workforce Assessment and the EMS Workforce Agenda. The primary objective of the EMS Workforce Assessment was to, “address issues relevant to the process of workforce planning.” 8 The EMS Workforce Assessment provides a listing of 12 critical policy issues
Workforce Team Leader Bridget Driggs 593-1862 Workforce Team Janice Gieseking 593-1859 Workforce Team Tanya Brooks 597-1474 Workforce Team Kevin Simons 593-0860 Last Revision Date July 25, 2019 . In this section . This section lists the Tasks for accessing and using Workforce and the corresponding page to reference. #1-Access the WorkForce Program
Workforce Planning Model. Analysis of workforce data is the key element in the workforce planning process. Workforce analysis frequently considers information such as occupations, skills, experience, retirement eligibility, diversity, turnover rates, education, and trend data. Key steps in workforce analysis are illustrated below. Plan:
Workforce Planning Project, the Victorian Auditor General’s Report on Workforce Planning and the Commonwealth Auditor General’s Report on Workforce Planning, as well as better practice in the private sector. 4 workforce planning toolkit–a guide for workforce planning in small to medium sized victorian public sector organisations
About Strategic Workforce Planning 1-1. Learning More About Strategic Workforce Planning 1-2. Related Guides1-2. Administering Strategic Workforce Planning . Setting Up Your Application. Implementation Checklist2-1. Creating an Application2-2. Familiarizing Yourself with Strategic Workforce Planning . Navigating in Strategic Workforce Planning 3-1
Bluegrass Local Workforce Area Occupational Outlook to 2024 Matthew G. Bevin Governor Hal Heiner Secretary Education and Workforce Development Cabinet Kate S. Akers, Ph.D. Executive Director Kentucky Center for Education and Workforce Statistics Luke Morgan, MPA Workforce Research Analyst Kentucky Center for Education and Workforce Statistics
Workforce management vendors who focus exclusively on workforce management software still see the world in terms of cost-efficiency, and their products reflect that world view. White Paper From Workforce Management to Workforce Productivity Using Workforce Productivity Solutions and Practices to Turn the Contact Center into a Profit Center 1
Loading and Calculating Incremental Workforce Data A-7 Preparing the Source Data File A-8 Configuring the Incremental File Adapter in Data Management A-9 Deciding Which Workforce Rules to Add A-13 Executing an Incremental Workforce Data Load A-14. B . Updating Workforce and Strategic Workforce Planning Artifacts. Reversing Customizations B-36. vii
