HomeMy WebLinkAboutCOUNCIL - AGENDA ITEM - 10/28/2014 - ECONOMIC HEALTH STRATEGIC PLAN UPDATEDATE:
STAFF:
October 28, 2014
Josh Birks, Economic Health Director
Bruce Hendee, Chief Sustainability Officer
WORK SESSION ITEM
City Council
SUBJECT FOR DISCUSSION
Economic Health Strategic Plan Update.
EXECUTIVE SUMMARY
The purpose of this agenda item is to review a proposed update to the Economic Health Strategic Plan approved
by City Council on June 26, 2012 (Resolution 2012-044; Vote: 7-0 in favor). The update responds to a City
Council request to evaluate changes to the existing strategic plan and seeks alignment with the objectives of the
Sustainability Service Area (formed in 2012). The update introduces five themes around which to organize the
City’s economic health activities:
Embracing the Climate Economy
Shared Prosperity
Grow Our Own
Think Regionally
Place Matters.
GENERAL DIRECTION SOUGHT AND SPECIFIC QUESTIONS TO BE ANSWERED
1. Does City Council support the five themes as presented in the draft plan?
2. Are there any strategies or actions missing from the updated plan that Council feels the Economic Health
Office should consider?
3. Are there any strategies or actions in which the City should not be involved?
BACKGROUND / DISCUSSION
What is Economic Health?
The City of Fort Collins intentionally uses the terms “Economic Health” to describe the community’s engagement
with the economy. The meaning of health refers to a “general condition of…soundness” to “vitality”
(Dictionary.com). The concept of soundness and vitality are a key reasons the City uses the word “health” versus
“development” when discussing economic activities. The objective is overall soundness and long-term vitality not
short-term or individualized gain. In addition, the focus on triple bottom line thinking further reinforces the
commitment to a more holistic view of the economy’s role in our community.
Therefore, the objective of Economic Health is a sustainable economy. A sustainable economy means that
residents can find employment and afford to live in the community; that businesses are able and encouraged to
start, remain, and expand in the community; and that everyone can expect quality City services and sustainable
attractive infrastructure.
ECONOMIC HEALTH VISION: Promote a healthy, sustainable economy reflecting community values
October 28, 2014 Page 2
Why a Revisit?
In 2011 and 2012, the Economic Health Office (EHO) led a process to update the community’s strategic plan
related to economic health. The update followed the City Plan update process completed in early 2011. It was the
intent for the update to move beyond the previous 2005 Economic Health Action Plan by developing guiding
principles and strategic goals to guide future economic health activities.
In 2012, the Economic Health Office joined the Sustainability Service Area (SSA) shortly before the previous
version of the Economic Health Strategic Plan (EHSP) was adopted in June 2012. Now, two plus years into the
partnership with Environmental Services and Social Sustainability that was formed when SSA was created, there
is a need to align the EHSP with SSA division objectives. Enhancing community resiliency is a key part of this
alignment.
In addition, alignment between the three departments of the SSA division will be enhanced by calling out specific
goals and strategies that describe the triple bottom line. This revisit attempts to describe the overlap between the
three individual departments. These goals and strategies are intended to enhance the partnering opportunities
between the departments and aid in describing collective objectives.
Finally, the revisit is intended to consider several emerging challenges facing the City of Fort Collins economy.
These challenges include:
Climate change;
Community build-out;
Pace of innovation or disruptive technologies; and
Workforce demographic shifts.
While many of these challenges are not unique to Fort Collins, they will have unique implications. This update
attempts to address these issues through revisions and changes to the previously adopted guiding principles and
strategic goals.
It is not the intent of this update to rewrite or negate the existing adopted EHSP, but rather to enhance the
previous version for the reasons stated above.
Plan Structure
The plan adopts the same structure as the Social Sustainability Department Plan presented to City Council in
early 2014. The plan is laid out in themes. Each theme section includes relevant current conditions, a vision for
the future, the role of the City, and numerous goals. The goals include specific actions, a desired outcome, and
metrics to evaluate success. Finally, the goals include a preliminary timeline for the major actions.
Additional Work Completed
The EHO has completed two major pieces of additional analysis since the Economic Health Strategic Plan was
approved in 2012.
Cluster Strategy 2.0 - An update to the Targeted Industry Cluster program completed by TIP Strategies in
2013. The study proposed several adjustments to the cluster program including the introduction of a
competitive funding program for distributing cluster dollars.
Larimer County Labor Force Study - The study, completed by TIP Strategies, does a deep dive on the
existing and anticipated labor force in Larimer County, including information on commute patterns, skills gap,
and available jobs.
Each of these documents has been used in developing this update to the Economic Health Strategic Plan.
October 28, 2014 Page 3
Overview of Themes
The plan includes five themes. The themes are intended to organize the economic health activities of the City.
The themes and proposed vision for each are provided below:
Embracing the Climate Economy - Businesses adapt to climate change "in place" and leverage community
carbon reduction goals to develop new products and services
Shared Prosperity - Employment opportunities exist across the income and education/skill spectrums
Grow Our Own - Our innovation ecosystem fosters the development of new and creative industry
Think Regionally - A region that partners to address issues which extend beyond municipal boundaries
Place Matters - A balanced built and natural environment that the community (including employers and
talent) takes pride in.
The plan identifies current conditions, the City’s role, and proposed goals with actions, metrics and desired
outcomes. The additional detail is provided in the attached Draft Economic Health Strategic Plan Update.
Public Engagement
The revisit of the strategic plan relies on public engagement gathered as part of the 2012 strategic planning
process, including:
Public engagement on City Plan
Focus groups with key stakeholders (cluster managers, primary employers, small employers)
Several working sessions with the Economic Advisory Commission
In addition, the revisit looks to public engagement conducted to develop the City’s Strategic Plan in late 2013 and
early 2014. Finally, additional public engagement was conducted in the development of this draft, including:
A presentation of the five themes to the Economic Advisory Commission in September 2014 (draft minutes
included)
An overview of the revisit to the Fort Collins Area Chamber of Commerce - Local Legislative Affairs
Committee in October 2014
Individual discussions with community partners (e.g., Rocky Mountain Innosphere, Larimer County Small
Business Development Center, Larimer County Workforce)
Additional public engagement is planned for November and December and will include at a minimum
presentations to the following boards and commissions (See the attached Public Engagement Plan Overview):
Economic Advisory Commission
Natural Resources Advisory Board
Air Quality Advisory Board
Community Development Block Grant Commission
Super Board Meeting - to include representatives from all interested boards and commissions (optional)
Next Steps
EHO staff currently is targeting a presentation of the final revised plan to City Council for approval at its January
20, 2015 regular meeting. Prior to this presentation, staff will conduct additional public engagement as outlined
above and directed by City Council. The public engagement and comments from City Council will be used to
refine the plan. The final plan will include infographics similar to those presented in the Social Sustainability
Department Plan for each of the five thematic areas. Finally, the plan will be laid out in a similar fashion, with
images and graphics, to the Social Sustainability Department Plan for continuity and parallel structure.
October 28, 2014 Page 4
ATTACHMENTS
1. Draft Economic Health Strategic Plan Update - 2014 (PDF)
2. Cluster Strategy 2.0 (PDF)
3. Larimer County Labor Force Study, 2014 (PDF)
4. Larimer County Labor Force Study - Snap Shot, 2014 (PDF)
5. Staff Presentation (PPTX)
6. Public Engagment Plan Overview - Economic Health Strategic Plan Update (DOC)
DRAFT
Economic Health Strategic Plan:
2014 Update
Addendum/Revisit of 2012 Strategic Plan
Project Sponsor: Bruce Hendee
Project Manager: Josh Birks
Prepared: October 21, 2014
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Contents
Economic Health Strategic Plan: 2014 Update ............................................................................................. 1
What is Economic Health? ........................................................................................................................ 1
Why a Revisit? ........................................................................................................................................... 1
Plan Structure ........................................................................................................................................... 2
Additional Work Completed ..................................................................................................................... 2
A. Shared Prosperity .................................................................................................................................. 3
Challenges ................................................................................................................................................. 3
Our Vision .................................................................................................................................................. 3
Our Role .................................................................................................................................................... 3
B. Grow Our Own ...................................................................................................................................... 7
Challenges ................................................................................................................................................. 7
Our Vision .................................................................................................................................................. 7
Our Role .................................................................................................................................................... 7
C. Place Matters ...................................................................................................................................... 11
Challenges ............................................................................................................................................... 11
Our Vision ................................................................................................................................................ 11
Our Role .................................................................................................................................................. 11
D. The Climate Economy ......................................................................................................................... 15
Challenges ............................................................................................................................................... 15
Our Vision ................................................................................................................................................ 15
Our Role .................................................................................................................................................. 15
E. Think Regionally .................................................................................................................................. 19
Challenges ............................................................................................................................................... 19
Our Vision ................................................................................................................................................ 19
Our Role .................................................................................................................................................. 19
Acknowledgements ................................................................................................................................. 22
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What is Economic Health?
The City of Fort Collins intentionally uses the terms “Economic Health” to describe the community’s
engagement with the economy. The meaning of health (see definition from dictionary.com below) refers
to a “general condition of…soundness” and “vitality.” The City uses the word “health” versus
“development” when discussing economic activities because the objective is overall soundness and
long‐term vitality not short‐term or individualized gain. In addition, the focus on triple bottom line
thinking further reinforces the commitment to a more holistic view of the economy’s role in our
community.
Health [helth]; noun
From the Old English word hælþ meaning "wholeness, a being whole,
sound or well"
1. The general condition of the body or mind with reference to
soundness and vigor.
2. Soundness of body or mind; freedom from disease or ailment.
3. A polite or complimentary wish for a person's health, happiness,
etc., especially as a toast
4. Vigor; vitality
Therefore, the objective of Economic Health is a sustainable economy. A sustainable economy means
that residents can find employment and afford to live in the community; that businesses are able and
encouraged to start, remain, and expand in the community; and that everyone can expect quality City
services and sustainable attractive infrastructure.
ECONOMIC HEALTH VISION:
Promote a healthy, sustainable economy reflecting
community values1
Why a Revisit?
In 2011 and 2012 the Economic Health Office (EHO) led a process to update the community’s strategic
plan related to economic health. The update followed the City Plan update process completed in early
2011. It was the intent for the update to move beyond the previous 2005 Economic Health Action Plan
by developing guiding principles and strategic goals to guide future economic health activities.
In 2012, the Economic Health Office joined the Sustainability Service Area (SSA) shortly before the
previous version of the Economic Health Strategic Plan (EHSP) was adopted in June of 2012. Now there
1 Taken from the City of Fort Collins Strategic Plan, 2014
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is a need to align the EHSP with SSA division objectives. Enhancing community resiliency is a key part of
this alignment.
In addition, alignment between the three departments of the SSA division will be enhanced by calling
out specific goals and strategies that describe the triple bottom line. This revisit attempts to describe the
overlap between the three individual departments. These goals and strategies are intended to enhance
the partnering opportunities between the departments and aid in describing collective objectives.
Finally, the revisit is intended to consider several emerging challenges facing the City of Fort Collins
economy. These challenges include:
Workforce demographic shifts ;
Pace of innovation or disruptive technologies;
Climate change; and
Community build‐out.
While many of these challenges are not unique to Fort Collins they will have unique implications. This
update attempts to address these issues through revisions and changes to the previously adopted
guiding principles and strategic goals.
It is not the intent of this update to re‐write or negate the existing adopted EHSP but rather to enhance
the previous version for the reasons stated above.
Plan Structure
The plan adopts the same structure as the Social Sustainability Department Plan present to City Council
in early 2014. The plan is laid out in themes. Each theme section includes relevant current conditions, a
vision for the future, the role of the City, and numerous goals. The goals include specific actions, a
desired outcome, and metrics to evaluate success. Finally, the goals include a preliminary timeline for
the major actions.
Additional Work Completed
The EHO has completed two major pieces of additional analysis since the Economic Health Strategic Plan
was approved in 2012.
Cluster Strategy 2.0 ‐ An update to the Targeted Industry Cluster program completed by TIP
Strategies in 2013. The study proposed several adjustments to the cluster program including the
introduction of a competitive funding program for distributing cluster dollars.
Larimer County Labor Force Study ‐ The study, completed by TIP Strategies, does a deep dive on
the existing and anticipated labor force in Larimer County, including information on commute
patterns, skills gap, and available jobs.
Each of these documents has been used in developing this update to the Economic Health Strategic
Plan.
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A. Shared Prosperity
Supporting a sustainable economy means enhancing the opportunities for all residents to participate in
the local economy. The City creates an atmosphere where business that align with community values
thrive and focuses on retaining, expanding, incubating and, lastly, attracting businesses. These efforts
focus on Targeted Industry Clusters (clean energy, water innovation, bioscience, technology ‐ chip
design/enterprise software, local food) and Sectors (advanced manufacturing, healthcare, and creative
industries). In addition, the City supports businesses that exemplify the overall character of the
community. Finally, enabling systems that ensure a skilled workforce that meets the needs of local
employers through partnerships with other economic development organizations is important.
Enhancing the ability of residents to share in our community’s prosperity will require a shift in focus
from “primary jobs” to “base jobs”2.
Challenges
Rising income disparity
Skills mismatch
Barrier to new business formation
Barriers/access to employment
Persistent underemployment
Shift in manufacturing jobs
Increase in out commuters
Shift in labor force demographics (Boomers/Millennials)
Rising cost of education
Stagnant incomes
Lag between education and employers
Rising student debt
Disproportionate unemployment by education level
Our Vision
Employment opportunities exist across the income and education/skill spectrums
Our Role
Ensure that policies, land use regulations, and other activities preserve and encourage
employment activity
Ensure alignment of Economic Health goals and strategies in the City organization, with strategic
partners, and in the community
2 Base jobs include jobs within the key traded sectors (traditional primary employer industries) and the essential
support service industries for these sectors (e.g., financial services, legal services, professional and technical
industries, and healthcare).
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Support workforce development and community amenity initiatives that meet the needs of Fort
Collins employers
Catalyze industry sectors and clusters to increase economic diversification
Prioritize capital investment to facilitate development of employment lands
Goal A.1: Close the Skills Gap and increase Career Pathways in the community
Create alignment between employers, workforce center and educational
institutions regarding future workforce needs
Develop and administer annually an Employer Satisfaction Survey
Research the need –engage in a “Voice of Customer” exercise targeting major employers
Convene partners to develop a process of cross collaboration
Support private industry identification of short‐ and long‐term skills needed in the workforce to
assist educational institutions in curriculum development
Identify and assist partner organizations and companies
Continue to develop the Advanced Manufacturing, Healthcare, and Creative Industry sectors in
collaboration with the State’s Office of Economic Development and International Trade (OEDIT)
Metrics
Number of Graduates with degrees/certificates placed in the local workforce
Labor participation rate
Employer Satisfaction Survey – Access to work ready employees locally
Goal A.2: Employment opportunities for a greater number of residents
Diversify employment opportunities through business retention, expansion,
incubation and attraction
Continue to convene and invest in targeted clusters/sectors and their supply chain
Refine and enhance City's direct assistance tools ‐ target a wide range of businesses with an
emphasis on base jobs
Enhance the Manufacturing Use Tax Rebate program to reduce cost of business investment
Understand supply chain gaps and complimentary business/industry to our economy
Develop a targeted marketing plan to "tell our story" beyond the region
Participate in cross‐functional teams to ensure that policies, land use regulations, capital
investment, and other activities support employment activity
Metrics
Location quotient of targeted industries and sectors
Unemployment rate compared to County and State
Workforce distribution within the labor shed (e.g., outbound commuters as a percentage of
labor force)
New business formation by industry/sector
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Goal A.3: Provide resources that enhance the ability of business to succeed in
the City (LINKED TO B.1)
Identify and coordinate resources that support businesses in the City
Engage businesses through a variety of methods (e.g., site visits, surveys, kitchen cabinets,
events) to understand needs – linked to the “Voice of Customer” activity described in A.1
Assign EHO Staff to liaison with Workforce Center, Larimer County Small Business Development
Center (SBDC), Front Range Community College, Colorado State University (CSU), Rocky
Mountain Innosphere (Innosphere), and others regarding support services for businesses
Maintain relationships with top/growing employers with an emphasis on Targeted Industry
Clusters and Sectors
Continue support of incubation facilities and services, including Rocky Mountain Innosphere,
Galvanize, and others.
Metrics
Layoffs and business relocations/reductions
Private investment in new manufacturing equipment (as measured by use tax receipts)
Output per capita (measure of productivity) – in Target Industries and Sectors
Goal A.4: Increase the number of work ready employees
Develop career pathways across educational attainment levels
Expand access to training programs, including short‐term skill building programs to build career
pathways that allow individuals to secure a job or advance in high‐demand industry and
occupations
Identify additional funding sources to support on‐the‐job training for new and incumbent
workers
Support workplace education and training opportunities
Metrics
Use of training grants and opportunities
Employer Satisfaction Survey – Access to work ready employees locally
Labor participation rate
Per capita income
NOTE: This plan recognizes the significant efforts and focus of the Social Sustainability Department to
address income inequality. The goals described under this theme represent one end of a spectrum of
efforts related to income inequality. As such, the actions suggested in this plan are intended to
compliment the work of SSD. The success of the plan relies on success of the SSD strategic plan and
efforts and vice versa.
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B. Grow Our Own
Fort Collins has numerous sources of innovation, intellectual property and inventions within its City
limits, including Colorado State University, federal research labs and a long list of innovative companies.
As a result, the city has one of the highest rates of innovation in the United States, producing 10 patents
per 10,000 residents. This fact, coupled with the recognition that entrepreneurship can be a powerful
engine of economic prosperity has led the City to identify innovation as a cornerstone of the Fort Collins
economy. This theme focuses on nurturing entrepreneurship and innovation across the spectrum of
companies – small to large and existing to start‐up.
Challenges
Lack of capital
Disjointed/misaligned resources
Barriers to spin‐out
Barriers to new business formation
Challenges to retaining start‐up and 2nd stage businesses
Infrastructure deficiencies
Lack of critical mass in certain target industry clusters
Failure to convert intellectual property (patents) into new businesses
Lack of suitable and affordable sites to accommodate high‐growth companies
Our Vision
Our innovation ecosystem fosters the development of new and creative industry
Our Role
Ensure alignment of resources such as reliable, ultra‐high speed internet services across the
community to incubate new businesses and support entrepreneurs
Identify barriers to spin‐out, new business formation, and conversion of intellectual property to
economic activity and develop new approaches to address the identified barriers
Work with business community to ensure an adequate supply of employment land (office and
industrial) to meet the need of new business formation and expansion
Goal B.1: Increase economic activity through innovation and entrepreneurism
(LINKED TO A.3)
Remove barriers and provide support to spin‐out, new business formation, and
conversion of intellectual property to economic activity
Inventory existing resources and understand barriers and gaps ‐ publish and share
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Ensure alignment of resources across local and regional organizations to address barriers and
gaps
Convene partners that provide support services to entrepreneurs, including Innosphere,
Galvanize, SBDC, CSU, Blue Ocean, SpokesBuzz
Ensure City's policies and regulations support and encourage business formation
Leverage cluster funding to address barriers within specific industries (e.g., talent development,
market expansion, etc.)3
Strengthen manufacturing, healthcare and creative industry sector activities ‐ consider drawing
in technology companies to these sectors
Connect with state partners (US Patent Office, OEDIT, etc.) and leverage other funding sources
Metrics
New business formation by industry/sector
Total number of patents and patents per 10,000 residents
Research Spending – CSU, Research Labs, Private Sector (if available)
Goal B.2: Increase the number of new start‐ups and entrepreneurs (LINKED TO
D.2, A.2, AND C.4)
Retain, develop, and recruit entrepreneurs and cutting‐edge companies
Complete a land readiness analysis of existing office and industrial vacant land to understand
the supply of employment land and barriers to development
Support programs/events that promote entrepreneurs (e.g., Blue Ocean Challenge)
Create a program (“hackathon” or issue challenge) that would help the City meet its goals or
address its challenges through innovative solutions
Leverage funding to target new business formation by underserved populations (e.g., veterans,
disable individuals, minorities and women)
Continue to develop the Advanced Manufacturing, Healthcare, and Creative Industry sectors in
collaboration with the State’s Office of Economic Development and International Trade (OEDIT)
Metrics
Location quotient of targeted industries and sectors
New business formation by industry/sector
Output per capita (measure of productivity) – in Target Industries and Sectors
3 Cluster Strategy 2.0 outlines a number of program objectives
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Goal B.3: Invest in enhancements to entrepreneurism and innovation
infrastructure (LINKED TO C.4)
Develop and support infrastructure that encourages entrepreneurism and
innovation
Promote the development of reliable, ultra‐high speed internet services throughout the
community – emphasize the role of broadband equity
Sponsor and promote accelerators and incubators (e.g., Innosphere, Galvanize, SBDC, Power
House, CSU Research Innovation Center)
Create an innovation district that will create a strong hub for entrepreneurial activities ‐
anchored by Innosphere & CSU Power house Energy Institute
Leverage the City's role as a large consumer and market maker to foster innovation and support
innovative companies and entrepreneurs.
Partner to develop a Creative District, as defined by the State of Colorado, to support the
promotion of arts and culture activities that attract entrepreneurs and an educated workforce
Sponsor and promote creative spaces (e.g., Carnegie Building, Southeast Creative Community
Center)
Metrics
New business formation by industry/sector
Businesses supported by partners (e.g., Innosphere, Galvanize, SBDC, Power House)
Jobs created, capital raised, sales increased by supported businesses
Dollars of public investment in infrastructure
Goal B.4: Increase capital to support start‐up companies and entrepreneurs
Support the development of new and enhanced capital access tools for
entrepreneurs and cutting‐edge companies
Consider using Cluster Funding to develop new or enhanced capital access programs that are
industry specific
Evaluate/Develop/Implement the use of Section 108 funds to support business lending
(revolving loan/micro finance)
Consider the use of CDBG funding to develop a revolving loan/micro finance program
Support Partners (e.g., RMI and CSU Ventures) working to provide new or enhanced capital
sources
Leverage the City's role as a large consumer and market maker to foster innovation and support
innovative companies / entrepreneurs.
Work with state partners on additional funding and regulatory opportunities
Metrics
Funds available in capital access tools & percent placed with companies
Funds raised by start‐up companies
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C. Place Matters
Rather than “deal‐making,” the City’s approach to Economic Health is one of “place‐making” (a decision‐
making approach intended to preserve and enhance a vibrant community by optimizing its economy,
environment and social values). Achieving this outcome requires balancing the built and natural
environment while delivering quality and comprehensive infrastructure that preserves the City’s sense
of place. This theme focuses on the role that place plays in a sustainable economy
Challenges
Cost of redevelopment
Land supply constraints
Infrastructure deficiencies
Adapting to future population growth
Rising material and labor costs
Rising land costs
Aging building inventory
Lack of available high quality office and industrial
Our Vision
A balanced built and natural environment that the community (including employers and talent) takes
pride in
Our Role
Ensure the City provides high‐quality comprehensive infrastructure that supports business
Support infill and redevelopment to meet climate action strategies and other community goals
Preserve the City's sense of place by encouraging strategic public and private investment
Help businesses navigate City processes
Goal C.1: Maintain clear, predictable and transparent processes
Facilitate Collaboration among City Departments
Assign EHO Staff to act as liaison with Planning Services
Form a rapid response team to respond efficiently to business inquiries
Form internal teams to collaborate on policy development (e.g., Sustainability Assessment
Team)
Work with representatives of the local business and development community to gather input on
the development review process and share findings with other City departments
Metrics
Response time to business inquiries and issues
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Goal C.2: Leverage infill and redevelopment that meets climate action goals
and other community objectives
Leverage private investment in targeted infill and redevelopment areas
Maintain and enhance relationships with land owners and the development community to meet
City objectives
Participate in Public Private Partnerships that facilitate infrastructure improvements and quality
redevelopment projects
Utilize special financing districts and other mechanisms to encourage the implementation of the
City's vision for each target area
Utilize a newly developed process for forming urban renewal areas and Tax Increment Financing
districts that goes beyond the State requirements
Metrics
Ratio of public to private investment in partnerships
Goal C.3: Balance land uses that support a healthy economy
Maintain a mix of land uses that supports the retention and expansion of
businesses while encouraging a broad mix of residential housing options
Assess land use policies and regulations to ensure support of desired development pattern
Prioritize redevelopment projects that include a mix of compatible land uses
Complete a land readiness analysis of existing office and industrial vacant land to understand
the supply of employment land and barriers to development
Develop and maintain an inventory of available sites
Metrics
Jobs to housing ratio
Average home price and average rent rate
Vacancy rates – office, industrial, retail, and apartments
Goal C.4: Invest in public infrastructure upgrades that support business
Encourage the development of vibrant business districts, commercial nodes and
commercial corridors through strategic public infrastructure investment
Participate in capital projects planning and prioritization
Prioritize public finance assistance for identified infrastructure deficiencies
Encourage catalyst projects that inspire private sector response in key targeted areas
Partner to develop a Creative District, as defined by the State of Colorado, to support the
promotion of arts and culture activities that attract entrepreneurs and an educated workforce
Metrics
Dollars of public investment in infrastructure
Private sector investment in key redevelopment areas
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Goal C.5: Encourage a culture and economy unique to Fort Collins and
consistent with community values
Preserve and enhance the features of Fort Collins’ that make it unique
Reinforce Fort Collins’ position as a regional center
Leverage the presence of the breweries in Fort Collins to grow the craft brewing industry and
attract visitors
Continue to support and enhance Fort Collins’ outdoor culture (e.g., cycling industry)
Participate in the evaluation and encouragement of urban agriculture
Partner to develop a Creative District, as defined by the State of Colorado, to support the
promotion of arts and culture activities that attract entrepreneurs and an educated workforce
Metrics
Visitation numbers to downtown and special events
Citizen survey results
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D. The Climate Economy
The reality of climate change has begun to be recognized by businesses across the nation. As a result,
businesses are evaluating numerous conditions that may impact their ability to operate in the near‐ and
long‐term. These conditions present challenges that will require adaptation and opportunities to
develop new technologies, approaches and expertise. Both adaptation and innovation will be key
aspects of creating community resiliency in the face of this outside force. The focus of this theme is
embracing that change to weather future changes and create new economic opportunity.
Challenges
Changing environmental conditions
Rising Utility Costs
Rising Commodity Prices
Supply Chain Impacts (E.g., Fukushima & Toyota)
Displacement
Rising Temperatures
Costs of Carbon Footprint Reduction
Impact of a Carbon Tax or similar regulation
Our Vision
Businesses adapt to climate change "in place" and leverage community carbon reduction goals to
develop new products and services
Our Role
Develop and attract expertise to the community that addresses the impacts to the business
community from climate change and carbon reduction
Aid businesses in leveraging the challenges of climate change and carbon reduction into
economic opportunities
Ensure that the business community is a full partner in identifying roles and challenges created
by climate change, particularly with regard to utility, climate adaptation, and carbon reduction
policies and regulations
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Goal D.1: Increase the understanding of barriers and opportunities presented
by climate change in the business community
Aid businesses in understanding climate change impacts and carbon reduction
opportunities
Work with CSU and others to bring seminars/lectures/classes to town related to climate change
and business impact
Aid in the re‐tooling of ClimateWise to encourage greater awareness and action by businesses
Collaborate with Utilities to refine incentives and rebates to encourage additional private
investment in carbon reduction efforts
Work with the Front Range By‐Products Synergy Network to encourage industrial symbiosis to
further reduce industrial waste products
Metrics
Private investment in energy conservation and carbon reduction efforts
Goal D.2: Engage the business community in carbon reduction efforts
Collaborate with other City Departments to increase Business Participation in
Carbon Reduction
Assign EHO Staff to liaison with Utilities and Environmental Services ‐ Specifically the Climate
Action Plan
Develop internal expertise on business‐related climate adaptation
Aid in communicating Community Carbon Reduction Goals to the business community
Support the development of strong policies, regulations, and programs that consider the role of
and impact to business
Articulate the business case for adapting to climate change
Metrics
Number of Businesses Participating in ClimateWise/Other Carbon Reduction Goals/Campaigns
Private investment in energy conservation and carbon reduction efforts
Goal D.3: Increase innovation related to carbon reduction
Aid businesses in leveraging community climate action goals to create new
business innovations
Inventory community capability related to carbon reduction innovation
Leverage cluster funding to focus on carbon reduction innovation
Maintain partnerships with FortZED, CCEC, CWIC, and other local entities working on innovation
related to energy and water
Enhance collaboration with CSU related to energy, water, waste, and other carbon reduction
aspects
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Explore and promote business models that create (or extract) economic value from carbon
reduction and climate adaptation activities
Promote and maintain Fort Collins’ position at the cutting edge of sustainable and innovation
energy generation as model for other communities
Metrics
Patent production (or other similar measure) of relevant innovation
Job formation in “green” industries/businesses
Public investment in renewal energy generation
Goal D.4: Encourage infill and redevelopment that meets climate action goals
and other community objectives (LINKED TO E.2)
Support redevelopment and infill development to maintain/enhance a compact
urban form while reducing environmental impacts
Maintain and enhance relationships with the development community to meet City objectives
Participate in PPP that facilitate infrastructure improvements and quality redevelopment
projects
Utilize special financing districts and other mechanisms to encourage the implementation of the
City's vision for each target area.
Metrics
Ratio of public to private investment
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19 | Page
E. Think Regionally
Enhancing community resiliency has limits when a single municipality acts alone. Collaboration with
regional partners that cross municipal boundaries creates greater community resiliency. A number of
current conditions and challenges do not respect municipal boundaries, including housing affordability,
climate adaptation, disaster response, tourism/visitation opportunities and impacts, and natural
resource conservation. This theme focuses on leveraging collaboration and partnerships within our
community and region to address these issues.
Challenges
Disparity in the share of economic benefits regionally
Increased competition for economic activity
Increasing number of regional issues:
o Housing Affordability
o Climate resiliency
o Disaster response
o Tourism/Visitation Impacts
o Natural resource conservation (e.g. water, land, etc.)
Our Vision
A region that partners to address issues which extend beyond municipal boundaries
Our Role
Develop strong relationships with our counter parts in the region
Support local leadership in engaging neighboring communities
Convener of economic recovery entities during natural disasters
Support and develop regional sector initiatives
Identify and market supply chain opportunities for the region
Goal E.1: Enhance coordination in regard to regional issues
Strengthen the structure for regional collaboration
Convene quarterly meetings to identify, discuss and address regional issues with partners
Utilize partners to have one voice with OEDIT and other state and federal partners
Discuss local policies with regional partners and explore opportunities to align with regional
priorities and vice versa
Continue to develop the Advanced Manufacturing, Healthcare, and Creative Industry sectors
within Region 2 (Larimer and Weld Counties) in collaboration with the OEDIT
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20 | Page
Develop a work plan or framework for regional projects (i.e., Fort Collins/Loveland Airport
Strategic Plan, Region 2 State Economic Development Blue Print, Tax Increment Financing
Impact Analysis etc.)
Metrics
Attendance and participation in meetings by regional partners and stakeholders
Goal E.2: Respond rapidly to disasters that affect the region
Work with regional partners to develop a strategy for disaster response with an
emphasis on prevention and rapid economic recovery
Develop a disaster response toolkit aimed at the business community
Identify a lead economic development organization for a regional response
Convene an economic recovery stakeholder group
Metrics
Economic impact of natural disasters
Business interruption and delay due to a disaster
Business closures as a result of a disaster
Goal E.3: Position Northern Colorado as an innovation hub (LINKED TO B.1,
B.2, and B.3)
Market Northern Colorado as part of a Rocky Mountain Innovation Corridor
Identify and raise awareness of regional strengths within the state of Colorado and nationally
Create regional marketing materials that tell the Northern Colorado innovation story
Support entrepreneurship and innovative companies
Develop regional strategy and terminology
Support broadband initiatives in Northern Colorado
Collaborate with education institutions
Metrics
Number of contacts
Increase in website visits, corporate/site selector interest
Distribution of regional marketing materials
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DRAFT
Acknowledgements
Mayor and City Council
Karen Weitkunat, Mayor
Gerry Horak, Mayor Pro Tem, District 6
Bob Overbeck, District 1
Lisa Poppaw, District 2
Gino Campana, District 3
Wade Troxell, District 4
Ross Cunniff, District 5
Staff
Darin Atteberry, City Manager
Jeff Mihelich, Deputy City Manager
Bruce Hendee, Chief Sustainability Office
Josh Birks, Economic Health Director
Tom Leeson, Redevelopment Program Manager
SeonAh Kendall, Economic Policy and Project Manager
Sam Houghteling, Graduate Management Assistant
Contact Economic Health
300 Laporte Avenue
Fort Collins, CO 80521
970‐221‐6324
jbirks@fcgov.com
2013
Industry Cluster Strategy Report
ATTACHMENT 2
TABLE OF CONTENTS
BACKGROUND
OVERVIEW OF THE CURRENT INDUSTRY CLUSTER INITIATIVE
CLUSTER STRATEGY 2.0
IMPLEMENTATION / NEXT STEPS
EXISTING INDUSTRY CLUSTER PROFILES
EMERGING CLUSTERS
BENCHMARKS
Case Study: Pittsburgh Technology Council
Case Study: The Water Council (Milwaukee)
Case Study: Portland Development Commission
LABOR MARKET PROFILE
Prepared for the City of Fort Collins
September 2014
ATTACHMENT 3
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TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | i
ABOUT THIS WORK
TIP Strategies would like to thank the City of Fort Collins for their time and guidance in the preparation of this labor
market profile. We would also like to thank the many businesses who participated in the survey conducted as part of this
work. Their insights greatly contributed to our understanding of the area’s workforce, its challenges, and its opportunities.
THE CITY OF FORT COLLINS
Located in northern Colorado, Fort Collins is home to Colorado State University and an
outstanding public school system. Nestled at the base of the Rocky Mountains, Fort
Collins offers exciting recreational opportunities, unique cultural offerings, and is a
regional center for employment and shopping. Throughout the year, live music and
entertainment, as well as great local dining, can be found throughout the historic
downtown area. Fort Collins offers the convenience of a small town with all the amenities
of a larger city.
106 East 6th Street, Suite 550
Austin, Texas 78701
www.tipstrategies.com
PH: 512.343.9113
TIP STRATEGIES, INC.
TIP Strategies, Inc. is a privately held Austin-based economic development consulting firm
committed to providing quality solutions for public and private sector clients. Established
in 1995, the firm’s primary focus is strategic economic development planning. In
addition, TIP has experience with entrepreneurship, target industry analysis, workforce,
and redevelopment. TIP’s methods establish a clear vision for economic growth.
Community leaders across the country have embraced the TIP model of Talent,
Innovation, and Place to achieve successful and sustainable economies.
DRAFT LARIMER COUNTY LABOR MARKET PROFILE
TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | ii
CONTENTS
Introduction ..................................................................................................................................................... 1
Reasons for the Skills Gap .............................................................................................................................. 1
The Response ............................................................................................................................................... 1
Key Findings ................................................................................................................................................ 2
General Characteristics of the Labor Force ........................................................................................................... 3
Commuting Patterns and Laborshed ................................................................................................................. 5
Regional Demand for Workers ........................................................................................................................ 9
Staffing Environment .................................................................................................................................... 12
Education and Training ................................................................................................................................ 14
Industry Profiles .............................................................................................................................................. 16
Manufacturing ........................................................................................................................................... 17
Healthcare ................................................................................................................................................ 19
IT/Development ......................................................................................................................................... 21
R&D/Engineering ....................................................................................................................................... 23
Talent Clusters ................................................................................................................................................ 25
Engineering & Technical ............................................................................................................................. 26
Information Technology ............................................................................................................................... 30
Sales & Operations .................................................................................................................................... 37
Healthcare ................................................................................................................................................. 47
Employer Survey ............................................................................................................................................. 55
Respondent Profile ....................................................................................................................................... 55
Workforce Quality ...................................................................................................................................... 56
Hiring Needs & Practices ............................................................................................................................. 56
Training ..................................................................................................................................................... 59
Appendix A: Data & Methodology .................................................................................................................... 61
Classification systems .................................................................................................................................. 61
Data Sources .............................................................................................................................................. 62
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INTRODUCTION
Larimer County employers are not alone in facing challenges
filling key positions, especially in the context of a regional
energy boom. The “skills gap” is at the center of attention in
economic and workforce development conversations both
nationally and internationally. Despite elevated numbers of
unemployed, employers are still having difficulty finding the
talent that they need. In 2013, Manpower, which conducts an
annual talent shortage survey, found that 39 percent of US
companies were struggling to fill key jobs.
REASONS FOR THE SKILLS GAP
A number of reasons for the skills gap have been suggested by researchers investigating the issue. These reasons
include:
Changing Skills. With heightened automation, changes in technology, and evolving processes, the skills
required of the workers have evolved. Mature workers often find themselves with skill sets that have not kept
pace with current needs. In addition, training programs are not always as dynamic as the workplace and may
not be teaching the skills needed by the employers.
Demographics. The aging of the Baby Boomers has resulted in a wave of retirements that is looming large,
particularly in many of the middle skills occupations—machinists, craft trades, utility linemen, and many others.
The talent pipeline is not currently robust enough to fill the openings left by these retirements.
Policies and Priorities. The focus on four-year degrees may have had the unintended consequence of
siphoning students from vocational and technical training.
Culture. Many young people today are not interested in pursuing careers in the occupations that are difficult to
fill. In a recent survey by Nuts, Bolts, and Thingamajigs, The Foundation of the Fabricators & Manufacturers
Association, 52 percent of teenagers ages 13 to 17 had little to no interest in manufacturing. Parents and their
children often hold negative perceptions of manufacturing and trade jobs. Others are simply unaware of the
opportunities in these careers.
Field of Study Choice. Students often choose their field of study based on personal interest, rather than labor
market information. This contributes to a mismatch between the supply of and demand for graduates of post-
secondary education programs.
These and other reasons contribute to the growing divide between skills employers seek and skills workers have.
THE RESPONSE
To better understand the Larimer County labor market and its challenges, the City of Fort Collins hired TIP Strategies to
assist in developing a detailed labor market profile. This profile examines the regional labor force, drivers of demand,
and occupational strengths. It also looks at staffing environment indicators to identify occupations that are hard to fill and
expected to be high in demand. The education and training landscape is also summarized. Next, detailed occupational
profiles of key talent clusters and industry sectors are provided. Finally, the results of a regional employer survey are
presented.
The “skills gap” describes
the difference betw een
the skills employers seek
and the skills w orkers
hav e.
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KEY FINDINGS
Larimer County has a high labor force participation rate with a pool of just over 175,000 workers who are aged 16 and
older and either employed or seeking employment.
The unemployment rate in the region is consistently lower than Colorado’s and the nation’s. During the recession, the
Larimer County economy proved to be resilient with the unemployment rate rising only to just over eight percent and
staying, on average, two percentage points under the state’s post-recession.
In general, the labor force is relatively young and highly educated. In fact, 47 percent of Larimer County’s labor force
has a bachelor degree or higher. Yet, only 23 percent of the jobs in the region require a college degree. This indicates a
mismatch between the educational attainment of the population and the educational requirements of the region’s jobs.
This mismatch likely results in a high degree of under-employment. It is also a likely explanation of why the region
exports almost 45,000 workers each day and why it has difficulty retaining its young residents.
To improve the alignment of the skills the region’s workers have and the skills the region’s employers need, it is useful to
understand the key occupations that support the region’s economic drivers.
As in most regions, many of Larimer County’s fastest growing industries are service industries that support the
population—retail, restaurants, hospitality, and personal services. The occupations that are related to these services are
relatively low paying—retail salespeople, food prep, waiters, cashiers, and janitors. The region has an over-qualified
workforce to meet the needs of these industries. It also has such a high quality of place that over-qualified workers will
choose to take these jobs.
An analysis of the staffing environment in the county revealed 29 occupations that are likely to be hard to fill currently
based on rapidly rising demand and/or higher than expected wages. The analysis shows that companies in Larimer
County face a difficult staffing environment in many of the areas that have been identified as national shortages—sales
representatives, IT staff, skilled trades (i.e., welders), mechanics, and managers. In addition, most of the occupations are
expected to grow over the next five years and 12 of the occupations are already paying wage premiums higher than 10
percent over the national average. One notable difference in the hard to fill occupations in Larimer County, however, is
that only about 10 percent of these occupations are facing a sizeable wave of retirements. Nationally, the aging of the
workforce is a primary challenge in many of the occupations that are hardest to fill.
A closer look into the region’s primary private sector industries is more revealing. This report examines four industry
sectors in detail and profiles the talent clusters that support them. The four industry sectors are manufacturing, healthcare,
IT and software development, and R&D and engineering. The talent clusters are engineering and technical, information
technology, sales and operations, and healthcare.
The primary conclusion from this analysis is that the alignment between the education and training infrastructure and the
needs of the region’s employers can be strengthened. In the survey conducted as part of this study, employers reported
that they recruit most of their professional and technical workers as well as skilled labor from outside of Larimer County.
A study of the region’s primary education institutions shows that the region graduates about 14,000 students each year.
However, most of these students choose fields of study are that are not related to the occupations that are most critical to
the region’s key industries. In fact, a number of the critical occupations in the talent clusters do not have any completions
from regional institutions.
Better alignment of the skills of the region’s graduates and the needs of the region’s employers could improve the staffing
environment for the region’s employers and facilitate the retention of the region’s graduates.
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GENERAL CHARACTERISTICS OF THE LABOR FORCE
The Larimer County civilian labor force consisted of
just over 175,000 individuals in 2012. The labor
force represents the region’s civilian pool of labor
age 16 and older—both employed and unemployed.
High labor force participation. In spite of the
large population of college students, the region’s
labor force participation rate is relatively high
compared to both the state (67.9 percent) and the
nation (63.4 percent).
Low unemployment. Prior to the recession, the
county’s unemployment rate was, on average, lower
than that of the state and the nation by 0.6 percent
and 0.8 percent, respectively. During the recession,
Larimer County’s unemployment rate peaked at just
over 8 percent, while Colorado’s and the US’
peaked around 10 percent. After the recession,
Larimer County’s unemployment rate was, on
average, 1.3 percentage points lower than
Colorado’s and 2.0 percentage points lower than the
nation’s.
CIVILIAN LABOR FORCE
175,142
LABOR FORCE PARTICIPATION RATE
UNEMPLOYMENT RATE RANGE UNEMPLOYMENT RATE
Source: US Bureau of Labor Statistics–CPS (US) & LAUS (State & County), US Census Bureau–American Community Survey.
68.9
67.9
63.4
60
65
70
Larimer County Colorado United States
Civilian Labor Force, % of Total
2012
0%
2%
4%
6%
8%
10%
12%
Larimer County
Statewide
National
2004-2014
0
4
8
12
2004 2005 2007 2009 2011 2013
Larimer County Colorado US
2004-2014
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Young population. The age distribution of Larimer
County’s population reflects the presence of Colorado
State University. The county’s young adult population
represents a significantly higher share of the overall
population than that of Colorado and the US. Youth and
experienced working age cohorts represent a relatively
small share of the overall population in the county, this
implies a smaller share of families with children than the
state and the nation. The share of seniors in the Larimer
County population falls in between the state’s and the
nation’s.
High educational attainment. The labor force of
Larimer County is highly educated, with over 47
percent of the population attaining at least a bachelor’s
degree. Only 23 percent of this population has a high
school diploma or less.
AGE DISTRIBUTION
High under-employment. The comparison of the educational requirements of the region’s job base and the
educational attainment of the population (25 years and older) reveals a mismatch. Though 47 percent of the population has
a bachelor’s degree or higher, only 23 percent of the jobs require a degree. This type of mismatch is an indicator of under-
employment and shows that a significant segment of the county’s labor force is under-utilized.
EDUCATIONAL ATTAINMENT COMPARISON: JOBS VS EDUCATION
Source: US Census Bureau–American Community Survey, EMSI Complete Employment 2014.1
24% 27% 26%
25% 22% 21%
38% 40% 39%
13% 12% 14%
0%
25%
50%
75%
100%
Larimer County Colorado United States
Seniors (65+)
Experienced working age (35-64)
Young adults (20-34)
Youth (0-19)
2012
5% 9% 14%
18%
22%
28%
32%
31%
29%
45% 38%
29%
0%
25%
50%
75%
100%
Larimer County Colorado United States
Bachelor's or Higher
Some College
High School or Equivalent
Less than High School
Population 25 Years and Older
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COMMUTING PATTERNS AND LABORSHED
Commuting patterns data were compiled from the US Census Bureau’s Local Employment Dynamics (LED) program, which
derives its commuter data based largely on those workers covered by unemployment insurance and federal workers.
Larimer County is a net exporter of labor, which indicates a mismatch between the skills residents have and the
workers local employers need. The primary consequences of this include a reduction in daytime population and longer
commuting distances, which have implications on tax revenues, quality of life, and the environment. Capturing a larger
share of outbound commuters represents an opportunity for Fort Collins.
A look at select characteristics of commuters by type reveal that commuters out of the county tend to earn higher wages
and are less likely to work in the service sector than those residents that live and work in the county.
OVERVIEW OF LARIMER COUNTY COMMUTING FLOWS
Larimer County is
a net exporter of labor—
about 7,000 more residents
leave the county for work
than commute into the
county.
SELECTED CHARACTERISTICS OF COMMUTERS BY TYPE OF FLOW (INTERNAL/EXTERNAL)
AGE EARNINGS INDUSTRY CLASS
Source: US Census Bureau, OnTheMap Application, and LEHD Origin-Destination Employment Statistics. Most recent available at time of analysis (i.e.,
beginning of quarter employment, 2nd quarter of 2002-2011). Note: Demographic statistics are beta results and are not available prior to 2009.
Educational Attainment is only produced for workers aged 30 and over.
78,966
Lived and
worked in
Larimer County
37,558 44,643
Outside workers that
commuted to jobs in
Larimer County
(internal jobs)
Employed Larimer County
residents commuted to
external jobs (outside the
county)
23.3%
30.6% 25.2%
56.0%
53.0%
55.7%
20.7% 16.4% 19.1%
Residents
Imported
Workers
Exported
Workers
Aged 55+
30 to 54
29 or younger
22.7% 26.2%
20.3%
38.4%
38.7%
35.3%
38.9% 35.1%
44.4%
Residents
Imported
Workers
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LARIMER COUNTY LABOR SHED
EMPLOYEES BY ZIP CODE, 2011
Source: US Census Bureau, OnTheMap Application, and LEHD Origin-Destination Employment Statistics.
The county’s large labor shed demonstrates that it
functions as a regional employment center. The
vast majority of the labor force lives in Northern
Colorado’s population centers along Interstate 25—Fort
Collins, Loveland, Greeley, and Windsor. However, the
map shows that some workers commute long distances
to work in Larimer County.
The primary axis of the labor shed extends north-south
almost 170 miles as far south as Colorado Springs and
as far north as Cheyenne and Laramie. Highway 34 is
the primary east-west axis of the labor shed, extending
from Estes Park about 100 miles east to Fort Morgan.
Labor shed by zip code
Top 10 sources of workers
Zip Code City Count % of total
1 80525 Fort Collins 15,944 12.8%
2 80526 Fort Collins 14,341 11.6%
3 80538 Loveland 11,149 9.0%
4 80524 Fort Collins 9,595 7.7%
5 80537 Loveland 9,128 7.4%
6 80521 Fort Collins 8,256 6.7%
7 80528 Fort Collins 5,484 4.4%
8 80550 Windsor 4,316 3.5%
9 80634 Greeley 3,642 2.9%
10 80517 Estes Park 2,607 2.1%
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PEOPLE WHO WORK IN LARIMER COUNTY
More than half of the workers in Larimer County travel less than 10 miles between home and work. Another 20 percent
travel 10 to 24 miles to work.
Almost 50 percent of the workers in the county live in Fort Collins and Loveland. Seven percent of the workers live in
Greeley and Windsor. Workers from Wellington and Estes Park account for almost 3 percent of the workers in the
county. Colorado Springs supplies just over 1 percent of the workers in Larimer County.
The majority (55 percent) of workers are between 30 and 54 years of age. One quarter have at least a bachelor’s
degree or higher and another quarter have at least some college or an associate’s degree. Thirty-nine percent earn
between $1,250 and $3,333 while another 38 percent earn over $3,333.
CHARACTERISTICS OF PEOPLE WHO WORK IN LARIMER COUNTY, 2011
Commute distance for Larimer County workers
Share by distance traveled between work and home
Where Larimer County workers live
Top 10 sources of workers
City Count % of total
1 Fort Collins, CO 41,878 35.9%
2 Loveland, CO 15,569 13.4%
3 Greeley, CO 4,764 4.1%
4 Windsor, CO 3,792 3.3%
5 Denver, CO 2,244 1.9%
6 Wellington, CO 1,658 1.4%
7 Longmont, CO 1,629 1.4%
8 Colorado Springs, CO 1,519 1.3%
9 Estes Park, CO 1,442 1.2%
10 Aurora, CO 1,287 1.1%
AGE EDUCATIONAL ATTAINMENT EARNINGS
Source: US Census Bureau, OnTheMap Application, and LEHD Origin-Destination Employment Statistics. Most recent available at time of analysis (i.e.,
beginning of quarter employment, 2nd quarter of 2002-2011). Note: Demographic statistics are beta results and are not available prior to 2009.
Educational Attainment is only produced for workers aged 30 and over.
58.9%
20.3%
8.2% 12.5%
0%
25%
50%
75%
100%
Less than 10
miles
10 to 24
miles
25 to 50
miles
Greater than
50 miles
26%
55%
19%
Age 29 or younger
Age 30 to 54
Age 55 or older
6%
18%
25% 25%
26%
Less than high school
High school/GED, no college
Some college/Associate's
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PEOPLE WHO LIVE IN LARIMER COUNTY
Almost 55 percent of the people who live in Larimer County travel less than 10 miles between work and home. Another
19 percent travel between 10 and 24 miles between home and work.
The majority of employed residents (51.7 percent) work in Fort Collins and Loveland. Estes Park employs another 1.6
percent. About 5 percent of employed residents commute to Denver and almost 4 percent work in Greeley. Longmont,
Boulder, Windsor, Colorado Spring, and Aurora are other major destinations that employ workers from Larimer County.
Fifty-six percent of the employed residents are between 30 and 54 years of age. Twenty-six percent hold a bachelor’s
degree or higher and another 25 percent have attended college or earned an associate’s degree. Thirty-seven percent
earn between $1,251 and $3,333 and 41 percent earn more than $3,333.
CHARACTERISTICS OF EMPLOYED PEOPLE WHO LIVE IN LARIMER COUNTY, 2011
Commute distance for Larimer County residents
Share by distance traveled between work and home
Where Larimer County residents work
Top 10 destinations for job holders, 2011
City Count % of total
1 Fort Collins, CO 48,750 39.4%
2 Loveland, CO 15,265 12.3%
3 Denver, CO 6,020 4.9%
4 Greeley, CO 4,735 3.8%
5 Longmont, CO 3,593 2.9%
6 Boulder, CO 3,568 2.9%
7 Windsor, CO 2,427 2.0%
8 Estes Park, CO 1,976 1.6%
9 Colorado Springs, CO 1,795 1.5%
10 Aurora, CO 1,511 1.2%
AGE EDUCATIONAL ATTAINMENT EARNINGS
Source: US Census Bureau, OnTheMap Application, and LEHD Origin-Destination Employment Statistics. Most recent available at time of analysis (i.e.,
beginning of quarter employment, 2nd quarter of 2002-2011). Note: Demographic statistics are beta results and are not available prior to 2009.
Educational Attainment is only produced for workers aged 30 and over.
54.6%
18.9%
11.4% 15.2%
0%
25%
50%
75%
100%
Less than 10
miles
10 to 24
miles
25 to 50
miles
Greater than
50 miles
24%
56%
20%
Age 29 or younger
Age 30 to 54
Age 55 or older
6%
19%
26% 25%
24%
Less than high school
High school/GED, no college
Some college/Associate's
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REGIONAL DEMAND FOR WORKERS
DRIVERS OF OCCUPATIONAL DEMAND
TOP INDUSTRIES IN LARIMER COUNTY
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
Larimer County’s labor market is defined by its top industries—post-secondary education, healthcare, government, and
services that support those industries and the population (restaurants, construction, building services).
In many cases, the top industries are also the fastest growing industries—healthcare, education, restaurants. However,
business support services and computer system design are rising to prominence in the region.
The industries that are expected to experience the largest percentage growth show a diverse set of emerging industries—
manufacturing, healthcare, education and training, arts, wholesale trade, and other business support.
Rank Employment LARGEST, 2013 Earnings per Worker
1 12,395 Education and Hospitals (State Government) $44,615
2 7,412 Education and Hospitals (Local Government) $44,194
3 7,005 Full-Service Restaurants $19,261
4 6,271 Local Government, Excluding Education and Hospitals $63,943
5 5,941 Limited-Service Eating Places $14,654
6 3,697 General Medical and Surgical Hospitals (Private) $62,183
7 3,124 Offices of Physicians $104,698
8 3,112 Services to Buildings and Dwellings $22,819
9 2,929 Building Equipment Contractors $59,430
10 2,791 Employment Services $32,908
Rank Change FASTEST-GROWING, 2013-2018 (#) Earnings per Worker
1 +1,268 General Medical and Surgical Hospitals (Private) $62,183
2 +1,237 Education and Hospitals (State Government) $44,615
3 +760 Business Support Services $31,115
4 +659 Full-Service Restaurants $19,261
5 +641 Education and Hospitals (Local Government) $44,194
6 +632 Other General Merchandise Stores $27,708
7 +628 Computer Systems Design and Related Services $87,061
8 +560 Limited-Service Eating Places $14,654
9 +412 Local Government, Excluding Education and Hospitals $63,943
10 +410 Offices of Physicians $104,698
Rank Change FASTEST-GROWING, 2013-2018 (%) Earnings per Worker
1 94% Communications Equipment Manufacturing $149,482
2 46% Specialty (except Psychiatric and Substance Abuse) Hospitals (Private) $50,229
3 39% Business Schools, Computer, Management Training (Private) $46,314
4 38% Promoters of Performing Arts, Sports, and Similar Events $25,206
5 36% Miscellaneous Durable Goods Merchant Wholesalers $41,028
6 35% Office Administrative Services $80,003
7 34% General Medical and Surgical Hospitals (Private) $62,183
8 34% Business Support Services $31,115
9 33% Nondepository Credit Intermediation $103,540
10 31% Colleges, Universities, and Professional Schools (Private) $30,868
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OVERVIEW OF OCCUPATIONAL DEMAND
TOP OCCUPATIONS IN LARIMER COUNTY
Source: QCEW Employees, Non-QCEW Employees, & Self-Employed–EMSI 2013.4 Class of Worker.
Note: Location Quotients (LQs) show how the occupation’s share of total local employment compares to its share nationally. LQs of greater than 1 indicate
that occupations that have a larger share of total employment in Larimer County than they do nationally. LQs of 1.25 or higher are interpreted to mean that
Larimer County is relatively specialized in those areas.
Larimer County’s top occupations are, for the most part, a reflection of its top industries. Food prep, waiters,
postsecondary teachers, registered nurses, and janitors map directly to the region’s top industries. Other occupations,
such as retail salespersons and cashiers, are in line with national trends in service sector growth.
Looking at demand in terms of percentages and relative concentrations reveals which occupations have experienced
unusually high demand in recent years. Regional growth in hospitality, manufacturing, healthcare, and IT is responsible
for much of this unusually high-demand growth.
Rank Employment LARGEST, 2013 Median hourly earnings
1 6,028 Retail Salespersons $10.42
2 5,355 Food Prep & Serving $8.76
3 4,833 Secretaries & Administrative Assistants $15.38
4 3,527 Waiters & Waitresses $8.89
5 3,392 Postsecondary Teachers $28.01
6 3,083 Cashiers $9.23
7 2,878 Registered Nurses $29.07
8 2,780 Janitors & Cleaners $10.75
9 2,639 Office Clerks, General $13.51
10 2,222 Bookkeeping, Accounting, & Auditing Clerks $15.46
Rank Annual Openings FASTEST-GROWING, 2013-2018 (#) Median hourly earnings
1 +323 Food Prep & Serving $8.76
2 +296 Retail Salespersons $10.42
3 +234 Waiters & Waitresses $8.89
4 +201 Registered Nurses $29.07
5 +181 Cashiers $9.23
6 +127 Secretaries & Administrative Assistants $15.38
7 +126 Customer Service Representatives $13.80
8 +124 Postsecondary Teachers $28.01
9 +108 Janitors & Cleaners $10.75
10 +106 Office Clerks, General $13.51
Rank % LQ Growth (5-yr) RAPIDLY INCREASING DEMAND % Job Growth (5-yr)
1 21% Lodging Managers 26%
2 19% Tax Preparers 23%
3 19% Appraisers & Assessors of Real Estate 24%
4 14% Computer-Controlled Machine Tool Operators 16%
5 13% Packaging & Filling Machine Operators & Tenders 9%
6 12% Industrial Machinery Mechanics 18%
7 9% Physician Assistants 32%
8 8% Computer Network Support Specialists 12%
9 8% Computer User Support Specialists 19%
10 4% Physicians & Surgeons, All Other 18%
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OVERVIEW OF OCCUPATIONAL DEMAND
TOP OCCUPATIONS IN LARIMER COUNTY
Source: QCEW Employees, Non-QCEW Employees, & Self-Employed–EMSI 2013.4 Class of Worker.
On the other end of the spectrum are the occupations for which demand is expected to decline. At the top of the list is
Computer Hardware Engineers. The decline in demand for this occupation, as well as for electrical and electronic
equipment assemblers, most likely reflects the computer hardware industry’s ongoing restructuring.
The declining demand for Agricultural Managers, Travel Agents, Reporters, Door-to-Door Sales Workers, and Floral
Designers reflect long-term national industry trends and technological innovations that are displacing some of these
workers.
The presence of some construction-related occupations is most likely a reflection of how hard this industry was hit during
the most recent recession. Because these figures are projections that are based on historical trends, they most likely do
not capture the construction industry’s recovery in Larimer County. With large construction projects—such as the
Woodward Headquarters, the renovation of Foothills Mall, the Banner Health Campus, and the reconstruction of flood-
damaged areas of the county—demand for these types of construction workers is likely higher than these projections
reflect.
Rank Change FASTEST-DECLINING, 2013-2018 (#) Median hourly earnings
1 -163 Computer Hardware Engineers $52.89
2 -136 Farmers, Ranchers, & Other Agricultural Managers $11.17
3 -55 Electrical & Electronic Equipment Assemblers $13.53
4 -47 Cabinetmakers & Bench Carpenters $12.17
5 -37 Construction Managers $26.97
6 -34 Travel Agents $12.46
7 -34 Real Estate Sales Agents $20.70
8 -21 Childcare Workers $8.39
9 -18 Door-to-Door Sales Workers, News & Street Vend., & Related… $7.01
10 -14 Data Entry Keyers $13.27
Rank Change FASTEST-DECLINING, 2013-2018 (%) Median hourly earnings
1 -52% Travel Agents $12.46
2 -33% Farmers, Ranchers, & Other Agricultural Managers $11.17
3 -30% Reporters & Correspondents $16.64
4 -21% Cabinetmakers & Bench Carpenters $12.17
5 -19% Furniture Finishers $14.15
6 -18% Dental Laboratory Technicians $19.95
7 -17% Computer Hardware Engineers $52.89
8 -15% Meter Readers, Utilities $19.70
9 -15% Door-to-Door Sales Workers, News & Street Vend., & Related... $7.01
10 -15% Floral Designers $11.88
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STAFFING ENVIRONMENT
Across the US, companies are having difficulty
filling certain positions. In spite of the high
unemployment rolls, many employers cannot find
the talent they need. In Manpower Group’s most
recent national talent shortage survey, 39
percent of the companies surveyed reported
difficulty filling jobs.
According to this survey, skilled trades—which
include occupations such as machinists,
electricians, welders, and pipefitters—are the
most difficult jobs to fill. Sales representatives and
drivers round out the list of the top three. Other
difficult to fill jobs include IT staff, accounting and
finance staff, engineers, technicians,
management, mechanics, and teachers.
Sharply rising demand and higher than
expected wages can be indicators of a difficult
staffing environment. The occupations listed on
the following page are likely to be difficult to fill
as indicated by the demand and wage
environment in Larimer County. These
occupations face rising demand, rising wages,
and/or a wave of retirements.
2013 NATIONAL TALENT SHORTAGE SURVEY
TOP 10 JOBS
EMPLOYERS ARE HAVING DIFFICULTY FILLING
1 Skilled Trades
2 Sales Representatives
3 Drivers
4 IT Staff
5 Accounting & Finance Staff
6 Engineers
7 Technicians
8 Management/Executive
9 Mechanics
10 Teachers
Source: Manpower, 2013 Talent Shortage Survey Research Results.
The list of hard to fill occupations for Larimer County includes many of the same types of occupations that are on the list
for the nation. Sales representatives, IT staff, skilled trades (i.e., welders), mechanics, and managers are all expected to
be in demand and difficult to fill in Larimer County.
Note that some of the occupations on this list are projected to experience declines in demand. However, these positions
still have a significant number of openings due to turnover. In other words, even if there are no new positions, positions
that are vacated must be filled. These represent replacement jobs.
Significant wage premiums, as indicated by a median hourly wage greater than 110% of the US median, are also
indicators that local employers have difficulty recruiting talent to those positions. Machine operators and tenders pay one
of the highest premiums, followed by physicians, electronics engineers, and police officers.
Two of the occupations face a potential wave of retirements in the near future. For physicians and purchasing agents, the
share of workers 55 and older is 25 percent or more.
44 41
22 19 14
52 49
39
56 59 78 81 86 48 51 61
0%
25%
50%
75%
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HARD-TO-FILL OCCUPATIONS
STATISTICAL OVERVIEW FOR SELECT OCCUPATIONS
Source: QCEW Employees, Non-QCEW Employees, & Self-Employed–EMSI 2013.4 Class of Worker.
Notes: Shaded “Median Hourly Earnings” indicate the occupation pays more than the regional average. Shaded “% of US Median” indicates the
occupation pays more than 110% of the US Median.
STAFFING ENVIRONMENT INDICATOR
The determination of hiring difficulty draws on EMSI’s Talent Market Analyst which provides useful indicators of the staffing
environment for occupations in a given metropolitan region. A relative wage indicator and a supply/demand indicator
were combined to determine hiring difficulty. The relative wage is built around two different statistics: the absolute wage
regional workers in the occupation earn and EMSI’s proprietary indicator that considers the expected wage against a
regional wage index. The supply/demand indicator is weighted by three factors.
• How concentrated (therefore important) the occupation is in the region
• How this concentration has changed over time (whether the occupation is becoming more or less important to
the area)
• How actual employment in the occupation in the region has changed
Together, these statistics provide a picture of how the region’s supply of and demand for workers play into the staffing
environment. This evaluation is ranked by degree of difficulty in hiring. Additional information about Talent Market
Analyst can be found at: http://www.economicmodeling.com/analyst/tma-analyst/
SOC
Code Description
2013
(estimated)
% of US
Median
Total
(projected)
41-4012 Sales Representatives, Wholesale and Manufacturing 0.96 1,500 1,576 $22.85 88% 235 23%
15-1133 Software Developers, Systems Software 2.98 1,273 1,264 $48.67 103% 94 12%
17-2061 Computer Hardware Engineers 10.92 940 777 $52.89 110% 89 13%
49-3023 Automotive Service Technicians and Mechanics 1.15 875 884 $18.45 113% 143 13%
41-3099 Sales Representatives, Services, All Other 0.97 784 849 $23.24 96% 183 20%
15-1151 Computer User Support Specialists 1.26 782 886 $23.30 104% 171 16%
33-3051 Police and Sheriff's Patrol Officers 0.88 597 649 $32.50 122% 151 21%
29-2061 Licensed Practical and Licensed Vocational Nurses 0.67 521 624 $20.90 105% 175 24%
17-2141 Mechanical Engineers 1.70 460 470 $37.97 98% 91 19%
15-1121 Computer Systems Analysts 0.80 434 515 $36.64 97% 119 17%
13-1071 Human Resources Specialists 0.98 434 464 $24.17 90% 71 20%
29-1069 Physicians and Surgeons, All Other 1.13 408 470 $110.97 127% 118 27%
51-9012 Machine Setters, Operators, and Tenders 9.07 399 428 $25.49 137% 102 15%
15-1199 Computer Occupations, All Other 1.85 386 412 $43.00 112% 60 18%
51-4121 Welders, Cutters, Solderers, and Brazers 0.98 373 372 $17.75 102% 53 14%
11-9041 Architectural and Engineering Managers 1.76 354 345 $64.33 107% 43 22%
15-1142 Network and Computer Systems Administrators 0.93 353 393 $32.89 95% 72 12%
49-9041 Industrial Machinery Mechanics 1.02 340 384 $25.23 113% 100 19%
49-1011 First-Line supervisorsof Mechanics, Installers, and Repairers 0.71 320 343 $32.19 111% 69 24%
13-1023 Purchasing Agents 0.99 299 308 $32.03 113% 37 25%
17-2112 Industrial Engineers 1.20 280 292 $40.40 107% 54 20%
11-3021 Computer and Information Systems Managers 0.82 279 306 $57.35 100% 48 15%
11-9111 Medical and Health Services Managers 0.79 251 302 $45.20 107% 86 22%
15-1152 Computer Network Support Specialists 1.27 241 255 $29.11 103% 34 13%
17-2072 Electronics Engineers, Except Computer 1.63 235 250 $55.14 125% 42 20%
49-2022 Telecommunications Equipment Installers and Repairers 1.00 225 250 $28.01 108% 41 13%
51-8031 Water and Wastewater Treatment Plant Operators 1.82 204 216 $23.88 116% 49 25%
51-4011 Computer-Controlled Machine Tool Operators 1.26 188 198 $19.50 114% 38 14%
29-1071 Physician Assistants 1.79 165 199 $49.45 112% 51 13%
2018
(projected)
Share of
DRAFT LARIMER COUNTY LABOR MARKET PROFILE
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EDUCATION AND TRAINING
The analysis presented in this section includes data for the 8 institutions listed below. Colorado State University is, by far,
the largest institution and confers, on average, about 6,500 degrees each year. Front Range Community College is the
next largest and confers, on average, 3,000 degrees each year. University of Northern Colorado confers about 2,600
degrees each year. Aims Community College confers almost 1,500 degree each year. Many students in the region
transfer from Front Range Community College to Regis University. Regis’ completions data, however, was not available
for its Larimer County campus.
REGIONAL INSTITUTIONS
LARIMER & WELD COUNTY INSTITUTIONS, PLUS FRONT RANGE COMMUNITY COLLEGE
*Listed as "Private for-profit, less-than 2-year" in 2010 IPEDS survey.
Source: National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, & 2011-2012. See page 64 for a description of IPEDS.
Together, these institutions
conferred an average of almost
14,000 awards in credit-bearing
programs over the three-year
period analyzed.
Of these, almost half were
bachelor’s degrees. On average,
18 percent of awards were
advanced degrees (defined as all
awards made above the
bachelor’s level). Postsecondary
certificates and associate’s
degrees comprised 34 percent of
all awards conferred for credit
during this period.
DISTRIBUTION OF FOR-CREDIT COMPLETIONS BY AWARD LEVEL
FOR-CREDIT COMPLETIONS BY SELECTED INSTITUTIONS (2010–2012)
Source: National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-
2011, and 2011-2012.
Over the last three academic years, the share of associate’s degrees has climbed slightly from 13 percent in 2010 to 15
percent in 2012. Conversely, the share of post-secondary awards has dropped from a high of 19 percent in 2011 to 17
percent in 2012, and the share of bachelor’s degrees has fallen from 49 percent in 2010 to 47 percent in 2012.
UNITID INSTITUTION NAME CITY SECTOR 2010 2011 2012
126207 Aims Community College Greeley Public, 2-year
126818 Colorado State University-Fort Collins Fort Collins Public, 4-year or above
127200 Front Range Community College Westminster Public, 2-year
127741 University of Northern Colorado Greeley Public, 4-year or above
372329 Institute of Business and Medical Careers Fort Collins Private for-profit, 2-year
381866 Healing Arts Institute Fort Collins Private for-profit, less-than 2-year
448761 College America-Fort Collins Fort Collins Private for-profit, 4-year or above
449454 Academy of Natural Therapy Inc* Greeley Private for-profit, 2-year
Years Institution is
Included in IPEDS
18% 19% 17%
13% 14% 15%
49% 47% 47%
18% 17% 18%
0%
25%
50%
75%
100%
2010
(n=13,352)
2011
(n=13,820)
2012
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25 LARGEST FIELDS OF STUDY
RANKED BY AVERAGE NUMBER OF COMPLETIONS (2010-2012 ACADEMIC YEARS), ALL AWARD LEVELS
Source: National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, and 2011-2012.
The 25 most popular fields of study at regional institutions are shown above. A comparison of this list with the list of
hard-to-fill occupations on page 13 reveals a mismatch between the fields of study students in the region are choosing
and the skills employers need. Of the top 25, only five fields of study correspond with any of the occupations on the
hard-to-fill list—nursing (51.3902 & 51.3801), auto technicians (47.0604), welding (48.0508), and computer science
(11.0101). Instead, most of the popular fields of study are general or correspond with occupations that are not
particularly high in demand.
0 200 400 600 800 1,000
Business/Commerce, General (52.0101)
Liberal Arts & Sciences/Liberal Studies (24.0101)
Nursing/Patient Care Assistant/Aide (51.3902)
EMT/Paramedic (51.0904)
Kinesiology and Exercise Science (31.0505)
Business Admin./Mgmt., General (52.0201)
Psychology, General (42.0101)
Registered Nursing/Registered Nurse (51.3801)
Speech Communication and Rhetoric (9.0101)
Multi-/Interdisciplinary Studies, Other (30.9999)
English Language/Lit., General (23.0101)
Human Dev. & Family Studies, Gen. (19.0701)
Auto Mechanics Tech./Technician (47.0604)
Construction Engineering Tech. (15.1001)
History, General (54.0101)
Fine/Studio Arts, General (50.0702)
Biology/Biological Sciences, General (26.0101)
Journalism (9.0401)
Educational Admin./Sprvsn., Other (13.0499)
Welding Technology/Welder (48.0508)
Sociology (45.1101)
Computer & Info. Sciences, General (11.0101)
Political Science & Govt., General (45.1001)
Music, General (50.0901)
Social Work (44.0701)
Award of <1 academic year Award of at least 1 but <2 academic years
Associate's degree Bachelor's degree
Advanced
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INDUSTRY PROFILES
The following section profiles select industry clusters. The
industries were chosen because of their importance to the region
or because they represent a component of the region’s target
industry clusters.
For each of the industries, we provide an overview of the
industry, its staffing patterns, and its staffing environment. A
description of the indicators is provided below:
Representative employers: the Top 10 employers in the
sector.
Employment trends: the performance of the sector in comparison to Denver, Colorado, and the US, based on
year-over-year employment increases/decreases.
Relative industry strengths: the location quotients for the most heavily concentrated industries relative to national
concentrations.
The top 20 occupations: the top 20 occupations based on the combined share of total employment in key
industry segments.
Median Hourly Wage: The median hourly wage for Larimer County is provided. The local median is also shown
as a percent of the US Median Hourly wage, to indicate where local employers are paying a wage premium.
Those occupations paying 110 percent or greater than the US median are shaded orange.
Staffing Environment: Based on the ranking of the staffing environment indicator (see text box page 13), a
category of hiring difficulty was assigned. These categories indicate whether the occupation is relatively hard to
fill, neutral, or easy to fill. Hard to fill occupations are classified as facing an unfavorable staffing environment,
and easy to fill are classified as facing a favorable staffing environment.
Openings, 2013-2018: Openings are the number of new jobs (the change in total employment) and the number
of replacement jobs (jobs that must be filled due to turnover).
Share of Workers, Age 55+: This statistic indicates which occupations are likely facing a wave of retirements in
the near future.
MANUFACTURING
HEALTHCARE
IT/SOFTWARE DEVELOPMENT
R&D/ENGINEERING
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MANUFACTURING
The Manufacturing sector employs 11,700 workers in
the Larimer County economy, accounting for 8 percent
of total employment.
The region outperformed Denver, the state, and the US
during the recession, following sharp job losses in
2005. However, manufacturing employment has fallen
5 percent between 2008 and 2013 and is expected
to fall another 6 percent between 2013 and 2018.
The Manufacturing sector is anchored by nationally
recognized companies, many of which have a long
history in the area. The county has formidable
strengths in breweries and engine, instrument, and fan
manufacturing.
One-half of the top 20 occupations (in terms of share
of total employment in key segments) were identified
as hard-to-fill. Eight of the occupations paid wage
premiums more than 10 percent above the national
median.
Replacement demand is the key driver of openings in
these 20 occupations. Only one occupation—Electrical
and Electronic Equipment Assemblers—is estimated to
have an aging workforce (defined here as 25 percent
of the workforce age 55 years or over). This suggests
that the replacement openings are driven more by
turnover than retirements.
REPRESENTATIVE EMPLOYERS
Company
Employment
range
Woodward Inc. >1,000
Avago Technologies US Inc. 500 to 999
Otter Products LLC 500 to 999
Anheuser Busch Inc. 500 to 999
Intel Corporation 100 to 499
Tolmar Inc. 100 to 499
New Belgium Brewing Co Inc. 100 to 499
Advanced Energy Industries Inc. 100 to 499
LSI Logic Corporation 100 to 499
Walker Manufacturing Company 100 to 499
Source: QCEW
EMPLOYMENT TRENDS
Percent change in jobs from prior year
2003-2013 (historic), 2014-2018 (projected)
INDUSTRY LOCATION QUOTIENTS (LQS)
Source: EMSI 2014.1 Complete Employment
-15%
-10%
-5%
0%
5%
10%
15%
2003
2004
2005
2006
2007
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Source: EMSI 2014.1 Complete Employment
OCCUPATIONAL CHARACTERISTICS FOR TOP 20 OCCUPATIONS (ABOVE)
Staffing Environment Indicator: Favorable Neutral Unfavorable
Source: EMSI 2014.1 Complete Employment. Orange shading indicates wages that are 10 percent or more above the US for the occupation. Blue shading
indicates occupations where 25 percent or more of the workforce is estimated to be 55 years or older.
17-2061 Computer Hardware Engineers 940 8.4% 25.3%
15-1133 Software Developers, Systems Software 1,273 12.9% 0.6% 17.6%
51-9012 Separating/Filtering/Clarifying Machine Workers 399 28.6%
51-2022 Electrical and Electronic Equipment Assemblers 513 10.6% 1.9% 6.4%
51-2031 Engine and Other Machine Assemblers 327 18.5%
15-1132 Software Developers, Applications 1,058 2.9% 0.9% 8.5%
51-9111 Packaging and Filling Machine Operators and Tenders 367 10.3%
17-2141 Mechanical Engineers 460 3.1% 6.0% 0.9%
51-4041 Machinists 397 1.5% 6.9%
41-4012 Sales Reps., Whlsl. & Mfg., Exc. Tech./Scientific Prods. 1,500 1.0% 1.4% 5.7%
51-2092 Team Assemblers 530 2.6% 4.7% 0.8%
11-9041 Architectural and Engineering Managers 354 2.4% 2.3% 3.3%
17-2112 Industrial Engineers 280 2.9% 3.0% 0.9%
17-3023 Electrical and Electronics Engineering Technicians 275 3.5% 0.6% 2.6%
11-1021 General and Operations Managers 2,097 1.7% 1.5% 1.6% 1.4%
51-9061 Inspectors, Testers, Sorters, Samplers, and Weighers 389 1.5% 2.4% 1.4% 0.8%
49-9041 Industrial Machinery Mechanics 340 2.3% 3.8%
51-1011 First-Line Supervisors of Production/Operating Workers 426 1.2% 2.1% 2.1% 0.5%
17-2071 Electrical Engineers 247 3.4% 0.9% 0.8%
51-2023 Electromechanical Equipment Assemblers 125 3.4% 0.7% 0.8%
Computer/
Peripheral
Equip.
(NAICS 3341)
SOC
Code Description
Navigating,
Measuring,
& Control
Instruments
(NAICS 3345)
Engine/Turb.
& Power
Trans. Equip.
(NAICS 3336)
Beverage
Mfg.
(NAICS 3121)
2013
Jobs
SOC
Code Description
Total
#
17-2061 Computer Hardware Engineers $52.89 1.10 89 13%
15-1133 Software Developers, Systems Software $48.67 1.03 94 12%
51-9012 Separating/Filtering/Clarifying Machine Workers $25.49 1.37 102 15%
51-2022 Electrical and Electronic Equipment Assemblers $13.53 0.98 30 25%
51-2031 Engine and Other Machine Assemblers $16.05 0.92 52 16%
15-1132 Software Developers, Applications $38.02 0.88 158 12%
51-9111 Packaging and Filling Machine Operators and Tenders $14.95 1.20 55 13%
17-2141 Mechanical Engineers $37.97 0.98 91 19%
51-4041 Machinists $18.94 1.00 66 23%
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HEALTHCARE
The Healthcare sector employs 15,874 workers in the
Larimer County economy, accounting for 10 percent of
total employment.
Between 2003 and 2011, the region outperformed
Denver, the state, and the US. However, healthcare
employment growth has faltered since 2011. The
sector grew 16 percent between 2008 and 2013 and
is expected to grow another 20 percent between
2013 and 2018.
The sector is anchored by University of Colorado
Health, which has over 1,000 employees. The county
has strengths in Ambulatory Centers and Offices of
Other Health Practitioners.
Nine of the top 20 occupations (in terms of share of
total employment in key segments) were identified as
hard-to-fill. Three of the occupations paid wage
premiums more than 10 percent above the national
median.
Replacement and new jobs account for roughly equal
shares of the openings in these 20 occupations, which
means that the high rates of growth in the industry are
counterbalanced by high rates of turnover. Four of the
occupations—Secretaries, Medical Secretaries,
Personal Care Aides, and Physicians—have a share of
workers greater than 25 percent that is 55 years or
older.
REPRESENTATIVE EMPLOYERS
Company
Employment
range
University of Colorado Health >1,000
Foothills Gateway Rehabilitation Ctr. 100 to 499
Fort Collins Orthopedic Assoc. PC 100 to 499
Evergreen Home Healthcare 100 to 499
Maguire Senior Services Inc. 100 to 499
Greenfield Mgmt. Services Inc. 100 to 499
Interim Healthcare of Ft Collins 100 to 499
Larimer Center for Mental Health 100 to 499
Associates In Family Medicine PC 100 to 499
Centre Ave Health & Rehab Facility 100 to 499
Source: QCEW
EMPLOYMENT TRENDS
Percent change in jobs from prior year
2003-2013 (historic), 2014-2018 (projected)
INDUSTRY LOCATION QUOTIENTS (LQS)
Source: EMSI 2014.1 Complete Employment
-15%
-10%
-5%
0%
5%
10%
15%
2003
2004
2005
2006
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STAFFING PATTERNS TOP 20 OCCUPATIONS BY COMBINED SHARE OF TOTAL EMPLOYMENT IN KEY SEGMENTS
Source: EMSI 2014.1 Complete Employment.
OCCUPATIONAL CHARACTERISTICS FOR TOP 20 OCCUPATIONS (ABOVE)
Staffing Environment Indicator: Favorable Neutral Unfavorable
Source: EMSI 2014.1 Complete Employment. Orange shading indicates wages that are 10 percent or more above the US for the occupation. Blue shading
indicates occupations where 25 percent or more of the workforce is estimated to be 55 years or older.
SOC
Code Description
2013
Jobs
29-1141 Registered Nurses 2,878 7.6% 34.3% 8.3%
31-1014 Nursing Assistants 1,289 1.3% 5.1% 23.7%
31-1011 Home Health Aides 1,171 5.3% 11.8%
43-4171 Receptionists and Information Clerks 1,457 6.9% 0.9% 1.5%
29-2061 Licensed Practical and Licensed Vocational Nurses 521 1.6% 1.4% 6.2%
43-6014 Secretaries/Admin. Assts., Exc. Legal, Medical, & Exec. 4,833 3.4% 2.2% 1.4%
31-9092 Medical Assistants 618 5.6% 1.1%
43-6013 Medical Secretaries 536 4.5% 2.2%
31-9091 Dental Assistants 591 6.4%
39-9021 Personal Care Aides 908 2.6% 3.5%
37-2012 Maids and Housekeeping Cleaners 1,429 1.5% 3.4%
29-1069 Physicians and Surgeons, All Other 408 3.2% 1.6%
29-1123 Physical Therapists 304 2.3% 1.3% 0.7%
35-3041 Food Servers, Nonrestaurant 269 0.7% 3.6%
11-9111 Medical and Health Services Managers 251 1.1% 1.8% 1.1%
29-2034 Radiologic Technologists 227 1.1% 2.6%
21-1014 Mental Health Counselors 295 1.4% 1.8%
43-9061 Office Clerks, General 2,639 1.6% 0.9% 0.6%
43-3021 Billing and Posting Clerks 454 2.1% 0.8%
29-2021 Dental Hygienists 236 2.7%
Ambulatory
Health Care
Services
(NAICS 621)
Hospitals,
Private
(NAICS 622)
Nursing and
Residential
Care Facilities
(NAICS 623)
Total
#
29-1141 Registered Nurses $29.07 0.93 1,004 24%
31-1014 Nursing Assistants $12.33 1.05 359 18%
31-1011 Home Health Aides $11.53 1.16 376 20%
43-4171 Receptionists and Information Clerks $12.95 1.03 338 21%
29-2061 Licensed Practical and Licensed Vocational Nurses $20.90 1.05 175 24%
43-6014 Secretaries/Admin. Assts., Exc. Legal, Medical, & Exec. $15.38 0.99 637 26%
31-9092 Medical Assistants $14.84 1.04 175 15%
43-6013 Medical Secretaries $17.13 1.14 158 26%
31-9091 Dental Assistants $15.45 0.93 116 8%
39-9021 Personal Care Aides $9.60 1.01 301 29%
37-2012 Maids and Housekeeping Cleaners $8.82 0.95 291 21%
29-1069 Physicians and Surgeons, All Other $110.97 1.27 118 27%
29-1123 Physical Therapists $32.77 0.86 106 11%
35-3041 Food Servers, Nonrestaurant $10.13 1.07 90 14%
11-9111 Medical and Health Services Managers $45.20 1.07 86 22%
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IT/SOFTWARE DEVELOPMENT
The IT/Software sector employs 3,107 workers in the
Larimer County economy, accounting for 2 percent of
total employment.
Between 2003 and 2012, the region outperformed
Denver, the state, and the US by a considerable
margin. Though there was a brief contraction of the
sector in 2013, EMSI projects a strong recovery in
2014 and going forward. The sector grew 19 percent
between 2008 and 2013 and is expected to grow
another 24 percent between 2013 and 2018.
AMD, Telvent/Schneider Electric, and Techni Graphic
Systems are the largest firms in the sector. The county’s
strongest sectors are Data Processing and Custom
Computer Programming.
Half of the top 20 occupations (in terms of share of
total employment in key segments) were identified as
hard-to-fill. Three of the occupations paid wage
premiums more than 10 percent above the national
median.
Replacement jobs dominate openings in certain
occupations, including Systems Software Developers,
Computer Hardware Engineers, and Data Entry
Keyers. For the remaining occupations, new jobs
account for between 36 percent and 68 percent of
openings in the occupations. The occupations in this
industry facing an aging workforce are clerical and
finance positions.
REPRESENTATIVE EMPLOYERS
Company
Employment
range
Advanced Micro Devices Inc. 100 to 499
Telvent USA LLC/Schneider Electric 100 to 499
Techni Graphic Systems Inc. 100 to 499
Cherokee Services Group LLC 50 to 99
Colorado Customware Incorporated 50 to 99
CA Technologies Inc. 50 to 99
Heit Consulting Inc. 50 to 99
New Century Software Inc. <50
Vistronix Inc. <50
Deltek Systems Inc. <50
Source: QCEW
EMPLOYMENT TRENDS
Percent change in jobs from prior year
2003-2013 (historic), 2014-2018 (projected)
INDUSTRY LOCATION QUOTIENTS (LQS)
Source: EMSI 2014.1 Complete Employment; — indicates industry represented fewer than 100 jobs in 2013.
-15%
-10%
-5%
0%
5%
10%
15%
2003
2004
2005
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STAFFING PATTERNS TOP 20 OCCUPATIONS BY COMBINED SHARE OF TOTAL EMPLOYMENT IN KEY SEGMENTS
Source: EMSI 2014.1 Complete Employment.
OCCUPATIONAL CHARACTERISTICS FOR TOP 20 OCCUPATIONS (ABOVE)
Staffing Environment Indicator: Favorable Neutral Unfavorable
Source: EMSI 2014.1 Complete Employment. Orange shading indicates wages that are 10 percent or more above the US for the occupation. Blue shading
indicates occupations where 25 percent or more of the workforce is estimated to be 55 years or older.
15-1132 Software Developers, Applications 1,058 16.8% 21.2% 11.3%
15-1133 Software Developers, Systems Software 1,273 15.9% 19.8% 9.1%
15-1151 Computer User Support Specialists 782 5.7% 6.9% 6.0%
15-1121 Computer Systems Analysts 434 6.8% 2.3% 6.2%
15-1134 Web Developers 282 4.1% 1.3% 4.6%
17-2061 Computer Hardware Engineers 940 5.9% 1.8% 1.9%
15-1131 Computer Programmers 196 4.2% 2.9% 1.7%
11-3021 Computer and Information Systems Managers 279 2.6% 2.8% 2.7%
15-1142 Network and Computer Systems Administrators 353 2.6% 1.3% 3.9%
15-1199 Computer Occupations, All Other 386 2.3% 2.6% 2.8%
13-1199 Business Operations Specialists, All Other 1,669 2.0% 2.8% 2.4%
41-3099 Sales Representatives, Services, All Other 784 2.5% 0.9% 3.3%
15-1152 Computer Network Support Specialists 241 2.0% 1.7% 2.6%
11-1021 General and Operations Managers 2,097 2.0% 2.1% 2.1%
43-4051 Customer Service Representatives 1,422 0.9% 1.2% 4.1%
13-1161 Market Research Analysts and Marketing Specialists 562 1.3% 2.6% 1.4%
43-6014 Secretaries/Admin. Assts., Exc. Legal, Medical, & Exec 4,833 1.7% 1.4% 1.9%
43-9021 Data Entry Keyers 205 4.2%
13-2011 Accountants and Auditors 1,347 1.0% 1.7% 1.3%
43-3031 Bookkeeping, Accounting, and Auditing Clerks 2,222 1.0% 0.8% 1.7%
SOC
Code Description
2013
Jobs
Computer
Systems Design
& Related Svcs.
(NAICS 5415)
Software
Publishers
(NAICS 5112)
Data Processing,
Hosting, &
Related Services
(NAICS 5182)
SOC
Code Description
Total
#
15-1132 Software Developers, Applications $38.02 0.88 158 12%
15-1133 Software Developers, Systems Software $48.67 1.03 94 12%
15-1151 Computer User Support Specialists $23.30 1.04 171 16%
15-1121 Computer Systems Analysts $36.64 0.97 119 17%
15-1134 Web Developers $20.83 0.75 56 8%
17-2061 Computer Hardware Engineers $52.89 1.10 89 13%
15-1131 Computer Programmers $39.32 1.12 60 14%
11-3021 Computer and Information Systems Managers $57.35 1.00 48 15%
15-1142 Network and Computer Systems Administrators $32.89 0.95 72 12%
15-1199 Computer Occupations, All Other $43.00 1.12 60 18%
13-1199 Business Operations Specialists, All Other $29.10 0.93 228 22%
41-3099 Sales Representatives, Services, All Other $23.24 0.96 183 20%
15-1152 Computer Network Support Specialists $29.11 1.03 34 13%
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R&D/ENGINEERING
The R&D/Engineering sector employs 3,417 workers in
the Larimer County economy, accounting for almost 2
percent of total employment.
The sector experienced a growth rate of 97 percent
in 2005. This incredible growth was followed by
seven years of negative or flat growth. The sector
contracted by 19 percent between 2008 and 2013.
However, the sector is expected to grow 11 percent
between 2013 and 2018.
HP is by far the largest firm in this sector. AECOM is
also a significant player. The county’s strongest
sectors are R&D in the Physical, Engineering and Life
Sciences and Engineering Services.
Five of the top 20 occupations (in terms of share of
total employment in key segments) were identified as
hard-to-fill. Two of the occupations paid wage
premiums more than 10 percent above the national
median.
Replacement jobs account for most of the openings in
the sector. However, only three occupations have
more than 25 percent of their workers greater than
55 years of age. This suggests that a number of the
occupations are experiencing high rates of turnover
for reasons other than retirement.
REPRESENTATIVE EMPLOYERS
Company
Employment
range
Hewlett Packard Co.* >1,000
AECOM Technology Corporation 100 to 499
Tetra Tech Inc. 50 to 99
ESC Engineering Inc. 50 to 99
Riverside Technology Inc. 50 to 99
ALS Group USA Corp 50 to 99
CPP Inc. <50
EDM International Inc. <50
Cargill Incorporated <50
Dresser Rand Company <50
Source: QCEW. *Includes HP Enterprise Services LLC
EMPLOYMENT TRENDS
Percent change in jobs from prior year
2003-2013 (historic), 2014-2018 (projected)
INDUSTRY LOCATION QUOTIENTS (LQS)
Source: EMSI 2014.1 Complete Employment; — indicates industry represented fewer than 100 jobs in 2013.
-15%
-10%
-5%
0%
5%
10%
15%
2003
2004
2005
2006
2007
2008
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STAFFING PATTERNS TOP 20 OCCUPATIONS BY COMBINED SHARE OF TOTAL EMPLOYMENT IN KEY SEGMENTS
Source: EMSI 2014.1 Complete Employment.
OCCUPATIONAL CHARACTERISTICS FOR TOP 20 OCCUPATIONS (ABOVE)
Staffing Environment Indicator: Favorable Neutral Unfavorable
Source: EMSI 2014.1 Complete Employment. Orange shading indicates wages that are 10 percent or more above the US for the occupation. Blue shading
indicates occupations where 25 percent or more of the workforce is estimated to be 55 years or older.
27-1024 Graphic Designers 324 32.2%
27-1025 Interior Designers 107 0.6% 19.6%
17-2051 Civil Engineers 528 14.6%
17-2061 Computer Hardware Engineers 940 1.9% 9.5%
43-6014 Secretaries/Admin. Assts., Exc. Legal, Medical, & Exec. 4,833 3.5% 2.3% 2.7%
15-1133 Software Developers, Systems Software 1,273 3.0% 5.0%
17-2141 Mechanical Engineers 460 4.1% 0.7% 2.6%
17-1011 Architects, Except Landscape and Naval 172 6.7% 0.5%
13-1199 Business Operations Specialists, All Other 1,669 1.6% 1.0% 2.9%
11-1021 General and Operations Managers 2,097 1.8% 2.1% 1.6%
11-9041 Architectural and Engineering Managers 354 3.7% 1.8%
11-9121 Natural Sciences Managers 176 5.0%
11-9199 Managers, All Other 643 0.7% 3.2% 0.7%
15-1132 Software Developers, Applications 1,058 1.2% 3.3%
17-2081 Environmental Engineers 193 3.7% 0.7%
27-1021 Commercial and Industrial Designers 33 4.3%
17-3011 Architectural and Civil Drafters 124 4.2%
19-2031 Chemists 160 0.5% 3.6%
27-1011 Art Directors 77 3.9%
19-4021 Biological Technicians 188 3.8%
Specialized
Design
Services
(NAICS 5414)
Scientific R&D
Services
(NAICS 5417)
SOC
Code
2013
Jobs
Architectural,
Engineering, &
Related Svcs.
Description (NAICS 5413)
Total
#
27-1024 Graphic Designers $19.10 0.94 56 16%
27-1025 Interior Designers $17.39 0.82 21 21%
17-2051 Civil Engineers $37.29 0.99 91 23%
17-2061 Computer Hardware Engineers $52.89 1.10 89 13%
43-6014 Secretaries/Admin. Assts., Exc. Legal, Medical, & Exec. $15.38 0.99 637 26%
15-1133 Software Developers, Systems Software $48.67 1.03 94 12%
17-2141 Mechanical Engineers $37.97 0.98 91 19%
17-1011 Architects, Except Landscape and Naval $35.49 1.09 39 18%
13-1199 Business Operations Specialists, All Other $29.10 0.93 228 22%
11-1021 General and Operations Managers $38.47 0.84 350 21%
11-9041 Architectural and Engineering Managers $64.33 1.07 43 22%
11-9121 Natural Sciences Managers $53.89 0.97 43 20%
11-9199 Managers, All Other $29.56 0.86 93 29%
15-1132 Software Developers, Applications $38.02 0.88 158 12%
17-2081 Environmental Engineers $37.94 0.98 33 16%
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TALENT CLUSTERS
For the purposes of this study, we drilled down into four talent
clusters that are integral to the region’s economic drivers. These are
listed in the table to the right.
For each talent cluster, we present the following indicators for each
of the key occupations:
Relative concentration (2013 Location Quotient): This shows
how the occupation’s share of total local employment
compares to its share nationally. Location Quotients (LQs) of
greater than 1 indicate that occupations that have a larger
share of total employment in Larimer County than they do
nationally. LQs of 1.25 or higher are interpreted to mean
that Larimer County is relatively specialized in those areas.
Employment, 2013-2018: These statistics show the estimated number of jobs in each occupation for 2013 and
the projected number of jobs in 2018.
Staffing Environment: Based on the ranking of the staffing environment indicator (see text box page 13), a
category of hiring difficulty was assigned. These categories indicate whether an occupation is relatively hard to
fill, neutral, or easy to fill. Hard to fill occupations are classified as facing an unfavorable staffing environment,
and easy to fill are classified as facing a favorable staffing environment.
Median Hourly Wage: The median hourly wage for Larimer County is provided. Any occupation that pays more
than the local average is shaded dark blue. The local median is also shown as a percent of the US Median
Hourly wage to indicate where local employers are paying a wage premium. Those occupations paying 110
percent or greater than the US median are shaded dark blue.
Openings, 2013-2018: Openings are the number of new jobs (the change in total employment) and the number
of replacement jobs (jobs that must be filled due to turnover).
Share of Workers, Age 55+: This statistics indicates which occupations are likely facing a wave of retirements in
the near future.
Education & Training: The education and training information shows the type of education, work experience,
and on-the-job training that is typically needed to gain entry into each occupation.
ENGINEERING & TECHNICAL
INFORMATION TECHNOLOGY
SALES & OPERATIONS
HEALTHCARE
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ENGINEERING & TECHNICAL
The Engineering and Technical talent cluster includes all of the architecture and engineering occupations (17-0000) and
associated managers. The three primary subcomponents of this group are Architects, Surveyors, and Cartographers (17-
1000), Engineers (17-2000), and Drafters, Engineering Technicians, and Mapping Technicians (17-3000).
This sector accounted for 4,793 jobs in 2013. The sector contracted just over 8 percent between 2008 and 2013 and is
projected to contract another 1.5 percent between 2013 and 2018. Much of this decline is driven by a projected drop
in employment for Computer Hardware Engineers. Embedded in this negative trend, however, are some important bright
spots.
First, all but six of the primary occupations are projected to experience increases in employment. In fact, excluding the
expected declines in Computer Hardware Engineers, the sector is expected to grow by 2 percent.
Second is the relative strength of the region in most of these engineering and technical occupations. In all but 2
occupations, the location quotient of Larimer County is higher than 1. In three occupations, the relative concentration of
employees in these sectors is significantly higher than the nation—Computer Hardware Engineers, Environmental
Engineers, and Environmental Engineering Technicians.
PRIMARY OCCUPATIONS
RELATIVE CONCENTRATIONS (2013) AND PROJECTIONS 2013-18
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
SOC Code Description
2013
(estimated)
17-2061 Computer Hardware Engineers 10.92 940 777
17-2051 Civil Engineers 1.83 528 548
17-2141 Mechanical Engineers 1.70 460 470
11-9041 Architectural and Engineering Managers 1.76 354 345
17-2112 Industrial Engineers 1.20 280 292
17-3023 Electrical and Electronics Engineering Technicians 1.80 275 264
17-2071 Electrical Engineers 1.45 247 252
17-2072 Electronics Engineers, Except Computer 1.63 235 250
17-2081 Environmental Engineers 3.56 193 201
17-1011 Architects, Except Landscape and Naval 1.52 172 180
17-3011 Architectural and Civil Drafters 1.32 124 121
17-3022 Civil Engineering Technicians 1.58 118 115
17-3025 Environmental Engineering Technicians 5.40 107 110
17-3031 Surveying and Mapping Technicians 1.84 102 106
17-3013 Mechanical Drafters 1.39 95 91
17-3026 Industrial Engineering Technicians 1.02 72 75
17-2199 Engineers, All Other 0.43 63 64
17-1022 Surveyors 1.32 59 60
17-3029 Engineering Technicians, All Other 0.84 59 62
17-3012 Electrical and Electronics Drafters 1.63 50 51
Location
Quotient (LQ)
2013
Employment
2018
(projected)
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ENGINEERING & TECHNICAL (CONT.)
Examining the staffing environment for the primary occupations reveals other areas of potential need. Due to the recent
change in demand and wage environment, eight of the primary occupations are currently considered hard to fill. These
are Mechanical Engineers, Computer Hardware Engineers, Industrial Engineers, Architectural and Engineering
Managers, Electronics Engineers, Architects, Industrial Engineering Technicians, and Mechanical Drafters.
Furthermore, five occupations pay a premium to the national median hourly wage rate of more than 10%. In some cases,
this can indicate recruiting difficulty as well. Those occupations are Electronics Engineers, Electrical and Electronics
Engineering Technicians, Surveying and Mapping Technicians, and Mechanical Drafters.
Another primary factor influencing staffing difficulty is the rate of turnover. Looking at the ratio of new jobs, versus replacement
jobs and the aging of workers in each occupation, can provide insight into the expected rate of turnover. In all of the primary
occupations, replacement jobs account for most of the openings. In four occupations, replacement jobs account for 100
percent of the total openings and the age profile of workers is relatively young. These include Computer Hardware Engineers,
Architectural and Engineering Managers, Architectural and Civil Drafters, and Mechanical Drafters. None of the occupations
have a large share of workers greater than 55 years old.
STAFFING ENVIRONMENT
STAFFING ENVIRONMENT INDICATOR, WAGES, OPENINGS, AGE PROFILE
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
SOC Description
County
($) % of US
Total
(projected)
17-2051 Civil Engineers Neutral $37.29 99% 91 22.7%
17-2141 Mechanical Engineers Hard to Fill $37.97 98% 91 18.7%
17-2061 Computer Hardware Engineers Hard to Fill $52.89 110% 89 13.0%
17-2112 Industrial Engineers Hard to Fill $40.40 107% 54 20.0%
11-9041 Architectural & Engineering Managers Hard to Fill $64.33 107% 43 22.0%
17-2072 Electronics Engineers, Except Computer Hard to Fill $55.14 125% 42 20.0%
17-1011 Architects, Except L&scape & Naval Hard to Fill $35.49 109% 39 18.0%
17-2071 Electrical Engineers Neutral $43.44 103% 33 21.0%
17-2081 Environmental Engineers Neutral $37.94 98% 33 16.0%
17-3023 Electrical and Electronics Engineering Technicians Neutral $30.84 111% 29 20.0%
17-3025 Environmental Engineering Technicians Easiest to Fill $18.07 83% 14 18.0%
17-3031 Surveying&Mapping Technicians Neutral $21.48 112% 14 16.0%
17-3022 Civil Engineering Technicians Easy to Fill $18.09 79% 12 18.0%
17-3026 Industrial Engineering Technicians Hard to Fill $28.09 115% 11 18.0%
17-2199 Engineers, All Other Neutral $43.65 102% 11 24.0%
17-3011 Architectural & Civil Drafters Neutral $22.72 99% 9 15.0%
17-1022 Surveyors Neutral $29.76 109% 9 19.0%
17-3029 Engineering Technicians, Except Drafters, All Other Neutral $29.67 104% 8 20.0%
17-3013 Mechanical Drafters Hard to Fill $26.92 111% 6 16.0%
17-3012 Electrical & Electronics Drafters Neutral $27.42 103% 5 --
Share of
workers
age 55+
Job Openings, 2013-2018
Staffing
Environment
Earnings
22%
11%
0%
22%
0%
36%
21%
15%
24%
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ENGINEERING & TECHNICAL (CONT.)
All but one of the occupations requires at least two years of education. The engineering and architect occupations
require a bachelor’s degree. The technician and drafter occupations require an associate’s degree. Surveying and
Mapping Technicians require a high school dipoloma and moderate on-the-job training.
EDUCATION & TRAINING
EDUCATION LEVEL, WORK EXPERIENCE, AND ON-THE-JOB TRAINING
Average
Regional
Completions
Education & Training
SOC Description
Typical education
needed for entry
Work
experience
in a related
occupation
Typical on-the-job
training (OJT)
needed to attain
competency in the
occupation
17-2051 Civil Engineers 119 Bachelor's degree None None
17-2141 Mechanical Engineers 125 Bachelor's degree None None
17-2061 Computer Hardware Engineers 6 Bachelor's degree None None
17-2112 Industrial Engineers 0 Bachelor's degree None None
11-9041 Architectural & Engineering Managers 414 Bachelor's degree 5 years + None
17-2072 Electronics Engineers, Except Computer 46 Bachelor's degree None None
17-1011 Architects, Except Landscape & Naval 0 Bachelor's degree None Internship/residency
17-2071 Electrical Engineers 46 Bachelor's degree None None
17-2081 Environmental Engineers 12 Bachelor's degree None None
17-3023 Electrical & Electronics Engineering Technicians 30 Associate's degree None None
17-3025 Environmental Engineering Technicians 0 Associate's degree None None
17-3031 Surveying & Mapping Technicians 34 HS diploma or equiv. None Moderate-term OJT
17-3022 Civil Engineering Technicians 236 Associate's degree None None
17-3026 Industrial Engineering Technicians 0 Associate's degree None None
17-2199 Engineers, All Other 26 Bachelor's degree None None
17-3011 Architectural & Civil Drafters 27 Associate's degree None None
17-1022 Surveyors 34 Bachelor's degree < 5 years None
17-3029 Engineering Technicians, Except Drafters, All Other 109 Associate's degree None None
17-3013 Mechanical Drafters 27 Associate's degree None None
17-3012 Electrical & Electronics Drafters 27 Associate's degree None None
Source: Bureau of Labor Statistics, National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, and 2011-2012.
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ENGINEERING & TECHNICAL (CONT.)
TOP FIELDS OF STUDY
Looking at the number of students graduating from regional programs in fields related to engineering and technical
occupations, reveals that the largest number are Construction Engineering Technicians.
Mechanical Engineering and Civil Engineering are also popular fields of study, graduating more than 100 students on
average each year.
Of note, there are no Computer Hardware Engineering, Industrial Engineering, Environmental Engineering technician,
and Industrial Engineering technician graduates in the region.
Source: National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, and 2011-2012
0 50 100 150 200 250
Construction Engineering Tech (15.1001)
Mechanical Engineering (14.1901)
Civil Engineering, General (14.0801)
Electrical and Electronics Engineering (14.1001)
Energy Mgmt. & Systems Tech (15.0503)
Chemical Engineering (14.0701)
Engineering Technology, General (15.0000)
GIS/Cartography (45.0702)
Landscape Architecture (4.0601)
CAD/CADD Drafting & Design Tech. (15.1302)
Engineering, General (14.0101)
Architectural Engineering Tech. (15.0101)
Environmental/Env. Health Engineering (14.1401)
Electrical/Electronic/Comm. Eng. Tech. (15.0303)
Biomedical Technology/Technician (15.0401)
HVAC/Refrigeration Engineering Tech. (15.0501)
Award of <1 academic year Award of at least 1 but <2 academic years
Associate's degree Bachelor's degree
Advanced
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ENGINEERING & TECHNICAL (CONT.)
On the following pages are profiles of individual occupations that are expected to continue to face a difficult staffing
environment. The profiles provide an overview of the occupations with sample job titles and a snapshot of local demand
and supply statistics.
MECHANICAL ENGINEERS (SOC 17-2141)
Perform engineering duties in planning and designing tools, engines, machines, and other mechanically functioning
equipment. Oversee installation, operation, maintenance, and repair of equipment such as centralized heat, gas, water,
and steam systems.
Sample of reported job titles: Mechanical Engineer, Design Engineer, Product Engineer, Mechanical Design
Engineer, Process Engineer, Equipment Engineer, Design Maintenance Engineer, Systems Engineer, Chassis Systems
Engineer, Commissioning Engineer
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 125
Jobs in occupation in region, 2013 460
2013 LQ (US = 1.00) 1.70
Total est. openings, 2013-2018 91
From new growth 10
From replacement demand 81
Median hourly wage $37.97
Relative to US (US = 1.00) 0.98
Typical Education/Training: Bachelor’s degree
CIVIL ENGINEERS (SOC 17-2051)
Perform engineering duties in planning, designing, and overseeing construction and maintenance of building structures,
and facilities, such as roads, railroads, airports, bridges, harbors, channels, dams, irrigation projects, pipelines, power
plants, and water and sewage systems.
Sample of reported job titles: Civil Engineer, Engineer, Project Engineer, Project Manager, Structural Engineer, City
Engineer, Civil Engineering Manager, Design Engineer, Railroad Design Consultant, Research Hydraulic Engineer
Occupation Snapshot
Average annual awards, 2010-2012 119
Jobs in occupation in region, 2013 528
2013 LQ (US = 1.00) 1.83
Total est. openings, 2013-2018 91
From new growth 20
From replacement demand 71
Median hourly wage $37.29
Relative to US (US = 1.00) 0.99
Typical Education/Training: Bachelor’s degree
Bachelor's
degree
80%
Advanced
degree
20%
Bachelor's
degree
61%
Advanced
degree
39%
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COMPUTER HARDWARE ENGINEERS (SOC 17-2061)
Research, design, develop, or test computer or computer-related equipment for commercial, industrial, military, or
scientific use. May supervise the manufacturing and installation of computer or computer-related equipment and
components.
Sample of reported job titles: Design Engineer, Engineer, Field Service Engineer, Hardware Design Engineer, Hardware
Engineer, Network Engineer, Project Engineer, Senior Hardware Engineer, Systems Engineer, Systems Integration Engineer
Occupation Snapshot
Average annual awards, 2010-2012 6
Jobs in occupation in region, 2013 940
2013 LQ (US = 1.00) 10.92
Total est. openings, 2013-2018 89
From new growth -163
From replacement demand 252
Median hourly wage $52.89
Relative to US (US = 1.00) 1.10
Typical Education/Training: Bachelor’s degree
INDUSTRIAL ENGINEERS (SOC 17-2112)
Design, develop, test, and evaluate integrated systems for managing industrial production processes, including human
work factors, quality control, inventory control, logistics and material flow, cost analysis, and production coordination.
Sample of reported job titles: Industrial Engineer, Process Engineer, Engineer, Operations Engineer, Engineering
Manager, Manufacturing Specialist, Plant Engineer, Supply Chain Engineer, Tool Engineer, Production Engineer
Occupation Snapshot
Average annual awards, 2010-2012 None
Jobs in occupation in region, 2013 280
2013 LQ (US = 1.00) 1.20
Total est. openings, 2013-2018 54
From new growth 12
From replacement demand 42
Median hourly wage $40.40
Relative to US (US = 1.00) 1.07
Typical Education/Training: Bachelor’s degree
Bachelor's
degree
100%
No for-credit
completions
were
reported
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ELECTRONICS ENGINEERS, EXCEPT COMPUTER (SOC 17-2072)
Research, design, develop, or test electronic components and systems for commercial, industrial, military, or scientific use
employing knowledge of electronic theory and materials properties. Design electronic circuits and components for use in
fields such as telecommunications, aerospace guidance and propulsion control, acoustics, or instruments and controls.
Sample of reported job titles: Design Engineer, Engineer, Test Engineer, Electronics Engineer, Product Engineer,
Engineering Manager, Electrical Design Engineer, Integrated Circuit Design Engineer (IC Design Engineer), Evaluation
Engineer, Research and Development Engineer (R&D Engineer)
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 46
Jobs in occupation in region, 2013 235
2013 LQ (US = 1.00) 1.63
Total est. openings, 2013-2018 42
From new growth 15
From replacement demand 27
Median hourly wage $55.14
Relative to US (US = 1.00) 1.25
Typical Education/Training: Bachelor’s degree
Bachelor's
degree
50%
Advanced
degree
50%
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INFORMATION TECHNOLOGY
The Information Technology talent cluster includes all of the Computer and Mathematical occupations (15-1100) and
associated managers. This group includes Computer and Information Research Scientists (15-1110), Computer and
Information Analysts (15-1120), Software Developers and Programmers (15-1130), Database and Systems
Administrators (15-1140), and Computer Support Specialists (15-1150)
This sector accounted for 5,235 jobs in 2013. The sector grew 6.5 percent between 2008 and 2013 and is projected
to grow another 8.6 percent between 2013 and 2018. This growth is spread fairly evenly across most of the
occupations in the sector with the exception of Systems Software Developers.
In six of the occupations, the region has a higher than average concentration of employees than the nation. The location
quotient for Systems Software Developers is almost three times that of the nation. Web Developers, Applications Software
Developers, Computer User Support Specialists, and Computer Network Support Specialists have higher than average
location quotients.
In Computer Programmer, Computer Network Architect, and Database Administrator occupations, the concentration of
employees is significantly low relative to the nation.
PRIMARY OCCUPATIONS
RELATIVE CONCENTRATIONS (2013) AND PROJECTIONS 2013-18
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
SOC Code Description
2013
(estimated)
15-1133 Software Developers, Systems Software 2.98 1,273 1,264
15-1132 Software Developers, Applications 1.65 1,058 1,145
15-1151 Computer User Support Specialists 1.26 782 886
15-1121 Computer Systems Analysts 0.80 434 515
15-1199 Computer Occupations, All Other 1.85 386 412
15-1142 Network and Computer Systems Administrators 0.93 353 393
15-1134 Web Developers 1.96 282 314
11-3021 Computer and Information Systems Managers 0.82 279 306
15-1152 Computer Network Support Specialists 1.27 241 255
15-1131 Computer Programmers 0.55 196 227
15-1141 Database Administrators 0.74 90 105
15-1143 Computer Network Architects 0.54 81 95
Location
Quotient (LQ)
2013
Employment
2018
(projected)
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INFORMATION TECHNOLOGY (CONT.)
All but three of the primary occupations in the Information Technology sector are currently considered hard-to-fill. These
include Computer User Support Specialists, Computer Systems Analysts, Systems Software Developers, Network and
Computer Systems Administrators, Other Computer Occupations, Computer and Information Systems Managers,
Computer Network Support Specialists, Database Administrators, and Computer Network Architects.
Three of the occupations are paying a wage premium of 10 percent over the US median hourly wage. These
occupations include Other Computer Occupations, Computer Programmers, and Database Administrators. Of note,
Computer Programmers and Database Administrators are also occupations with relatively low location quotients, which
means there are relatively few workers in those occupations.
For all but one occupation, new jobs account for the majority of the openings while replacement jobs account for 32 to
59 percent of the openings. The share of workers age 55 and older is not more than 18 percent in any of the
occupations.
Although the total number of Systems Software Developers is expected to decline, 94 openings are projected for the
occupation over the next 5 years, which is an indicator that there is high turnover in that occupation.
STAFFING ENVIRONMENT
STAFFING ENVIRONMENT INDICATOR, WAGES, OPENINGS, AGE PROFILE
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
SOC
Code Description
County
($) % of US
Total
(projected)
15-1151 Computer User Support Specialists Hardest to Fil $23.30 104% 171 16%
15-1132 Software Developers, Applications Neutral $38.02 88% 158 12%
15-1121 Computer Systems Analysts Hardest to Fil $36.64 97% 119 17%
15-1133 Software Developers, Systems Software Hardest to Fil $48.67 103% 94 12%
15-1142 Network & Computer Systems Administrators Hard to Fill $32.89 95% 72 12%
15-1199 Computer Occupations, All Other Hard to Fill $43.00 112% 60 18%
15-1131 Computer Programmers Neutral $39.32 112% 60 14%
15-1134 Web Developers Neutral $20.83 75% 56 8%
11-3021 Computer & Information Systems Managers Hard to Fill $57.35 100% 48 15%
15-1152 Computer Network Support Specialists Hardest to Fil $29.11 103% 34 13%
15-1141 Database Administrators Hard to Fill $41.95 113% 24 13%
15-1143 Computer Network Architects Hard to Fill $42.49 98% 24 --
Job Openings, 2013-2018
Staffing
Environment
Share of
workers
age 55+
Earnings
61%
55%
68%
0%
56%
43%
52%
57%
56%
41%
63%
58%
39%
45%
32%
100%
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INFORMATION TECHNOLOGY (CONT.)
Of the primary IT occupations, only Computer User Support Specialists, Web Developers, and Computer Network
Support Specialists require less than a bachelor’s degree. Computer User Support Specialists require some college but no
degree while Web Developers and Computer Network Support Specialists need associate’s degrees.
All of the other primary occupations require a bachelor’s degree. Computer and Information Systems Managers and
Computer Network Architects require five or more years of related work experience. Database Administrators require
between one and five years.
EDUCATION & TRAINING
EDUCATION LEVEL, WORK EXPERIENCE, AND ON-THE-JOB TRAINING
Average
Regional
Completions
Education & Training
SOC
Code Description
Typical education
needed for entry
Work
experience
in a related
occupation
Typical on-the-job
training (OJT)
needed to attain
competency in the
occupation
15-1151 Computer User Support Specialists 282 Some college, no degree None Moderate-term OJT
15-1132 Software Developers, Applications 10 Bachelor's degree None None
15-1121 Computer Systems Analysts 282 Bachelor's degree None None
15-1133 Software Developers, Systems Software 53 Bachelor's degree None None
15-1142 Network & Computer Systems Admin. 451 Bachelor's degree None None
15-1199 Computer Occupations, All Other 282 Bachelor's degree None None
15-1131 Computer Programmers 282 Bachelor's degree None None
15-1134 Web Developers 4 Associate's degree None None
11-3021 Computer & Info. Systems Managers 267 Bachelor's degree 5 years + None
15-1152 Computer Network Support Specialists 14 Associate's degree None None
15-1141 Database Administrators 282 Bachelor's degree < 5 years None
15-1143 Computer Network Architects 185 Bachelor's degree 5 years+ None
Source: Bureau of Labor Statistics, National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, and 2011-2012.
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INFORMATION TECHNOLOGY (CONT.)
TOP FIELDS OF STUDY
In the region, there are about 300 completions, on average, in fields of study related to IT occupations. Although the
primary occupations in this sector require specific skills, almost all of the regional completions are in more general
computer and information science fields. The majority of the regional completions are in the General Computer and
Information Science field. Management Information Systems and Information Science each have about 50 completions,
on average. Computer Networking and Telecommunications has 10 completions.
Source: National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, and 2011-2012
0 50 100 150 200 250
Computer & Info. Sciences, General (11.0101)
Mgmt. Info. Systems, General (52.1201)
Information Science/Studies (11.0401)
Computer Networking & Telecomm. (11.0901)
Award of <1 academic year Award of at least 1 but <2 academic years
Associate's degree Bachelor's degree
Advanced
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INFORMATION TECHNOLOGY (CONT.)
On the following pages are profiles of individual occupations that are expected to continue to face a difficult staffing
environment. The profiles provide an overview of the occupations with sample job titles and a snapshot of local demand
and supply statistics.
COMPUTER USER SUPPORT SPECIALISTS (SOC 15-1151)
Provide technical assistance to computer users. Answer questions or resolve computer problems for clients in person, or
via telephone or electronically. May provide assistance concerning the use of computer hardware and software,
including printing, installation, word processing, electronic mail, and operating systems.
Sample of reported job titles: Information Technology Specialist (IT Specialist), Support Specialist, Computer
Technician, Computer Support Specialist, Help Desk Analyst, Technical Support Specialist, Network Support Specialist,
Electronic Data Processing Auditor (EDP Auditor), Network Technician, Computer Specialist
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 301
Jobs in occupation in region, 2013 782
2013 LQ (US = 1.00) 1.26
Total est. openings, 2013-2018 171
From new growth 104
From replacement demand 67
Median hourly wage $23.30
Relative to US (US = 1.00) 1.04
Typical Education/Training: Some college, no degree
SOFTWARE DEVELOPERS, APPLICATIONS (SOC 15-1132)
Develop, create, and modify general computer applications software or specialized utility programs. Analyze user needs
and develop software solutions. Design software or customize software for client use with the aim of optimizing
operational efficiency. May analyze and design databases within an application area, working individually or
coordinating database development as part of a team. May supervise computer programmers.
Sample of reported job titles: Software Engineer, Application Integration Engineer, Programmer Analyst, Software
Development Engineer, Computer Consultant, Software Architect, Software Developer, Technical Consultant,
Applications Developer, Business Systems Analyst
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 10
Jobs in occupation in region, 2013 1,058
2013 LQ (US = 1.00) 1.65
Total est. openings, 2013-2018 158
From new growth 87
From replacement demand 71
Median hourly wage $38.02
Relative to US (US = 1.00) 0.88
Typical Education/Training: Bachelor’s degree
Award of
<1 year
42%
Associate's
degree
18%
Bachelor's
degree
25%
Advanced
degree
16%
Associate's
degree
24%
Bachelor's
degree
76%
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COMPUTER SYSTEMS ANALYSTS (SOC 15-1121)
Analyze science, engineering, business, and other data processing problems to implement and improve computer systems.
Analyze user requirements, procedures, and problems to automate or improve existing systems and review computer system
capabilities, workflow, and scheduling limitations. May analyze or recommend commercially available software.
Sample of reported job titles: Systems Analyst, Programmer Analyst, Business Systems Analyst, Computer Systems
Analyst, Computer Systems Consultant, Computer Analyst, Information Systems Analyst (ISA), Applications Analyst,
Business Analyst, Systems Engineer
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 301
Jobs in occupation in region, 2013 434
2013 LQ (US = 1.00) 0.80
Total est. openings, 2013-2018 119
From new growth 81
From replacement demand 38
Median hourly wage $36.64
Relative to US (US = 1.00) 0.97
Typical Education/Training: Bachelor’s degree
SOFTWARE DEVELOPERS, SYSTEMS SOFTWARE (SOC 15-1133)
Research, design, develop, and test operating systems-level software, compilers, and network distribution software for
medical, industrial, military, communications, aerospace, business, scientific, and general computing applications. Set
operational specifications and formulate and analyze software requirements. May design embedded systems software.
Apply principles and techniques of computer science, engineering, and mathematical analysis.
Sample of reported job titles: Developer, Infrastructure Engineer, Network Engineer, Publishing Systems Analyst,
Senior Software Engineer, Software Architect, Software Developer, Software Engineer, Systems Coordinator, Systems
Engineer
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 62
Jobs in occupation in region, 2013 1,273
2013 LQ (US = 1.00) 2.98
Total est. openings, 2013-2018 94
From new growth -9
From replacement demand 103
Median hourly wage $48.67
Relative to US (US = 1.00) 1.03
Typical Education/Training: Bachelor’s degree
Award of
<1 year
42%
Associate's
degree
18%
Bachelor's
degree
25%
Advanced
degree
16%
Award of
<1 year
40%
Associate's
degree
4%
Bachelor's
degree
56%
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NETWORK AND COMPUTER SYSTEMS ADMINISTRATORS (SOC 15-1142)
Install, configure, and support an organization's local area network (LAN), wide area network (WAN), and Internet
systems or a segment of a network system. Monitor network to ensure network availability to all system users and may
perform necessary maintenance to support network availability. May monitor and test Web site performance to ensure
Web sites operate correctly and without interruption. May assist in network modeling, analysis, planning, and
coordination between network and data communications hardware and software. May supervise computer user support
specialists and computer network support specialists. May administer network security measures.
Sample of reported job titles: Systems Administrator, Network Administrator, Network Engineer, Information
Technology Specialist (IT Specialist), Local Area Network Administrator (LAN Administrator), Information Technology
Manager (IT Manager), Information Technology Director (IT Director), Systems Engineer, Network Manager, Network
Specialist
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 301
Jobs in occupation in region, 2013 353
2013 LQ (US = 1.00) 0.93
Total est. openings, 2013-2018 72
From new growth 40
From replacement demand 32
Median hourly wage $32.89
Relative to US (US = 1.00) 0.95
Typical Education/Training: Bachelor’s degree
Award of
<1 year
42%
Associate's
degree
18%
Bachelor's
degree
25%
Advanced
degree
16%
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SALES & OPERATIONS
The Sales & Operations talent cluster includes the managers, analysts, and specialists related to core business functions
that support the region’s industry clusters. These include ocucupations such as finance, human resources, purchasing,
logistics, sales, and marketing.
This sector accounted for 11,053 jobs in 2013. The sector grew almost 1 percent between 2008 and 2013 and is
projected to grow another 7.9 percent between 2013 and 2018. The primary sources of growth are in General and
Operations Managers, Business Operations Specialists, Accountants and Auditors, and Sales Representatives for
Wholesale, Manufacturing, and Services.
Larimer County has a relatively low concentration of workers in this sector in comparison to the nation. Sixteen of the primary
occupations in this cluster have location quotients at or below the nation. Business Operations Specialists, Cost Estimators, and
Market Research Analysts are the only occupations that have location quotients 25 percent or more higher than national.
Financial Managers, Sales Representatives of Technical and Scientific Products, Financial Analysts, Financial Specialists,
Industrial Production Managers, and Human Resource Managers have relative concentrations less than half that of the nation.
PRIMARY OCCUPATIONS
RELATIVE CONCENTRATIONS (2013) AND PROJECTIONS 2013-18
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
SOC Code Description
2013
(estimated)
11-1021 General and Operations Managers 1.02 2,097 2,241
13-1199 Business Operations Specialists, All Other 1.66 1,669 1,777
41-4012 Sales Representatives, Wholesale and Manufacturing 0.96 1,500 1,576
13-2011 Accountants and Auditors 1.00 1,347 1,478
41-3099 Sales Representatives, Services, All Other 0.97 784 849
13-1111 Management Analysts 0.76 564 613
13-1161 Market Research Analysts and Marketing Specialists 1.25 562 629
13-1071 Human Resources Specialists 0.98 434 464
13-1051 Cost Estimators 1.50 326 336
11-2022 Sales Managers 0.59 226 240
11-3031 Financial Managers 0.40 214 242
13-1041 Compliance Officers 0.73 179 196
41-4011 Sales Representatives, Technical and Scientific Products 0.39 159 173
11-2021 Marketing Managers 0.74 145 157
13-1151 Training and Development Specialists 0.59 139 168
13-2051 Financial Analysts 0.42 111 124
13-1081 Logisticians 0.71 93 107
41-9031 Sales Engineers 1.01 75 81
13-2099 Financial Specialists, All Other 0.46 73 82
11-3051 Industrial Production Managers 0.40 68 72
11-3121 Human Resources Managers 0.47 53 59
13-2031 Budget Analysts 0.81 50 55
Location
Quotient (LQ)
2013
Employment
2018
(projected)
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SALES & OPERATIONS (CONT.)
Four of the primary occupations in Sales & Operations sector are currently considered hard-to-fill. These include
Wholesale and Manufacturing Sales Representatives, Services Sales Representatives, Human Resource Specialists, and
Sales Engineers.
One of the occupations is paying a wage premium of 10 percent over the US median hourly wage—Industrial
Production Managers.
The split of new jobs to replacement jobs is fairly even across most of the occupations with a few exceptions. The
openings for Cost Estimators are driven by replacement jobs, with more than 30 percent of the workers in this
occupation age 55 and older. The openings for Market Research Analysts, Training and Development Specialists,
Logisticians, and Financial Specialists are largely driven by new jobs rather than replacement jobs.
Three of the occupations—Accountants, Management Analysts, and Cost Estimators—face a likely wave of retirements
with more than 25 percent of workers in these occupations age 55 or older.
STAFFING ENVIRONMENT
STAFFING ENVIRONMENT INDICATOR, WAGES, OPENINGS, AGE PROFILE
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
SOC
Code Description
County
($) % of US
Total
(projected)
11-1021 General & Operations Managers Neutral $38.47 84% 350 21%
13-2011 Accountants & Auditors Neutral $25.90 86% 344 25%
41-4012 Sales Representatives, Wholesale & Manuf. Hard to Fill $22.85 88% 235 23%
13-1199 Business Operations Specialists, All Other Neutral $29.10 93% 228 22%
41-3099 Sales Representatives, Services, All Other Hard to Fill $23.24 96% 183 20%
13-1161 Market Research Analysts & Marketing Specialists Neutral $26.37 91% 108 15%
13-1111 Management Analysts Neutral $29.15 81% 95 37%
13-1071 Human Resources Specialists Hard to Fill $24.17 90% 71 20%
13-1051 Cost Estimators Neutral $26.23 94% 65 31%
11-3031 Financial Managers Neutral $52.72 101% 49 19%
13-1151 Training & Development Specialists Neutral $25.49 95% 44 17%
11-2022 Sales Managers Neutral $40.08 81% 40 16%
13-1041 Compliance Officers Neutral $22.89 77% 35 21%
41-4011 Sales Representatives, Technical & Sci. Products Neutral $34.03 95% 32 18%
11-2021 Marketing Managers Neutral $45.63 82% 29 17%
13-2051 Financial Analysts Neutral $38.65 105% 28 11%
13-1081 Logisticians Easy to Fill $28.39 81% 20 19%
11-3121 Human Resources Managers Neutral $50.08 108% 15 21%
13-2031 Budget Analysts Neutral $35.55 107% 15 --
13-2099 Financial Specialists, All Other Neutral $30.35 104% 14 18%
41-9031 Sales Engineers Hard to Fill $47.21 107% 13 19%
11-3051 Industrial Production Managers Neutral $47.87 113% 11 21%
Staffing
Environment
Share of
workers
age 55+
Job Openings, 2013-2018
y
Earnings
41%
38%
32%
47%
36%
62%
52%
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SALES & OPERATIONS (CONT.)
All of the primary occupations in the Sales & Operations talent cluster require a bachelor’s degree. Sales Representatives
for Wholesale, Manufacturing, and Services and Business Operations Specialist require a high school diploma or
equivalent.
Financial Managers, Marketing Managers, Human Resource Managers, and Industrial Production Managers also require five
or more years of work experience. General and Operations Managers, Management Analysts, Training and Development
Specialists, and Sales Managers require between one and five years of work experience.
EDUCATION & TRAINING
EDUCATION LEVEL, WORK EXPERIENCE, AND ON-THE-JOB TRAINING
Average
Regional
Completions
Education & Training
SOC
Code Description
Typical education
needed for entry
Work
experience
in a related
occupation
Typical on-the-job
training (OJT)
needed to attain
competency in
the occupation
11-1021 General & Operations Managers 1,336 Bachelor's degree < 5 years None
13-2011 Accountants & Auditors 6 Bachelor's degree None None
41-4012 Sales Rep, Wholesale & Mfg. 0 HS diploma or equiv. None Moderate-term OJT
13-1199 Business Ops. Specialists, All Other 0 HS diploma or equiv. None None
41-3099 Sales Rep., Services, All Other 0 HS diploma or equiv. None Short-term OJT
13-1161 Market Research Analysts & Marketing Spec. 177 Bachelor's degree None None
13-1111 Management Analysts 1,336 Bachelor's degree < 5 years None
13-1071 Human Resources Specialists 0 Bachelor's degree None None
13-1051 Cost Estimators 1,697 Bachelor's degree None None
11-3031 Financial Managers 6 Bachelor's degree 5 years + None
13-1151 Training & Development Specialists 0 Bachelor's degree < 5 years None
11-2022 Sales Managers 1,348 Bachelor's degree < 5 years None
13-1041 Compliance Officers 0 Bachelor's degree None Moderate-term OJT
41-4011 Sales Rep., Technical & Sci. Products 0 Bachelor's degree None Moderate-term OJT
11-2021 Marketing Managers 111 Bachelor's degree 5 years + None
13-2051 Financial Analysts 6 Bachelor's degree None None
13-1081 Logisticians 0 Bachelor's degree None None
11-3121 Human Resources Managers 0 Bachelor's degree 5 years + None
13-2031 Budget Analysts 6 Bachelor's degree None None
13-2099 Financial Specialists, All Other 6 Bachelor's degree None Moderate-term OJT
41-9031 Sales Engineers 0 Bachelor's degree None Moderate-term OJT
11-3051 Industrial Production Managers 1,336 Bachelor's degree 5 years + None
Source: Bureau of Labor Statistics, National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, and 2011-2012.
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SALES & OPERATIONS (CONT.)
TOP FIELDS OF STUDY
For the most part, the completions in the fields of study related to the primary occupations in the Sales & Operations are
in general topic areas: business, economics, and marketing. In these general fields of study, the region has, on average,
about 1,500 completions.
Source: National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, and 2011-2012
0 250 500 750 1,000
Business/Commerce, General (52.0101)
Business Admin. & Mgmt., General (52.0201)
Construction Engineering Tech (15.1001)
Economics, General (45.0601)
Mechanical Engineering (14.1901)
Apparel & Textile Marketing Mgmt. (19.0905)
Agricultural Economics (1.0103)
Marketing/Mktng. Mgmt., General (52.1401)
Award of <1 academic year Award of at least 1 but <2 academic years
Associate's degree Bachelor's degree
Advanced
DRAFT LARIMER COUNTY LABOR MARKET PROFILE
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SALES & OPERATIONS (CONT.)
On the following pages are profiles of individual occupations that are expected to continue to face a difficult staffing
environment. The profiles provide an overview of the occupations with sample job titles and a snapshot of local demand
and supply statistics.
GENERAL AND OPERATIONS MANAGERS (SOC 11-1021)
Plan, direct, or coordinate the operations of public or private sector organizations. Duties and responsibilities include
formulating policies, managing daily operations, and planning the use of materials and human resources, but are too
diverse and general in nature to be classified in any one functional area of management or administration, such as
personnel, purchasing, or administrative services.
Sample of reported job titles: Operations Manager, General Manager (GM), Director of Operations, Plant Manager,
Store Manager, Facilities Manager, Plant Superintendent, Vice President of Operations, Warehouse Manager, Chief
Operating Officer (COO)
Occupation Snapshot
Average annual awards, 2010-2012 1,336
Jobs in occupation in region, 2013 2,097
2013 LQ (US = 1.00) 1.02
Total est. openings, 2013-2018 350
From new growth 144
From replacement demand 206
Median hourly wage $38.47
Relative to US (US = 1.00) 0.84
Typical Education/Training: Bachelor’s degree
ACCOUNTANTS AND AUDITORS (SOC 13-2011)
Examine, analyze, and interpret accounting records to prepare financial statements, give advice, or audit and evaluate
statements prepared by others. Install or advise on systems of recording costs or other financial and budgetary data.
Sample of reported job titles: Accountant, Certified Public Accountant (CPA), Staff Accountant, Accounting Manager,
Cost Accountant, General Accountant, Accounting Officer, Business Analyst, Accounting Supervisor, Financial Reporting
Accountant, Auditor, Internal Auditor, Auditor-in-Charge, Assurance Manager, Audit Manager, Internal Audit Director,
Assurance Senior, Audit Partner, Deputy for Audit, Financial Auditor
Occupation Snapshot
Average annual awards, 2010-2012 6
Jobs in occupation in region, 2013 1,347
2013 LQ (US = 1.00) 1.00
Total est. openings, 2013-2018 344
From new growth 131
From replacement demand 213
Median hourly wage $25.90
Relative to US (US = 1.00) 0.86
Typical Education/Training: Bachelor’s degree
Award of
<1 year,
6%
Associate's
degree, 1%
Bachelor's
degree,
61%
Advanced
degree,
32%
Associate's
degree,
19%
Bachelor's
degree,
16%
Advanced
degree,
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MARKET RESEARCH ANALYSTS AND MARKETING SPECIALISTS (SOC 13-1161)
Research market conditions in local, regional, or national areas, or gather information to determine potential sales of a
product or service, or create a marketing campaign. May gather information on competitors, prices, sales, and methods
of marketing and distribution.
Sample of reported job titles: Market Research Analyst, Market Analyst, Project Manager, Market Research
Consultant, Client Service and Consulting Manager, Market Research Manager, Product Line Manager, Business
Development Specialist, Client Services Vice President, Communications Specialist
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 177
Jobs in occupation in region, 2013 562
2013 LQ (US = 1.00) 1.25
Total est. openings, 2013-2018 108
From new growth 67
From replacement demand 41
Median hourly wage $26.37
Relative to US (US = 1.00) 0.91
Typical Education/Training: Bachelor’s degree
HUMAN RESOURCES SPECIALISTS (SOC 13-1071)
Perform activities in the human resource area. Includes employment specialists who screen, recruit, interview, and place
workers.
Sample of reported job titles: Corporate Recruiter, Employment Coordinator, Employment Representative,
Employment Specialist, Human Resources Coordinator, Human Resources HR Generalist, Human Resources Specialist
(HR Specialist), Personnel Coordinator, Recruiter, Technical Recruiter
Occupation Snapshot
Average annual awards, 2010-2012 None
Jobs in occupation in region, 2013 434
2013 LQ (US = 1.00) 0.98
Total est. openings, 2013-2018 71
From new growth 30
From replacement demand 41
Median hourly wage $24.17
Relative to US (US = 1.00) 0.90
Typical Education/Training: Bachelor’s degree
Award of
<1 year,
4%
Associate's
degree, 4%
Bachelor's
degree,
78%
Advanced
degree,
14%
No for-credit
completions
were
reported
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COST ESTIMATORS (SOC 13-1051)
Prepare cost estimates for product manufacturing, construction projects, or services to aid management in bidding on or
determining price of product or service. May specialize according to particular service performed or type of product
manufactured.
Sample of reported job titles: Estimator, Cost Estimator, Estimator Project Manager, Project Manager, Construction
Estimator, Cost Analyst, Design Consultant, Operations Manager, Sales Engineer
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 1,697
Jobs in occupation in region, 2013 326
2013 LQ (US = 1.00) 1.50
Total est. openings, 2013-2018 65
From new growth 10
From replacement demand 55
Median hourly wage $26.23
Relative to US (US = 1.00) 0.94
Typical Education/Training: Bachelor’s degree
Award of
<1 year
5%
Associate's
degree
1%
Bachelor's
degree
68%
Advanced
degree
26%
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HEALTHCARE
The Healthcare talent cluster consists of Healthcare Practitioners and Technical Occupations (29-000) and Healthcare
Support Occupations (31-0000).
The sector as a whole employed 15,976 workers in 2013. The sector grew 16.9 percent between 2008 and 2013 and
is projected to grow another 18.1 percent between 2013 and 2018. This increase is largely accounted for by growth in
the number of Registered Nurses, Nursing Assistants, and Home Health Aides.
Larimer County has high concentrations of Massage Therapists, Veterinary Techs, Veterinerians, Medical
Transcriptionists, and Opticians. It has low concentrations of LVNs, Pharmacy Techs, Pharmacists, Respiratory Therapists,
and Nurse Practitioners.
PRIMARY OCCUPATIONS
RELATIVE CONCENTRATIONS (2013) AND PROJECTIONS 2013-18
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
SOC Code Description
2013
(estimated)
29-1141 Registered Nurses 1.03 2,878 3,559
31-1014 Nursing Assistants 0.84 1,289 1,512
31-1011 Home Health Aides 1.19 1,171 1,421
31-9092 Medical Assistants 1.03 618 725
31-9091 Dental Assistants 1.86 591 642
29-2061 Licensed Practical and Licensed Vocational Nurses 0.67 521 624
31-9011 Massage Therapists 3.05 449 487
29-1069 Physicians and Surgeons, All Other 1.13 408 470
29-2056 Veterinary Technologists and Technicians 3.52 315 380
29-1123 Physical Therapists 1.43 304 367
29-2052 Pharmacy Technicians 0.68 257 290
11-9111 Medical and Health Services Managers 0.79 251 302
29-2021 Dental Hygienists 1.17 236 270
29-2034 Radiologic Technologists 1.10 227 280
29-2041 Emergency Medical Technicians and Paramedics 0.91 221 231
29-1131 Veterinarians 3.04 214 232
29-1051 Pharmacists 0.71 212 238
29-1127 Speech-Language Pathologists 1.38 183 210
29-2071 Medical Records and Health Information Technicians 0.92 181 216
31-9094 Medical Transcriptionists 2.01 181 203
29-1021 Dentists, General 1.31 177 194
29-2012 Medical and Clinical Laboratory Technicians 0.99 165 205
29-1071 Physician Assistants 1.79 165 199
Employment
2018
(projected)
Location
Quotient (LQ)
2013
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PRIMARY OCCUPATIONS (CONT.)
RELATIVE CONCENTRATIONS (2013) AND PROJECTIONS 2013-18
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
Thirteen of the 43 primary occupations in the Healthcare talent cluster are considered hard to fill. Many of these
occupations also earn a wage premium of 10 percent or more of the US median hourly wage. Physicians and Surgeons
earn 27 percent more than the US median.
Most of the openings in the Healthcare cluster are driven by new jobs. Over 75 percent of the openings are from new
jobs in the Veterinary Techs, Radiologic Techs, Health Techs, Diagnosis Medical Sonographers, and Dietitians. Over 70
percent of the openings are from replacement jobs in Veterinarians and EMTs. Physicians, Family and General
Practitioners, and Health Diagnosing and Treating Practitioners are the three occupations that have 25 percent or more
of their workers age 55 and older.
SOC Code Description
2013
(estimated)
29-2011 Medical and Clinical Laboratory Technologists 0.96 160 193
29-1122 Occupational Therapists 1.36 158 187
29-1062 Family and General Practitioners 1.10 144 159
29-2081 Opticians, Dispensing 2.02 140 158
31-9099 Healthcare Support Workers, All Other 1.18 132 156
31-9096 Veterinary Assistants and Laboratory Animal Caretakers 1.37 114 133
29-2099 Health Technologists and Technicians, All Other 1.12 107 130
29-1067 Surgeons 1.88 95 107
29-2055 Surgical Technologists 0.87 90 113
31-9097 Phlebotomists 0.76 81 99
29-1126 Respiratory Therapists 0.60 73 88
29-1031 Dietitians and Nutritionists 1.05 71 86
29-1171 Nurse Practitioners 0.59 67 83
31-9093 Medical Equipment Preparers 1.24 67 85
31-2022 Physical Therapist Aides 1.28 66 81
29-9011 Occupational Health and Safety Specialists 1.04 66 72
29-2032 Diagnostic Medical Sonographers 1.05 65 88
29-1041 Optometrists 1.55 59 64
29-1199 Health Diagnosing and Treating Practitioners, All Other 1.20 55 63
29-2057 Ophthalmic Medical Technicians 1.70 53 59
Employment
2018
(projected)
Location
Quotient (LQ)
2013
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HEALTHCARE (CONT.)
STAFFING ENVIRONMENT
STAFFING ENVIRONMENT INDICATOR, WAGES, OPENINGS, AGE PROFILE
Source: QCEW Employees, Non-QCEW Employees & Self-Employed–EMSI 2013.4 Class of Worker
SOC
Code Description
County
($) % of US
Total
(projected)
29-1141 Registered Nurses Neutral $29.07 93% 1,004 24.0%
31-1011 Home Health Aides Hard to Fill $11.53 116% 376 19.9%
31-1014 Nursing Assistants Neutral $12.33 105% 359 17.6%
31-9092 Medical Assistants Hard to Fill $14.84 104% 175 14.7%
29-2061 Licensed Practical & Licensed Vocational Nurses Hard to Fill $20.90 105% 175 24.4%
29-1069 Physicians & Surgeons, All Other Hard to Fill ###### 127% 118 27.2%
31-9091 Dental Assistants Neutral $15.45 93% 116 8.0%
29-1123 Physical Therapists Neutral $32.77 86% 106 11.0%
31-9011 Massage Therapists Neutral $12.50 83% 93 8.0%
11-9111 Medical & Health Services Managers Hard to Fill $45.20 107% 86 22.0%
29-2056 Veterinary Technologists & Technicians Hard to Fill $13.88 95% 83 7.0%
29-2034 Radiologic Technologists Neutral $23.17 88% 71 16.0%
29-2021 Dental Hygienists Neutral $32.45 95% 68 12.0%
29-1131 Veterinarians Neutral $33.12 85% 66 15.0%
29-2012 Medical & Clinical Laboratory Technicians Neutral $14.73 82% 65 18.0%
29-2071 Medical Records & Health Information Technicians Neutral $16.80 102% 62 20.0%
29-2011 Medical & Clinical Laboratory Technologists Neutral $29.67 107% 57 18.0%
29-1051 Pharmacists Neutral $55.28 99% 53 24.1%
29-1071 Physician Assistants Hardest to Fil $49.45 112% 51 13.0%
29-2052 Pharmacy Technicians Neutral $15.54 110% 47 12.0%
29-2041 Emergency Medical Technicians & Paramedics Neutral $16.90 113% 41 9.0%
29-1127 Speech-Language Pathologists Hard to Fill $33.05 99% 41 16.0%
29-1122 Occupational Therapists Neutral $34.32 95% 41 11.0%
31-9094 Medical Transcriptionists Neutral $15.40 96% 40 19.0%
29-1021 Dentists, General Neutral $50.95 71% 40 23.0%
29-2081 Opticians, Dispensing Neutral $14.10 87% 40 18.0%
31-9099 Healthcare Support Workers, All Other Neutral $13.09 83% 39 16.0%
29-1062 Family & General Practitioners Neutral $44.02 55% 34 29.2%
31-9096 Veterinary Assistants & Lab. Animal Caretakers Hard to Fill $12.95 116% 31 11.0%
29-2055 Surgical Technologists Hard to Fill $22.81 113% 29 13.0%
29-2099 Health Technologists & Technicians, All Other Neutral $17.53 86% 28 16.0%
29-2032 Diagnostic Medical Sonographers Hard to Fill $35.49 112% 28 15.0%
31-9097 Phlebotomists Hard to Fill $14.50 101% 27 --
31-9093 Medical Equipment Preparers Hard to Fill $15.15 102% 26 16.0%
29-1067 Surgeons Neutral $97.82 109% 25 22.0%
29-1171 Nurse Practitioners Neutral $46.40 107% 24 22.0%
31-2022 Physical Therapist Aides Hard to Fill $12.84 112% 24 --
29-1126 Respiratory Therapists Neutral $26.35 98% 21 16.0%
29-1031 Dietitians & Nutritionists Neutral $22.86 85% 19 18.0%
29-1041 Optometrists Neutral $39.78 84% 16 --
29-9011 Occupational Health & Safety Specialists Neutral $36.04 112% 15 17.0%
29-1199 Health Diagn. & Treating Practitioners, All Other Neutral $24.12 75% 14 25.0%
29-2057 Ophthalmic Medical Technicians Neutral $16.47 100% 9 --
Share of
workers
age 55+
Job Openings, 2013-2018
Staffing
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HEALTHCARE (CONT.)
The primary occupations in the Healthcare talent cluster require a wide range of training, from support workers that
require a high school diploma and no training to the practitioners that require a doctoral or professional degree and
residency.
By far the most popular field of study related to Healthcare is Nursing Aide, with almost 900 students, on average,
completing the program each year. Just over 300 students complete Registered Nursing each year, on average.
Veterinary Medicine graduates just over 100 students each year.
EDUCATION & TRAINING
EDUCATION LEVEL, WORK EXPERIENCE, AND ON-THE-JOB TRAINING
Average
Regional
Completions
Education & Training
SOC
Code Description
Typical education
needed for entry
Work
experience
in a related
occupation
Typical OJT
needed to attain
competency in the
occupation
29-1141 Registered Nurses 352 Associate's deg. None None
31-1011 Home Health Aides 0 Less than high school None Short-term OJT
31-1014 Nursing Assistants 887 Postsecondary non-deg. None None
31-9092 Medical Assistants 279 Postsecondary non-deg. None None
29-2061 Lic. Practical & Lic. Vocational Nurses 65 Postsecondary non-deg. None None
29-1069 Physicians & Surgeons, All Other 0 Doctoral or prof. deg. None Internship/residency
31-9091 Dental Assistants 13 Postsecondary non-deg. None None
29-1123 Physical Therapists 0 Doctoral or prof. deg. None None
31-9011 Massage Therapists 91 Postsecondary non-deg. None None
11-9111 Medical & Health Services Managers 6 Bachelor's deg. None None
29-2056 Veterinary Technologists & Tech. 45 Associate's deg. None None
29-2034 Radiologic Technologists 27 Associate's deg. None None
29-2021 Dental Hygienists 0 Associate's deg. None None
29-1131 Veterinarians 149 Doctoral or prof. deg. None None
29-2012 Medical & Clinical Laboratory Tech. 0 Associate's deg. None None
29-2071 Medical Records & Health Info. Tech. 87 Postsecondary non-deg. None None
29-2011 Medical & Clinical Lab. Tech. 0 Bachelor's deg. None None
29-1051 Pharmacists 0 Doctoral or prof. deg. None None
29-1071 Physician Assistants 0 Master's deg. None None
29-2052 Pharmacy Technicians 46 HS diploma or equiv. None Moderate-term OJT
29-2041 Emergency Med. Tech. & Paramedics 538 Postsecondary non-deg. None None
29-1127 Speech-Language Pathologists 65 Master's deg. None None
29-1122 Occupational Therapists 42 Master's deg. None None
31-9094 Medical Transcriptionists 0 Postsecondary non-deg. None None
29-1021 Dentists, General 0 Doctoral or prof. deg. None None
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HEALTHCARE (CONT.)
EDUCATION & TRAINING (CONT’D)
EDUCATION LEVEL, WORK EXPERIENCE, AND ON-THE-JOB TRAINING
Average
Regional
Completions
Education & Training
SOC
Code Description
Typical education
needed for entry
Work
experience in
a related
occupation
Typical OJT
needed to attain
competency in the
occupation
29-2081 Opticians, Dispensing 0 HS diploma or equiv. None Long-term OJT
31-9099 Healthcare Support Workers, All Other 159 HS diploma or equiv. None None
29-1062 Family & General Practitioners 0 Doctoral or prof. deg. None Internship/residency
31-9096 Vet. Assistants & Lab. Animal Caretakers 45 HS diploma or equiv. None Short-term OJT
29-2055 Surgical Technologists 10 Postsecondary non-deg. None None
29-2099 Health Technologists & Technicians, All Other 23 HS diploma or equiv. None None
29-2032 Diagnostic Medical Sonographers 0 Associate's deg. None None
31-9097 Phlebotomists 88 Postsecondary non-deg. None None
31-9093 Medical Equipment Preparers 136 HS diploma or equiv. None Moderate-term OJT
29-1067 Surgeons 0 Doctoral or prof. deg. None Internship/residency
29-1171 Nurse Practitioners 21 Master's deg. None None
31-2022 Physical Therapist Aides 0 HS diploma or equiv. None Short-term OJT
29-1126 Respiratory Therapists 0 Associate's deg. None None
29-1031 Dietitians & Nutritionists 161 Bachelor's deg. None Internship/residency
29-1041 Optometrists 0 Doctoral or prof. deg. None None
29-9011 Occupational Health & Safety Specialists 53 Bachelor's deg. None Short-term OJT
29-1199 Health Diag. & Treating Pract., All Other 12 Master's deg. None None
29-2057 Ophthalmic Medical Technicians 0 Postsecondary non-deg. None None
Source: Bureau of Labor Statistics, National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, and 2011-2012.
TOP FIELDS OF STUDY
Source: National Center for Education Statistics, IPEDS Surveys for academic years 2009-2010, 2010-2011, and 2011-2012
0 250 500 750 1,000
Nursing/Patient Care Assist./Aide (51.3902)
Registered Nursing/Registered Nurse (51.3801)
Veterinary Medicine (51.2401)
Massage Therapy/Therapeutic Massage (51.3501)
LPN/LVN Training (51.3901)
Dietetics/Dietitian (51.3101)
Environmental Health (51.2202)
Occupational Therapy/Therapist (51.2306)
RN, Nursing Admin./Rsrch./Other (51.3899)
Veterinary Sciences/Clinical, General (51.2501)
Alt. & Complementary Medicine, Other (51.3399)
Somatic Bodywork (51.3503)
Award of <1 academic year Award of at least 1 but <2 academic years
Associate's degree Bachelor's degree
Advanced
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HEALTHCARE (CONT.)
On the following pages are profiles of individual occupations that are expected to continue to face a difficult staffing
environment. The profiles provide an overview of the occupations with sample job titles and a snapshot of local demand
and supply statistics.
REGISTERED NURSES (SOC 29-1141)
Assess patient health problems and needs, develop and implement nursing care plans, and maintain medical records.
Administer nursing care to ill, injured, convalescent, or disabled patients. May advise patients on health maintenance
and disease prevention or provide case management. Licensing or registration required.
Sample of reported job titles: Charge Nurse, Director of Nursing (DON), Emergency Department RN (Emergency
Department Registered Nurse), Oncology RN (Oncology Registered Nurse), Operating Room Registered Nurse (OR RN),
Public Health Nurse (PHN), Registered Nurse (RN), School Nurse, Staff Nurse, Staff RN (Staff Registered Nurse)
Occupation Snapshot
Average annual awards, 2010-2012 352
Jobs in occupation in region, 2013 2,878
2013 LQ (US = 1.00) 1.03
Total est. openings, 2013-2018 1,004
From new growth 681
From replacement demand 323
Median hourly wage $29.07
Relative to US (US = 1.00) 0.93
Typical Education/Training: Associate’s degree
NURSING ASSISTANTS (SOC 31-1014)
Provide basic patient care under direction of nursing staff. Perform duties such as feed, bathe, dress, groom, or move
patients, or change linens. May transfer or transport patients. Includes nursing care attendants, nursing aides, and
nursing attendants.
Sample of reported job titles: Certified Medication Aide (CMA), Certified Nurse Aide (CNA), Certified Nurses
Aide (CNA), Certified Nursing Assistant (CNA), Geriatric Nursing Assistant (GNA), Licensed Nursing Assistant (LNA),
Nurses' Aide, Nursing Aide, Nursing Assistant, State Tested Nursing Assistant (STNA)
Occupation Snapshot
Average annual awards, 2010-2012 887
Jobs in occupation in region, 2013 1,289
2013 LQ (US = 1.00) 0.84
Total est. openings, 2013-2018 359
From new growth 223
From replacement demand 136
Median hourly wage $12.33
Relative to US (US = 1.00) 1.05
Typical Education/Training: Post-secondary non-degree
Associate's
degree
55%
Bachelor's
degree
37%
Advanced
degree
8%
Award of
<1 year,
100%
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MEDICAL ASSISTANTS (SOC 31-9092)
Perform administrative and certain clinical duties under the direction of a physician. Administrative duties may include
scheduling appointments, maintaining medical records, billing, and coding information for insurance purposes. Clinical
duties may include taking and recording vital signs and medical histories, preparing patients for examination, drawing
blood, and administering medications as directed by physician.
Sample of reported job titles: Certified Medical Assistant (CMA), Chiropractor Assistant, Clinical Assistant,
Doctor's Assistant, Medical Assistant (MA), Medical Office Assistant, Ophthalmic Technician, Optometric Assistant,
Optometric Technician, Registered Medical Assistant (RMA)
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 279
Jobs in occupation in region, 2013 618
2013 LQ (US = 1.00) 1.03
Total est. openings, 2013-2018 175
From new growth 107
From replacement demand 68
Median hourly wage $14.84
Relative to US (US = 1.00) 1.04
Typical Education/Training: Post-secondary non-degree
LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES (SOC 29-2061)
Care for ill, injured, or convalescing patients or persons with disabilities in hospitals, nursing homes, clinics, private
homes, group homes, and similar institutions. May work under the supervision of a registered nurse. Licensing required.
Sample of reported job titles: Charge Nurse; Clinic Licensed Practical Nurse (CLINIC LPN); Clinic Nurse; Licensed
Practical Nurse (LPN); Licensed Practical Nurse, Clinic Nurse (LPN, Clinic Nurse); Licensed Vocational Nurse (LVN);
Office Nurse; Pediatric Licensed Practical Nurse (PEDIATRIC LPN); Private Duty Nurse; Triage Licensed Practical Nurse
(TRIAGE LPN)
Occupation Snapshot Average Annual Completions by Award Level
Average annual awards, 2010-2012 65
Jobs in occupation in region, 2013 521
2013 LQ (US = 1.00) 0.67
Total est. openings, 2013-2018 175
From new growth 103
From replacement demand 72
Median hourly wage $20.90
Relative to US (US = 1.00) 1.05
Typical Education/Training: Post-secondary non-degree
Award of
<1 year,
4%
Award of at
least 1 but
<2 years,
28%
Associate's
degree,
67%
Award of at
least 1 but
<2 years
100%
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PHYSICIANS AND SURGEONS, ALL OTHER (SOC 29-1069)
All physicians and surgeons not listed separately.
Sample of reported job titles: Allergist, dermatologist, hospitalist, neurologist, nuclear medicine physicians,
ophthalmologist, pathologist, physical medicine and rehabilitation physician, preventative medicine physicians, radiologist,
sports medicine physician, urologist.
Occupation Snapshot
Average annual awards, 2010-2012 0
Jobs in occupation in region, 2013 408
2013 LQ (US = 1.00) 1.13
Total est. openings, 2013-2018 118
From new growth 62
From replacement demand 56
Median hourly wage $110.97
Relative to US (US = 1.00) 1.27
Typical Education/Training: Doctoral or professional deg.
No for-credit
completions
were
reported
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EMPLOYER SURVEY
To identify specific hiring issues, TIP facilitated a web-based survey of Larimer County area employers. A link to the
survey was emailed in March 2014 to employers in the region. A total of 27 firms completed the survey.
RESPONDENT PROFILE
Respondents to the survey were firms that
ranged in size from as few as two
employees to almost 750. In terms of the
employment base, the responding firms
represented 4,771 employees (3,274 full-
time, 1,182 part-time, and 315
contract/temporary workers).
More than one-third of the firms that
responded were from the Manufacturing
sector. IT (Hardware and Software)
represented 19 percent. The other
respondents represented education,
construction, health care, retail,
telecommunications, defense, and energy.
Staffing patterns vary widely across the
firms. For most firms (62 percent),
management occupations represent 10 to
24 percent of total employment. For almost
one-third, management represents less than
10 percent. Professional and technical
occupations represent less than 10 percent
for about 30 percent of the firms. Sales and
marketing represents less than 10 percent
for 56 percent of the firms. For 42 percent
of the firms, skilled labor represents more
than 25 percent. Very few of the firms have
unskilled labor. For 67 percent of the firms,
clerical and administrative occupations
represent less than 10 percent of total
employment.
NUMBER OF EMPLOYEES
Full-time Part-time
Contract/
Temporary
Total number of workers 3,274 1,182 315
Minimum value 2 0 0
Maximum value 748 550 191
Average value 131 62 19
INDUSTRY OF RESPONDENTS
OCCUPATION CATEGORY SHARE OF TOTAL EMPLOYMENT
BY PERCENT OF RESPONDENTS
10
5
4
2 2 2 2
Manufacturing
IT (Hardware
and Software)
Other
Construction
Education
Health Care
Retail
9%
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The average wages by occupation category also
vary widely for the management, professional
and technical, and sale and marketing
occupations. For management occupations, the
average wage is $49 an hour ($102,000 per
year). For professional/ technical, the average
wage is almost $38 an hour ($78,000 per
year). The average wage for sales and
marketing is $35 an hour ($72,000 per year).
On average, skilled labor earns almost $19 an
hour ($39,000 a year). Unskilled labor earns
about $9 an hour ($19,000 a year) and
clerical/administrative earns about $19 an hour
($40,000 a year).
WORKFORCE QUALITY
Respondents indicated a high level of satisfaction
with the regional workforce overall. In most
areas, respondents rated the workforce “good”
or “excellent.” The areas that were rated with the
highest “poor” ratings were communications,
reliability, math skills, and flexibility.
HIRING NEEDS & PRACTICES
Over the next 12 to 24 months, 87 percent of
the respondents plan to hire additional
employees. Only 9 percent do not plan on hiring
additional staff.
The respondents that plan to hire estimate that they
will have just over 300 openings to fill, which
represents almost a 10 percent increase in full-time
employees. One-third of these estimated openings
will be professional/technical occupations and
another third will be skilled labor. Just over 10
percent will be unskilled labor and another 10
percent will be for management occupations. The
remaining openings will largely be clerical and
sales occupations.
AVERAGE WAGES ($/HR) BY OCCUPATION CATEGORY
How would you rate the regional workforce overall
on the following characteristics?
If you plan to hire additional employees in larimer
county in the next 12 to 24 months, approximately
how many workers do you plan to add in each of the
following categories?
$49.27
$37.52 $34.59
$18.89
$9.01
$19.05
0
25
50
75
100
125
Management
Professional/
Technical
Sales/
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Turnover in Larimer County is less than 10
percent for the majority of the respondents
across the majority of the occupational
categories. The lowest turnover rates are in
professional/technical occupations, clerical,
and sales and marketing. The highest rates of
turnover are in unskilled occupations. Turnover
rates in skilled occupations are also somewhat
higher than other occupations.
Openings in the region are most commonly filled in
one to three months. Clerical/administrative
occupations most often take less than two weeks to
fill. Management, as well as sales and marketing
occupations, most often take two to four weeks.
Professional/technical occupations can take more
than six months to fill.
The majority of the positions are filled by the
local workforce. Professional/technical
occupations are least likely to be filled by
workers in Larimer County; almost one-quarter of
the respondents report that they must recruit
workers outside of Colorado to fill their positions.
Another 29 percent of respondents hiring
professional/technical positions must recruit
outside of the Denver metro area but still in
Colorado.
One-quarter of respondents filling skilled labor
positions report having to recruit outside of the
Denver metro area. Fifty percent of the skilled
labor positions are filled with workers in
Larimer County.
Respondents report that management, clerical,
and sales/marketing positions are filled almost
entirely with Larimer County workers.
Approximately what is your average turnover rate in
each of the following categories?
Approximately how long does it typically take to fill a
vacancy for each of the following classifications of
workers?
When hiring, please indicate which geographic area is
typically used to recruit workers.
14% 20% 20% 21%
68%
14%
81%
55% 60% 63%
26%
77%
5%
20%
16% 5%
5% 9%
15%
5%
0%
25%
50%
75%
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Respondents find word of mouth and direct
referrals to be the best source of quality
candidates. Internet job boards such as Monster,
CareerBuilder, and Indeed are the next most
effective resource. These two resources are used
by all respondents.
Newspaper advertising and the local workforce
center are among the least effective resources.
These are also the least commonly used
resources.
Other resources used include professional
recruiters, social media, and networking
organizations including NoCoNet and
LongsPeakNet.
Only 23 percent of respondents have been
unable to fill positions. The positions that
respondents have been unable to fill include the
following:
Academic Dean
Technical Writer
Web Developer
Applications Engineer
Customer Support Engineer
More than 50 percent of respondents reported having difficulty recruiting for specific occupations or skills. The
occupations or skills that were listed as difficult to recruit are listed below:
Senior Management Nursing Faculty
Marketing/Branding Nurse Practitioner Within Long Term Care
Social Media Specialist Physician Assistant W/ Emergency Medicine Experience
Architecture Software Engineers
Revit Developers/Software With GIS Experience
Power System Engineers Network Administrators
Customer Support Engineer/ Robotics, Welding Quality Web Developer
Formulation Scientists Quality Systems Programmer/Engineer
Flavor Chemists Quality Network Engineer
Millwrights Application Engineers
Manual Machinists (Lathe/Mill Operators) IT Support Technicians
CNC Machinists (CNC Lathe/Mill Operators)
Mechanical Assemblers
Skilled Trades Faculty
Which of the following resources you find most
effective in identifying quality candidates? (5 = most
effective, 1 = least effective)
Have you had specific positions which you have been
unable to fill at all?
3.9
3.7
2.9
2.5
2.5
2.3
2.0
Referrals/word-of-mouth
Internet job boards
(e.g., Indeed, Monster)
Colleges/trade schools
Staffing/temp agency
Professional publications
Local workforce center
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Many of the occupations or skills that are currently difficult to recruit are also the occupations and skills that respondents
anticipate needing in the future. The types of occupations or skills that respondents anticipating needing in the future are
listed below:
Business Assistant Software Engineer
Marketing Architecture
Project Managers Construction Management
Sales and Marketing Draftsman
Sales Management Flavor Chemists
Senior Management Customer Support Engineer/ Robotics, Welding
Social Media Specialist GIS Technicians
Emergency Physician Production Maintenance Technicians
License Practical Nurse Production Technicians
Nurse Practitioner Project Engineer/Robotics, Welding, Programming
Nursing Faculty Quality Associates
Physician Quality Engineers
Physician Assistant Quality Management
Registered Nurse Technical Support
Mechanical Engineer Assemblers
Packaging Engineers CNC Machinists (CNC Lathe/Mill Operators)
Power System Engineers Fabricators/Welders
Process Development Engineers Manual Machinists (Lathe/Mill Operators)
Systems Programmer/ Engineer Mechanical Assemblers
Application Engineers Millwrights
Network Engineer Production Supervisors
TRAINING
Respondents indicated that the vast majority (83
percent) of their employee training is provided in-
house or on the job by existing personnel. The next
most commonly used training type is training provided
in-house or off-site by a vendor or equipment supplier
(14 percent). Very few respondents use CSU, FRCC,
or Larimer County Workforce Center.
That said, when asked about specific training programs
in the area, many were associated with FRCC. These
included the following FRCC programs: Corporate
Training, GIS Certificate, Welding, Machining, Smart
Grid Bootcamp, and Good Manufacturing Practices
(GMP). In addition, the Larimer County Workforce
Center’s business series was mentioned as was
Situational Leadership, Crucial Conversations, and
LEAD 1.0.
Please indicate the approximate percentage of
your employee training that is provided by each
of the following sources.
83%
14%
7%
1% 4%
0% 1%
0%
25%
50%
75%
100%
OTJ: in-house
OTJ - vendor
OTJ - other
CSU
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When asked about training programs lacking in the area, the following programs were mentioned:
Skilled Trades (welders, fabricators, electricians)
GIS Certificate (at the Fort Collins campus)
Pharmaceutical industry related training—GMP, GCP, GLP, Regulatory
Manual Machining (not just CNC)
Basic Computer Training
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Major
group
Minor
group
Broad
occupat-ion
Detailed
occupation
Sector
Subsector
Industry
group
Industry
Country
specific
2-digit/
general
4-digit/
intermedi-ate
6-digit/
specific
APPENDIX A: DATA & METHODOLOGY
CLASSIFICATION SYSTEMS
Much of the analysis presented in this report relies
on three separate classification systems. A brief
overview of each is presented below.
The Standard Occupational Classification
(SOC) system is used by federal statistical
agencies to classify workers into categories for the
purpose of collecting, calculating, or disseminating
data. This system groups all occupations in which
work is performed for pay or profit according to
the type of work performed and, in some cases, on
the skills, education, or training needed to perform
the work at a competent level. Under the 2010
SOC system, workers are classified into one of
840 detailed occupations, which are combined to
form 461 broad occupations, 97 minor groups,
and 23 major groups.
The North American Industry Classification
System (NAICS, pronounced Nakes) was developed
under the direction and guidance of the Office of
Management and Budget (OMB) as the standard for
use by Federal statistical agencies in classifying
business establishments for the collection, tabulation,
presentation, and analysis of statistical data describing
the US economy. The classification system was
developed jointly with government agencies in
Canada and Mexico to allow for a high level of
comparability in business statistics among the North
American countries.
The version of NAICS currently in wide use was
released in 2007 and classifies industries into 20
sectors based on production processes. These
sectors are broken into subsectors, industry groups,
and individual industries. An additional level of
detail is provided to accommodate industry codes
specific to the three countries. The classification
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NAICS structure was finalized in August 2011. Federal statistical agencies were directed to begin using the new system
for data published for reference years beginning on or after January 1, 2012.
The Classification of Instructional Programs (CIP) is the accepted federal government statistical standard on
instructional program classifications. Developed in 1980 by the National Center for Education Statistics, the CIP is used
by state agencies, national associations, academic institutions, and employment counseling services for collecting,
reporting, and analyzing instructional program data.
The CIP titles and program descriptions are intended to be generic categories into which program completions data can
be placed, and are not exact duplicates of specific major or field of study titles used by individual institutions. The vast
majority of CIP titles correspond to academic and occupational instructional programs offered for credit at the
postsecondary level. These programs result in recognized completion points and awards, including degrees, certificates,
and other formal awards. The CIP also includes other types of instructional programs, such as residency programs in
various dental, medical, podiatric, and veterinary specialties that may lead to advanced professional certification,
personal improvement and leisure programs, and instructional programs that lead to diplomas and certificates at the
secondary level only.
DATA SOURCES
EMSI
The occupational data presented in this
report were prepared using EMSI’s
Complete Employment series. EMSI
gathers and integrates economic, labor
market, demographic, and education
data from over 90 government and
private-sector sources, creating a
comprehensive and current database
that includes both published data and
detailed estimates with full coverage of
the US.
The company’s core data consists of
jobs (historical and projected) and
earnings (current year) by industry and
occupation for every ZIP code and
county in the US. EMSI data are annual
averages of jobs (not workers); full- and
part-time jobs are counted equally.
PRIMARY INDUSTRY/OCCUPATION DATA SOURCES
MAJOR SOURCES USED FOR EMSI’S 2013.2 DATA RELEASE
DATA SOURCE ABBRV. AGENCY
VERSION
USED*
State Personal Income SPI BEA 2011
Local Area Personal Income LPI BEA 2010
Industry Economic Accounts IEA BEA 2002-2011
American Community Survey ACS Census 2005-2011
County Business Patterns CBP Census 2010
ZIP Code Business Patterns ZBP Census 2010
Nonemployer Statistics NES Census 2010
Quarterly Census of Employment and
Wages
QCEW BLS 2012 Q3
Current Employment Statistics CES BLS Feb. 2013
Natl. Employment Projections
(Industry Occupation Matrix) EP BLS 2010-2020
Occupational Employment Statistics OES BLS 2011
Railroad Retirement Board Tables,
State/County
RRB RRB 2012/2011
Equifax Business Data Equifax 2013 Q1
Long-term state industry projections Individual states varies by state
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EMSI produces industry and occupation datasets with
two different types of coverage. Coverage refers to the
types of jobs counted.
EMSI Covered: This dataset primarily counts “payroll”
jobs that are covered by unemployment insurance (UI); the
primary source is the Quarterly Census of Employment and
Wages (QCEW). But EMSI also includes some jobs
excluded from QCEW, such as railroad jobs (which have
their own UI program), all wage and salary agriculture
jobs, and military. These additional categories are based
on figures from State and Local Area Personal Income
(S/LPI) reports produced by the Commerce Department’s
Bureau of Economic Analysis (BEA), and state and county
railroad retirement boards (RRBs). Data from the Census-
produced County Business Patterns (CBP) are also used.
EMSI Complete: This dataset includes all jobs in EMSI
Covered, plus additional types of noncovered jobs, such
as the self-employed (proprietors), commissions-only
salespeople, and various types of non-UI-covered wage
and salary workers. Major sources of self-employment
data include Nonemployer Statistics (NES), the American
Community Survey (ACS), and the S/LPI.
The relationship between EMSI Covered Employment
and EMSI Complete Employment is diagrammed in the
table above.
For each data set, EMSI creates long-term, 10-year
industry projections starting from the current year. These projections are based on a combination of the following:
Recent trends in all industries for every local geography,
National industry projections produced by the US Bureau of Labor Statistics (BLS),
State and sub-state regional projections produced by individual states.
The company’s methodology is designed to capture the expertise embodied in federal and state agencies. However,
since official projections produced through the state-federal partnership typically have a base year that lags 2-3 years
behind the current year, EMSI projections are also informed by the most recent data and trends available.
The first step in the process is to track recent local trends using a linear regression function. Taking into account the
previous base data from 15, 10, and 5 years prior to the base year, EMSI’s analysts plot a line as a function of year
and employment. This line is dampened (flattened) to smooth out the effects of any volatility. Once this is done, state and
COVERED EMPLOYEES
Includes wage and salary
workers “covered” under
state unemployment
insurance (UI) laws.
Base data sources:
QCEW, S/LPI, CBP
PROPRIETORS
Includes sole proprietor-
ships, partnerships, and
tax-exempt cooperatives
Base data sources:
NES, S/LPI, CBP
NON-COVERED
WORKERS
Includes employees not
covered by state UI laws,
(e.g., commissions-only
sales people)
Base data sources:
ACS, S/LPI, CBP, RRBs
EMSI Complete
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local government industries (as well as the US Postal Service) are projected based on the growth or decline of local
economies rather than projected through linear regression. Federal government and military, however, are projected
through linear regression at the national level and their growth rate is then applied to the states and counties. Next, EMSI
adjusts the projections for all counties so they sum to state- and national-level numbers.
After these initial projections are completed, EMSI’s analysts begin a series of controls and adjustments to other data
sources. The first of these is an adjustment to the BLS staffing patterns. Essentially the company’s projected national
growth rate is changed to match the growth rate of the BLS numbers. This adjusts the curve up or down while staying as
close to our projected values as possible. Following this, county and state-level projections are adjusted to the state-
produced state and sub-state regional projections. County values are controlled to the regional data and state projections
are controlled to the reported state data. Once these adjustments and controls are completed, the final state-level
numbers are aggregated to determine the final national projections. This causes EMSI data to match state projections
very closely, but it also means EMSI projections can stray from the national projections.
The company has incorporated workforce demographics in the latest release of its analytical tools. This data is drawn
from the relatively new Local Employment Household Dynamics series produced through a partnership of several federal
agencies led by the US Census Bureau. One of its primary data sources, Quarterly Workforce Indicators, provides the
basis for EMSI’s estimates of occupations by age and gender.
EDUCATION & TRAINING
Under the Higher Education Act of 1965, every college, university, and vocational or technical institution that
participates in federal financial student aid programs, such as Pell grants or federally backed student loans, is required
to report annually to the US Department of Education (DOE) on a range of indicators. Data are collected through a
system of interrelated surveys and are made available through the Integrated Postsecondary Education Data System
(IPEDS).
Each fall, institutions report on the number of awards conferred for credit by field of study, by award level, and by the
gender and race or ethnicity of the recipient. These data are referred to as “completions.” Data on completions for the
three most recent academic years available (2009-2010, 2010-2011, and 2011-2012) were downloaded from the
IPEDS Data Center for all schools in Larimer and Weld Counties that participate in IPEDS surveys, except for schools in
which training was limited to cosmetology.
To help understand how education and training programs in the region align with the key occupations, we also
compiled for-credit completions from the IPEDS analysis for key occupations in the talent clusters profiled in this
report This analysis was accomplished using three separate crosswalks that align occupational classifications (SOC
codes) with subject matter areas (CIP codes). Specifically, we used the following crosswalks: (1) a 2011 crosswalk
created by the National Center for Education Statistics in cooperation with the US Bureau of Labor Statistics
(available from the National Crosswalk Service Center), (2) a crosswalk based on information downloaded from
the Occupational Supply Demand System (OSDS) website formerly maintained by the Georgia Career Information
Center at Georgia State University, and (3) Table 7 of the National Research Center for Career and Technical
Education's Perkins Crosswalk Validation Project.
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The results of this matching process are provided in each of the talent cluster profiles. These brief snapshots provide
a description of the occupation (including alternate job titles), a snapshot of the occupation (including an estimate
of the total number of openings anticipated from both new and replacement demand through 2018), and a
breakdown of completions data by award level.
While the analysis provides a starting point for discussion, it has several technical limitations that prohibit its use as
a strict measure of the “gap” or “surplus” between the supply and demand of labor. First, as mentioned previously,
IPEDS data include only awards and degrees conferred for credit, that is, as part of a formal program of study
leading to a degree. Noncredit coursework—which encompasses a wide range of instruction, including customized
workforce training, professional development programs, and continuing education classes—is excluded. While this
limitation is less problematic for positions that typically require an associate’s degree or above, it can be
challenging when trying to understand the pool of available labor for positions which require less formal, shorter-
term awards.
The use of completions data as a proxy for the supply of workers also does not consider the level of training or
experience employers require. As indicated in the prior analyses, demand for workers can be driven by new job
growth and by the replacement of existing workers. In each case, employers may be seeking candidates with a
particular credential or level of experience. Simply having a degree or post-secondary award in a subject area
does not necessarily make an individual qualified for employment in that field.
Beyond the issues with completions data generally, the use of a crosswalk also presents a number of limitations.
The most fundamental of these is that a standardized crosswalk cannot capture the actual relationship between an
individual’s educational coursework and their ultimate choice of occupation. In other words, many people obtain
their degree in one field and end up pursuing employment in another. In addition, the relationships identified in the
crosswalks are inconsistent at best. Some occupations are matched to many broad fields of study, while others are
only linked with highly specific CIP Codes.
Finally, in thinking about training “gaps,” it is important to remember that education and workforce training is not
a closed system. Students may attend college outside the region and return for employment; others may attend
college locally and take a job elsewhere. Postsecondary education systems are also not closed in terms of time.
While data collection efforts are designed to measure completion within a set period of time (two years, four years,
six years), the path to graduation for individual students often does not fit these norms. This is particularly true of
community colleges which are sometimes used by students to sample courses and “try out” career choices prior to
making a larger investment.
68.9% 67.9%
5.4% 6.8% NATIONAL
LARIMER
COUNTY 6.6% STATEWIDE
UNEMPLOYMENT RATE AVERAGE » 2004-2014
63.4%
LARIMER COUNTY COLORADO UNITED STATES
LABOR FORCE PARTICIPATION RATE
% of Total Civilian Labor Force » 2012
BACHELOR OR HIGHER
SOME COLLEGE
HIGH SCHOOL OR EQUIVALENT
LESS THAN HIGH SCHOOL
44,643
LARIMER COUNTY
RESIDENTS COMMUTING
TO EXTERNAL JOBS
78,966
WORKERS
WHO RESIDE
IN LARIMER
COUNTY
37,558
WORKERS WHO
COMMUTE TO JOBS IN
LARIMER COUNTY
116,524
EMPLOYED PEOPLE WORKED IN
LARIMER COUNTY
123,609
EMPLOYED PEOPLE LIVED IN
LARIMER COUNTY
LARIMER COUNTY LABOR
FORCE STUDY 2014: A Snapshot
SENIORS (65+)
EXPERIENCED WORKING AGE (35-64)
YOUNG ADULTS (20-34)
YOUTH (0-19)
13%
38% 40% 39%
25% 22% 21%
24% 27%
26%
AGE DISTRIBUTION »
BACHELOR OR HIGHER
SOME COLLEGE
HIGH SCHOOL OR EQUIVALENT
LESS THAN HIGH SCHOOL
EDUCATIONAL ATTAINMENT »
LARIMER COUNTY COLORADO UNITED STATES
LARIMER COUNTY COLORADO UNITED STATES
38%
31%
22%
9%
45%
32%
18%
5%
29%
2013-2018
FRCC OTHER
PUBLIC
TRAINING
LARIMER CO
WORKFORCE
CENTER
OTJ CSU
OTHER
OTJ
VENDOR
OTJ
IN-HOUSE
MANAGEMENT CLERICAL/
ADMINISTATIVE
SALES/
MARKETING
UNSKILLED
LABORER
SKILLED
LABOR
PROFESSIONAL
TECHNICAL
SOURCES OF EMPLOYMENT TRAINING »
PERCENTAGES »
2014
LODGING
MANAGERS
TAX
PREPARERS
APPRAISERS &
ASSESSORS OF
REAL ESTATE
COMPUTER
CONTROLLED
MACHINE
OPERATORS
PACKAGING &
FILLING
MACHINE
OPERATORS
9% 16% 24% 23% 26%
RAPIDLY INCREASING DEMAND (% JOB GROWTH) »
2013-2018
TRAVEL
AGENTS
AGRICULTURAL
MANAGERS
CABINETMAKERS REPORTERS
& BENCH
CARPENTERS
FURNITURE
FINISHERS
-19% -21% -30% -33% -52%
MEDIAN
HOURLY
EARNINGS
» $14.15 $12.17 $16.64 $11.17 $12.46
FASTEST DECLINING JOB FIELDS »
EDUCATION &
Economic Health Strategic Plan - Revisit
Josh Birks, Economic Health Director
Direction Sought
• Does City Council support the five themes as
presented in the draft plan?
• Are there any strategies or actions missing from the
updated plan that Council feels the Economic Health
Office should consider?
• Are there any strategies or actions in which the City
should not be involved?
2
The Best Place to…
3
Focus of Sustainability Services
4
• Climate
• Housing
• Income Equality
• Sense of Place & Community
• Health and Well Being
• Resource Conservation
Why Revisit?
5
• Ensure alignment with Community
Values
• Deeper integration with Triple
Bottom Line
• Address emerging challenges:
• Workforce demographic shifts
• Pace of innovation
• Climate change
• Community build-out
Overview of Structure
• 5 Themes
• Each theme includes:
– Challenges
– Vision
– Roles
– Goals w/ Strategies and Metrics
6
EHSP Themes
7
• Shared Prosperity
• Grow Our Own
• Place Matters
• The Climate Economy
• Think Regionally
Shared Prosperity
8
Employment opportunities
exist across the income and
education/skill spectrums
• Close the skills gap
• More employment
opportunities
• Enhance business success
• More work ready employees
Grow Our Own
9
Our innovation ecosystem
fosters the development
of new and creative
industry
• Increase innovation and
entrepreneurism
• More start-ups
• Support innovation
• Increase capital access
10
Place Matters
The built and natural
environment are
equally important
• Efficient processes
• Targeted infill and
redevelopment
• Balance land uses
• Invest in infrastructure
• Preserve our
uniqueness
The Climate Economy
11
Businesses adapt to
climate change "in place"
and leverage community
carbon reduction goals to
develop new products
and services
• Raise awareness
• Engage business
community
• Increase innovation
• Leverage redevelopment
12
Think Regionally
A region that partners
to address issues
which extend beyond
municipal boundaries
• Enhance coordination
• Rapid disaster
response
• Northern Colorado as
Innovation Hub
Public Engagement Process
• Past Engagement (2012 Version)
– Public engagement on City Plan
– Focus groups with key stakeholders
– Economic Advisory Commission
• Current Engagement (This Draft)
– Economic Advisory Commission - September 2014
– Chamber of Commerce - October 2014
– Community partners
• Future Engagement (November/December)
– Several Individual Boards & Commissions
– Super Issues Meeting
13
Next Steps
• Additional public engagement
• Refine the Plan based on Council and Board and
Commission Input
• Finalize the plan – including infographics, layout, and
images
• Seek City Council approval – January 20th
, 2015
14
Direction Sought
• Does City Council support the five themes as
presented in the draft plan?
• Are there any strategies or actions missing from the
updated plan that Council feels the Economic Health
Office should consider?
• Are there any strategies or actions in which the City
should not be involved?
15
PUBLIC ENGAGEMENT SUMMARY
PROJECT TITLE:
ECONOMIC HEALTH STRATEGIC PLAN
OVERALL PUBLIC INVOLVEMENT LEVEL:
Inform and Consult
BOTTOM LINE QUESTION:
Do stakeholders agree with the realignment of the Economic Health Strategic Plan to be more in tandem
with the triple-bottom-line approach of the entire Sustainability Services division and the City’s Strategic
Plan?
KEY STAKEHOLDERS:
Businesses
Residents
Economic Advisory Council
Chamber of Commerce (LLAC)
Air Quality Advisory Board
Energy Board
Natural Resources Advisory Board
Community Development Block Grant Advisory Board
TIMELINE:
Phase 1:
Timeframe: Fall 2014 (Proposed plan drafted)
Key Messages:
The Economic Health Strategic Plan has not been updated in the two years since the formation of
the Sustainability Services Area.
This revised strategic plan will incorporate the triple-bottom-line philosophy inherent in the City’s
overall Strategic Plan and more closely align with emerging strategic plans in Social Sustainability
and Environmental Services.
This realignment will result in more long-term integration of the three areas of the triple-bottom-
line stool.
Tools and Techniques:
Fact sheet
Presentations to boards and commissions, other interested community partners
Social media/IdeaLab to gather additional input
PHASE 2:
Timeframe: Early 2015 (Plan adopted and implementation)
Key Messages:
Focus areas are likely to be: Shared Prosperity, Grow Our Own, Think Regionally, Climate
Economy and Place Matters
The Economic Health Strategic Plan has not been updated in the two years since the formation of
the Sustainability Services Area.
This revised strategic plan will incorporate the triple-bottom-line philosophy inherent in the City’s
overall Strategic Plan and more closely align with emerging strategic plans in Social Sustainability
and Environmental Services.
Tools and Techniques:
Disseminate new plan to boards and commissions, other interested parties
Fact sheet
Social media/IdeaLab
HOSPITALS
(STATE
GOVERNMENT)
EDUCATION &
HOSPITALS
(LOCAL
GOVERNMENT)
FULL-SERVICE
RESTAURANTS
LOCAL
GOVERNMENT
EXCLUDING
EDUCATION &
HOSPITALS
LIMITED
SERVICE
EATING PLACES
2013
2014
EARNINGS
PER
WORKER
$14,654 $63,942 $19,261 $44,194 $44,615 «
LARGEST AMOUNT OF WORKERS »
5,941 6,271 7,005 7,412 12,395
GENERAL
MEDICAL &
SURGICAL
HOSPITALS
(PRIVATE)
EDUCATION &
HOSPITALS
(STATE
GOVERNMENT)
BUSINESS
SUPPORT
SERVICES
FULL-SERVICE
RESTAURANTS
EDUCATION
AND HOSPITALS
(LOCAL
GOVERNMENT)
EARNINGS
PER
WORKER
$44,194 $19,261 $31,115 $44,615 $62,183 «
+641 +659 +760 +1,237 +1,268
FASTEST GROWING JOB FIELDS »
2013-2018
TOP 5 OCCUPATIONS
TRAINING & JOB VACANCY TOP 5 INDUSTRIES
TOP 10 FIELDS OF STUDY AT
REGIONAL INSTITUTIONS
1. Business/Commerce, General
2. Liberal Arts & Sciences/Liberal Studies
3. Nursing/Patient Care Assistant/Aide
4. EMT/Paramedic
5. Kinesiology and Exercise Science
6. Business Admin./Mgmt., General
7. Psychology, General
8. Registered Nursing/Registered Nurse
9. Speech Communication and Rhetoric
10. Multi-/Interdisciplinary Studies, Other
83% 14% 7% 1% 4% 0% 1%
LENGTH OF JOB VACANCY »
11% 6% 6% 7% 6%
41%
11%
5%
37%
21%
26%
53%
26%
11%
14%
21%
57%
24%
41%
12%
18%
22%
22%
44%
6%
24%
6%
26%
KEY »
NOT APPLICABLE < 2 WEEKS 2-4 WEEKS 1-3 MONTHS > 3 MONTHS
29%
28%
14%
JOBS LABOR FORCE
47%
30%
18%
5%
23%
11%
37%
28%
COMPARISON: JOBS VS EDUCATION »
Comparison of job educational
requirements
+
+
ATTACHMENT 4
Employment series
EMSI Covered
Employment series
RELATIONSHIP OF EMSI CORE DATA SETS
TYPES OF WORKERS CAPTURED AND BASE DATA SOURCES
Source: TIP Strategies based on EMSI infographic
LEHD/Quarterly Workforce Indicators QWI Census varies by state
Source: EMSI data release notes * Indicates release date, not data reference period
system is updated every five years. The 2012
STANDARD OCCUPATIONAL CLASS. (SOC)
STRUCTURE EXAMPLE
Major group 51-0000 Production
occupations
Minor group 51-2000
Assemblers & fabricators
Broad occupation 51-2090
Miscellaneous assemblers &
fabricators
Detailed occupation 51-2092
Team assemblers
Source: US Bureau of Labor Statistics; TIP Strategies
NORTH AMERICAN INDUSTRIAL CLASS. (NAICS)
STRUCTURE EXAMPLE
Sector 31-33 Manufacturing
Subsector 336 Transportation
equipment manufacturing
Industry group 3361 Motor
vehicle manufacturing
Industry 33611 Automobiles & light
duty motor vehicles, incl. chassis
Country-specific 336111
Automobiles & light duty motor
vehicles, incl. chassis
Source: US Census Bureau; TIP Strategies
CLASS. OF INSTRUCTIONAL PROGRAMS (CIP)
STRUCTURE EXAMPLE
General 14. Engineering
Intermediate 14.08 Civil
engineering
Specific 14.0802 Geotechnical
engineering
Source: National Center for Education Statistics; TIP Strategies
FRCC
Other public
training
Larimer County
Workforce Center
Newspaper advertising
Yes
23%
No
77%
n=22
100%
Professional/
Technical
(n=21)
Skilled Labor
(n=20)
Unskilled/
Laborer
(n=20)
Management
(n=19)
Clerical/
Administrativ
e
(n=19)
Sales/
Marketing
(n=22)
Not applicable Less than 10% 10% to 24%
24% to 49% 50% to 74% 75% or more
26% 24% 18%
57%
11% 6%
6% 12%
21%
22%
21%
26%
24%
41%
14%
44%
37% 53%
41%
5% 24% 22%
11% 6% 6% 7% 6%
11%
0%
25%
50%
75%
100%
Professional/
Technical
(n=19)
Skilled Labor
(n=19)
Unskilled/
Laborer
(n=17)
Management
(n=17)
Clerical/
Administrative
(n=14)
Sales/
Marketing
(n=18)
Not applicable Less than 2 weeks 2 to 4 weeks
1 to 3 months 4 to 6 months More than 6 months
29% 20%
18%
57%
6%
18%
50%
53%
76%
43%
88%
29% 25%
7%
6% 6%
6%
24% 7%
19% 13%
0%
25%
50%
75%
100%
Professional/
Technical
(n=17)
Skilled Labor
(n=16)
Unskilled/
Laborer
(n=15)
Management
(n=17)
Clerical/
Administrative
(n=14)
Sales/
Marketing
(n=17)
Not applicable Local workforce
Outside Larimer County Outside Denver metro area
Outside Colorado Outside US
Marketing
Skilled Labor
Unskilled Labor
Clerical/
Administrative
14%
5% 5% 5% 5% 5% 5% 5% 5% 5%
5% 5% 10% 5%
33% 43%
19%
29% 30%
19%
33%
43%
40%
33%
48%
48%
71% 48%
55% 71%
52%
38% 45%
52%
5% 0%
5%
19% 10%
5% 5% 5% 5% 10%
0%
25%
50%
75%
100%
Entry-level skills/
Job readiness (n=21)
Flexibility (n=21)
Employee
attitudes (n=21)
Professionalism
(n=21)
Teamwork
skills (n=20)
Productivity
(n=21)
Reliability
(n=21)
Communication
skills (n=21)
Math skills (n=20)
Computer
skills (n=21)
No opinion Poor Fair Good Excellent
102 100
32 32
24 18
2
Professional/
Technical
Skilled Labor
Unskilled/
Laborer
Management
Clerical/
Administrative
Sales/
Marketing
Other types of
workers
11%
11%
73%
10%
29%
30%
56%
37%
13%
67%
62%
13%
11%
11%
7%
24%
5%
17%
11%
21%
7%
5%
17%
6%
16%
13%
6%
5%
0% 50% 100%
Management
Professional/Technical
Sales/Marketing
Skilled Labor
Unskilled Labor
Clerical/Administrative
None Less than 10% 10 to 24%
24% to 49% 50 to 74% 75% or more
n=23
Environment
Median Hourly
68%
66%
62%
61%
59%
53%
44%
59%
41%
59%
78%
75%
50%
27%
62%
56%
58%
49%
67%
70%
24%
66%
71%
55%
43%
45%
62%
44%
61%
79%
82%
82%
67%
69%
48%
67%
63%
71%
79%
31%
40%
57%
67%
32%
34%
38%
39%
41%
47%
56%
41%
59%
41%
22%
25%
50%
73%
38%
44%
42%
51%
33%
30%
76%
34%
29%
45%
58%
55%
38%
56%
39%
21%
18%
18%
33%
31%
52%
33%
38%
29%
21%
69%
60%
43%
33%
% New Growth
% Replacement
66%
42%
15%
57%
66%
35%
49%
44%
41%
46%
70%
40%
33%
64%
46%
36%
59%
62%
68%
53%
64%
38%
48%
58%
85%
43%
34%
65%
51%
56%
59%
54%
30%
60%
67%
36%
54%
64%
% New Growth
% Replacement
44%
57%
48%
43%
44%
59%
38%
42%
% New Growth
% Replacement
0%
21%
29%
0%
27%
9%
0%
33%
13%
0%
20%
78%
89%
100%
78%
100%
64%
79%
85%
76%
100%
79%
71%
100%
73%
91%
100%
67%
88%
100%
80%
% New Growth
% Replacement
27-1021 Commercial and Industrial Designers $33.78 1.26 — 7 —
17-3011 Architectural and Civil Drafters $22.72 0.99 9 15%
19-2031 Chemists $27.87 0.81 44 16%
27-1011 Art Directors $19.88 0.72 11 25%
19-4021 Biological Technicians $16.24 0.85 60 14%
SOC
Code Description
Median
Hourly
Wages
Relative to
US (US=1.00)
Staffing
Environment
Estimated openings,
2013-2018
% 55
Years
or Older
20%
33%
22%
52%
11%
21%
47%
41%
56%
9%
55%
24%
43%
50%
48%
80%
67%
78%
100%
48%
100%
89%
79%
53%
59%
100%
44%
91%
45%
76%
57%
100%
50%
100%
52%
% New Growth
% Replacement
2009
2010
2011
2012
2013
2014
2015
2016
2017
2018
Larimer County Denver MSA
Colorado US
* projections
* 97% increase over prior year
NAICS
Code Industry
2013 LQ
(US=1.00)
2013
Jobs
541712 R&D in the Physical, Engineering, and Life Sciences (except Biotechnology) 2.98 1,372
541330 Engineering Services 1.79 1,763
541711 Research and Development in Biotechnology 1.03 155
541420 Industrial Design Services 1.01 —
541380 Testing Laboratories 0.62 106
11-1021 General and Operations Managers $38.47 0.84 350 21%
43-4051 Customer Service Representatives $13.80 0.94 630 15%
13-1161 Market Research Analysts and Marketing Specialists $26.37 0.91 108 15%
43-6014 Secretaries/Admin. Assts., Exc. Legal, Medical, & Exec. $15.38 0.99 637 26%
43-9021 Data Entry Keyers $13.27 0.95 12 16%
13-2011 Accountants and Auditors $25.90 0.86 344 25%
43-3031 Bookkeeping, Accounting, and Auditing Clerks $15.46 0.91 273 29%
% 55
Years
or Older
Staffing
Environment
Estimated openings,
2013-2018
Median
Hourly
Wages
Relative
to US
(US=1.00)
55%
61%
68%
57%
52%
56%
56%
43%
47%
36%
41%
41%
64%
62%
52%
38%
60%
45%
100%
39%
32%
43%
100%
48%
44%
44%
57%
53%
64%
59%
59%
36%
38%
48%
100%
62%
40%
% New Growth
% Replacement
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
2017
2018
Larimer County Denver MSA
Colorado US
projections
NAICS
Code Industry
2013 LQ
(US=1.00)
2013
Jobs
518210 Data Processing, Hosting, and Related Services 1.67 449
541511 Custom Computer Programming Services 1.32 1,082
541512 Computer Systems Design Services 1.09 950
334611 Software Reproducing 0.65 —
511210 Software Publishers 0.62 187
29-2034 Radiologic Technologists $23.17 0.88 71 16%
21-1014 Mental Health Counselors $18.94 0.98 63 22%
43-9061 Office Clerks, General $13.51 1.02 529 24%
43-3021 Billing and Posting Clerks $16.50 1.02 109 20%
29-2021 Dental Hygienists $32.45 0.95 68 12%
SOC
Code Description
Relative
to US
(US=1.00)
% 55
Years
or Older
Median
Hourly
Wages
Estimated openings,
2013-2018
Staffing
Environment
68%
62%
66%
38%
59%
52%
61%
77%
44%
87%
48%
53%
59%
51%
59%
75%
48%
44%
59%
50%
32%
38%
34%
62%
41%
48%
39%
23%
56%
13%
52%
47%
41%
49%
41%
25%
52%
56%
41%
50%
% New Growth
% Replacement
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
2017
2018
Larimer County Denver MSA
Colorado US
projections
NAICS
Code Industry
2013 LQ
(US=1.00)
2013
Jobs
621493 Freestanding Ambulatory Surgical and Emergency Centers 3.91 471
621399 Offices of All Other Miscellaneous Health Practitioners 2.61 329
621310 Offices of Chiropractors 1.80 271
623312 Homes for the Elderly 1.76 693
621420 Outpatient Mental Health and Substance Abuse Centers 1.50 325
41-4012 Sales Reps., Whlsl. & Mfg., Exc. Tech./Scientific Prods. $22.85 0.88 235 23%
51-2092 Team Assemblers $14.75 1.11 49 17%
11-9041 Architectural and Engineering Managers $64.33 1.07 43 22%
17-2112 Industrial Engineers $40.40 1.07 54 20%
17-3023 Electrical and Electronics Engineering Technicians $30.84 1.11 29 20%
11-1021 General and Operations Managers $38.47 0.84 350 21%
51-9061 Inspectors, Testers, Sorters, Samplers, and Weighers $18.54 1.11 53 23%
49-9041 Industrial Machinery Mechanics $25.23 1.13 100 19%
51-1011 First-Line Supervisors of Production/Operating Workers $28.75 1.12 35 20%
17-2071 Electrical Engineers $43.44 1.03 33 21%
51-2023 Electromechanical Equipment Assemblers $14.15 0.94 7 24%
Median
Hourly
Wages
Relative
to US
(US=1.00)
Staffing
Environment
Estimated openings,
2013-2018
% 55
Years
or Older
28%
48%
55%
20%
11%
26%
32%
8%
22%
41%
15%
44%
3%
15%
100%
100%
72%
100%
52%
45%
80%
89%
74%
68%
92%
100%
78%
100%
59%
85%
56%
97%
85%
100%
% New Growth
% Replacement
2008
2009
2010
2011
2012
2013
2014
2015
2016
2017
2018
Larimer County Denver MSA
Colorado US
projections
NAICS
Code Industry
2013 LQ
(US=1.00)
2013
Jobs
333618 Other Engine Equipment Manufacturing 33.94 1,577
312120 Breweries 31.14 1,015
334516 Analytical Laboratory Instrument Manufacturing 21.18 725
335211 Electric Housewares and Household Fan Manufacturing 15.09 136
334515 Instrument Mfg. for Measuring /Testing Electricity and Electrical Signals 14.83 616
STAFFING PATTERNS TOP 20 OCCUPATIONS BY COMBINED SHARE OF TOTAL EMPLOYMENT IN KEY SEGMENTS
(n=14,284)
Advanced degree
Bachelor's degree
Associate's degree
Award of at least 1 but
<2 academic years
Award of <1 academic
year
workers
age 55+
Location
Quotient (LQ)
2013
Employment Median
Hourly
Earnings
Job Openings, 2013-2018
32%
0%
0%
6%
36%
61%
34%
59%
11%
68%
42%
53%
28%
43%
0%
0%
56%
44%
33%
24%
22%
56%
59%
41%
36%
61%
24%
26%
67%
68%
100%
100%
94%
64%
39%
66%
41%
89%
32%
58%
47%
72%
57%
100%
100%
44%
56%
67%
76%
78%
44%
41%
59%
64%
39%
76%
74%
33%
% New Growth
% Replacement
100%
2006 2007 2008 2009 2010 2011 2012 2013
% Not Having Difficulty % Having Difficulty
Bachelor's or higher
N/A (workers aged ≤ 29)
22%
37%
41%
$1,250 per month or less
$1,251 to $3,333 per month
More than $3,333 per month
Bachelor's or higher
N/A (workers aged ≤ 29)
24%
39%
38%
$1,250 per month or less
$1,251 to $3,333 per month
More than $3,333 per month
Exported
Workers
Earn > $3,333/month
Earn $1,251 to $3,333/month
Earn ≤ $1,250/month
14.6% 15.5% 17.5%
12.4%
24.5% 24.0%
73.0%
59.9% 58.5%
Residents
Imported
Workers
Exported
Workers
All Other Services
Trade, Transportation, & Utilities
Goods Producing
2012
28%
5%
37%
18%
11%
30%
23%
47%
0%
25%
50%
75%
100%
Jobs Labor Force
Bachelor or Higher
Some College
High School or Equivalent
Less than High School
Comparison of educational requirements of jobs
versus educational attainment in Larimer County