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Home My WebLink AboutCOUNCIL - AGENDA ITEM - 12/06/2014 - ECONOMIC HEALTH STRATEGIC PLAN UPDATEDATE: STAFF: December 6, 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 December 6, 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. December 6, 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. December 6, 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. Public Engagment Plan Overview - Economic Health Strategic Plan Update (PDF) 6. Economic Advisory Commission minutes, September 17, 2014 (PDF) 7. Powerpoint Presentation (PDF) D R A F T ǣ ʹͲͳͶ Addendum/Revisitof2012StrategicPlan ProjectSponsor:BruceHendee ProjectManager:JoshBirks Prepared:December1,2014 ATTACHMENT 1 D R A F T Thispageintentionallyleftblank. D R A F T Contents EconomicHealthStrategicPlan:2014Update.............................................................................................1 WhatisEconomicHealth?........................................................................................................................1 WhyaRevisit?...........................................................................................................................................1 PlanStructure...........................................................................................................................................2 AdditionalWorkCompleted.....................................................................................................................2 A. SharedProsperity..................................................................................................................................3 Challenges.................................................................................................................................................3 OurVision..................................................................................................................................................3 OurRole....................................................................................................................................................3 B. GrowOurOwn......................................................................................................................................7 Challenges.................................................................................................................................................7 OurVision..................................................................................................................................................7 OurRole....................................................................................................................................................7 C. PlaceMatters......................................................................................................................................11 Challenges...............................................................................................................................................11 OurVision................................................................................................................................................11 OurRole..................................................................................................................................................11 D. TheClimateEconomy.........................................................................................................................15 Challenges...............................................................................................................................................15 OurVision................................................................................................................................................15 OurRole..................................................................................................................................................15 E. ThinkRegionally..................................................................................................................................19 Challenges...............................................................................................................................................19 OurVision................................................................................................................................................19 OurRole..................................................................................................................................................19 Acknowledgements.................................................................................................................................22 D R A F T Thispageintentionallyleftblank. D R A F T 1|Page WhatisEconomicHealth? TheCityofFortCollinsintentionallyusestheterms“EconomicHealth”todescribethecommunity’s engagementwiththeeconomy.Themeaningofhealth(seedefinitionfromdictionary.combelow)refers toa“generalconditionof…soundness”and“vitality.”TheCityusestheword“health”versus “development”whendiscussingeconomicactivitiesbecausetheobjectiveisoverallsoundnessand longͲtermvitalityversusshortͲtermorindividualizedgain.Inaddition,thetriplebottomlinefocus furtherreinforcesthecommitmenttoamoreholisticviewoftheeconomy’sroleinourcommunity. Health[helth];noun FromtheOldEnglishwordhælþmeaning"wholeness,abeingwhole, soundorwell" 1. Thegeneralconditionofthebodyormindwithreferenceto soundnessandvigor. 2. Soundnessofbodyormind;freedomfromdiseaseorailment. 3. Apoliteorcomplimentarywishforaperson'shealth,happiness, etc.,especiallyasatoast 4. Vigor;vitality Therefore,theobjectiveofEconomicHealthisasustainableeconomy.Asustainableeconomymeans thatresidentscanfindemploymentandaffordtoliveinthecommunity;thatbusinessesareableand encouragedtostart,remain,andexpandinthecommunity;andthateveryonecanexpectqualityCity servicesandsustainable,attractiveinfrastructure. ECONOMICHEALTHVISION: Promoteahealthy,sustainableeconomyreflecting communityvalues1 WhyaRevisit? In2011and2012theEconomicHealthOffice(EHO)ledaprocesstoupdatethecommunity’sstrategic planrelatedtoeconomichealth.TheupdatefollowedtheCityPlanupdateprocesscompletedinearly 2011.Itwastheintentfortheupdatetomovebeyondtheprevious2005EconomicHealthActionPlan bydevelopingguidingprinciplesandstrategicgoalstoguidefutureeconomichealthactivities. In2012,theEconomicHealthOfficejoinedtheSustainabilityServiceArea(SSA),shortlybeforethe previousversionoftheEconomicHealthStrategicPlan(EHSP)wasadoptedinJuneof2012.Nowthere isaneedtoaligntheEHSPwithSSAdivisionobjectives.Enhancingcommunityresiliencyisakeypartof thisalignment.Finally,therevisedplanneedstoalignwiththeCity’srecentlyadoptedStrategicPlan. 1TakenfromtheCityofFortCollinsStrategicPlan,2014 D R A F T 2|Page Inaddition,alignmentbetweenthethreedepartmentsoftheSSAdivisionwillbeenhancedbyoutlining specificgoalsandstrategiesthatdescribethetriplebottomline.Thisrevisitattemptstodescribethe overlapbetweenthethreeindividualdepartments.Thesegoalsandstrategiesareintendedtoenhance thepartneringopportunitiesbetweenthedepartmentsandaidindescribingcollectiveobjectives. Finally,therevisitisintendedtoconsiderseveralemergingchallengesfacingtheCityofFortCollins economy.Thesechallengesinclude: Workforcedemographicshifts; Paceofinnovationordisruptivetechnologies; Climatechange;and CommunitybuildͲout. WhilemanyofthesechallengesarenotuniquetoFortCollins,theywillhaveuniqueimplications.This updateattemptstoaddresstheseissuesthroughrevisionsandchangestothepreviouslyadopted guidingprinciplesandstrategicgoals. ItisnottheintentofthisupdatetoreͲwriteornegatetheexistingadoptedEHSP,butrathertoenhance thepreviousversionforthereasonsstatedabove.Furthermore,thisplanfocusesontheCity’s contributiontotheeconomichealthofthecommunityandismeanttobespecifictotheEconomic HealthOffice’sandinternalpartners’workplanforthenextthreeyears. PlanStructure TheplanadoptsthesamestructureastheSocialSustainabilityDepartmentPlanpresenttoCityCouncil inearly2014.Theplanislaidoutinthemes.Eachthemeincludesrelevantcurrentconditions,avision forthefuture,theroleoftheCity,andnumerousgoals.Thegoalsincludespecificactions,adesired outcome,andmetricstoevaluatesuccess.Finally,thegoalsincludeapreliminarytimelineforthemajor actions. AdditionalWorkCompleted TheEHOhascompletedtwomajorpiecesofadditionalanalysissincetheEconomicHealthStrategicPlan wasapprovedin2012.Eachofthesedocumentshasbeenusedindevelopingthisupdate. ClusterStrategy2.0ͲAnupdatetotheTargetedIndustryClusterprogramcompletedbyTIP Strategiesin2013.Thestudyproposedseveraladjustmentstotheclusterprogram,including theintroductionofacompetitivefundingprogramfordistributingclusterdollars. LarimerCountyLaborForceStudyͲThestudy,completedbyTIPStrategies,doesadeepdiveon theexistingandanticipatedlaborforceinLarimerCounty,includinginformationoncommute patterns,skillsgap,andavailablejobs. D R A F T 3|Page Ǥ Supportingasustainableeconomymeansenhancingtheopportunitiesforallresidentstoparticipatein thelocaleconomy.TheCitycreatesanatmospherewherebusinessesthatalignwithcommunityvalues thriveandfocusesonretaining,expanding,incubatingand,lastly,attractingnewbusinesses.These effortsfocusonTargetedIndustryClusters(cleanenergy,waterinnovation,bioscience,technologyͲ chipdesign/enterprisesoftware,localfood)andSectors(advancedmanufacturing,healthcare,and creativeindustries). Inaddition,theCitysupportsbusinessesthatexemplifytheoverallcharacterofthecommunity.Finally, enablingsystemsthatensureaskilledworkforcethatmeetstheneedsoflocalemployersthrough partnershipswithothereconomicdevelopmentorganizationsisimportant.Enhancingtheabilityof residentstoshareinourcommunity’sprosperitywillrequireashiftinfocusfrom“primaryjobs”to “basejobs”2. Challenges Risingincomedisparity Skillsmismatch Barriertonewbusinessformation Barriers/accesstoemployment Persistentunderemployment Shiftinmanufacturingjobs Increaseinoutboundcommuters Shiftinlaborforcedemographics(Boomers/Millennials) Risingcostofeducation Stagnantincomes Lagbetweeneducationandemployers Risingstudentdebt Disproportionateunemploymentbyeducationlevel Housingaffordabilityconcerns OurVision Employmentopportunitiesexistacrosstheincomeandeducation/skillspectrums OurRole EnsurethatCitypolicies,landuseregulations,andotheractivitiespreserveandencourage employmentactivity 2Basejobsincludejobswithinthekeytradedsectors(traditionalprimaryemployerindustries)andtheessential supportserviceindustriesforthesesectors(e.g.,financialservices,legalservices,professionalandtechnical industries,andhealthcare). D R A F T 4|Page FosteralignmentofEconomicHealthgoalsandstrategiesintheCityorganization,withstrategic partners,andinthecommunity SupportworkforcedevelopmentandcommunityamenityinitiativesthatmeettheneedsofFort Collinsemployers Catalyzeindustrysectorsandclusterstoincreaseeconomicdiversification Prioritizecapitalinvestmenttofacilitatedevelopmentofemploymentlands GoalA.1:ClosetheSkillsGapandincreaseCareerPathwaysinthecommunity Createalignmentbetweenemployers,theWorkforceCenterandeducational institutionsregardingfutureworkforceneeds DevelopandadministerannuallyanEmployerSatisfactionSurvey Researchtheneed–engageina“VoiceofCustomer”exercisetargetingmajoremployers ConvenepartnerstodevelopaprocessofcrossͲcollaboration SupportprivateindustryidentificationofshortͲandlongͲtermskillsneededintheworkforceto assisteducationalinstitutionsincurriculumdevelopment Identifyandassistpartnerorganizationsandcompanies ContinuetodeveloptheAdvancedManufacturing,Healthcare,andCreativeIndustrysectorsin collaborationwiththeState’sOfficeofEconomicDevelopmentandInternationalTrade(OEDIT) Metrics NumberofGraduateswithdegrees/certificatesplacedinthelocalworkforce Laborparticipationrate EmployerSatisfactionSurvey–AccesstoworkͲreadyemployeeslocally GoalA.2:Employmentopportunitiesforagreaternumberofresidents Diversifyemploymentopportunitiesthroughbusinessretention,expansion, incubationandattraction Continuetoconveneandinvestintargetedclusters/sectorsandtheirsupplychain RefineandenhanceCity'sdirectassistancetoolsͲtargetawiderangeofbusinesseswithan emphasisonbasejobs EnhancetheManufacturingUseTaxRebateprogramtoreducecostofbusinessinvestment Understandsupplychaingapsandcomplementarybusiness/industrytooureconomy Developatargetedmarketingplanto"tellourstory"beyondtheregion ParticipateincrossͲfunctionalteamstoensurepolicies,landuseregulations,capitalinvestment, andotheractivitiessupportemploymentactivity Metrics Concentrationoftargetedindustriesandsectorsmeasuredbythelocationquotient UnemploymentratecomparedtoCountyandState Workforcedistributionwithinthelaborshed(e.g.,outboundcommutersasapercentageof laborforce) D R A F T 5|Page Newbusinessformationbyindustry/sector GoalA.3:Provideresourcesthatenhancetheabilityofbusinesstosucceedin theCity IdentifyandcoordinateresourcesthatsupportbusinessesintheCity Engagebusinessesthroughavarietyofmethods(e.g.,sitevisits,surveys,smallindustry stakeholdermeetings,events)tounderstandneeds–linkedtothe“VoiceofCustomer”activity describedinA.1 AssignEHOStafftoliaisonwithWorkforceCenter,LarimerCountySmallBusinessDevelopment Center(SBDC),FrontRangeCommunityCollege,ColoradoStateUniversity(CSU),Rocky MountainInnosphere(Innosphere),andothersregardingsupportservicesforbusinesses Maintainrelationshipswithtop/growingemployerswithanemphasisonTargetedIndustry ClustersandSectors Continuesupportofincubationfacilitiesandservices,includingRockyMountainInnosphere, Galvanize,andothers. Metrics Layoffsandbusinessrelocations/reductions Privateinvestmentinnewmanufacturingequipment(asmeasuredbyusetaxreceipts) Outputpercapita(measureofproductivity)–inTargetIndustriesandSectors GoalA.4:IncreasethenumberofworkǦreadyemployees Developcareerpathwaysacrosseducationalattainmentlevels Expandaccesstotrainingprograms,includingshortͲtermskillbuildingprogramstobuildcareer pathwaysthatallowindividualstosecureajoboradvanceinhighͲdemandindustryand occupations IdentifyadditionalfundingsourcestosupportonͲtheͲjobtrainingfornewandexistingworkers Supportworkplaceeducationandtrainingopportunities Metrics Useoftraininggrantsandopportunities EmployerSatisfactionSurvey–AccesstoworkͲreadyemployeeslocally Laborparticipationrate Percapitaincome NOTE:ThisplanrecognizesthesignificanteffortsandfocusoftheSocialSustainabilityDepartment(SSD) toaddressincomeinequality.Thegoalsdescribedunderthisthemerepresentoneendofaspectrumof effortsrelatedtoincomeinequality.Assuch,theactionssuggestedinthisplanareintendedto complementtheworkofSSD.ThesuccessoftheplanreliesonsuccessoftheSSDstrategicplanand effortsandviceversa. D R A F T 6|Page Thispageintentionallyleftblank. D R A F T 7|Page Ǥ FortCollinshasnumeroussourcesofinnovation,intellectualpropertyandinventionswithinitscity limits,includingColoradoStateUniversity(CSU),federalresearchlabsandalonglistofinnovative companies.Asaresult,thecityhasoneofthehighestratesofinnovationintheUnitedStates, producing10patentsper10,000residentsannually.Thisfact,coupledwiththerecognitionthat entrepreneurshipcanbeapowerfulengineofeconomicprosperity,hasledtheCitytoidentify innovationasacornerstoneoftheFortCollinseconomy.Thisthemefocusesonnurturing entrepreneurshipandinnovationacrossthespectrumofcompanies–smalltolarge,andexistingto startͲup. Challenges Lackofcapital Disjointed/misalignedresources Barrierstonewbusinessformingfromwithinexistingbusinesses(“spinͲout”) Barrierstonewbusinessformation ChallengestoretainingstartͲupand2ndstagebusinesses Infrastructuredeficiencies Lackofcriticalmassincertaintargetindustryclusters Failuretoconvertintellectualproperty(patents)intonewbusinesses LackofsuitableandaffordablesitestoaccommodatehighͲgrowthcompanies OurVision Oureconomicecosystemfostersthedevelopmentofnewandcreativeindustry OurRole Ensurealignmentofresourcessuchasreliable,ultraͲhighspeedinternetservicesacrossthe communitytoincubatenewbusinessesandsupportentrepreneurs IdentifybarrierstospinͲout,newbusinessformation,andconversionofintellectualpropertyto economicactivityanddevelopnewapproachestoaddresstheidentifiedbarriers Workwithbusinesscommunitytoensureanadequatesupplyofemploymentland(officeand industrial)tomeettheneedofnewbusinessformationandexpansion GoalB.1:Increaseeconomicactivitythroughinnovationandentrepreneurism RemovebarriersandprovidesupporttospinǦout,newbusinessformation,and conversionofintellectualpropertytoeconomicactivity InventoryexistingresourcesandunderstandbarriersandgapsͲpublishandshare D R A F T 8|Page Ensurealignmentofresourcesacrosslocalandregionalorganizationstoaddressbarriersand gaps Convenepartnersthatprovidesupportservicestoentrepreneurs,includingInnosphere, Galvanize,SBDC,CSU,BlueOcean,SpokesBuzz EnsureCity'spoliciesandregulationssupportandencouragebusinessformation Leverageclusterfundingtoaddressbarrierswithinspecificindustries(e.g.,talentdevelopment, marketexpansion,etc.)3 Strengthenmanufacturing,healthcareandcreativeindustrysectoractivitiesͲconsiderdrawing intechnologycompaniestothesesectors Connectwithstatepartners(USPatentOffice,OEDIT,etc.)andleverageotherfundingsources Metrics Newbusinessformationbyindustry/sector Totalnumberofannualpatentsandpatentsper10,000residents NumberofpatentsproducedbyInnosphereandCSUbasedcompanies ResearchSpending–CSU,ResearchLabs,privatesector(ifavailable) GoalB.2:IncreasethenumberofnewstartǦupsandentrepreneurs Retain,develop,andrecruitentrepreneursandcuttingǦedgecompanies Completealandreadinessanalysisofexistingofficeandindustrialvacantlandtounderstand thesupplyofemploymentlandandbarrierstodevelopment Supportprograms/eventsthatpromoteentrepreneurs(e.g.,BlueOceanChallenge) CreateaprogramorissuechallengethatwouldhelptheCitymeetitsgoalsoraddressits challengesthroughinnovativesolutions Leveragefundingtotargetnewbusinessformationbyunderservedpopulations(e.g.,veterans, individualswithdisabilities,minoritiesandwomen) ContinuetodeveloptheAdvancedManufacturing,Healthcare,andCreativeIndustrysectorsin collaborationwiththeState’sOfficeofEconomicDevelopmentandInternationalTrade(OEDIT) Metrics Concentrationoftargetedindustriesandsectorsmeasuredbythelocationquotient Newbusinessformationbyindustry/sector Outputpercapita(measureofproductivity)–inTargetIndustriesandSectors 3ClusterStrategy2.0outlinesanumberofprogramobjectives D R A F T 9|Page GoalB.3:Investinenhancementstoentrepreneurismandinnovation infrastructure Developandsupportinfrastructurethatencouragesentrepreneurismand innovation Promotethedevelopmentofreliable,ultraͲhighspeedinternetservicesthroughoutthe community–emphasizetheimportanceofbroadbandequity Sponsorandpromoteacceleratorsandincubators(e.g.,Innosphere,Galvanize,SBDC,Power House,CSUResearchInnovationCenter) CreateaninnovationdistrictthatwillcreateastronghubforentrepreneurialactivitiesͲ anchoredbyInnosphere&CSUPowerhouseEnergyInstitute LeveragetheCity'sroleasalargeconsumerand“marketmaker”tofosterinnovationand supportinnovativecompaniesandentrepreneurs PartnertodevelopaCreativeDistrict,asdefinedbytheStateofColorado,tosupportthe promotionofartsandcultureactivitiesthatattractentrepreneursandaneducatedworkforce Sponsorandpromotecreativespaces(e.g.,CarnegieBuilding,SoutheastCreativeCommunity Center) Metrics Newbusinessformationbyindustry/sector Businessessupportedbypartners(e.g.,Innosphere,Galvanize,SBDC,Powerhouse) Jobscreated,capitalraised,salesincreasedbysupportedbusinesses Dollarsofpublicinvestmentininfrastructure GoalB.4:IncreasecapitaltosupportstartǦupcompaniesandentrepreneurs Supportthedevelopmentofnewandenhancedcapitalaccesstoolsfor entrepreneursandcuttingǦedgecompanies ConsiderusingClusterFundingtodevelopneworenhancedcapitalaccessprogramsthatare industryspecific Evaluate/develop/implementtheuseoffederalHousingandUrbanDevelopment’sSection108 fundstosupportbusinesslending(revolvingloan/microfinance) ConsidertheuseoffederalCommunityDevelopmentBlockGrant(CDBG)fundingtodevelopa revolvingloan/microfinanceprogram Supportpartners(e.g.,InnosphereandCSUVentures)workingtoprovideneworenhanced capitalsources LeveragetheCity'sroleasalargeconsumerandmarketmakertofosterinnovationandsupport innovativecompanies/entrepreneurs Workwithstatepartnersonadditionalfundingandregulatoryopportunities Metrics Fundsavailableincapitalaccesstoolsandpercentplacedwithcompanies FundsraisedbystartͲupcompanies D R A F T 10|Page Thispageintentionallyleftblank. D R A F T 11|Page Ǥ Ratherthan“dealmaking,”theCity’sapproachtoEconomicHealthisoneof“placemaking”thatisa decisionͲmakingapproachintendedtopreserveandenhanceavibrantcommunitybyoptimizingits economy,environmentandsocialvalues.Achievingthisoutcomerequiresbalancingthebuiltand naturalenvironmentwhiledeliveringhighqualityandcomprehensiveinfrastructurethatpreservesthe City’ssenseofplace.Thisthemefocusesontherolethatplaceplaysinasustainableeconomy. Challenges Costofredevelopment Landsupplyconstraints Infrastructuredeficiencies Adaptingtofuturepopulationgrowth Risingmaterialandlaborcosts Risinglandcosts Agingbuildinginventory Lackofavailablehighqualityofficeandindustrialproperties OurVision Abalancedbuiltandnaturalenvironmentthatthecommunity(includingemployersandemployees) takespridein OurRole EnsuretheinfrastructureprovidedbytheCityishighͲqualityandsupportsbusiness Supportinfillandredevelopmenttomeetclimateactionstrategiesandothercommunitygoals PreservetheCity'ssenseofplacebyencouragingstrategicpublicandprivateinvestment HelpbusinessesnavigateCityprocesses(e.g.,developmentreview,licensing,etc.) GoalC.1:Maintainclear,predictableandtransparentprocesses FacilitatecollaborationamongCitydepartments AssignEHOStafftoactasliaisonswithPlanningServices Formarapidresponseteamtorespondefficientlytobusinessinquiries Forminternalteamstocollaborateonpolicydevelopment(e.g.,SustainabilityAssessment Team) Workwithrepresentativesofthelocalbusinessanddevelopmentcommunitytogatherinputon thedevelopmentreviewprocessandsharefindingswithotherCitydepartments Metrics Responsetimetobusinessinquiriesandissues D R A F T 12|Page GoalC.2:Leverageinfillandredevelopmentthatmeetsclimateactiongoals andothercommunityobjectives Leverageprivateinvestmentintargetedinfillandredevelopmentareas Maintainandenhancerelationshipswithlandownersandthedevelopmentcommunitytomeet Cityobjectives ParticipateinpublicͲprivatepartnershipsthatfacilitateinfrastructureimprovementsandquality redevelopmentprojects Utilizespecialfinancingdistrictsandothermechanismstoencourageimplementationofthe City'svisionforeachtargetarea Utilizeanewlydevelopedprocessforformingurbanrenewalareasandtaxincrementfinancing districtsthatgoesbeyondtheStaterequirements Metrics Ratioofpublictoprivateinvestmentinpartnerships GoalC.3:Balancelandusesthatsupportahealthyeconomy Maintainamixoflandusesthatsupportstheretentionandexpansionof businesseswhileencouragingabroadmixofresidentialhousingoptions Assesslandusepoliciesandregulationstoensuresupportofdesireddevelopmentpattern Prioritizeredevelopmentprojectsthatincludeamixofcompatiblelanduses Completealandreadinessanalysisofexistingofficeandindustrialvacantlandtounderstand thesupplyofemploymentlandandbarrierstodevelopment Developandmaintainaninventoryofavailablesites Metrics Jobstohousingratio Averagehomepriceandaveragerentrate Vacancyrates–office,industrial,retail,andapartments GoalC.4:Investinpublicinfrastructureupgradesthatsupportbusiness Encouragethedevelopmentofvibrantbusinessdistricts,commercialnodesand commercialcorridorsthroughstrategicpublicinfrastructureinvestment Participateincapitalprojectsplanningandprioritization Prioritizepublicfinanceassistanceforidentifiedinfrastructuredeficiencies Encouragecatalystprojectsthatinspireprivatesectorresponseinkeytargetedareas PartnertodevelopaCreativeDistrict,asdefinedbytheStateofColorado,tosupportthe promotionofartsandcultureactivitiesthatattractentrepreneursandaneducatedworkforce Metrics Dollarsofpublicinvestmentininfrastructure Privatesectorinvestmentinkeyredevelopmentareas D R A F T 13|Page GoalC.5:EncourageacultureandeconomyuniquetoFortCollinsand consistentwithcommunityvalues PreserveandenhancethefeaturesofFortCollinsthatmakeitunique ReinforceFortCollins’positionasaregionalcenter LeveragethepresenceofthebreweriesinFortCollinstogrowthecraftbrewingindustryand attractvisitors ContinuetosupportandenhanceFortCollins’outdoorculture(e.g.,cyclingindustry) Participateintheevaluationandencouragementofurbanagriculture PartnertodevelopaCreativeDistrict,asdefinedbytheStateofColorado,tosupportthe promotionofartsandcultureactivitiesthatattractentrepreneursandaneducatedworkforce SupportbyͲproductreusewithinregionalbusinessclusters HelpevaluateandassessthepotentialforindustrialsymbiosisinFortCollinsandNorthern Colorado Metrics Visitationnumberstodowntownandspecialevents Citizensurveyresults Numberofjobscreatedinnewwastereductionandrecyclingservicesandinfrastructure D R A F T 14|Page Thispageintentionallyleftblank. D R A F T 15|Page Ǥ Therealityofclimatechangehasbeguntoberecognizedbybusinessesacrossthenation.Asaresult, businessesareevaluatingnumerousconditionsthatmayimpacttheirabilitytooperateinthenearͲand longͲterm.Theseconditionspresentchallengesthatwillrequireadaptationandopportunitiesto developnewtechnologies,approachesandexpertise.Bothadaptationandinnovationwillbekey aspectsofcreatingcommunityresiliencyinthefaceofthisoutsideforce.Thefocusofthisthemeis embracingthecurrentchangesandnavigatingfuturechangestocreateneweconomicopportunity. Challenges Changingenvironmentalconditions Risingutilitycosts Risingcommodityprices Supplychainimpacts(E.g.,Fukushima&Toyota) Displacement Risingtemperatures Costsofcarbonfootprintreduction Impactofacarbontaxorsimilarregulation OurVision Businessesadapttoclimatechange"inplace"andleveragecommunitycarbonreductiongoalsto developnewproductsandservices OurRole Developandattractexpertisetothecommunitythataddressesimpactstothebusiness communityfromclimatechangeandcarbonreduction Aidbusinessesinleveragingthechallengesofclimatechangeandcarbonreductioninto economicopportunities Ensurethatthebusinesscommunityisafullpartnerinidentifyingrolesandchallengescreated byclimatechange,particularlywithregardtoutility,climateadaptation,andcarbonreduction policiesandregulations D R A F T 16|Page GoalD.1:Increasetheunderstandingofbarriersandopportunitiespresented byclimatechangeinthebusinesscommunity Aidbusinessesin understandingclimatechangeimpactsandcarbonreduction opportunities WorkwithCSUandotherstobringseminars/lectures/classestotownrelatedtoclimatechange andbusinessimpact AidinthereͲtoolingofClimateWisetoencouragegreaterawarenessandactionbybusinesses CollaboratewithUtilitiestorefineincentivesandrebatesthatencourageadditionalprivate investmentincarbonreductionefforts WorkwiththeFrontRangeByͲProductsSynergyNetworkandotherpartnership/collaboration toencourageindustrialsymbiosistofurtherreduceandrecycleindustrialwasteproducts Metrics Privateinvestmentinenergyconservationandcarbonreductionefforts GoalD.2:Engagethebusinesscommunityincarbonreductionefforts CollaboratewithotherCitydepartmentstoincreasebusinessparticipationin carbonreduction AssignEHOStafftoliaisonwithUtilitiesandEnvironmentalServicesͲspecificallytheClimate ActionPlan DevelopinternalexpertiseonbusinessͲrelatedclimateadaptation Aidincommunicatingcommunitycarbonreductiongoalstothebusinesscommunity Supportthedevelopmentofstrongpolicies,regulations,andprogramsthatconsidertheroleof andimpacttobusinessofCitycarbonreductionefforts Articulatethebusinesscaseforadaptingtoclimatechange Metrics NumberofbusinessesparticipatinginClimateWise,othercarbonreductiongoals,and campaigns Privateinvestmentinenergyconservationandcarbonreductionefforts GoalD.3:Increaseinnovationrelatedtocarbonreduction Aidbusinessesin leveragingcommunityclimateactiongoalstocreatenew businessinnovations Inventorycommunitycapabilityrelatedtocarbonreductioninnovation Leverageclusterfundingtofocusoncarbonreductioninnovation MaintainpartnershipswithFortCollinsZeroEnergyDistrict(FortZED),ColoradoCleanEnergy Cluster(CCEC),ColoradoWaterInnovationCluster(CWIC),andotherlocalentitiesworkingon innovationrelatedtoenergyandwater D R A F T 17|Page EnhancecollaborationwithCSUrelatedtoenergy,water,waste,andothercarbonreduction aspects Exploreandpromotebusinessmodelsthatcreate(orextract)economicvaluefromcarbon reductionandclimateadaptationactivities PromoteandmaintainFortCollins’positionatthecuttingedgeofsustainableandinnovation energygenerationasmodelforothercommunities Metrics Patentproduction(orothersimilarmeasure)ofrelevantinnovation Jobformationin“green”industries/businesses Publicinvestmentinrenewalenergygeneration GoalD.4:Encourageinfillandredevelopmentthatmeetsclimateactiongoals andothercommunityobjectives Supportredevelopmentandinfilldevelopmenttomaintainandenhancea compacturbanformwhilereducingenvironmentalimpacts MaintainandenhancerelationshipswiththedevelopmentcommunitytomeetCityobjectives ParticipateinpublicͲprivatepartnershipsthatfacilitateinfrastructureimprovementsandquality redevelopmentprojects Utilizespecialfinancingdistrictsandothermechanismstoencouragetheimplementationofthe City'svisionforeachtargetarea. Metrics Ratioofpublictoprivateinvestment D R A F T 18|Page Thispageintentionallyleftblank. D R A F T 19|Page Ǥ Enhancingcommunityresiliencyhaslimitationswhenasinglemunicipalityactsalone.Collaboration withregionalpartnersthatcrossesmunicipalboundariescreatesgreatercommunityresiliency.A numberofcurrentconditionsandchallengesdonotrespectmunicipalboundaries,includinghousing affordability,climateadaptation,disasterresponse,tourism/visitationopportunitiesandimpacts,and naturalresourceconservation.Thisthemefocusesonleveragingcollaborationandpartnershipswithin ourcommunityandregiontoaddresstheseeconomicissues. Challenges Disparityintheshareofeconomicbenefitsregionally Increasedcompetitionforeconomicactivity Increasingnumberofregionalissues: o Housingaffordability o Climateresiliency o Disasterresponse o Tourism/visitationImpacts o Naturalresourceconservation(e.g.water,land,etc.) o Transportationandtransit OurVision Aregionthatpartnerstoaddresseconomicissueswhichextendbeyondmunicipalboundaries OurRole Developstrongrelationshipswithourcounterpartsintheregion,includingLarimerCounty Supportlocalleadershipinengagingneighboringcommunities Convenerofeconomicrecoveryentitiesduringnaturaldisasters Supportanddevelopregionalsectorinitiatives Identifyandmarketsupplychainopportunitiesfortheregion GoalE.1:Enhancecoordinationonregionaleconomicissues Strengthensystemsforregionalcollaboration Convenequarterlymeetingstoidentify,discussandaddressregionaleconomicissueswith partners CollaboratewithpartnerstohaveonevoicewithOEDITandotherstateandfederalpartners Discusslocalpolicieswithregionalpartnersandexploreopportunitiestoalignwithregional prioritiesandviceversa ContinuetodeveloptheAdvancedManufacturing,Healthcare,andCreativeIndustrysectors withinRegion2(LarimerandWeldCounties)incollaborationwiththeOEDIT D R A F T 20|Page Developaworkplanorframeworkforregionalprojects(e.g.,FortCollins/LovelandAirport StrategicPlan,Region2StateEconomicDevelopmentBluePrint,TaxIncrementFinancing ImpactAnalysis,etc.) Metrics Attendanceandparticipationinmeetingsandplanningbyregionalpartnersandstakeholders GoalE.2:Respondrapidlytodisastersthataffecttheregion Workwithregionalpartnerstodevelopastrategyfordisasterresponsewithan emphasisonrapideconomicrecoveryandpreventingdisastersfromreoccurring Developadisasterresponsetoolkitaimedatthebusinesscommunity Identifyaleadeconomicdevelopmentorganizationforaregionalresponse Conveneaneconomicrecoverystakeholdergroup Metrics Economicimpactofnaturaldisasters Businessinterruptionanddelayduetodisasters Businessclosuresasaresultofdisasters GoalE.3:PositionNorthernColoradoasaninnovationhub(LINKEDTOB.1, B.2,andB.3) MarketNorthernColoradoaspartofaRockyMountainInnovationCorridor IdentifyandraiseawarenessofNorthernColorado’sregionalstrengthswithinthestateof Coloradoandnationally CreateregionalmarketingmaterialsthattelltheNorthernColoradoinnovationstory Supportentrepreneurshipandinnovativecompanies Developregionalstrategyandterminology SupportbroadbandinitiativesinNorthernColorado Collaboratewitheducationinstitutions Metrics Numberofcontacts Increaseinwebsitevisits,corporate/siteselectorinterest Distributionofregionalmarketingmaterials D R A F T 21|Page Thispageintentionallyleftblank. D R A F T Acknowledgements MayorandCityCouncil KarenWeitkunat,Mayor GerryHorak,MayorProTem,District6 BobOverbeck,District1 LisaPoppaw,District2 GinoCampana,District3 WadeTroxell,District4 RossCunniff,District5 Staff DarinAtteberry,CityManager JeffMihelich,DeputyCityManager BruceHendee,ChiefSustainabilityOffice JoshBirks,EconomicHealthDirector TomLeeson,RedevelopmentProgramManager SeonAhKendall,EconomicPolicyandProjectManager SamHoughteling,GraduateManagementAssistant ContactEconomicHealth 300LaporteAvenue FortCollins,CO80521 970Ͳ221Ͳ6324 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 1 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. DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 2 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. DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 3 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 4 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 5 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 6 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 7 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 8 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 9 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 10 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 11 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 12 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 13 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 TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 14 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 15 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 16 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 17 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 18 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 19 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 20 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 21 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 22 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 23 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 24 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 25 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 26 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) DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 27 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 28 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. DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 29 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 30 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 31 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 32 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 33 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) DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 34 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 35 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. DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 36 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 37 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 38 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 39 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 40 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) DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 41 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 42 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. DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 43 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 TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 44 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, DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 45 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 46 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 47 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 48 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 49 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 50 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 51 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 52 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 53 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 54 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 55 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 56 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/ DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 57 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% DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 58 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 59 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 60 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 61 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 62 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 63 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 DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 64 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. DRAFT LARIMER COUNTY LABOR MARKET PROFILE TIP STRATEGIES, INC. | THEORY INTO PRACTICE PAGE | 65 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 & 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: ATTACHMENT 5  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 ATTACHMENT 6 Economic Health Strategic Plan A New Way of Thinking ATTACHMENT 7 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 Social, Environmental, Economic 4 • Climate • Housing • Income Opportunity • Sense of Place & Community • Health and Well Being • Resource Conservation Why Revisit? 5 • Ensure alignment with Community Values • Ensure alignment with City’s Strategic Plan • Deeper integration with Triple Bottom Line • Address emerging challenges: • Workforce demographic shifts • Pace of innovation • Climate change • Community build-out Economic Health Themes 6 • Shared Prosperity • Grow Our Own • Place Matters • The Climate Economy • Think Regionally Shared Prosperity 7 Employment opportunities exist across the income and education/skill spectrums • Close the skills gap • Diversify employment opportunities • Enhance business success • More work ready employees Grow Our Own 8 Our economic ecosystem fosters the development of new and creative industry • Increase innovation and entrepreneurism • More start-ups • Support innovation • Increase capital access 9 Place Matters A balanced built and natural environment • Efficient processes • Targeted infill and redevelopment • Balance land uses • Invest in infrastructure • Preserve our uniqueness The Climate Economy 10 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 11 Think Regionally A region that partners to address issues which extend beyond municipal boundaries • Enhance partner collaboration • A unified regional story • Preserve regional character 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 (December/January) – Several Individual Boards & Commissions – Super Issues Meeting 12 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 13 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? 14 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