economic growth region 4occupation and skills shortage report november 4, 2005 submitted by: vicki...

Strategic Skills Initiative EGR 4 Occupation and Skill Shortages Report of 46

Economic Growth Region 4

(Benton, Carroll, Cass, Clinton, Fountain, Howard, Miami, Montgomery, Tippecanoe, Tipton, Warren and White Counties)

Strategic Skills Initiative Occupation and Skills Shortage Report

November 4, 2005

Submitted by:

Vicki Byrd Roger Feldhaus President/CEO Executive Director Workforce Development Strategies, Inc. Tecumseh Area Partnership 1200 Kitty Hawk, Suite 208 2300 Concord Road Peru, Indiana 46970 P.O. Box 4729 765.689.9950 (phone) Lafayette, Indiana 47903 765.689.9971 (fax) 765.477.1710 (phone) www.wdsi.org 765.471.7830 (fax) www.tap.lafayette.in.us


Table of Contents

Executive Summary ...................................................................................................... 4 Economic Growth Region # 4 Overview...................................................................... 6

About Economic Growth Region 4............................................................................... 6 Population is Growing Slowly in the Region ................................................................ 6 Diversity....................................................................................................................... 7 Labor Force ................................................................................................................. 7 Regional Commuting Patterns..................................................................................... 7 Education..................................................................................................................... 8 Household Income....................................................................................................... 8

Section I: Methodology................................................................................................. 9 Section II: Selection and Definition of Key Industries and/or Clusters .................. 11 Section III: Selection and Definition of Critical Occupations and Skill Sets ......... 17 Section IV: Size and Location of Short and Long-term Occupational Shortages 22 Section V: Location and Significance of Critical Skills Gaps................................. 22 Section VI: Regional Consortium and Industry Partner Engagement .................... 25 Appendix A – Critical Occupations Descriptions..................................................... 26 Appendix B – Employment Levels by Industry Clusters and Counties.................. 35


Executive Summary With funding provided by the Indiana Department of Workforce Development’s Strategic Skills Initiative and the technical resources available through Workforce Associates, Inc. and the Indiana Business Research Center, the two prominent workforce development organizations in the newly designated Economic Growth Region 4 (EGR 4), Tecumseh Area Partnership, Inc. and Workforce Development Strategies, Inc., have completed the first of three reports that will be used to prioritize the future investment of workforce development resources in EGR 4. This first report, Occupation and Skills Shortages, will be built upon in two subsequent reports, Root Causes (December 2005) and Regional Solutions (March 2006). In this report we identify the region’s key industries and the occupations and skills that are critical to their continued growth. In so doing we used the methodology recommended by the Indiana Department of Workforce Development and Workforce Associates, Inc. Much of the work done in the preparation of the Occupation and Skills Shortages report is attributable to the combined efforts of Purdue University’s Center for Regional Development, area employers, local economic developers, educators, and other community leaders, all of whom made significant contributions and whose unique perspectives provided a composite, balanced understanding of the region and its workforce. A consortium of 24 representatives of these various constituencies, the EGR 4 Strategic Skills Initiative Consortium, actively participated in all stages of the research and analysis that culminated in this report and has endorsed its findings and conclusions. The report identified three concentrations of competing, complementary, or interdependent firms and industries in EGR 4. These so-called “industry clusters” do business with each other and/or have common needs for talent, technology, and infrastructure. Taken together these three clusters employ over 25% of the EGR 4 workforce and account for over 42% of its payroll. Although they have lost jobs over the past 10 years, these clusters have actually grown as regional economic “drivers” when compared to the rest of the U.S.

• Advanced Manufacturing firms are 3.7 times more concentrated in EGR 4 than in the nation at large. Industries in this cluster employed 19% of the region’s workforce and accounted for 32% of its total wages paid in 2004.

• Advanced Materials firms are two times more concentrated regionally than nationally, employ 2.5% of the workforce, and pay 4.3% of all wages. This cluster shows rapid growth in concentration and is closely linked to Advanced Manufacturing.

• Agribusiness, Food Processing and Technology firms are 2.5 times more concentrated regionally than nationally, employ 5.5% of the workforce, and pay 6.1% of all wages. Prospects for the future growth of this cluster are bright, as the manufacture of alternative fuels and the production/processing of hogs are expected to increase. Agribusiness is vitally important to small communities in this largely rural region.

Industry representatives from these three clusters have verified that there are certain occupations and sets of skills that are necessary for the growth of their businesses in the highly competitive global economy they now operate. Employers express the need to move quickly in responding to


market opportunities and in adapting to rapid changes in technology. They refer to this as “flexible manufacturing.” Workers in the six occupations identified below are uniquely involved in speeding-up processes and in re-fitting or re-positioning assets that support flexible manufacturing.

• Material Recording, Scheduling, Dispatching and Distributing Workers • Supervisors of Installation, Maintenance and Repair Workers • Installation, Maintenance and Repair Workers • Supervisors of Production Workers • Metal and Plastics Workers (CNC Machine Tool Operators) • Material Moving Workers

Our analysis revealed that the current and projected demand for workers in these occupations and with these types of skills is not matched by the current and projected supply. We therefore consider them “critical occupations” in which are imbedded “critical skills.” As EGR 4 looks to the future, it is imperative that industry and occupational growth is focused on creating a competitive advantage for the region. The region must build from its strengths and be realistic as to what they are, as well as confront what they are. We must confront the reality of shrinking numbers of manufacturing jobs, the aging of our population and the comparatively low educational attainment level of our workforce. A workforce development strategy is needed that will positively affect the skill gap crisis that is brewing. Workforce is a critical element of economic development and it is no longer fitting for communities and companies not to have a strategy for the development of their workforce. If the skill gap is not closed, industries that are crucial to the economic growth of EGR 4 will lose the advantage they now experience in competing with industries in other parts of the U.S. and the world. Companies will expand and locate where there is an educated and skilled workforce.


Economic Growth Region # 4 Overview

About Economic Growth Region 4 The recently defined Economic Growth Region 4 (EGR 4) is comprised of the counties of Benton, Carroll, Cass, Clinton, Fountain, Howard, Miami, Montgomery, Tippecanoe, Tipton, Warren and White. The region is north of Indianapolis and is adjacent to the Illinois border to the west and stretches east to Miami County. The region has two Metropolitan Statistical Areas (MSA’s). The Kokomo, Indiana Metropolitan Area includes the city of Kokomo and covers Howard and Tipton counties. The Lafayette, Indiana Metropolitan Area includes the city of Lafayette and covers Benton, Carroll, and Tippecanoe counties. The region’s communities are diverse. Lafayette/West Lafayette and Kokomo are more urbanized and the most densely populated. Many of the counties could be described as primarily rural with some well developed cities. The region covers 4,795 square miles and had an estimated a population of 482,466 in 2004. The region has a fairly well developed transportation system. I-65 and US-31 bisect the region running north and south and the Hoosier Heartland Corridor connects from east to west. Howard County includes substantial employment in high wage automotive and automotive parts industries. Kokomo is home to both Daimler Chrysler and Delphi Corporation. Grissom Aeroplex will continue to be instrumental to the economic development of the eastern portion of the region. Grissom has the potential to produce high paying jobs by developing into a world class multi-modal transportation facility. Tippecanoe County - Lafayette-West Lafayette is home to Purdue University and high-tech companies specializing in life sciences, information technology and advanced manufacturing. Major employers include Purdue University, Subaru of Indiana Automotive, Wabash National, Caterpillar, and Eli Lilly.

Population is Growing Slowly in the Region The region is forecasted to expect a modest population growth of 4-5% by the year 2015 as compared to a projected growth of 8% statewide. The counties of Carroll, Howard, Miami, Montgomery, Tippecanoe, Warren and White are projected to see population increase while Benton, Cass, Clinton, Fountain and Tipton all will lose population over the next 10 years. Tippecanoe County will see the largest growth over the next 10 years, nearly 11% compared to Howard County that projects a 1% population growth in the same time period. Overall, the region is projected to decline in population in the age categories of 5-19 and 25-44 by nearly 12,000 individuals. The age category of 45-64 will see a significant increase, nearly 20,000 people by 2015, and the population category 65+ will also increase by more than 5,000 in the next 10 years. These trends indicate that overall the region is aging and that there may be emerging issues related to the availability of a skilled workforce.


Diversity While the overall population growth of the region has been fairly flat, the Hispanic population in the region has grown nearly 20% from 2000 to 2004. Clinton County has seen a 32% growth in the Hispanic population during the same time period; Cass County has had a 25% increase during the same period and Carroll, White and Tippecanoe counties have also seen increases.

Labor Force The total labor force of the region in 2004 was 238,779 and it is expected to grow to 239,165 in 2005 or less than 1%. Only the counties of Clinton, Fountain, Howard, Miami, Montgomery, Tipton, Warren and White expect to see modest growth to their labor force. The 2004 unemployment rate for the region was 5%, slightly lower than the 5.2% Indiana rate and 5.1% US rate. The most recent unemployment rate released for August 2005 indicates that the regional unemployment rate has edged upward slightly to 5.1%, while the Indiana rate remains at 5.2% and the national rate was reported at 4.8%. The 2004 unemployment rate for Howard County was 6.7%, compared to the Tippecanoe County unemployment rate of 4.5%.

Regional Commuting Patterns As of 2003, 92.5% of the region’s workforce is comprised of people who live and work in the region. The majority of commuting within the region is to Howard and Tippecanoe Counties.

COMMUTING PATTERNS FOR EGR4

County

Persons who live in county

and work (implied

resident labor force)

Persons who live and work

in county

Total # persons who

commute outside of

county

Persons who commute within the

region EGR4

# Persons who live and work in region

EGR4

% labor force

who lives and

works in region EGR4

Benton 5,989 3,834 2,155 1,648 5,482 91.5%Carroll 13,750 8,245 5,505 5,173 13,418 97.6%Cass 25,854 21,562 4,292 3,474 25,036 96.8%Clinton 21,398 15,742 5,656 3,787 19,529 91.3%Fountain 11,847 7,897 3,950 2,440 10,337 87.3%Howard 56,803 53,101 3,702 1,882 54,983 96.8%Miami 23,000 16,639 6,361 4,148 20,787 90.4%Montgomery 24,420 21,146 3,274 1,309 22,455 92.0%Tippecanoe 87,312 83,106 4,206 2,233 85,339 97.7%Tipton 11,457 7,082 4,375 2,546 9,628 84.0%Warren 5,723 3,148 2,575 1,941 5,089 88.9%White 17,363 13,236 4,127 3,323 16,559 95.4% REGION 304,916 288,642 92.5%

www.stats.indiana.edu


Education The high school graduation rates for EGR 4 are higher than the state and national rate. According to the 2000 Census, 84.15% of the regional population had a high school diploma. 82.1% of the Indiana population has a high school diploma and 80.4% of the nation has a high school diploma. However, as a region we do not compare favorably with the state or the nation with the attainment of a BA or higher degree. The regional average BA attainment level is 18.7% compared to the state average of 19.4% and the national average of 24.4%. Tippecanoe County leads the way with 33.2% of the population holding a BA or higher degree. The remainder of the county BA or higher degree rates range from a low of 10.1% both in Clinton and Fountain Counties to a high of 18.1% in Howard County. Looking at the BA or higher degree rate for all counties except Tippecanoe, the region has a 12.5% BA or higher degree rate, which is significantly below the state and national average.

EDUCATION EGR4

0.0

10.0

20.0

30.0

40.0

50.0

60.0

70.0

80.0

90.0

100.0

US IN

EG

R#4

Ben

ton

Car

roll

Cas

s

Clin

ton

Foun

tain

How

ard

Mia

mi

Mon

tgom

ery

Tipp

ecan

oe

Tipt

on

War

ren

Whi

te

2000 % HS Diploma (2000)

2000 % BA or Higher Degree (2000)

2004 % HS Diploma (est)

2004 % BA or Higher Degree (est)

Source: www.stats.indiana.edu/sip

Household Income The annual household income in 2002 for EGR 4 was $41,414. This was an increase of $214 over the 2000 data. The household income for Indiana is $41,973 and the US is $42,409. In both instances, EGR 4 is slightly below the state and national average. Four of the twelve counties in the region rise above the regional, state and national average for household income. Those counties include: Carroll, Howard, Tipton and Warren. Cass County has the lowest household income at $38,446 in the region and Tipton County has the highest household income at $48,820 in the region. The household income for Tippecanoe County is $38,771.


Section I: Methodology EGR 4 fully employed the methodology and Web-based workshop training recommended and provided by Indiana Department of Workforce Development (IDWD) and Workforce Associates, Inc. (WAI). The Strategic Skills Initiative (SSI) Consortium, Tecumseh Area Partnership, Inc. (TAP) and Workforce Development Strategies, Inc. (WDSI) staff, and approved contractor, Purdue University Center for Regional Development (PCRD) utilized the resources available through the SSI Analysis Toolkit for secondary data gathering and the ERISS survey and focus groups for primary data gathering, while following the SSI Research and ID Guidebook in analyzing and reporting the findings. EGR 4 recognizes the distinction between “industries” and “industry clusters” as used in the SSI. We have chosen to focus our research on industry clusters, or networks of industry sectors that support one another in our EGR, rather than on specific industry sectors themselves. To that end we used available secondary data to generate an “Industry Cluster Analysis” that led us to conclusions about which industries we would consider “key” to the economic growth of our region. We considered several factors in arriving at the decision regarding what constitutes a “key” industry cluster. The rationale we used will be discussed further below, but it included the size of its workforce, its degree of specialization or locational advantage, the wages it pays and the wealth it generates, the interest it is given by economic development organizations within the region and its ability to benefit from the research and development resources of Purdue University. We found that we could use the Occupation and Industry Projections data provided through the SSI Toolkit to generate an “Occupational Cluster Analysis” that, through deeper analysis, revealed specific occupations that supported the key industry clusters we had previously identified. Through yet another level of analysis we were able to identify certain of those occupations that were projected to be in future demand and, therefore, subject to a fourth level of analysis to determine their criticality for the purposes of this study. Using information gleaned from O*NET and from “task lists” generated through the Work Keys job profiling activity that were specific to those occupations, we then were able to uncover sets of skills that could be “teased out” of the occupational descriptions for further scrutiny. It was enlightening in the case of certain occupations that were identified through secondary data as being supportive of our key industry clusters, e.g., Electricians and Plumbers, Pipefitters, and Steamfitters, to learn from focus groups that employers were not anticipating a need for workers who specialized in those specific occupations. Instead, the employers found the current and future demand to be for generalists, those who had a combination of skills or sets of skills that overlapped many of the crafts. There are other types of skill sets that cross over all industries and occupations and do not register in any of the secondary data we investigated; although they show up rather prominently in primary data. One such skill set is often referred to as “soft skills,” but is also known as


“work ethics” or “work readiness.” It includes skills such as attendance, positive attitude, teamwork, and accountability. Another such skill set could be called “foundational skills,” e.g., reading, math, language, learning/understanding/applying information, and thinking critically/logically to solve problems. With respect to those skills that were projected to be in future demand, it was necessary to examine how this demand may be met “naturally” from within the current composition and projected growth of the regional labor force, and through the output capacity of regional education/training institutions. Here we looked at several factors, none of which was very decisive when standing alone. These included:

• Number of workers currently employed in the selected occupations; • Employers’ concerns with common deficiencies among applicants and incumbent

workers; • Age of workforce and population growth projections; • Sources of training, capacity of training providers, and ease of entry into training for the

skills in demand; • Worker mobility; and required certifications and/or employer specificity.

Primary consideration was given to what employers themselves said about their concerns in meeting current and future projected needs for their critical skill positions. Having completed the labor market analysis, we were able to identify those occupations (and their attendant skill sets) that were deemed “critical” in terms of being acutely and chronically in demand. We are confident in asserting that, given the current and projected composition of our regional labor force and industry staffing patterns, the occupations and skills we have identified do, in fact, demonstrate a demand that will continue to exceed supply unless some intervention is undertaken. We made the following assumptions in arriving at our targeted occupations and skill sets: 1) Indiana and EGR 4 units of local government will continue/expand their commitment to providing incentives for capital investment, automation, state-of-the-art information technologies and worker and manager skills to compete in high-value, high-margin products and services in our innovation-driven industries.1 2) Indiana and EGR 4 units of local government will continue/expand their commitment to the growth of value-added agriculture through their support of policies/regulations favorable to expanded hog production, environmental issues related to the manufacture of corn syrups/starches, and investment in the manufacture of alternative fuels. 1 What Indiana Makes, Makes Indiana, Overview Report, Prepared by Thomas P. Miller and Associates, Dec. 2005


Section II: Selection and Definition of Key Industries and/or Clusters The EGR4 analysis has examined the strength and direction of growth in the Region of fourteen clusters previously defined for Indiana during the planning process for the former IDOC State and Regional Economic Development Strategy Plans in 2004. These clusters are: Advanced Manufacturing, Advanced Materials; Advanced Logistics; Advanced Business Services; Chemicals; Biomedical/Biotechnical (Life Sciences); Forest and Wood Products; Earth Products; Educational Services; Arts, Entertainment, Recreation and Visitor Industries; Information Technology; Information, Communications and Media; Environmental Technology and Agribusiness, Food Processing and Technology. Each cluster contains several sub-clusters of related industries that differ in degree of concentration in the region, in size and direction of growth.

The cluster analysis consists principally of the determination of

the clusters present in the regional economy, the component industries in each cluster, and the strength, degree of specialization and direction of growth of clusters by use of

specialized regional analysis tools such as location quotients (LQs), and shift-share analysis.

In EGR4, the largest clusters in terms of employment are the Advanced Manufacturing (37,390 jobs), Biomedical/Biotechnical (21,104 jobs), Educational Services (11,947 jobs) and Agribusiness, Food Processing and Technology clusters (11,043). The chart below dramatically demonstrates the continuing importance of the Advanced Manufacturing cluster to the regional economy, with total annual wage earnings over three times greater than the next largest cluster (Biomedical/Biotechnical).

Prepared by Purdue Center for Regional Development using ES202 data provided by IBRC September, 2005

Total Annual Wages and Employment by Cluster in EGR4, 2004

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

Advance

d Man

ufacturin

g

Biomed/B

iotech (L

ife Scie

nces)

Educatio

nal Serv

ices

Agribus,

Food Proc.

& Technlgy

Advance

d Busin

esss

Service

s

Advance

d Mate

rials

Informati

on Technology

Forest a

nd Wood Pro

ducts

Chemica

ls

Advance

d Logistics

Arts, E

nt., Rec

. & Visi

tor Svc

es

Info., Comm. a

nd Med

ia

Environmen

tal Tec

hnology

Earth Pro

ducts

Cluster Name

Tota

l Em

ploy

men

t

0

500,000,000

1,000,000,000

1,500,000,000

2,000,000,000

2,500,000,000

Tota

l Ann

ual W

agesTotal Cluster Annual WagesTotal Cluster Employment


The internal structure of the second largest cluster, Biomedical/Biotechnical (Life Sciences) was examined for sub-clusters and sub-sectors that might be emerging as new concentrations of jobs and high-technology production, however the principal sub-sectoral increases from 2001 to 2004 have been in Nursing Care services and Home Health Care service (NAICS 623110 and 621610). The Medical Equipment and Supplies (537 jobs in 2004, and 16 establishments across the region) sub-sector has decreased slightly over the period. The Medical and Diagnostic Laboratories sub-sector (NAICS 6215), while still extremely small, has doubled in size, increasing from 5 to 11 establishments and 28 to 49 jobs from 2001 to 2004. The Pharmaceutical Preparation sub-sector (NAICS 325412), though important in the region, is dominated by the Eli Lilly Corporation and numbers are suppressed for this sub-sector.

Likewise, the Advanced Logistics cluster, a cluster designated as “key” for the state as a whole, was also examined for sub-clusters and sub-sectors that might be emerging as new concentrations of jobs and high-technology production. This cluster was found to be growing and increasing in importance in the region, with increasing location quotients overall and a comparative regional advantage of 11.1% or 379 jobs. The major sub-sectors growing in this cluster consist of General Long Distance Freight Trucking (NAICS 48412), Specialized Long Distance Freight Trucking (NAICS 4842) and Warehousing and Storage (NAICS 4884).

In the chart below each cluster is presented as being located in one of four quadrants describing each cluster in terms of its specialization, or concentration of cluster industries, in the area (more than 1 = “specialized;” less than 1 = “not specialized”). The location quotients showing specialization are shown along the vertical axis of the chart. Additionally, the cluster is located according to the direction of its growth in terms of specialization (increasing or decreasing). The change in specialization is shown along the horizontal axis of the chart. Clusters in each quadrant are classified as follows:

1. Specialized, with increasing specialization (“Stars”) 2. Specialized, with decreasing specialization (“Mature”) 3. Not specialized, but with increasing specialization (“Emerging”) 4. Not specialized, with decreasing specialization (“Transforming”)

Each “bubble” representing a particular cluster is labeled with the cluster name, and the size of its employment in 2004. Different policy approaches will be appropriate for the clusters, according to which category they fall into.


Prepared for Indiana Economic Growth Region 4 by Purdue Center for Regional Development using ES202 Data provided by the IBRC

Economic Growth Region 4 Clusters by Size of Employment, Location Quotient and Percent Change in LQ from 2001-2004

37,390

11,947

11,043

4,281

4,353

1,195

4,847

21,104

5,5833,253

2,312

5,057

3,679

2,648

-1.0

0.0

1.0

2.0

3.0

4.0

5.0

-15.0% -10.0% -5.0% 0.0% 5.0% 10.0% 15.0% 20.0% 25.0%

Percent Change in Location Quotients 2001-2004

Loca

tion

Quo

tient

s

Biomed/Biotech

Advanced Manufacturing

Agribusiness, Food Processing and Technology

Advanced Materials

Educational Services

Chemicals

Forest and Wood Products

Information Technology

Earth Products

Arts, Ent., Rec. & Visitor Services

Advanced Business Services

Environmental Technology

Advanced Logistics

Info, Comm. & Media

"STARS""MATURE"

"EMERGING""TRANSFORMING"

The following chart shows numeric details of EGR4’s clusters not displayed in the cluster bubble chart. “Star” clusters in EGR4 include Advanced Manufacturing, Agribusiness, Advanced Materials and Educational Services. These clusters’ average annual per capita wage in Region 4 is all higher than the national average. The Educational Services cluster does not include elementary schools which are determined as services only to the local, regional market. The cluster contains most post-secondary types of educational services including colleges and universities. EGR4 also has a large number of “emerging” clusters – those that are not yet specialized but which are becoming relatively more concentrated in the regional economy as compared to the US. Of these emerging clusters, it will be important to observe the future development of Advanced Logistics, Environmental Technology, Advanced Business Services and the Arts, Entertainment, Recreation and Visitor Services clusters.


EGR 4 SUMMARY CLUSTER ANALYSIS 2001-2004

Industry Cluster TitleTotal

Employment 2004

Percent Change in Employment, 2001-

2004

Cluster Percent Share of

Total Industry

2001

Cluster Percent Share of

Total Industry

2004

Cluster Locatio

n Quotients 2004

Percent Change

in Cluster

LQ 2001-2004

Total Annual Wages 2004

EGR4 Average Annual Wage 2004

Percent Change in Average Annual Wage

2001-2004 (adjusted)

US Average Annual Wage 2004

Total Number

of Establish

2004

Change in

Establish 2001-

2004Total, all industries 197,781 -3.9% 100.0% 100.0% 1.00 0.0% 6,892,974,721 34,852 4.3% 39,348 10,301 -19Specialized, Increasing ConcentrationAdvanced Manufacturing 37,390 -14.9% 21.4% 18.9% 3.68 4.5% 2,236,265,111 59,809 13.6% 54,577 257 -15Educational Services 11,947 5.9% 5.5% 6.0% 2.10 2.5% 505,343,248 42,299 -1.7% 38,146 48 0Agribusiness, Food Processing and Techn 11,043 0.8% 5.3% 5.6% 2.51 8.1% 422,752,121 38,282 5.0% 31,583 306 -6Advanced Materials 5,057 -8.5% 2.7% 2.6% 2.01 14.4% 296,272,567 58,587 4.6% 63,850 30 -3Specialized, Decreasing ConcentrationForest and Wood Products 4,353 -8.0% 2.3% 2.2% 1.02 -2.5% 127,888,102 29,379 1.4% 36,207 148 -12Chemicals 4,281 -19.7% 2.6% 2.2% 1.16 -9.0% 245,813,069 57,420 10.2% 52,021 101 -4Not Specialized, Increasing ConcentrationBiomedical/Biotechnical (Life Sciences) 21,104 3.9% 9.9% 10.7% 0.86 1.4% 718,486,056 34,045 7.4% 42,073 780 -11Advanced Businesss Services 5,583 -2.0% 2.8% 2.8% 0.35 2.2% 221,156,966 39,613 1.4% 69,650 1,077 62Advanced Logistics 3,679 7.9% 1.7% 1.9% 0.62 15.7% 124,054,887 33,720 2.6% 41,210 385 -13Arts, Entertainment, Recreation and Visito 3,253 6.0% 1.5% 1.6% 0.49 8.8% 45,753,510 14,065 -1.3% 25,822 225 16Information, Communications and Media 2,648 -9.3% 1.4% 1.3% 0.50 10.3% 78,468,316 29,633 5.6% 59,817 162 2Environmental Technology 2,312 11.7% 1.0% 1.2% 0.93 14.4% 89,850,893 38,863 14.8% 58,912 130 12Earth Products 1,195 -6.5% 0.6% 0.6% 0.87 3.2% 46,086,212 38,566 -3.5% 47,649 55 -5Not Specialized, Decreasing ConcentrationInformation Technology 4,847 -18.3% 2.9% 2.5% 0.53 -0.1% 219,237,401 45,232 11.7% 72,552 274 19

Prepared by Purdue Center for Regional Development using ES202 data provided by IBRC September, 2005 Three Industry Clusters were selected as “key” to the economic growth of EGR 4: Advanced Manufacturing; Advanced Materials; and Agribusiness, Food Processing and Technology. Advanced Manufacturing. This cluster is already specialized and is becoming more concentrated in the region. Its Location Quotient indicates that Advanced Manufacturing is 3.7 times more concentrated in EGR 4 than in the nation at large. In terms of employment it is the largest of the clusters studied in EGR 4 and provides over 37,000 or 19% of the region’s jobs. Advanced Manufacturing accounts for more that 10% of total employment in all EGR 4 counties except Benton and Carroll. This cluster is most highly concentrated in the counties of Fountain and Howard, where over one-third of workers are employed in Advanced Manufacturing. Within a cluster, high concentration of employment is found in the manufacturing of machinery, turbine and power transmission equipment, electronic instruments, and transportation equipment. Notable employers that employ 1,000 or more workers include Alcoa, Caterpillar, Fairfield Manufacturing, Subaru of Indiana Automotive, Wabash National, Delphi, and Chrysler. Advanced Manufacturing accounted for 32% of EGR 4’s total wages paid in 2004. Average annual wages of workers in this cluster are 172% of the average annual wages of EGR 4 workers in all industries. Despite losing 6,500 or 15% of its jobs between 2001 and 2004, the Advanced Manufacturing cluster increased in degree of specialization compared to the nation, due to the general decline in the cluster size at the national level. Despite job losses over the past four years, this cluster remains essential to the regional economy, providing the largest number of jobs and the greatest aggregate wage earnings. Advanced Materials. This cluster, in part a sub-cluster of the Advanced Manufacturing cluster, is twice as concentrated in EGR 4 as in the rest of the nation. Of the four clusters that are specialized in the region, Advanced Materials shows the greatest growth in concentration


between 2001 and 2004. In terms of employment it is the smallest of the key clusters that were selected, but significant nevertheless, providing over 5,000 or 2.5% of the region’s jobs. The counties of Fountain, Howard and Tippecanoe have the highest concentrations of Advanced Materials jobs, with Tippecanoe having over one-half. Within this cluster are found basic chemicals; resin, rubber, and artificial fibers; agricultural chemicals; pharmaceuticals and medicine; paint, coatings, and adhesives; printing ink; copper and aluminum production; aluminum and steel foundries; and semiconductor and electronic components manufacturing. Notable employers that employ 1,000 or more workers include Eli Lilly & Company-Tippecanoe Laboratories and R.R. Donnelley & Sons. Advanced Materials accounted for 4.3% of EGR 4’s total wages paid in 2004. Average annual wages of workers in this cluster are 168% of the average annual wage of EGR 4 workers in all industries. Like Advanced Manufacturing, despite losing jobs (-471 or -8.5%) between 2001 and 2004, the Advanced Materials cluster increased in degree of specialization compared to the nation. There is much potential for growth in this cluster due to its high-tech innovations in materials used by companies within the Advanced Manufacturing cluster and due to the advantages inherent in its proximity to a major university heavily engaged in chemical and pharmaceutical research. Agribusiness, Food Processing and Technology. This cluster employs over 11,000 people and is 2.5 times more concentrated in EGR 4 than nationally. The Agribusiness, Food Processing and Technology cluster accounts for 5.5% of the region’s jobs and is especially concentrated in the rural counties of Carroll, Cass, Clinton, and Tipton. Within this cluster are found the sub-clusters of crop and animal production and food and dairy product manufacturing, Notable employers are Tate & Lyle (A.E. Staley Manufacturing), Indiana Packers, Tyson Fresh Meats, Frito-Lay, and Pace Dairy Foods. The Agribusiness, Food Processing and Technology cluster accounted for 6% of EGR 4’s total wages paid in 2004. Average annual wages of workers in this cluster are 110% of the average wages of EGR 4 workers in all industries. Between 2001 and 2004 this cluster added a small number of workers (+86 or +1%). However, when its employment growth is compared with the growth in its component sectors nationwide, it performed much better. State and local support of hog farming and pork processing as well as expected growth in the local manufacture of alternative fuels from corn and soy beans would indicate that the Agribusiness, Food Processing and Technology will grow even more rapidly in the future. Proximity to Purdue University’s agricultural research and technical assistance resources will continue to stimulate cluster growth through innovation. In the process of selecting these three “key” industry clusters, we considered other clusters that, in the end, did not rise to the level of “key.” The Educational Services cluster, for example, is impossible to ignore because of the size of its workforce and its economic influence. However, much of that cluster’s clout is attributable to Purdue University, whose economic influence is heavily concentrated in Tippecanoe County. Secondarily, we reasoned that direct workforce development investments would not likely have a significant effect on the growth of the institutions that are part of that cluster. We also considered another large cluster that demonstrates increasing concentration, the Biomedical/Biotechnical cluster. However, after closer scrutiny we could not identify a compelling degree of specialization within that cluster to consider it “key.” We do acknowledge that there are certain sectors within that cluster, e.g., hospitals and nursing and residential care


facilities, whose growth is threatened by an unmet demand for nurses and technicians. This we already knew and are committed to address with current resources. Other emerging clusters such as Environmental Technology and Advanced Logistics were also considered. They, too, did not demonstrate enough concentration at this time to be considered “key.” The three industry clusters we selected, Agribusiness, Food Processing and Technology, Advanced Materials, and Advanced Manufacturing (principally NAICS 31-33, with the exception of NAICS 11, Agriculture and Forestry) can generally be classified under the heading “manufacturing.” They are complementary and interrelated in that they draw from a similar labor pool and, as further occupational analysis revealed, require many of the same skills. Cluster analysis demonstrated each to have a favorable locational advantage. Although taken together they had negative real growth in employment, shift-share analysis revealed modest relative growth of more that 2,500 jobs between 1994 and 2004. Each paid significantly higher than average wages. Together they account for 43% of total wages paid in EGR 4 during 2004. The EGR 4 SSI Consortium agreed that future workforce development investments should be prioritized for these industry clusters. The representative industries in these clusters are those of most concern to local economic development organizations (LEDOs) and the units of local government that support them. Industries from these clusters are the focus of LEDO retention and expansion activities and are frequent beneficiaries of local government incentives. We feel that workforce development’s role in collaboration with economic development, education, and community-based organizations and elected officials is to strengthen the talent pool of workers to match private sector investment in technology, capital and product improvement. From our individual contacts with industry representatives, through job profiling activities and focus groups, we see such investment being made in the three manufacturing clusters selected and believe we should do what we can to match it.


Section III: Selection and Definition of Critical Occupations and Skill Sets The occupational analysis for EGR 4 utilizes data from the industry –occupation file egr4projections.xls made available in the Strategic Skills Initiative Analysis Toolkits: Data Maps and Methods of Indiana Workforce Development (http://www.stats.indiana.edu/ssi/). The data file includes occupational information matched with industries for the year 2002, projected employment for the year 2012, and the composition of projected job openings due to growth and replacement. For both industries and occupations, the information is available at different levels of aggregation, i.e., different NAICS and occupational code levels. From these data, the cluster-specific industries and their associated occupations were extracted, tabulated and summarized at different levels of occupational aggregation. The information was tabulated and summarized for each of the main industry clusters, i.e., Advanced Manufacturing, Advanced Materials, and Agribusiness, Food Processing and Technology, as well as for the combination of all three clusters. Further analysis was done through employer focus groups, review of Work Keys profiles completed for EGR 4, ERISS job vacancy survey and the compilation of Synchronist and Executive Pulse business expansion and retention survey results. The overview of the occupational composition in EGR 4 indicates a very small growth from the base year of 2002 to the projected year of 2012. The base year employment in 2002 was 212,580.2 The projected year employment for 2012 is 216,200.3 It is anticipated that the total openings in this period due to growth will be 11,9804 and openings due to replacement will be 52,600.5 Occupations that are growing in the region include farming, fishing, and forestry; healthcare support; personal care and service occupations; healthcare practitioners and technical occupations; social services occupations; sales; education; protective services; and food preparation and serving related occupations. The following chart demonstrates the projected annual openings due to growth and replacement. 2 Occupational Analysis of Industry Clusters in EGR 4, October 2005 page 1 3 Occupational Analysis of Industry Clusters in EGR 4, October 2005 page 1 4 Occupational Analysis of Industry Clusters in EGR 4, October 2005 page 1 5 Occupational Analysis of Industry Clusters in EGR 4, October 2005 page 1


Relationship between projected annual openings due to growth and projected annual openings due to replacement (circle size is proportional to 2002 employment of occupational group).

0100200300400500600700800900

100011001200

0 30 60 90 120 150 180 210 240

Annual openings due to grow th

Annu

al o

peni

ngs

due

to re

plac

emen

t

PO

ETLO

SalesOAS

FPS

HPTO

TMMO

IMRO

MO HSO

BGCM

BGCM = Building and Grounds Cleaning and Maintenance Occupations; CSSO = Community and Social Services Occupations; ETLO = Education, Training, and Library Occupations; FPS = Food Preparation and Serving Related Occupations; HPTO = Healthcare Practitioners and Technical Occupations; HSO = Healthcare Support Occupations; IMRO = Installation, Maintenance, and Repair Occupations; MO = Management Occupations; OAS= Office and Administrative Support Occupations; PO = production occupations; PSO = Protective Service Occupations; Sales= Sales and Related Occupations; TMMO = Transportation and Material Moving Occupations; While these are important occupations for the region, many of the occupations that are growing in EGR 4 are considered to be occupations that do not pay a self-sufficient wage. For example, the 2005 edition of the Self-Sufficiency Standard for Indiana: Where Economic Independence Begins states that a family of two adults plus preschooler and school age child residing in Howard County would need a combined annual income of $40,460 to be self-sufficient.6 The same family would need $39,480 to be considered self-sufficient in Tippecanoe County.7 A self-sufficient wage is defined as how much income is needed for a family of a certain composition in a given place to adequately meet their basic needs- without public or private assistance8. As stated in the overview section, the annual household income in EGR 4 is $41,414. This income leaves very little opportunity for families to increase personal wealth or to invest in their futures or the future of their children by participating in advanced educational opportunities. As EGR 4 looks to the future, it is imperative that industry and occupational growth is focused on creating a competitive advantage for the region. The region must build from its strengths and be realistic as to what they are, as well as confront what they are. We must confront the reality of shrinking numbers of manufacturing jobs, the aging of our population and the comparatively low educational attainment level of our workforce. Workforce is a critical element of economic development and it is no longer fitting for communities and companies not to have a strategy for 6 Self-Sufficiency Standard for Indiana: Where Economic Independence Begins, 2005 edition, page 69 7 Self-Sufficiency Standard for Indiana: Where Economic Independence Begins, 2005 edition, page 92 8 Self-Sufficiency Standard for Indiana: Where Economic Independence Begins, 2005 edition, page 1


the development of their workforce. Companies will expand and locate where there is an educated and skilled workforce. Advanced manufacturing, advanced materials and agribusiness, food processing and technology have been identified as the key industries for the future in EGR 4. Employment in these three industry clusters is nearly 25% of all employment in the region9 and the 2004 average annual wage is $59,809 for advanced manufacturing and $58,587 for advanced materials. The 2004 average annual wage for agribusiness, food processing and technology is $38,282. Wages for advanced manufacturing and advanced materials occupations are above the EGR household income of $41,414. Wages for agribusiness, food processing and technology are more closely aligned with wages that meet self-sufficiency standards. However, with emerging technology, the construction of two ethanol plants in the region, increasing employment in the industry and collaborations with Purdue University, we anticipate that wages in the agribusiness industry will increase over time. The following charts show the occupation specific employment in these three clusters.

Occupation-specific employment in 2002 and projected 2012 employment in the ADVANCED MANUFACTURING Cluster of EGR 4.

0 5000 10000 15000 20000 25000

Life, Physical, and Social Science Occupations

Healthcare Practitioners and Technical Occupations

Arts, Design, Entertainment, Sports, and Media Occupations

Sales and Related Occupations

Computer and Mathematical Occupations

Business and Financial Operations Occupations

Management Occupations

Office and Administrative Support Occupations

Architecture and Engineering Occupations

Transportation and Material Moving Occupations

Installation, Maintenance, and Repair Occupations

Production Occupations

2012 Employment, Projected

2002 Emplyment

9 Occupational Analysis of Industry Clusters in EGR 4, October 2005


Occupation-specific employment in 2002 and projected 2012 employment in the ADVANCED MATERIALS Cluster of EGR 4.

0 500 1000 1500 2000 2500 3000 3500

Building and Grounds Cleaning and MaintenanceOccupations



Construction and Extraction Occupations









Projected Employment, 2012

2002 Employment

Occupation-specific employment in 2002 and projected 2012 employment in the AGRIBUSINESS, FOOD

PROCESSING AND TECHNOLOGY Cluster of EGR 4.

0 500 1000 1500 2000 2500 3000 3500 4000 4500 5000 5500





Building and Grounds Cleaning and MaintenanceOccupations

Food Preparation and Serving Related Occupations





Farming, Fishing, and Forestry Occupations



Projected Employment, 2012

2002 Employment

Occupations considered to be critical to EGR 4 have been identified for each of these three industry clusters. The primary focus will be on the following occupations: material recording, scheduling, dispatching workers; first line supervisors/managers of mechanics/installers and repairers; industrial machinery mechanics; maintenance workers, machinery; millwrights; first line supervisors/managers of production and operating workers; computer numerical machine tool operators; numerical tool and process control programmers; machinists; and material moving workers. These occupations were verified through focus groups as critical occupations to the identified key industries. Additionally, these occupations cut across the three key industries


identified for EGR 4. Occupational description sheets for each occupation deemed critical can be found in Appendix A. These sheets are designed to provide an overview of the occupation through a job description, education requirements, wages, career paths and employment opportunities in EGR 4. The next chart provides an overview of the critical occupations for EGR 4 and the O*NET codes for each classification.

EGR 4 Critical Occupations Standard Occupational

Classification Title O*NET-SOC Code Title

43 Office and Admin Support Occupations

43-5000 Material Recording, Scheduling, Dispatching and Distributing Workers

Installation, Maintenance and Repair Occupations

49-1000 Supervisors of Installation, Maintenance and Repair Workers

49

Installation, Maintenance and Repair Occupations

49-9000 Other Installation, Maintenance and Repair

51-1000 Supervisors, Production Workers

51 Production Occupations

51-4000 Metal and Plastic Workers

53 Transportation & Material Moving Occupations

53-7000 Material Moving Workers

Focus groups were conducted with employers from advanced manufacturing, advanced materials and agribusiness, food processing and technology. In general what we found is that there is a dramatic decline in low-skill, high wage manufacturing jobs and manufacturing related jobs in the region. Employers indicated that their most critical occupations included computer controlled machine operators, machinists, maintenance repair industrial (combination of millwright and electrical), engineers and supervisors. Employers in EGR 4 also indicated that they are looking for workers who have good math, reading, writing, and computer literacy skills and most importantly, have a set of skills that include:

• Flexibility, • Ability to work independently, • Understand the big picture and the individual’s role as part of the corporate team, • Ability to get along with others, and, • Commitment to lifelong learning, problem solving skills.

We found that these critical skill sets are in alignment with the six O*NET skill groups. EGR 4 considers the maintenance repair industrial and maintenance occupation to be emerging in the region. This occupation requires individuals to possess skills from a variety of skilled trade/crafts areas such as electrician, maintenance, millwright, etc. Historically, individuals working in these occupations have possessed skills related to only one occupation. Today and in


the future, employers expect that workers will possess a variety of these skills from various occupational areas and that they are skilled and flexible enough to move from one job to another job in the plant.

Section IV: Size and Location of Short and Long-term Occupational Shortages As indicated in Section III, EGR 4 is expected to add, on average, only 362 jobs per year. That suggests an annual average growth rate in total employment from the base year 2002 to 2012 of less than .17%. This annual change correlates to the 3,620 difference between base year and projected year employment. The ERISS Job Vacancy Survey that was conducted in September-October 2005 projects a 2% growth in employment for the year. The occupational shortages are identified in the Worksheets for Calculating Shortages or Surpluses of Occupations sent as a separate attachment. The worksheets show the short term (two-year projections) and the long term projections through 2012. There are approximately 257 advanced manufacturing establishments, 30 advanced materials establishments and 306 agribusiness, food processing and technology establishments in EGR 4.10 Employment levels by industry clusters and county can be found in Appendix B. The majority of these companies are considered to be small businesses. Companies that provided data indicating their needs included Logansport Matsumoto, Matthew Warren, Haynes International, ConAgra Subaru of Indiana Automotive, McGill Manufacturing (Emerson) and Perry Chemical. As we move forward with the identification of root causes and the development of the solutions report, these companies and others will be instrumental in the next two phases of the Strategic Skills Initiative. Section V: Location and Significance of Critical Skills Gaps EGR 4 is heavily dependent upon manufacturing as a key industry and production occupations as primary employment opportunities for our region’s workforce. Manufacturing will remain a critical industry to EGR 4, but there is little doubt that it will continue to transform and become increasingly advanced. John Sullivan, director of Purdue’s Center for Advanced Manufacturing, describes advanced manufacturing as advanced processes (how we build things) and advanced products (what we build). The third key component in order to turn the processes into products is people.11 As one employer stated in a focus group conducted for the Strategic Skills Initiative, “age doesn’t matter, skills matter.” 10 EGR 4 Summary Cluster Analysis 2001-2004 11 BizVoice/Indiana Chamber – September/October 2005


Job transitions are becoming more common. Even after 15 to 20 years with a company, many people are seeking new careers and additional job skills. In a recent focus group conducted by Workforce Development Strategies, Inc. an incumbent worker made the following statement. “After 13 years with my employer, my job seemed secure. I made great wages and had excellent benefits, but it was factory work with no room for real career advancement. I decided to continue my education at 36 years of age; and to my surprise, I have yet to be the oldest person in any of my classes. A year after I started school, my employer informed me that they were closing the plant within a year. I avoided the anxiety and fear of joblessness because I have hope for a future now. I made the right decision at the right time. I encourage everyone to stop thinking about it and just do it. Education is crucial in these changing times. Nothing compares to taking charge of your future.” An analysis of questions 29 and 42 on the ERISS survey was conducted in order to gather information from employers regarding the most common deficiencies among workers now employed in their businesses and recent applicants. With regard to incumbent workers, thinking critically and acting logically to solve problems, and developing a positive attitude toward change were identified as the two most common deficiencies among their existing workforce. With regard to applicants, employers stated that math skills and learning/understanding/applying information and analysis were critical skills they were seeking when screening applicants. Employers utilizing the CS3 system indicated that good listening skills, the ability to follow detailed instructions and to work as a team member were the three most critical skills they look for when hiring new employees. Both Workforce Development Strategies, Inc. and Tecumseh Area Partnership utilize a business and retention software system to capture information about existing employers. Responses from employers who participated in the surveys indicated that they need workers who possess the following skills: math and reading skills; ready to work skills; the ability to think beyond day-to-day issues; and good communication skills. Many of the same employers expressed concern that it is becoming increasingly difficult to identify and hire “skilled workers”. In addition these employers verified the results of our focus groups and occupational analysis by indicating that the following occupational skills are needed in the region:

• Maintenance, quality control • Electrical and mechanical skills • Skilled machine operators • Machinists • Lab techs • Engineers • Programmers and maintenance • Middle managers • Skilled press operators • Process control technicians


In selecting the critical occupations for the key industries, our analysis indicates that the critical skills sets we have identified cut across multiple occupations. In reviewing the occupations and the O*NET skills required for each, we have identified clusters of skills that are required for each of the occupations identified. Those clusters are identified below:

Foundation Skills Problem Solving Skills Occupation Specific Skills Reading/written comprehension Evaluating information Documenting information Communication Information ordering Math Writing Active listening

Decision making Problem sensitivity Deductive reasoning Negotiation Complex problem solving Judgment Systems analysis Critical thinking Coordination

Equipment maintenance Equipment selection Repairing Troubleshooting Quality Control precision Operational control Management of resources Installation Visualization

Looking further at the skill levels of our incumbent workforce, the compilation of Work Keys scores for the entire region (nearly 26,000 Work Keys assessments have been administered in EGR 4 through September 2005) indicates that there are gaps between skills possessed by the workforce and what employers require for entry level and incumbent workers. In EGR 4, employers have indicated that the following scores are minimum requirements for employment in the critical occupations identified in this report.

Work Keys Assessment Employer Profile Requirement EGR 4 Average Score Reading for Information Level 4 – Level 5 4.81 Applied Math Level 4 – Level 5 4.48 Locating Information Level 4 3.72 Teamwork Level 3- Level 4 3.49 Observation Level 5 4.10 Applied Technology Level 4 3.12 Reading for information, applied math, locating information, teamwork and observation scores suggests that the workforce may fall short of meeting the foundation skills required by EGR 4 employers. Coupled with the lagging educational attainment level in EGR 4, the growth of critical skills gaps widens. However, employers and workers alike are beginning to understand how skill sets are changing as demonstrated by focus group comments. The competitiveness of these three industry clusters in the region rests in the ability of the workforce to be flexible, efficient, move at rapid speed as business circumstances change overnight in this global economy and to be an active participant in lifelong learning.


Section VI: Regional Consortium and Industry Partner Engagement During the two-month Research and Identification period the EGR 4 Strategic Skill Initiative Consortium met twice. At its first meeting in September the Consortium approved the methodology and approach to be used by the project staff. At its October meeting the Consortium validated and endorsed the pre-draft report’s findings and conclusions, including the selection of key industry clusters and critical occupations. A draft report was sent electronically to Consortium members for a three-day review period, during which time several cogent comments were received. These comments resulted in revisions that have become part of the final report. The 24 Consortium members broadly represent EGR 4: the six largest industry clusters, all 12 of the region’s counties, education, local economic development, government, labor and ethnic diversity. Special care was taken to ensure that the region’s two metropolitan areas, Lafayette and Kokomo, were not over-represented. One-third of the members are also members of either the Tecumseh Area Partnership or North Central area’s Workforce Investment Board. However, neither WIB nor its area put forth its own agenda. The Consortium operated in all ways and at all times as a regional body. Two employer focus groups, consisting of representatives of companies identified as key industry cluster firms, were held in October to validate the early candidates for selection as critical occupations. Although not as well attended as we would have liked, these meetings were very useful in refining the justification of those occupations selected. Follow-up contacts by telephone and in person with industry partners who were not able to participate in focus groups were also very useful. Ivy Tech Community College and Purdue University’s College of Technology provided valuable information about the future supply of workers who are receiving, or are expected to receive, education and training in those occupations and skill areas deemed critical.


Appendix A – Critical Occupations Descriptions 43-5061.00 Material Recording, Scheduling, Dispatching Workers

Job Description Coordinate and expedite the flow of work and materials within or between departments of an establishment according to production schedules. Duties include reviewing and distributing production, work, and shipment schedules; conferring with department supervisors to determine progress of work and completion dates; and compiling reports on progress of work, inventory levels, costs and production problems. Education/Skills Required These occupations usually require a high school diploma and may require some vocational training or job-related course work. In some cases, an associate’s or bachelor’s degree could be needed. Individuals employed in this occupation need to be knowledgeable in the areas of clerical, production and processing, math and transportation. Some of the skills and abilities required to perform successfully include reading and written comprehension, coordination, time management, management of material resources, complex problem solving, evaluating information, documenting/recording information and communicating with persons inside and outside of the organization. The Material Recording, Scheduling, Dispatching Workers position was profiled using the Work Keys profile system in EGR 4. The profile recommends that individuals with a Work Keys assessment and skill levels at the following levels would be most successful in successfully performing in this occupation.

Assessment Employment Level Required Skill Description Locating Information Level 4 Read workplace graphics, locate

information, and summarize information.

Applied Mathematics Level 5 Use formulas to change measurements, calculate using mixed units to solve problems.

Teamwork Level 4 Organize and schedule tasks, show commitment to quality and sensitivity to customer satisfaction, demonstrates respect for team members.

Listening Level 4 Write down primary information correctly, use accurate and relevant supporting information to convey insight to situation that message represents.

Career Pathways – Sample

Stock Clerk Material Recording, Scheduling, Dispatching Worker Material Coordinator Wages/Salaries The average hourly wage for this occupation is $14.06 per hour or $29,244 annually. Opportunities in the Region Modest growth in this occupation is projected through 2012. The occupation is found in a variety of settings from manufacturing to distribution industries.


49-1011.00 First Line Supervisors/Managers of Mechanics/Installers, and Repairers Job Description Supervise and coordinate the activities of mechanics, installers and repairers. Education/Skills Required These occupations require extensive and related work experience as the typical education requirement. This means years of experience in related occupations and supervisory skills and abilities. Many of these jobs require an associate degree and some companies may require first line supervisors to be graduates of four year colleges, with degrees in engineering. Individuals employed in this occupation need to be knowledgeable in the areas of production and processing, administration and management, personnel and human resources, math, education and training, economics, English and computers and electronics. Some of the skills required include coordination, reading comprehension, speaking, time management, critical thinking, mathematics, writing, judgment and decision making, management of personnel resources, operation and control, systems analysis and negotiation. The production supervisor position was profiled using the Work Keys profile system in EGR 4. The profile recommends that individuals with a Work Keys assessment and skill levels at the following levels would be most successful in performing in this occupation.

Assessment Employment Level Required

Skill Description

Teamwork Level 3 - Level 5 Recognize behaviors and actions that best support team and contribute to work performance and may involve complex problems.

Observation Level 5 – Level 6 Pay attention to and remember work procedures that involve several tasks; remember complicated work procedures; perform at quick pace.

Locating Information Level 4 Read workplace graphics, locate information, and summarize information.

Applied Mathematics Level 4 – Level 5 Perform one to two mathematical operations and use formulas to change from one unit of measurement to another.

Reading for Information Level 5 Required to read moderately detailed and complicated company polices, procedures, announcements.


Production Worker Lead Person/Foreman or Supervisor Production Manager General Manager Wages/Salaries The average hourly wage for this occupation is $18.77 per hour or $39,000 annually. Opportunities in the Region Average growth is predicted in the advanced manufacturing, advanced materials and agribusiness, food processing and technology industries for this occupation for EGR 4.


49-9041.00 Industrial Machinery Mechanics

Job Description Repair, install, adjust or maintain industrial production and processing machinery or refinery and pipeline distribution systems. Typical job duties include confers with operators and observes, tests, and evaluates operation of machinery and equipment to diagnose cause of malfunction; disassembles machinery and equipment to diagnose cause of malfunction; repairs and replaces machinery and equipment; fabricates replacement parts; enters codes and instructions to program computer-controlled machinery; test runs repaired machinery; cleans and lubricates machinery, parts and equipment. Education/Skills Required These positions typically require long term on-the-job training or a minimum of a two year degree at a vocational/community college. Long term on-the-job training is defined as two or more years of employer-provided OJT or work based learning accompanied by some formal classroom instruction. Apprenticeship programs – both union and non union – consist of four years of on-the-job training in addition to classroom instruction. Individuals employed in this occupation need to be knowledgeable in the areas of mechanical, engineering and technology, computers and electronics and physics. Some of the skills and abilities required to perform successfully include equipment maintenance, repairing, troubleshooting, operation monitoring, quality control analysis, visualization, control precision, information ordering. The industrial machinery mechanic position was profiled using the Work Keys profile system in EGR 4. The profile recommends that individuals with a Work Keys assessment and skill levels at the following levels would be most successful in performing in this occupation.


Skill Description


Observation Level 4 Pay attention; remember work procedures that involve detail.


Applied Technology Level 4 Understand operation of moderately complex tools and diagnostic equipment.

Reading for Information Level 4 Read straightforward company policies, procedures and announcements, take changing circumstances into account and recognize cause and effect relationships.


Machine Operator Maintenance Worker, Machinery Industrial Machinery Mechanics Wages/Salaries The average hourly wage for this occupation is $15.59 per hour or $32,427 annually. Opportunities in the Region Modest growth is projected in this occupation in EGR 4.


49-9042.00 Maintenance Workers, Machinery

Job Description Perform work involving the skills of two or more maintenance or craft occupations to keep machines, mechanical equipment, or the structure of an establishment in repair. Duties may involve pipe fitting; boiler making; insulating; welding; machining; carpentry; repairing electrical or mechanical equipment; installing, aligning, and balancing new equipment; and repairing buildings, floors, or stairs. Education/Skills Required A high school diploma is required for this occupation, along with long term on-the-job training that may take up to twenty four months. In some cases, an associate’s degree could be needed. Individuals employed in this area need to be knowledgeable in the areas of mechanical, building and construction, public safety and security, design, engineering and technology, English and math. Some of the skills and abilities required for this position include equipment maintenance, repairing, troubleshooting, active listening, installation, reading comprehension, critical thinking, coordination, problem sensitivity and deductive reasoning. The facility maintenance position was profiled using the Work Keys profile system in EGR 4. The profile recommends that individuals with a Work Keys assessment and skills levels at the following levels would be most successful in successfully performing in this occupation.


Skill Description


Observation Level 4 – Level 5 Pay attention and remember work procedures that involve details that are hard to notice.

Applied Mathematics Level 4 Perform one to two mathematical operations.

Applied Technology Level 4 – Level 5 Perform moderately complex tasks that include two or more simple systems that work together or one moderately complex system.


Helper, Laborer or Apprentice Maintenance Repairer Supervisor/Foreman Skilled Construction Trades Worker

Wages/Salaries The average hourly wage for this occupation is $16.09 per hour or $33,467 annually. Opportunities in the Region Modest growth is projected in this occupation.


49-9044.00 Millwrights

Job Description Install, dismantle, or move machinery or heavy equipment according to layout plans, blueprints, or other drawings. Education/Skills Required Millwrights normally receive training for 4 years, through apprenticeship programs that combine on-the-job training with classroom instruction or through community college coupled with informal on-the-job training. These programs include training in dismantling, moving, erecting, and repairing machinery. Trainees also may work with concrete and receive instruction in related skills, such as carpentry, welding, and sheet-metal work. Classroom instruction is provided in mathematics, blueprint reading, hydraulics, electricity, computers, and electronics. Individuals employed in this occupation need to be knowledgeable in the areas of mechanical, building and construction, and design. Some of the skills and abilities required to successfully perform in this occupation include equipment selection, repairing, troubleshooting, mathematics and complex problem solving, manual dexterity, visualization, deductive reasoning, and multilimb coordination. No Work Keys profiles were completed in EGR 4 for this occupation. Career Pathways – Sample

Apprentice Millwright Supervisor/Superintendent Self-Employed Contractor Wages/Salaries Median hourly earnings of millwrights were $20.19 in 2002. The middle 50 percent earned between $15.77 and $25.48. The lowest 10 percent earned less than $12.39, and the highest 10 percent earned more than $29.49. Earnings vary by industry and geographic location. Median hourly earnings in the industries employing the largest numbers of millwrights in 2002 are shown below.

Motor vehicle parts manufacturing $28.14 Building equipment contractors 19.33Nonresidential building construction 18.98

About 60 percent of millwrights belong to labor unions, one of the highest rates of membership in the economy.

Opportunities in the Region Modest growth is projected in this occupation.


51-1011.00 First Line Supervisors/Managers of Production and Operating Workers Job Description Supervises and coordinates the activities of production and operating workers, such as inspectors, precision workers, machine setters and operators, assemblers, fabricators and plant and system operators. Education/Skills Required These occupations require extensive and related work experience as the typical education requirement. This means years of experience in related occupations and supervisory skills and abilities. Many of these jobs require an associate degree and some companies may require first line supervisors to be graduates of four year colleges, with degrees in engineering. Individuals employed in this occupation need to be knowledgeable in the areas of production and processing, administration and management, personnel and human resources, math, education and training, economics, English and computers and electronics. Some of the skills required include coordination, reading comprehension, speaking, time management, critical thinking, mathematics, writing, judgment and decision making, management of personnel resources, operation and control, systems analysis and negotiation. The production supervisor position was profiled using the Work Keys profile system in EGR 4. The profile recommends that individuals with a Work Keys assessment and skill levels at the following levels would be most successful in performing in this occupation.


Skill Description

Teamwork Level 3 - Level 5 Recognize behaviors and actions that best support team and contribute to work performance and may involve complex problems.

Observation Level 5 – Level 6 Pay attention to and remember work procedures that involve several tasks; remember complicated work procedures; perform at quick pace.


Applied Mathematics Level 4 – Level 5 Perform one to two mathematical operations and use formulas to change from one unit of measurement to another.

Reading for Information Level 5 Required to read moderately detailed and complicated company polices, procedures, announcements.


Production Worker Lead Person/Foreman or Supervisor Production Manager General Manager Wages/Salaries The average hourly wage for this occupation is $18.77 per hour or $39,000 annually. Opportunities in the Region Average growth is predicted in the advanced manufacturing, advanced materials and agribusiness, food processing and technology industries for this occupation for EGR 4.


51-4011.01 Numerical Tool and Process Control Programmers 51-4011.00 Computer Controlled Machine Tool Operators

Job Description Set up and operate control machines that automatically mill, drill, broach and ream metal and plastic parts. May adjust machine feed and speed, change cutting tools, or adjust machine controls when automatic programming is faulty or if machines malfunction. Education/Skills Required Numerical control machine operators learn their skills through formal training programs. Professional technical schools and two-year colleges offer programs in manufacturing technology. In these programs you learn machine operations, automation, and computer skills. One-year programs award certificates. Two-year programs usually award an associate's degree. Additional on-the-job training is still needed after completion of this type of program. Individuals may also be trained in this occupation through an apprenticeship. Apprenticeship programs usually consist of three to five years of on-the-job training that includes at least 144 hours of classroom training each year. Individuals employed in this occupation need to be knowledgeable in mechanical, production and processing, engineering and technology areas. Some of the skills and abilities required to perform successfully include operation and control, operation monitoring, equipment selection, equipment maintenance, quality control analysis, control precision, problem sensitivity, number facility, written comprehension and deductive reasoning. No Work Keys profiles for this occupation have been completed in EGR 4. Career Pathways – Sample

Machine Operator Numerical Control Machine Operator Manufacturing Technician

Wages/Salaries The average hourly wage for this occupation is $18.49 per hour or $38,459 annually. Opportunities in the Region Modest growth is predicted in this occupation by the year 2012.


51-4041 Machinists

Job Description Set up and operate a variety of machine tools to produce precision parts and instruments. Includes precision instrument makers who fabricate, modify or repair mechanical instruments. May also fabricate and modify parts to make or repair machine tools or maintain industrial machines, applying knowledge of mechanics, shop mathematics, metal properties, layout, and machining procedures. Education/Skills Required These positions typically require long term on-the-job training or a minimum of a two year degree at a vocational/community college. Long term on-the-job training is defined as two or more years of employer-provided OJT or work based learning accompanied by some formal classroom instruction. Apprenticeship programs – both union and non union – consist of four years of on-the-job training in addition to classroom instruction. Individuals employed in this occupation need to be knowledgeable in the areas of mechanical, mathematics, engineering and technology, production and processing, design and computers and electronics. Some of the skills and abilities required to perform successfully include operation and control, operation monitoring, mathematics, equipment selection, troubleshooting, reading comprehension, quality control analysis, problem sensitivity, deductive and inductive reasoning, visualization and information ordering. No Work Keys profiles for this occupation have been completed in EGR 4. Career Pathways – Sample

Helper or apprentice Machinists Lead Person or Supervisor Shop Manager or Owner Wages/Salaries The average hourly wage for this occupation is $16.30 per hour or $33,904 annually. Opportunities in the Region Modest growth is predicted in this occupation by the year 2012.


53-7011.00 Conveyor Operators and Tenders/Material Moving Workers

Job Description Control or tend conveyors or conveyor systems that move materials or products to and from stockpiles, processing stations, departments or vehicles. May control speed and routing of materials or products. Education/Skills Required Short term on-the-job training is the typical education requirement. This usually means less than one month of employer provided OJT or work-based learning. Individuals employed in this occupation need to be knowledgeable in the areas of production and processing and mechanical. Some of the skills and abilities required to perform successfully include operation and control, operation monitoring, equipment maintenance, repairing, perceptual speed, manual dexterity, problem sensitivity, information ordering. The conveyor operator position was profiled using the Work Keys profile system in EGR 4. The profile recommends that individuals with a Work Keys assessment and skill levels at the following levels would be most successful in performing in this occupation.


Skill Description

Observation Level 4 Pay attention and remember work procedures that involve details that are hard to notice.

Locating Information Level 3/4 Read workplace graphics, locate information, and summarize information.

Applied Mathematics Level 3 Perform one step mathematical operations.

Reading for Information Level 4 Required to read straightforward company policies, procedure and announcements that contain a number of procedures and steps to follow.


Hand Packers and Packagers Packaging or Filling Machine Operators Supervisor Production Manager

Wages/Salaries The average hourly wage for this occupation is $8.31 per hour or $17,248 annually. Opportunities in the Region Modest growth is predicted in this occupation by the year 2012.


Appendix B – Employment Levels by Industry Clusters and Counties

Benton County Industry Clusters

0

50

100

150

200

250

300

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Sicienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Inform

ation

, Com

munica

tions

and M

edia

Tota

l Em

ploy

men

t

2001 Employment2004 Employment

County Industry Title2001 Employm

2004 Employm

% Change 2001-2004

Benton County Advance Business Services 47 39 -8Benton County Advanced Logistics 88 96 8Benton County Advanced Manufacturing 99 154 55Benton County Advanced Materials 0Benton County Agribusiness, Food Processing and Technology 218 221 3Benton County Arts, Entertainment, Recreation and Visitor Indust 83 32 -51Benton County Biomedical/Biotechnical (Life Science) 158 131 -27Benton County Chemicals 106 102 -4Benton County Education Services 0Benton County Environmental Technology 0Benton County Earth Products 0Benton County Forest and Wood Products 274 274Benton County Information Technology 14 10 -4Benton County Information, Communications and Media 35 31 -4

Benton County Total, all industries 2,649 2,423 -226


Carroll County Industry Clusters

0

200

400

600

800

1,000

1,200

1,400

1,600

1,800

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Inform

ation

, Com

munica

tions

and M

edia

Empl

oym

ent


County Industry Title

2001 Employment

2004 Employment

% Change 2001-2004

Carroll County Advance Business Services 93 101 8Carroll County Advanced Logistics 71 86 15Carroll County Advanced Manufacturing 400 143 -257Carroll County Advanced Materials 0Carroll County Agribusiness, Food Processing and Technology 1,639 1,678 39Carroll County Arts, Entertainment, Recreation and Visitor Indust 38 127 89Carroll County Biomedical/Biotechnical (Life Science) 346 269 -77Carroll County Chemicals 99 16 -83Carroll County Education Services 0Carroll County Environmental Technology 5 6 1Carroll County Earth Products 128 38 -90Carroll County Forest and Wood Products 470 406 -64Carroll County Information Technology 19 15 -4Carroll County Information, Communications and Media 54 52 -2

Carroll County Total, all industries 5,696 5,300 -396


Cass County Industry Cluster

0

500

1,000

1,500

2,000

2,500

3,000

3,500

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

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ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Inform

ation

, Com

munica

tions

and M

edia

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

Cass County Advance Business Services 244 266 22Cass County Advanced Logistics 368 307 -61Cass County Advanced Manufacturing 3,235 2,680 -555Cass County Advanced Materials 0Cass County Agribusiness, Food Processing and Technology 2,126 2,094 -32Cass County Arts, Entertainment, Recreation and Visitor Indust 109 121 12Cass County Biomedical/Biotechnical (Life Science) 2,279 2,310 31Cass County Chemicals 864 448 -416Cass County Education Services 44 43 -1Cass County Environmental Technology 39 48 9Cass County Earth Products 302 313 11Cass County Forest and Wood Products 272 337 65Cass County Information Technology 531 352 -179Cass County Information, Communications and Media 175 137 -38

Cass County Total, all industries 17,214 16,130 -1,084


Clinton County Industry Clusters

0

500

1,000

1,500

2,000

2,500

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Inform

ation

, Com

munica

tions

and M

edia

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

Clinton County Advance Business Services 152 188 36Clinton County Advanced Logistics 139 187 48Clinton County Advanced Manufacturing 1,398 1,262 -136Clinton County Advanced Materials 183 185 2Clinton County Agribusiness, Food Processing and Technology 2,069 2,176 107Clinton County Arts, Entertainment, Recreation and Visitor Indust 87 77 -10Clinton County Biomedical/Biotechnical (Life Science) 1,084 1,123 39Clinton County Chemicals 308 266 -42Clinton County Education Services 1 -1Clinton County Environmental Technology 437 504 67Clinton County Earth Products 0Clinton County Forest and Wood Products 189 174 -15Clinton County Information Technology 382 298 -84Clinton County Information, Communications and Media 280 254 -26

Clinton County Total, all industries 11,152 11,124 -28


Fountain County Industry Clusters

0

500

1,000

1,500

2,000

2,500

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Inform

ation

, Com

munica

tions

and M

edia

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

Fountain County Advance Business Services 60 58 -2Fountain County Advanced Logistics 70 70 0Fountain County Advanced Manufacturing 2,295 2,052 -243Fountain County Advanced Materials 768 759 -9Fountain County Agribusiness, Food Processing and Technology 109 118 9Fountain County Arts, Entertainment, Recreation and Visitor Indust 23 64 41Fountain County Biomedical/Biotechnical (Life Science) 396 389 -7Fountain County Chemicals 23 26 3Fountain County Education Services 0Fountain County Environmental Technology 0Fountain County Earth Products 0Fountain County Forest and Wood Products 65 42 -23Fountain County Information Technology 375 271 -104Fountain County Information, Communications and Media 46 47 1

Fountain CountyTotal, all industries 5,591 5,384 -207


Howard County Industry Clusters

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

16,000

18,000

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Inform

ation

, Com

munica

tions

and M

edia

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

Howard County Advance Business Services 1,458 1,412 -46Howard County Advanced Logistics 462 426 -36Howard County Advanced Manufacturing 15,749 13,603 -2,146Howard County Advanced Materials 1,069 974 -95Howard County Agribusiness, Food Processing and Technology 302 260 -42Howard County Arts, Entertainment, Recreation and Visitor Indust 468 541 73Howard County Biomedical/Biotechnical (Life Science) 4,126 4,336 210Howard County Chemicals 743 642 -101Howard County Education Services 680 749 69Howard County Environmental Technology 268 276 8Howard County Earth Products 334 334 0Howard County Forest and Wood Products 564 456 -108Howard County Information Technology 1,220 1,039 -181Howard County Information, Communications and Media 571 483 -88

Howard County Total, all industries 44,613 41,755 -2,858


Miami County Industry Clusters

0

500

1,000

1,500

2,000

2,500

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Inform

ation

, Com

munica

tions

and M

edia

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

Miami County Advance Business Services 161 166 5Miami County Advanced Logistics 195 177 -18Miami County Advanced Manufacturing 1,917 1,634 -283Miami County Advanced Materials 0Miami County Agribusiness, Food Processing and Technology 503 558 55Miami County Arts, Entertainment, Recreation and Visitor Indust 64 62 -2Miami County Biomedical/Biotechnical (Life Science) 880 870 -10Miami County Chemicals 82 107 25Miami County Education Services 12 13 1Miami County Environmental Technology 299 209 -90Miami County Earth Products 117 112 -5Miami County Forest and Wood Products 425 333 -92Miami County Information Technology 794 689 -105Miami County Information, Communications and Media 123 114 -9

Miami County Total, all industries 10,773 10,502 -271


Montgomery County Industry Cluster

0

500

1,000

1,500

2,000

2,500

3,000

3,500

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

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ation

, Com

munica

tions

and M

edia

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

Montgomery CounAdvance Business Services 227 276 49Montgomery CounAdvanced Logistics 488 543 55Montgomery CounAdvanced Manufacturing 2,989 2,859 -130Montgomery CounAdvanced Materials 0Montgomery CounAgribusiness, Food Processing and Technology 700 586 -114Montgomery CounArts, Entertainment, Recreation and Visitor Indust 262 261 -1Montgomery CounBiomedical/Biotechnical (Life Science) 1,471 1,575 104Montgomery CounChemicals 585 543 -42Montgomery CounEducation Services 255 264 9Montgomery CounEnvironmental Technology 39 64 25Montgomery CounEarth Products 98 108 10Montgomery CounForest and Wood Products 325 383 58Montgomery CounInformation Technology 79 69 -10Montgomery CounInformation, Communications and Media 263 237 -26

Montgomery CouTotal, all industries 16,910 16,820 -90


Tippecanoe County Industry Clusters

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Inform

ation

, Com

munica

tions

and M

edia

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

Tippecanoe CounAdvance Business Services 2,963 2,801 -162Tippecanoe CounAdvanced Logistics 1,218 1,419 201Tippecanoe CounAdvanced Manufacturing 12,626 10,495 -2,131Tippecanoe CounAdvanced Materials 3,285 2,851 -434Tippecanoe CounAgribusiness, Food Processing and Technology 2,216 2,314 98Tippecanoe CounArts, Entertainment, Recreation and Visitor Indust 1,258 1,366 108Tippecanoe CounBiomedical/Biotechnical (Life Science) 8,130 8,544 414Tippecanoe CounChemicals 2,205 2,058 -147Tippecanoe CounEducation Services 10,292 10,864 572Tippecanoe CounEnvironmental Technology 692 876 184Tippecanoe CounEarth Products 206 211 5Tippecanoe CounForest and Wood Products 1,641 1,638 -3Tippecanoe CounInformation Technology 1,948 1,804 -144Tippecanoe CounInformation, Communications and Media 1,157 1,077 -80

Tippecanoe Cou Total, all industries 75,034 73,593 -1,441


Tipton County Industry Clusters

0

100

200

300

400

500

600

700

800

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

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ation

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munica

tions

and M

edia

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

Tipton County Advance Business Services 88 75 -13Tipton County Advanced Logistics 57 60 3Tipton County Advanced Manufacturing 713 548 -165Tipton County Advanced Materials 0Tipton County Agribusiness, Food Processing and Technology 542 502 -40Tipton County Arts, Entertainment, Recreation and Visitor Indust 96 125 29Tipton County Biomedical/Biotechnical (Life Science) 669 672 3Tipton County Chemicals 19 17 -2Tipton County Education Services 0Tipton County Environmental Technology 66 79 13Tipton County Earth Products 0Tipton County Forest and Wood Products 148 163 15Tipton County Information Technology 54 72 18Tipton County Information, Communications and Media 65 62 -3

Tipton County Total, all industries 4,574 4,463 -111


Warren County Industry Clusters

050

100150200250300350400450500

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

Warren County Advance Business Services 28 28 0Warren County Advanced Logistics 9 27 18Warren County Advanced Manufacturing 338 473 135Warren County Advanced Materials 149 -149Warren County Agribusiness, Food Processing and Technology 144 144Warren County Arts, Entertainment, Recreation and Visitor Indust 218 244 26Warren County Biomedical/Biotechnical (Life Science) 21 -21Warren County Chemicals 0Warren County Education Services 0Warren County Environmental Technology 28 25 -3Warren County Earth Products 2 2Warren County Forest and Wood Products 0Warren County Information Technology 16 12 -4

Information, Communications and MediaWarren County Total, all industries 1,746 1,842 96


White County Industry Clusters

0

500

1,000

1,500

2,000

2,500

Advan

ce Bus

iness

Service

s

Advan

ced L

ogist

ics

Advan

ced M

anufac

turing

Advan

ced M

ateria

ls

Agribu

sines

s, Foo

d Proc

essin

g and

Techn

ology

Arts, E

nterta

inmen

t, Rec

reatio

n and

Visitor

Indu

st

Biomed

ical/B

iotec

hnical

(Life

Scienc

e)

Chemica

ls

Educa

tion S

ervice

s

Enviro

nmen

tal Tec

hnolo

gy

Earth P

roducts

Forest

and W

ood Prod

ucts

Inform

ation

Techn

ology

Inform

ation

, Com

munica

tions

and M

edia

Empl

oym

ent



2001 Employment

2004 Employment

% Change 2001-2004

White County Advance Business Services 175 173 -2White County Advanced Logistics 244 281 37White County Advanced Manufacturing 2,173 1,487 -686White County Advanced Materials 0White County Agribusiness, Food Processing and Technology 384 392 8White County Arts, Entertainment, Recreation and Visitor Indust 581 477 -104White County Biomedical/Biotechnical (Life Science) 563 641 78White County Chemicals 279 52 -227White County Education Services 0White County Environmental Technology 213 242 29White County Earth Products 14 12 -2White County Forest and Wood Products 265 145 -120White County Information Technology 519 219 -300White County Information, Communications and Media 135 142 7

White County Total, all industries 9,800 8,445 -1,355

economic growth region 4occupation and skills shortage report november 4, 2005 submitted by: vicki...

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