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>> Thank you, Silkie. Good afternoon, everybody. I was out in the hall prior to this, and I heard somebody say how tired and how long of a day it is. And I imagine it's been a long couple days, and
I'd like to think they put us at the end of the agenda because we are very lively and entertaining and have a lot of great information to provide. I will warn you, though, we are talking a lot about
statistics. So not sure how lively we're gonna get, but I feel we have a lot of good information to pass along to you. As Silkie said, my name's Ed Legge. With me is Kim DeLellis and James Martini.
We are gonna talk to you today about the information that we have from the Center for Workforce Information and Analysis that can assistant you in your efforts and also the Pennsylvania Department of
Labor and Industry's JobGateway system. This is the commonwealth's what we call labor exchange system where you basically match employers looking for workers and to individuals that are searching for
jobs. We hope the information we pass along will be helpful for you if you're looking for a job. If you have a student looking for a job, if you are looking for a career change, this information will
be useful and also useful to individuals who are looking to move into postsecondary education. What education may they want to pursue for the jobs that are in demand? Just a little background about
the Center for Workforce Information and Analysis: We are a bureau within Pennsylvania's Department of Labor and Industry. And for the most part, one of our major functions is to collect, compile and
analyze information on Pennsylvania's labor market and economy. We do this mainly with information from employers. Much of our information comes from employers' unemployment compensation information.
Every employer in the state of Pennsylvania must report information each quarter on the number of individuals they employ and the amount of wages they pay these individuals. That information is to
ensure that they are taxed appropriately for unemployment compensations purposes so that the Commonwealth can pay those that are unemployed the appropriate amount of benefits to get them through
their phase of unemployment. We also conduct numerous surveys of employers to capture information from them, which all goes into producing the statistics we use to provide an analysis of the labor
market and career information. In one of our roles and what we do is use this employer information to learn what we can about the employers in Pennsylvania and the employees they employ. We wanna
know who the employers are. And just for an example 'cause we get technical with our statistics, but just for an example, I work for the Commonwealth of Pennsylvania. That is my employer. We also
wanna know what kind of work employers perform. Commonwealth of Pennsylvania ... We call it the industry that employers work in. Commonwealth of Pennsylvania is in the government industry. We're
government workers. People that manufacture, employers that manufacture things are manufacturing in the manufacturing industry. There's a health care industry. There's a retail trade industry. We
capture when these employers perform the work or when they stop performing the work. In the example like us, for the most part, government ... You're gonna laugh at this. Government does not stop
performing work, I mean from an incident ... The government does not close down, does not shut down for the most part. But we do capture information. If a company goes out of business, if there are
strikes, if there are major layoffs, we capture that information. We capture when they are located. In the example where I work, the main office in the Commonwealth of Pennsylvania is in Harrisburg,
Pennsylvania, but there are offices in each county in the state. We capture that for other employers in the state: your Walmarts, your J. C. Penneys. Your larger employers not only have a
headquarters in Pennsylvania, but they also have locations across the state. And we produce a lot of our information at substate regions, be it metropolitan statistical area, county, workforce
development board. We try to identify when ... how their information has changed. One of the main things we do about changing information is we capture employment level changes. Are they hiring more
people? Or is their employment levels higher? Or are they lower? We also capture sometimes when employers' information or type of business that they do has changed to some degree. We may have to
change the industry that they're classified in. And for the bulk of the presentation, we are gonna cover how many people do they employ and in what job classifications? Job classification's what we
call occupation. Going well the Commonwealth of Pennsylvania example, where I work, the occupation I work in is called a statistician. We employ about 60 to 70 statisticians in the bureau which I
work. Other occupations are obviously nurses, carpenters. Lot of people get industry and occupation confused. One of the biggest areas where it gets confused is a lot of people talk about the IT
industry. In our world, information technology is not an industry. It is an occupation. There are occupations: computer system analyst, programs. IT is really not an industry. The way we develop
statistics, it is an occupation that crosses across numerous industries. We produce this information ... Once of the main reasons is for career information, for people who wanna explore careers. We
also work with educators to assist them in using this information to develop their curriculum. We work with, in our world, workforce development boards that are boards across the state that develop
workforce development strategies, work with our educators and employers to provide training and services to meet the demand of employers in their local area. So that is the summary of what we do. The
bulk of this presentation will be to talk about the occupational information, the information most critical for looking for a job, and Kim will cover most of that. And then James will talk about the
JobGateway system and all the services within this system, not only to match people with jobs but also resources on the system to help people interview for jobs and basically just go about the
process of looking for a job and deciding which educational path to pursue. So with that, I will turn it over to Kim to get a little more in-depth about the specific information we produce. Yep.
>> Can I have that one? I can't stand in one place like he can. So ... Test. Hi, everybody. How you doing? Good? Okay. I'm gonna talk to you a little bit today about some of the information we have
available regarding occupations and then how you can use that information, whether you're dealing with your own child, whether you're in an educational situation, if you're helping, basically,
somebody figure out what they wanna be when they grow up. We have a lot of information that can help you get down the right path and make sure that what you have an interest in aligns with the types
of jobs that are available and gives you an idea of what kind of wages you can expect. So we're gonna start with two slides that actually go into a little bit of detail about the data that we have,
and then we're gonna put together a few slides that show you actually how you can analyze that information 'cause if you look at the name of our department, we are the Center for Workplace
Information and Analysis. So our job is to take spreadsheets of data and produce products and charts and graphs that actually explain that to you so you know how to use it. So we're gonna start with
what we call our employment projections. Employment projections provide you an idea of what the industry and occupational composition of the commonwealth looks like today, and then we project that 10
years into the future so you have an idea of if something is of interest to you today, are those jobs gonna still be there 10 years from now? Are they going to grow? Are they going to shrink? What is
the outlook for those jobs? And we're gonna focus primarily on occupations because that's, in reality, what it comes down to. If you've decided that you wanna be a nurse, it doesn't necessarily
matter whether you're a nurse in a hospital, a nurse in government institutions, if you're a nurse at a manufacturing facility. Most people come back to what interests them, what skills they have,
and relate it to an occupation. We have this information because of a cooperative agreement with the federal government. So if you happen to be working in a county along a border of Pennsylvania,
this is not information that is unique to our commonwealth. All 50 states in the nation as well as most of the territories also produce this information. So if you happen to be looking at New Jersey
or Maryland, Ohio, whatever the case may be, they have similar information available as well. Here within Pennsylvania, we actually produce this information not just for the state as a whole, but we
actually produce it for two subgeographies. The first one is called metropolitan statistical areas. For those of you in this room, that is probably meaningless. Those are more federally defined areas
generally concentrated around your more populated, urbanized areas. They're defined by the census every 10 years, and they're pretty much just used for government statistical purposes. The workforce
development areas within Pennsylvania are more important because they cover all 67 counties in Pennsylvania. So whether you're in an urban area or rural area, you are part of a workforce development
area. What that means is you can get more localized information closer to home, closer to where you wanna work. On this slide, you can see an example of the data that's out there. The reason we're
showing this to you is we classify information into about 800 to 850 different occupational titles. For each of those 800-plus occupations, we provide you information on what the current employment
level is so you know whether there are 1,000 registered nurses working in Pennsylvania or the actual number, which is about 120,000 to 130,000 registered nurses working in Pennsylvania. We tell you
how that employment will change for the next 10 years. What is that employment level gonna be 10 years from now? From that, we're able to calculate a percentage change. Percentage change is useful
for looking at occupations that are fast-growing. Is there going to be a lot of growth in this particular occupation due to positive changes within the industry? It is not uncommon for an occupation
to actually show a percentage decline or have a negative percentage change. That is not necessarily a bad thing. It just means that the industry is likely going through either a contraction or
technological changes that allow them to do work more efficiently. It does not mean that there are not job opportunities available, and I'm gonna explain that in a little bit of detail as we move
forward. The other information that we have in terms of occupations is the number of openings that are expected each year. So if you're working with an individual, whether it be your own child,
whether it be a student, whether it be somebody that's coming into your career placement office, they wanna know how many other people might I be competing against? If I know that I'm part of a
graduating class of 20 people and I look at this information and see there's only 10 openings projected in the state, right there we already have an oversupply of workers for the number of openings
that we expect. So it might be a field or a career opportunity that you might wanna steer them away from just because their odds of finding employment are gonna be that much more difficult than a job
that if you are a group of 20 and there are 1,000 openings, you have a much better shot of finding employment in that particular field. We have total annual openings, and there's two components to
that. And this is why it's very important to start looking at this information for occupations. We have that component due to growth that we talked about, so changes within the industry, positive or
negative. But regardless of what's happening within the industry, in case you didn't notice, the population particularly within Pennsylvania is getting older. A lot of people are getting closer to
retirement age. A lot of people change careers regularly. So there's a constant churn of individuals coming and going from an occupation, which also creates openings. The classic example that we like
to talk about, if you think of two areas within Pennsylvania, and Ed already touched on one of these, we have computer or information technology jobs. Very popular. People get very excited. We see a
lot of growth in those occupations. On the other hand, we talk about manufacturing jobs. For those of you who've been with the commonwealth for a while, you realize that manufacturing doesn't play
the same role in Pennsylvania that it once did. We've had a lot of reduction in manufacturing. Technological advances have expedited processes. People are able to do things a lot better. So
manufacturing as a whole is declining. However, when we look at information for the occupations primarily found in manufacturing compared to the occupations commonly refund to as information
technology jobs, what we actually see is that despite the fact that manufacturing is declaring, the overall number of openings available for production jobs or those found in manufacturing greatly
outnumbers the total number of openings available for information technology workers. So again, you have to consider not only what's happening within that industry but the fact that we do need to
replace workers. And regardless of what is happening, there are more manufacturers in Pennsylvania than there are people who specialize in information technology. And this is the kind of information
we make available to you and hopefully we are explaining to you today so that when you look at it and go back and actually start applying this with the individuals you're working with, you can help
to start drawing some of those conclusions as well. So that's a quick recap of this information on employment projections. This information and the wage information that I'm about to talk to you is
available on our website, which was on that slide that Ed just had, as well as on the contact slide at the end. So go out there, check this out and see what's available. So what we always tell people
when we're presenting this information is, "Okay. Now you've started maybe to identify a career. You have a few options in mind. You think maybe you wanna be a bookkeeper. Maybe you wanna be a
librarian. Whatever your choices might be, however diverse they might be." The next logical question that we always get, whether it be from career seekers or employers, is, "How much will I get
paid?" or "How much will I have to pay?" And we have that information as well because when you're making career choices, it's always good to know not only are there gonna be opportunities available,
but does one option maybe pay more than another option? Is this a better route to go? So with that, every year we also produce new occupational wage information. Again, this allows you, for those
same 800 to 850 occupations, to get an idea of what kind of wages you can expect in those jobs, again for the same three areas that we product our projections data for so you can match them up really
nicely. But in this case, we're also able to produce some actual county-specific wages. So we might even be able to get you even more detailed information more related to your specific area, whether
it be where you're living or where you're looking for employment. Again, this is a federal cooperative agreement. So same thing I said before: We do this. All 50 states do this. So there's comparable
information for the other states as well. As you can see here, we don't just product the average wage. If you look at a lot of products, our own included, we often hang up on that average annual wage
or average hourly wage. That's all well and good, but a lot of you are working with first-time job seekers. And when you're looking for a job the first time or if you're looking at a job in a new
area, you're not gonna earn that average wage. You have to work up to that wage. So we also provide you an entry-level wage. It's more realistic of the wage you can expect upon entering a particular
occupation. In addition to that, we have an experience level wage so you have some idea that over time, after you gain a few years working in that particular occupation, how will your wage change?
This is especially helpful if you're working with someone who's looking at two different career paths, and they can start looking at wages. You can see whether or not their wages are gonna have a
very small range of opportunity or if there's a much larger opportunity for wage growth. The classic example we use for this, and it probably not completely relevant to you guys, but maybe it can
help you understand this: We work what lot with our CareerLink offices across the commonwealth, and they serve a lot of people who are called dislocated workers. These are individuals who have lost
their jobs and are looking for re-employment. Many times, those folks are gonna have to take a step back from the kind of work that they were doing before and most likely a step back in wages. So
it's always good to have that wage information available to show them, "Look. You might be coming in at a lower wage than you were expecting, but you have much more potential for wage growth if you
go down this particular path in terms of an occupation as opposed to this particular path in terms of an occupation." So it gives you a little bit more to paint not only that immediate picture but
how that career choice will change over time. The column here that we actually don't use quite as much, and we like to show it to you guys, but we often don't put it in products, is actually the very
last column, which is called the midrange. And basically, the midrange is just the middle 50 percent of people in that occupation. So what does that mean? Odds are good that your salary for that
occupation would fall somewhere in that range. So that is a good indicator if somebody's hung up on a wage, show them that midrange and tell them, "Look. Throughout most of your career, it is likely
that your wages will fall somewhere between this point and this point." And finally, the last piece of information I wanna talk about is actually on this sheet. You see there's a column called
education level. Thanks to the cooperation that we do with the federal government, we are able to, through their survey programs, get an idea of the minimum education level that employers expect for
someone entering that field. This is helpful for when you start looking, and maybe somebody's narrowed it down to two or three career choices. And one of them requires an bachelor's degree. And one
of them requires an associate's degree. And the other one maybe is a certification program. So right away they'll have some idea, can I entire this field after 1 year of additional schooling, 2 years
of additional schooling, or will I need 4 years or more? Again, it's just the minimum education level. Different employers in different areas of the state may have higher expectations. But it allows
you to start grouping occupations together and start thinking of them in a different way. If you know that you are working with somebody who has no intention of going right into a 4-year program, you
can rule out any occupations that require a bachelor's degree or more 'cause they are not going to obtain employment in those field. So it helps to narrow the list down just by looking at that
column. And what we're gonna do is actually show you how we use our educational level in conjunction with our projections data to see what the workforce of Pennsylvania looks like. Through all of our
contact with the Department of Education, with educators across the commonwealth, individuals at the CareerLink offices, we hear a lot about occupations that require a bachelor's degree. You have to
have a 4-year degree. Bachelor's degree is required. Everybody has to go to college. The reality, if we look at it, is quite different. If you look at all 6.3, 6.4 million jobs within Pennsylvania,
more than half of those are what we called jobs of today. These are jobs that you can in some cases not even graduate high school but often require at least a high school degree, diploma, go into the
workforce and within about 12 months be proficient in doing those jobs. What you need to think about here is the types of jobs that fall into this category: retail sales people, cashiers, some
clerical jobs, a lot of food service. These are entry-level jobs, and you often need a lot of people doing them, which is why this number pushes up. So while you may need 80,000 cashiers in
Pennsylvania, which is gonna drive that employment up, there may be only 800 chemical engineers in Pennsylvania. So we start to see why this is important to look at. There are many opportunities for
those with limited education and experience, but those are also going to tend to be your lower-paying jobs. They are great starting points, and there are plenty of opportunities out there. But you
need to keep in mind that if we graduate too many people with bachelor's degrees, we start to run into that situation of they may be underemployed for the actual level of skill that they have. Not to
be all negative, we do look at the other 50 percent of jobs in Pennsylvania. And what we're seeing is a shift from jobs of today into jobs of tomorrow. And those jobs of tomorrow are the ones that
are appealing to people who do not wanna go into 4-year programs. So we're talking about jobs that require certification, possibly an associate's degree, apprenticeships. Apprenticeships are very
popular. They're actually gaining in popularity and going outside of normal construction-related apprenticeships. A lot of other fields are looking to expand their introduction into apprenticeships.
They would fall in your jobs of tomorrow. And if you keep in mind these characteristics, the jobs of today, the jobs of tomorrow and then finally those jobs of the future, those that require at least
a 4-year degree, account for about one out of every four jobs in the commonwealth currently would be the word I'm looking for there. You're gonna see something really interesting when we go to the
next slide. But does everybody understand that if we just look at terms of employment, there are more job opportunities in those lower-education fields because you need more of those people just to
keep the status quo going? We are in no way saying we do not need people with advanced education, but we wanna make that clear to you that there are limited opportunities in some of those fields. So
if we flip to the next slide, and keeping in mind today, tomorrow and the future, the today jobs employ about 50 percent of all people in Pennsylvania. However, if you look at this chart, they are
the only group that are growing at a below average pace over the next 10 years. The simplest way to explain that is, that group is getting smaller. It is not growing nearly as fast as the other
groups. It suggests that employers are expecting higher levels of education from their workers. So while a job might have been a job of today 2 years ago, right now, 10 years down the line, it's
probably going to require some amount of certification, formal training, perhaps that apprenticeship program. It's shifting upwards slightly. We are also seeing some shifts from those jobs of
tomorrow into jobs of the future, but that is at a much slower pace. That middle group, those jobs of tomorrow, is by far our fastest-growing overall segment of jobs. So that's really good news if
you're working with somebody who might not be ready right now to go into a 4-year program. What we're seeing is their opportunities for employment are getting much better in the next 10 years. And
then obviously we also still have above average growth in those bachelor's degree and higher jobs. I will tell you that the bachelor's degree bar on here is probably being dominated by growth for
registered nurses. So it's looking a little more positive than it actually is because one of ... actually the largest profession in Pennsylvania continues to grow at an exorbitant rate. So the
bachelor's degree field is being a little bit swayed or biased by growth for registered nurses. Any questions on that? Okay. A common question that we get within the center, and we always cringe a
little bit when somebody asks it, are, "What are the hottest jobs in Pennsylvania?" And being statisticians and the old adage that we can spin statistics to tell any story you want ... Tell us what
the story is. We'll give you the numbers to back it up. We can do that. We do that a lot. We always put the caveats on it as to why, the considerations, the disclaimers. But you really can. You can
pick and choose numbers and put them together to tell the story you want to tell. So when somebody asks us, "What are the hottest jobs in Pennsylvania?", we always give them a couple answers. The
first option is to look at those that will grow by the largest volume. When we look at volume growth, what you tend to get rising to the top of your list are your traditional jobs. So again, no
surprise, we see registered nurses. We see truck drivers. We see food prep. We see a lot of other health care and even construction. These are jobs that I like to say, you could walk up to just about
anybody on the street, ask them what these individuals do, and they could probably give you a pretty good idea. These are jobs that people know and understand. When we switch focus and we talk about
the jobs that have the highest percentage growth, that's not necessarily the same story. What we capture here are emerging jobs, jobs that are growing at rates faster than you would expect. They
generally have a smaller employment base within Pennsylvania, so there may not be as many of them. But something is happening either in that industry that employs them or technological changes within
the occupation itself that make them emerging careers. Through our conversations with employers, educators, emerging jobs are often very popular with younger people. They tend to be on the forefront
of things that are happening. They know those technological changes that are coming. Unlike some of us, they actually understand them. So they can transition into these jobs very easily, and there's
something about them that is attractive. So when you're working with somebody, and maybe they wanna take a different path, start looking at the jobs that have that percentage growth at the highest
range. You still see health care, but it may not be the traditional jobs you think of in health care. And then, finally, we can also look at those total annual openings, quite frankly which jobs will
have the most opportunities available. When we do this, you see a list kinda similar to the traditional by-volume growth, but you also see those foundational jobs. So these are good first career,
first rung of a career ladder, good opportunities to to get in and gain basic occupational skills that then allow you to go 15 different ways. It's the first step of a career pathway. Nine times out
of 10, what you're gonna get out of it is the soft skills that employers are looking for: showing up on time, how to come to work dressed properly, how to behave properly in a work environment,
skills that transition to many other occupations along the way. So those are three different ways of looking at hot jobs, and as you can see, if we do that, you get different answers for all three
lists. The nice thing about this concept is this is the state-wide perspective. Because I told you we have data at a local level, you can do the same manipulation of that data file that I showed you
and find out what's happening in your area. And you will see very different lists if we run this for Philadelphia or if we run this for this area right here in the central part of the state or up
maybe even Eerie way. So you can see how that list will change for your specific region. Is that ... Are you next?
>> Oh. Okay. Ed's next.
>> I'm next.
>> Okay. I'm gonna follow Kim's comments with a little more explanation on how we use the information she talked about. And I'm gonna start with high-priority occupations. Is anybody familiar with
high-priority occupations? One person. For the purpose of this presentation audience, that's probably a good thing because for the most part, hhigh-priority occupations is a process that we set up in
the Department of Labor and Industry to allocate federal workforce dollars and investing them for training. So the process itself probably does not apply to most of you. But there are two points from
the high-priority occupation process that I wanna get across to you. First, a little bit about what they are: They are occupations that are in demand by employers. The occupational projection
information that Kim talked about, we look at those occupations that have the most demand for them, the most job openings projected. These occupations usually fall in the range of at least a year of
training, 2-year, 4-year degree. They are some of your higher-skilled occupations. And we also look at the wages that are paid on average for these occupations. We want to find occupations that pay a
family-sustaining wage. This information is compiled. It's produced annually for each of the workforce development areas. We are currently working on this year's list that comes out on September 1st
of this year. We look at data and analyze it to come up with the high-priority occupation list. And through the process, while we use data to produce the list, we also give our workforce development
areas a chance to add to the list. Our data does not capture everything. Sometimes we miss some niche industries in a local area where employers have a demand for jobs or having trouble to find
workers. Some areas where they're just having trouble finding specific occupations to work for an employer and industry in the area. So there is a process for the local areas to petition us to add
occupations to the list that our data does not identify. And point number one of the two, the critical thing here is if an occupation align ... if a training programs offers, aligns to a
hhigh-priority occupation and you work through your CareerLink offices, there may be funding to subsidize this training. So the high-priority occupation list basically identifies training programs
where there may be federal dollars to assist an individual to get training. And here is just a sample of how we produce the high-priority occupation list. It lists the occupations and a lot of the
data items that Kim spoke of. It shows the projected openings for an occupation. It shows the educational level. It shows the change in wages. It shows the change in employment. It is basically
information that a company needs the occupation so people can get a better understanding of whether or not this occupation would be beneficial for them in their specific area. The second point I
wanted to get across is Kim talked about hot jobs. The high-priority occupation list is a good way to start for looking for a career choice. It is a short list of jobs that are a good starting point
to find out what may be a good career opportunity. As Kim mentioned, there's 800 to 850 occupations that we classify. If you gotta look at projections for 800 occupations, wage data for 800
occupations, educational requirements, it is a very arduous task. So I think this is a good list to basically narrow down those 800 occupations to 120, 130, 140 occupations. It's just a good starting
point to find out jobs that, based on statistical analysis and input from individuals that work in a workforce community, work with employers, jobs that we and they feel are a good opportunity for
individuals to pursue. So it is a process. It does involve allocating money to workforce areas. But it is basically another list of hot jobs where you may wanna consider looking at these jobs if you
have a student, a child or a client that you're working with. It's a good place to start to sort of narrow down the search for occupations. The last thing I will talk about before I pass it over to
James to go through the JobGateway system is our Pennsylvania Career Guide. Many of ... Have of you stopped by our booth to pick up a career guide? I'm sure you've used it. You've seen it before. We
are currently working on our 25th edition. So we do this annually. It's been at least 25 years since we've been producing this. And the career guide is basically geared to students in early high
school level, but it can also be used by adults. For the most part, it includes information on wage and job outlook that Kim covered. There is a section in there that shows occupations, what they are
expected to pay, what the job outlook is for them. There's an interest assessment in there. You answer a few questions about what you like to do, what you can do. You go through the questions. It
takes a few minutes. You add up your total. It gives you a code, and within the career guide, you can look at the code. And it aligns you to occupations that tend to fit your interests. We all know
that there may be a lot of good jobs out there. But if you don't like the job or you're not gonna like the work, why would you even pursue it? Nursing is probably one of the best professions out
there. You can get a job quickly. You can make good money. But you don't like blood, you don't like dealing with people, don't even look at a nursing career. So that's the benefit of the interest
assessment. We've heard a lot of stories about linemen: good-paying job. People wanna work on lines and stuff. They get to the job site. They can't climb up a ladder. They're scared of heights. So
you need to look at what you're interested in and what might be helpful in your career. Yes?
>> I was wondering ... I'm sorry to regress a little bit.
>> That's okay.
>> You did mention that you survey employers ...
>> For jobs.
>> And you also stated [INAUDIBLE] ...
>> [INAUDIBLE]. Can you provide a snapshot of what it looks like, how you obtain what those jobs will be in the future? How do you determine ...
>> The growth of the job?
>> I will attempt to answer this. And then I will let Kim correct me when I'm wrong. But the information we got, we get from the unemployment compensation, from the surveys that we collect each
quarter. Basically lends itself to us producing the industry data: How many jobs are there in each industry across Pennsylvania? How many manufacturing jobs are there? How many construction jobs are
there? That is basically, and while we do statistics, this is one data set that's not an estimate. We have a complete count of every employer in the state covered under unemployment compensation, how
many people they employ, the average wages they pay their individuals. That is our industry data. And through various surveys that we conduct, we collect occupational data on how much they pay
individuals in a specific occupation. We identify the distribution of workers within a specific industry. Twenty percent of people in the health care industry are doctors. Twenty percent are nurses.
Thirty percent are [INAUDIBLE]. We get a distribution. And that information is used for the wage information and set up what we call the staffing pattern within an industry. And then that information
is combined in a statistical model that takes into account population growth, other factors that ...
>> Unemployment. And then basically, there's a statistical model that the federal government and all states use to basically project employment growth in industry and in an occupation. It is an
estimate of what the employment is at a current time and what it's projected in the future. So it's ... Depending on the data item you're looking at and what we do, some of it is based on concrete
data from employers through the unemployment compensation system. The other part is collected through employer surveys. So any employers out there, we rely heavily on your information. We cannot do
what we do without your information. We are required by the federal government to meet a certain response rate to our surveys, and a lot of Kim's staff, that's what ... all they do day in and day out
is get this information from employers, put it into a system, call employers to sorta, in some cases, beg to provide our information. And that's basically how we do that. Is that helpful?
>> Yes. Thank you. So being ... Yes.
>> Are unions a part of your survey data?
>> Labor unions?
>> Yes. Yes.
>> It says the job can provide a family-sustaining wage.
>> How [INAUDIBLE]?
>> We use ... The family-sustaining wage, we base it on 200 percent of the federal poverty level for one adult and one child. So that is ... About 10 or 15 years ago when we came up with this
high-priority occupation process, that was decided as the metric we're gonna use for family-sustaining wage. And there are some cases in this process that we will consider occupations high-priority
that may not meet the family-sustaining wage criteria but offers a career pathway that leads to an occupation. I mean, we're running into a situation now with the Workforce Innovation and
Opportunities Act, a new federal legislation that dictates how you run workforce development in your state. One of the big things in that legislation is serving individuals with barriers, and we
understand in the commonwealth that a lot of individuals with barriers may not be able to reach that plateau of a family-sustaining wage. So we're sorta evaluating in the local areas that may be
saying, "Well, we're serving more people with barriers. They're not gonna be able to get into this family-sustaining wage job right away. But we're gonna put them in a pathway to lower wage and give
them the opportunity to move up." Just some ... Like I said, we ended off in interest assessments. Be interested in the job. If you're not interested, don't pursue it, whether it's good or not. Just
some other general information in the career guide: There's tips for marketing yourself. There's sources on how to obtain financial aid. As a parent of a college student, it is critical these days. I
mean, you just can't afford ... I can't afford to send my kids to college. So they need to get aid. They need to get scholarships. They need to take out loans. But there's some tips in there on how
to go about doing that. [INAUDIBLE] information on public schools, information on PA CareerLink offices ... Most of you are familiar with CareerLinks around the state? I thought that ... So there's
information on contacting them and what they can be used for and other contact information from various state agencies that may help you or an individual look for a job, a career, get assistance and
things like that. So that concludes the statistical data ... boring part of the presentation. Exciting to us, but that's what we do. And now I'm gonna turn it over to James, who's gonna walk you
through the various tools in the JobGateway system that sorta complement the information that we produce. And I ... Basically, you use information along with other resources to make decisions.
Information isn't all of it. You gonna sit there?
>> Yeah. See if we can ... I was going to.
>> I need to turn it off. Okay.
>> Turn it back on. I don't think this guy's gonna bend. That should be close enough. I'm gonna be sitting and standing 'cause some of this, if at all possible, I wanna show you guys live on the site.
But as Ed said, we're gonna go through JobGateway. One thing to add about the career guides: If anybody didn't get a chance to go down to the lobby and grab them, we did bring a whole box of them up
here as well. We should have some down there, but see us afterwards. We'll make sure you get you set up with those. So has ... A show of hands: Who's heard of JobGateway in Pennsylvania at this
point? Oh, wow. Okay. Great. That is more people than expected, and that means the word's getting out there, which is very good. As Ed mentioned earlier, JobGateway is Pennsylvania's labor exchange
portal. Basically, the Feds give all the states money and say, "Hey. You need to put up somewhere on the internet in some type of program where employers can register with the state, come post jobs,
and people looking for jobs can come in and register and then apply for those jobs." And that's pretty much the end of it. There's certain measurements we have to collect and track success rates of
how the program's working. But really, post jobs, have people apply for jobs, and that's the end of it. Pennsylvania has taken that a few steps further than that to provide a bunch of resources,
especially career tools, which is what I'm gonna talk about today, that we don't have to. But Pennsylvania really took this opportunity and said, "What can we do to really provide some resources to
folks throughout the commonwealth, to make finding a job a little bit easier and help build up individuals' skills and readiness to find those jobs?" So that's what I'm gonna talk about here today.
The first tool we have on here is something called cTORQ. TORQ stands for ... All right, and don't write this down. It stands for transitional occupation relationship quotient. Really, really boring.
Really, really government-y acronym. What it means is that this is a system here where you can put in a job that you used to have or a job you currently have, and it'll show you what jobs are closely
related to that and what gaps exist in the knowledge, skills and abilities to get you from point A to point B. That's really the long and short of what TORQ is. I'm gonna take you out to JobGateway
here. The registration process, it's absolutely free to use. All the tools within the system are free as well. They're all paid for by either federal funds or your tax dollars. So don't be afraid to
use it. Don't be afraid to sign friends up for it. I already did go ahead and create a profile so that I can do this without taking you through the 5 or 10-minute process of registering. But it's not
terribly difficult to do. They're even working right now, back in Harrisburg, on looking at ways to make that process a little bit more streamlined, make it a little bit less government-y. I mean, if
you can create a Facebook profile in about a minute, this should be a little bit easier. And we do recognize that. So over here on JobGateway, once you're in here over in career services, if you go
down ... And I'm standing in front of the thing. She told me specifically, "Don't stand in front of the thing." So I'm standing in front of the thing. Sorry about that. And if you go to career tools
overview here, it's gonna take you to that screen I had in my PowerPoint. Just gonna throw this out here, too: I tend to look down at the screen or up at that screen or off in the distance. So if I
don't see your hand at any point, clear your throat or speak up. I won't be insulted. I'd rather get to your question when it comes up. So if we start with the skills assessment of cTORQ, once you're
registered and logged into JobGateway, all these things, they don't require separate passwords or log-ins to get into. Oh, yes. And turn your pop-up blocker off because these do ... Oh, come on. Be
nice. There it goes. They all do pop up in a separate window so that they don't log you out of your JobGateway session. So what you see here, this is your profile for TORQ. All I've put in there is
my name, my education level, and that's it. And you can move on. I set up this profile to show the difference in occupational transition report between a licensed practical nurse and moving into a
registered nurse. Just something that I think we've all seen enough TV shows, whether it's Grey's Anatomy or Scrubs, I feel like everybody has a good understanding of what's in the health care
industry. So it's a little less obtuse that going with a different kind of example. So you put in the occupation that you have, and in this case, I picked the occupation that we wanna move into. So
we're gonna move into, from an LPN, into a registered nurse. Oh.
>> Let me enlarge the screen for you.
>> She's gonna make things bigger for us here so that maybe you guys can see it, which is ... Wow. It's much better. Fantastic. Thank you very much. Okay. And so what it does is it gives you something
called a Grand TORQ Score. Again, fancy, big acronym that just means how closely the occupations are related. They color-code this for you as well. So anything that shows up in green means it's gonna
be a relatively easy transition. Anything that shows up in yellow is gonna be a little bit more work to make that jump from the one occupation to another. And anything that shows up in red is going
to require a much larger amount of work to make that jump, whether that's additional education. But the higher the score, the more closely related those occupations are. If we back up here and click
... We're gonna skip over the job postings for just a minute and go to the gap analysis. This gives you the differences between the two occupations in terms of specifically what knowledges gaps there
may be, what skill gap there might be and what ability gap there might be. And again, those are represented on scores from zero to 100. The higher the number, the less of a gap. And then it goes
through the specific gaps and names them from you. So you can see inductive reasoning. To be a registered nurse, there is a much bigger need for inductive reasoning than there is if you're gonna be
an LPN. You're on your own more. You've gotta make some more decisions. You're workin' one-on-one with the patients a lot more often. A lot of these things make sense. And that's another reason why I
picked this example 'cause it's pretty intuitive for folks. And that's ... Again, it gives you information on where those gaps exist. Now if we go over to job postings, the folks that designed TORQ
and brought it into the commonwealth system here were kind enough to make it so all the job postings that show up on the JobGateway system are then brought into the TORQ system. So you're not looking
at two separate listings of jobs for what you had here. You click on these jobs, on any of them. You read through the brief description. You see where they are. You click on it. It'll take you back
out to that JobGateway posting, and then you can go through the process of applying through that job with your JobGateway resume and everything along those lines. Let's see. There are two other tabs
here. The first one's training. Much like the job posting data, this'll give you places where once a gap is identified, like you need a special certification to be a registered nurse as opposed to
being an LPN, the system will give you training provides within your local area, defining your profile to provide that training. You click on close. It'll give you some information about the schools.
The final tab on here is for report. And are there any of you folks in here that are counselor-type folks that work with people? Okay. Great. And not that this isn't useful for everyone, but one of
the ways that was pointed out to me by a counselor that this works out really well is if you're working with a young person and you find out some great information, you say, "Hey. I worked in job
ABC, and I wanna move into XYZ. And I need to go home and talk to my parents about it." You can print out a report on this system, give it to that individual. They can home and have that
conversation. It's not just them telling what happened during your conversation. They were able to show you. They're able to show their parents or their spouse or anybody else exactly why it might
make sense and what steps might need to be taken in order to make that move. So that's the long and short of TORQ. There's a few other features in there. There's a video built into the system that
helps explain how to use it. It's a pretty user-friendly software module within the system. But did anybody have any questions about that specifically before I hop onto the next one? All right.
Either you guys are really ready to end the day, or I explained it well. We're gonna go with the first one. I hope so. The next system we have on here is called Virtual Job Shadow. I'm sure everyone
is aware of the concept of job shadowing. Back in the day, it used to involve going to somebody's place of business, finding someone that worked in the job that you were interested in doing and
following them around for a day or a week to get an idea of what goes on in the day-to-day life of that job. That's great. If you have the opportunity to do it, I highly suggest doing it. That being
said, that's not always an option for everyone. Not everybody has the time. Not everybody has the ability to find those opportunities. So what we tried to do with Virtual Job Shadow is put that
experience into a web-based platform. So what this offers you is basically 5 to 7-minute videos that ... now, where did the ... Oh. It went down there. Yeah. You're darned right I'm gonna retry. All
right. This is gonna take me about 30 seconds to remedy. And then we'll be back off to the races. There is a weird bug in the system that only allows you to explore one career tool at once without
logging out, logging back in. We are working on fixing it. I have let them know that it does exist. But ... And they appear to have added a new quirk in as well. But it doesn't do this on my computer
at home. So I can promise you that there's a chance it may not do it on your computer. So this is Virtual Job Shadow. We're actually gonna make this just a tad bit smaller. Can everybody still see
it? Or do we need to make it a little bigger again? Okay. We identified, I believe Kim mentioned, about 800 to 850 specific occupations, classify them, provide data for them. The Virtual Job Shadow
system provides day-in-the-life videos for approximately 350 of those. They're always adding to that list. I can tell you for the 500 or so that may not have videos associated with them yet, there is
still a wealth of information provided on the side. How many of you folks worked with O*NET before? Yeah. Okay. A lot of the information that's brought in here, same with TORQ, incorporates that
information from O*NET. But it's in a little bit more user-friendly of a way. So I'm gonna see if ... Is there sound hooked up to this or not? Oh, sweet. Okay. So we're gonna pull up a video just to
give you the first minute or two of what these look like. In this case, it's about 3 1/2 minutes.
>> Dr. Shephard, this is Adam. He's come in for migraines. He said he's been dizzy. My name is Regina Humphries, and I am a certified medical assistant, also known as a CMA, and I work for Mission
Healthcare in Asheville, North Carolina, at Mission Outpatient Neurology. A CMA is a medical assistant, which is pretty much is assisting doctors, is assisting patients, is assisting also front desk.
But mainly what we do, we enter patients, room the patient, walk him through some of the situations that they are having, answer questions for them. Tell me what amount of caffeine you drink a day?
>> I have a ...
>> Vital signs. There's a clinical, and then there's administrative field as well. It just depends on what different area that you work in as to what your job entitles you to do. All you ...
>> All right. I just wanted to give you a flavor of what it looks like. A couple things that I think that points out very well: Oftentimes when you go to sites to look at career videos, it's somebody
on there telling you about what somebody else does for a job. One of the things I really like about this is they went out and find folks that really do work in that job and had then explain, in their
own words, what they go through on a day-to-day basis. One of the things that's very useful with this as well is there are transcriptions in both English and Spanish for anybody that might have any
type of auditory impairment, that the information is still accessible to them. So we find that to be useful as well. And overall, I think the production quality is pretty good on the videos as well.
There's nothing worse than sitting down to work with a young person, and you show them a video. And everybody's wearing clothes from the '80s, and they kinda look at you like, "Okay. I don't think
anybody does this job or wears that anymore." So in addition to the videos on this site, you can see over on the left tab there's a ton of other information provided here as well. The career
description, that's gonna be very, very similar to the information that you're getting on O*NET. I think we can pop over there and give you a look at that as well. It gives you information on the
duties, typical job titles, work environment. This goes back to what Ed was talking about with the difference between an industry and occupation. The certified nursing assistant is the occupation.
But offices of physicians, hospitals, those are your industries that are gonna employ the people that work in that occupation. Gives you some information on the schedules. You can work some
traditional 9-to-5 hours if you're at a local doctor's office. But if you're in a hospital, you can work all kinda different shifts. My sister's been in nursing for the last decade or so, and she's
done everything from 7 to 7 at night, 7 to 7 in the morning. She's on actual ... I think a [INAUDIBLE] shift now. So you can work all kinda different hours. But this site will give you some
information about what that might look like. We give the information in here about the required education, the earnings that you're gonna have here, future outlook: all the things that Ken talked
about from our website in a form that is all in one place. They also have some information on schools, and it also links back to our jobs and internships posted on JobGateway. So did anybody have any
questions about the Virtual Job Shadow system?
>> I'm sorry?
>> [INAUDIBLE] that through the cTORQ?
>> No. You actually get that through JobGateway. If you go to the career tools section on the JobGateway, it'll take you to cTORQ, Virtual Job Shadow, the next one we're gonna go through which is
called Big Interview, and then there's also a military translator. Those are the four separate tools built into the JobGateway system. We didn't develop them. We noticed that there was a gap in our
system, that we didn't provide that type of information. So we went out and found companies that provided that information, contracted with them to link their services into the state's labor exchange
platform. So ... Do you have a question as well?
>> Does someone have to have a JobGateway account in order to access these tools?
>> Yes. And the JobGateway account, again, is free. It does take a little bit of time to sign up for, about 5 or 10 minutes, I think, to do the minimalist registration. But once you do have that, and
once you are given a JobGateway Keystone ID, hold onto that 'cause you're gonna need it to log in. But once you're logged into JobGateway, you can get into any of these four tools. And if you're
someone that does work with folks in the counselor capacity, if you create your own JobGateway ID, you can certainly ... There's nothing to stop you from logging in yourself and having them access
the tool through your log-in. So if you don't wanna take that 5 to 10 minutes and you just want them to see a video, go for it that way. You know? That's not gonna hurt anything at all. So we're
gonna pop out of here. I'm just gonna restart JobGateway again so it isn't mean to me again. The next one we have is Big Interview. One of the things that I've found through this job and talking to
people and working with my sister, who was just in the process of changing jobs, a lot of people don't like interviewing. I found it kind of interesting. I find nothing more enjoyable than going and
talking about myself.
>> I interviewed him. I know.
>> She did, and she still hired me. And it's been 8 years, and they haven't gotten rid of me yet. So ... But no, in all seriousness, it is something that gives people a tremendous amount of anxiety.
And a lot of this I'll say through the personal anecdote of my sister. She was absolutely terrified to go interview. And I said, "You know what? We work all the time with a product in our office that
called Big Interview that helps people with that." There's a ton of different ways you can use this tool. The first one is it has a bunch of videos on here that explain interviewing techniques,
things to do to be successful in an interview, how to prep, things about doing research on companies that you might go interview at, body language when you're interviewing, maintaining eye contact,
sending thank-you notes as a follow-up. Things like that are covered. But the really neat way, and I can't really get into it here without configuring the video and whatnot, they have a feature in
this program that allows you to have the computer, like an artificial-intelligence type individual or an avatar will ask you an interview question. You respond to that, and then it gives you feedback
based on the answer you gave. It's not perfect. It's not like real artificial intelligence. But it'll give you things like, "Hey, you know, watch your pacing. You know, speak more clearly. Make eye
contact." It's a pretty neat system. And she used this a good bit, and I mean, her confidence went from somebody who was absolutely petrified from going into an interview to somebody that was looking
forward to going into that situation and basically not bragging, confidently speaking about what she had to offer and what she could do in that job she was looking for. So I found that to be really
rewarding that I actually got to help somebody on a personal level. But it made me realize how valuable this tool is in here. They have the interview questions. You can look at them by industry. So
if you're looking at the health care industry, it'll give you interview practice questions specific to the health care industry. It also has a feature on here called Interview Roulette where a bunch
of different interviewers keep popping up and asking you different questions to keep you on your toes. Like I said, it's a really neat system. I encourage you to go and check it out. And if you do,
most computers have that webcam feature built into them now. And I find it to be pretty useful. They have different skill settings, too. So if you're a beginner, you can start off with beginner
interview questions and work your way up through intermediate and I believe it's advanced. And then in addition to that, there are also some tools on here, some online library-type resources, that
will allow you to go in and do additional reading on what experts in the field have to say about interviewing. So that's the long and short of Big Interview. Did anybody have any questions about
that? Sure. Go ahead.
>> [INAUDIBLE] is there gonna be ... Is there an app feature?
>> Okay. JobGateway in general does have a mobile website. I don't know if it's specifically an app, but it is ...
>> Go ahead.
>> I'm sorry. Go ahead.
>> Okay. Now, these modules, it's certainly something I can take back the next time I have a conversation with the design folks here or the folks that tell our design team what to do. It's a little
bit more difficult because we do contract these services out. That would be dependent on if this specific vendor were to create a mobile website or an app. I would assume they would just because
everybody's moving in that direction, but I can't promise that they have yet. I have not tried this on my phone yet, so I don't know. But if you wanna talk afterwards, too, I can get your
information. And we can check that out 'cause it's something they certainly should have if they don't. I mean, that's my personal opinion. That's not the Department of Labor and Industry or
Pennsylvania saying they should. That's James saying they definitely should do that.
>> [INAUDIBLE] videotape.
>> I definitely ... That's James saying that. I hate being videotaped. Yes? Oh.
>> [INAUDIBLE] for people with disabilities? For example, you were talking about Big Interview, talked about eye contact. Quite frankly, those rules [INAUDIBLE] for me, considering I'm blind. I do the
best I can, but let's face it: It's not gonna happen. [INAUDIBLE] individuals with disabilities, [INAUDIBLE] more likely will have some difference in the way they behave and the way they answer some
of these questions, again [INAUDIBLE].
>> Okay. So the question was, does the software take into account anything with folks dealing with any type of disability or barrier that would prevent the avatar from asking questions fairly? In the
example, she stated that she's blind, so eye contact might be the best way to be rated by the avatar. The short answer is, I don't have a good answer for you on that one. I don't know that that's
something that anybody's considered with this at this point. Talking with some folks, in general, we do realize we have to make our workforce development products more accessible. So that's certainly
something I can bring back with us as well. But honestly, I don't have a good answer for that one. Yeah.
>> That is the answer.
>> We will bring it back, and I don't know if anything's being talked about or in the works. But we will bring it back, and maybe there is something that we're not aware of.
>> I know in general that there's been a push, and there's some real effort behind it, to make all of the products that we're putting out more accessible, whether that be publications we put out or
our website designs. But I don't know that anyone's talked about it with the capacity of the vendors we're using. So as I'd said, that's certainly something we'll take back with us. Any other
questions on the Big Interview side? Okay. The last tool we have here is called Military Occupational Translator. I'm not gonna bother going out to the website. This is a very, very easy one to
understand. It's the most straightforward of the four tools that we have to offer on JobGateway. But essentially what it does is it takes your MOS, or your military occupational specialty, and
translates it into the SOC, or Standard Occupational Classification language that we use in the civilian world. So I don't have a good example. I wasn't in the military. But anybody that was, you
know that you have an MOS code associated with your job duties while you were over there. You punch that into this system. It'll give you a list of job titles in the civilian world. A lot of times,
we've found, and one of the reasons why they acquired this to put it in here, is that when folks do come back from deployment or any type of service, they have a hard time translating those skills
into civilian speak. There's another way we can use this tool that we've recently started exploring, and that's for folks that are considering going into the military and might have an option to
choose what type of specialty they have in the military. This would allow them to explore what type of occupations they would be best equiped for when they come back and maybe use that as a means, if
given the opportunity to choose what type of specialty they have. But this is a very, very simple ... You select your branch of the military. You put in your code. And it gives you a list of
occupations. So any questions about the military or any of the other career tools that we talked about today?
>> Okay. That's all I have for career tools. Ed's going to add one more thing here, and that is ... and take us home.
>> [INAUDIBLE] Right.
>> I just want ... There was a couple things when James was speaking that we said we'd take back, and we will. But it would be very helpful if you could e-mail one of us with the concerns and your
comments 'cause it would help us better identify the situation and create a trail so that ... You know, we don't always have access to the people that are in charge of this stuff. And it would help
to have an e-mail from a user of the system that are bringing these things up that would help us get it to the right people and get it acted on and sort of force us to respond to you. I mean, we
could go back and say, "This is the issue," and you may never hear from us again. So just wanna recommend that as a way to help us and help you as well. Was that ... Thank you. Appreciate the
opportunity to speak here. Hopefully it was helpful to you.