NEAIR:Â CCAC Occupational Analysis for Programs and Jobs


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NEAIR:Â CCAC Occupational Analysis for Programs and Jobs

  1. 1. CCAC Occupational Analysis for Programs and Jobs Supply, Demand, Quality, Competition & Opportunities Planning and Research, May 2005 James Robertson
  2. 2. Matched programs with jobs • Standard Occupational Classifications (SOC) used by all federal agencies • Classification of Instructional Programs: 2000 Edition (CIP) US Department of Education • CCAC College Catalog • One program could be related to many SOC codes • IR office completed preliminary match
  3. 3. Collaboration with Academic Deans • The deans were given the preliminary match programs with corresponding SOC codes • Gave a list of SOC codes and occupations • Gave the SOC manual website • Asked for review within an allotted period of time (two weeks) • Used the changes from the deans to make final chart of programs and SOC codes
  4. 4. Created program groups • Classified programs in groups with matching jobs. • The results were groups that have a unique set of jobs with a unique set of programs. • In some groups one program matched one job • Other groups had a number of programs and a number of jobs
  5. 5. Programs to job groups Program Title CIP SOC SOC SOC Job Group Environmental Technology 15.0507 17-3025 Environmental Technology Hotel Restaurant Management 52.0901 11-9051 11-9071 11-9081 Hotel Restaurant Management Hotel Management 52.0905 11-9051 11-9071 Restaurant Management 52.0904 11-9071 11-9081
  6. 6. DATA COLLECTION • Employment information from Bureau of Labors Statistics (BLS) for Pittsburgh MSA for 2000- 2010 • Regional graduation data using the Integrated Postsecondary Education Data System (IPEDS) from US Department of Education 2003-04 • CCAC graduates for the past five academic years 1999-00 to 2003-04 • CCAC five year graduate survey data from 1998-99 to 2002-03
  7. 7. ANALYSIS • Five categories – Supply – graduation trend by academic year – Demand – opportunity, employment, openings – Quality – Job readiness, overall satisfaction – Competition – regional graduation data – Opportunities – projected employment in a area without CCAC programs
  8. 8. Supply • CCAC Graduation trend data was divided into four categories. – Zero graduates • new programs that haven’t yet produced graduates • old programs that need taken off the books – Low graduates – less than 7 graduates in the last academic year – Examine – the current year is 15% below the mean – If there were no supply issues, the job group had high supply.
  9. 9. Demand • Using 5yr CCAC graduate survey data. – Employment rate for the job group was significantly higher than mean employment rate, it was considered high demand. – Perceived opportunity for the job group was significantly higher than mean perceived opportunity, it was considered high demand. • Using BLS data annual openings – 50+ annual openings = high demand • If employment rate, perceived opportunity or BLS annual openings were in high demand, the job group was considered in high demand
  10. 10. Quality • Using 5yr CCAC graduate data. – Job readiness – Overall satisfaction • If both readiness and overall satisfaction were significantly below the mean, the job group had quality issues. • If either readiness or overall satisfaction were significantly below the mean without either being significantly higher, the job group had quality issues.
  11. 11. Competition • CIP codes were used to match CCAC graduates with regional graduates • Only programs with certificates, diplomas or associates degrees were included. • Only programs with graduates from other institutions were included • If CCAC grads + regional grads - total annual openings were less than zero, competition was high.
  12. 12. Job Group Classification • Classified job groups into 4 quadrants – CCAC Supply along y-axis – Demand along x-axis – Quality issues is a subset under each quadrant for program with poor quality – * indicates high competition Demand CCACSupply 21 3 4
  13. 13. High Supply – Low Demand Low Supply – Low Demand High Supply – High Demand Low Supply – High Demand Aviation Management Aviation Technology Cnc Programming Specialist Court Reporting Environmental Technology *Horticulture Human Resource Mgt P Invasive Cardiovascular T P Lab & Biotechnology Mechanical Electronics Tech Nanofabrication Technology Network Cable Technology *Occupational Therapy Assistant P Physical Therapist Assistant Rehabilitation Aide Technical Theatre Quality Issues P *Tourism Management Dietetic Technician P *Heating & Air Conditioning Hotel/ Restaurant Management Ironworker *Massage Therapy *Para-Legal Quality Issues *Industrial & Graphic Design *Radiation Therapist P *Radiologic Technologist Auto Technology Banking Management P Building Maintenance Tech Commercial Cook Construction Estimating Cosmetology Management *Culinary Arts P Drafting & Design Manufacturing Technology P Mechanical Maintenance Tech P Painters *Science & Engineering *Surgical Technologist P Teacher's Assistant P Welding Technology Quality Issues Electromechanical P Fire Science Administration P Accounting P Building Construction Child Development P Computer Occupations Criminal Justice *Diagnostic Medical Sonography Electrical Distribution Tech Electrical Construction Landscaping P Marketing Management P *Medical Assistant P Medical Lab Technician Medical Support Worker P Medical Transcription Nuclear Medicine Technology P Office Professional P Pharmacy Technician Plumbing P Practical Nursing P Respiratory Therapy Sheetmetal Workers Social Work Quality Issues P *Nursing CCAC Occupational ProgramsSUPPLY(CCAC) DEMAND P PA High Priority Occupation *High competition
  14. 14. Unmet demand • Use BLS to find projected annual opening to find occupations with 50 or more projected annual openings • Occupations with more than 50 openings without CCAC programs have unmet demand • These occupations were indexed based on four variables – Unemployment – Amount of part-time employment – Median income – Total projected annual openings • Occupations with other regional institutions that meet or exceed the demand are considered to have high competition
  15. 15. Occupational Opportunities SOC Occupation Index 41-1011 Supervisors - Retail Sales Workers 3,130 43-1011 Supervisors - Office & Administrative Support Workers 2,892 51-1011 Supervisors - Production & Operating Workers 2,028 49-1011 Supervisors - Mechanics, Installers & Repairers 1,464 *53-3032 Truck Drivers, Heavy & Tractor-Trailer 1,344 49-3099 Vehicle & Mobile Equip. Mechanics, Installers & Repairers 798 49-3031 Bus and Truck Mechanics & Diesel Engine Specialists 792 39-6031 Flight Attendants 684 53-1031 Supervisors - Trans. & Material-Moving Machine/Vehicles 638 49-3021 Automotive Body & Related Repairers 528 11-9012 Farmers & Ranchers 520 51-4051 Metal-Refining Furnace Operators/Tenders 486 51-5023 Printing Machine Operators 486 51-9199 Production Workers, Other 445 29-2041 Emergency Medical Technicians & Paramedics 428 41-2022 Parts Salespersons 414 51-2092 Team Assemblers 380 *31-9091 Dental Assistants 324 47-2073 Operating Engineers & Other Construction Equipment Operators 306 *High competition