The Workforce Opportunity Project aims to assess job creation trends and skill requirements in Eastern Kentucky by conducting interviews with 100 business leaders across various industries. The study highlights the essential skills and personal traits needed for the workforce, emphasizing improvements in traditional and social skills, as well as the necessity for advanced education and training. Key findings indicate a demand for specific skills across different sectors including healthcare, mining, construction, and general businesses.

2. Find complete report and analysis: http://www.workforceopportunityproject.com

3. Rocky Adkins discussing the workforce opportunity project’s importance Copy and paste this link to your browser: http://youtu.be/56BdEmiLiAI

4. The Workforce Opportunity Project’s inception: To conduct an empirically based research project to provide evidence of Eastern Kentucky’s job creation, growth or decline. Listen to what employers are saying regarding workforce needs: Job Skills – employability; “what a person is trained to do.” What are the skills needed by employers? Personal Traits – sustainability; “how a person does their job.” What traits are most critical. Asking employers about their needs based on their projections over the next five years .

5. Objectives Primary Research Objectives: Document the required skills for occupations Identify those skills employers specify as most frequently deficient or missing in the workforce Document the required education, training, or credentials for these occupations

6. Methodology Study conducted with 100 business owners and managers in 23 counties in Eastern Kentucky. Respondents were responsible for company staffing decisions. Interviews were conducted face to face by certified GCDF professionals. Interviewing took place from September 2009 through August 2010.  Methodology

7. Methodology, continued The respondent companies were grouped into four categories of business: Health Care (SIC code 80) Hospitals, clinics, nursing homes, other medical Mining (SIC codes 12, 14) Coal and mineral extraction Construction (SIC codes 15, 17) Residential, commercial construction, contractors, etc. General Business All other business categories except retail and government  Methodology

8. Methodology, continued The business categories were selected with the assistance of Ron Crouch: Previous Director of the Kentucky State Data Center, now with Workforce Investment Board. The business categories were selected based on the following logic: Healthcare selected as a growth industry. Mining selected due to the anticipated continued demand for energy. Construction also identified as a growth industry . General business provides a representation of all other sectors.  Methodology

9. Methodology, continued A stratified sampling plan was developed whereby a specified target number of interviews was identified. Health Care and Construction - 25 interviews each Mining - 10 interviews Industry is consolidating and fewer employers with more locations General Business – 40 interviews A list of businesses in these categories was purchased from InfoUSA, a major business list provider. List was a random selection of business entities in each classification  Methodology

10. Key Data Highlights - Background -

11. Key Data Highlights The job skills categories used in the interview were defined as follows: Physical skills -defined as the ability to work easily with tools, equipment and physical strength (Code 100 series) Mental skills - defined as the ability to engage in activities that require critical thinking and reason (Code 200 series) Social skills - defined as the ability to get along with others and develop regard for team dynamics (Code 300 series) Traditional Skills - defined as the ability to use information to make decisions, plan and carry out projects (Code 400 series)  Key Data Highlights (Background)

12. Key Data Highlights – Background, Continued  Key Data Highlights Realistic Investigative Artistic Social Enterprising Conventional All Physical skills (100 Series) fit in the Realistic theme. Mental skills (200 Series) are distributed across the Investigative and Artistic themes. Social skills (300 Series) are distributed across the Social and Enterprising themes. Most Traditional skills (400 Series) fit in the Conventional theme.

13. Key Data Highlights In addition to job skills, employers also evaluate candidates on their personal characteristics. These are called “Personal Traits.” These are also referred to as “sustainability “ factors. The stronger an employee is in exhibiting certain traits, the more valuable he/she is to an employer. There are four categories of Personal Traits Character ; qualities that exemplify positive attributes (Code 500 Series) Motivation ; qualities that engage one to set and accomplish goals (Code 600 Series) Social ; enables one to relate easily to others (Code 700 Series) Intellectual ; qualities that enhance one’s capacity for knowledge and understanding (Code 800 Series)

14. Skills Needed in Current Jobs  Key Data Highlights

15. Skills Needed in Current Jobs  Key Data Highlights

16. Skills Needed in Current Jobs  Key Data Highlights

17. Personal Traits Needed – Current Jobs  Key Data Highlights

18. Personal Traits Needed – Current Jobs  Key Data Highlights

19. Profile of the Future Eastern Kentucky Employee Job Skills: Improvements in Traditional Skills such as Decision Making Following Instructions Time Management Reading Comprehension Improved Social Skills such as Verbal Ability Maintain Confidentiality Instruct/Teach Personal Traits: Improved Intellectual Traits, such as Problem Solving (Being a) Decision Maker Forward Thinking Improved Social Traits such as Being a team Player Resolving Conflict Education / Training: Training beyond standard high school curricula. Advanced health care-related studies Relevant business skills