ALLIED HEALTH OCCUPATIONS

Transcription

1 ENVIRONMENTAL SCAN ALLIED HEALTH OCCUPATIONS San Diego and Imperial Region APRIL 2009 CENTER OF EXCELLENCE San Diego and Imperial Region Cuyamaca College 900 Rancho San Diego Parkway San Diego, CA (619) An Initiative of

2 Mission: The Centers of Excellence, in partnership with business and industry, deliver regional workforce research customized for community college decision making and resource development. Vision: We aspire to be the premier source of regional economic and workforce information and insight for community colleges Chancellor s Office, California Community Colleges Centers of Excellence, Economic and Workforce Development Program Please consider the environment before printing. This document is designed for double-sided printing. Real-time data to advance California Community Colleges 2

3 Contents: Executive Summary... 4 Introduction... 5 Industry Overview... 6 Occupational Overview... 8 Employer Needs and Challenges College Response and Issues Conclusion and Recommendations Data Limitations References Acknowledgements Appendix A: How to Utilize this Report Appendix B: Allied Health across California Regions, Appendix C: Regional Occupational Data Appendix D: Regional Occupational Projection Data in Imperial County Appendix E: Occupational Profiles Appendix F: GIS Map: San Diego & Imperial Allied Health Employers Appendix G: List of Allied Health Associations Real-time data to advance California Community Colleges 3

4 There is a projected increase of 15 employment, representing 13,714 new Allied Health job openings in the San Diego & Imperial Counties by This exceeds statewide growth projections at 10 as well as the national growth projection of 10. Executive Summary Source: EMSI Complete Employment, Spring 2009 For years, San Diego and Imperial Counties like the rest of the state and nation have faced critical shortages in Allied Health workers. To respond to the crisis, the region s community colleges developed and enhanced program offerings in Allied Health, and are now producing hundreds of Allied Health graduates each year. Recent economic conditions, however, have drastically affected employment forecasts, and will require new and innovative approaches to forecasting and filling labor market needs, at least in the short-term. There are several factors that have significantly changed the employment forecasts. First, the economic recession has significantly reduced turnover and retirement rates. Second, budget freezes and reduced revenue have slowed hiring at several area hospitals. Finally, the mandated ratio of experienced-to-inexperienced staff in several occupations has made it impossible for firms to hire new graduates without experience. The data indicate that, at least in the short-term, there is limited need for new programs (outside of dental programs). In fact, it appears that the market may be saturated with recent graduates in many Allied Health fields. However, due to employers favorable view of community college graduates, colleges may wish to explore with their local employers the feasibility of creating a program for some of the unserved occupations. Colleges should bear in mind that they will be in direct competition with proprietary schools when it comes to placing students after graduation. Community Colleges will need to adjust accordingly to this new reality, while continuing to be vigilant in understanding how an economic turnaround might further change the needs in the workplace. This report is designed to serve the following purposes: 1. Provide community colleges in the San Diego and Imperial Region with data reflecting the Allied Health industry s workforce needs. 2. Provide colleges in the region with recommendations to address the gaps in the Allied Health workforce. 3. Provide best practice examples for addressing challenges in Allied Health programs. Community colleges and the Allied Health industry can use the findings presented in this report to collaboratively address current and future gaps in the workforce. There are several key recommendations for the community colleges in the region including: enhancing the K-12 math and science pipeline, providing additional sections of certain Allied Health core courses, providing continuing education courses for incumbent workers, increasing collaboration to develop short-term, customized training programs, and exploring creative solutions to barriers in program development. Real-time data to advance California Community Colleges 4

5 Introduction The California Community Colleges System has charged the Economic & Workforce Development (EWD) Network to identify industries and occupations with unmet employee development needs and introduce partnering potential for the college s programs. This report explores the Allied Health sector within San Diego and Imperial Counties to identify the high-growth, high-demand occupations and compare them to existing educational and training programs offered by the nine regional Community Colleges listed in Table 1. There is already a demonstrated need and strong response for nurses, so nursing occupations have been excluded in this report (except in the appendices). See Appendices C and D for more information on nursing. Table 1: Community Colleges Located in the San Diego Imperial Region College Cuyamaca College Grossmont College Imperial Valley College Mira Costa College Palomar College San Diego City College San Diego Mesa College San Diego Miramar College Southwestern College Location El Cajon El Cajon Imperial Encinitas, Oceanside San Marcos San Diego San Diego San Diego Chula Vista Allied Health occupations are projected to produce nearly 13,750 new job openings in San Diego and Imperial Counties by 2012, indicating an increase of employment at 15. By 2017, however, that number jumps to almost 21,000 jobs, growing at a 24 rate. While replacement jobs are not an indicator of industry growth, the number of projected replacement jobs in the region over 14,000 by 2017 brings the total number of new and replacement jobs to more than 35,000. There are approximately 68 total occupations in the field of Allied Health recognized by the Bureau of Labor Statistics (of which only 24 require a bachelor s degree). Based on labor market information, this report focuses on those Allied Health occupations that will provide the greatest number of new and replacement jobs in San Diego and Imperial Counties over the next five years. Those occupations include the following: Dental assistants Dental hygienists Fitness trainers and aerobics instructors Massage therapists Medical and clinical laboratory technicians Real-time data to advance California Community Colleges 5

6 Pharmacy technicians Radiologic technologists and technicians Respiratory therapists Surgical technologists Veterinary technologists and technicians Additionally, this report identifies advanced radiologic technicians (e.g., sonographers), occupational therapist assistants, physical therapy assistants, and OSHA technicians as occupations that require short-term training that could be customized to meet the needs of employers, but will not see robust enough growth regardless of supply to justify the creation of broad new programs. Contract education would be a logical mechanism to deliver training programs for these occupations. Collectively, these occupations (and their related specialties) are projected to produce nearly 6,642 new and replacement jobs over the next eight years in the San Diego-Imperial region. Education levels suggested or required for these occupations range from training to degrees, and the community colleges will play a major role in educating this workforce within the San Diego-Imperial region. Industry Overview The Allied Health Industry: A Definition An Allied Health professional is one whose highly specialized skills provide diagnostic, therapeutic, and informational and support services directly and indirectly to patients in health care delivery settings. This broad definition of occupations includes some that require little or no training, and others that require a bachelor s degree or beyond. Additionally, some of the occupations impose California licensing requirements on practitioners, while others do not. The healthcare workforce requires more associate degrees and certificates than any other. Community colleges, as the major providers of healthcare training in our region and beyond, will be perhaps the most important educational partners to respond to employment needs in this sector. Additionally, community colleges already have contract education delivery mechanisms to respond rapidly with customized training for incumbent workers. Real-time data to advance California Community Colleges 6

7 California and the San Diego - Imperial Region In California, the healthcare industry collects revenue exceeding $1 billion annually. The California Employment Development Department statewide estimates reveal that among the top 40 fastest growing occupations over the next six years, 11 of those occupations are in the Allied Health industry. The Allied Health industry is a vital component of California s health care system and accounts for nearly 60 of healthcare occupations. For several years, California has experienced critical shortages in Allied Health occupations, and the community college system has responded by expanding programs to rapidly increase the production of qualified workers. At the present time, economic factors are drastically affecting retirement and turnover rates across all industries and regions, resulting in more workers remaining at work. The combination of increased supply and declining requirements for replacement workers has reduced the demand for Allied Health workers in ways not anticipated even a few short months ago. At the same time, several occupations are experiencing rapidly changing technology that requires advanced training or re-training. Many occupations now require certification or licensure that was not required in the past, and in some instances, new licensure has led to completely new occupations in California, such as Medical Laboratory Technicians. According to industry interviews, Allied Health training for incumbent workers presents particular problems because the employees are located in a variety of firms, such as hospitals, fitness gyms, schools and medical offices, making the collaboration that is necessary to reach critical mass of students for cost-effectiveness more difficult. From a long-term perspective, California will continue to outpace the nation in its need for qualified Allied Health professionals. The speed of the state and nation s economic recovery will determine the rapidity of growth for years to come (particularly as it pertains to the aging of the healthcare workforce). Several demographic factors will heighten our future shortage: California s population is expected to outpace that of the entire United States, growing by nearly 30 by Within the state, the fastest growing group is residents over the age of 65. As the population grows, the diversity of that population increases as well. The healthcare workforce is aging and will require replacements within the next five years. The average age of nurses is nearly 50 years old today and some healthcare workforce categories have an average age of well over 50. San Diego & Imperial Counties The San Diego-Imperial Region will experience similar challenges to those facing the state as a whole, though the shortage predictions are now less drastic than have been reported over prior years due to the recent economic downturn. More troubling than the shortages, in fact, is the apparent saturation of Allied Health workers in many of the studied occupations. However, because Allied Health occupations are population-serving meaning that they are directly correlated with population and because of retirement rates, the region s aging population will continue to affect long-term growth rates. Allied Health occupational growth correlates with population growth. San Diego and Imperial Counties growing, and aging, population heavily contributes to the 2017 projection of all Real-time data to advance California Community Colleges 7

8 Allied Health occupations reflecting an increase of 20,596 jobs during this time period (this number includes the previously referenced 6,642 jobs within the studied occupations). Table 2: Job Projections and Total in Allied Health Clusters Industry Information 2009 Industry 87, Projected Industry 108,226 Total 20,596 Total Average Earnings/Worker (EPW) $42,833 Source: EMSI Complete Employment - Spring 2009 Occupational Overview Thirty-three percent (33) of regional Allied Health services are provided in the offices of physicians (except mental health specialists) and dentists, while general medical and surgical hospitals make up another twenty-two percent (22). The remaining 45 of jobs are located in fitness gyms, schools, public agencies, and other medical offices. According to the absolute change (rather than growth percentage), the occupations that are projected to experience the largest increase in new positions over the next eight years in the San Diego and Imperial Counties are dental assistants, dental hygienists, and pharmacy technicians. Table 4: San Diego - Imperial Projections Description Dental Assistants 3,463 4,787 1, Dental Hygienists 1,657 2, Pharmacy Technicians 2,051 2, Source: EMSI Complete Employment - Spring 2009 The Center of Excellence analyzed healthcare occupations based on numbers of new and replacement jobs. For each occupation, the chart in Appendix C indicates educational requirements, those providing a living wage within the region, and those expected to grow at a rate that could warrant adding additional programs (See Appendix C for data on all occupations reviewed). Selection Criteria Of the occupations examined, ten met the following selection criteria warranting further investigation and consideration: 1) curriculum and employment requirements require community college training; 2) occupation must have a projected growth of 40+ employees per year Real-time data to advance California Community Colleges 8

9 (320+ over eight years) to substantiate offering a program; and 3) occupation must pay a minimum of $15/hr. Those ten, in alphabetical order, are: Dental assistants Dental hygienists Fitness trainers and aerobics instructors Massage therapists Medical and clinical laboratory technicians Pharmacy technicians Radiologic technologists and technicians Respiratory therapists Surgical technologists Veterinary technologists and technicians These ten occupations will produce nearly 3,964 new jobs over the next 8 years in the San Diego and Imperial Counties, with an additional 2,678 workers required for replacement of current employees. Since the data indicate that these occupations provide the greatest number of new and replacement jobs among all others in Allied Health, this is where any institutional resources might be best focused. In addition to these ten occupations, several other areas surfaced that would be appropriate to incumbent worker and other customized training. Customized training is particularly appropriate for these positions because 1) employment growth is not expected to be large enough to justify new degree programs; 2) similar programs currently exist in the region that can be augmented to provide specialized training; and 3) the equipment necessary for the customized training is already being used for existing programs in the region. Specifically, sonography, radiation therapy, and other advanced radiologic occupations, as well as training for physical therapy and occupational therapy and OSHA technicians would be justified at this time. To further illustrate the need surrounding these selected Allied Health occupations, data highlighting employment projections for the region and by county (both San Diego and Imperial) are included in Appendix D. By looking at the data for each county, as well as for the region as a whole, colleges can best determine which institution should respond to meet the local and regional needs. Also, because of the stark demographic differences between San Diego and Imperial Counties, it is important to consider specific recommendations for Imperial County. Occupation Descriptions Appendix E includes a profile of each of the ten specific occupations studied in this report. Each occupational overview contains a brief description, educational and/or licensure requirements, and a table of those community colleges that provide the necessary programs. Real-time data to advance California Community Colleges 9

10 Employer Needs and Challenges Allied Health employers report a drastically changed employment outlook over the short-term, primarily driven by reduced turnover and retirement rates of existing workers, which is likely caused by the global economic downturn. Though this change has resulted in fewer vacancies and an increased pool of qualified candidates, employers still have significant unmet needs. The San Diego-Imperial Center of Excellence worked with the Regional Healthcare Occupations Resource Center (RHORC) for Region 10 and the Regional Allied Health Science Initiative to develop a survey instrument to validate employment projections in the top Allied Health occupations and to obtain clinical placement data for these occupations. The first phase of the project included an overview of all existing labor market studies in Allied Health. At the conclusion of the project, fifty employers were surveyed (39 online and 11 in person) resulting in the following key findings: The survey validated the significantly lowered short-term hiring projections included in this report. Several key shortages continue to exist, with the greatest number of responses including physical therapy/occupational therapy assistants, dental assistants, laboratory technicians, and advanced radiologic technicians. Allied Health workers require additional soft-skill training. Clinical placements continue to plague healthcare employers due to their overhead costs and space limitations. Employers generally prefer community college graduates to those of proprietary schools. Employer Geography The map in Appendix F illustrates where the Allied Health employers are located throughout the region. This analysis identified businesses and firms that fall within three North American Industry Classification System codes: 621 Ambulatory Health Care Services Including dentist and doctor s offices, family planning centers, medical labs and diagnostic imaging centers 622 Hospitals Including children s hospitals as well as psychiatric and substance abuse facilities 623 Nursing and Residential Care Facilities Including mental health halfway houses, residential drug addiction rehabilitation facilities, assisted-living facilities, and orphanages The analysis identified 9,171 Allied Health related businesses within the region: 8,383 Ambulatory Health Care Services firms; 239 within the hospital classification; and 549 Nursing and Residential Care Facilities. Community colleges in the region can use this map as a visual representation of where Allied Health organizations are located in relation to the college. Furthermore, the Center of Excellence can provide contact information for these employers upon request to aid in expanding advisory groups, identifying clinical placement locations, and further validating employment needs. Real-time data to advance California Community Colleges 10

11 College Response and Issues Based on employment projections (as identified in Appendix D), in the San Diego-Imperial Region there are 438 new and replacement job openings on average per year for the ten occupations covered in this report. Table 5 shows that in 2007, program completions in these occupational areas contributed 1,078 students (223 from community colleges and 855 from proprietary schools) into the workforce. Community colleges are training and educating only 30 of the industry needs, while proprietary schools are significantly oversupplying the market in numerous occupations. Table 5: Allied Health Program Completions in SDI Region Occupation Number of Program Completions Community Colleges 1 Proprietary/Other Average Number of Job Openings Annually Gap Dental assistants (44) Dental hygienists (68) Fitness trainers and aerobics instructors (14) Massage therapists Medical and clinical lab technicians Pharmacy technicians Radiology/sonography Respiratory therapists Surgical technologists Veterinary technologists and technicians TOTAL This table illustrates that community colleges are generally producing fewer graduates than there are job openings in the occupations listed. However, when proprietary and other training 1 San Diego Imperial community College data was extracted from the IPEDS database of the National Center for Education Statistics. (Fall 2006 &Spring 2007 semesters) and EMSI Bachelor and Master Degrees were awarded in this area in Southwestern College currently has program for MLT under development. Real-time data to advance California Community Colleges 11

12 providers are included, the market is actually saturated with graduates. The data indicate that from a pure supply and demand perspective, no new programs outside of Dental Assistant and Dental Hygienists are required at this time. However, due to employers favorable view of community college graduates, colleges may wish to explore with their local employers the feasibility of creating a program for some of the unserved occupations. Colleges should bear in mind that they will be in direct competition with proprietary schools when it comes to placing students after graduation. Community College Issues There are significant challenges within the educational structure that impact the ability of community colleges to supply needed Allied Health professionals. They include: Allied Health programs are expensive. There is little funding for equipment and space, and due to necessary small class sizes, recouping of the high start-up costs is unrealistic. Smaller class sizes also impact funding because reimbursements are per student, so therefore Allied Health classes generally provide less revenue per class than other disciplines. Recruiting faculty can be one of the greatest bottlenecks in the Allied Health training pipeline. Trained Allied Health professionals often with an associate degree can earn a higher income in the field than in the classroom (where a masters degree is often required). Community college teaching salaries do not compete in the Allied Health professional marketplace. Clinical placements are often cited as one of the primary challenges facing Allied Health programs. Community colleges cannot pay for placements as some proprietary schools can, and hospitals and other healthcare facilities are short on space. Public funding is rarely available for these critical placements. High attrition rates in Allied Health programs are common. Many variables contribute to the problem: inadequate math and science preparatory skills, basic skills deficiencies, such as language skills, poor understanding of the Allied Health marketplace, an inability to navigate the educational system, long waiting lists, and limited student support services are all known to impact graduation rates. Changing licensure requirements, limited awareness of various Allied Health professions, and the lack of consistent workforce data are also cited in current literature as factors that impact the supply of qualified professionals. 4 Apprenticeship Programs One innovative way to address healthcare bottlenecks particularly during an economic downturn is to rely on apprenticeship programs. These state-funded training models provide benefits to students, educational institutions, and employers. For a comprehensive review of how apprenticeship programs can be used in the Allied Health sector, please see the Allied Health Environmental Scan from the Inland Empire at 4 Health Workforce Solutions, pp. 3-4 Real-time data to advance California Community Colleges 12

13 Conclusion and Recommendations Building upon their existing partnerships with the Allied Health industry employers, the community colleges should open a discussion of the challenges that the educational system faces in meeting the industry needs, and determine 1) how to best develop short-term customized training to area employers for incumbent workers (CEUs and advanced training); 2) how to utilize existing resources and localized demand to meet the shortages for Dental Assistants and Dental Hygienists; and 3) whether, in light of the forecast data herein and the existing programs, any new programs should be developed to compete with proprietary schools. The Center of Excellence would like to offer several recommendations for consideration. These recommendations can serve as a starting point and road map for colleges to address the changing Allied Health employment landscape. Enhance the K-12 math and science pipeline by expanding the Regional Health Science Initiative and other programs to increase math and science literacy in public schools Provide additional sections of Allied Health core courses Provide Continuing Education courses for incumbent workers Increase collaboration among colleges in the region and local employers to determine the best mechanisms to produce short-term, customized training to incumbent workers Adopt and expand innovative approaches, such as the Welcome Back Center, to assist displaced or otherwise disadvantaged skilled workers to fill employment gaps Explore creative solutions to barriers in program development, such as issues around clinical placements Enhance K-12 pipeline The Regional Allied Health and Science Initiative is a county-wide effort to prepare high school students for a variety of health and medical careers. Given the need for a strong background in science, participating high schools build their health pathway sequence around biology and chemistry coursework. There is strong regional collaboration, with industry and college partners providing career exploration and educational opportunities to all participants. These types of successful programs should be expanded and replicated throughout the region to build a stronger pipeline of Allied Health workers. Provide additional sections of Allied Health core courses Anatomy and physiology, biology, medical terminology, chemistry, and others serve as core health courses for nursing and dental programs and as prerequisites to courses in many other Allied Health programs. Colleges report that there are typically waiting lists for sections of these core courses. If there are not enough of the prerequisite courses available, the development or expansion of Allied Health programs will be severely impacted by the bottleneck effect of students waiting for prerequisites. Real-time data to advance California Community Colleges 13

14 Provide continuing education courses for incumbent workers Many Allied Health occupations require Continuing Education Units (CEUs) on a rotating basis. While there are many providers of various in-person and on-line courses available, there is an opportunity for community colleges (community education or contract education divisions) to explore local offerings and their related costs. The community college system is a perfect delivery agent for CEUs especially for nurses, EMTs, paramedics, respiratory therapists, radiological technicians, and certified medical assistants. Increase collaboration among colleges in the region and local employers to produce short-term, customized training Employers recognize that they can experience lower turnover and greater cost savings by offering career advancement to their employees. In many cases, this requires short-term training in more advanced techniques. Currently, the majority of employers are developing their own training programs, often at significant expense. Community colleges are well positioned to develop customized training programs for incumbent workers, and have wellestablished delivery mechanisms to ensure a streamlined and cost-effective alternative for employers. Additionally, the American Reinvestment and Recovery Act of 2009 includes significant increases for funding incumbent worker training. Community colleges, the workforce investment boards, and local employers should convene a meeting to pilot programs to determine effectiveness. Immediate suggestions include: advanced radiology, physical/occupational therapy assistants, and occupational health and safety technicians. Adopt and expand innovative approaches to recapture displaced skilled workers The San Diego Welcome Back International Health Worker Assistance Center helps foreigntrained health professionals obtain licenses or credentials so they can work in the health care field in the United States. The counseling and educational programs that are provided not only benefit the individual participants they also simultaneously meet the need for culturally competent and linguistically similar providers in underserved communities. These types of programs should be expanded and replicated to quickly respond to the needs of the Allied Health employers in the region. Explore creative solutions to barriers in program development Community colleges, healthcare employers, and the public sector should work together to leverage their resources and talent to develop innovative solutions to meet Allied Health employment needs. Examples include applying for grants or securing private funding to pay faculty stipends and reimburse hospitals for the costs associated with clinical placements. Only though attempting innovative solutions to our regional Allied Health challenges will we appropriately respond to employers workforce needs. Learn from other regions There are numerous reports and other resources for San Diego and Imperial Counties to learn from. See Additional Resources at the end of this document for a partial listing. For in-depth review and analysis of other regions, visit Community colleges in the San Diego and Imperial Counties have a unique opportunity to provide Allied Health workforce solutions in a rapidly changing environment. As the provider of choice for the majority of trained Allied Health professionals needed to help solve the growing Real-time data to advance California Community Colleges 14

15 healthcare crisis in the nation, community colleges are positioned to be the educational solution to both long- and short-term needs. This report stresses the need for industry to work with community colleges to help identify emerging occupations and help plan new programs. Current curriculum and targeted regional needs will drive this effort. This partner building will provide innovative solutions to address workforce bottlenecks and shortages. Community colleges are best positioned to educate new workers, replacement workers and incumbent workers for the Allied Health industry. They can play an integral role in providing highly adaptable, innovative solutions to their surrounding community and the State with their efforts. Real-time data to advance California Community Colleges 15

16 Data Limitations EMSI Data Source and Calculations State Data Sources EMSI uses state data from the following agencies: California Labor Market Information Department. Industry Projections Data To capture a complete picture of industry employment, EMSI combines covered employment data from Quarterly Census of Employment and Wages (QCEW) produced by the Department of Labor with total employment data in Regional Economic Information System (REIS) published by the Bureau of Economic Analysis (BEA), augmented with County Business Patterns (CBP) and Nonemployer Statistics (NES) published by the U.S. Census. Projections are based on the latest EMSI industry data combined with past trends in each industry and the industry growth rates in national projections (Bureau of Labor Statistics) and states' own projections, where available. Occupational Projections Data Organizing regional employment information by occupation provides a workforce-oriented view of the regional economy. EMSI's occupation data are based on EMSI's industry data and regional staffing patterns taken from the Occupational Employment Statistics program (U.S. Bureau of Labor Statistics). Wage information is partially derived from the American Community Survey. The occupation-to-program (SOC-to-CIP) crosswalk is based on one from the U.S. Department of Education, with customizations by EMSI. Educational Attainment Data EMSI's educational attainment numbers are based on Census 1990, Census 2000, the Current Population Survey, and EMSI's demographic data. By combining these sources, EMSI interpolates for missing years and projects data at the county level. Educational attainment data cover only the population aged 25 years or more and indicate the highest level achieved. InfoUSA Data Source and Calculations Number of Employees The infousa database carries Location employment number, which was used in this report to calculate employment by NAICS codes for the top ten industries lists. Location employment is available on 98 of the businesses and is largely obtained through the telephone verification process. It represents the number of employees at that location of the business. Volunteers are only included when there are no paid employees. Approximately 27 of the above mentioned 98 carry a modeled employment number rather than a verified number. When an employment number cannot be verified through the telephone interview process, a model is applied to estimate the employment size. The model considers whether or not the business is part of a larger family such as McDonalds, Wal-Mart, etc. If so, a modeled employment figure, which was designed for that specific chain, is applied. The location of the business (metro area with 50,000 or more in population versus a rural area) is also considered in this process. If the business is not part of a chain, the employment model will estimate their employment using the business' primary SIC Code. The employment model includes information regarding each 4-digit SIC Code, actual employment sizes and a metro versus rural designation. If the employment model is applied to a professional individual, the modeled employment number represents the estimated support staff. Real-time data to advance California Community Colleges 16

17 References Access to Career Ladders at U.S. Community Colleges, American Association of Community Colleges, California Community Colleges Statewide Health Occupations Directory, California State EDD, LMID, Career Prep System, Closing the Health Workforce Gap in California: The Education Imperative, Health Workforce Solutions, November Economic Modeling Specialists, Inc. (EMSI) Complete Data, Environmental Systems Research Institute (ESRI) Business Analyst Software Health Care Help Wanted (December 17, 2007), The Business Press, p.11. Quotes from Zee Currie (p.10) and Wolde-Ad Isaac (p.13) extracted from this article. Health Care Industry: Identifying and Addressing Workforce Challenges, by Alexander, Wegner, and Associates, U.S. Department of Labor, February Health Professions Education Data Book , American Medical Association The Career Ladder Mapping Project, Shirley Ware Education Center, SEIU, Local 250 AFL- CIO, December 2002 U.S. Bureau of Labor Statistics, U.S. Bureau of the Census, 2002 Economic Census. U.S. Department of Education, National Center for Education Statistics, nces.ed.gov U.S. Department of Labor ETA Occupational Outlook, Real-time data to advance California Community Colleges 17

18 Acknowledgements Special thanks to Kevin Fleming, Michelle Marquez, and Theresa Milan, Directors of the Inland Empire, Central Valley, and North Regions, respectively, for their assistance and guidance, and groundbreaking work in this arena. Their reports can be found at Real-time data to advance California Community Colleges 18

19 Appendix A: How to Utilize this Report This report is designed to provide current industry data to: Define potential strategic opportunities relative to an industry s emerging trends and workforce needs; Influence and inform local college program planning and resource development; Promote a future-oriented and market responsive way of thinking among stakeholders; and, Assist faculty, Economic Development and CTE administrators, and Community and Contract Education programs in connecting with industry partners. The information in this report has been validated by employers and also includes a listing of what programs are already being offered by colleges to address those workforce needs. In some instances, the labor market information and industry validation will suggest that colleges might not want to begin or add programs, thereby avoiding needless replication and low enrollments. About the Centers of Excellence The Centers of Excellence (COE), in partnership with business and industry, deliver regional workforce research customized for community college decision making and resource development. This information has proven valuable to colleges in beginning, revising, or updating economic development and Career Technical Education (CTE) programs, strengthening grant applications, assisting in the accreditation process, and in supporting strategic planning efforts. The Centers of Excellence Initiative is funded in part by the Chancellor s Office, California Community Colleges, Economic and Workforce Development Program. The total grant amount (grant number for $205,000) represents funding for multiple projects and written reports through the Center of Excellence. The Centers aspire to be the premier source of regional economic and workforce information and insight for California s community colleges. More information about the Centers of Excellence is available at Important Disclaimer All representations included in this report have been produced from primary research and/or secondary review of publicly and/or privately available data and/or research reports. Efforts have been made to qualify and validate the accuracy of the data and the reported findings; however, neither the Centers of Excellence, COE host District, nor California Community Colleges Chancellor s Office are responsible for applications or decisions made by recipient community colleges or their representatives based upon components or recommendations contained in this study. Real-time data to advance California Community Colleges 19

20 Appendix B: Allied Health across California Regions, Largest Growth Allied Healthcare Occupations ( ) This data highlights the largest growth occupations for the period. Largest growth is determined by absolute change or new jobs, not including replacement jobs. California Registered nurses 247, ,670 34, ,180 Nursing aides, orderlies, and attendants 109, ,840 12, ,380 Medical assistants 62,820 73,680 10, ,670 Home health aides 58,410 68,790 10, ,550 Personal and home care aides 63,880 72,460 8, ,480 San Diego-Imperial Registered nurses 22,620 25,740 3, ,960 Medical assistants 6,230 7,390 1, ,540 Nursing aides, orderlies, and attendants 8,170 9,270 1, ,430 Home health aides 5,050 5, ,080 Dental assistants 3,680 4, ,190 Riverside-San Bernardino Registered nurses 20,890 24,470 3, ,290 Medical assistants 7,720 9,220 1, ,970 Nursing aides, orderlies, and attendants 7,930 9,060 1, ,450 Home health aides 5,130 6,180 1, ,240 Personal and home care aides 5,440 6, ,160 Orange Registered nurses 20,400 23,720 3, ,970 Nursing aides, orderlies, and attendants 8,870 10,230 1, ,720 Home health aides 5,030 6,190 1, ,340 Medical assistants 5,540 6,610 1, ,410 Dental assistants 4,400 5, ,190 Los Angeles Registered nurses 69,070 78,450 9, ,000 Nursing aides, orderlies, and attendants 34,190 38,100 3, ,290 Medical assistants 16,280 19,740 3, ,450 Dental assistants 10,200 12,800 2, ,490 Medical secretaries 20,630 23,200 2, ,960 Real-time data to advance California Community Colleges 20

21 Appendix B, continued South Central Registered nurses 10,800 11,980 1, ,070 Medical assistants 3,490 4, Home health aides 3,850 4, Personal and home care aides 3,940 4, Fitness trainers and aerobics instructors 2,790 3, Central Valley Registered nurses 22,300 25,440 3, ,960 Nursing aides, orderlies, and attendants 12,390 13,930 1, ,070 Home health aides 6,290 7,470 1, ,420 Medical assistants 7,110 8,260 1, ,580 Personal and home care aides 7,660 8,750 1, ,460 Greater Silicon Valley Registered nurses 24,940 28,070 3, ,150 Nursing aides, orderlies, and attendants 9,260 10,290 1, ,420 Home health aides 4,690 5, ,070 Personal and home care aides 5,360 6, Dental assistants 4,800 5, ,150 San Francisco Bay Registered nurses 37,740 42,260 4, ,590 Nursing aides, orderlies, and attendants 14,430 15,730 1, ,910 Home health aides 8,670 9,950 1, ,620 Personal and home care aides 9,100 10, ,350 Fitness trainers and aerobics instructors 6,250 7, ,310 North Far North Registered nurses 21,630 24,650 3, ,800 Nursing aides, orderlies, and attendants 11,190 12,460 1, ,750 Home health aides 6,030 7,230 1, ,440 Personal and home care aides 6,210 7,380 1, ,390 Medical assistants 5,620 6, ,150 Real-time data to advance California Community Colleges 21

22 Appendix B: Fastest Growth Occupations, This data highlights the Top 5 occupations with the fastest new job employment growth during the period Growth rates are calculated using the number of new jobs added during a period, not including replacement jobs. California Veterinary technologists and technicians 8,570 10,870 2, ,600 Physical therapist assistants 3,710 4, ,000 Dental hygienists 23,490 28,050 4, ,780 Dental assistants 43,070 51,180 8, ,840 Pharmacy technicians 24,460 28,890 4, ,160 San Diego-Imperial Dental hygienists 1,630 2, Dental assistants 3,680 4, ,190 Veterinary technologists and technicians Occupational health and safety technicians Physical therapist aides Riverside-San Bernardino Occupational therapist aides Pharmacy technicians 2,420 3, Emergency medical technicians and paramedics 1,500 1, Home health aides 5,130 6,180 1, ,240 Occupational therapist assistants Orange Veterinary technologists and technicians 1,390 1, Physical therapist assistants Home health aides 5,030 6,190 1, ,340 Physical therapist aides Occupational therapist assistants Los Angeles Veterinary technologists and technicians 1,920 2, ,110 Dental hygienists 7,190 9,050 1, ,540 Dental assistants 10,200 12,800 2, ,490 Physical therapist assistants 920 1, Physical therapist aides 1,520 1, Real-time data to advance California Community Colleges 22

23 Appendix B, continued South Central Veterinary technologists and technicians Dental hygienists 1,450 1, Dental assistants 2,280 2, Physical therapist assistants Medical assistants 3,490 4, Central Valley Fitness trainers and aerobics instructors 1,920 2, Home health aides 6,290 7,470 1, ,420 Dental assistants 4,620 5, ,250 Veterinary technologists and technicians Dental hygienists 1,700 2, Greater Silicon Valley Emergency medical technicians and paramedics 1,230 1, Pharmacy technicians 2,130 2, Home health aides 4,690 5, ,070 Dental assistants 4,800 5, ,150 Veterinary technologists and technicians San Francisco Bay Veterinary technologists and technicians 1,280 1, Occupational therapist assistants Physical therapist assistants Pharmacy technicians 3,240 3, Home health aides 8,670 9,950 1, ,620 North Far North Occupational health and safety technicians Physical therapist assistants Fitness trainers and aerobics instructors 3,760 4, ,110 Radiation therapists Home health aides 6,030 7,230 1, ,440 The figures in this chart differ from the aforementioned in this report because the data source is a different version (EMSI Complete Employment - Spring 2008 Release v. 2). Real-time data to advance California Community Colleges 23

24 Appendix C: Regional Occupational Data Description New & Rep Median Hourly Earnings 2008 Median Annual Earnings Registered nurses 23,175 28,759 5, $35.33 $71,720 Medical assistants 6,420 8,778 2, $13.01 $26,410 Nursing aides, orderlies, and attendants 7,695 9,601 1, $11.38 $23,101 Home health aides 4,583 6,023 1, $10.28 $20,868 Medical secretaries 6,945 8,336 1, $13.36 $27,121 Dental assistants 3,463 4,787 1, $15.98 $32,439 Licensed practical and licensed vocational nurses 5,527 6, $20.42 $41,453 Personal & home care aides 4,475 5, $9.83 $19,955 Dental hygienists 1,657 2, $41.40 $84,042 Pharmacy technicians 2,051 2, $16.36 $33,211 Healthcare support workers, all other Medical records and health information technicians 2,247 2, $14.63 $29,699 1,558 1, $14.36 $29,151 Massage therapists 1,111 1, $22.38 $45,431 Radiologic technologists and technicians Veterinary technologists and technicians Medical and clinical laboratory technicians 1,377 1, $29.05 $58, $17.31 $35,139 1,215 1, $17.03 $34,571 Surgical technologists $20.22 $41,047 Respiratory therapists 834 1, $29.49 $59,865 Emergency medical technicians and paramedics Fitness trainers and aerobics instructors 1,152 1, $14.20 $28,826 2,741 2, $16.12 $32,724 Physical therapist aides $10.85 $22,026 Veterinary assistants and laboratory animal caretakers Healthcare technologists and technicians, all other 1,363 1, $12.50 $25, $20.25 $41,108 Diagnostic medical sonographers $34.87 $70,786 Cardiovascular technologists and technicians Healthcare practitioners and technical workers, all other $26.99 $54, $28.82 $58,505 Real-time data to advance California Community Colleges 24

25 Description New & Rep Median Median Hourly Annual Earnings Earnings Physical therapist assistants $25.45 $51,664 Medical transcriptionists $17.75 $36,033 Medical equipment preparers $14.62 $29,679 Dental laboratory technicians $15.22 $30,897 Nuclear medicine technologists $33.15 $67,295 Dietetic technicians $11.30 $22,939 Radiation therapists $30.33 $61,570 Occupational therapist aides $13.79 $27,994 Occupational therapist assistants $24.37 $49,471 Opticians, dispensing $21.32 $43,280 Occupational health and safety technicians $22.36 $45,391 Psychiatric aides $14.32 $29,070 Psychiatric technicians $18.25 $37,048 Respiratory therapy technicians $25.83 $52,435 Pharmacy aides (45) (8) 86 $9.90 $20,097 Real-time data to advance California Community Colleges 25

26 Appendix D: Regional Occupational Projection Data in Imperial County Description New & Rep Median Hourly Earnings 2008 Median Annual Earnings Education Level Registered nurses $29.86 $60,616 Associate Personal and home care aides $9.24 $18,757 Short-term OJT Home health aides $9.28 $18,838 Short-term OJT Dental assistants $13.5 $27,405 Moderate-term OJT Medical secretaries $10.38 $21,071 Postsecondary voc Licensed practical and licensed vocational nurses $17.54 $35,606 Postsecondary voc Pharmacy technicians $16.71 $33,921 Moderate-term OJT Medical assistants $14.08 $28,582 Moderate-term OJT Medical records & health information technicians Fitness trainers and aerobics instructors Medical and clinical laboratory technicians Nursing aides, orderlies, and attendants $13.43 $27,263 Associate $11.8 $23,954 Postsecondary voc $13.77 $27,953 Associate $8.86 $17,986 Postsecondary voc Surgical technologists $22.12 $44,904 Postsecondary voc Radiologic technologists and technicians $27.75 $56,333 Associate Respiratory therapists $33.8 $68,614 Associate Veterinary technologists and technicians Healthcare support workers, all other Cardiovascular technologists & technicians Diagnostic medical sonographers Dental laboratory technicians $15.67 $31,810 Associate $12.84 $26,065 Short-term OJT $22.27 $45,208 Associate $31.83 $64,615 Associate $15.98 $32,439 Long-term OJT Medical transcriptionists $18.03 $36,601 Postsecondary voc Nuclear medicine technologists $41.34 $83,920 Associate Dietetic technicians $14.43 $29,293 Moderate-term OJT Healthcare practitioners & tech. workers, all other $24.2 $49,126 Postsecondary voc Real-time data to advance California Community Colleges 26