WORKING SMARTER UNDERSTANDING JOBS & TALENT IN SOUTHEAST MICHIGAN

WORKING SMARTER UNDERSTANDING JOBS & TALENT IN SOUTHEAST MICHIGAN 1

ABOUT WIN This report was developed by the Workforce Intelligence Network of Southeast Michigan (WIN). WIN is a collaborative effort between eight community colleges and seven Michigan Works! Agencies (MWAs), in partnership with numerous other organizations (businesses, universities, economic development, community based organizations, etc.), to create a comprehensive and cohesive workforce development system in Southeast Michigan that provides employers with the talent they need for success. WIN s goals are to provide current and actionable labor market intelligence to allow for greater regional talent system effectiveness; strengthen and sustain an employer-driven talent system that serves as a resource hub and connection point for regional businesses and stakeholders; and improve institutional, local, state, and federal talent development policy through research, thought leadership, and innovative practice. WIN covers a 9-county area in Southeast Michigan, including Genesee, Livingston, Macomb, Monroe, Oakland, Shiawassee, St. Clair, Washtenaw, and Wayne. WIN was founded with the support of the New Economy Initiative for Southeast Michigan and publicly launched in November 2011. This report attempts to clarify the current state of the Southeast Michigan labor market, following numerous years of recession and moving into the early stages of renewed growth. It looks at the past, present, and future, understanding that each is complex and the latter particularly hard to predict. Recommendations in the report provide some important ideas that could help the future of the region s economy, understanding that talent development is economic development, and resources and effort must be deployed towards both. This report is made possible with the strong support and guidance of the WIN board and efforts of the WIN staff. Underwriting for this report helped ensure its design and production and in no way influenced the presented results, conclusions, or analyses. BOARD OF DIRECTORS COMMUNITY COLLEGES Sharon Miller (co-chair) Oakland Community College David Corba Macomb Community College John Joy Monroe County Community College Thomas Crampton Mott Community College Amy Jones Schoolcraft College Denise McNeil St. Clair County Community College Michelle Mueller Washtenaw Community College George Swan Wayne County Community College District MICHIGAN WORKS! AGENCIES William Sleight (co-chair) Livingston County Michigan Works! Agency Pamela Moore Detroit Employment Solutions Corps Craig Coney Genesee / Shiawassee Michigan Works! Agency John Bierbusse Macomb St. Clair Michigan Works! Agency & Workforce Development Board John Almstadt Oakland County Michigan Works! Agency Gregory Pitoniak Southeast Michigan Community Alliance Shamar Herron Washtenaw County Michigan Works! Agency WIN STAFF Lisa Baragar Katz Rebecca Cohen Tricia Walding-Smith Alan Lecz Dorothy Brown Loris Thomas Jonathon Younkman 2

TABLE OF CONTENTS PAGE 4...A Note to Readers PAGE 5...About the Report PAGE 6...PART ONE: REGIONAL TALENT OVERVIEW PAGE 7...Regional Workforce Summary & Highlights PAGE 12...Unemployment & Employment PAGE 14...Demographic Trends PAGE 18...Career Pipelines PAGE 19...Talent Development PAGE 21...Talent Attraction PAGE 22...Recommendations & Next Steps PAGE 24...PART TWO: OCCUPATIONAL CLUSTER REPORTS PAGE 25... Understanding Clusters PAGE 25...Health Care PAGE 31...Information Technology PAGE 37...Advanced Manufacturing PAGE 48...PART THREE: DATA NOTES 3

A NOTE TO THE READERS WORKING SMARTER: UNDERSTANDING JOBS AND TALENT IN SOUTHEAST MICHIGAN After a decade of upheaval, Southeast Michigan s economy is beginning to show clear evidence of recovery: unemployment has fallen from nearly 16.3% in August 2009 to 9.1% today, and the number of those with jobs is on the rise. Although the economy has a long way to go before reaching pre-2003 levels, job demand, based on the number of employer job postings, has been substantial, especially in key areas like information technology, advanced manufacturing and health care. In fact, growth in these clusters has been so strong that employers are having trouble filling key positions. There is tremendous opportunity to better align the interests and talents of the current and future workforce with these areas of growth to overcome emerging skills gaps. In fact, addressing these talent areas is a regional economic imperative: as workers continue to age and the economy continues to gain momentum, the number of skilled and experienced workers will decline as workers approach retirement. In fact, in the United States, every day there are 10,000 new baby boomers who reach retirement age, and this will be the case for another 18 years. In Southeast Michigan this translates into roughly 158 people per day, or about 58,000 people per year 2. At the same time, the state and region have lost population: the Southeast Michigan labor force declined by 200,000 in the last ten years. While there are new workers in the fold, the number entering the workforce is unlikely to keep pace with demand. First, the overall numbers are relatively low. The 2012 high school senior class is 64,900 strong 3. Not all will enter the labor force, and most are unlikely to pursue training or education in top-demand fields like engineering and information technology. Second, the number of future graduates is dwindling: 2011 enrollment in 1st grade is 7.6% lower than today s 12th grade class. We can expect ongoing struggles finding the right talent for the changing jobs in the region. Southeast Michigan is not alone in the challenges it faces to match human with economic capital: many places around the nation face similar talent shortages. The good news is that Southeast Michigan is working smarter and taking unprecedented action to overcome these gaps. For example, the education and talent partners of the Workforce Intelligence Network (WIN) are playing an instrumental role in using data to identify emerging employment opportunities and create and align programs to prepare workers with the appropriate skills in these fields. They are working with employers to clearly understand their needs and develop plans to promote these opportunities to a cross-section of present and future workers and ensure that the right skills are being taught at the right times. This report takes a deep dive into the state of Southeast Michigan s workforce, but, importantly, it begins to highlight some (but far from all) of the important action steps being taken to make sure that talent aligns with regional growth. The first section of the report presents a broad overview of where our talent stands and some of the key strategies being undertaken to overcome gaps in critical areas. Supplements to this report take deep dives into three of the region s top occupational clusters health care, information technology, and advanced manufacturing. WIN partners are committed to the mission of growing the talent that employers need for success. Just one year has passed since the WIN initiative officially launched, and already efforts are increasingly strategic. Diverse partners including employers, community colleges, workforce development agencies, universities, community based organizations, economic development agencies, philanthropic groups and others are gaining greater clarity around our region s talent needs and are taking important steps to address them. As efforts continue to unfold, Southeast Michigan will ensure its workers are ready for the jobs of today and tomorrow. We have come a long way already. This means that Southeast Michigan must pull out all the stops to grow, repurpose, and attract needed talent. We must educate young people about the fields that are growing new jobs and encourage them to explore and pursue careers in those fields. We must encourage a strong focus on training and retraining opportunities for the current workforce, with employers, workers, and education and training institutions on the same page as to changing skill demands. We must open doors to talent from around the globe and encourage older workers to reimagine retirement as an opportunity to change their work, not leave it entirely. And we must undertake efforts to entice workers to come to and return to Southeast Michigan, promoting the density of employment opportunities and the increasing quality of place. Lisa Baragar Katz Executive Director 2 This figure was estimated by dividing roughly 3,650,000 U.S. retirees per year (10,000 per day) into the U.S. population (315 million), producing a percentage of.0115873. Using the same percentage, and Southeast Michigan population of roughly 5 million people, the estimated retiree population of 57,936 retirees/year and 158 per day. 3 K 12 enrollment figures come from Michigan Center for Educational Performance and Information. 4

ABOUT THE REPORT The region s economic competitiveness is influenced by both the supply of available talent and employer demand for that talent. This report attempts to address both through various data sources 4. The report is structured into several sections that describe the region s economic composition, demographics that affect the workforce, initiatives related to building better career pipelines, developing and attracting talent, recommendations, and occupational cluster reports. The occupational cluster reports are divided into health care, information technology, and advanced manufacturing. These cluster reports take a deeper dive into historical and demographic trends influencing jobs, and make comparisons to other regions across the country. REGIONAL BENCHMARKS In both the regional talent overview and the occupational cluster reports, Southeast Michigan is compared to other metropolitan statistical areas across the country. In the overview, comparison regions are large, Midwestern, and have a history of manufacturing. In the cluster reports, comparison areas vary based on the relative concentration of the occupations in their geography. Comparing Southeast Michigan to areas known for employment in a cluster offers a frame of reference, helping pinpoint trends that may transcend local dynamics and when the region is faced with unique opportunities and challenges. EMPLOYMENT VS. POSTINGS Throughout the report, statistics are used to describe both past and current employment and demand. Employment refers to actual employment numbers the number of people in jobs in targeted industries or occupations. Demand refers to statistics derived from employer job postings, which indicate the potential for employment but may or may not materialize into actual jobs. Employment data can be useful to understand the relative concentration of industries or occupations, how economic changes influenced jobs, and shifting demographics (age and gender). Employment is used for both historical and projected data. Job postings are a good indicator of employer demand for particular occupations. Today s technology makes it possible to analyze online job postings using artificial intelligence, which can spider (collect) information, eliminate duplicate records, and categorize data for analysis. This information helps answer the what, where, and who of demand within a matter of hours of an actual posting being made essentially in real-time. The tools used to gather real-time demand data included in this report have been validated with employer groups across the region. Although not every job is posted online, a great majority 5 are, allowing for robust analysis. Please refer to the data notes section for more details about how employer job postings are compiled. PROJECTIONS Those who care about talent in the workplace naturally care about projections: How many jobs will be needed in what areas and when? However, many projections are made using historical employment data. Very often this data can be one-to-several years old. Moreover, recent employment data reflects anomalies in the region s economy, brought on by the recent recession. WIN carefully reviewed possible projections for employment using historical data and found them frequently in direct contradiction with current trends in job postings. As such, detailed projections data are not included in the report, although high-level summary projections are included in the quick facts sections of the regional cluster analyses. While history can be a good indicator of the future, it is not necessarily a predictor of it, and future-looking employment projections should always be taken with a grain of salt. OCCUPATIONAL VS. INDUSTRY CLUSTERS In most cases, statistics in this report refer to employment and demand in an occupational cluster versus and industry cluster (where this is not the case the report makes the appropriate notation). Occupational employment and demand look at various job activities regardless of the industry in which they are performed. For example, information technology workers may have jobs in traditional IT firms, but they also may work in health care, financial services, or other industries. Also, while health care professions (e.g., nursing and hospice workers) may make up the majority of jobs in the health care industry, there also are high proportions of information and financial clerks, administrative staff, etc. The report focuses on talent needs in the region, so it is important to target job skills and function (the occupation), rather than the type of employer that makes the job possible (the industry). LABOR SUPPLY Information about the supply of available talents is limited. While it is possible to measure the number of people employed in a particular occupation, it is more challenging to understand the number of people with an actual interest in (and readiness for) working in a field. The report uses sources to identify trends that affect talent supply (like graduation or degrees completed), as well as programmatic data (from the Michigan Works! Agencies) about people being trained. In addition, information from CareerBuilder, which aggregates data from resumes of those who use the CareerBuilder job board, makes it possible to identify the relative volume of supply of talent for occupations that are posted on the site. However, not every occupation relies on the site equally, nor does every jobseeker. The CareerBuilder data offers a loose estimate for measuring talent supply when exploring certain occupations. Please see the data notes for more information about this source. QR Codes For more information, scan the QR codes with your smart phone QR code reader app. 4 See data notes section at the end for a full listing of definitions and sources. 5 Burning Glass estimates approximately 70% of jobs are posted online. 5

6 PART ONE: REGIONAL TALENT OVERVIEW

REGIONAL WORKFORCE SUMMARY & HIGHLIGHTS Southeast Michigan is a sizeable, diverse region. The geography identified for this report, and for the partners in the WIN region, is reflective of the regional labor shed (where people live, work, and play). Southeast Michigan comprises nine counties: Genesee, Livingston, Macomb, Monroe, Oakland, Shiawassee, St. Clair, Washtenaw and Wayne. The region is home to almost 5.2 million residents, 52.4% of the state s population. Over the last five years, the region s population declined by 2.3%, while the state population declined 1.4% 6. The region is home to a labor force 7 of roughly 2.4 million individuals. Of these, 90% work within the 9-county area, with the remainder holding jobs outside of the area 8. Another 10% of workers flow in and out of the nine counties to work. The average Southeast Michigan resident s commute is fewer than ten miles. Southeast Michigan wants to work smarter. WIN is providing data on the number and types of jobs available in Southeast Michigan and the talent with the education and experience to fill them over the past five years. The following highlights important information and trends gleaned from the analysis of numerous data sources: The Southeast Michigan economy is beginning to show clear evidence of recovery including a declining unemployment rate and slowly growing employment rate. Substantial talent shortages are expected in the areas of information technology, advanced manufacturing, and health care. A declining labor force may be partially to blame, but other factors include insufficient numbers acquiring the necessary skills, education and experience to support these critical fields, which are growing at extremely rapid rates. Average earnings per worker in 2012 were $53,166 in Southeast Michigan, 104% of the national average. In terms of employment, males, African-Americans, and those with limited prior work experience were hit harder by the recession than other groups. The region s aging workforce, particularly in some specialty areas, could exacerbate talent shortages. Further, as older workers have stayed in jobs longer and overall work opportunities have diminished in the region, youth have found it harder than ever to obtain work, regardless of their future educational aspirations. This will make it harder for them to fill the shoes of their predecessors. Southeast Michigan is taking important action steps to ensure that talent aligns with growth. Community colleges and Michigan Works! Agencies provide custom training and traditional education that develop regional talent for today s jobs. Other key initiatives help attract and retain workers to the region. Regional cluster strategies in health care, information technology, and advanced manufacturing help engage all of the talent partners working hard to move skill, education, and experience levels in the right direction. While manufacturing is still the region s greatest economic driver and wealth creator, health care has overtaken manufacturing as the largest employer. The manufacturing cluster has experienced signs of growth, particularly in high tech areas such as engineering and software development, but it is unclear if lost manufacturing jobs will return to previous levels and will require much higher skill levels than ever before. Demand for mechanical engineers tops all other occupational demand in the region. Skilled trades demand in Southeast Michigan is among the highest in the nation. The health care cluster, the region s largest employer, has weathered the recession, and health care jobs have seen slow but steady growth. It is important to monitor demographic shifts like aging that could both impose greater demand on the system but also threaten its workforce. Information technology is the region s most rapidly growing occupational cluster. In the last five years, job postings for all regional IT occupations climbed 54.9% faster than many key technology hubs across the country, including Silicon Valley. Demand for software/application developers climbed 113.8%. Career and technical education programs, apprenticeships and internships are helping to fill talent gaps, but it is important to encourage ongoing investment and interest in programs that relate to the region s manufacturing base and underscore the intersection between information technology and other industries. Each government entity, employer, educational institution, jobseeker, and talent partner can take steps to create a more flexible and responsive talent system, including sharing information and working more collaboratively. 6 The demographic data in this report is compiled from several sources using a specialized process. Sources include U.S. Census Bureau annual estimates, birth and mortality rates from the U.S. Health Department, and projected regional job growth. 7 Labor force information was collected from the State of Michigan Data Explorer Unemployment Statistics (LAUS). Labor force includes both employed individuals, and unemployed individuals actively looking for work. 8 On the Map, analysis through the U.S. Census Bureau uses 2010 labor force and employment information. 7

Workforce Commuter Destinations by County County GENESEE LIVINGSTON MACOMB MONROE OAKLAND SHIAWASSEE ST. CLAIR WASHTENAW WAYNE Top Worker Destination (other than home county) Oakland County (13.8%) Oakland County (21.7%) Oakland County (28.1%) Wayne County (22.2%) Wayne County (20.7%) Oakland County (12.2%) Macomb County (22.5%) Wayne County (14.8%) Oakland County (18.9%) 2nd Worker Destination (other than home county) Wayne County (4.9%) Washtenaw County (17.6%) Wayne County (18.5%) Lucas County, OH (17.9%) Macomb County (7.8%) Ingham County (11.8%) Oakland County (13.5%) Oakland County (7.6%) Macomb County (5.8%) 3rd Worker Destination (other than home county) Ingham County (4.0%) Wayne County (13.1%) Ingham County (1.6%) Washtenaw County (7.8%) Washtenaw County (2.5%) Genesee County (11.6%) Wayne County (9.5%) Livingston County (9.5%) Washtenaw County (5.8%) GROSS REGIONAL PRODUCT Despite substantial changes in the regional economy in the last several years, traditional industries, like manufacturing, still play a critical role when it comes to prosperity and jobs. As the economy diversifies, other industry drivers, like health care and information technology, are becoming increasingly important. Southeast Michigan s Gross Regional Product (GRP is a combination of earnings, property income, and taxes on production) in 2011 was $212.9 billion 9 10 The leading driver of GRP, at 14% of the total, was manufacturing, despite recent historical struggles in this industry. The next leading drivers of GRP were professional, scientific, and technical services (11%), government (11%), and health care and social services (10%). WHERE PEOPLE WORK Southeast Michigan residents work in a variety of settings, industries, and occupations. Small businesses are by far the region s biggest employers. Health care is today s largest employer, although manufacturing remains strong, and information technology is rapidly emerging. Southeast Michigan is home to nearly 109,000 business establishments 11 that, in 2012, provided 2.7 million jobs. The concentration of business establishments has declined in Southeast Michigan compared to the rest of the state as a result of the recession. In 2002; 49.9% of the state s business establishments were located in Southeast Michigan. Today, it is closer to 45.6%. Many of the firms lost to the region were manufacturing-related or dependent on manufacturing. Although stage 1 firms (those with 2 9 employees) account for 54% of regional business establishments, they employ only 24% of the workforce. Stage 2 firms (those with 10 99 employees) account for 9% of establishments but almost 33% of employment. 12 Together, these small business groupings employ more than half of the region s labor force. The region s small businesses with fewer than 50 employees 13 are dominated by the retail trade and health care industries. Professional, scientific, and technical services, which are often engineering, designing, or computer/ information technology firms, are ranked third. REGIONAL CLUSTERS UNDERSTANDING CLUSTERS Since the start of 2012, WIN has examined regional jobs and talent using occupational clusters as the predominant lens. Instead of looking at talent around industries (types of firms), much of its research looks at occupations, and the skills, educational credentials, and experience needed to work in them. WIN research still examines industry data, as the health of companies can be useful for economic development purposes. However, shifting focus from industry to occupation is important as different types of occupations with extremely different skill sets may work within and across industries. For example, accountants, computer specialists, and engineers all may work in the manufacturing industry. By clustering occupations, the talent system can identify employer demand for particular skill sets across multiple industry types and develop a response through training and pipeline development to meet that demand. 8

WIN S THREE TARGETED CLUSTERS WIN targets three main clusters in its work and regional data analysis: health care (the region s largest employment occupation), information technology (the region s fastest growing employment occupation), and advanced manufacturing (the region s top contributor to Gross Regional Product). Top job occupations across the clusters include registered nurses, software developers for applications, and mechanical engineers. Nearly 40% of the region s top job demand is in WIN s target clusters. HEALTH CARE WIN s health care occupation cluster includes jobs related to health care support and practitioners. In 2012, occupational employment in health care reached 259,400 workers. That same year, there were approximately 29,800 online job postings for health care jobs. While demand for this cluster has grown (between 2007 and 2012, online postings climbed 28.6%), the ratio of postings to employment was the lowest of WIN s targeted clusters (approximately one posting for every ten current jobs 14 ). Intelligence gathered from employers points to stable but slow growth. Employers also indicate that many of their open job positions are not posted online. Growth in job postings for all regional IT occupations was 54.9% in the last five years, faster than many key technology hubs across the country, including Silicon Valley. For software developers of applications, growth in postings escalated 113.8%. Occupational demand for IT is fully integrated across several clusters and industries, driving employment demands in financial services, health care, manufacturing, etc. For example, nearly 20% of jobs posted related to information technology are posted by manufacturing employers. ADVANCED MANUFACTURING Jobs in the manufacturing industry can range from assembly and production, to skilled trades and technicians, designers and engineers, and even computer-related occupations such as software development. WIN considers multiple occupations in its advanced manufacturing cluster, grouped generally into engineering/designing occupations and technician/skilled trades 15 occupational sub-categories. Assembly jobs are not included in WIN s advanced manufacturing cluster. Computer related occupations are included in the Information Technology cluster 16. Employment for engineers and designers, a sub-cluster of advanced manufacturing, totaled 74,200 in 2012. Mechanical engineering led all job postings in 2012, and demand for all engineers and designer positions in 2012 reached nearly 27,900 online job postings. This sub-cluster saw high proportional demand, as the ratio of postings to employment was more than one posting for every three jobs (37.6%), indicating strong potential employment growth. Southeast Michigan has more demand for skilled trades labor, such as CNC machinists and welders, than almost anywhere else in the country (demand increased sharply from 2010-2011). Total employment for the skilled trades and technicians sub-cluster reached 105,900 in 2012. In the same year, there were approximately 15,100 online postings, producing a ratio to employment of nearly three postings for every 20 jobs (14.2%). Registered nurses are consistently one of the top three occupations in demand for the region. INFORMATION TECHNOLOGY Information technology jobs include occupations that are associated with entry level, technical, and professional careers related to the design, development, support and management of hardware, software, multimedia, and systems integration services. Top jobs in this cluster include computer support specialists, computer systems analysts, and software developers for applications. While the information technology cluster does not currently meet the employment levels of the other clusters, it is quickly growing. In 2012, total employment in information technology occupations reached 69,500, yet job postings in 2012 reached 40,400. That represents more than one posting for every two jobs in the occupation. Taking into account all advanced manufacturing occupations, in 2012 there were 180,100 individuals employed in this field. Online job postings for these jobs reached 42,950, bringing the ratio of postings for employment to nearly one posting for every four jobs (23.8%). 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Health care Information technology Engineers and drafters Skilled trades and technicians 2012 SE MI cluster demand/ employment 2012 employment 2012 job postings 9 EMSI complete employment 2012.4. 10 Gross Regional Product is a measure of the size of the economy. It is measured by the market value of all final goods and services produced within a metropolitan area in a given period of time. 11 EMSI complete employment 2012.4. 12 Source: Your Economy.org 13 BLS County Business Patterns, 2010. 14 Current jobs refer to jobs in the occupational cluster, not in the health care industry. 15 Current jobs refer to jobs in the occupational cluster, not in the health care industry. 16 Current jobs refer to jobs in the occupational cluster, not in the health care industry. 9

10 MUCH OF WIN S RESEARCH LOOKS AT OCCUPATIONAL DEMAND, AND THE SKILLS, EDUCATIONAL CREDENTIALS, AND EXPERIENCE NEEDED TO WORK IN THEM.

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TOP 25 JOBS POSTED IN 2012 WERE: 1. Mechanical Engineers 2. Registered Nurses 3. Software Developers, Applications 4. Sales Representatives, Wholesale & Manufacturing ( Except Technical and Scientific Products ) 5. Retail Salespersons 6. Computer Programmers 7. First-Line Supervisors of Retail Sales Workers 8. Customer Service Representatives 9. Heavy and Tractor-Trailer Truck Drivers 10. Computer Systems Analysts 11. Information Technology Project Managers 12. Maintenance and Repair Workers, General 13. Electrical Engineers 14. Executive Secretaries and Executive Administrative Assistants 15. Sales Managers 16. Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 17. Commercial and Industrial Designers 18. General and Operations Managers 19. Accountants 20. First-Line Supervisors of Production and Operating Workers 21. Human Resources Specialists 22. Laborers and Freight, Stock, and Material Movers, Hand 23. Industrial Engineers 24. First-Line Supervisors of Food Preparation and Serving Workers 25. Computer User Support Specialists UNEMPLOYMENT & EMPLOYMENT Throughout Michigan, the changing economy has meant upheaval for many individuals. Unemployment levels have ebbed and flowed. The state s unemployment is the 7th highest in the nation at 8.9% 18. Alternative measures 19 of unemployment that take into account discouraged, marginally attached, and involuntary part-time workers 20 show that Michigan has the 6th highest rate (16.6%) in the country. In Southeast Michigan, recent declines in unemployment have been affected substantially by a decrease in workers actually looking for work in the region. The good news is that employment is on the rise, although, if people re-enter the workforce because of a stronger job market, we could see the unemployment rate begin to rise again. Countering this dynamic could be an increasing number of retirements or other factors resulting in more people leaving the labor force. In November 2012, Southeast Michigan was home to 2.2 million employed workers and 218,000 unemployed residents (for a combined labor force of 2.4 million). 21 Among the industries 22 in which people previously worked, manufacturing unemployment was highest at 12%, followed by retail trade then health care and social assistance (both at 10%). Individuals with no previous work experience or unspecified experience faced unemployment at levels higher than any industry (16%). Southeast Michigan s unemployment rate rose sharply during the 2009 recession to 16.3% in August of that year. By December 2012, it had dropped more than seven percentage points to 9.1%. While many regions were affected by the 2009 recession, the national unemployment rate never rose above 10.6% 23. In December 2012 the national rate was 7.8%. Since January 2009, the number of unemployed individuals in Southeast Michigan has dropped by 33.5% (111,100 individuals). The last time regional unemployment was below 8.0% was in June 2008. COUNTY VARIANCE IN UNEMPLOYMENT Unemployment levels across the region have varied over the last five years: For example, unemployment rates in 2012 improved over their 2008 levels (prior to the heart of the recession in 2009 2010) for Genesee, Monroe, Shiawassee, and Washtenaw counties. However, 2012 unemployment rates were still higher than their 2008 levels in Livingston, Macomb, Oakland, and Wayne counties. All Southeast Michigan counties have seen improvement in their unemployment rates since 2009 2010 levels. In Southeast Michigan, despite lower unemployment, the number of people employed (with jobs) has not gone up so dramatically. The number of individuals employed dropped at approximately the same rate as the labor force (1.9%) between 2003 and 2007. Yet in 2008 and 2009, the number of individuals employed dropped 9.6%. Since the employment low of January 2010, Southeast Michigan has increased employment by 86,500 jobs, or 4.1%. 12

2008 (October) 2009 (October) 2010 (October) 2011 (October) 2012 (October) GENESEE 9.9% 13.7% 11.9% 9.4% 8.1% LIVINGSTON 7.1% 12.3% 10.4% 8.3% 8.1% MACOMB 9.4% 16.0% 12.8% 10.5% 10.3% MONROE 8.5% 13.0% 10.1% 8.2% 6.6% OAKLAND 7.6% 13.9% 11.5% 9.2% 9.% SHIAWASSEE 9.7% 13.4% 10.7% 8.9% 7.7% ST. CLAIR 11.2% 17.0% 13.3% 11.4% 11.3% WASHTENAW 5.8% 8.3% 7.0% 5.7% 4.6% WAYNE 10.7% 16.5% 13.6% 11.7% 11.8% SOUTHEAST MI 9.1% 14.8% 12.1% 10.1% 9.8% The size of the labor force (the number of people employed or unemployed but looking for work) has been dropping since before 2002: Then it was nearly 2.7 million people, and in 2012 it was approximately 2.4 million people. The recession accelerated the regional labor force decline, as people stopped looking for work or moved out of the region. Labor force numbers were decreasing slightly (1.9%) during the early part of the decade. But during the last five years, the rate of decline tripled to 6.1% (employment dropped 7.3% during the same time period). The majority of labor force changes occurred between 2008 and 2010, though the region s labor force continued to decline slightly (less than 0.1%) between 2011 and 2012. 2,800,000 Unemployment rate by county Employment and labor force in Southeast Michigan Labor force Employment EMPLOYMENT AND % THE LABOR FORCE17 Unemployment rate is the percentage of the labor force that is unemployed but actively seeking employment and willing to work. Changes in the rate are often pointed to as indicators of growing or weakening economies. Yet the numbers of employed or unemployed individuals are not the only drivers of unemployment rate. Since the rate is dependent on the number of people actively seeking work, the rate is affected by population fluctuations and changes in job-seeking behavior. Even if the number of people employed remains steady, future changes in the unemployment rate may be affected by more people joining the labor force with renewed hope of finding a job (the unemployment rate would tick upward). Alternatively, as people retire and leave the labor force the unemployment rate could decrease. Retirees would open up new demand for talent, without necessarily increasing the number of people employed. Employment represents the number of people currently working part-time, temporarily, and full-time. Please see the data notes section for full definitions of employment, unemployment, labor force, and other statistics found in this report. 2,600,000 2,400,000 17 Employment and labor force numbers including the ones by age and educational attainment come from the U.S. Census Bureau s Longitudinal Employment Household Dynamics Quarterly Workforce Indicators (QWI) unless otherwise noted. 18 Seasonally adjusted rate December 2012. 19 Alternative measures of unemployment by state come from the U.S. Bureau for Labor Statistics LAUS. http://www.bls.gov/lau/stalt.htm 2,200,000 2,000,000 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 20 Alternative measures include different levels of unemployment. Discouraged workers include those that are no longer in the labor force, but looked for work in the last 12 months. They have not searched for work in the past four weeks for the specific reason they believed there was not work for them. Marginally attached workers include discouraged workers, but these workers stopped looking for work for any reason. Involuntary part-time workers are those that work less than 35 hours per week, are available to work more, but cite economic reasons (such as cut-backs or unable to find full-time work) as the barrier to full time employment. 21 Data acquired from the State of Michigan Data Explorer Unemployment Statistics (LAUS). 22 Unemployment by industry refers to business industry, not the occupation or job function previously worked by the employee. 23 According to the U.S. Bureau for Labor Statistics, the non-seasonally adjusted national unemployment rate reached 10.6% in January 2010. 13

RACE & EMPLOYMENT The recession hit certain populations harder than others. African Americans saw a greater drop in employment than other races 24. Even though employment for all workers dropped -18.2% between 2002 and 2012, employment for African Americans experienced the highest percentage drop (-22.9%). The total number of employed African Americans fell by almost 91,100 (from 397,300 to 306,200). White Americans also showed substantial employment declines (-18.1%), from 1.87 million employed to 1.54 million, a decrease of 338,900. Asian Americans were the only group where employment levels did not change. Employment dropped by only 400 workers (less than one percent), from 68,700 to 68,300 during this time period. For all other races (American Indian, Alaska Native, Native Hawaiian, and more than one race combined), employment dropped by 6.2% (from 36,200 to 33,900 workers). A corollary to disproportionate decrease in minority employment is sharp unemployment in the region s urban cores, where high concentrations of minority populations live: for instance, unemployment rates 25 in Pontiac, Detroit, and Flint reached 33.8%, 27.8%, and 26.5%, respectively, in July 2009. Contributing factors to higher than average unemployment rates in urban core areas is higher job opportunity loss. Businesses in these cities tend to be disproportionately connected to the manufacturing industry, which contributed to the decline in the number of private business establishments. In addition, residents are more likely to have low incomes and have less access to transportation to find work outside the city. GENDER & EMPLOYMENT In Southeast Michigan, the workforce is 51.0% male, 49.0% female. Proportionately, there are more women working in the region than in other places. Nationally, the workforce is comprised of 52.2% males and 47.8% females. Ten years ago, the total number of employed males was 763,550. The number of employed females was 725,700. There were 38,000 more male workers than females. This changed between 2008 and 2012, when males experienced disproportionately more job losses. In the first quarter of 2009, male employment dropped by 73,000 (-10.3%) 26. Manufacturing and construction jobs, hit hardest by the recession, are disproportionately held by males, whereas jobs in health care, which stayed relatively stable through the recession, are often held by women. Manufacturing and other employment typically held by males recovered after 2010, and by 2012 27, male employment once again increased above female employment. In 2012, average earnings for males were $66,000, 107% of the national average. Average earnings for females were $39,800, equal to the national average. This dynamic females earning less than men yet making up an almost equal and sometimes higher proportion of the working population poses negative pressure on average household income. DEMOGRAPHIC TRENDS Since 2009, the regional employment picture seems to be improving, but changes in the economy have shifted working demographics. In particular, older workers are staying on the job longer, making it harder for younger workers to enter employment. AGING WORKFORCE The Detroit metro 28 area was one of a handful of regions across the country to lose population over the last ten years, according to the 2010 Census 29. It also is one of the oldest large metro areas, with 13.2% of the population over the age of 65 30. 400,000 300,000 200,000 100,000 Southeast Michigan employment by age 0 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 Between 2002 and 2012, employment 31 rose for older workers over the age of 55 by 25.2% (76,100 new workers employed) while employment for younger workers between ages 14 and 24 dropped by 24.5% (85,400 fewer workers employed) 32. In fact, workers over the age of 55 were the only age group that increased employment between 2002 and 2012. By 2020, the retiree population is expected to increase by 23.8% 33, but with younger workers struggling to enter employment, they may face difficulty gaining the skills and experience needed to fill critical jobs. Occupational Cluster Older adults Youth % of Workforce Over the Age of 55 ENGINEERS/DESIGNERS 8.90% TECHNICIANS/SKILLED TRADES 20.30% TOOL AND DIE 26.00% INFORMATION TECHNOLOGY 17.20% HEALTH CARE 20.00% REGISTERED NURSE 24.30% 14

Occupations that have a higher proportion of older workers are expected to be affected more by changing demographics than others. For example, 20.3% of skilled trades/technicians jobs are currently filled by workers over the age of 55. For some of the jobs, like CNC operators and welders, the workforce is younger (only about 11.8% of the workforce is over the age of 55). But more than one quarter of the tool and die makers in the region are over age 55. This is not unique to the area. In fact, Chicago, Cleveland, and Houston all have a higher percentage of skilled trade/technician workers over the age of 55. Demand is increasing for workers with the right skills. In 2012, Southeast Michigan had the highest number of skilled trade job postings in the country, around 2,000 each quarter. Despite such high demand for these workers, young people seem reluctant to enter them or unaware of opportunities. The potential for an even larger talent shortage in this area is high. Current high demands, combined with a retiring workforce, could ultimately affect productivity and economic competitiveness if not addressed. Registered nursing is another area greatly affected by an increasingly older workforce. While roughly 4,000 nurses graduate from Michigan schools every year, these younger, inexperienced workers do not meet the skill and experience requirements that certain specialties require, like operating or emergency room nurses. Age and experience levels for nurses in these specialty areas exceed the average, and health employers are looking for creative ways to ensure that pipelines continue to fill these positions. SINCE 2009, THE REGIONAL EMPLOYMENT PICTURE SEEMS TO BE IMPROVING. Southeast Michigan education level of the employed 32.3% 32.7% 26.3% 24 Quarterly Workforce Indicators. Note: This data source does not include a Hispanic worker category. 25 City unemployment data comes from the Bureau for Labor Statistic s Local Area Unemployment Statistics. 26 Quarterly Workforce Indicators. Data availability is limited and stops at Q4 2011. 27 2012 employment by gender information retrieved from EMSI complete employment. 28 Data available for the Detroit-Warren-Livonia Metropolitan statistical area only, which covers six counties: Lapeer, Livingston, Macomb, Oakland, St. Clair, and Wayne counties. 29 Data covers 50 largest metro areas. http://www.census.gov/compendia/statab/2012/tables/12s0021.pdf 30 U.S. Census Bureau. http://www.census.gov/compendia/statab/2012/tables/12s0022.pdf 31 Quarterly Workforce Indicators. 32 A total of 378,149 individuals over the age of 55 were employed as of Q1 2012. A total of 262,917 individuals between the ages of 14 and 24 were employed as of Q1 2012. 33 Demographic data was collected from EMSI. 8.7% Less than high school High school or equivalent Some college or associate degree Bachelor degree or above 15

EDUCATION ATTAINMENT The recent economic crisis resulted in the permanent loss of thousands of lower-skill jobs that may not be recovered in areas like manufacturing, retail trade, and several other industries. The jobs that replace them (such as information technology, business and financial services, and engineering) tend to be skill-intensive and will require that workers be prepared much differently than they are today. In fact, some experts predict that by 2018, 63% of job openings nationwide will require at least some college education, up from 56% in 1992 34. Moreover, there are distinct benefits to individuals and the economy as a result of higher educational degree attainment: for example, workers are likely to earn more 35 and retain their jobs in the midst of economic crisis. In Southeast Michigan, a college education could mean the difference between having a job or not 36. Sixty-five percent of employed individuals in the region have at least some college. Regardless of employment, only 35.9% of the region s workforce (over age 25) holds a college degree 37. Another 24.1% has taken some college coursework. The region lags behind other large cities, like Chicago, where 40.2% of the workforce holds a college degree. There is variability in college attainment across the nine counties. A higher proportion of Oakland and Washtenaw county residents hold college degrees. For students in some urban areas, completing college is difficult. In Detroit, Flint, and Pontiac, high school dropout rates are almost double the rates statewide. Though a high proportion of students are enrolling in college after high school graduation, more than 50% of students from Detroit and Pontiac must take remedial coursework, making them much less likely to complete college credits and graduate with a college degree. In addition to higher wages and better employment outcomes for individuals, more degree attainment means greater economic returns for the region. A report from the Talent Dividend estimates that if the city of Detroit could increase its percentage of degree holders by 1% (29,700 additional graduates), the region would capture $3.4 billion in wage earnings and related tax receipts 39. Efforts by groups such as the Michigan College Access Network, Detroit Drives Degrees, community colleges, universities, and Michigan Works! Agencies are trying to make college and skills attainment a reality for more students. Percentage of Population with a College Degree SOUTHEAST MI 35.60% GENESEE 21.20% LIVINGSTON 40.10% MACOMB 30.90% MONROE 25.80% OAKLAND 49.70% SHIAWASSEE 24.50% ST. CLAIR 24.90% WASHTENAW 58.00% WAYNE 27.40% DEGREE COMPLETION In 2011, there were 74,000 degree completions 40 from Southeast Michigan Institutions 41. The top field for degree completions was health professions and related programs (18,000), followed by business/ management/marketing and related support (10,600). Together, engineering and engineering-tech and related fields had a total of almost 8,500 completions. The number of community college graduates has nearly doubled over the past ten years, and students are becoming more focused in their studies. In 2000 01, 41% of students (2,600) graduated with some sort of associate s degree in a general studies program (liberal arts and sciences, general studies, or humanities), compared to about 25% (4,600) in 2010 11. Of 2010 11 graduates who pursued a more focused program of study, 24% (4,400) focused on healthprofessions and related programs (associate s degrees and certificates) and 9% (1,700) focused on business management, marketing, and related support services. Surveys taken six months post-graduation provide insight on student opportunities during a difficult economic time. Of the students who graduated with an associate s degree or certificate 42, 45.2% were employed full-time, 20.3% were employed part time, 13.0% were unemployed and seeking work, and 7.4% were unemployed but not seeking work. Slightly over half of the survey respondents reported continuing their education post-graduation (50.6%). Only 37.7% of respondents reported employment in a job related to their program of study. 34 Help Wanted: Projections of Jobs and Education Requirements Through 2018. Anthony P. Carnevale, Nicole Smith, and Jeff Strohl. The Georgetown University Center On Education And The Workforce. http://www9.georgetown.edu/grad/gppi/hpi/cew/pdfs/fullreport.pdf 35 The College Payoff: Education, Opportunity and Lifetime Earnings. Anthony P. Carnevale, Stephen J. Rose And Ban Cheah. The Georgetown University Center On Education And The Workforce. http://www9.georgetown.edu/grad/gppi/hpi/cew/pdfs/collegepayoff-complete.pdf 36 Data comes from USU.S. Census Bureau s Quarterly Workforce Indicators. 37 EMSI complete employment 2012.4. 38 Each ACT College Readiness Benchmark is the minimum score required on that multiplechoice ACT test English, Math, Reading, or Science for a student to have a high probability of success in a related first-year, credit-bearing college course: English Composition, College Algebra, a social science course, or Biology. A student who meets a Benchmark has approximately a 50 percent chance of earning a B or better and approximately a 75 percent chance of earning a C or better in the corresponding course. ACT College Readiness data are based on ACT administrations completed during the Michigan Merit Examination in the spring of grade 11. Student re-tests are not included. For more information about the ACT benchmark, please see MI School Data: https://www.mischooldata.org 39 CEOs for Cities Talent Dividend. http://www.ceosforcities.org/city-dividends/talent/ 40 The completer s data in this report is taken directly from the national IPEDS database published by the U.S. Department of Education s National Center for Education Statistics. Data were aggregated by Economic Modeling Specialists, Inc. 41 Degree granting institutions include: Baker College, Cleary University, Concordia University-Ann Arbor, Cranbrook Academy of Art, Eastern Michigan University, Henry Ford Community College, Kettering University, Lawrence Technological University, Macomb Community College, Madonna University, Marygrove College, Michigan School of Professional Psychology, Monroe County Community College, Mott Community College, Oakland Community College, Oakland University, Rochester College, Schoolcraft College, St Clair County Community College, University of Detroit Mercy, University of Michigan- Ann Arbor, University of Michigan-Dearborn, University of Michigan-Flint, Walsh College, Washtenaw Community College, Wayne County Community College District, and Wayne State University. 16

EXPERTS PREDICT THAT BY 2018, 63% OF PHOTO JOB OPENINGS HERE. NATIONWIDE WILL REQUIRE AT LEAST SOME COLLEGE EDUCATION. 17

YOUTH EMPLOYMENT The Great Recession of 2009 has had a tremendous effect on youth employment. As older workers (over the age of 55) have stayed in jobs longer 44, and overall work opportunities have diminished in the region, youth have found it harder than ever to obtain work, regardless of their future educational aspirations. Over the past 10 years, youth (ages 14 24) employment has dropped (-24.5% and 85,400 jobs) almost proportionately to the older worker (over age 55) employment increase (25.2% and 76,100 jobs). The region s youngest workers, ages 14 18, had the highest decline in employment at 51.7%. The issue of younger workers not gaining early work experience is a critical factor for future employment and wage earnings. See the related graph on page 12. In Michigan, 16 different career clusters exist, including business (one of the most popular programs), health care, production (like welding), engineering or designing, information technology, and agriculture. Data from the Michigan Department of Education shows growth in CTE program enrollment across the state. In Southeast Michigan this has been the case for both health care and IT programs. IT programs are newer, but enrollments have grown quickly and are now more than 3,000 students. Manufacturing does not appear as popular to high school age students, and CTE manufacturing programs have experienced declines in enrollment, despite extensive demand for skilled workers in the region. Across the country, the number of disconnected youth those who are not in school or employed is on the rise. A recent report by Measure of America 45 looks at disconnected youth in the top 25 largest metro areas. The Detroit metro area ranks as the 3rd worst metro area in number of disconnected youth, with more than 17% of youth not in school and not working. One in four African American youth is neither in school or working. Though disconnection has a strong correlation to household poverty rates and educational levels, it seems that the region s diminished employment opportunities are affecting youth disconnection the most. At 30%, youth unemployment in the Detroit metro area is the highest of any large metro area in the country. CAREER PIPELINES Students Enrolled 8000 6000 4000 Career and technical education enrollment in Southeast Michigan 2012 2006-2007 2007-2008 2008-2009 2009-2010 2010-2011 1.5% 23.8% Changing demographics, shifting talent needs, and the importance of engagement and connection to the workforce underscores the importance of ensuring that young people, transitional workers and others have opportunities to gain muchneeded skills and experience. Career and Technical Education (CTE) programs, apprenticeships, internships, and other experiential learning opportunities help achieve this. 2000 0 82.8% Information Technology Advanced manufacturing Health care CAREER AND TECHNICAL EDUCATION CTE programs provide high school instruction, teaching students skills in a specific career cluster. Courses provide students with awareness about potential fields of study, knowledge of required education and experience, new and improved technical and soft employability skills, and motivation to start down a pathway. Most programs offer early college credit opportunities to provide a seamless transition to postsecondary education. APPRENTICESHIPS Registered apprenticeships offer a combination of structured on-the-job training and technical instruction in high-demand, skill-intensive occupations. Industry standards drive apprenticeship training, with an industry partner or program sponsor determining necessary skill requirementsr 47. 18

The U.S. Department of Labor recognizes more than 900 apprentice classifications and Michigan has almost 1,200 registered programs and 11,400 apprentices. Michigan ranks within the top third of states for number of programs and apprentices. Community colleges and Michigan Works! Agencies can help employers and jobseekers take advantage of apprenticeships. Over the last several years apprenticeships have been losing popularity as an educational pathway, with declining programs and enrollees. Coming out of the recession in 2012, Michigan saw an uptick of both: A total of 75 new programs and 3,060 new apprentices started working across the state, primarily in manufacturing and construction. INTERNSHIPS Intern in Michigan is a web site that matches students to employers based on skills, interests and requirements. The Intern in Michigan technology ensures that the candidates are well-suited for their experiential learning opportunities. This supports effective internships and streamlines the hiring process, saving employers time and money. While many internships take place informally and through other mechanisms, the Intern in Michigan site alone has allowed more than 1,000 Michigan businesses to post nearly 3,400 internship opportunities in 2012. More than half of these were opportunities with small businesses. More than 14,000 internship seekers have visited the site, and though students were able to choose more than one area of interest, about half indicated interest in an internship related to health care, 38% in engineering designing and utilities, and 35% in computer and information sciences 48. WORK EXPERIENCE & CAREER EXPLORATION Job awareness also is a focus of initiatives and pilot programs in the region. Work experience placements for youth play a role in promoting jobs that youth may not have thought to pursue in advanced manufacturing and technology. For example, Southeast Michigan Community Alliance s workforce investment youth program is conducting advanced manufacturing career exploration, focusing on CNC and welding positions. In this pilot program, youth receive real-time data on job availability, wages, training, etc., and tour worksites to see the environment and people working in advanced manufacturing positions. Each of the region s Michigan Works! Agencies provide youth employment experiences for qualifying individuals. TALENT DEVELOPMENT In addition to looking towards the future, WIN is working with partners across the region to build or better align programs with the skill sets that employers need right now. As technology changes and demographics of the community shift, employers need new skill sets, and jobseekers need the right opportunities to acquire them. TRADITIONAL & CUSTOM TRAINING AND EDUCATION When it comes to the changing needs of the regional economy, Southeast Michigan community colleges and workforce development agencies, called Michigan Works! Agencies (MWAs), are able to develop and provide custom training to meet employer needs across a diverse range of fields, for example: hospice care and assisted living, electronic medical records,.net web development, ios application development, computer number control (CNC) machining using alternative materials, welding for military specifications, emergency responder protocols for electronic vehicles, and much more. 2012 intern in Michigan postings and searches Skill Set Categories in Southeast Michigan Posted Opportunities Students Looking for Opportunities COMPUTER, LIBRARY & INFORMATION SCIENCES 1,194 3,498 CONSTRUCTION & MANUFACTURING 79 1,269 ENGINEERING, DESIGNING & UTILITIES 1,048 3,620 HEALTH PROFESSIONS & RELATED CLINICAL OCCUPATIONS 235 5,406 42 Data is based on 2009 10 and 2010 11 post-graduation surveys taken between 3 15 months after graduation from regional community colleges. The time period between graduation and survey response varied by college, with a majority of colleges requesting and receiving responses approximately six months post-graduation. Community colleges contributing to this report include Macomb Community College, Monroe County Community College, Mott Community College, Oakland Community College, St. Clair County Community College, and Washtenaw Community College. Respondents in active military duty at the time of the survey have been included as employed, full-time. Apprenticeships are included in survey results in varied manners by college, therefore, apprenticeships may be included as continuing employment or employed. 43 See data notes for definition. 44 Employment for older workers has risen 25% in the last ten years. 45 http://www.measureofamerica.org/one-in-seven/ 46 The Measure of America research defines the Detroit region by the 6-county Detroit-Warren-Livonia metropolitan statistical area. Youth statistics from this report reflect that geographic area only. 47 http://www.doleta.gov/oa/apprenticeship.cfm 48 Students may indicate more than one interest. 19

The community colleges and Michigan Works! Agencies help to ensure that students and workers obtain the skills and credentials needed to function and excel in today s ever-changing workplace. This includes education for new students and continuing education and professional development for those already on the job (or looking to find or change a job). In the program year 2011 (July 1, 2011-June 30, 2012), the seven Michigan Works! Agencies in Southeast Michigan registered more than 6,400 individuals in training programs, 23.7% of whom were employed. Approximately 60% of those served were in technical and scientific fields, and a very high proportion (nearly 90%) received a certificate or educational credential for their training before exiting the system. Of the thousands of participants who exited the system, 74.6% regionwide 49 secured employment as a result of their training. Credentials That Work is a new effort to help education and training providers align their programs with employer demand. WIN partners (and other institutions around the state) are using new technology and data tools to understand what online job ads are seeking, and then validating their research with employers. This effort provides practical guidance, support and experience related to integrating recently available tools and information into the curriculum design and planning process. IMMERSIVE EXPERIENCES Employers are taking training and experience seriously. Piloted by private industry 50, and developing into a public-private partnership, IT in the D integrates experiential learning and innovative thinking into its team-based, hands-on information technology training programs, which are held and delivered on-site in corporate settings. A unique feature of IT in the D is that it involves senior ranking directors or officers within the partner companies engaging directly with students, and corporate staff provide hands-on training and mentoring for participants. This helps grow confidence, familiarity with corporate settings, and new experiences using team-enhancing processes. To date, nearly 50 individuals mostly experienced technology workers and students have gone through the IT in the D program, with planning for future cohorts underway. (See interview to the right). EMPLOYABILITY SKILLS In 2012, the Southeast Michigan Council of Governments (SEMCOG) released a new report about non-technical employability or soft skills necessary for the workplace. The skills include personal traits like work ethic or judgment, learned academic skills such as basic reading, writing, and arithmetic, digital literacy, and life skills such as teamwork and time management. The report found that these skills are often overlooked, but can make a critical difference in getting and holding a job. Key recommendations from the report include emphasizing the connection of these skills along the learning continuum. MEET IAN KWIOTEK Ian is currently enrolled at Wayne State University and a recent graduate of IT in the D. WHAT ATTRACTED YOU TO IT IN THE D? Prior to IT in the D, I had not even considered employment within Detroit or the state of Michigan. Chicago, Seattle, or other known up and coming IT hubs seemed like the go-to place for employment. IT in the D opened my eyes to the growing IT industry within Detroit and the revitalization that is occurring downtown. It gives me great pleasure to know that my presence in Detroit can help to rebuild the city. IT in the D is an appealing program because it marries the technological revitalization within Detroit, a collaboration of companies at the forefront of this revitalization, and Michigan students eager to make a difference. The opportunity to experience [software] development at an enterprise level and work with agile methodologies is a great complement to a Computer Science degree. WHAT WAS THE MOST VALUABLE EXPERIENCE GAINED FROM THE PROGRAM? The ability to network with individuals and work well in a fastpaced, agile environment is the key to the success of any project. Additionally, I learned that success has to come from within. Barriers are put in place by your own doubt. If you believe in yourself and your team, the possibilities truly are endless. WHAT ARE YOUR ASPIRATIONS AND AMBITIONS FROM HERE? IT in the D opened my eyes to the growth that is occurring in Detroit. Through embracing technology and using it to automate everyday processes, we can make Detroit and Michigan much more efficient. Along with summiting Mt. Rainier, my future goals include obtaining my bachelor s degree in Computer Science and utilizing technology to build a more efficient future. The sky is the limit. 20

TALENT ATTRACTION Another strategy to help employers find the talent they need is direct promotion of the region as a friendly place for diverse audiences to live, work and play. Over 18 months, between 2011 and 2012 LiveWorkDetroit! brought together more than 2,300 college students or graduates for events to experience the opportunities Detroit has to offer. Post-event surveys suggested that 60% of employers made meaningful talent connections and 46% made job offers/plans to hire talent they met through the program last year. Additionally, 75% of student participants indicated that this program has increased their interest in living/working in Detroit after graduation. The Global Talent Retention Initiative of Michigan (GTRI) focuses on strengthening and diversifying Michigan s economy through the retention of top international talent. GTRI s goal is to provide international students and Michigan employers with training and resources on relevant immigration regulations, finding a job and working in Michigan, and the cross-cultural issues that both employers and international applicants may experience during the hiring process. In the short-term, the initiative is addressing the shortages in Science, Technology, Engineering and Math (STEM). Looking at those who are studying in the STEM fields and receiving advanced degrees, international students dominate enrollment and degree attainment. (More than 50% of PhDs and as many as 40% of master s degrees in the STEM fields are awarded in the U.S. to international students each year). Hiring global talent creates jobs: for every 100 H-1B work visas issued each year, 183 jobs are created. Looking just at STEM jobs, for every 100 H-1B work visas, 262 jobs are created. TALENT ATTRACTION & RETENTION More than perhaps any other region, Southeast Michigan is in the unique position to remake itself post-recession. For more years than residents care to remember, news about the region has been negative and unyielding. Yet there seems to be an interesting trend emerging more and more positivity coming from a region that is moving forward, not looking back. Talent partners are doing more to bring awareness to why the region is unique and the opportunity that can be found here. For example, Southeast Michigan s information technology fields are dynamic and unique to the rest of the country. A degree in a computer and mathematical field, such as software development, is in demand across several industries, and now a top in-demand job in the region. More than in other regions, IT workers in Southeast Michigan find jobs outside of IT firms, in manufacturing, health care, and finance. Not only can software developers find work in many different types of places, but the demand is on the rise faster in this region than virtually anywhere else in the country. For more information, see the information technology cluster section of this report. Several of the cluster strategy initiatives that WIN convenes incorporate a strong focus on marketing and branding the region to attract and retain talent: initiatives like Opportunity Detroit, launched by Quicken, and Imported From Detroit, launched by Chrysler, are very popular among stakeholders who want the message of opportunity and growth to penetrate young people (and their key influencers) and adults looking for career guidance. IF YOU BELIEVE IN YOURSELF AND YOUR TEAM, THE POSSIBILITIES TRULY ARE ENDLESS. 49 The actual percentage varies by agency. 50 The founding partners of IT in the D include Compuware Ventures, Quicken Loans, GalaxE Solutions, Marketing Associations, and Fathead, all Detroit-based technology companies. WIN is a nonprofit partner with the 15-member board working with firms to provide outreach and awareness to prospective students and offer résumé, job coaching and placement support to graduates. 51 Michigan Works! Agencies are the state s local workforce investment boards. 21

RECOMMENDATIONS & NEXT STEPS Changing demographics and rapidly developing technology means that the skills of today are likely to shift dramatically over time. The educational and training system needs to be flexible and responsive to those changes. Systems must evolve to support the transformation of teaching and learning to be fully responsive to the economy s evolving talent needs. Preparing, attracting, and retaining that talent is essential to accelerate economic growth and maintain prosperity. The region can do that in several ways: GOVERNMENT S CONTRIBUTION Collaborate more closely with local talent partners, including community colleges and MWAs 51 to maximize their expertise and increase the capacity and effectiveness of the talent system. Improve access to high-caliber employment history data, which can better inform policy and practice. Michigan needs to reduce the burden to access and improve the quality of its employment history data to the level now provided by many other states. Accelerate efforts to link the K-12 longitudinal data tracking system with the state workforce tracking system. Engage talent partners in the design of this process, and make the data easily accessible for analysis. Make state workforce data accessible and analyzable current technology changes have made this process even more difficult. Make it easier for young people to participate in career & technical education opportunities by removing nice-but-not-necessary education requirements that students face today. Support broader integration of real-time data into labor market information systems: make both the tools (and the techniques for using them) accessible to all. Continue to review and implement exemplary practices of other government peers, especially when it comes to developing or redesigning data systems intended to help talent partners better serve their customers. Align collaborative/economic development regions with talent regions so that these stakeholders can better collaborate: the talent regions are based on data and represent true economic areas. Accelerate the debate at the federal level regarding the reauthorization of the Workforce Investment Act (WIA), better coordination of all federal training programs, and appropriate funding levels needed to address the skills gap,accelerate the economic recovery and sustain prosperity. This discussion should include the business community, to respond to their needs for adequate funding for incumbent worker training, as well as the need to reduce unnecessary paperwork and reporting requirements. EMPLOYERS CONTRIBUTION Engage regularly with talent partners (educators, Michigan Works! Agencies, etc.) to guide them in best meeting immediate and future talent needs. Share data, help identify trends, etc. Provide input into the development of new (and revision of existing) education and training programs. Educate the public about the new and exciting opportunities for industry careers to help change misperceptions, especially among youth. Consider partnering with other firms that are developing experiential programs for workers and students. (Part of the solution to a talent gap faced in one industry may come from someone from another industry who just needs some practice in a new area.) Consider offering apprenticeships, where students and workers gain long-term exposure to an industry as they continue their education. Consider raising career awareness among young people and their influencers by offering internships and job shadowing. Urge company leaders to consider adopting a school, providing ongoing opportunities for young people to learn about industry job needs on an ongoing basis. Design work experiences that accommodate younger workers simultaneously participating in higher education learning programs. Explore how jobs might accommodate parenting schedules: running a 9-3 shift may allow some to work and make it home in time for the kids. Think also about alternative work arrangements for older workers. The mature workforce has an abundance of experience and expertise that employers need to aggressively recruit, train and accommodate (e.g. flex and part-time schedules, physical accommodations, etc.). Coordinate key details associated with job postings between HR departments and hiring managers. A Chief Information Officer may say that a college degree is not required, but is the HR department still screening candidates based on this credential? While certain job characteristics may be desirable, they may not be essential, and employers could be missing very capable candidates. Offer on the job training (an area Michigan Works! Agency and community college could help!). Take advantage of the resources and services available from the local workforce development agency (MWA) and community college. MWAs can assist with recruiting, screening, testing and training candidates for employment, and colleges are capable of offering custom training services at very competitive rates. Take workforce development planning seriously. WIN can help link employers to partners that are doing it well or with tools and resources that can help. 22

EDUCATIONAL INSTITUTIONS CONTRIBUTION Work more closely with talent partners and industry to ensure that practical learning and work experience opportunities for young people align with real industry demand. Engage young people and their influencers more directly in conversations about work and careers. Share data and information about what is really happening in the economy: WIN data can help dispel common myths about jobs in the economy. Encourage more young people (and their parents) to explore career & technical education, including manufacturing. Discuss with students the wide range of pathways to work, not just college. Teach SKILLS, not just degrees. Take steps to make sure that students understand the connection between education and careers (work with businesses to promote job experiences and awareness, work with the local MWA or community college to bring career counselors into the academic setting). Research shows that the better students understand this connection, the more likely they are to stay in and continue with their education. Engage in regional cluster strategy initiatives: once again, WIN can help! Partner with area community colleges, Michigan Works! Agencies, community organizations, and others, to help students understand the partners who can help them make important career choices and navigate their changing careers. JOBSEEKERS CONTRIBUTION Stop by and take the time to explore the resources and services available at the area Michigan Works! Agency Service Center. They can assist not only with job searches and career exploration, but they also work with many local employers to fill job openings. Become familiar with the area community college: even the most experienced and skilled of workers utilize the resources of these important institutions to update and upgrade their skills. Understand that no career pathway is linear: workers may spend time in life working, going back to school, working and going to school, not working and being an intern, etc. Jobseekers should stay connected to the job market and upgrade skills no matter what, ensuring better long-term career success. Do homework when exploring a new job: when encountering a job or career to pursue, jobseekers should understand the required skill sets and if there are available positions after training. Television shows and news stories may give some interesting ideas about work and learning that are not supported by the regional economy. TALENT PARTNERS CONTRIBUTION 52 Share information in this report. Help develop career pathway information to help students and jobseekers understand critical elements of the talent system. Partner with area schools and employers to help broker career awareness and exploration. Assist companies with succession planning and knowledge transfer of older workers. Modernize how to present and share information about the talent system: a web site is a front door, and if people do not like it, they will not go in. Consider a presence in the mobile app world. Many young people and those with limited resources have online access only through their smart phone. Emphasize training and education that explores how to be more tech savvy. Most employers are looking for workers online and expect them to be reachable and communicate online as well. Further, as noted throughout the report, technology is permeating every job cluster: digital literacy is becoming increasingly important. Participate in regional branding and career promotion and awareness strategies. Continue to partner and collaborate across the regional labor market. Advocate and promote offered services and resources, both from a policy standpoint but also to core customers, jobseekers, and employers. Work with other area talent partners to keep frontline staff apprised of regional data trends and happenings. Develop tools and processes for translating knowledge and information about employment and job growth in the region to jobseekers and others who can benefit from the information. Use this data (in conjunction with employer input) to design education and training programs and investment strategies. ADDITIONAL RESEARCH In future reports, WIN research may include topics such as: Further research/deeper dive into growing jobs Employment projections Hard-to-serve populations Long-term unemployment Self-employment 52 Talent partners include anyone who is assisting with or encouraging the development or acquisition of a skilled workforce. These could include colleges and universities, workforce development boards, economic developers, community-based organizations, business or industry associations, or employers. 23

24 PART TWO: OCCUPATIONAL CLUSTER REPORTS

UNDERSTANDING CLUSTERS Rather than focusing on talent demand within industries (types of firms), WIN generally emphasizes exploring talent demand based on occupations, including the skills, educational credentials, and experience needed to work in them. WIN research still examines industry data, as the health of companies can be useful for economic development purposes. However, shifting focus from industry to occupation is important as different types of occupations with extremely different skill sets may work within and across industries. For example, accountants, computer specialists, and engineers all may work in the manufacturing industry. By clustering occupations, the talent system can identify employer demand for particular skill sets across multiple industry types and develop a response through training and pipeline development to meet that demand. WIN S THREE TARGETED CLUSTERS WIN targets three main clusters in its work and regional data analysis: health care (the region s largest employment occupation), information technology (the region s fastest growing employment occupation), and advanced manufacturing (the region s top contributor to Gross Regional Product). Nearly 40% of the region s top job demand is in WIN s target clusters. UNDERSTANDING DEMAND VS. EMPLOYMENT Employment refers to actual employment numbers the number of people in jobs in targeted industries or occupations. Demand refers to statistics derived from employer job postings, which indicate the potential for employment but may or may not materialize into actual jobs. HEALTH CARE QUICK FACTS There were 259,400 health care professionals working in Southeast Michigan in 2012. There were 29,760 new health-care professional job postings in 2012. The relative demand-to-job ratio is approximately one posting for every ten jobs. Registered nurses are consistently one of the top three in-demand occupations in the region 53. The health care industry is the region s top employer industry (in 2012, it accounted for 310,000 of the region s jobs, including occupations not necessarily considered health occupations, like accounting, administration, etc.). Employment in the health care profession cluster (see data notes for specific occupations included in this definition) in Southeast Michigan grew 7.3% between 2008 and 2012, faster than the national average of 6.6% 54. Some projections estimate that employment of health care workers could grow 7.7% (by 21,100 workers) in the next five years (2013-2017). This is slightly lower than the national projected occupational growth rate of 8.7% 55. Nearly 43.8% of health workers are aged 45-64, meaning that many workers in this field are approaching retirement. Currently, 24.3% of registered nurses are age 55 56. In 2012, 88.3% of health care workers were female and 11.7% were male. In 2011, there were nearly 16,700 degree completions from Southeast Michigan institutions in health-related fields. The median earnings for health care occupations is $26.79/hour. The 10th percentile = $18.78; 90th percentile = $38.02. DEFINING THE HEALTH CARE CLUSTER WIN s health care occupational cluster includes jobs related to both practitioners and health care support. The health care cluster includes planning, managing, and providing therapeutic services, diagnostic services, health informatics, support services, and biotechnology research and development 57. In 2012, there were approximately 29,800 online job postings for health care jobs. The graph below reflects job posting trends and illustrates the differences in the year leading up to the 2009 recession and subsequent years. Year 2007 data is shown in blue: already, postings for health care workers were slowing. Though specific data is not available, the gap in the graph indicates a large drop in postings between the end of 2007 and the beginning of 2010 58. Between 2010 and 2012, job postings (shown in gold) increased. 8,000 6,000 4,000 2905 2,000 0 2007 Q1 3267 3467 Health care occupational demand 3134 925 2141 5189 3482 Q2 Q3 Q4 2010 Q2 Q3 Q4 Q1 6407 2011 Q1 6075 7284 6625 3861 7815 2007 trend 2010 2012 trend 6191 5246 Q2 Q3 Q4 2012 Q2 Q3 Q4 Q1 25

26 THE HEALTH CARE INDUSTRY IS THE REGION S TOP EMPLOYER INDUSTRY ACCOUNTING FOR 310,000 JOBS.

27

While demand for this occupational cluster has grown, and online postings climbed 28.6% between 2007 and 2012, the ratio of postings to employment was the lowest of WIN s targeted clusters at approximately one posting for every ten jobs. Intelligence gathered from employers point to stable but slow growth for the cluster. They also indicate that many of their open job positions are not posted online. The number of health care industry establishments in Southeast Michigan grew by 5.6% between 2002 and 2011, to 12,400 businesses. Southeast Michigan firms account for 56.8% of the health care businesses statewide 59 HEALTH CARE COMPARED TO OTHER REGIONS The location quotient for health care occupations (concentration of workers in the health care field) in Southeast Michigan is 1.27. This means that there is a slightly higher concentration of the number of individuals who are classified as working in health care in the region than in other parts of the country. (An average concentration of workers equals a location quotient of 1.) While the concentration of the healthcare workforce in Southeast Michigan is strong, it is still smaller than many comparable regions in the United States. This could change, however, as the growth in demand for talent, at 28.6% in 2012, exceeded other benchmarked regions with the exception of Atlanta 60. assistants (13,900 jobs) rounded out the top five employed health care positions for the cluster. RNs also dominated job posting demand, and accounted for roughly 8,800 Southeast Michigan job postings in 2012. Demand for registered nurses is about six times that of the next highest health care occupation (physical therapists). Nursing is a 24-hour profession that covers dozens of specialty areas, accounting for such demand in this field. It also requires substantial experience (often five years+) in key fields, making certain nursing specialties difficult to fill. Between 2007 and 2012, the number of job postings for nurses climbed 35.6%. Many comparison regions saw their demand for this occupation decline 62, allowing Southeast Michigan demand to approach other peer regions demand levels. Pharmacy aides, medical equipment preparers, and veterinary assistants and laboratory animal caretakers were among the health professions with the largest percentage decline in Southeast Michigan from 2008 2012 66. Registered Nurses Physical Therapists Number of Job Postings 60,000 50,000 40,000 30,000 20,000 10,000 0 Health care demand regional comparison 2007 2010 2011 2012 28.6% Southeast Mich 6.5% 16.4% Change 2007 2012 17.6% 18% 16.2% 51.4% Chicago Boston Houston Philadelphia Los Angeles Atlanta Licensed Practical and Licensed Vocational Nurses Medical Assistants Nursing Assistants Occupational Therapists Health Technologists and Technicians, All Other Pharmacists Medical Records and Health Information Technicians Home Health Aides Medical and Clinical Laboratory Technicians Health Diagnosing and Treating Practitioners, All Other Physician Assistants Top 15 health care jobs in demand in Southeast Michigan (2012) Shiawasee 224 Livingston 452 Genesee 2,306 Washtenaw 3,416 Monroe 517 Oakland 8,367 Wayne 11,154 Macomb 2,943 St. Clair 567 Health care job postings by county in 2012 JOB OPPORTUNITIES IN HEALTH CARE In 2012, registered nurses (RNs) were by far the most prominent health care occupation in the region, accounting for more than 56,000 jobs 61. Home health aides (30,270 jobs), nursing aides/orderlies/attendants (28,590 jobs), and medical Physical Therapist Assistants Nurse Practitioners 0 2,250 4,500 6,750 9,000 Job Postings 28

Top 10 Health Care Growth Occupations 2008 2012 2008 Jobs 2012 Jobs Change % Change MEDICAL TRANSCRIPTIONISTS 1,443 2,051 608 42% HOME HEALTH AIDES 23,803 30,270 6,467 27% MASSAGE THERAPISTS 4,540 5,619 1,079 24% HEALTH DIAGNOSING AND TREATING PRACTITIONERS, ALL OTHER 1,649 1,897 248 15% PSYCHIATRIC TECHNICIANS 526 598 72 14% DIAGNOSTIC MEDICAL SONOGRAPHERS 1,156 1,312 156 13% AUDIOLOGISTS 176 197 21 12% HEALTH CARE PRACTITIONERS AND TECHNICAL WORKERS, ALL OTHER 1,265 1,399 134 11% PHYSICIAN ASSISTANTS 1,937 2,136 199 10% VETERINARY TECHNOLOGISTS AND TECHNICIANS 932 1,023 91 10% HEALTH CARE EDUCATIONAL REQUIREMENTS AND SKILL NEEDS Pharmacists, occupational therapists, physical therapists, and registered nurses have the highest median earnings out of the top 15 most in-demand health care occupations. Percentile earnings can give clues to the variability of earnings based on skills, education, and experience levels within an occupation. For example, RNs at the 90th percentile make almost double compared to nurses at the 10th percentile level. Wages appear to be related to educational levels. Occupations with a 90th percentile wage (above $40.00/hr.) also have higher educational requirements for a bachelor s degree or higher for employment. Analysis of health care occupational postings 68 reveals that Southeast Michigan region has slightly less demand for bachelor s degrees than the nation (68% of regional postings compared to 74% of national postings). TOP HEALTH CARE OCCUPATIONS WAGES AND EDUCATIONAL REQUIREMENTS SOC Code (ONET-6) 29-1141 29-1123 29-2061 Occupation title Registered Nurses Physical Therapists Licensed Practical and Licensed Vocational Nurses 31-9092 Medical Assistants 31-1014 Nursing Assistants* 29-1122 Occupational Therapists 29-2099 Health Technologists and Technicians, All Other 10th percentile wage Median hourly wage 90th percentile wage % 2011 national employment requiring some college or associate's degree % 2011 national employment requiring a bachelor's or higher $24.50 $32.12 $41.65 44% 55% $17.60 $36.88 $50.08 8% 90% $16.59 $21.93 $28.06 74% 5% $10.04 $13.32 $17.91 64% 9% $8.95 $12.10 $15.58 42% 8% $22.13 $32.27 $46.51 10% 89% $16.08 $20.82 $32.33 50% 27% 29-1051 Pharmacists $40.40 $53.63 $81.41 5% 95% 29-2071 31-1011 29-2012 Medical Records and Health Information Technicians Home Health Aides Medical and Clinical Laboratory Technicians $11.96 $17.03 $26.55 51% 16% $8.06 $10.10 $13.36 42% 8% $11.95 $15.38 $23.42 36% 51% Job postings in Southeast Michigan indicate an increasing demand (a 2% increase between 2011 and 2012) for nurses that hold a bachelor s degree over an associate s degree. Health care employers indicate this trend is likely to continue, with increasing pressure for bachelor s degreed nurses. Laboratory animal caretakers were among the health professions with the largest percentage decline in Southeast Michigan from 2008 2012 66. 29-1199 29-1071 31-2021 Health Diagnosing and Treating Practitioners, All Other Physician Assistants Physical Therapist Assistants $21.79 $31.10 $44.57 13% 83% $32.33 $43.90 $57.86 21% 74% $14.09 $20.78 $32.12 59% 27% Top 10 Declining Health Care Occupations 2008 2012 2008 Jobs 2012 Jobs Change % Change 29-1171 Nurse Practitioners $24.50 $32.12 $41.65 3% 97% PHARMACY AIDES 769 654-115 -15% MEDICAL EQUIPMENT PREPARERS 699 637-62 -9% VETERINARY ASSISTANTS AND LABORATORY ANIMAL CARETAKERS 1,399 1,275-124 -9% SPEECH-LANGUAGE PATHOLOGISTS 1,915 1,784-131 -7% PODIATRISTS 460 432-28 -6% RESPIRATORY THERAPY TECHNICIANS 445 433-12 -3% OBSTETRICIANS AND GYNECOLOGISTS 358 349-9 -3% VETERINARIANS 1,112 1,086-26 -2% ANESTHESIOLOGISTS 762 747-15 -2% SURGEONS 747 737-10 -1% 62 Burning Glass Technologies: Data acquired through Burning Glass references the time period 2007 2012 despite an absence of data for 2008 and 2009. Burning Glass does not allow access to these years as they consider that time period to be an economic and workforce anomaly. 63 Hiring indicators are developed by CareerBuilder. Please see the data notes for more detail on methodology. 64 EMSI complete employment 2012.4. 65 EMSI complete employment 2012.4. 66 EMSI complete employment 2012.4. 67 Occupations in the top health care jobs wage data and educational requirements chart are ordered by 2012 demand. Educational requirements data comes from the U.S. Bureau of Labor Statistics. Wage data was acquired through EMSI complete employment specific to Southeast Michigan. Where a * is indicated, wage data was not available for that specific occupational code. The wage occupation nursing aides, orderlies, and attendants aggregates data for these two occupations: nursing assistants and orderlies. Nurse practitioners wage information is included as registered nurses. See data note for nurse practitioner occupation description. Changes to the categories are consistent to wage information data collection by the State of Michigan. 68 Collected from Burning Glass Technologies based off online job postings. 29

1. HISTOTECHNOLOGY 2. COMMUNICABLE DISEASE 3. LEGAL COMPLIANCE 4. HOSPICE CARE 5. ELECTROENCEPHALOGRAPHY (EEG) 6. STRUCTURED METHODS 7. QUESTIONNAIRES 8. CAREGIVING 9. PATIENT SAFETY 10. PROCUREMENT 11. HEALTH EDUCATION 12. ICD-9-CM CODING 13. ADMINISTRATIVE FUNCTIONS 14. NURSING HOME 15. HEALTH SCREENING TOP 15 EMERGING SKILLS IN ALL HEALTH CARE JOBS FOR 201269 AFFORDABLE CARE ACT While there have been speculations that the Affordable Care Act will stunt job growth in the health care cluster, the act provides more people with health care, and may bring an influx of patients to health facilities, which may need to employ more health care professionals to attend to patients. MAJOR NATIONAL POLICY CHANGES ARE LIKELY TO AFFECT HEALTH OCCUPATION DEMAND IN THE REGION For example: Under the American Recovery and Reinvestment Act of 2009, the federal government, through the Department of Health and Human Services, established incentive programs under Medicare and Medicaid for eligible professionals and hospitals to switch to an Electronic Health Records (EHR) system. The program set requirements to be phased-in from 2010 and 2011 to switch over all medical records from paper to electronic format. The EHR changes are causing related skills to emerge in health care skills trends, including Icd-9-Cm coding and electronic medical records experience. 30

INFORMATION TECHNOLOGY QUICK FACTS There were 69,450 information technology jobs 70 in Southeast Michigan in 2012. There were approximately 40,400 new IT job postings in 2012. Overall, information technology employment declined 0.7% between 2008 and 2012, while, nationally, similar positions grew at a rate of 2.2%. Much of the region s decline in employment over the past five years can be attributed to the recession. Regional employment increased between 2010 and 2012, and actually exceeded the national average (6.4% compared to 5.0%). 8000 6000 IT occupational demand 7284 6407 6075 5189 6625 7815 6191 5246 Some projections estimate that employment in the information technology cluster could grow 4.1% (by 2,800 workers) in the next five years (2013-2017). This is lower than the national projected cluster growth rate of 7.5%. Given the extensive rate of real-time postings for IT occupations in the region (above 50% growth in recent years), it is possible that the cluster s projected rate of employment growth could be underestimated. The median information technology wage is $32.69/hour, compared to $36.62, nationally. The table on page 30 details hourly earnings for some of the region s most in-demand occupations, according to demand in 2012. 4000 2000 2905 0 2007 Q1 3267 3467 3134 925 2141 3482 Q2 Q3 Q4 2010 Q2 Q3 Q4 2011 Q2 Q3 Q4 2012 Q2 Q3 Q4 Q1 Q1 Q1 3861 2007 trend 2010 2012 trend Software developers for applications ranked second overall among the region s most in-demand occupations (considering all clusters) and top among information technology occupations. DEFINING THE INFORMATION TECHNOLOGY CLUSTER WIN s information technology cluster includes occupations that are associated with entry level, technical, and professional careers related to the design, development, support and management of hardware, software, multimedia, and systems integration services 72. This cluster is particularly unique because these occupations are embedded in many different types of industries, including core IT, health care, manufacturing, and finance. See the full list of occupations included in this cluster in the data notes. The number of individuals employed in the information technology occupational cluster has remained fairly constant. The overall number of individuals employed decreased by only 0.7% (501 jobs) from 2008-2012. The cluster experienced a dip in employment in 2008 2009 and resurgence between 2010 and 2012 73. Southeast Michigan has approximately 1,400 core information technology firms, accounting for 45.0% of the establishments statewide 74. Much employment in the IT occupational cluster, however, is outside of traditional IT industry firms, including financial services, health care, manufacturing, etc. INFORMATION TECHNOLOGY: A MULTI-INDUSTRY CLUSTER The information technology cluster is unique due to its relevance across many industries. Southeast Michigan has always been known as a manufacturing hub but the integration of technology into manufacturing has changed both the landscape of the field and the talent needed to support it. As the auto industry integrates and markets cutting edge technology in their products, the demand and competition for employees focusing on creation, innovation and sustainment of this technology may grow. 31

32 INFORMATION TECHNOLOGY JOBS ARE GROWING FAST. IN THE LAST 5 YEARS OCCUPATIONAL DEMAND (POSTINGS) CLIMBED 55%, AN INCREASE MORE THAN SILICON VALLEY.

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Number of Job Postings 150,000 112,500 75,000 IT demand regional comparison 2007 2010 2011 2012 Change 2007 2012 0.3% In 2012, there were 40,400 online job postings for information technology jobs 75. Demand for this cluster has demonstrated intense potential growth, and online postings have grown 54.9% between 2007 and 2012. The ratio of postings to employment was much higher than other WIN clusters at 56.0% (that is one job posting for fewer than two existing workers). The graph below reflects job posting trends for information technology jobs and illustrates the difference in the year leading up to the 2009 recession and subsequent years. Year 2007 data is shown in blue, and demand was increasing slowly. Though the data is not available for 2008-2009, the trend reveals a substantial drop in postings between the end of 2007 and the beginning of 2010 76. Between 2010 and 2012, job postings (shown in gold) increased substantially. In 2012, demand for IT jobs reached more than 9,000 postings per quarter. 37,500 54.9% 33.3% 49.3% 31.6% 0 Southeast Mich Austin San Jose Boston DC Chicago Atlanta 0.9% 25.8% Top 15 IT jobs in demand in Southeast Michigan (2012) Software Developers, Applications Computer Programmers Computer Systems Analysts Information Technology Project Managers Computer User Support Specialists Software Developers, Systems Software Computer Systems Engineers/Architects Network And Computer Systems Administrators Web Developers Database Administrators Business Intelligence Analysts Information Security Analysts Software Quality Assurance Engineers And Testers Database Architects Computer Network Support Specialists 0 2,250 4,500 6,750 9,000 Number of Job Postings INFORMATION TECHNOLOGY IN THE REGION COMPARED TO OTHER REGIONS The 2012 national location quotient for the information technology occupational cluster (concentration of IT workers) in Southeast Michigan is 1.05. This means that the concentration of individuals classified as working in information technology occupations in the region is close to the national average. (An average concentration of the workforce equals a location quotient of one). However, this varies throughout the region. Oakland and Washtenaw have higher location quotients (1.49 and 1.30, respectively), while all other counties in the region are below one. The total number of postings for information technology jobs in Southeast Michigan was lower than all comparison areas except the Austin metro area. However, strong growth in demand shown through rapid growth in the number of postings outpaces all other areas. In fact, the rate of postings for various technology workers soared 54.9% between 2007 and 2012 77, faster than other benchmarked regions known for their strong technology cluster presence. JOB OPPORTUNITIES IN INFORMATION TECHNOLOGY In 2012, computer support specialist was the top employment occupation in the information technology cluster, accounting for 14,900 jobs. Next came computer systems analysts (10,200 jobs), software development analysts (9,500 jobs), and computer programmers (7,600 jobs). Computer support specialist positions require an associate s degree while the other three occupations require a bachelor s degree 78. Shiawassee 28 Livingston 172 Genesee 762 Washtenaw 3,440 Oakland 15,904 Monroe 135 Wayne 14,360 Macomb 2,846 St. Clair 89 IT job postings by county in 2012 34

Software developers for applications accounted for 8,200 Southeast Michigan job in 2012, ranking second among the region s most in-demand occupations. In fact, demand for this occupation soared 113.8% from 2007 2012, substantially higher than other benchmarked regions 79. Among 2012 job postings for this occupation, 54.3% required four or more years of experience 80. The next highest areas of occupational demand in 2012 were for computer programmers (7,000 postings) and computer systems analysts (4,400 postings). Hiring indicators 81, showing the ease or difficulty of recruiting. On a scale from 1 100, a low score means an occupation is harder to find, and high score means an occupation is easier to find. According to CareerBuilder, the hiring indicator for software developers for applications was 17, making it more difficult to recruit than computer programmers (21) and computer systems analysts (23) 82. NOTE: Local employers hiring IT workers have indicated that they do not always post every job for which they may have need, meaning that the true demand for certain occupations actually may be higher than indicated. Similarly, not every jobseeker relies on Career Builder to post resume information, therefore the local supply of workers may be higher than indicated. Information technology occupations lost approximately 500 jobs between 2008 and 2012 in Southeast Michigan. While not the largest in terms of total employment or demand information security analysts, web developers, and computer network architects, added 270 jobs and experienced the highest percentage growth (5.3%) to a total of more than 5,100 employed. Database administrators employment also grew by 4.2% (80 jobs added) during this time to approximately 1,960 jobs 83. Computer and information research scientists, computer occupations, all other, and computer programmers all lost at least 5% of their employment. Information Technology occupations 2008-2012 Top IT Occupations COMPUTER SUPPORT SPECIALISTS COMPUTER SYSTEMS ANALYSTS SOFTWARE DEVELOPERS, APPLICATIONS COMPUTER PROGRAMMERS SOFTWARE DEVELOPERS, SYSTEMS SOFTWARE NETWORK AND COMPUTER SYSTEMS ADMINISTRATORS INFORMATION SECURITY ANALYSTS, WEB DEVELOPERS, AND COMPUTER NETWORK ARCHITECTS COMPUTER AND INFORMATION SYSTEMS MANAGERS COMPUTER OCCUPATIONS, ALL OTHER DATABASE ADMINISTRATORS 2008 Jobs 2012 Jobs Change % Change 14,966 14,860-106 -1% 9,990 10,197 207 2% 9,729 9,522-207 -2% 8,010 7,610-400 -5% 5,975 6,044 69 1% 5,955 5,891-64 -1% 4,856 5,123 267 5% 4,545 4,479-66 -1% 3,834 3,581-253 -7% 1,884 1,963 79 4% Oakland and Wayne counties far exceeded other counties in the number of IT postings in 2012. COMPUTER AND INFORMATION RESEARCH SCIENTISTS 216 185-31 -14% EDUCATIONAL REQUIREMENTS AND SKILL NEEDS The table on page 23 details hourly earnings for some of the region s most in-demand occupations, according to employment in 2012. Computer and information systems managers have the highest median earnings out of the most in-demand IT occupations. Percentile earnings can give clues to the variability of earnings based on skills, education, and experience levels within an occupation. For example a software developer of applications with wages at the 10th percentile makes less than half that of an employee at the 90th percentile. Several of the IT occupations require a bachelor s degree according to 2011 national employment data. However, several local employers cite the acquisition of skills, and the ability to learn new ones as they evolve, as even more critical than a four-year degree. TECHNOLOGY AND HEALTH CARE Technology affects a variety of other industries and disciplines. New skills for the health care cluster in 2012 include electronic medical records experience and Icd-9-Cm coding (although regional employers say they are already searching for candidates with Icd-10-Cm coding skills). Some of this new technology is driven by the federal Health Care Act, which will have ongoing implications for the medical field and the skills needed to work in it. 35

TOP 15 EMERGING INFORMATION TECHNOLOGY SKILLS FOR 2012 85 1. JQUERY 2. INTEGRATED DEVLOPMENT ENVIRONMENT 3. PRODUCT DESIGN 4. TTT MANAGEMENT 5. DYNAMIC HOST CONFIGURATION PROTOCOL 6. XHTML 7. SOCIAL MEDIA 8. CRYPTOGRAPHY 9. EMBEDDED SYSTEMS 10. PACKAGING 11. BUSINESS STRATEGY 12. GRAPHICAL USER INTERFACE 13. ONLINE ANALYTICAL PROCESSING (OLAP) 14. RED HAT LINUX 15. SSL Top IT jobs wages & employment requirements SOC Code (ONET-6) 15-1199 15-1132 Occupation title Computer Occupations, All Other Software Developers, Applications 10th percentile wage Median Hourly Wage 90th percentile wage % 2011 national employment requiring some college or associate s degree % 2011 national employment requiring a bachelor s or higher $17.36 $32.58 $48.73 42% 45% $25.06 $37.07 $53.99 15% 82% 15-1131 Computer Programmers $20.89 $31.93 $45.01 25% 69% 15-1121 Computer Systems Analysts $25.26 $35.96 $51.32 24% 70% 15-1141 Database Administrators $22.04 $34.96 $48.56 27% 66% 15-1133 15-1142 15-1151 Software Developers, Systems Software Network and Computer Systems Administrators Computer User Support Specialists $25.05 $39.13 $55.36 15% 82% $21.98 $33.04 $48.02 46% 46% $13.77 $21.62 $34.88 48% 39% 15-1134 Web Developers $17.53 $27.76 $39.70 32% 61% 15-1122 15-1152 15-1143 11-3021 15-1111 Information Security Analysts Computer Network Support Specialists Computer Network Architects Computer and Information Systems Managers Computer and Information Research Scientists $17.53 $27.76 $39.70 33% 56% $13.77 $21.62 $34.88 48% 39% $17.53 $27.76 $39.70 39% 56% $32.75 $49.09 $74.81 25% 70% $28.79 $44.21 $60.27 12% 85% 36

ADVANCED MANUFACTURING QUICK FACTS ENGINEERS & DESIGNERS There were 74,200 engineering and designer workers employed in Southeast Michigan in 2012. There were 25,900 new engineering and designer job postings in 2012. Engineering employment declined 0.3% in Southeast Michigan between 2008 and 2012. During the same period, engineering employment nationwide declined 5.3%. Some projections estimate that engineering employment will continue to shrink between 2013 and 2017 by another 2.9%. This is compared to projected national growth of 3.1%. These projections stand in contrast to current job-posting demand for these occupations: for example, mechanical engineers were the #1 in-demand occupation according to employer postings in 2012 86. 15,000 jobs posted in 2012. 54.6% of technician and skilled trades workers are aged 45-64, higher than other occupations reviewed in this report. Currently, 20.3% of 105,900 workers are age 55+. In 2012, 92.0% of technicians/skilled trade workers were male and 8.0% were female. In 2011, there were just over 7,000 degree completions from Southeast Michigan institutions in technician/skilled-trade-related fields. The median earnings for skilled trades and technician occupations are $23.32/hour. (10th percentile=$14.97, 90th percentile=$34.27 90 ) First-line supervisors of production and operating workers is the most in-demand occupation within the skilled trades and technicians classification. 50.4% of engineers and designers are aged 45-64, higher than several other occupations. Currently, 18.9% of 74,200 workers are age 55+. In 2012, 93.8% of engineers and designers were male and 6.2% were female. In 2011, there were 5,150 degree completions from Southeast Michigan institutions in engineering-related fields. The median earnings for engineering and designer occupations are $41.27/hour. (10th percentile=$27.94, 90th percentile=$57.37 87 ) Mechanical engineering is the most in-demand occupation within the engineering and designer classification and the top demand occupation across all industries. QUICK FACTS TECHNICIANS & SKILLED TRADES There were 105,900 technicians, skilled trades, production and other manufacturing workers in Southeast Michigan in 2012. 88 There were 15,600 new skilled trades and technician job postings in 2012. Technician and skilled trade employment fell 3.5% in Southeast Michigan between 2008 and 2012, compared to a national decline of 7.6%. Employment in technician and skilled trade occupations are projected to decline 6.4% from 2013-2017, while national employment is expected to decline 0.9%. 89 As with engineering, this stands in contrast to real-time job postings, which show employment demand for this cluster as the 3rd highest in the nation, with over 69 Emerging skills are skills found in 2012 job postings, but not in 2007 postings. Data source: Burning Glass. 70 According to EMSI complete employment 2012.4, defined by WIN occupational cluster. 71 Definition adapted from O-net information technology cluster definitions 72 EMSI complete employment 2012.4 73 EMSI complete employment 2012.4 74 EMSI complete employment 2012.4 75 Burning Glass Technologies 76 Job posting data from Burning Glass Technologies is not available for 2008 and 2009. 77 Burning Glass Technologies 78 EMSI complete employment 2012.4. 79 Burning Glass Technologies 80 Burning Glass Technologies 81 Hiring indicators are developed by CareerBuilder. Please see the data notes for more detail on methodology 82 CareerBuilder Talent Intelligence Portal 83 EMSI complete employment 2012.4. 84 Occupations in the top IT jobs wage data and educational requirements chart are ordered by 2012 demand. Wage data was acquired through EMSI complete employment specific to Southeast Michigan. Computer occupations, all other includes the following ONET occupations: software quality assurance engineers and testers, computer systems engineers/architects, web administrators, geospatial information scientists and technologists, geographic information systems technicians, business intelligence analysts, information technology project managers, video game designers. Where a * is indicated, wage data may be the same as wage data for other occupational codes as the occupations are part of the same SOC 6-digit occupation classification. The wage occupation Information security analysts, web developers, and computer network architects (SOC 15-1179) aggregates data for these three occupations: Information security analysts, web developers, and computer network architects. The wage occupation computer support specialists (SOC 15-1159) aggregates data for these two occupations: Computer User Support Specialists and computer network support specialists. Changes to the categories are consistent to wage information data collection by the State of Michigan. 85 Emerging skills are skills found in 2012 job postings but not in 2007 postings. The top 15 by demand are included in this report 86 EMSI projection calculator. 87 EMSI complete employment 2012.4 88 Assembly occupations have been excluded from this category. 89 EMSI projection calculator. 90 EMSI complete employment 2012.4 91 Definition adapted from O-net advanced manufacturing cluster definition. 37

38 ADVANCED MANUFACTURING IS SOUTHEAST MICHIGAN S LARGEST CONTRIBUTOR TO GROSS REGIONAL PRODUCT.

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DEFINING THE ADVANCED MANUFACTURING CLUSTER The manufacturing cluster includes planning, managing and performing the processing of materials into intermediate or final products and related professional and technical support activities such as production planning and control, maintenance and manufacturing/process engineering 91. Jobs in manufacturing can range from assembly and production jobs, to skilled trades and technicians, designers and engineers, and even computer-related occupations such as software development. WIN considers multiple occupations in its advanced manufacturing cluster, grouped generally into two sub-clusters: (1) engineering/designing occupations and (2) technician/skilled trades occupations. WIN does not include assembly jobs in the advanced manufacturing cluster but classifies them instead among general manufacturing occupations. Most computer-related occupations are included in the information technology cluster, although production jobs like computer-numeric-controlled machining remain in the advanced manufacturing cluster. Advanced manufacturing is the long-term bread and butter industry of the region. Though the manufacturing industry is no longer the region s top employer (this changed in 2005, and the distinction now rests with health care), the advanced manufacturing industry still leads the region in Gross Regional Product (14% of the total) and maintains high occupational employment (256,000 jobs, 4th among employment clusters). Southeast Michigan is home to 48.2% of the manufacturing firms in the state, with approximately 6,500 establishments. Between 2002 and 2011 92 the number of firms in Southeast Michigan decreased by 2,300 (26.2%). Statewide, the number of manufacturing firms dropped by 4,000 (23.0%). Mechanical engineering led all job postings in 2012, and demand for all engineers and designer positions in 2012 reached nearly 27,900 online job postings. This sub-cluster saw high proportional demand, as the ratio of postings to employment reached approximately 19 postings for every 50 jobs (37.6%), indicating strong potential employment growth. Southeast Michigan has more demand for skilled trades labor, such as CNC machinists and welders, than almost anywhere else in the country (demand increased sharply from 2010 2011). In 2012, there were more than 15,000 online postings in the skilled trades and technicians cluster, a ratio to employment of approximately seven postings for every 50 jobs (14.2%). REGIONAL ADVANCED MANUFACTURING COMPARED TO OTHER PLACES The location quotient for engineering occupations in Southeast Michigan is 2.24 and for technicians/skilled trades it is 1.85. This means that there is a strong concentration of these occupations in the region relative to other parts of the country. (An average concentration of the occupational cluster in an area equals a location quotient of 1). The concentration of advanced manufacturing employment in Southeast Michigan is strong; it is still larger than many comparable regions in the United States, except for Los Angeles 93. For further comparison, see the related chart later in this section. Mechanical Engineers Electrical Engineers Commercial And Industrial Designers Industrial Engineers Manufacturing Engineers Chemical Engineers Civil Engineers Mechanical Drafters Materials Engineers Validation Engineers Electronics Engineers, Except Computer Computer Hardware Engineers Drafters, All Other Industrial Safety And Health Engineers Environmental Engineers Top 15 engineer and designer jobs demand in Southeast Michigan (2012) 0 2,000 4,000 6,000 8,000 10,000 12,000 Number of Job Postings The demand for advanced manufacturing occupations has grown by 99.4% between 2007 and 2012, exceeding other benchmarked regions. The baseline number of job postings is greater than all other comparable regions except Los Angeles. For further comparison, see the related chart later in this section. 40

JOB OPPORTUNITIES IN ADVANCED MANUFACTURING ENGINEERS & DESIGNERS In 2012, mechanical engineers made up the highest employment in this advanced manufacturing sub-cluster, accounting for 24,750 jobs 94. Next came industrial engineers (14,300 jobs), engineers, all other (6,114 jobs), and architectural and engineering managers (6,000 jobs). The occupation with the highest percentage growth in the engineering and designers sub-cluster was biomedical engineers, which climbed 25.3% from 2008 2012 to a total of approximately 180 people employed. The occupation with the largest number of additional employment from 2008 2012 was commercial and industrial designers which added 230 jobs for a total of 3,700 (6.8% growth). Engineers, all other and mechanical engineers also added more than 100 jobs each. Occupations experiencing the greatest decline between 2008 and 2012 include architectural and civil drafters (300 jobs lost) and industrial engineers (280 jobs lost). Mechanical engineers also accounted for 10,750 job postings in the Southeast Michigan region in 2012. Demand for mechanical engineers outpaces all other high skill level advanced manufacturing occupations by approximately three times that of the next highest occupation (electrical engineers). Between 2007 and 2012, the number of Southeast Michigan job postings for mechanical engineers increased by 73.8% (4,600 job postings), with the next highest comparable region (Houston) showing 9.5% cumulative occupational growth (800 job postings) within the same field 95. See the related graphic later in this section. Hiring indicators show how easy or difficult it is to recruit based off of regional supply and demand. On a scale from 1 100, a low score means an occupation is harder to find, and high score means an occupation is easier to find. According to CareerBuilder, the hiring indicator for mechanical engineers is 32.This signifies they are easier to recruit than electrical engineers (21), and industrial engineers (29), but harder to recruit than commercial and industrial engineers (65) 96. NOTE: Local employers have indicated that they do not always post every job for which they may need, meaning that the true demand for certain occupations actually may be higher than indicated. Similarly, not every jobseeker relies on CareerBuilder to post resume information, therefore the local supply of workers may be higher than indicated. The bottom right graph reflects job posting trends for engineering and designer jobs and illustrates the difference in the year leading up to the 2009 recession and subsequent years. Year 2007 data is shown in blue. Demand was slowing for engineers and designers prior to 2008. Though we do not have the data from 2008-2009, the trend line indicates a substantial drop in postings between the Top 10 Engineer and Designer Growth Occupations 2008 2012 2008 Jobs 2012 Jobs Change end of 2007 and the beginning of 2010 97. Between 2010 and 2012, job postings increased substantially and at a faster rate than demand in 2007. Oakland, Wayne and Macomb counties have the highest proportion of job posting demand in the region. 92 Establishment data compiled from U.S. Bureau of Labor Statistics QCEW. Data available from 2002-2011. 93 Comparable regions for advanced manufacturing included Chicago, Houston, Philadelphia, Cleveland, Los Angeles, and New York City metropolitan statistical areas. 94 EMSI complete employment 2012.4 95 Burning Glass Technologies 96 Hiring indicators are developed by CareerBuilder. Please see the data notes for more detail on methodology. % Change BIOMEDICAL ENGINEERS 148 186 38 26% COMMERCIAL AND INDUSTRIAL DESIGNERS 3,452 3,688 236 7% MATERIALS ENGINEERS 750 792 42 6% ENVIRONMENTAL ENGINEERS 990 1,039 49 5% AEROSPACE ENGINEERS 590 606 16 3% ENGINEERS, ALL OTHER 5,962 6,114 152 3% NUCLEAR ENGINEERS 293 300 7 2% AGRICULTURAL ENGINEERS 77 78 1 1% CIVIL ENGINEERS 4,750 4,805 55 1% MECHANICAL ENGINEERS 24,628 24,743 115 0% Top 10 Declining Engineer and Designer Occupations 2008 Jobs 2012 Jobs Change % Change PETROLEUM ENGINEERS 189 149 (40) (21%) ARCHITECTURAL AND CIVIL DRAFTERS 2,030 1,730 (300) (15%) MINING AND GEOLOGICAL ENGINEERS, INCLUDING MINING SAFETY ENGINEERS 104 89 (15) (14%) DRAFTERS, ALL OTHER 236 216 (20) (8%) ELECTRICAL AND ELECTRONICS DRAFTERS 469 441 (28) (6%) COMPUTER HARDWARE ENGINEERS 1,033 972 (61) (6%) HEALTH AND SAFETY ENGINEERS, EXCEPT MINING SAFETY ENGINEERS 325 308 (17) (5%) AND INSPECTORS ELECTRONICS ENGINEERS, EXCEPT COMPUTER 1,602 1,522 (80) (5%) INDUSTRIAL ENGINEERS 14,599 14,318 (281) (2%) CHEMICAL ENGINEERS 365 360 (5) (1%) 41

40,000 Engineers and designers demand regional comparison 2007 2010 2011 2012 Change 2007 2012 8,000 Engineers and designers occupational demand 7284 7815 6407 6625 Number of Job Postings 30,000 20,000 6,000 4,000 3267 3467 5189 3482 6075 3861 6191 5246 10,000 8.7% 41.5% 2905 2,000 3134 2141 2007 trend 2010 2012 trend 102.6% 20.4% 17.5% 41.1% 925 0 Southeast Mich 0.2% Chicago Houston Philadelphia Cleveland Los Angeles New York City 0 2007 Q1 Q2 Q3 Q4 2010 Q2 Q3 Q4 Q1 2011 Q1 Q2 Q3 Q4 2012 Q2 Q3 Q4 Q1 ENGINEERS AND DESIGNERS COMPARED TO OTHER REGIONS Compared to other regions, Southeast Michigan ranks high in the number of engineers and designers employed, below only New York and Los Angeles MSAs job totals, reaching more than 74,000 jobs. Houston s employment was comparable to Southeast Michigan. Boston, Chicago, and Dallas employment numbers were lower, ranging from 51,000 to 56,500 engineering jobs 98. The demand for engineer and designer positions in Southeast Michigan measured by online job postings 99 has grown by 102.6% since 2007 based on job postings. Southeast Michigan has the highest increased demand for high skilled manufacturing workers relative to other comparable regions. 100 ENGINEER AND DESIGNER EDUCATIONAL REQUIREMENTS AND SKILL NEEDS Of job postings, 54.0% within the engineer and designer subcluster require four years or more of experience and 87.7% require a bachelor s degree or higher level of education. Percentile wages show variability based on skills, education, and experience of workers. Of the top 15 most in-demand engineering and designing positions, computer hardware engineers have the highest median wage ($46.98). Mechanical engineers, one of the most in-demand postings in the region, ranges in wages from just under $30.91 (10th percentile) to $58.37 (90th percentile). Designing positions generally have lower degree requirements than the engineering positions, which are reflected in their lower median wages. Shiawassee 25 Livingston 228 Genesee 424 Washtenaw 1,570 Oakland 11,060 Monroe 277 Wayne 8,573 Macomb 3,567 St. Clair 153 Engineers & designers job postings by county in 2012 42

TOP ENGINEER AND DESIGNER OCCUPATIONS WAGES AND EDUCATIONAL REQUIREMENTS 101 SOC Code (ONET-6) 17-2141 Occupation title Mechanical Engineers 10th percentile wage Median hourly wage 90th percentile wage % 2011 national employment requiring some college or associate s degree % 2011 national employment requiring a bachelor s or higher $30.91 $43.12 $58.37 24% 71% 1. SATISFACTION FAILURE CORRECTION 2. 3D MODELING 3. TECHNICAL DRAWINGS 4. ENGINEERING CALCULATIONS 5. MEDIA-PRODUCTION 6. COST ANALYSIS 7. AUTODESK TOP 15 EMERGING ENGINEER & DESIGNER SKILLS 2012 17-2071 27-1021 17-2112 Electrical Engineers Commercial and Industrial Designers Industrial Engineers 17-2199.04 Manufacturing Engineers* 17-2041 Chemical Engineers $28.48 $39.81 $58.28 19% 77% $22.45 $37.34 $49.24 34% 51% $27.24 $40.86 $55.12 22% 73% $22.88 $41.45 $59.35 14% 77% $26.52 $41.11 $55.15 10% 88% 17-2051 Civil Engineers $21.51 $33.46 $48.13 13% 83% 8. LABORATORY TESTING 9. VEHICLE DESIGN 10. DESIGN MANAGEMENT 11. ISO 14000 12. DESIGN FOR MANUFACTURE & ASSEMBLY (DFMA) 13. FEA SOFTWARE 14. LAMP STACK 17-3013 17-2131 Mechanical Drafters Materials Engineers $16.21 $24.67 $34.77 56% 27% $27.66 $36.96 $54.85 21% 71% 15. EQUIPMENT DESIGN 17-2199.02 Validation Engineers* $22.88 $41.45 $59.35 3% 97% 17-2072 Electronics Engineers, Except Computer $27.93 $39.30 $55.12 10% 81% 17-2061 Computer Hardware Engineers $28.92 $46.98 $91.59 23% 70% 17-3019 Drafters, All Other $15.58 $20.81 $29.13 56% 27% 17-2111.01 Industrial Safety And Health Engineers* $26.90 $38.90 $58.86 22% 73% 17-2081.00 Environmental Engineers $26.51 $38.92 $54.58 11% 84% *Median wages data collected from Engineers, All Other for the state of Michigan **Median wages data collected from Health and Safety Engineers, Except Mining Safety Engineers and Inspectors. 97 Job posting data from Burning Glass Technologies is not available for 2008 and 2009. 98 EMSI complete employment 2012.4 99 Online job posting data from Burning Glass Technologies. Data is available in years 2007, 2010, 2011, and 2012. 100 Burning Glass Technologies. Comparable regions included Chicago, Houston, Philadelphia, Cleveland, Los Angeles, and New York. 101 Occupations in the top engineers and designer occupations wage data and educational requirements chart are ordered by 2012 demand. Educational requirements data comes from the U.S. Bureau of Labor Statistics. Wage data was acquired through EMSI complete employment specific to Southeast Michigan. Where a * is indicated, wage data was not available for that specific occupational code. The wage occupations manufacturing engineers and validation engineers are included as part of a category called engineers, all other. Industrial safety and health engineers are included as part of the category health and safety engineers, except mining safety engineers and inspectors. Changes to the categories are consistent to wage information data collection by the State of Michigan. 102 Emerging skills are skills found in 2012 job postings but not in 2007 postings. The top 15 by demand are included in this report. 43

JOB OPPORTUNITIES FOR SKILLED TRADES AND TECHNICIANS In 2012, the most prominent job in the skilled trades and technicians sub-cluster of advanced manufacturing was machinists with 14,940 employed in Southeast Michigan. Next came first-line supervisors of production and operating workers (11,600 employed), production workers, all other (9,650 employed), and welders, cutters, solderers, and brazers (6,650 employed). Top 15 skilled trades and technician jobs in demand in Southeast Michigan (2012) First-Line Supervisors Of Production And Operating Workers Computer-Controlled Machine Tool Operators, Metal And Plastic Inspectors, Testers, Sorters, Samplers, And Weighers Production Workers, All Other Welders, Cutters, And Welder Fitters Machinists Computer Numerically Controlled Machine Tool Programmers, Metal And Plastic Cutting, Punching, And Press Machine Setters, Operators, And Tenders, Metal And Plastic Tool And Die Makers FIRST-LINE SUPERVISORS OF PRODUCTION AND OPERATING WORKERS VS. PRODUCTION WORKERS: WHAT S THE DIFFERENCE? Of the top ten skills in greatest demand for first-line supervisors of production and operating workers only three skills match the skills demands of production workers: mathematics, repair, and inspection. First-line supervisor high demand skills also included scheduling, purchasing, lean manufacturing, manufacturing processes, accounting, SAP, and spreadsheets. Production worker high demand skills also included sales, machine operation, blueprints, six sigma, hand tools, packaging, and business processes. While 64.6% of first-line supervisors required an associate s degree or higher, only 44.1% of production workers required a similar education. Electronics Engineering Technicians Grinding, Lapping, Polishing, And Buffing Machine Tool Setters, Operators, And Tenders, Metal And Pl Separating, Filtering, Clarifying, Precipitating, And Still Machine Setters, Operators, And Tenders Mechanical Engineering Technicians Molding, Coremaking, And Casting Machine Setters, Operators, And Tenders, Metal And Plastic Electro-Mechanical Technicians 0 750 1,500 2,250 3,000 Number of Job Postings Looking at job postings, first-line supervisors of production and operating workers also accounted for approximately 2,700 job postings in 2012. Demand for first-line supervisors of production and operating workers increased by 94.6% between 2007 and 2012 and increased at a cumulatively higher rate than other comparable regions 103. From 2008 2012, the occupation with the greatest percentage employment growth was metal-refining furnace operators and tenders with a 15.5% leap and close to 320 employed (approximately 40 jobs added). The highest growth in terms of job numbers was engineering technicians, except designers, all others which added approximately 120 jobs, for a total of 2,050 employed. Top 10 Skilled Trades and Technicians Growth Occupations METAL-REFINING FURNACE OPERATORS AND TENDERS 2008 Jobs 2012 Jobs Change % Change 276 319 43 16% POURERS AND CASTERS, METAL 334 375 41 12% ENGINEERING TECHNICIANS, EXCEPT DRAFTERS, ALL OTHER 1,928 2,047 119 6% ELECTRO-MECHANICAL TECHNICIANS 345 353 8 2% FOUNDRY MOLD AND COREMAKERS 126 128 2 2% COMPUTER NUMERICALLY CONTROLLED MACHINE TOOL PROGRAMMERS, METAL AND PLASTIC ENVIRONMENTAL ENGINEERING TECHNICIANS COMPUTER-CONTROLLED MACHINE TOOL OPERATORS, METAL AND PLASTIC TOOL GRINDERS, FILERS, AND SHARPENERS INDUSTRIAL ENGINEERING TECHNICIANS 851 863 12 1% 336 339 3 1% 3,572 3,596 24 1% 601 604 3 0% 4,123 4,133 10 0% 44

From 2008 2012, several of the skilled trades and technicians occupations saw decline in employment. First line supervisors of production and operating workers experienced a 7% decline and lost 860 jobs. Other occupations had high declines in volume but did not make the top 10 percentage change list, for example: cutting, punching, and press machine setters, operators, and tenders, metal and plastic Top 10 Declining Skilled Trades and Technicians Occupations PREPRESS TECHNICIANS AND WORKERS FIBERGLASS LAMINATORS AND FABRICATORS LAYOUT WORKERS, METAL AND PLASTIC EXTRUDING AND DRAWING MACHINE SETTERS, OPERATORS, AND TENDERS, METAL AND PLASTIC LATHE AND TURNING MACHINE TOOL SETTERS, OPERATORS, AND TENDERS, METAL AND PLASTIC PLATING AND COATING MACHINE SETTERS, OPERATORS, AND TENDERS, METAL AND PLASTIC DRILLING AND BORING MACHINE TOOL SETTERS, OPERATORS, AND TENDERS, METAL AND PLASTIC MULTIPLE MACHINE TOOL SETTERS, OPERATORS, AND TENDERS, METAL AND PLASTIC 2008 Jobs 2012 Jobs workers (400 jobs lost) and tool and die makers (330 jobs lost). Change % Change 770 624 (146) (19%) 174 145 (29) (17%) 117 99 (18) (15%) 1,488 1,318 (170) (11%) 1,238 1,120 (118) (10%) 866 786 (80) (9%) 1,072 974 (98) (9%) 3,652 3,331 (321) (9%) PATTERNMAKERS, METAL AND PLASTIC 120 110 (10) (8%) MILLING AND PLANING MACHINE SETTERS, OPERATORS, AND TENDERS, METAL AND PLASTIC 545 502 (43) (8%) Hiring indicators give a sense of how difficult or easy it is to recruit key workers. On a scale from 1 100, a low score means an occupation is harder to find, and high score means an occupation is easier to find. CareerBuilder s hiring indicators 104 show that first-line supervisors for production workers (62) are harder to recruit than production workers (97) and inspectors, testers, sorter, samplers, and weights (84), but easier to recruit than CNC operators (44) and welders (40). NOTE: Local employers have indicated that they do not always post every job for which they may have need, meaning that the true demand for certain occupations actually may be higher than indicated. Similarly, not every jobseeker relies on CareerBuilder to post resume information, therefore the local supply of workers may be higher than indicated. The graph below reflects job posting trends for skilled trades and technician occupations and illustrates the difference in the year leading up to the 2009 recession and subsequent years. Year 2007 data is shown in blue. Beginning in 2010 105, demand for skilled trades and technician workers was growing. Though the data is not available from 2008-2009, the gap reveals a substantial drop in 6,000 4,500 3,000 1,500 1137 0 2007 Q1 2058 2435 postings between the end of 2007 and the beginning of 2010. Between 2010 and 2012, job postings (shown in gold) have varied greatly but increased overall. Oakland and Wayne counties saw the highest overall demand for skilled trades and technician workers with Oakland and Wayne counties accounting for more than 4,000 workers in the cluster. Skilled trades and technicians occupational demand 2007 trend 2010 2012 trend 2125 592 1656 2732 2850 Q2 Q3 Q4 2010 Q2 Q3 Q4 Q1 Shiawasee 77 3509 2011 Q1 Livingston 590 3063 Genesee 657 Washtenaw 1,004 5003 1696 4255 4716 3582 2512 Q2 Q3 Q4 2012 Q2 Q3 Q4 Q1 Monroe 306 Oakland 4,555 Wayne 4,560 Macomb 2,971 St. Clair 345 Skilled trade and technicians job postings by county in 2012 45

SKILLED TRADES AND TECHNICIANS COMPARED TO OTHER REGIONS Compared to other regions, Southeast Michigan ranks moderate in the number of skilled trades and technicians employed, below only Chicago MSA and Los Angeles MSA s job totals. (Southeast Michigan employment is more than 105,000 jobs). Chicago and Los Angeles job numbers reach approximately 133,000 135,000 skilled trades and technician jobs. Houston, Philadelphia, New York, and Cleveland employ 49,000 99,000 workers in this sub-cluster of advanced manufacturing 106. The demand for skilled trades and technicians positions 107 in Southeast Michigan, as measured by online job postings, has grown 94.2% since 2007, the largest increase in demand relative to comparison regions 108. THE CHANGING FACE OF MANUFACTURING A recently awarded federal grant is helping to connect training and talent to manufacturing businesses. Pulling from the inherent strength of the automotive industry, a full spectrum of manufacturing and engineering capabilities will support a cluster of small-to-medium sized firms interested in making new products or providing new manufacturing processes to serve emerging markets and customers. 46 Number of Job Postings 30000 22500 15000 7500 0 Skilled Trades and Technician Demand Regional Comparison 94.2% Southeast Mich 2007 2010 2011 2012 17.1% 29.1% Change 2007 2012 29.0% 6.1% 5.8% Chicago Houston Philadelphia Cleveland Los Angeles 25.0% New York City 1. AUDIT PLANNING 2. BOILERS 3. BORING TOOLS 4. BUSINESS MANAGEMENT 5. CASH REGISTER OPERATION 6. COMPLIANCE WITH CUSTOMER SPECIFICATIONS 7. CONFIGURATION MANAGEMENT 8. CONTACT REVIEW 9. DATA ANALYSIS 10. DATABASE ADMINISTRATION 11. DESCRIPTION & DEMONSTRATION OF PRODUCTS 12. DIAL INDICATORS 13. DRILLS 14. ELECTRICAL SCHEMATICS 15. ELECTRICAL WORK To support the above business model and cluster of firms, several regional organizations have formed a partnership around the federal jobs innovation accelerator grant funded by several agencies, including the USDOL ETA, DOC EDA, SBA, and NIST-MEP. Branded INNOSTATE, the collaboration project and participating organizations include: the Workforce Intelligence Network (WIN), the Detroit Regional Chamber, Michigan Manufacturing Technology Center, Southeast Michigan Community Alliance, and the National Center for Manufacturing Sciences. Supporting these organizations are several others, including the Michigan Economic Development Corporation, Automation Alley, Ann Arbor SPARK, the Macomb OU Incubator, TechTown, the Society of Manufacturing Engineers, and the University of Michigan - College of Engineering. Check out the InnoState website for more information: innostatemi.org. TOP 15 EMERGING SKILLED TRADES & TECHNICIAN 110 SKILLS

TOP SKILLED TRADES AND TECHNICIAN OCCUPATIONS WAGES AND EDUCATIONAL REQUIREMENTS 109 SOC Code (ONET-6) Occupation title 10th percentile wage Median hourly wage 90th percentile wage % 2011 national employment requiring some college or associate s degree % 2011 national employment requiring a bachelor s or higher 51-1011 First-Line Supervisors Of Production And Operating Workers $18.58 $29.97 $44.61 34% 15% 51-4011 Computer-Controlled Machine Tool Operators, Metal and Plastic $11.90 $19.31 $27.39 43% 7% 51-9061 Inspectors, Testers, Sorters, Samplers, and Weighers $11.44 $19.68 $29.80 35% 15% 51-9199 Production Workers, All Other $9.78 $16.73 $31.10 26% 4% 51-4121 Welders, Cutters, And Welder Fitters $12.39 $18.14 $28.06 26% 2% 51-4041 Machinists $13.72 $22.86 $32.84 40% 3% 17-3023 Electrical and Electronic Engineering Technicians $16.88 $26.07 $34.54 56% 17% 51-4012 51-4031 Computer Numerically Controlled Machine Tool Programmers, Metal And Plastic Cutting, Punching, and Press Machine Setters, Operators, and Tenders, Metal and Plastic $15.81 $23.23 $32.59 43% 7% $10.74 $16.86 $23.29 20% 2% 51-4111 Tool and Die Makers $19.52 $26.21 $35.10 46% 4% 51-4033 51-9012 Grinding, Lapping, Polishing, And Buffing Machine Tool Setters, Operators, And Tenders, Metal And Pl Separating, Filtering, Clarifying, Precipitating, and Still Machine Setters, Operators, and Tenders $13.51 $19.89 $28.15 18% 2% $12.49 $15.25 $19.19 35% 21% 17-3024 Electro-Mechanical Technicians $23.05 $33.89 $42.81 56% 17% 51-4072 Molding, Coremaking, and Casting Machine Setters, Operators, and Tenders, Metal and Plastic $8.78 $16.23 $25.01 26% 2% 51-9195 Molders, Shapers, and Casters, Except Metal and Plastic $12.26 $15.75 $20.23 30% 12% SKILLED TRADES AND TECHNICIANS EDUCATIONAL REQUIREMENTS AND SKILL NEEDS Only 32.1% of skilled trades and technician postings require a bachelor s degree or higher level of education and 38.9% require four years or more of experience. Percentile wages show variability based on skills, education, and experience of workers. Of the top 15 most in-demand skilled trades and technician positions, electro-mechanical technicians have the highest median wage ($33.89). First-line supervisors of production and operating workers, one of the most in-demand skilled trades and technician postings in the region, has wage variability from just under $18.58 (10th percentile) to $44.61 (90th percentile). Supervisory and technician positions generally have higher degree requirements than other positions within this sub-cluster, which is reflected in their higher median wages. 103 Burning Glass Labor Insights Tool, Comparable regions included Chicago, Houston, Philadelphia, Cleveland, Los Angeles, and New York. 104 Hiring indicators are developed by CareerBuilder. Please see the data notes for more detail on methodology. 105 Job posting data from Burning Glass Technologies is not available for 2008 and 2009. 106 EMSI complete employment 2012.4 107 Online job posting data from Burning Glass Technologies. Data is available in years 2007, 2010, 2011, and 2012. 108 Burning Glass Labor Insights Tool, Comparable regions included Chicago, Houston, Philadelphia, Cleveland, Los Angeles, and New York. 109 Occupations in the top skilled trades and technicians jobs wage data and educational requirements chart are ordered by 2012 demand. Educational requirements data comes from the U.S. Bureau of Labor Statistics. Wage data was acquired through EMSI complete employment specific to Southeast Michigan. Where a * is indicated, wage data was not available for that specific occupational code. The wage occupations manufacturing engineers and validation engineers are included as part of a category called engineers, all other. Industrial safety and health engineers are included as part of the category health and safety engineers, except mining safety engineers and inspectors. Changes to the categories are consistent to wage information data collection by the State of Michigan. 110 Emerging skills are skills found in 2012 job postings but not in 2007 postings. The top 15 by demand are included in this report. 47

48 PART THREE: DATA NOTES

GEOGRAPHY This report references Southeast Michigan as its own labor market area. For purposes of this report, the region is comprised of nine counties, and roughly covers four metropolitan statistical areas. These counties are: Genesee, Livingston, Macomb, Monroe, Oakland, Shiawassee, St. Clair, Washtenaw and Wayne. DEFINITIONS AND SOURCES Burning Glass Technologies Data for this analysis has been extracted using Burning Glass Technologies, Labor/Insight tool that collects information from over 21,000 web sources, including job boards, newspapers, large and small employer websites. CIP Codes The Classification of Instructional Programs (CIP) provides a taxonomic scheme that supports the accurate tracking and reporting of fields of study and program completions activity. CIP was originally developed by the U.S. Department of Education s National Center for Education Statistics (NCES). County Business Patterns (CBP) CBP is an annual series that provides subnational economic data by industry by the U.S. Census Bureau. This series includes the number of establishments, employment during the week of March 10, first quarter payroll, and annual payroll. This data is useful for studying the economic activity of small areas; analyzing economic changes over time; and as a benchmark for other statistical series, surveys, and databases between economic censuses. Businesses use the data for analyzing market potential, measuring the effectiveness of sales and advertising programs, setting sales quotas and developing budgets. Government agencies use the data for administration and planning. ZIP Code Business Patterns data are available shortly after the release of County Business Patterns. It provides the number of establishments by employment-size classes by detailed industry in the U.S. Educational Attainment The highest diploma or degree, or level of work towards a diploma or degree, an individual has completed. Employer (Quarterly Census of Employment and Wages) A person or business employing one or more persons for wages or salary; the legal entity responsible for payment of quarterly unemployment insurance taxes or for reimbursing the state fund for unemployment insurance benefits costs in lieu of paying the quarterly taxes. EMSI Projection Calculator Projections are based on historical data and controlled based on state labor market information. Data sources include more than 90 federal, state, and private sources. Caution should be taken when using any projected employment numbers, as unforeseen economic events and regional demographics may affect future employment. Establishment The physical location of a certain economic activity for example, a factory, mine, store, or office. A single establishment generally produces a single good or provides a single service. An enterprise (a private firm, government, or non-profit organization) can consist of a single establishment or multiple establishments. All establishments in an enterprise may be classified in one industry (e.g. a chain), or they may be classified in different industries (e.g. a conglomerate). Employed Persons (from the Current Population Survey) Persons 16 years and over in the civilian non-institutional population who, during the reference week, (a) did any work at all (at least 1 hour) as paid employees; worked in their own business, profession, or on their own farm, or worked 15 hours or more as unpaid workers in an enterprise operated by a member of the family; and (b) all those who were not working but who had jobs or businesses from which they were temporarily absent because of vacation, illness, bad weather, childcare problems, maternity or paternity leave, labor-management dispute, job training, or other family or personal reasons, whether or not they were paid for the time off or were seeking other jobs. Each employed person is counted only once, even if he or she holds more than one job. Excluded are persons whose only activity consisted of work around their own house (painting, repairing, or own home housework) or volunteer work for religious, charitable, and other organizations. Hiring Indicator The Hiring Indicator, developed by CareerBuilder, uses a complex methodology of the supply (resumes) and demand (online job postings) data to deliver an indication of how easy or difficult it is to recruit and hire for the position searched for in the portal. According to the CareerBuilder Supply & Demand Hiring Indicator (with 0 being hardest to recruit and 100 being easiest to recruit), mobile developers are a 30, indicating that the position is much more difficult to recruit. 70% of all other positions are easier to recruit than mobile developers. CareerBuilder s methodology formula does take into account the location (city, state, MSA) specified in the search. The percentile number will be based on both the keyword and location combined. Therefore, a search for mobile developers in Chicago and another for mobile developers in Atlanta may produce different indicator numbers. Labor Force (from the Current Population Survey) The labor force includes all persons classified as employed or unemployed in accordance with the definitions contained in this glossary. Nurse Practitioners (from ONET description) Diagnose and treat acute, episodic, or chronic illness, independently or as part of a health care team. May focus on health promotion and disease prevention. May order, perform, or interpret diagnostic tests such as lab work and x-rays. May prescribe medication. Must be registered nurses who have specialized graduate education. Quarterly Workforce Indicators (QWI) QWI are built upon wage records in the Unemployment Insurance (UI) system and information from state ES-202 data. 49

The universe of QWI data is UI-covered earnings. UI coverage is broad, covering over 90% of total wage and salary civilian jobs. When QWI private industry employment numbers are compared with other employment data, exclusions to UI coverage should be taken into account. Federal government employment is not generally included. Exempted employment varies slightly from state to state due to variations in state unemployment laws, but generally also excludes many farmers and agricultural employees, domestic workers, self-employed non-agricultural workers, members of the Armed Services, some state and local government employees as well as certain types of non-profit employers and religious organizations (which are given a choice of coverage or non-coverage in a number of states). Real-time Data WIN and partner institutions access real-time job posting data, which is compiled from actual online postings to provide an approximation of employer demand. Postings are pulled from multiple online job boards, including Monster, CareerBuilder, LinkedIn, Craigslist, company web sites and public agencies. They are systematically unduplicated, and then artificial intelligence is used to parse out the job titles, skills, education, experience required and other crucial information. Though this method provides the most up-to-date information about employer demand, the data is imperfect. Offline postings and unposted openings are excluded from the analysis. Additionally, some online postings exclude important information such as educational requirements and salary. Real-time data represent online job advertisements at given points in time; they do not show actual employment or projections of future demand. Therefore, real-time data is best used to analyze trends and marketplace comparisons, and not make assertions about actual current or predicted job openings. WIN and partner institutions validate trends with employers, but not actual employment numbers. Unemployed Persons (from the Current Population Survey) Persons aged 16 years and older who had no employment during the reference week, were available for work, except for temporary illness, and had made specific efforts to find employment sometime during the 4-week period ending with the reference week. Persons who were waiting to be recalled to a job from which they had been laid off need not have been looking for work to be classified as unemployed. The unemployment rate represents the number unemployed as a percent of the labor force. Wages Wage data is collected by each state through the Occupational Employment Statistics (OES) survey, conducted by the Bureau of Labor Statistics (BLS) at the U.S. Department of Labor. National wage estimates are developed by BLS. State and national occupation information is classified using the Standard Occupation Classification (SOC) system. State wage estimates come from State of Michigan wage information. 50

THE FOLLOWING OCCUPATIONS ARE INCLUDED IN WIN CLUSTERS. SKILLED TRADES & TECHNICIANS Code Name 11-3051 Industrial Production Managers 17-3021 Aerospace Engineering and Operations Technicians 17-3022 Civil Engineering Technicians 17-3023 Electrical and Electronics Engineering Technicians 17-3024 Electro-Mechanical Technicians 17-3025 Environmental Engineering Technicians 17-3026 Industrial Engineering Technicians 17-3027 Mechanical Engineering Technicians 17-3029 Engineering Technicians, Except Drafters, All Other 17-3031 Surveying and Mapping Technicians 51-1011 First-Line Supervisors of Production and Operating Workers 51-2021 Coil Winders, Tapers, and Finishers 51-2041 Structural Metal Fabricators and Fitters 51-2091 Fiberglass Laminators and Fabricators 51-4011 Computer-Controlled Machine Tool Operators, Metal and Plastic 51-4012 Computer Numerically Controlled Machine Tool Programmers, Metal and Plastic 51-4021 Extruding and Drawing Machine Setters, Operators, and Tenders, Metal and Plastic 51-4022 Forging Machine Setters, Operators, and Tenders, Metal and Plastic 51-4023 Rolling Machine Setters, Operators, and Tenders, Metal and Plastic 51-4031 Cutting, Punching, and Press Machine Setters, Operators, and Tenders, Metal and Plastic 51-4032 Drilling and Boring Machine Tool Setters, Operators, and Tenders, Metal and Plastic 51-4033 Grinding, Lapping, Polishing, and Buffing Machine Tool Setters, Operators, and Tenders, Metal and Plastic 51-4034 Lathe and Turning Machine Tool Setters, Operators, and Tenders, Metal and Plastic 51-4035 Milling and Planing Machine Setters, Operators, and Tenders, Metal and Plastic 51-4041 Machinists 51-4051 Metal-Refining Furnace Operators and Tenders 51-4052 Pourers and Casters, Metal 51-4061 Model Makers, Metal and Plastic 51-4062 Patternmakers, Metal and Plastic 51-4071 Foundry Mold and Coremakers 51-4072 Molding, Coremaking, and Casting Machine Setters, Operators, and Tenders, Metal and Plastic 51-4081 Multiple Machine Tool Setters, Operators, and Tenders, Metal and Plastic 51-4111 Tool and Die Makers 51-4121 Welders, Cutters, Solderers, and Brazers 51-4122 Welding, Soldering, and Brazing Machine Setters, Operators, and Tenders 51-4191 Heat Treating Equipment Setters, Operators, and Tenders, Metal and Plastic 51-4192 Layout Workers, Metal and Plastic 51-4193 Plating and Coating Machine Setters, Operators, and Tenders, Metal and Plastic 51-4194 Tool Grinders, Filers, and Sharpeners 51-4199 Metal Workers and Plastic Workers, All Other 51-5111 Prepress Technicians and Workers 51-9399 Production Workers, All Other 17-2199 Engineers, All Other 17-3011 Architectural and Civil Drafters 17-3012 Electrical and Electronics Drafters 17-3013 Mechanical Drafters 17-3019 Drafters, All Other 27-1021 Commercial and Industrial Designers INFORMATION TECHNOLOGY Code Name 11-3021 Computer and Information Systems Managers 15-1111 Computer and Information Research Scientists 15-1121 Computer Systems Analysts 15-1131 Computer Programmers 15-1132 Software Developers, Applications 15-1133 Software Developers, Systems Software 15-1141 Database Administrators 15-1142 Network and Computer Systems Administrators 15-1159 Computer Support Specialists 15-1179 Information Security Analysts, Web Developers, and Computer Network Architects 15-1799 Computer Occupations, All Other 17-2061 Computer Hardware Engineers 43-9011 Computer Operators ENGINEERS & DESIGNERS Code Name 11-9041 Architectural and Engineering Managers 17-2011 Aerospace Engineers 17-2021 Agricultural Engineers 17-2031 Biomedical Engineers 17-2041 Chemical Engineers 17-2051 Civil Engineers 17-2061 Computer Hardware Engineers 17-2071 Electrical Engineers 17-2072 Electronics Engineers, Except Computer 51

17-2081 Environmental Engineers 17-2111 Health and Safety Engineers, Except Mining Safety Engineers and Inspectors 17-2112 Industrial Engineers 17-2121 Marine Engineers and Naval Architects 17-2131 Materials Engineers 17-2141 Mechanical Engineers 17-2151 Mining and Geological Engineers, Including Mining Safety Engineers 17-2161 Nuclear Engineers 17-2171 Petroleum Engineers HEALTH CARE Code Name 11-9111 Medical and Health Services Managers 29-1011 Chiropractors 29-1021 Dentists, General 29-1022 Oral and Maxillofacial Surgeons 29-1023 Orthodontists 29-1024 Prosthodontists 29-1029 Dentists, All Other Specialists 29-1031 Dietitians and Nutritionists 29-1041 Optometrists 29-1051 Pharmacists 29-1061 Anesthesiologists 29-1062 Family and General Practitioners 29-1063 Internists, General 29-1064 Obstetricians and Gynecologists 29-1065 Pediatricians, General 29-1066 Psychiatrists 29-1067 Surgeons 29-1069 Physicians and Surgeons, All Other 29-1071 Physician Assistants 29-1081 Podiatrists 29-1111 Registered Nurses 29-1122 Occupational Therapists 29-1123 Physical Therapists 29-1124 Radiation Therapists 29-1125 Recreational Therapists 29-1126 Respiratory Therapists 29-1127 Speech-Language Pathologists 29-1128 Therapists, All Other 29-1131 Veterinarians 29-1181 Audiologists 29-1199 Health Diagnosing and Treating Practitioners, All Other 29-2011 Medical and Clinical Laboratory Technologists 29-2012 Medical and Clinical Laboratory Technicians 29-2021 Dental Hygienists 29-2031 Cardiovascular Technologists and Technicians 29-2032 Diagnostic Medical Sonographers 29-2033 Nuclear Medicine Technologists 29-2037 Radiologic Technologists and Technicians 29-2041 Emergency Medical Technicians and Paramedics 29-2051 Dietetic Technicians 29-2052 Pharmacy Technicians 29-2053 Psychiatric Technicians 29-2054 Respiratory Therapy Technicians 29-2055 Surgical Technologists 29-2056 Veterinary Technologists and Technicians 29-2061 Licensed Practical and Licensed Vocational Nurses 29-2071 Medical Records and Health Information Technicians 29-2081 Opticians, Dispensing 29-2091 Orthotists and Prosthetists 29-2799 Health Technologists and Technicians, All Other 29-9011 Occupational Health and Safety Specialists 29-9012 Occupational Health and Safety Technicians 29-9091 Athletic Trainers 29-9799 Health Care Practitioners and Technical Workers, All Other 31-1011 Home Health Aides 31-1012 Nursing Aides, Orderlies, and Attendants 31-1013 Psychiatric Aides 31-2011 Occupational Therapy Assistants 31-2012 Occupational Therapy Aides 31-2021 Physical Therapist Assistants 31-2022 Physical Therapist Aides 31-9011 Massage Therapists 31-9091 Dental Assistants 31-9092 Medical Assistants 31-9093 Medical Equipment Preparers 31-9094 Medical Transcriptionists 31-9095 Pharmacy Aides 31-9096 Veterinary Assistants and Laboratory Animal Caretakers 31-9799 Health Care Support Workers, All Other 52

THANK YOU TO OUR GENEROUS UNDERWITERS GOLD LEVEL Macomb-St.Clair Michigan Works! Agency SILVER LEVEL Washtenaw County Michigan Works! Agency BRONZE LEVEL Washtenaw Community College Monroe County Community College Oakland Community College Southeast Michigan Community Alliance 53

What are you hungr y for? 734-462-4400 A college degree Admissions and Enrollment Center 734-462-4426 www.schoolcraft.edu/ admissions/ A promotion Continuing Education and Professional Development 734-462-4448 www.schoolcraft.edu/ces/ A great meal Schoolcraft College Culinary Arts Department American Harvest Restaurant 734-462-4488 for reservations http://www.schoolcraft.edu/harvest/ 54

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