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created a more comprehensive MOC to SOC crosswalk by adding supplemental mappings from Veterans Opportunity to Work (VOW) and Credentialing Opportunities On-Line (COOL). These sources are made to help veterans transition into civilian jobs and, therefore, include more realistic skill level requirements. The Emsi data focuses on correlating the work experience provided by military occupations with skills that civilian jobs require. The data analyzed are only for Army Enlisted occupations, which captures most of the survey respondents and their accompanying military occupations. Table 12 provides a snapshot of the civilian occupations most comparable to exiting military experience within each of the 16 major military occupation categories. Shown are only those occupations that are abundant in the regional labor market and the typical entry level of education requirements are below an associate’s degree. See Appendix IV for a more comprehensive list of comparable occupations for each military category. Overwhelmingly, employers discuss the disconnect between expectations of exiting military and business. Part of the problem is wage expectations while the other is expectations exiting military personnel have for peers in the workplace, as further discussed later in this section. Results from the 2016 Post-Military Service Intent survey indicate that many of the respondents have little to no higher education so those occupations that cross over into civilian jobs may require exiting military to pursue additional training or education—particularly for management positions. Provided that 36% of survey respondents said that higher education offerings would most likely affect their decision to remain in the region, this is critical in understanding the opportunities for exiting military and higher education offerings around the region. The Fort Campbell Strong Defense Alliance could help alleviate these challenges as the nonprofit’s mission is to support the overall health of the region’s military and defense sector through economic and development activities. The Pennyrile Area Development District received nearly $1.7 million for economic development efforts around Fort Campbell. The funds have paid for advanced manufacturing training equipment and programs at higher education institutions. Key Takeaways The most frequent populated civilian occupations that match military experience, require some college or above (for education and training purposes), and pay above $15 per hour. The occupations shown here are also included in Table 12 below. • General and Operations Managers • Managers, All Other • Heavy and Tractor-Trailer Truck Drivers • Automotive Service Technicians and Mechanics • Business Operations Specialists • Construction Managers • Telecommunications Equipment Installers & Repairers • Management Analysts • Training and Development Specialists • Registered Nurses • Licensed Practical and Licensed Vocational Nurses • Medical Assistants • Dental Assistants • Emergency Medical Technicians and Paramedics 46 COMPREHENSIVE LABOR ANALYSIS: CLARKSVILLE-MONTGOMERY COUNTY
TABLE 12: MOC to SOC Crosswalk for Exiting Fort Campbell Veterans MOC SOC CODE SOC TITLE JOBS ANNUAL OPENINGS MEDIAN HOURLY EARNINGS TYPICAL ENTRY LEVEL EDUCATION INFANTRY 49-9071 Maintenance and Repair Workers, General 1,824 197 $17.60 High school diploma or equivalent 43-1011 First-Line Supervisors of Office and Administrative Support Workers 1,615 187 $21.50 High school diploma or equivalent 47-2061 Construction Laborers 1,557 185 $12.68 No formal educational credential 51-1011 First-Line Supervisors of Production and Operating Workers 1,434 155 $24.88 High school diploma or equivalent 49-3023 Automotive Service Technicians and Mechanics 989 101 $15.52 Postsecondary nondegree award 33-3051 Police and Sheriff’s Patrol Officers 767 68 $19.45 High school diploma or equivalent AVIATION 49-1011 First-Line Supervisors of Mechanics, Installers, and Repairers 540 54 $25.65 High school diploma or equivalent 53-1031 First-Line Supervisors of Transportation and Material-Moving Machine and Vehicle Operators 221 27 $24.34 High school diploma or equivalent 43-5032 Dispatchers, Except Police, Fire, and Ambulance 189 20 $13.15 High school diploma or equivalent 11-3071 Logistics Managers 183 17 $32.89 High school diploma or equivalent 49-3011 MAINTENANCE Aircraft Mechanics and Service Technicians 103 8 $36.36 Postsecondary nondegree award 49-9071 Maintenance and Repair Workers, General 1,824 197 $17.60 High school diploma or equivalent 51-1011 First-Line Supervisors of Production and Operating Workers 1,434 155 $24.88 High school diploma or equivalent 49-3023 Automotive Service Technicians and Mechanics 989 101 $15.52 Postsecondary nondegree award 49-9041 Industrial Machinery Mechanics 716 81 $22.73 High school diploma or equivalent 47-1011 First-Line Supervisors of Construction Trades and Extraction Workers 647 69 $20.54 High school diploma or equivalent 47-2141 Painters, Construction and Maintenance 543 47 $12.89 No formal educational credential 49-1011 First-Line Supervisors of Mechanics, Installers, and Repairers 540 54 $25.65 High school diploma or equivalent LOGISTICS 53-7062 Laborers and Freight, Stock, and Material Movers, Hand 3,860 642 $11.76 No formal educational credential Military 47
Page 1 and 2: COMPREHENSIVE LABOR ANALYSIS Clarks
Page 3 and 4: 61 INDUSTRY CLUSTER AND SUPPLY CHAI
Page 5 and 6: INTRODUCTION Over the past five yea
Page 7 and 8: DEMOGRAPHIC PROFILE The City of Cla
Page 9 and 10: The map below illustrates total mig
Page 11 and 12: TABLE 2: Generation Breakdown, 10-c
Page 13 and 14: INCOME Income is generally used as
Page 15 and 16: POVERTY Poverty rates are one measu
Page 17 and 18: STAKEHOLDER THEMES In August and Se
Page 19 and 20: Below are the labor force figures p
Page 21 and 22: FIGURE 11: Labor Force Participatio
Page 23 and 24: COMMUTING PATTERNS Commuting patter
Page 25 and 26: TABLE 6: Where Residents from Montg
Page 27 and 28: sector. Figure 16 above shows resid
Page 29 and 30: public transportation, broadband av
Page 31 and 32: TABLE 7: Job Performance 2011 2016
Page 33 and 34: FIGURE 19: Montgomery County Indust
Page 35 and 36: TABLE 8: Number of Payrolled Busine
Page 37 and 38: TABLE 9: Occupation Groups with Mos
Page 39 and 40: REAL-TIME DATA KEY HIGHLIGHTS Suppl
Page 41 and 42: COMPENSATION KEY HIGHLIGHTS • Ave
Page 43 and 44: STAKEHOLDER THEMES • 50% of respo
Page 45: The May 2017 Soldier For Life Surve
Page 49 and 50: MOC SOC CODE SOC TITLE JOBS ANNUAL
Page 51 and 52: MOC SOC CODE SOC TITLE JOBS ANNUAL
Page 53 and 54: • Military spouses most likely ma
Page 55 and 56: FIGURE 27: Higher Education Institu
Page 57 and 58: MEETING THE NEEDS OF INDUSTRY Some
Page 59 and 60: SOC CODE SOC DESCRIPTION 2016 JOBS
Page 61 and 62: INDUSTRY CLUSTER AND SUPPLY CHAIN A
Page 63 and 64: INDUSTRY CLUSTERS Industry clusters
Page 65 and 66: SUPPLY CHAIN ANALYSIS Supply chain
Page 67 and 68: TABLE 18: Purchases of Services by
Page 69 and 70: PEER REGION ANALYSIS Clarksville is
Page 71 and 72: TABLE 20: Duo Peer Regions, MSAs, M
Page 73 and 74: TABLE 22: Individual Peer Regions,
Page 75 and 76: RECOMMENDATIONS INCREASE COMMUNICAT
Page 77 and 78: • Encourage engineering internshi
Page 79 and 80: • Numerous golf courses in the ar
Page 81 and 82: economic development professionals
Page 83 and 84: APPENDIX II: INVESTMENT IN CLARKSVI
Page 85 and 86: 2) Is your firm in one of the follo
Page 87 and 88: • Friendly people • Good Locati
Page 89 and 90: • Seems like a good effort to rec
Page 91 and 92: • some bad areas of congestion
Page 93 and 94: MOC SOC CODE SOC TITLE JOBS Infantr
Page 95 and 96: MOC SOC CODE SOC TITLE JOBS Logisti
Page 97 and 98:
MOC SOC CODE SOC TITLE JOBS Field A
Page 99 and 100:
MOC SOC CODE SOC TITLE JOBS Medical
Page 101 and 102:
MOC SOC CODE SOC TITLE JOBS Supply
Page 103 and 104:
MOC SOC CODE SOC TITLE JOBS Signal/
Page 105 and 106:
MOC SOC CODE SOC TITLE JOBS Militar
Page 107 and 108:
MOC SOC CODE SOC TITLE JOBS Electro
Page 109 and 110:
MOC SOC CODE SOC TITLE JOBS Armor I
Page 111 and 112:
MOC SOC CODE SOC TITLE JOBS Intelli
Page 113:
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