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FIGURE 28: Education Gap by Top Occupations Requiring Some College and Above (>$15/hr), 10-county Region (gaps and surpluses are the difference between openings and completions) Surplus/Avg. Annual Openings (2011–2016) Regional Completions (2016)/Gap General and Operations Managers –131 184 315 Managers, All Other –230 115 345 Business Operations Specialists, All Other 87 87 Accountants and Auditors 71 66 5 Education Administrators, All Other 47 37 10 Elementary School Teachers, Except Special Education 220 111 109 Middle School Teachers, Except Special & Career/Tech. Ed. 66 4 62 Secondary School Teachers, Except Special & Career/Tech. Ed. –34 89 123 Teachers and Instructors, All Other 222 204 18 Registered Nurses –54 183 237 Licenses Practical and Licensed Vocational Nurses –191 115 306 Dental Assistants 63 16 47 Automotive Service Technicians and Mechanics 126 97 29 Heavy and Tractor-Trailer Truck Drivers 312 185 127 Source: Emsi Dataset 2017.3 Similar to the graph above, the graph below illustrates the gap in regional education completions and annual average openings for those occupations that have a median pay between $11 and $15 per hour and typical entry level of education that requires some college or above. Positive numbers in green represent the gaps while negative numbers indicate surplus of graduates over number of annual average job openings available within the 10-county region. FIGURE 29: Education Gap by Top Occupations (between $11-$15/hr), 10-county Region (gaps and surpluses are the difference between openings and completions) Surplus/Avg. Annual Openings (2011–2016) Regional Completions (2016)/Gap Education Administr., Preschool & Childcare Center/Program Library Technicians Teacher Assistants Coaches and Scouts –5 5 10 16 16 173 173 –181 41 222 Emergency Medical Technicians & Paramedics Dietetic Technicians Nursing Assistants Medical Assistants Medical Transcriptionists Phlebotomists Veterinary Technologists and Technicians Barbers Hairdressers, Hairstylists, and Cosmetologists Skincare Specialists Source: Emsi Dataset 2017.3 –153 276 17 7 10 –4 3 83 –17 16 9 7 31 245 7 2 11 11 11 7 4 33 236 134 115 19 –140 8 148 56 COMPREHENSIVE LABOR ANALYSIS: CLARKSVILLE-MONTGOMERY COUNTY
MEETING THE NEEDS OF INDUSTRY Some occupations show the oversaturation in the regional market—meaning institutions should not focus so heavily on these occupations. The previous section analyzed which military occupations translated into civilian employment. The resulting civilian occupations that are also mentioned above are included in Table 14, on the next page. While some have a surplus of completions each year, on average, exiting military with experience and reasonable expectations have a good chance at these more competitive jobs. There have been great strides with involvement from education institutions and trying to meet the needs of industry. APSU’s Engineering Technology Department has a history of graduating individuals to help meet the manufacturing needs for the region. HCC and APSU have partnered to expand the Kentucky Federation for Advanced Manufacturing Education (FAME) program. This apprenticeship-style program addresses a need for more technically skilled workers in advanced manufacturing, while also providing an avenue to high-wage/high-demand careers for military veterans and other residents. This provides students a work-and-learn format and offers articulation to APSU higher degree programs. Tennessee College of Applied Technology (TCAT) has an established mechatronics program and has recently partnered with APSU and the Clarksville-Montgomery County School System (CMCSS) to include on-campus learning experiences to provide mechatronics certificates to entry level freshmen continuing on to earn an associate’s or bachelor’s degree. The dialogue must continue to flow between industry and education and more frequently. APSU, HCC, TCAT, and other regional higher education institutions must continue to work with high schools and employers to ensure alignment between employer needs and educational program development. Although Clarksville-Montgomery County School System have improved in all state metrics over the past several years, employers are still saying that entry level applicants are lacking in math skills. With the growth of manufacturing in Clarksville and Montgomery County, the need for bachelor’s degree holders by manufacturers is lower than in an environment where there are more advanced manufacturing opportunities. While APSU does offer associate’s degrees in manufacturing-related fields (mechatronics, for example), 70% of degrees at APSU are bachelor’s level or above and are relevant to areas other than manufacturing, such as business, education, healthcare, information technology, etc. However, there is substantial opportunity to work with APSU, HCC, TCAT, and area high schools to ensure the program development and workforce preparedness are more aligned with the economic and job development priorities of the community. A council or team assigned to assess and explore these opportunities and the development of programs may be advisable. Education & Training Demand 57
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 and 46: The May 2017 Soldier For Life Surve
Page 47 and 48: TABLE 12: MOC to SOC Crosswalk for
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: FIGURE 27: Higher Education Institu
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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