Workforce Assessment of the Greater Columbus Georgia Region

April 28, 2017

Prepared for the Greater Columbus Georgia Chamber of Commerce By Avalanche Consulting, Inc.

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deeply driven to make a positive impact and seeks clients who are equally inspired to energize their economies. Since it was established in 2005,

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Visit firm’s

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The Greater Columbus Economic Development

Alliance is part of the Greater Columbus Georgia Chamber of Commerce, the voice of business in West Georgia. In addition to leading progress in West Georgia, the Chamber offers its members opportunities to increase their prospects, develop

their professional skills, and growing their

businesses. The Chamber leads studies such as this to help inform the Greater Columbus region’s economic development activities and inspire greater investment in workforce development.

TABLE OF CONTENTS

About This Study Executive Summary

Labor Shed Identification & Demographic Scan Occupational Profiles

Inflow / Outflow Dynamics

Workforce Supply & Demand Analysis Occupational Profile Appendix

2

3

5

8

20

30

34

52

ABOUT THIS STUDY

The Greater Columbus Workforce Assessment examines existing and potential sources of labor for local employers. The analysis begins with a look at those already working within the Greater Columbus region, including residents and individuals who commute into the region from other communities. The analysis then explores the size and skills possessed by individuals who reside within the Greater Columbus labor shed. Next, the analysis examines current residents of the Greater Columbus region who work outside of the community. The analysis concludes with a look at talent production and attraction levels.

People who Live in the Greater Columbus Region but Work Elsewhere

People who Work in the Greater Columbus Region but Live Elsewhere

People who Live and Work within the Greater Columbus Region

Local College Graduates and Migrants into the Greater Columbus Region

People who Live in the Greater Columbus Region Labor Shed but do not Work within the Region

INDIVIDUALS CURRENTLY EMPLOYED WITHIN THE GREATER COLUMBUS REGION

POTENTIAL SOURCES OF ADDITIONAL WORKERS FOR GREATER COLUMBUS REGION EMPLOYERS

3

GREATER COLUMBUS

Greater Columbus Georgia, which includes the Columbus metropolitan area, provides existing and prospective employers with a community rich with skilled workers. Located approximately 100 miles southwest of Atlanta, Greater Columbus and its broader labor shed are home to 250,000 workers. Greater Columbus also boasts extremely competitive wages and a sustained pipeline of talent thanks to the presence of several colleges and universities. These strengths are projected to propel the creation of more than 5,000 jobs throughout the region during the next decade.

AN ABUNDANCE OF SKILLED WORKERS

Workers in Greater Columbus Region Labor Shed

250,000

Average annual wages in Greater

^$52K Columbus are $9,000

less than the statewide average.

HIGHLY COMPETITIVE WAGES

Greater Columbus Workers Living Outside the Community

33,925

MULTIPLE TALENT PIPELINES

Individuals Living

and Working in Greater Columbus

65,275

Graduates from Local

Educational Institutions Each Year

3,570

INDUSTRY HIGHLIGHTS

AEROSPACE

3X MORE CONCENTRATED IN GREATER

COLUMBUS

FINANCE

2X MORE CONCENTRATED IN GREATER COLUMBUS

SOFTWARE/IT

20% GROWTH

BETWEEN 2011

AND 2016

4

EXECUTIVE SUMMARY

Annual Employment Change

Annual Employment (Indexed to 2001 Values)

Greater Columbus Annual Projected Job Openings Through 2026

4%

2%

0%

-2%

-4%

-6%

US

Greater Columbus

​

' ' ' ' ' ' ' ' 02 04 06 08 10 12 14 16

115

110

105

100

95

90

US

Greater

Columbus

'02 '04 '06 '08 '10 '12 '14 '16

During the past 15 years, employment in Greater Columbus has proven relatively stable. In most years, job growth rises modestly. At the same time, Greater Columbus tends to experience relatively small job losses during economic downturns.

While the economic resiliency of the local economy has helped Greater Columbus avoid the destructive forces that ravaged many communities during economic downturns, such stability has come at a price. During more economically dynamic periods, job growth within Greater Columbus has been modest. As a result, total employment within Greater Columbus has remained largely unchanged since 2001. Nationwide, employment has increased nearly 10% during this period.

Fortunately, current employment estimates for Greater Columbus project stronger employment growth in the years ahead. Through 2026, Greater Columbus is expected to create nearly 1,000 jobs annually. During the past five years, average annual employment gains within Greater Columbus have totaled less than 600. In addition to net job growth, Greater Columbus is projected to have an additional 1,200 job openings annually due to turnover and the impending retirement of the Baby Boomer Generation.

With Greater Columbus on the cusp of its greatest level of job growth in at least a decade, developing an abundant and skilled workforce will be critical in ensuring greater economic vibrancy throughout the region. Whether looking to expand existing facilities or to construct new operations, companies exploring investments within Greater Columbus will want assurances that the regional workforce is capable of meeting their needs.

New Jobs 960

5

Turnover & Retirement 1,200

EXECUTIVE SUMMARY (continued)

Greater Columbus Labor Shed

Greater Columbus has several critical assets that contribute to a workforce that is both skilled and responsive to the needs of local employers.

Most immediately, the region has access to thousands of additional workers living outside the metropolitan boundaries. Already, nearly a third of workers employed within Greater Columbus live elsewhere. Greater Columbus is not only the single largest employment hub within the region, but also possesses extensive cultural and lifestyle amenities not available anywhere else in west Georgia. Additionally, while average annual wages in Greater Columbus are less than the US average, they remain higher than in neighboring communities. The resulting regional wage premium, combined with the diversity of local employment opportunities, helps Greater Columbus provide employers with access to a labor force that extends far beyond its borders.

Colleges and universities within Greater Columbus also ensure that employers have access to a continuous supply of new talent. In 2015, Greater Columbus post-secondary educational institutions awarded nearly 3,600 certificates and degrees each year—a regional record. During the past five years, the number of post-secondary degrees awarded in Greater Columbus has risen 20% as local colleges and universities have expanded existing programs and created new ones. Greater Columbus colleges and universities, for example, have proven adept at collaborating with local employers to develop and scale new academic programs. Pratt & Whitney’s recent 500 job expansion in Greater Columbus, for example, will involve an expansion of an existing partnership with Columbus Technical College. At Columbus State University, global payments provider TSYS invested $5 million to launch a new cybersecurity program focused on financial services.

2,985

3,102

3,428 3,521 3,517 3,570

2010 2011 2012 2013 2014 2015

Degrees Awarded by Greater Columbus Higher Education Institutions

^$23.32 $19.54

6

$18.10

US

Greater Columbus

Labor Shed

Average Hourly Wage, 2016

EXECUTIVE SUMMARY (continued)

7

The addition of new academic disciplines, as well as the expansion of existing programs at Greater Columbus colleges and universities, will help the region deliver the workforce necessary to fuel future job growth. Approximately 40% of job openings in Greater Columbus will require some type of post-secondary education. The figure is even higher for three of the occupational clusters expected to experience the largest gains in Greater Columbus during the next decade—Business & Finance, Health & Biomedical, and Software & IT.

Greater Columbus employment in Business & Finance is projected to increase by nearly 3,700 during the next decade, representing nearly 40% of all job growth within the region through 2026. While local colleges and universities annually award hundreds of degrees aligned with Business & Finance, the region may not be producing a sufficient level of analyst and human resources talent. In other areas such as data processing and accounting, however, local talent production appears to be meeting the demand for labor.

Thanks to an abundance of local college graduates, the Health & Biomedical cluster in Greater Columbus should have a sufficient labor pool in the years ahead. In areas such as Engineering and Software & IT that are expected to experience more modest growth, the region may be at risk of labor shortages.

Engineering and Software & IT represent less than 7% of degrees awarded by colleges and universities within Greater Columbus. While Greater Columbus employment growth within Software & IT is expected to be much smaller than Business & Finance in absolute terms, on a percentage basis the cluster is expected to enjoy some of the greatest levels of growth among all of the region’s occupations. Currently, Greater Columbus is at risk for experiencing labor shortages in areas such as computer network administrators and software developers. Still, the recent performance of local colleges and universities within Greater Columbus reveal a community capable of rising to the challenge.

Leading Occupational Clusters by Projected Job Growth Through 2026

3,685

1,600 ₇₆₅

760 745

Business & Health & Hospitality Software Personal Finance Bioemdical & IT Services

Job Openings Through 2026 by Educational Attainment Requirement

Post-Secondary Education 40.9%

No Post-Secondary Education 59.1%

-952

-1,606

Net Influx of College Educated Individuals into Greater Columbus

1,397

93

-1,159 ^-776

2010 2011 2012 2013 2014 2015

LABOR SHED IDENTIFICATION & DEMOGRAPHIC SCAN

8

The Labor Shed Identification & Demographic Scan highlights existing commuting patterns within the Greater Columbus region. It calculates the number of workers within Greater Columbus, the number of Greater Columbus residents employed outside of the community, and the number of non- residents that commute into Greater Columbus for work. Important demographic and economic characteristics of both individuals working in Greater Columbus and those living in the region are also included in the analysis.

Greater Columbus Region

9

• Greater Columbus is located approximately 100 miles southwest of Atlanta, GA.

• The Columbus metropolitan area encompasses five counties in two states. Chattahoochee, Harris, Marion, and Harris counties are located in Georgia. Russell County is located in Alabama.

• As reflected in the metropolitan definition, the Greater Columbus economy does not follow strict jurisdictional boundaries. Workers throughout the region flow across state and county borders.

WHAT IS THE GREATER COLUMBUS REGION?

Chattahoochee

Muscogee

Harris

Marion

Russell

WHAT IS THE GEOGRAPHIC COMPOSITION OF THE GREATER COLUMBUS WORKFORCE?

10

GREATER COLUMBUS

COMMUTER INFLOW/OUTFLOW ANALYSIS, 2014

Individuals employed in Greater Columbus who live outside of the region.

33,925

Greater Columbus

65,275

Individuals who live and work in Greater Columbus

31,750

Individuals who live in Greater

Columbus but work outside of the region

SOURCE: US CENSUS BUREAU / AVALANCHE CONSULTING

97,025

Workers living in Greater Columbus

99,200

Individuals employed in

Greater Columbus

Greater Columbus is home to a dynamic workforce with a significant number of in-commuters and out-commuters.

• Greater Columbus features a remarkably dynamic workforce. The region is both an exporter and importer of talent.

• Greater Columbus employs nearly 100,000

workers. In addition, nearly 32,000

residents live in Greater Columbus but work elsewhere.

• Greater Columbus has a proven ability to recruit talent from beyond its borders— nearly 34,000 individuals employed within Greater Columbus live outside of the region.

Greater Columbus Residents – Place of Employment

11

Columbus

Auburn

LaGrange

West Point

• While the majority of employed individuals living within Greater Columbus work locally, the region also exports thousands of workers to adjacent communities.

• Most employed Greater Columbus residents who work outside of the region commute to cities located along interstate 85, including LaGrange and Auburn.

WHERE DO GREATER COLUMBUS RESIDENTS WORK?

Greater Columbus Workers – Place of Residence

12

Columbus

Auburn

LaGrange

West Point

• Approximately 1 in 3 Greater Columbus workers live outside of the region.

• Greater Columbus imports workers from many of the same cities that attract Greater Columbus residents, including Auburn and LaGrange.

• Greater Columbus also attracts thousands of workers from smaller communities along the Georgia/Alabama border. Individually, these communities don’t export large numbers of workers. Collectively, however, they represent a significant contribution to the workforce of Greater Columbus.

WHERE DO GREATER COLUMBUS WORKERS LIVE?

HOW LARGE IS THE GREATER COLUMBUS LABOR SHED?

13

Greater Columbus’ labor shed is home to approximately 250,000 workers.

Greater Columbus

Auburn

LaGrange

West Point

• The labor shed

of Greater Columbus the region’s formal

extends far beyond boundaries.

• The labor

shed of

Greater Columbus

extends north to include the southern

portions of LaGrange and west to the eastern edges of Auburn. The labor shed

also extends to the

south and

smaller

east to rural

encompass several communities.

• Collectively, Greater Columbus and its labor shed are home to more than 250,000 workers.

Greater Columbus Labor Shed

HOW EDUCATED ARE GREATER COLUMBUS WORKERS?

14

EDUCATIONAL ATTAINMENT (AMONG RESIDENTS AGE 25+), 2014

HIGH SCHOOL

ASSOCIATE DEGREE

Greater Columbus Region

86.1%

Greater Columbus Labor Shed

86.6%

Georgia

87.7%

BACHELOR’S DEGREE OR HIGHER

• Overall educational attainment levels within Greater Columbus and its labor shed are comparable to statewide averages.

• Approximately 86% of individuals in both Greater Columbus and its labor shed are high school graduates, nearly identical to the Georgia average.

• Nearly a third of residents age 25 and above in Greater Columbus and its labor shed possess an associate degree, a percentage point greater than the Georgia average.

• 23% of Greater Columbus residents are college graduates.

Greater Columbus’ labor shed provides the region with a wealth of talent.

Greater Columbus Region

32.7%

Greater Columbus Labor Shed

32.7%

Georgia

31.8%

Greater Columbus Region

23.0%

Greater Columbus Labor Shed

SOURCE: US CENSUS BUREAU / AVALANCHE CONSULTING

22.5%

Georgia

27.6%

HOW OLD ARE GREATER COLUMBUS WORKERS?

15

LABOR FORCE BY AGE 2014

PRIME STUDENT AGE (19 TO 24)

Greater Columbus Region

24.0%

Greater Columbus Labor Shed

24.2%

Georgia

21.7%

• 24% of workers in both Greater Columbus and its labor shed are between the ages of 19 and 24. In Georgia, less than 22% of workers are between 19 and 24 years old.

• Approximately 55% of workers in both Greater Columbus and its labor shed are

between the ages of 25 and 44. In

Georgia, young professionals represent

more than 58% of workers.

• Approximately 20% of workers in both Greater Columbus and its labor shed are between the ages of 45 and 64, virtually identical to the statewide average.

Greater Columbus and its labor shed feature a relatively young workforce.

Greater Columbus Region

55.2%

Greater Columbus Labor Shed

55.5%

Georgia

58.3%

Greater Columbus Region

20.8%

Greater Columbus Labor Shed

20.4%

Georgia

20.0%

YOUNG PROFESSIONALS (AGE 25 TO 44)

SEASONED PROS (AGE 45 TO 64)

SOURCE: US CENSUS BUREAU / AVALANCHE CONSULTING

HOW COMPETITIVE ARE WAGES IN GREATER COLUMBUS?

16

Greater Columbus offers existing and prospective firms competitive wages.

$48.2K

SOURCE: EMSI / AVALANCHE CONSULTING

$52.0K

AVERAGE ANNUAL SALARY, 2016

Greater Columbus

Greater Columbus Labor Shed

^Georgia $60.9K

• Within Georgia, average annual wages in

Greater Columbus make the competitive for existing and

region cost prospective

alluring to

firms while also remaining workers throughout the region.

• At $52,000 annually, average wages in Greater Columbus are approximately

$9,000 less than the statewide average.

​

​

• At the same time, average annual wages in Greater Columbus are nearly $2,000 greater than in the broader labor shed. This wage differential helps Greater Columbus attract outside labor.

WHAT ARE THE DOMINANT INDUSTRIES IN GREATER COLUMBUS?

17

Columbus is

of industries.

• Employment in dominated by Entertainment,

Greater a handful Finance,

Government,

Healthcare, and Retail collectively account

for approximately

representing more than

66,000 jobs

60% of all

employment within the region.

• Other leading industries within Greater

Columbus include Education (9,690 jobs),

Back Office (6,230), and Construction

(6,335).

• Columbus is home to several smaller but vibrant manufacturing industries, including Aerospace, Metalworking, and Industrial Machinery.

1,241

1,162

1,158

1,151

SOURCE: EMSI / AVALANCHE CONSULTING

1,552

1,461

1,780

2,729

3,234

6,336

6,236

9,689

12,064

14,558

15,244

15,364

16,337

Retail Entertainment Healthcare Government

Finance Education Construction Back Office

Professional Services Agribusiness & Food Software / Info. Tech. Transportation & Logistics

Metalworking

Materials Aerospace Industrial Machinery

Electronics

^{Apparel & Textiles} 991

^{Creative Content} 967

^Non-Profits 738

^{Telecom Services} 537

PRIVATE EMPLOYENT BY INDUSTRY*, 2016

*15 LARGEST PRIVATE SECTOR INDUSTRIES

WHAT IS A

LOCATION QUOTIENT?

Location Quotients, also called “LQs”, represent the relative concentration or density of a specific occupation cluster in the region compared to the US average for that

occupation cluster. A 1.5 LQ indicates that the region has 50% more concentration on a per capita basis than the US, which is a sign of

relative local strength in that occupation

NEGATIVE GROWTH

POSITIVE GROWTH

HIGH CONCENTRATION

LOW CONCENTRATION

TOP RIGHT – STRONG &

ADVANCING

Contains clusters that are more concentrated in the region and are growing. These clusters are strengths that help a community stand apart from the competition. Small, high growth clusters can be expected to become increasingly dominant over

time.

BOTTOM RIGHT – WEAK BUT

ADVANCING

Contains clusters that are under- represented in the region but are growing (often quickly). If growth trends continue, these clusters will eventually move into the top-right quadrant. Clusters in this quadrant are considered “emerging” strengths

for the region.

TOP LEFT – STRONG & DECLINING

Contains clusters that are more concentrated in the region but are declining (negative employment growth). These clusters may fall into the lower quadrant as job losses eventually produce a decline in concentration.

BOTTOM LEFT – WEAK & DECLINING

Contains clusters that are under- represented in the region (low concentration) and are also losing jobs. Clusters in this quadrant may indicate a gap in the workforce pipeline if local industries anticipate a future need. In general, clusters in this quadrant reveal a lack of competitiveness.

cluster. Note that LQ is a relative measure: a high concentration in one cluster means that others will have lower LQs.

Each bubble chart illustrates:

• The growth of each occupational cluster along the horizontal axis
• The LQ of each occupational cluster along the vertical axis
• The size of each bubble indicates the number of employees within the occupation

18

GREATER COLUMBUS MAJOR INDUSTRY CLUSTERS

• The vast majority of industries in Greater

Columbus posted employment gains

between 2011 and 2016.

• With location quotients of 2.9 and 2.0 respectively, Aerospace and Finance are

the two of the most relatively concentrated industries within Greater Columbus.

• Several of the largest industries within Greater Columbus are also among the most concentrated. On a proportional basis, the region is home to 50% more Government employment than the US average. Greater Columbus is also home to relatively large Apparel & Textiles, Retail, and Entertainment clusters.

WHAT INDUSTRIES ARE GROWING &

HIGHLY CONCENTRATED WITHIN GREATER COLUMBUS?

0

1

2

-30% -20%

Strong, Growing

LOCATION QUOTIENT, 2016

Size of bubble indicates relative employment base

Electronics [34%, 0.6 LQ]

Industrial Machinery

Construction

Transportation & Logistics

Entertainment

Education

Healthcare

Government

Materials

Agribusiness & Food

Metalworking

Retail

Back Office

Software/IT

Creative Content

Strong, Declining _Aerospace

[-4%, 2.9 LQ]

Finance

(Clusters with 500 or More Workers)

Weak, Declining

Weak, Growing

​

-10% 0% 10% 20% 30%

LOCAL GROWTH, 2011 - 2016

SOURCE: EMSI / AVALANCHE CONSULTING

Professional Services

Apparel & Textiles

[-5%, 2.2 LQ]

19

OCCUPATIONAL PROFILES

The Greater

Columbus labor shed

provides

throughout the region with a reservoir of

employers prospective

employees. This “flex capacity” can help Greater Columbus address future workforce needs. The following profiles identify the surplus labor capacity across major occupational categories.

20

ARCHITECTURE & ENGINEERING

21

• Companies in Greater Columbus employ more than 1,150 workers in Architecture & Engineering occupations.

• More than

Architecture &

Engineering

2,800

workers reside

in Greater

Columbus and its labor shed.

• Average hourly earnings for Architecture & Engineering workers in Greater Columbus are slightly less than in the region’s labor shed due to relatively high wages in parts of LaGrange, GA and Auburn, AL.

Greater Columbus’ labor shed is home to nearly 2,900 Architecture & Engineering workers.

ARCHITECTURE & ENGINEERING JOB VERSUS WORKERS 2016

2,884

1,162

Greater Columbus Jobs

Available Workers in

Greater Columbus & Labor Shed

ARCHITECTURE & ENGINEERING AVERAGE HOURLY EARNINGS 2016

$32.73

SOURCE: EMSI / AVALANCHE CONSULTING

$30.98

Greater Columbus

Greater Columbus Labor Shed

BUSINESS & FINANCE

22

• There are 6,150 Business & Finance jobs within Greater Columbus.

​

​

• Greater Columbus and its labor shed are home to more than 10,800 Business & Finance workers.

​

​

• At more than $33 an hour, average Business & Finance wages in Greater Columbus are more than 15% greater than the average for the Greater Columbus labor shed.

Business & Finance workers in Greater Columbus enjoy relatively high wages.

10,801

BUSINESS & FINANCE JOB VERSUS WORKERS 2016

​

​

6,150

Greater Columbus Jobs

Available Workers in

Greater Columbus & Labor Shed

$28.57

SOURCE: EMSI / AVALANCHE CONSULTING

BUSINESS & FINANCE AVERAGE HOURLY EARNINGS 2016

​

​

$33.29

Greater Columbus

Greater Columbus Labor Shed

COMPUTER & MATH

• Greater Columbus is home to nearly 3,750 Computer & Math jobs.

​

​

• The number of Computer & Math workers residing in Greater Columbus and its labor shed exceeds 5,800.

​

​

• Average earnings for Computer & Math workers in Greater Columbus top $35 an hour. Within the region, only Management workers enjoy greater average earnings.

​

​

• Computer & Math workers in the Greater Columbus labor shed earn an average of

$35 an hour, 10% more than in the Greater Columbus Labor Shed.

23

Computer & Math workers in Greater Columbus enjoy some of the highest wages in the region.

5,804

COMPUTER & MATH JOB VERSUS WORKERS 2016

​

​

3,748

Greater Columbus Jobs

Available Workers in

Greater Columbus & Labor Shed

$31.64

SOURCE: EMSI / AVALANCHE CONSULTING

COMPUTER & MATH AVERAGE HOURLY EARNINGS 2016

​

​

$35.16

Greater Columbus

Greater Columbus Labor Shed

EDUCATION, TRAINING & LIBRARY

24

• Education, Training & Library employment in Greater Columbus totals more than 6,850.

• There are nearly 15,800 Education, Training & Library workers living in Greater Columbus and its labor shed.

hourly

wages

for Education,

Library are

higher in the

• Average Training & Greater

Columbus labor shed due to

relatively high salaries enjoyed by some workers employed at Auburn University.

Greater Columbus has an abundance of Education, Training & Library talent.

EDUCATION, TRAINING & LIBRARY JOB VERSUS WORKERS 2016

15,781

6,851

Greater Columbus Jobs

Available Workers in

Greater Columbus & Labor Shed

EDUCATION, TRAINING & LIBRARY AVERAGE HOURLY EARNINGS 2016

$27.07

SOURCE: EMSI / AVALANCHE CONSULTING

$20.99

Greater Columbus

Greater Columbus Labor Shed

HEALTHCARE PRACTIONERS & TECHNICIANS

25

• Healthcare

Practitioners &

Technicians

employment in Greater Columbus exceeds

7,400. Among the

region’s major

only Office &

occupational groups, Administration is larger.

• At nearly $34 an hour, average earnings for Healthcare Practitioners & Technicians in Greater Columbus are approximately 10% greater than for workers in the region’s labor shed.

• Healthcare Practitioners & Technicians workers in Greater Columbus enjoy higher wages than any other occupational group except Computer & Math and Management workers.

Healthcare Practitioners & Technicians represent one of the largest groups of workers in Greater Columbus.

HEALTHCARE PRACTIONERS & TECHNICIANS JOB VERSUS WORKERS

2016

14,170

7,401

Greater Columbus Jobs

Available Workers in

Greater Columbus & Labor Shed

HEALTHCARE PRACTIONERS & TECHNICIANS AVERAGE HOURLY EARNINGS

2016

$30.96

SOURCE: EMSI / AVALANCHE CONSULTING

$34.21

Greater Columbus

Greater Columbus Labor Shed

MANAGEMENT

• Greater Columbus firms employ more than 5,900 individuals in Management occupations.

​

​

• Greater Columbus and its labor shed are home to approximately 11,500 Management workers.

​

​

• Average earnings for Management workers in Greater Columbus are approximately

$45 an hour, more than for any other occupational group within the region.

​

​

• Average hourly wages for Management workers are virtually identical in Greater Columbus and its labor shed.

26

Management workers in Greater Columbus command higher average annual wages than all other workers.

11,523

MANAGEMENT JOB VERSUS WORKERS 2016

​

​

5,901

Greater Columbus Jobs

Available Workers in

Greater Columbus & Labor Shed

$45.36

SOURCE: EMSI / AVALANCHE CONSULTING

MANAGEMENT AVERAGE HOURLY EARNINGS 2016

​

​

$44.82

Greater Columbus

Greater Columbus Labor Shed

OFFICE & ADMINISTRATION

27

• Greater Columbus features nearly 18,400 jobs. No other occupational group employs more workers in Greater Columbus.

​

​

• More than 37,000 Office & Administration workers reside in Greater Columbus and its labor shed.

​

​

• At slightly more than $15 an hour, average earnings for Office & Administration workers are similar for both workers in Greater Columbus and its labor shed.

There are more Office & Administration workers in Greater Columbus than any other occupational group.

37,142

OFFICE & ADMINISTRATION JOB VERSUS WORKERS 2016

​

​

18,379

Greater Columbus Jobs

Available Workers in

Greater Columbus & Labor Shed

$15.01

SOURCE: EMSI / AVALANCHE CONSULTING

OFFICE & ADMINISTRATION AVERAGE HOURLY EARNINGS 2016

​

​

$15.49

Greater Columbus

Greater Columbus Labor Shed

PRODUCTION

28

employ

• Companies in Greater Columbus nearly 7,200 Production workers.

• More than 26,700 Production

workers

reside in Greater Columbus and its labor shed. Only Healthcare Practitioners & Technicians and Office & Administration represent a greater share of resident workers.

​

​

• Average earnings for Greater Columbus Production workers is slightly more than $16 an hour. Production workers in the Greater Columbus Labor shed earn approximately 10% less on average.

Greater Columbus employers are able to draw from a large supply of skilled production workers.

PRODUCTION JOB VERSUS WORKERS 2016

26,707

7,167

Greater Columbus Jobs

Available Workers in

Greater Columbus & Labor Shed

$14.63

SOURCE: EMSI / AVALANCHE CONSULTING

PRODUCTION AVERAGE HOURLY EARNINGS 2016

​

​

$16.30

Greater Columbus

Greater Columbus Labor Shed

TRANSPORTATION & MATERIAL MOVING

• There are more than 6,200 Transportation & Material Moving positions within Greater Columbus.

​

​

• The Transportation & Material Moving workforce in the Greater Columbus Labor Shed exceeds 18,000.

​

​

• At slightly less than $14 an hour, average Transportation & Material Moving earnings are similar in both Greater Columbus and its labor shed.

The Greater Columbus Labor Shed is home to more than 18,000 Transportation & Material Moving workers.

18,024

TRANSPORTATION & MATERIAL MOVING JOB VS. WORKERS

2016

​

6,216

Greater Columbus Jobs

Available Workers in

Greater Columbus & Labor Shed

$13.77

33

SOURCE: EMSI / AVALANCHE CONSULTING

TRANSPORTATION & MATERIAL MOVING AVERAGE HOURLY EARNINGS

2016

​

Greater Columbus ^$13.87

Greater Columbus Labor Shed

INFLOW / OUTFLOW DYNAMICS

In addition to workers within its labor sheds, Greater Columbus employers have access to another important source of labor—Greater Columbus residents currently employed outside of the region. These workers are typically accounted for in the employment data of outside jurisdictions but can serve as an additional source of “flex capacity” for area employers.

29

NET WORKER FLOW BY AGE

30

• Worker flows reflect the difference between employed individuals living in a community and individuals working in a community. Positive numbers indicate that a community is importing more workers than it exports. Conversely, a negative number indicates that a community is exporting more workers than it imports.

​

​

• Greater Columbus is a net importer of workers across all age groups. In 2014, on a net basis Greater Columbus attracted more than 2,800 workers age 29 and younger. The region imported an additional 8,000 workers on a net basis between the ages of 30 and 54 and approximately 1,800 workers age 55 and older.

SOURCE: US CENSUS BUREAU / AVALANCHE CONSULTING

1,793

7,969

2,822

NET INFLOW OF WORKERS INTO GREATER COLUMBUS BY AGE, 2014

Age 29

and Younger

​

Age 30 to 54

Age 55 and Older

NET WORKER FLOW BY EARNINGS

31

• High-wage jobs are far more abundant in Greater Columbus than in neighboring communities. On a net basis, nearly 8,000 workers earning $40,000 or more annually

commute into Greater Columbus from outside the region.

• Greater Columbus also attracts workers at lower wage levels, though in much smaller numbers.

• The inflow of high earning workers into Greater Columbus suggests that the region is able to attract the necessary talent to fill higher skill positions.

​

7,920

SOURCE: US CENSUS BUREAU / AVALANCHE CONSULTING

3,603

1,061

$15,000 a Year or Less

$15,000 to

$40,000 Annually

$40,000+

Annually

NET INFLOW OF WORKERS INTO GREATER COLUMBUS BY EARNINGS, 2014

NET WORKER FLOW BY INDUSTRY

32

• While Greater Columbus is a net importer

of talent in most areas, significant

differences exist between the number of Greater Columbus residents employed in specific industries relative to the number workers locally employed in such sectors.

• Greater Columbus is particularly successful in attracting professional talent as well as workers that support the manufacturing and hospitality sector. On a net basis, Greater Columbus collectively attracts more workers from outside the region to fill positions in Finance & Insurance, Management, and Professional Services. The region also draws

to fill and

workers from outside the region Accommodations, Construction, Healthcare positions.

-1,075

SOURCE: US CENSUS BUREAU / AVALANCHE CONSULTING

534

18

92

-91

1,195

1,640

279

387

-1,248

1,267

NET INFLOW OF WORKERS INTO GREATER COLUMBUS BY INDUSTRY COMPOSITION, 2014

Accommodations

Admin. Support

Construction

Education Services

Finance & Insurance

Health Care & Social Assistance

Information

Management

Manufacturing

Professional Services

Transportation & Warehousing

WORKFORCE SUPPLY & DEMAND ANALYSIS

Regional talent ecosystems thrive when local skills production is aligned with the demand for labor. The Workforce Supply & Demand Analysis examines the current ability of local post- secondary institutions within the Greater Columbus region to meet the needs of local employers.

The analysis identifies occupations expected to fuel local employment gains in the years ahead as well as the number of locally-awarded post-secondary degrees in aligned fields. The analysis concludes with an identification of occupations with future potential shortages—or at least those where the supply of local graduates is insufficient to meet projected demand.

34

IS GREATER COLUMBUS ATTRACTING TALENT?

35

• On a net basis, the flow of college- educated individuals has fluctuated widely in recent years.

• In both 2010 and 2013, the number of college-educated individuals who moved to Greater Columbus exceeded the number of college-educated residents who left the region.

• In four of the past five years, the number of college-educated residents who moved out of Greater Columbus exceeded the number of individuals who moved into the region by a significant margin.

In recent years, Greater Columbus has experienced a net outflow of college-educated individuals.

NET INFLUX OF INDIVIDUALS WITH A BACHELOR’S DEGREE OR HIGHER LEVEL OF EDUCATIONAL ATTAINMENT

INTO GREATER COLUMBUS

1,397

SOURCE: US CENSUS BUREAU / AVALANCHE CONSULTING

-952

-1,606

93

-1,159

-776

2010 2011 2012 2013 2014 2015

WHAT ROLE DO VETERANS PLAY IN THE WORKFORCE?

36

• Between 2010 and 2015, the veteran population in Greater Columbus between the ages of 18 and 34 increased by approximately 500 individuals annually.

​

• There is some evidence that recent veterans in Greater Columbus may not be participating in the workforce. During the past five years, for example, the number of veterans with a service-connected disability rating of 50% or higher has increased by approximately 450 individuals annually.

​

• Additionally, many recent veterans pursue post-secondary educational opportunities after exiting the military. In Georgia, nearly 6% of veterans are enrolled in college. As a result, some veterans are included in the following analysis of local post-secondary graduates.

Each year, the Greater Columbus workforce absorbs hundreds of recent veterans.

GREATER COLUMBUS VETERAN POPULATION

2,054

4,136

3,588

5,866

2010

2015

Veteran Age 18 to 34

Veteran With Service Connected Disability Rating of 50% or Greater

SOURCE: US CENSUS BUREAU / AVALANCHE CONSULTING

IS GREATER COLUMBUS PRODUCING TALENT LOCALLY?

37

• In 2015, Greater Columbus colleges and universities awarded nearly 3,600 post- secondary certificates and degrees.

Columbus post-secondary

include Chattahoochee Valley

• Greater institutions Community

College, Columbus Technical

College, Columbus State University, Miller-

Technical College-Columbus, and

Motte Virginia

Technical

College,

College. Columbus Columbus State

responsible for approximately 80%

University are

of

locally awarded post-secondary degrees.

​

• Between 2010 and 2015, the number of post-secondary certificates and degrees awarded by Greater Columbus colleges and universities increased nearly 20%.

Greater Columbus continues to increase local talent production.

POST-SECONDARY DEGREES AWARDED BY GREATER COLUMBUS HIGHER EDUCATION INSTITUTIONS

2,985

SOURCE: US CENSUS BUREAU / AVALANCHE CONSULTING

3,428

3,102

3,521

3,517

3,570

2010 2011 2012 2013 2014 2015

WHAT OCCUPATIONS ARE EXPECTED TO FUEL FUTURE EMPLOYMENT GROWTH WITHIN GREATER COLUMBUS?

SOURCE: EMSI / AVALANCHE CONSULTING

GREATER COLUMBUS PROJECTED EMPLOYMENT GAINS BY OCCUPATION,

2016 - 2026

• Greater Columbus companies are projected to create 9,600 jobs during the next decade.

​

​

• While virtually every occupational category

is expected

growth,

approximately

to experience 75%

of all gains are

expected to be fueled by Business & Finance, Health & Biomedical, Hospitality, Personal Services, and Software/IT.

​

​

• Other leading sources of expected job growth include Transportation, Production, and Social Services.

Employment in Greater Columbus is projected to increase by nearly 9,600 during the next decade.

38

DOES GREATER COLUMBUS PRODUCE SUFFICIENT TALENT?

• During the next decade, approximately 40% of job openings will require some level of post-secondary education. This may include a post-secondary certificate to more advanced degrees.

• Since 2011, local colleges and universities in Greater Columbus have awarded an average of approximately 3,375 post- secondary certificates and degrees.

• From a purely quantitative perspective, Greater Columbus appears well positioned to deliver the talent necessary for local businesses to thrive. Still, the question remains—Is local talent production aligned by skill?

Approximately 40% of job openings in Greater Columbus will require some type of post-secondary education.

3,374

884

SOURCE: EMSI / NATIONAL SCIENCE FOUNDATION / AVALANCHE CONSULTING

Average Number of Post-Secondary Degrees Awarded by Greater Columbus Colleges and Universities, 2010 - 2015

Estimated Number of Annual Job Openings in Greater Columbus Requiring a Post- Secondary Education, 2016 - 2026

39

DOES GREATER COLUMBUS PRODUCE THE RIGHT KINDS OF TALENT?

• Greater Columbus colleges and universities annually award a tremendous number of Health & Biomedical degrees. In 2015, Health & Biomedical programs represented more than 30% of all locally awarded degrees within Greater Columbus.

​

​

• While Business & Finance is projected to create more jobs in Greater Columbus than any other cluster during the next decade, less than 13% of locally awarded degrees are in aligned programs.

​

​

• Engineering and Software & IT represent less than 7% of locally produced post- secondary talent.

GREATER COLUMBUS POST-SECONDARY AWARDS BY GENERAL COMPETENCY, 2015

SOURCE: EMSI / AVALANCHE CONSULTING

Health & Biomedical programs represent the largest source of local college graduates.

40

TALENT SUPPLY & DEMAND METHODOLOGY

While some degrees are precisely designed

for a single occupation, matching other

disciplines is less straightforward (e.g., a

Psychology graduate with a bachelor’s

degree is not qualified to practice without additional education), while other degrees

are precisely designed for a single

occupation. In addition, the degree’s award level will affect its match with an occupation.

For example, a certificate or two-year

associate degree in computer science may only qualify someone for a computer support

position, while a bachelor’s degree

in computer science is preparation for a

EDUCATION: ASSOCIATE ’S DEGREE

BUSINESS & FINANCE –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

Degree Level Required for Jobs (Certificate, Associate,

Bachelor’s, etc.)

Competency

A classification typically consisting of 2-3 occupations

Jobs

Demand forecast is the annual average “New & Replacement Jobs” each year from 2016- 2026. “New & Replacement” jobs include the net new jobs forecast for that occupation plus the average replacement jobs created due to retirements and persons exiting the field.

JOBS DEGREES RATIO OF DEGREES TO JOBS

Degree

Local degree output corresponding to job competency. Degree classifications typically include 2-5 degree codes by award level.

Balance

The colored circle in the chart measures the supply-demand “gap.” The gap is the ratio of college graduates for 2014 versus average job demand. A higher percentage indicates more college graduates per job.

computer programmer position. Unlike other supply-demand taxonomies in use today by the US Department of Labor, our taxonomy extends to matching degrees and occupations at each education level (certificates, associate, bachelor’s, master’s and doctorate).

41

50% to 100%

Cluster

Cluster Supply to Demand Ratio –

50% to 100% Indicates Supply Equals Demand

BUSINESS & FINANCE

42

• Local post-secondary institutions in Greater Columbus award numerous degrees that support Business & Finance occupations. A

few Business & Finance occupations, however, may be at risk of labor shortages.

• At the associate degree level, Greater Columbus colleges and universities award a sufficient number of talent to meet demand.

• Greater Columbus may not be producing a

sufficient level of talent for Banking

Analysts and Human Resources Managers. As Columbus State University provides a

Human Resources Concentration, some students with a Bachelor of Business

Administration Management degree possess

the skills necessary to fill this role.

Additionally, Columbus Technical College

features a Human Resources associate degree program.

BUSINESS & FINANCE –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

Note: Includes occupations requiring a post-secondary education with projected region job growth of at least 10 positions annually through 2026 or

63%

EDUCATION: ASSOCIATE DEGREE

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

>- Accounting Support 16 23

>- Executive Assistants 48 89 ^184%

139%

EDUCATION: BACHELOR’S DEGREE

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

>- Accountants & Tax Examiners

22

33

>- Banking Analyst

34

>- Executive & Management Analysts

82

174

>- Financial Managers & Analysts

28

24

>- Human Resources Managers

15

0

>- Supply Chain Managers & Analysts

1

5

0%

occupations with at least 5 local post-secondary degrees awarded annually

SOURCE: EMSI / AVALANCHE CONSULTING

200%+

115%

200%+

0 ^0%

152%

COMMUNICATIONS

43

• Employment in the Communications cluster within Greater Columbus is expected to rise slightly during the next decade. Job gains will be diffuse, with just two occupational categories projected to add more than 5 jobs annually through 2026.

• While Communications talent in Greater Columbus colleges and universities appears to fall short of anticipated need, the resulting gap may be overstated. For example, many interpreting positions are likely to require a knowledge of both English and Spanish. Many individuals fluent in both languages, however, do not possess formal degrees in translation. Similarly, the region doesn’t feature academic programs

in advertising. Local colleges and universities, however, produce significant numbers of students with degrees that

require writing and editing competencies aligned with the need of many Communications positions.

COMMUNICATIONS –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

Note: Includes occupations requiring a post-secondary education with projected region job growth of at least 5 positions annually through 2026 or

EDUCATION: BACHELOR’S DEGREE

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

>- Advertising & Sales Managers

6

0

>- Writers, Editors & Journalist

2

60

200%+

0%

36%

occupations with at least 5 local post-secondary degrees awarded annually

SOURCE: EMSI / AVALANCHE CONSULTING

ENGINEERING

44

• Although demand for engineering talent in Greater Columbus is expected to experience only slight growth during the next decade, the region will have to rely heavily on outside expertise to fill several positions.

• Local employers such as Pratt & Whitney

are projected to fuel demand for

Aerospace Engineering, Industrial

Engineering, and Mechanical Engineering within Greater Columbus.

• Engineering programs in Greater Columbus, like other regions in the state, are very limited. Engineering programs in Georgia, at least at the bachelor’s degree and

above level, are overwhelmingly concentrated at the Georgia Institute of Technology. In 2015, the school accounted for nearly 90% of all engineering degrees

ENGINEERING –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

13%

EDUCATION: ASSOCIATE DEGREE

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

>- Industrial Engineering Technicians

2

20

>- Mechanical Drafters

0

18

200%+

200%+

EDUCATION: BACHELOR’S DEGREE

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

>- Aerospace Engineers

5

0

>- Mechanical Engineers

15

0

0%

0%

Note: Includes occupations requiring a post-secondary education with projected

region job growth of at least 5 positions annually through 2026 or occupations with at least 5 local post-secondary degrees awarded annually

SOURCE: EMSI / AVALANCHE CONSULTING

awarded within the state.

HEALTH & BIOMEDICAL

45

• During the next decade, Biomedical occupations are

Health & projected to

growth in other area

Greater except

experience more Columbus than any Business & Finance.

• Fortunately, Greater Columbus produces a wealth of Health & Biomedical Talent; during the past five years, nearly one in three post-secondary awards at regional colleges and universities have been in a Health & Biomedical discipline.

• Among Health

requiring Columbus

& Biomedical occupations a post-secondary, Greater is

projected to have an

abundance of talent.

HEALTH & BIOMEDICAL –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

EDUCATION: POST-SECONDARY CERT.

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

Note: Includes occupations requiring a post-secondary education with projected

region job growth of at least 5 positions annually through 2026 or occupations with at least 5 local post-secondary degrees awarded annually

SOURCE: EMSI / AVALANCHE CONSULTING

69%

HEALTH & BIOMEDICAL

(continued)

46

• Each year, Greater Columbus colleges and universities award hundreds of Associate degrees related to Health & Biomedical occupations. While Registered Nurses represent most of these degrees, the region also awards numerous Associate degree in other Health & Biomedical specialties.

​

​

• The number of annually awarded Health & Biomedical degrees in Greater Columbus exceeds annual demand for all but one area—Physical Therapist Assistants. While Greater Columbus is projected to have 5 Physical Therapist Assistants positions open annually, the region doesn’t award degrees in this discipline.

HEALTH & BIOMEDICAL –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

Note: Includes occupations requiring a post-secondary education with projected

region job growth of at least 5 positions annually through 2026 or occupations with at least 5 local post-secondary degrees awarded annually

SOURCE: EMSI / AVALANCHE CONSULTING

HEALTH & BIOMEDICAL

47

• On a net basis, Greater Columbus is

projected to create a modest number of Health & Biomedical jobs that require a Bachelor’s degree or higher level of educational attainment.

• For Health & Biomedical occupations such as Athletic Trainers and Medical & Health Service Managers that require a Bachelor’s degree, Greater Columbus is projected to have a sufficient labor force.

• Two Health & Biomedical occupations that require a Doctorate degree, Greater Columbus may experience a shortage of skilled worked. The region does not locally produce Physical Therapists, Doctors, or Surgeons.

HEALTH & BIOMEDICAL –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

EDUCATION: BACHELOR’S DEGREE

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

>- Athletic Trainers

0

38

>- Medical & Health Services Managers

12

25

200%+

200%+

EDUCATION: DOCTORATE DEGREE

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

>- Physical Therapist

5

0

>- Doctors & Surgeons

5

0

0%

0%

69%

Note: Includes occupations requiring a post-secondary education with projected

region job growth of at least 5 positions annually through 2026 or occupations with at least 5 local post-secondary degrees awarded annually

SOURCE: EMSI / AVALANCHE CONSULTING

PRODUCTION & RELATED MECHANICS

48

• During the next decade, the demand for Production & Related Mechanics talent is projected to increase modestly. Local

production of Production & Related Mechanics talent is expected to keep pace with these gains.

​

• Within Greater Columbus, the supply of General Machinists is expected to meet the regional employer demand.

​

• In Greater Columbus, the number of Industrial Machinery Maintenance post- secondary degree awards exceeds local demand by a significant margin. Many of these students, however, likely address regional demand for Precision Equipment Repair labor.

• The expanding relationship between Pratt & Whitney and Columbus Technical College underscores the region’s ability to quickly

PRODUCTION & RELATED MECHANICS –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

Note: Includes occupations requiring a post-secondary education with projected region job growth of at least 10 positions annually through 2026 or

59%

occupations with at least 5 local post-secondary degrees awarded annually

SOURCE: EMSI / AVALANCHE CONSULTING

adapt to major employment announcements.

SOCIAL SERVICES

49

• Projected demand for Social Services within Greater Columbus largely reflects broader demographic trends within the region. As the region’s population increases slightly, there will be a corresponding demand for additional fire fighters and police officers.

• Columbus State University is home to one of the largest and most respected criminal justice programs in Georgia. Each year, the school awards hundreds of criminal justice degrees. As a result, the region has a sufficient level of Law Enforcement & Protective Services talent to meet regional need. Each year, the region exports a

significant number of law enforcement officers to other jurisdictions throughout the state.

​

• Greater Columbus produces a sufficient number of students to address the demand for other Social Service positions, including

SOCIAL SERVICES –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

Note: Includes occupations requiring a post-secondary education with projected

94%

EDUCATION: POST-SECONDARY CERT.

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

> Fire Fighters 9 9

^{> Law Enforcement & Protective Svc. 60 323} 200%+

100%

EDUCATION: BACHELOR’S DEGREE

JOBS DEGREES

RATIO OF DEGREES TO JOBS

> Social Services 24 124

^{> Emergency Management Svc. 1 10} 200%+

100%

EDUCATION: MASTER’S DEGREE

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

> Mental Health Counselor

5

0

> Political Scientists

0

16

> School Counselor

2

30

200%+

region job growth of at least 5 positions annually through 2026 or

occupations with at least 5 local post-secondary degrees awarded annually

SOURCE: EMSI / AVALANCHE CONSULTING

Fire Fighters.

200%+

0%

SOFTWARE & IT

50

• During the past five years, Software & IT occupations have been among the fastest growing sectors within Greater Columbus. Software & IT is projected to experience strong regional growth through 2026. This growth has been facilitated by local colleges and universities—during the past decade, the number of locally awarded computer science degrees has nearly doubled.

• At the associate degree level, local post- secondary institutions award more than enough degrees to fill Computer Support Specialists positions.

• At the bachelor’s degree level, local colleges and universities produce a sufficient number of Information Security

Analysts. However, there appears to be a lack of locally produced Computer Network Administrators and Software Development

SOFTWARE & IT –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

Note: Includes occupations requiring a post-secondary education with projected

42%

>- Software Dev. & Database Administrators

32

0

0%

region job growth of at least 5 positions annually through 2026 or

occupations with at least 5 local post-secondary degrees awarded annually

SOURCE: EMSI / AVALANCHE CONSULTING

& Database Administrator talent.

TRANSPORTATION

51

• The Transportation cluster plays a relatively

minor role economy.

in the Greater Columbus On

a proportional

basis,

Transportation & Logistics employment within the region is 60% less than the US average. Employment in the cluster has also declined during the past five years.

• Despite

the lackluster

growth

Transportation

& Logistics

cluster

of the within

Greater Columbus, current projections anticipate an ongoing demand for Truck & Commercial Drivers. However, the nearest commercial vehicle operator certificate programs are located in Griffin, LaGrange, and Americus.

• Nationwide, there has been an ongoing shortage of truck drivers for the past several years. This shortage isn’t expected to disappear anytime soon.

TRANSPORTATION –

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

SHORTAGE

TALENT SUPPLY < TALENT DEMAND

SURPLUS

TALENT SUPPLY > TALENT DEMAND

Note: Includes occupations requiring a post-secondary education with

0%

EDUCATION: POST-SECONDARY CERT.

JOBS

DEGREES

RATIO OF DEGREES TO JOBS

> Truck & Commercial Drivers

45

0

0%

projected region job growth of at least 5 positions annually through 2026

SOURCE: EMSI / AVALANCHE CONSULTING

OCCUPATIONAL PROFILE APPENDIX

ARCHITECTURE & ENGINEERING

BUSINESS & FINANCE

COMPUTER & MATHEMATICAL

EDUCATION, TRAINING & LIBRARY

HEALTHCARE PRACTIONERS & TECH.

MANAGEMENT

OFFICE & ADMINISTRATION

PRODUCTION

TRANSPORTATION & MATERIAL MOVING

The Occupational Profile Appendix includes more in-depth information about the competencies of Greater Columbus. Each occupational table highlights the top occupations within the group, the number of employed individuals within each geography, and median and entry-level wages (including comparisons to US figures). Data is provided for both Greater Columbus and its broader labor shed (in separate tables).

52

GREATER COLUMBUS

53

ARCHITECTURE & ENGINEERING OCCUPATIONS

2016

AVERAGE WAGE

REGIONAL MEDIAN WAGE

WAGE

ENTRY-LEVEL WAGE

REGIONAL ENTRY-LEVEL

US ENTRY-LEVEL WAGE

SOURCE: EMSI / AVALANCHE CONSULTING

54

AVERAGE WAGE

WAGE

ENTRY-LEVEL WAGE

US ENTRY-LEVEL WAGE

SOURCE: EMSI / AVALANCHE CONSULTING

55

GREATER COLUMBUS

WAGE VERSUS

SOURCE: EMSI / AVALANCHE CONSULTING

56

GREATER COLUMBUS

WAGE VERSUS

SOURCE: EMSI / AVALANCHE CONSULTING

57

GREATER COLUMBUS

WAGE VERSUS

SOURCE: EMSI / AVALANCHE CONSULTING

GREATER COLUMBUS

WAGE VERSUS