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Themes from Employee CIEP Survey Results, Labor Market Overview ⬥ Next Steps

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November 9, 2023, 1:30-3:00 PM

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Agenda

Timeline and Next Steps Overview

Themes: Employee CIEP Survey Results

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Labor Market Trends

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Timeline Overview

CIEP Workgroup #10 –

Space Utilization and Concept Alternatives

30 November

(Date TBD) – CIEP Workgroup Meeting #11 – WSCH Forecast

Early December

Possible Community Partners Engagement Session (Watsonville)

Mid-December

Aligned Areas of Focus

Late January

Facility-focused Interviews

Early February

Align Plan Goals and Implementation

Late February

1

Early March

Implementation Protocol, Manuscript Draft

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Themes

Employee CIEP Survey Results

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165 Respondents

97 Faculty (59%)

51 Classified Professionals (31%)

17 Administrators (10%)

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What kind of College?��Top 5

1. Connects with and serves the community.

2. Inclusive

3. Welcoming

4. Equity focused

5. Diverse

  • Preparing students for jobs/careers and transfer

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What should the College look like by 2030?

Top 3

  1. Community focused
  2. High rates of student goal completion (graduation, transfer, jobs)
  3. Larger/increased enrollment

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  • Housing available for students and employees
  • State-of-the-art Technology

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SOAR

Strengths, Opportunities, Aspirations, Results

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1. Expert Faculty and Staff

2. Availability of Tutoring and Academic Support

3. Current, relevant degrees and certificates

4. Availability of support services

5. Opportunities for HS students to complete courses & programs

Strengths: Top 5

Passion

Dedication

Drive

Caring

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Opportunities: Top 5

Increase job preparation and entry opportunities for students.

1

Build partnerships with local non-profits and social service agencies.

2

Recruit and retain a diverse workforce.

3

Offer adult education programs (e.g., 2nd language learners, developmental skills, job skills)

4

Recruit diverse students.

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Aspirations: Top 5

  1. Ensure that students have access to essential technology.
  2. Expand/improve upon hands-on learning experiences (e.g., internships, apprenticeships).
  3. Make the College’s programs and resources known to local families.
  4. New, innovative degree and certificate programs in high-demand, high-wage fields.
  5. Increase tutoring in “gateway” courses.

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Results: Top 5

1. Known for providing students with clear educational pathways and the support services needed to complete certificates and degrees and successfully transition to four-year Colleges/universities or to high-paying careers or career advancement.

2. Known as the best choice for working adults to pursue degrees and certificates, to engage in skill building courses, and career advancement.

3. Known as the best choice for current high school students to earn college credits toward degrees and certificates.

4. Known as the top institution in the region for successful transfers to four-year colleges and universities.

5. Known as the best college in the region for preparing students for careers in high-demand, high-paying occupations.

*Same weighted averages for 4 and 5.

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Doing Well

Improve

Diversity and Equity

Strong Focus

Supportive

Collegiality and Teams

Professional Development

Collaboration and Learning Opportunities

Communication

Consistent, regular, multiple methods and modalities.

Connection

More opportunities to engage, build relationships, bridge gaps

Compensation

Living wages

Creating a Welcoming, Safe, Inclusive Campus Climate

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Modalities

47.92% of faculty prefer teaching in person with the use of instructional technology to support teaching and learning.

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16.67% of faculty prefer teaching a hybrid course (i.e., mix of remote online and in-person instruction).

64.1% of faculty strongly agreed “My students learn the most when I teach fully in-person.”

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Most Important Technologies for Teaching

  1. On-campus instructional technology (e.g., audio visual technology)
  2. Online instructional technology (e.g., videoconferencing tools)
  3. Analytics (e.g., tools that provide student data to support teaching)

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Important Professional Development Topic Areas for Instruction: Top 3

Accessibility and accommodation

Equity, inclusivity, and belonging

Assessment and learning design

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��Common Themes: Employee and Students?

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Labor Market

Overview

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California EDD: 2023 Santa Cruz County �State of the Workforce��Highlights

The Workforce

1. Robust post-Covid recovery (a 9% increase in jobs compared to 4% statewide), but still in recovery.

    • Unemployment rate remains higher than statewide.
    • Labor force participation rate is lower than California’s.

Source: 2023 Santa Cruz County State of the Workforce (Santa Cruz County Workforce Development Board)

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California EDD: 2023 Santa Cruz County �State of the Workforce��Highlights

The Workforce

2. Recent jobs additions have been primarily concentrated in higher-paying industries.

    • Defense, Aerospace, Transportation, and Manufacturing (DATM) largest increase (222% from 2017 to 2022).
    • This industry cluster is also the highest paying in the region: average annual earnings of $142,000 per year.
    • Healthcare, Biotechnology and Biomedical Devices, and Logistics also added a substantial number of jobs.

Source: 2023 Santa Cruz County State of the Workforce (Santa Cruz County Workforce Development Board)

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2023 Santa Cruz County State of the Workforce��Highlights

Living in Santa Cruz County

1. Demographic changes expected impact the workforce.

    • The south sub-region of County: younger, higher percentage of Hispanic and Latino residents, and 30% of individuals over 24 years old have not completed HS or GED.

2. Housing is central issue.

    • Four-in-ten residents are renters.
    • 45% of renters in No. Santa Cruz County spend 35%/+ of their total income on housing.
    • Stark disparities on homeownership rates across racial lines.

Source: 2023 Santa Cruz County State of the Workforce (Santa Cruz County Workforce Development Board)

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2023 Santa Cruz County State of the Workforce ��Highlights�

Job Quality

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Source: 2023 Santa Cruz County State of the Workforce (Santa Cruz County Workforce Development Board)

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�2023 Santa Cruz County State of the Workforce �Highlights�

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  • Greater share of Tier 3 jobs (2021): limited opportunities for highest paying (Tier 1)
  • BUT Tier 1 jobs increased by 9% from 2017-2022!

Source: 2023 Santa Cruz County State of the Workforce (Santa Cruz County Workforce Development Board)

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2023 Santa Cruz County State of the Workforce Highlights

Infrastructure Workforce Needs

  1. Major increases in infrastructure and housing will drive demand for more workers in these sectors (e.g., flood control, recycling, and solid waste) – 100’s to 1,000’s of jobs.
  2. Failure to address workforce challenges in the transportation, water, housing, and energy sectors implies bigger problems in the future.

3. Must expand the training pipeline for crucial infrastructure roles.

Source: 2023 Santa Cruz County

State of the Workforce (Santa Cruz County Workforce Development Board)

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Nexus of Factors

SC exporter of talent to other counties.

Population decline (housing costs lead to migration).

North Sub-region population is aging and retiring.

South Sub-region population is younger and entering schooling or workforce.

Need to replenish workforce with younger talent, expand the pipeline of potential workers.

    • 4 industry sectors.

South Sub-region residents:

    • Younger, Hispanic
    • Aged 25+, Hispanic or Latino, more likely to stop their education at HS/GED.

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Infrastructure Workforce Development

Infrastructure, housing, and energy jobs do not require a four-year diploma but offer entry into high-demand, living wage career opportunities.

Provide accessible high-paying career opportunities to the 57% of county residents without a bachelors degree.

Cabrillo College (42%) and local union chapters (39%) offer most vocational trainings relevant to infrastructure and residential construction in Santa Cruz County.

Source: 2023 Santa Cruz County

State of the Workforce (Santa Cruz County Workforce Development Board)

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Training Inventory

Source: 2023 Santa Cruz County

State of the Workforce (Santa Cruz County Workforce Development Board)

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California EDD Labor Market Projections

Santa Cruz County Metropolitan District, 2020-2030

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Refresher: Household Economics

US Census ACS 5-Year Estimate 2017-2022

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EDD Labor Market Projections

Fastest Growing by Entry Level Education: associate, postsecondary non-degree, or some college.

Occupational Title

Entry level education

2020 Est.

2030 Est.

% Change

Median Hourly Wage

Median Annual Wage

Dental Hygienists

Associate degree

250

290

16

$ 62.38

$ 129,737

Licensed Practical and Licensed Vocational Nurses

Postsecondary non-degree

290

350

20.7

$ 31.93

$ 66,407

Heating, Air Conditioning, and Refrigeration Mechanics and Installers

Postsecondary non-degree

220

260

18.2

$ 31.06

$ 64,589

Dental Assistants

Postsecondary non-degree

370

440

18.9

$ 24.36

$ 50,659

Medical Assistants

Postsecondary non-degree

890

1170

31.5

$ 23.69

$ 49,262

Nursing Assistants

Postsecondary non-degree

310

350

12.9

$ 19.30

$ 40,126

Teaching Assistants, Except Postsecondary

Some college, no degree

1050

1180

12.4

$ -

$ 39,523

Preschool Teachers, Except Special Education

Associate degree

310

370

19.4

$ 18.54

$ 38,580

Hairdressers, Hairstylists, and Cosmetologists

Postsecondary non-degree

190

290

52.6

$ 15.26

$ 31,726

Emergency Medical Technicians and Paramedics

Postsecondary non-degree

130

160

23.1

$ -

$ -

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EDD Labor Market Projections

Fastest growing by entry level education: bachelor’s degree.

Occupational Title

2020 Est.

2030 Est.

% Change

Median Hourly Wage

Median Annual Wage

Financial Managers

360

440

22.20%

$ 65.42

$136,078

Medical and Health Services Managers

410

570

39%

$ 53.55

$111,383

Civil Engineers

180

220

22.20%

$ 49.72

$103,423

Mechanical Engineers

130

170

30.80%

$ 49.48

$102,915

General and Operations Managers

1710

2060

20.50%

$ 48.48

$100,848

Personal Financial Advisors

140

170

21.40%

$ 48.47

$100,828

Market Research Analysts and Marketing Specialists

370

480

29.70%

$ 33.37

$69,398

Graphic Designers

190

230

21.10%

$ 31.28

$65,060

Coaches and Scouts

140

180

28.60%

$ -

$50,183

Software Developers and Software Quality Assurance Analysts and Testers

740

940

27%

$ -

$ -

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Takeaways?

Planning implications?

- Instruction

- Support

- Facilities

- Technology

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Next Meeting

Thursday, November 30, 1:30-3:00

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