Category Archives: Workforce

FACTS 1: Occupational projections for direct-care workers 2012–2022

Source: Paraprofessional Healthcare Institute (PHI), December 2014 Update

From the blog post:
Personal care aides (PCAs) are expected to be the source of the largest number of new jobs across the U.S. economy over the next decade, with nearly 600,000 new PCAs needed, according to a new PHI analysis reported in Facts 1: Occupational Projections for Direct-Care Workers 2012-2022.

Growth for home health aides will also be dramatic — it ranks fourth on the list of occupations expected to add the most new jobs, with over 424,000 new jobs anticipated.

Personal care aides and home health aides will be the second and third fastest-growing occupations in the nation, respectively, increasing by nearly one half over this same period.

A New Measure of Skills Mismatch: Theory and Evidence from the Survey of Adult Skills (PIAAC)

Source: Anne Fichen, Michele Pellizzari, Centre for Economic Policy Research (CEPR), CEPR Discussion Paper No. DP10280, December 2014
(subscription required)

From the abstract:
This paper proposes a new measure of skills mismatch that combines information about skill proficiency, self-reported mismatch and skill use. The theoretical foundations underling this measure allow identifying minimum and maximum skill requirements for each occupation and to classify workers into three groups, the well-matched, the under-skilled and the over-skilled. The availability of skill use data further permit the computation of the degree of under and over-usage of skills in the economy. The empirical analysis is carried out using the first wave of the OECD Survey of Adult Skills (PIAAC), allowing comparisons across skill domains, labor market statuses and countries

Realizing Innovation and Opportunity in WIOA – A Playbook for Creating Effective State Plans

Source: Bryan Wilson and Brooke DeRenzis, National Skills Coalition, November 2014

From the blog post:
National Skills Coalition released its latest report, Realizing Innovation and Opportunity in WIOA: A Playbook for Creating Effective State Plans. The report provides recommendations on how states can use their Workforce Innovation and Opportunity Act (WIOA) state plan to establish strategies that close the skill gap and help workers and businesses succeed.

NSC also hosted a webinar that covered the report’s recommendations and provided an overview of WIOA’s timeline and opportunities for stakeholders to weigh in on the federal regulatory and guidance process. Watch the recording.

The writing of a new state workforce development plan is a major opportunity for states. WIOA emphasizes sector partnerships, career pathways, cross-program data and measurement, and job-driven investments. It is written in a way that allows visionary leaders to use it as a lever for strategies that support economic growth and help a wide range of workers succeed in the labor market. The state plan need not be limited to federal programs under WIOA’s four titles or to minimum federal planning requirements. Instead, states are free to use their plans to describe the workforce development system they truly want, and to explain how they will use WIOA and other state and federal programs to achieve that vision. Broad and authentic stakeholder engagement during the planning process will help ensure that the plan is supported both by those who will implement it and by those intended to benefit from it.
National Skills Coalition offers the following recommendations for policymakers, practitioners, advocates, employers, and labor to consider as they work to create a state plan that takes full advantage of the skill strategies promoted by WIOA:
– The Planning Process: The state planning process should use different techniques to provide multiple opportunities for a broad set of stakeholders to offer input on the state plan. In determining whether to be an early implementer, states should consider how to balance the early implementation timeline with the process necessary to create a strong plan with broad stakeholder support.
– Plan Structure and Format: The state plan should clearly describe the state’s vision and goals for preparing a skilled workforce that meets employer needs. It should articulate the major strategies the state will use to achieve its vision and should explain the “who, what, and when” of action steps to implement those strategies.
– Sector Partnerships: The state plan should describe the state’s criteria for local or regional sector partnerships, and it should explain how the state will provide support and funding to those partnerships.
– Career Pathways: The state plan should describe how state programs will collaborate with each other, local programs, and other stakeholders to create career pathways. They should also describe how states will use effective adult education approaches, wrap-around support services, and sector partnerships as part of their career pathway approach.
– Cross-Agency Data and Measurement: The state plan should describe a comprehensive cross-agency data and performance measurement system that covers all major workforce development programs. This includes how the state will use supply-demand reports, dashboards, and cross-agency credential measurement to develop policies to close the skill gap; how it will link data to measure outcomes; and how it will provide training program performance scorecards for students and workers.

Mind-Sets of Boundaryless Careers in the Public Sector – The Vanguard of a More Mobile Workforce?

Source: Chiara De Caluwé, Wouter Van Dooren, Anita Delafortry, and Ria Janvier, Public Personnel Management, Vol. 43 no. 4, December 2014
(subscription required)

From the abstract:
Public management reforms have promoted a new type of public career: boundaryless employees following lateral career trajectories in different organizations. The literature opposes boundaryless careers to the traditional career for life, based on vertical trajectories of promotion and tenure. The implicit image of the boundaryless careerist is one of fast-moving, intrinsically motivated professionals who self-direct their career across “old” organizational barriers. In this article, we study whether boundaryless career mind-sets are the vanguard of a more flexible and mobile workforce. We describe how many public employees experience boundaryless career mind-sets, and we analyze what drives them. Our research shows that boundaryless mind-sets are still rather exceptional. The traditional career mind-set within the organization prevails and many employees are very satisfied with it. Only public employees who are highly educated, invest in their own career and networks, and were successful in previous mobility experiences report a boundaryless career mind-set. Nevertheless, our research also points to a higher potential for boundaryless career mind-sets.

Ambulatory Health Care Services Receipts and Employment on the Rise

Source: U.S. Department of Commerce, U.S. Census Bureau, Press Release, Release Number: CB14-216, November 25, 2014

Receipts for the nation’s 582,733 ambulatory health care services establishments (NAICS 621) totaled $825.7 billion in 2012, up 23.5 percent from $668.5 billion in 2007, according to the latest economic census statistics released today by the U.S. Census Bureau.

Employment in this industry increased 15.1 percent, from 5.7 million in 2007 to 6.6 million in 2012, while annual payroll rose 24.3 percent from $274.7 billion in 2007 to $341.4 billion in 2012.

The ambulatory health care industry includes outpatient services, such as offices of physicians and dentists, home health care and medical laboratories, but not inpatient care, such as hospitals and nursing facilities, or social assistance.

Offices of physicians (NAICS 62111) accounted for nearly half (49.1 percent) of ambulatory health care services receipts: $405.7 billion in 2012, up 20.6 percent from $336.3 billion in 2007.

Other highlights for the offices of physicians industry include:

– Offices of physicians except mental health specialists (NAICS 621111) had an increase of 20.6 percent in receipts from $332.0 billion in 2007 to $400.5 billion in 2012. The number of establishments rose 0.6 percent, from 209,148 in 2007 to 210,334 in 2012.

– Employment for offices of physicians, mental health specialists (NAICS 621112) increased 12.2 percent, from 40,483 in 2007 to 45,433 in 2012. Annual payroll climbed 21.2 percent, from $1.9 billion in 2007 to $2.3 billion in 2012. This industry consists of establishments of health practitioners primarily engaged in the independent practice of psychiatry or psychoanalysis.

Statistics are included on sources of revenue for offices of physicians and other industries. Examples of such sources for offices of physicians include treatment of diseases of the musculoskeletal system and connective tissue, complications of pregnancy and childbirth, and injury and poisoning. These data are available on

Although still relatively small, the home health care services industry (NAICS 621610) has grown rapidly in recent years. This industry comprised 5.2 percent of establishments, 8.1 percent of receipts, and 19.6 percent of employees within the ambulatory health care industry in 2012 and experienced increases from 2007:
– Number of establishments — up 30.6 percent (from 23,070 in 2007 to 30,122 in 2012).
– Receipts — up 39.7 percent (from 47.6 billion in 2007 to 66.5 billion in 2012).
– Employment — up 30.7 percent (from 984,164 in 2007 to 1,286,471 in 2012).

How States’ Recent Job Growth Compares

Source: Mike Maciag, Governing, November 21, 2014

See which states are adding more jobs and those that lag behind. … In all, 34 states reported unemployment rate declines for October while 15 recorded monthly payroll employment increases large enough to be considered statistically significant. The jobs outlook didn’t change much in the other states….
Illinois and Nevada have largest unemployment rate declines, October 2013 to October 2014
Source: U.S. Department of Labor, Bureau of Labor Statistics, TED: The Economics Daily, November 28, 2014

The Rise of the Machines: Automation, Horizontal Innovation and Income Inequality

Source: David Hemous, Morten Olsen, Centre for Economic Policy Research (CEPR), CEPR Discussion Paper No. DP10244, November 2014
(subscription required)

From the abstract:
We construct an endogenous growth model of directed technical change with automation (the introduction of machines which replace low-skill labor and complement high-skill labor) and horizontal innovation (the introduction of new products, which increases demand for both types of labor). Such an economy endogenously follows three phases. First, low-skill wages are low, which induces little automation, such that income inequality and labor’s share of GDP are constant. Second, as low-skill wages increase, investment in automation is stimulated, which depresses the future growth rate of low-skill wages (potentially to negative), and reduces the total labor share. Finally, the share of automated products stabilizes and the economy moves toward an asymptotic steady state, where low-skill wages grow but at a lower rate than high-skill wages. This model therefore delivers persistently increasing wage inequality and stagnating real wages for low skill workers for an extended period of time, features of modern labor markets which have been difficult to reconcile with the theoretical literature on economic growth. We further include middle-skill workers, which allows the model to generate a phase of wage polarization after one where labor income inequality increases uniformly. Finally, we show that an endogenous labor supply response in this framework can quantitatively account for the evolution of the skill premium, the skill ratio and the labor share in the US since the 1960s.

The Employment of Veterans in State and Local Government Service

Source: Gregory B. Lewis and Rahul Pathak, State and Local Government Review, Vol. 46 no. 2, June 2014
(subscription required)

From the abstract:
Has veterans’ preference been successful in increasing military veterans’ access to state and local government (SLG) jobs? U.S. Census data for 1980 through 2011 show that veterans are more likely than nonveterans to work for SLGs, despite some characteristics that would normally make them less likely to take SLG jobs. This is especially true in states that offer absolute preference or pay well relative to the private sector.