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Defense Industry Partnership Skill Gap Study

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Defense Industry Partnership Skill Gap Study

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    1. Defense Industry Partnership Skill Gap Study Survey Results Presentation November 30, 2011, Defense Industry Partnership The Purpose of a Skill Gap Study is to provide guidance to future workforce development efforts. In the knowledge economy, it is employee skills that drive growth. The Purpose of a Skill Gap Study is to provide guidance to future workforce development efforts. In the knowledge economy, it is employee skills that drive growth.

    2. Process for Identifying Skill Gaps

    3. Approximately how many employees are in your company? (worldwide)

    4. Are you doing contract work to support the following customers?

    5. Are you a SENEDIA member?

    6. Describe your company’s defense work (check all that apply) The majority of companies are in technical services, but a good fraction are in manufacturing. The majority of companies are in technical services, but a good fraction are in manufacturing.

    7. What is the anticipated outlook for the defense portion of your business in Rhode Island in the next five years?

    8. Entry Level At the entry level, there are a few companies who will be needing a number of skilled production workers. At all levels there is demand for technicians and degreed engineers. The need for administrative, contract management, and projection management is also present. Method note: On this figure, only one response per company or IP address is included. At the entry level, there are a few companies who will be needing a number of skilled production workers. At all levels there is demand for technicians and degreed engineers. The need for administrative, contract management, and projection management is also present. Method note: On this figure, only one response per company or IP address is included.

    9. How would you describe your company’s ability to find and hire the right talent? WORKFORCE NEEDS (for entry and mid level hires) Interestingly, we find some respondents who report difficulty in finding and hiring the right talent for entry level to mid level positions in all categories. The chart above shows relative difficulty hiring, but there is not category in which all employer report workers are easy to hire. Another way to look at is to look at the percent who reported “difficult” or “marginal” hiring as a percent of everyone who indicated they do hiring in this category. Production Workers 60% Business Management or Administration 47% Financial and Contract Administration 57% Logisticians 76% Technicians 65% Computer or Electrical Engineers 74% Other Engineers 83% High Demand Specialties computer aided designers (CAD, Solidworks) information assurance and cyber-security experts federal procurement/contracting specialists Niche Specialties environmental scientists biometrics (emerging) WORKFORCE NEEDS (for entry and mid level hires) Interestingly, we find some respondents who report difficulty in finding and hiring the right talent for entry level to mid level positions in all categories. The chart above shows relative difficulty hiring, but there is not category in which all employer report workers are easy to hire. Another way to look at is to look at the percent who reported “difficult” or “marginal” hiring as a percent of everyone who indicated they do hiring in this category. Production Workers 60% Business Management or Administration 47% Financial and Contract Administration 57% Logisticians 76% Technicians 65% Computer or Electrical Engineers 74% Other Engineers 83% High Demand Specialties computer aided designers (CAD, Solidworks) information assurance and cyber-security experts federal procurement/contracting specialists Niche Specialties environmental scientists biometrics (emerging)

    10. How many people do you hire per year in Rhode Island in your company or division? While some larger companies have big HR, recruitment, and training operations, the majority of defense companies hire less than a dozen people per year. While some larger companies have big HR, recruitment, and training operations, the majority of defense companies hire less than a dozen people per year.

    11. Technical writting Technical writting

    12. How defense companies are supporting STEM education SUPPORT FOR EDUCATION AT LOCAL COLLEGES, UNIVERSITIES, AND SCHOOLSSUPPORT FOR EDUCATION AT LOCAL COLLEGES, UNIVERSITIES, AND SCHOOLS

    13. What types of cooperative activities would benefit your company with regard to internship programs?

    14. Rating Potential Defense Industry Partnership (DIP) Education Efforts

    15. Short Term This survey identifies skill gaps and helps prioritize areas where their might be a need for the development of custom education or training programs. Identifying these skill gaps can inform short, medium, and long term actions to support workforce development for the industry. This survey identifies skill gaps and helps prioritize areas where their might be a need for the development of custom education or training programs. Identifying these skill gaps can inform short, medium, and long term actions to support workforce development for the industry.

    16. Contact Information Beth Ashman Ninigret Partners beth@ninigretpartners.com 774 719 3097 (mobile)

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