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Chattahoochee Valley Aerospace

Chattahoochee Valley Aerospace. Using Survey Data to Complement Labor Market Analysis Research. Organization. About the surveys Past and projected industry growth Occupational demand Industry training efforts. Things to keep in mind. Labor market data

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Chattahoochee Valley Aerospace

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  1. Chattahoochee Valley Aerospace Using Survey Data to Complement Labor Market Analysis Research

  2. Organization • About the surveys • Past and projected industry growth • Occupational demand • Industry training efforts

  3. Things to keep in mind • Labor market data • Show past performance of all firms, not just a sample • Projections combine past performance with national trends to create estimates of future performance • Data were assembled last year prior to the recent worsening of the economic downturn • Survey data • Company-specific data • Sample sizes are very small • Questions are more short-term in nature than the timeframes used in the data analysis

  4. About the survey respondents • The three largest aerospace firms responded to the survey • Responding firms were relatively large • 1 firms had 500+ workers • 2 firms had 100 to 499 workers

  5. Past and projected industry growth

  6. Employment in Targeted Industries Source: EMSI

  7. Industry growth trends and projections • Aerospace parts and product manufacturing is the primary source of aerospace employment in the region • It was also the primary source of employment growth between 2002 and 2007 • It is projected to grow over the next decade • Minimal employment growth expected from the other aerospace-related industries

  8. Industry growth-survey findings Past growth Planned expansion Limited plans for expansion over the next year Only 1 firm planned to add net new employment over the next year (15 workers) All planned expansion in 1-3 yr. time frame 3 companies were set to create 21, 30 and 50 new positions Between 3 and 5 years, two firms planned some kind of expansion • Two out of three firms added employment over the past year • 1 firm hired 25 or more workers • 1 firm hired 10 to 14 workers • 1 firm hired none • There are no current openings at any of the three aerospace firms

  9. Industry growth trends and projections • The survey findings provided further evidence that these industries have the capacity for growth • All firms are large employers • In spite of the current economic environment, the firms indicated that they will be adding employment in the medium- to long-term

  10. Percent of Workers Aged 55 to 64 in Select Industries

  11. Industry aging-survey findings • Firms noted that a relatively small proportion of their workforce expected to retire over the next 5 years • According to data, an estimated 12 percent of the workforce will be 65 years or older • All firms expect a proportion of their workforce to retire over the next 3 to 5 years • Proportions range from 1 percent to 13 percent • Survey findings confirms that for at least one firm, retirements will be a factor • Current environment may however lead people to work longer

  12. Occupational Demand

  13. Hiring requirements • All three firms required at least a high school diploma or equivalent for entry-level, front line positions • Two firms also required relevant experience in a related field • One firm also noted that for some positions they require a Technical College certificate or diploma

  14. Fastest growing occupations in the target industries (2002-2017) Source: EMSI

  15. Needed occupations • Areas of greatest occupational needs • Inspectors & testers • Machine operators • Metal bond technicians • Team assemblers • The occupations identified as the fastest growing are not necessarily the same as the occupations of greatest need. • Is this an issue that merits further study? • Are missing some key firms from our network?

  16. Factors making hiring difficult • Limited number of qualified candidates in the region • All 3 firms indicated that this was an issue for hiring machinists • Other factors include: • Lack of awareness about opportunities available in the industry • Competition for other employers in the region

  17. Factors making retention difficult • All firms noted that competition for workers from other employers in the region created the most difficulty in retaining workers • Especially the case for machinists • Limited opportunities to pursue additional education at local college and universities • Final forge operators • Inability of workers to meet “basic” requirements also noted by one firm as a retention issue

  18. Occupations identified as critical for firm competitiveness • Machine operators • Machinists • A&P mechanics • Team assemblers • Inspectors • First line supervisors • Metal bond technicians

  19. Industry training efforts

  20. Occupations identified as potential areas of training focus • Inspectors and testers • Machine operators • Metal bond technicians • Machinist • Team assemblers • Front-line supervisors • Red=Occupations where more than 100 workers will require training

  21. OJT and training opportunities • Most occupations required workers to have roughly 40 hours per year of training • All firms indicated that on-the-job training would meet over 75 percent of their training needs for: • Inspectors and testers • Machine operators • Metal bond technicians • Machinist • Team assemblers • Front-line supervisors

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