Workforce Supply Demand Analysis Phase 1

Charleston Region Talent Strategy

Phase 1 Report: Workforce Supply and Demand Gap Analysis June 24, 2014 www.AvalancheConsulting.com

Table of Contents Introduction .............................................................................................................................................................................................................................. 3 Project Approach ................................................................................................................................................................................................................... 4 Phase I: Workforce Supply & Demand Analysis ......................................................................................................................................................... 5 Phase Ii: Institutional Alignment Assessment .................................................................................................................................................................. 6 Phase Iii: Education & Workforce Alignment Strategy .............................................................................................................................................. 7 What Does The Charleston Region’s Workforce Look Like Today? ............................................................................................................................. 9 Age And Race Composition .......................................................................................................................................................................................... 10 Demographics Of Newcomers To The Region .......................................................................................................................................................... 11 Occupational Composition ............................................................................................................................................................................................ 13 What Is The Future Outlook For Workforce Demand? ................................................................................................................................................ 16 Key Changes From Past Performance To Future Outlook....................................................................................................................................... 17 Charleston County Occupational Forecast ................................................................................................................................................................ 20 What Is The Output Of College Graduates In The Charleston Region By Skill And Degree Major? ................................................................ 22 College Graduate Output Trends ............................................................................................................................................................................... 23 Pre-Associate Certificate Trends ................................................................................................................................................................................. 26 Associate’s Degree Trends ............................................................................................................................................................................................ 27 Bachelor’s Degree Trends ............................................................................................................................................................................................. 28 What Potential Gaps Exist Between The Output Of Local Educational Institutions And The Skills Demanded By Employers? ..................... 30 Potential Supply-Demand Gaps In The Future Workforce .................................................................................................................................... 30 Engineering ...................................................................................................................................................................................................................... 32 Production & Related Mechanics ................................................................................................................................................................................. 34 Charleston Region Talent Strategy

Software .......................................................................................................................................................................................................................... 35 Medical ............................................................................................................................................................................................................................ 37 Business & Finance .......................................................................................................................................................................................................... 40 Communications & Marketing ...................................................................................................................................................................................... 41 Design ............................................................................................................................................................................................................................... 42 Education .......................................................................................................................................................................................................................... 43 Legal ................................................................................................................................................................................................................................. 44 Social/Politics .................................................................................................................................................................................................................. 45 Summary Conclusions On Supply-Demand Gaps .................................................................................................................................................... 46

Charleston Region Talent Strategy: Phase 1 Report

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INTRODUCTION & PROJECT APPROACH

Charleston Region Talent Strategy: Phase 1 Report

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INTRODUCTION The Charleston Region is one of the fastest-growing metros in the country. Between 2007 and 2012, the population of the Charleston metropolitan area (Berkeley, Charleston, and Dorchester counties) grew nearly 11%, more than twice the US growth rate. Today, the Charleston Region is home to approximately 700,000 residents.

The region’s population growth has been fueled by a high-performing economy. While employment in the US remains below prerecession levels, the Charleston Region has created 4,700 jobs since 2007, growing 1.5% through 2012. New and growing industries such as aerospace and software are dramatically changing the composition of the economy and its workforce. Over the next five years, employment in the Charleston Region is projected to grow nearly 50% faster than the US rate of 6.1%. In order to maintain the region’s momentum, the Charleston Region must ensure that employers in high-growth industries have an available, skilled workforce for years to come.

Employers frequently cite access to talent as among the most important factors in the site selection process. The presence of a skilled workforce is often a key factor in determining whether industries will thrive in a region or if they will migrate to other locations. Given today’s rapid changes in technology, scientific discovery, global economics, business strategy, and human demographics, regions must possess an educational ecosystem that is sufficiently flexible and responsive to ensure worker availability and skill sets keep pace with business needs.

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PROJECT APPROACH This Talent Strategy examines two aspects of the Charleston Region’s workforce: industry demand for workforce and skills and the ability of the education system to deliver this workforce.

By bringing these two perspectives together, we will be able to understand where gaps in workforce exist today, and where gaps may grow in the future.

PREALIGNMENT Unemployed & Underemployed PostSecondary Graduates + Workforce Shortages

Educational Output

Industry Demand

POSTALIGNMENT Fully Optimized PostSecondary Graduates + Ample Workforce Availability

Educational Output & Industry Demand

The Charleston Region Talent Strategy consists of three phases:

Regional Talent Supply / Target Industry Demand

PHASE 1 Charleston Region Talent Strategy: Phase 1 Report

Sector-Specific Education and Training Offerings

PHASE 2

Learner Engagement, Support and Resources

PHASE 3 4

PHASE I: WORKFORCE SUPPLY & DEMAND ANALYSIS The initial phase of the project compares the region’s educational output of new skills (workforce supply) with occupational employment forecasts (workforce demand). The Workforce Supply & Demand Analysis report will first determine the existing composition of the region’s workforce clusters, which includes a look at 5-year historical trends and a 5-year forecast of job demand for the clusters.

Location quotients indicate which occupation clusters are relatively strong in the Charleston region versus the US. Next, the college degree output of the region’s education institutions are examined, using a similar cluster analysis methodology as with occupation clusters. Recent growth trends and location quotients help understand the direction and strengths of the college degree output of the region.

As a final step, a deeper dive into the data shows how specific occupation groups are served by the output of college graduates.

Through this analysis, we can identify occupations with current and future potential shortages – or at least those that are not being supplied by local graduates and therefore require the importation of labor from others parts of the state and US. Each occupation is described in terms of being in balance with graduate output, over-supplying the market, or under-supplying, and supporting data is provided. To further inform our determination of whether a gap exists, we have selectively pulled data on Charleston’s competitors from across the country to see how well they supply their workforce with new graduates in key occupations.

Specifically, the Workforce Supply & Demand Analysis report will answer: •

What is the current composition of the Charleston Region’s workforce? o What demographic trends are driving changes in the workforce? o What occupational strengths exist? o Which occupations have been growing the fastest in recent years?

•

What does short- and long-term demand for workforce and skills look like? o How will demand for workers change, if some industries grow faster than expected, such as aerospace?

•

What is the output of college graduates in the Charleston Region by skill and degree major? o How does regional output compare with US trends?

•

What potential gaps exist between the output of local educational institutions and the skills demanded by employers for specific occupations?

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PHASE II: INSTITUTIONAL ALIGNMENT ASSESSMENT The second phase of the Talent Strategy provides an even deeper exploration of the skills development assets within the Charleston Region. Building upon the findings of the supply and demand analysis, Phase II involves the collection and examination of primary data produced from on-the-ground focus groups and interviews, as well as an online survey. Direct feedback from educational institutions, workforce agencies, economic development agencies, and employers will produce a more nuanced understanding of the skills, talent and workforce development concerns of stakeholders within the region.

The Institutional Alignment Assessment looks beyond the absolute output of colleges and universities and instead explores more qualitative aspects of local Education and Training assets (including non-traditional academic programs) to meet the needs of the target sectors. Specifically, Phase II will examine the extent to which local institutions and workforce providers can accommodate the Charleston Region’s business attraction, retention and growth goals. Phase II will be driven by the following questions: •

Do existing institutions deliver relevant content?

•

Are education and workforce organizations communicating their value to area employers?

•

Are stakeholders engaged in collaborative efforts that benefit local residents and fully leverage all available talent?

The Institutional Alignment Assessment will include a summary of educational programs available at local institutions relevant to each target sector. The resulting inventory of degrees, majors, and offerings available in the community will help identify how regional providers build key competencies within the workforce. Additionally, the inventory will help determine if available credentials (degrees, certifications, certificates, etc.) align with the competencies demanded by current and prospective employers in the Charleston Region.

The assessment will conclude with an overview each institution’s capacity to provide applicable content for each target sector and inform a set of recommendations on content areas that need further development to support the local economy.

Ultimately, the Institutional Alignment Assessment will capture the range of learning opportunities and resources throughout the community, explore how education and training providers determine and act upon target sector needs, and determine how providers engage and serve the range of current and potential learners across the Charleston Region. The result will be a nuanced portrait of the region’s ability to meet industry workforce demands.

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PHASE III: ASSET BENCHMARKING & STRATEGIC RECOMMENDATIONS The Talent Strategy will conclude with strategic recommendations on improving educational content, collaboration, and communication throughout the Charleston Region. Recommendations will be tailored to the needs of selected target industries and will include an identification of future workforce skills needs and a plan for addressing gaps in the regional education and training pipeline.

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PHASE I: WORKFORCE SUPPLY & DEMAND ANALYSIS

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WHAT DOES THE CHARLESTON REGION’S WORKFORCE LOOK LIKE TODAY?

Summary: The Charleston Region’s population is younger and more educated than the US, and out-of-state newcomers and foreigners boost the region’s education attainment and income averages each year.

•

The region’s population is slightly younger on average than the US, with a higher proportion of population in the 2034 year age range.

•

The White population's share of regional population mirrors the US, while Black or African-American residents account for 2x the US share, and Hispanics and Asians are one-third the US share.

•

Newcomers to the area are generally younger, better educated, and earning higher incomes than the region's existing population.

•

Newcomers from out-of-state are much more educated, while foreigners are slightly better educated.

•

Newcomers from other parts of South Carolina have lower education levels than the region average, likely due to the high influx of new college students each year.

Summary: Despite a global recession that severely impacted many communities, most occupational clusters in the Charleston region added jobs between 2007 and 2012.

•

The largest occupation clusters are Hospitality, Back Office, Medical, Personal Services and Logistics. Together, these clusters account for more than 60% of all jobs in the Charleston Region.

•

On a per capita basis, the most concentrated occupation clusters in the Charleston Region are Plant Operators, Science & Engineering, and Hospitality.

•

Computer/Software, Science & Engineering, and Medical clusters all experienced double-digit growth.

•

Sales, Business, Education, Hospitality and Back Office occupations also experienced employment increases.

•

Construction was the only cluster to suffer extensive job losses, with employment falling by nearly one-third.

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AGE AND RACE COMPOSITION Charleston is slightly younger than the nation as a whole. The region has a median age of 36, nearly two years lower than the corresponding figure for the US. Among specific age groups, Charleston has the same proportion of residents 24 years and younger.

But, more than 15% of Charleston residents are between the ages of 25 and 34, two percentage points higher than the US average.

Conversely, 38% of Charleston residents are 45 years or older, two percentage points lower than the US average.

While the proportion of White residents in the Charleston Region mirrors the US average, the share of individual minority groups differs from the rest of the nation. At 27 percent, the proportion of Black or African-American residents in the Charleston Region is more than double the US average. Just 5% of Charleston residents are Hispanic, less than a third of the national average. Similarly, the proportion of Asian residents in Charleston is less than a third of the national average.

POPULATION BY RACE, 2012

POPULATION BY AGE, 2012 Charleston

US

Charleston

20%# 15%# 14%# 13%#

15%# 10%#

7%# 7%# 6%# 6%#

8%#

6%# 6%#

5%#

8%# 3%# 1%#

9 -1 4 15 -1 9 20 -2 4 25 -3 4 35 -4 4 45 -5 4 55 -5 9 60 -6 4 65 -7 4 75 -8 4 85 + 10

5-

>

5

0%# Source: US Census Bureau

Charleston Region Talent Strategy: Phase 1 Report

70%# 60%# 50%# 40%# 30%# 20%# 10%# 0%#

US

64%#

27%#

White

Black or AfricanAmerican

5%#

2%#

3%#

Hispanic

Asian

Other Source: US Census Bureau

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DEMOGRAPHICS OF NEWCOMERS TO THE REGION The population that moves to the Charleston Region from other parts of South Carolina has a similar age breakdown to Charleston residents, but they are much less educated. Migrants to the Charleston Region from other states, however, are much younger and are also better-educated than Charleston residents. More than 40% of new out-of-state residents are younger than 25, compared to the region average of 33%. Additionally, just 12% of out-of-state migrants are older than 55, less than half the existing population.

Out-of-state domestic migrants to the region are better educated: 94% of residents born outside of South Carolina are high school graduates, nearly 10 percentage points higher than the average for residents born within the state. Additionally, 34% of residents born out-of-state possess a Bachelor’s degree, more than 10 percentage points higher than those born in South Carolina. While migrants born abroad have lower high school educational attainment levels than domestic migrants, they are more likely to be college graduates than the existing population.

MIGRATION DURING THE PAST YEAR BY AGE, 2012 > 25 Years

25 -54 Years

55 And Older

100%# 80%# 60%#

25%#

26%#

43%#

42%#

12%#

0%#

Total 100%#

88%#

In-State 83%#

46%#

32%#

Total

Within State

41%# Out of State Source: US Census Bureau

Charleston Region Talent Strategy: Phase 1 Report

Foreign

79%#

60%# 31%#

40%# 33%#

Out-of-State

94%#

80%#

40%# 20%#

EDUCATION BY PLACE OF BIRTH, 2012

39%# 23%#

34%#

20%# 0%#

High School

College Source: US Census Bureau

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The median income of Charleston residents is approximately $26,000. Significant differences, however, exist between residents who have either not moved within the past year and residents who have moved from outside of the region. The median income of residents who have moved from other communities in South Carolina is $19,000. The median income of residents who have moved from outside the state is $23,000. Residents who have moved from abroad have a median income of just $12,000. This data is influenced by the large incoming student body to the region each year. A similar dynamic exists in the proportion of individuals with annual incomes exceeding $75,000.

MEDIAN INCOME BY MIGRATION STATUS, 2012

$35K% $30K% $25K% $20K% $15K% $10K% $5K% $K% $0

% OF POPULATION WITH INCOME EXCEEDING $75,000

BY MIGRATION STATUS, 2012 10%%

$26K% Total

$27K% Didn't Move

$26K%

Moved within County

5%% $19K% Moved within State

$23K% Moved from Different State

9%%

7%%

Moved from Abroad

8%% 4%%

$12K%

Source: US Census Bureau

Charleston Region Talent Strategy: Phase 1 Report

9%%

0%%

Total

Didn't Move

Moved within County

Moved within State

1%% Moved from Different State

Moved from Abroad

Source: US Census Bureau

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OCCUPATIONAL COMPOSITION Despite the worst US recession in a generation, many of the region’s occupation clusters posted employment increases between 2007 and 2012.

1.5!

Size of bubble indicates relative employment base.!

Strong, Declining!

1.4!

Strong, Advancing!

Plant Operations!

1.3!

Location Quotient, 2012!

The three fastest growing occupation clusters during this period include Computer/Software (25% growth), Science & Engineering (16%), and Medical (16%). Notably, highly skilled workers characterize each of these occupation clusters. Other growing clusters include Sales, Business, and Education. Both Hospitality and Back Office occupations also experienced modest employment increases.

Occupation Cluster Past Performance: Charleston Region, SC!

Science & Engineering!

[15.8%, 1.2 LQ]!

1.2!

Personal Svc! Hospitality!

Construction!

[-32.0%, 1.1 LQ]!

1.1!

Mechanics!

Logistics!

1.0!

Social !

Svc!

0.9!

Sales!

Back Office!

Business!

Manufacturing!

Legal!

Financial!

While a number of occupation clusters contracted between 2007 and 2012, job losses proved relatively minimal. One notable exception was Construction, where employment fell nearly one-third.

Medical!

[15.7%, 1.1 LQ]!

0.8!

0.7! Weak, Declining!

-10%!

-8%!

-6%!

Performance!

Design!

-4%!

-2%!

Education!

0%!

2%!

4%!

Computer/!

Software!

[24.6%, 0.8 LQ]!

Weak, Emerging!

6%!

8%!

10%!

Local Growth, 2007-2012!

Source:((Avalanche(Consul1ng(using(data(from(EMSI(

The largest occupation clusters are Hospitality, Back Office, Medical, Personal Services and Logistics. Together, these clusters account for more than 60% of all jobs in the Charleston Region.

The most concentrated occupation clusters in the Charleston Region (those with much higher per capita concentrations than the US, or “LQ” as describe on the following page) include Plant Operators, Science & Engineering, and Hospitality. These clusters in many ways define the Charleston Region’s economy, i.e. which industries are more prevalent here and draw significant dollars from outside the region.

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What is a “Location Quotient?”

This calculation, which is also called a “LQ”, is the relative concentration or density of a specific occupation cluster in the region versus the US average for that occupation cluster. Specifically, the LQ is calculated by taking the per capita concentration of that concentration in the region, divided by the same per capita concentration for the US. A 1.5 LQ indicates that the region has 50% more of a cluster on a per capita basis than the US, which is a sign of relative local strength in that occupation cluster. Note that LQ is a relative measure, and 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 employment size of the cluster as the size of the circle

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Comparing growth rates for the Charleston region to the US further underscores the dynamic change occuring in the local economy.

Computer/Software occupations represented the fastest growing cluster between 2007 and 2012, with employment increasing 25% (compared to 2% nationally). Both Science & Engineering and Medical occupations also posted strong growth, with each cluster posting 16% employment gains. At the national level, Science & Engineering occupationals actually declined while Medical occupations increased approximately 10%. Collectively, Computer/Software, Science & Engineering, and Medical occupations created nearly 7,400 jobs in the Charleston region.

While occupations such as Sales & Marketing and Business occupations experienced more modest gains, these clusters still significantly outperformed the rest of the country. Other growing occupations in the Charleston Region include Back Office, Education, and Hospitality.

Even among occupations that suffered employment losses in the Charleston Region between 2007 and 2012, the declines were typically less severe than the national average. Two notable exceptions were Agriculture and Construction. Employment in Construction declined 32% in the Charleston region, compared to a 22% decline in the US. Agriculture declines even more severe on a percentage basis, though the cluster employs relatively few individuals in the Charleston Region.

Charleston Region Talent Strategy: Phase 1 Report

Growth by Occupational Cluster, 2007-2012 Greater Charleston Agriculture( Architecture( Back(OďŹƒce( Business( Communica1ons( Computer/SoTware( Construc1on( Design( Educa1on( Science(&(Engineering( Financial( Geology( Hospitality( Legal( Logis1cs( Manufacturing( Math( Mechanics( Medical( Performance( Personal(Services( Plant(Operators( Poli1cal( Sales(&(Marke1ng( Social(Service(

US

A56.4%(

A80%(

A17.9%( 2.7%( 6.9%( 10.7%( 24.6%( A32.0%( A4.5%( 4.9%( 15.8%( A0.1%( A17.2%( 3.4%( A4.9%( A3.5%( A1.9%( 40.2%( A1.7%( 15.7%( A1.6%( A1.2%( A0.6%( 5.0%( 8.8%( 0.1%( A60%(

A40%(

A20%(

0%(

20%(

40%(

60%(

Source:((Avalanche(Consul1ng(using(data(from(EMSI(

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WHAT IS THE FUTURE OUTLOOK FOR WORKFORCE DEMAND?

Summary: Between 2013 and 2018, the Charleston Region is projected to create more than 25,000 new jobs—nearly 7 times the number of positions created between 2007 and 2012.

• • • • •

Employment in the Charleston Region is expected to increase 50% faster than the US average.

Gains will be seen in most occupation clusters, and most clusters will outpace US growth.

Occupation clusters forecasted to have the highest growth rates are (in order): Computer/Software, Science & Engineering, Sales & Marketing, and Medical.

Business and Mechanics occupation clusters are also projected to post double-digit growth rates.

As expected, large growing clusters will add the most jobs: Medical (950 jobs annually), Back Office (775 jobs), Hospitality (650 jobs), and Personal Services (500 jobs).

Historical growth data provides a valuable snapshot of a community’s economy in recent years. Past performance, however, is not necessarily indicative of future occupational dynamics. Due to a unique combination of macroeconomic forces and a remarkably fruitful economic development strategy, this is especially true for the Charleston Region. Between 2007 and 2012, Charleston simultaneously weathered the global economic meltdown and successfully recruited a Boeing manufacturing facility (one of the most lucrative site selection prospects of the past decade). As the effects of the global recession gradually wane and Boeing’s local operations continue to expand, the Charleston Region is extremely well-positioned to thrive in the years ahead.

The region’s continued economic vibrancy will fuel growth in a new mix of occupations. In order to prepare for the future, we must look at forecasts and better understand what changes are expected to occur in upcoming years. How is the current occupational composition of the region projected to change? How can the Charleston Region ensure that it is adequately prepared to address these changes and possibly shape them? For this analysis, we utilized forecasts from EMSI, a leading private-sector data provider. EMSI provides job forecasts for individual occupations which are then aggregated by Avalanche Consulting into the cluster definitions.

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KEY CHANGES FROM PAST PERFORMANCE TO FUTURE OUTLOOK Between 2007 and 2012, total employment in the Charleston Region grew, but at a small 1.3%. Over the five-year period 20132018, employment in the Charleston Region is expected to rise nearly 9%. Growth is forecast to be broad-based, with most occupation clusters in the region projected to grow at a faster rate in the future than in the past.

Total Employment Growth

Charleston Region

5%% 0%%

US

Source:%%Avalanche%Consul=ng%using%data%from%EMSI%

8.9%%

10%%

6.1%%

1.3%% (2.7%%

(5%% 2007%(%2012%

2013%(%2018%

In addition to accelerated growth in comparison to years past, the vast majority of Charleston’s occupational clusters are projected to grow at a faster pace than the US average (within the region, only Agriculture, Construction, Geology, Plant Operators, Performance, and Social Service occupations are forecast to trail national figures). Overall employment in the Charleston Region over the next five years is projected to grow nearly 50% faster than the US rate of 6.1%.

Occupation clusters forecast to experience the greatest levels of growth include Computer/Software (20% growth), Science & Engineering (16%), Medical (13%), and Sales & Marketing (14%). Several additional occupational clusters are expected to post double-digit increases, including Business (10%), Communications (26%), and Mechanics (12%).

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Outside of Plant Operators, which is expected to decline further, all other occupations in the region are forecast to grow between 5% and 10% from 2013 to 2018.

Occupation Cluster Forecast: Charleston Region, SC! 1.40!

Size of bubble indicates relative employment base.!

Strong, Declining!

1.30!

Math!

[11.4%, 1.6LQ]!

Strong, Advancing!

Science & Engineering!

[16.4%, 1.2 LQ]!

Due to differences in employment totals within individual occupational clusters, it is also helpful to look beyond rates of growth and also examine absolute job creation statistics. A modest growth rate in a large occupational cluster, for example, may translate into a significant number of new positions.

In contrast, extraordinary percentage growth in a small cluster may produce relatively few net new jobs.

Location Quotient, 2013!

Hospitality!

1.20!

Plant Operators!

[-5.1%, 1.3 LQ]!

Architecture!

[3.3%, 1.4LQ,]!

1.10!

Mechanics!

Construction!

Personal Services!

Medical!

1.00!

Back Office!

Social Service!

Sales & Marketing!

Logistics!

0.90!

Manufacturing!

Agriculture!

[-6.1%, .2LQ]!

Performance!

0.80!

Geology!

[-3.1%, .2LQ]!

Business!

Computer/!

Software!

[19.9%, 0.8 LQ]!

Legal!

Design!

Financial!

Education!

Political!

Communications!

Between 2013 and 2018, the [9.1%, .6LQ]!

0.70! Weak, Declining!

Weak, Emerging!

Charleston Region is forecast to 0%!

2%!

4%!

6%!

8%!

10%!

12%!

14%!

16%! create approximately 5,200 jobs Local Growth, 2013-2018! each year. Occupation clusters Source:((Avalanche(Consul1ng(using(data(from(EMSI( expected to add the most new net jobs include Medical (950 jobs annually), Back Office (775), Hospitality (650), and Personal Services (500). While the growth of Medical occupations represents a continuation of recent trends, the projected performance of Back Office, Hospitality and Personal Services marks a significant improvement compared to previous years.

Other occupation clusters expected to add large numbers of jobs include Logistics (350 jobs), Computer/Software (325), Education (275) and Manufacturing (275). Science & Engineering and Mechanics are both projected to add more than 200 jobs each year between 2013 and 2018 while the number of Business occupations is forecast to increase approximately 175 annually. All other occupation clusters are projected to add fewer than 150 positions each year.

The following pages provide summarize of occupational forecast for the three component counties in the Charleston Region.

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BERKELEY COUNTY OCCUPATIONAL FORECAST

Occupation Cluster Forecast: Berkeley County, SC! Strong, 1.9! Declining!

Size of bubble indicates relative employment base.!

Strong, Advancing!

Architecture!

[38.0%, 1.6 LQ]!

1.7! Plant Operators!

[-23.1%, 2.6 LQ]!

Location Quotient, 2013!

Forecasts for Berkeley County reveal a significant divergence in the anticipated fortunes of individual clusters. The majority of occupations in Berkeley County are projected to experience higher levels of growth than in Charleston County. At the same time, however, employment in several Berkeley County occupation clusters is projected to decline (compared to universal increases among occupational clusters in Charleston County).

Math!

Science & Engineering!

1.5!

Logistics!

Manufacturing!

Education!

1.3!

Mechanics!

Computer/!

Software!

[38%, 1.4 LQ]!

Social Svc!

The current occupational forecast for 1.1!

Berkeley County between 2013 and Business!

2018 is dominated by fast-growing Construction!

0.9!

Sales! occupations, including Computer/ Personal Svc! [-9.9%, 1.3 LQ]!

Back Office!

Software (38% growth), Science & Political!

Hospitality!

Geology!

Performance! Financial!

Engineering (25%), Sales (20%), Communications!

0.7! [-32.5%, 0.5 LQ]!

Agriculture!

[40.3%, 0.4 LQ]! and Financial (18%). Additionally, [4.9%, 0.3 LQ]!

Medical!

Legal!

Back Office, Logistics, Medical, Weak, Declining!

Weak, Emerging!

Design!

0.5!

Mechanics, and Business -5%!

0%!

5%!

10%!

15%!

20%!

25%! occupations are all projected to post Local Growth, 2013-2018! double-digit growth rates during this Source:((Avalanche(Consul1ng(using(data(from(EMSI( period. Employment increases are projected for Personal Services, Hospitality, Education, and Social Services occupational clusters, albeit it at slower rates. Just three occupation clusters are projected to shed jobs within Berkeley County between 2013 and 2018: Geology, Plant Operators, Construction, and Manufacturing.

Several of the occupation clusters forecast to experience the greatest levels of growth in Berkeley County during the next few years are also the most concentrated in the county, including Architecture, Science & Engineering, Mechanics, Math, and Computer/Software. One notable exception is Plant Operations (utility and chemical plants); with a location quotient of 2.6, it is the most concentrated occupational cluster in Berkeley County.

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CHARLESTON COUNTY OCCUPATIONAL FORECAST Charleston County is home to more than 75% of all jobs in the Charleston Region. Consequently, occupational forecasts at the county and regional level are therefore similar.

Architecture!

[-0.3%, 1.4 LQ]!

1.3!

Size of bubble indicates relative employment base.!

Medical!

[14%, 1.3 LQ]!

Hospitality!

1.2!

Plant Operators!

Personal Svc!

Math!

[11.5%, 1.7 LQ]!

Medical!

1.1!

Location Quotient, 2013!

Employment in all Charleston County occupation clusters is projected increase between 2013 and 2018, except Architecture and Agriculture.

Clusters forecast to experience the greatest levels of growth include Science & Engineering (17% growth), Communications (16%), Computer/Software (15%), and Manufacturing (15%). Employment in both Medical and Sales clusters is expected to increase approximately 14% during this period. Growth in all other occupation clusters is projected to range from 2% to 10%.

Occupation Cluster Forecast: Charleston County, SC!

Sales!

Construction!

1.0!

Back Office!

Logistics!

Legal!

Science Engineering!

Strong, Advancing!

Mechanics!

Business!

0.9!

Communications!

Social Svc!

Computer / Software!

Financial!

Design!

0.8!

Performance!

[2%, .9 LQ]!

Education!

Manufacturing!

0.7!

Agriculture!

[-4.5%, 0.1 LQ]!

Political!

[8.5%, 0.6LQ]!

0.6!

Geology!

[0.0%, 0.1 LQ]!

0.5!

2%!

4%!

6%!

Weak, Emerging!

8%!

10%!

12%!

14%!

16%!

18%!

Local Growth, 2013-2018!

Source:((Avalanche(Consul1ng(using(data(from(EMSI(

In the years ahead, the most concentrated occupation clusters in Charleston County’s economy are projected to experience healthy rates of growth, including Medical, Hospitality, and Science & Engineering. Similar to regional trends, the role of Plant Operators (utility and chemical plants) in Charleston County’s economy is projected to decline.

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DORCHESTER COUNTY OCCUPATIONAL FORECAST

Computer/Software (13% growth), Hospitality (12%), Medical (12%), and Personal Services (11%) are projected to be the fastest growing occupation clusters in Dorchester County between 2013 and 2018.

Mechanics and Financial occupations are projected to post double-digit growth. Science & Engineering, Agriculture, Architecture, and Plant Operators clusters are projected to decline.

Occupation Cluster Forecast: Dorchester County, SC! 1.7!

Size of bubble indicates relative employment base.!

Strong, Declining!

Strong, Advancing!

Personal Svc!

1.5!

Education!

Manufacturing!

Location Quotient, 2013!

Between 2013 and 2018, overall employment trends in Dorchester County will largely resemble those occurring in the Charleston Region.

Virtually every occupation cluster is projected to experience employment gains during this period. Additionally, the majority of clusters in both Dorchester County and the broader region are projected to growth between 5% and 15%.

1.3!

Logistics!

Construction!

Plant Operators!

1.1!

Hospitality!

Social Svc!

Mechanics!

0.9! Science & Engineering!

Medical!

Back Office!

Math!

Sales!

Agriculture!

[-12%, 0.7 LQ]!

0.7!

Performance!

Design!

Financial!

Business!

0.5!

Agriculture!

[-10%, 0.3 LQ]!

0.3!

-10%!

Political!

Geology!

Weak, Emerging!

Weak, Declining!

-5%!

Legal!

0%!

5%!

Computer / Software!

Communications!

10%!

15%!

Local Growth, 2013-2018!

Source:((Avalanche(Consul1ng(using(data(from(EMSI(

The most relatively concentrated occupation clusters in Dorchester include those projected to have significant growth in the years ahead such as Personal Services and Hospitality, as well as clusters expected to experience more modest gains, including Manufacturing and Education. Conversely, several less concentrated clusters are projected to grow significantly in the coming years, including occupations such as Medical, Finance, and Computer/Software.

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WHAT IS THE OUTPUT OF COLLEGE GRADUATES IN THE CHARLESTON REGION BY SKILL AND DEGREE MAJOR?

Summary: Between 2007 and 2012, Charleston’s educational institutions increased the number of graduates at the associate, bachelor’s, and master’s degree and above level.

• • •

• •

At the Associate’s degree level, the most popular degree programs include Health Care (600 graduates) and Liberal / Multicultural Studies (425 graduates).

The fastest growing Associate’s degree programs are Personal Services & Hospitality (142% growth) and Computer/Software (73% growth). Gains will be seen in most clusters, and most will outpace US growth.

At the Bachelor’s degree level, the programs with the highest number of graduates include Business, Finance, & Economics (725 graduates) and Science & Engineering (475 graduates). The fastest growing programs are Personal Services and Hospitality (116% growth) and Family Development (68% growth).

At the Master’s degree and above level, the largest academic programs are Healthcare (700 graduates), Education (225 graduates), and Legal (225 graduates).

The fastest graduate level programs are Government, Social Work & Criminology (139% growth), Creative Arts & Design (100% growth), and Legal (100% growth).

•

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COLLEGE GRADUATE OUTPUT TRENDS In recent years, the Charleston Region has seen significant growth in its college graduate output at all levels. In 2007, approximately 7,000 students graduated (degrees conferred) from post-secondary educational institutions. By 2012, the figure was nearly 9,000.

With the exception of Bachelor’s degrees, the growth in Charleston’s educational output has outpaced the US average.

The overall increase in graduates from the Charleston Region’s post-secondary educational institutions has also outpaced job growth.

Between 2002 and 2012, the number of students graduating from regional educational institutions surged by 57%. During this same period, overall employment in Charleston increased 18%.

GROWTH IN EDUCATIONAL OUTPUT, 2007-2012 Charleston

US

CHARLESTON EDUCATIONAL OUTPUT VS. EMPLOYMENT, 2002-2012 1.6$ EDUCATIONAL OUTPUT (57% GROWTH)

100%$ 75%$ 50%$

76%$

36%$

1.4$ 36%$36%$

25%$ 0%$

7%$ < Associate

Associate

17%$

Bachelor's

25%$23%$

Master's +

Source: National Center for Educational Statistics

Charleston Region Talent Strategy: Phase 1 Report

1.2$

1.0$

EMPLOYMENT (18% GROWTH) 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 Source: National Center for Educational Statistics, EMSI

23

College Graduate Output by Major Degree Group and Level Greater Charleston Region Major Degree Group Agriculture Business,1Finance,1Economics Construction Creative1Arts1and1Design Education Science1&1Engineering Family1Development Government,1Social1Work,1Criminology Health1Care Legal Liberal1/1Multicultural1Studies Mathematics

Mechanics1and1Machine1Repair Media1and1Communications Personal1Services1/1Hospitality Computer1/1Science GRAND TOTAL

Degrees, 2012 Associate Associate Bachelor's Master's + Charleston US 10 0 19 150.0% 22.5% 131 727 215 26.0% 21.3% 0 0 0 -100.0% 49.3% 50 310 8 42.9% 9.3% 0 294 233 -39.9% 18 468 54 -18.2% 32.2% 29 96 24 16.0% 46.5% 114 350 62 50.0% 77.0% 588 413 689 41.3% 45.6% 46 0 228 27.8% 16.2% 437 343 19 20.7% 35.1% 0 22 9 -85.0% 1 0 0 -50.0% 44.1% 8 333 24 0.0% 38.8% 133 106 0 141.8% 35.6% 76 46 12 72.7% 34.4% 1,641 3,508 1,596 37.3% 36.4%

2007 to 2012 Growth Bachelor's Charleston US -31.2% 12.5% 12.2% -86.6% 33.0% 12.5% 12.2% -1.4% 13.9% 24.6% 68.4% 31.7% -1.7% 17.4% -6.3% 42.1% -24.4% -10.0% 10.4% -48.8% 28.4% -20.4% -4.3% 6.9% 116.3% 47.2% 9.5% 8.3% 7.3% 17.4%

Master's or Higher Charleston US -40.6% 26.6% 18.8% 30.9% -107.5% 100.0% 26.8% -9.7% 3.0% -8.5% 33.9% 41.2% 55.6% 138.5% 36.2% 8.5% 38.7% 100.0% 12.0% 18.8% 17.0% -18.2% 28.5% -150.0% 33.3% 19.0% -43.9% -14.3% 15.3% 26.0% 23.2%

Several other observations about Charleston Region’s educational output between 2007 and 2012 include: •

The Charleston Region is a significant producer of Personal Services / Hospitality talent. At the Associate’s degree level, local growth in the number of Personal Services / Hospitality graduates grew nearly four times faster than the US average between 2007 and 2012. At the Bachelor’s degree level, Charleston’s production of Personal Services / Hospitality graduates increased 2.5 times faster than the US average.

•

Creative Arts & Design is also experiencing significant growth within the Charleston Region. Between 2007 and 2012, the number degrees conferred at the Associate’s degree level increased four times faster than the US. At the Bachelor’s degree level, Charleston’s growth in Creative Arts & Design degree production was more than 2.5 times the national rate.

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•

The Charleston Region is also making significant strides in the production of Business, Finance & Economics graduates.

Between 2007 and 2012, local growth in Business, Finance & Economics outpaced the US average at the Associate’s and Bachelor’s degrees level.

•

At both the Associate’s and Bachelor’s degree levels, the Charleston Region’s Computer/Software degree production outpaced national gains between 2007 and 2012. At the Master’s degree level and above, however, output declined within the Charleston Region while increasing in the US.

•

The number of Family Development degrees conferred in the Charleston Region between 2007 and 2012 increased at all levels. Gains at the Associate’s and Master’s degree and above levels, however, trailed national increases.

•

While the number of Science & Engineering degrees produced within the US at all levels increased between 2007 and 2012, Charleston experienced declines at both the Associate’s and Master’s+ levels.

The following pages examine in more detail the region’s degrees conferred by award level (Associate’s, Bachelor’s, etc.).

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PRE-ASSOCIATE CERTIFICATE TRENDS The adjacent chart displays trends in pre-Associate’s certificates awarded (that require less than 2 years of education) in the Charleston Region between 2007 and 2012.

1.4!

Strong, Declining"

Size of bubble indicates relative output.!

Government!

Computer/Software!

1.2!

Concentration Quotient, 2012!

The most common pre-Associate’s awards in the Charleston Region are in Health Care (1,050 certificates), Personal Services / Hospitality (450 degrees), Mechanics (175 degrees), and Business, Finance, & Economics (150 degrees). Both Health Care and Personal Services / Hospitality are among the most common Pre-Associate’s awards conferred in many regions and reflect the certification requirements for conducting business in these industries.

Pre-Associate's Degree Clusters: Charleston Region!

Personal Svcs / Hospitality!

Legal!

Agriculture!

[175%, 0.9 CQ]! !

Business!

1.0!

Science & Engineering!

Health Care!

0.8!

Creative Arts!

0.6!

Strong, Advancing"

Mechanics!

[172%, 0.9 CQ]! !

Media/Comm!

Family Development!

0.4!

Construction!

[220%, 0.4 CQ]! !

0.2!

The most concentrated (highest Transportation Weak, Weak, Professionals! concentration quotient, i.e. per capita Emerging" 0.0! Declining" concentration) pre-Associate’s -50%!

-30%!

-10%!

10%!

30%!

50%!

70%!

90%!

110%!

130%!

150%! awards in the Charleston Region are Total Growth, 2007-2012!

Source: Avalanche Consulting using data from US Dept. of Education.!

Government, Social Work & Criminology, Personal Services / Hospitality, and Computer/Software. The high concentration of Personal Services / Hospitality degrees reflects the region’s strong tourism industry while the concentration of Computer/Software degrees indicates growing regional industry needs and strengths.

The fastest growing pre-Associate’s awards in the Charleston Region are Construction (220% growth), Agriculture (175%), and Mechanics (172%). While the growth of Construction and Agriculture degrees involves modest growth from very small bases, the rise of Mechanics degrees reflects a significant increase driven by Boeing and related suppliers.

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ASSOCIATE’S DEGREE TRENDS The chart on the right illustrates trends in Associate’s degrees conferred in the Charleston Region between 2007 and 2012.

On a per capita basis, the most concentrated Associate’s degree clusters in the region include Personal Services, Legal, and Health Care. Other concentrated areas of study include Creative Arts & Design, and Government, Social Work & Criminology.

2.4!

Size of bubble indicates relative output.!

Strong, Declining"

Legal!

2.2!

Personal Svcs! / Hospitality [142%, 3.4 CQ]!

Health Care!

2.0!

Concentration Quotient, 2012!

Degree production in the region at the Associate’s level is similar to those at the pre-Associate’s level. More than 60% of all Associate’s degrees conferred in the region are in the fields of Health Care (600 degrees) and Liberal / Multicultural Studies (425 degrees). Other leading Associate’s degrees categories include Personal Service / Hospitality (125 degrees) and Business, Finance & Economics (125 degrees).

Associate's+ Degree Clusters: Charleston Region!

Strong, Advancing"

1.8!

1.6!

1.4!

Creative Arts!

1.2!

Computer/Software!

Family Development!

1.0!

0.8!

Government!

Weak, Declining"

0.6!

Agriculture !

[150%, 0.9 CQ]!

Business!

Media/Comm.!

0.4!

Liberal Studies!

0.2!

0.0!

-25%!

Weak, Emerging"

Science & Engineering!

0%!

25%!

50%!

75%!

100%!

Total Growth, 2007-2012!

Source: Avalanche Consulting using data from US Dept. of Education.! + Includes Associate's degrees and certificates that are above Associates but below Bachelors!

The fastest growing associate’s degree clusters in the Charleston Region are Agriculture and Personal Services / Hospitality. Despite recent increases, Agriculture still represents a small number of degrees in the region. Science & Engineering, Mechanics, and Construction were the only degree clusters to decline during this period. These declines, however, were minimal.

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BACHELOR’S DEGREE TRENDS Bachelor's Degree Clusters: Charleston Region!

1.8!

Strong, Declining"

Size of bubble indicates relative output.!

Personal Services &!

Hospitality!

[116%, 4.0 CQ]!

1.6!

Educa?on& Concentration Quotient, 2012!

As shown on the accompanying chart, the dominant Bachelor’s degrees conferred in the Charleston Region are Business, Finance, Economics (725 degrees), Science & Engineering (475 degrees), and Health Care (425 degrees).

Together, these three fields account for nearly half of all Bachelor’s degrees conferred in the Charleston Region. Other leading Bachelor’s degrees awarded in the Charleston Region include Government, Social Work & Criminology, Liberal / Multicultural Studies, and Media & Communications.

Media&and& Communica?ons&

1.4!

1.2!

Government,& Social&Work,& Criminology&

Strong, Advancing" Creative Arts & Design!

[33%, 1.7 LQ]!

Science&&&Engineering&

1.0!

Liberal&/&Mul?cultural& Studies& 0.8!

0.6!

Mathematics!

[-49%, 0.5 CQ]!

Business,&& Finance,&& Economics& Software & !

Computer Sciences!

Family Development!

[68%, 0.7CQ]!

Notably, while Liberal / Multicultural Studies degrees are 0.4! among the most commonly awarded Weak, " degree cluster at the Associate’s Declining" Weak, Emerging" 0.2! degree level, they account for a -20%!

-15%!

-10%!

-5%!

0%!

5%!

10%!

15%!

20%! relatively small proportion of Total Growth, 2007-2012!

Source: Avalanche Consulting using data from US Dept. of Education!

Bachelor’s degrees. This trend reflects a common trend that as students move from broad Liberal Arts Associate’s degree programs to Bachelor’s degree programs, they are selecting more technical or professional career pathways.

At the Bachelor’s degree level, Personal Services / Hospitality is significantly more concentrated in the region than any other cluster.

Other highly concentrated degree clusters in the region include Creative Arts & Design, Education, and Media & Communications.

The majority of Bachelor’s degree programs in the Charleston Region have experienced modest growth in recent years. Exceptions include Personal Services / Hospitality, Family Development, and Creative Arts & Design. Degrees clusters that experienced lower level of growth in Charleston during this period include Science &, Business, Finance, Economics, Education, and Computer/Software.

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MASTER’S, PROFESSIONAL, AND PHD DEGREE TRENDS

The Charleston Region’s most concentrated degree programs at the Master’s level and above include Legal, Liberal / Multicultural Studies and Health Care. The high concentration of law degrees is notable, given that the region has been home to a law school for little more than a decade.

Post-Bachelor's Degree Clusters: Charleston Region!

2.4!

Strong, Declining"

Strong, Advancing"

Size of bubble indicates relative output.!

2.2!

Health&Care& 2.0!

Concentration Quotient, 2012!

Local degree production in the Charleston Region at the Master’s, Professional, and PhD levels differs slightly from trends at lower degree levels. The three most popular PostBachelor’s degree clusters include Health Care (700 degrees), Education (225 degrees), Legal (225 degrees), and Business, Finance & Economics (250 degrees).

1.8!

Liberal&/&& Mul:cultural&Studies& [19%,&2.6&CQ]&

Legal& [100%,&2.6&CQ]&

1.6!

1.4!

Agriculture& Family&Development&

1.2!

1.0!

Educa:on&

0.8!

Mathema:cs&

Business,&Finance&&&& Economics&

Government,&Social&Work&& &&Criminology& [139%,&0.6&CQ]&

0.6!

Science&&&Engineering&

0.4!

0.2!

Weak, Declining"

Computer&/&So>ware&

Crea:ve&Arts&&&Design&

Media&&&& Communica:ons&

Weak, Emerging"

The number of degrees conferred in 0.0! a majority of advanced degree -50%!

-40%!

-30%!

-20%!

-10%!

0%!

10%!

20%!

30%!

40%!

50%! clusters increased between 2007 Total Growth, 2007-2012!

Source: Avalanche Consulting using data from US Dept. of Education! and 2012. The three fastest growing areas of study were Government, Social Work & Criminology, Legal, Family Development, and Media & Communication. Other growing degree clusters include Liberal Multicultural Studies, Business, Finance & Economics, and Health Care.

Five areas of study experienced declines in Master’s or higher degree production during this period include Agriculture, Mathematics, Science & Engineering, Education and Computer/Software.

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WHAT POTENTIAL GAPS EXIST BETWEEN THE OUTPUT OF LOCAL EDUCATIONAL INSTITUTIONS AND THE SKILLS DEMANDED BY EMPLOYERS?

POTENTIAL SUPPLY-DEMAND GAPS IN THE FUTURE WORKFORCE The previous two sections provided examinations of trends in the Charleston Region’s college graduate output and occupational demand and major cluster level. In it, we compressed over 2,000 individual degree codes into 20 clusters to see broad trends, and we also compressed nearly 900 occupations into 26 occupation clusters. Now, we dive deeper into the data to understand which specific occupations and degrees are aligned.

Note on Methodology: Matching a degree with an occupation has varying levels of success. Some liberal arts degrees have few to no occupation matches (e.g. a History Bachelor’s degree), 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 Associates degree in computer science may only qualify someone for a computer support position (15-1151: Computer User Support Specialists), while a Bachelor’s in computer science is preparation for a Computer Programmer position, which requires a Bachelor’s degree or higher in most cases. 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, Associates, Bachelor’s, Master’s and PhD). A full list of matched degrees and occupations is provided in the Appendix of this report.

In this section of the report, we compare workforce supply with short-term job demand forecasts for specific occupations. Occupations are organized according to their Competency, or area of specialty that often aligns with specific target industries (A Production competency serves the Advanced Manufacturing industry). Supply is measured by the output of graduates from colleges and training providers. While college graduates are not the only source for local workers (people relocating to the Charleston Region account for a majority of workforce expansion), graduates are a significant source of new workers and one that can be directly affected through local economic and workforce development programs. More importantly, the output of college graduates is a key factor in the success of Charleston’s economic competitors, such as Raleigh, Austin, and Lexington. In an ideal community, the local workforce pipeline will provide a steady stream of college graduates with degrees that closely align with the needs of growing occupations.

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How to read the diagrams: Each diagram shows on occupation (or a roll-up of 2-3 occupations) and its corresponding degree output (usually 2-5 degree codes by award level that are aggregated). The occupation’s job demand forecast is the average “New & Replacement Jobs” each year from 20132018. “New & Replacement” include the net new job creation for that occupation plus the average replacement jobs created due to retirements and persons exiting the field (3.5% per year on average).

The colored circle in the middle measures the supply-demand “gap”. To determine the over- or undersupply, we calculate the output of college graduates for 2012 and divide by the job demand. A higher percentage indicates a higher ratio of college graduates per job. Workforce is considered “in balance” when graduates comprise 75%-125% of job demand. Below 75% indicates and shortage; below 50% indicates a severe shortage.

First, we evaluate technical fields in technology, science, manufacturing, and medicine. Then, non-technical fields follow.

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ENGINEERING There are several dozen Engineering occupational categories. The Charleston Region is expected to experience shortages across most categories, with the exception of bio-related engineering fields (categorized under Health & Biomedical) and Physicists (too few local jobs for the 26 students who graduate). The region is expected to add jobs for Aerospace Engineers, Environmental Technicians, Nuclear Engineers, and Mechanical Engineers, despite the fact that the region does not confer any degrees in these fields. Several programs exist but produce too few graduates to meet job demand: Architectural & Civil Drafters and Technicians, Electrical Engineering Technicians & Drafters, Electrical Engineers, and Industrial Engineers and Technicians.

Supply-Demand Analysis of High-Demand Workforce Competencies: Engineering ASSOCIATE ARCHITECTURAL & CIVIL DRAFTERS & TECHNICIANS SEVERE SHORTAGE DEGREES

JOBS

INDUSTRIAL ENGINEERING TECHNICIANS SEVERE SHORTAGE DEGREES

11%

2

ELECTRICAL ENGINEERING TECHNICIANS & DRAFTERS SEVERE SHORTAGE JOBS

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

JOBS

9

DEGREES

38

DEGREES

JOBS

0

33

32

ENVIRONMENTAL & CONSERV. TECHNICIANS SEVERE SHORTAGE

AEROSPACE ENGINEERS SEVERE SHORTAGE

DEGREES

DEGREES

164%

45

JOBS

0%

MECHANICAL DRAFTERS & TECHNICIANS SURPLUS

48%

22

NUCLEAR & MATERIAL ENGINEERS & TECHNICIANS SEVERE SHORTAGE

24%

18

DEGREES

BACHELOR

JOBS

0%

0%

20

0

JOBS

15

0

27

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

32

Supply-Demand Analysis of High-Demand Workforce Competencies: Engineering (continued) BACHELOR (continued) ELECTRICAL & ELECTRONICS ENGINEERS SEVERE SHORTAGE

INDUSTRIAL ENGINEERS SEVERE SHORTAGE

DEGREES

DEGREES

JOBS

42%

31

JOBS

15

76

MECHANICAL ENGINEERS SEVERE SHORTAGE

DEGREES

DEGREES

178%

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

DEGREES

JOBS

JOBS

84

0

20

CHEMISTS SURPLUS DEGREES

43

2 ZOOLOGISTS SURPLUS

JOBS

DEGREES

JOBS

468%

583%

57

JOBS

955%

53

0%

25

DEGREES

63%

ENVIRONMENTAL SCIENTISTS & ENGINEERS SURPLUS JOBS

PHYSICISTS & RELATED SCIENTISTS SURPLUS

CIVIL ENGINEERS SHORTAGE

20%

73

44

DOCTORAL

7

35

7

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

Several occupations have meaningful levels of employment, but are still over-supplied by local graduates: Environmental Scientists, Chemists, and Zoologists. As expected, most of these graduates will leave the region to find jobs.

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PRODUCTION & RELATED MECHANICS Production occupations are severely under-supplied for entry-level and certificate-level positions such as General Assemblers & Fabricators, Machinists, and Welders. These positions typically require less than one year of education or training. At a higher level of education, Aerospace Assemblers, Technicians, & Mechanics appear to be at-balance with market demand, or slightly undersupplied. This data will be highly affected by two things: the turnover rate at Boeing (how many existing jobs get re-filled each year) and Boeing’s plans for further expansion (creating new jobs). As discussed in the side bar on the next page in more detail, Boeing’s announced expansion plans will boost the job creation forecast and will likely move all production occupations into the shortage category.

Supply-Demand Analysis of High-Demand Workforce Competencies: Production & Related Mechanics POST-SECONDARY CERTIFICATE GENERAL ASSEMBLERS & FABRICATORS SEVERE SHORTAGE DEGREES

JOBS

GENERAL MACHINISTS SEVERE SHORTAGE DEGREES

6%

12

INDUSTRIAL MACHINERY MAINTENANCE BALANCED JOBS

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

JOBS

11

DEGREES

JOBS

95%

56

104

109

WELDERS SEVERE SHORTAGE DEGREES

JOBS

32%

75%

27

AEROSPACE ASSEMBLERS, TECHNICIANS & MECHANICS BALANCED

20%

200

DEGREES

ASSOCIATE

36

15

47 Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018

SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

34

The Boeing Effect Any discussion of the Charleston Region’s employment forecast must acknowledge the outsized role played by Boeing in the local economy. With a single new expansion announcement, Boeing could significantly increase projected job gains across a host of occupations, from engineers to IT specialists to production workers In 2013 alone, the company announced that it would be adding an additional 2,000 employees in Charleston during the next 8 years. In December, regulatory filings by the company revealed that Boeing may double its facilities to “meet both the existing and future development needs of the Boeing Company’s North Charleston campus for the next 30 years.” In January 2014, the company hired several hundred contract workers. The Wall Street Journal reported that the number could ultimately swell to between 500 and 1,000 additional workers.

Such rapid and extensive expansion plans are beyond the scope of traditional CHARLESTON REGION AERSOSPACE EMPLOYMENT FORECAST employment projections, as forecasts are typically based on historical employment 15,000 performance. As Charleston emerges as 1,741 1,881 2,000 1,347 1,569 1,034 aerospace powerhouse, the region is almost 10,000 500 0 certain to outperform current employment forecast. Boeing’s April announcement in 5,000 April, for example, will ultimately lead to 20% more aerospace jobs in the region 0 than presently forecasted (see graph on the 13 14 15 16 17 18 19 20 right). There is already indication that Current Forecast Boeing Announcement Boeing may have further plans to increase their presence in Charleston.

Charleston Region Talent Strategy: Phase 1 Report

“BOEING PLANS $1 BILLION EXPANSION IN SC” April 2013

“BOEING PLANS FOR N. CHARLESTON REVEAL DOUBLING OF FACILITIES” December 2013

“BOEING HIRING IN SOUTH CAROLINA AS IT RAISES 787 PRODUCTION” January 2014

35

SOFTWARE Nearly all software occupations are currently undersupplied by local graduate output, and this trend will only worsen as job growth increases in this field. Shortages are worst at the Bachelor’s degree level; no Doctorate programs exist. College output at the Associate’s level shows that Web Developers are undersupplied while Computer Support Specialists are oversupplied. Projected shortages at the Bachelor’s and Post-Bachelor’s levels are expected to be rather severe. Between 2013 and 2018, the Charleston Region is expected to create nearly 180 Computer Programmer & Developer positions annually, while fewer than 20 degrees were conferred in 2012. A similar shortage is projected for Computer Systems & Information Security Analysts and Computer Network Administrators in the region during this period. No PhD graduates are available to fill the 13 Computer Scientist positions created annually.

Supply-Demand Analysis of High-Demand Workforce Competencies: Software ASSOCIATE

BACHELOR

WEB DEVELOPERS SEVERE SHORTAGE DEGREES

JOBS

60%

9

15

COMPUTER SUPPORT SPECIALISTS SURPLUS DEGREES

147

COMPUTER PROGRAMMERS & DEVELOPERS SEVERE SHORTAGE DEGREES

DEGREES

10%

JOBS

21%

30

179

COMPUTER SCIENTISTS SEVERE SHORTAGE

DEGREES

0

JOBS

0%

13

141

COMPUTER NETWORK ADMINISTRATORS SEVERE SHORTAGE

JOBS

DEGREES

160%

91

JOBS

5%

5 % OF JOB NEED ADDRESSED BY LOCAL GRADUATES

COMPUTER SYSTEMS & INFORMATION SECURITY ANALYSTS SEVERE SHORTAGE

JOBS

17

DOCTORATE

92

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

36

MEDICAL On the following pages, the diagrams show that the Charleston region is primarily undersupplied for medical occupations that require an Associate’s degree or less, while oversupplied at the Bachelor’s through PhD levels.

Many of the health care workers that require a certification below the Associate's level are severely undersupplied. Dental Assistants, Emergency Medical Technicians, Medical Secretaries, and Licensed Practical & Vocational Nurses have less than half of the output of graduates that the demand requires. Medical Assistants is the only Associate’s level degree that is in balance with demand, while Medical Records technicians are above demand. Nuclear/Radiologic Technicians and Registered Nurses generate between 55-75% of demand.

At the Bachelor's level, Medical Laboratory Technicians and Technologists (includes both Associate’s and Bachelor’s degrees) have limited degree output. Medical Managers (Administrators) exceed local market demand.

At the Master's and Doctorate levels, all programs provide a surplus of graduates. The high output of PhD's from MUSC means that local demand for these workers is more than adequately served.

Note: Some degrees were not matched with an occupation, as they require additional education to get a job. The following degrees were not matched: 309 Pre-Nursing Certificates, 230 Psychology Bachelor’s, 13 Certificates in Health/Medical Preparatory Programs, and 51 Certificates in Registered Nursing/Registered Nurse.

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Supply-Demand Analysis of High-Demand Workforce Competencies: Medical CERTIFICATES DENTAL ASSISTANTS SEVERE SHORTAGE DEGREES

JOBS

MEDICAL ASSISTANTS BALANCED DEGREES

41%

17

EMERGENCY MEDICAL TECHNICIANS SEVERE SHORTAGE JOBS

321

LICENSED PRACTICAL & VOCATIONAL NURSES SEVERE SHORTAGE JOBS

DEGREES

JOBS

JOBS

165

MEDICAL SECRETARIES SEVERE SHORTAGE JOBS

23

42 REGISTERED NURSES SHORTAGE

DEGREES

2

365

78

DEGREES

JOBS

163%

490

BIOLOGICAL TECHNICIANS SURPLUS

76

47

MICROBIOLOGISTS SURPLUS

*Includes Biology Bachelor’s

101

JOBS

DEGREES

JOBS

142%

2266%

255* % OF JOB NEED ADDRESSED BY LOCAL GRADUATES

13*

MEDICAL & HEALTH SERVICES MANAGERS SURPLUS JOBS

DEGREES

2%

94

17%

74%

33

DEGREES

*Also includes Associate’s DEGREES JOBS

55%

149

DEGREES

49%

46

MEDICAL LAB TECHNICIANS & TECHNOLOGISTS SEVERE SHORTAGE

135%

52

DEGREES

NUCLEAR MEDICINE / RADIOLOGIC TECHNICIANS SHORTAGE

MEDICAL RECORDS & HEALTH IT TECHNICIANS SURPLUS

33%

17

BACHELOR

84%

41

DEGREES

JOBS

ASSOCIATE

11

9

6

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

38

Supply-Demand Analysis of High-Demand Workforce Competencies: Medical (continued) MASTER’S NURSE PRACTIONERS SURPLUS DEGREES

JOBS

DOCTORAL

PHYSICIAN ASSISTANTS SURPLUS DEGREES

195%

33

JOBS

NURSE ANESTHETISTS SURPLUS JOBS

68

13

PHYSICAL THERAPISTS SURPLUS DEGREES

201%

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

JOBS

JOBS

80

103*

DEGREES

53

DEGREES

JOBS

63

142

15

MEDICAL SCIENTISTS SURPLUS DEGREES

JOBS

1063%

131%

39

JOBS

418%

GENERAL DOCTORS, SURGEONS & PSYCHIATRISTS SURPLUS

163%

13

DENTISTS & ORTHODONTISTS SURPLUS

151%

*Also includes Doctoral

27

DEGREES

532%

17

DEGREES

PHARMACISTS SURPLUS

108

58

5

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

39

BUSINESS & FINANCE In general, occupations in the Business & Finance competency are well-served by the local supply of gradates, with the exception of Accounting and Supply Chain professions. Large occupational categories such as Executives, Managers & Analysts and Accountants & Tax Examiners produced over 1,000 graduates (at all degree levels) in 2012 to serve 660 job openings, reflecting 160% of demand (oversupply). However, Accounting professions are undersupplied at both the Bachelor- and Associate-level despite producing 150 graduates for 290 jobs. And, Supply Chain management (one area of importance to the region’s logistics and manufacturing industries) currently has no designated degree in the region.

Supply-Demand Analysis of High-Demand Workforce Competencies: Business & Finance BACHELOR

ASSOCIATE

SUPPLY CHAIN SEVERE SHORTAGE DEGREES

JOBS

MASTER’S

EXECUTIVES, MANAGERS & ANALYSTS SURPLUS DEGREES

JOBS

0%

0 ACCOUNTING SUPPORT SEVERE SHORTAGE DEGREES

JOBS

ACCOUNTANTS & TAX EXAMINERS SHORTAGE

40%

68 % OF JOB NEED ADDRESSED BY LOCAL GRADUATES

JOBS

1065

83

9

MATHEMATICAL TECHNICIANS SURPLUS DEGREES

JOBS

22

2

6 ECONOMISTS BALANCED

DEGREES

1404%

114

JOBS

155%

656

73%

171

DEGREES

161%

50

DEGREES

MATHEMATICIANS & STATICIANS SURPLUS

JOBS

0%

0

1

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

40

COMMUNICATIONS & MARKETING The Communications & Marketing competency shows a lack of supply of new graduates. In many cases, programs don’t exist that meet the education requirements of the job. Marketing and Public Relations positions have few graduates at the Bachelor’s level exiting local institutions. Conversely, the region produces a lot of English majors (350 Bachelor’s degrees each year, which are assigned to the Editors & Writers group) while few writing positions exist in the region.

Supply-Demand Analysis of High-Demand Workforce Competencies: Communications & Marketing BACHELOR ADVERTISING & SALES MANAGER SEVERE SHORTAGE DEGREES

JOBS

EDITORS & WRITERS SURPLUS *includes English Degrees DEGREES

0%

0

372*

JOBS

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

25

*includes Foreign Language Degrees DEGREES JOBS

10

20

79*

DEGREES

JOBS

0%

22

0

6

PUBLIC RELATIONS MANAGERS SHORTAGE DEGREES

1587%

80%

JOBS

46%

INTERPRETERS & TRANSLATORS SURPLUS

MARKETING MANAGERS IN BALANCE

17

DEGREES

1460%

45

DEGREES

JOBS

SALES ENGINEERS SHORTAGE

PUBLIC RELATIONS SPECIALISTS SEVERE SHORTAGE

JOBS

0%

5

0

7

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

41

DESIGN Data on Design occupations shows that the region produces a lot of graduates in the creative fields but that demand for these jobs is far smaller than supply. Very few Art-related occupations are created locally, but 130 students graduate each year with Artist degrees at the Associate’s and Bachelor’s level. It is important to note that the job forecast data does not include self-employed individuals, of which artists often are. Twenty-one Interior Designers graduated in 2012, while just three positions are forecasted to open each year. Radio, Film, & Television graduates oversupply the local demand by a 3:1 margin. The region had no Architecture or Urban/Regional Planning graduates in 2012, despite the region’s historic architecture. Museum Curators & Arts Mgmt programs produced 166 graduates for few local jobs.

Supply-Demand Analysis of High-Demand Workforce Competencies: Design ASSOCIATE ART DIRECTORS & DESKTOP PUBLISHERS SURPLUS

ARTISTS SURPLUS DEGREES

JOBS

DEGREES

3776%

64

JOBS

INTERIOR DESIGNERS SURPLUS DEGREES

66

JOBS

5

FILM, TV, RADIO & VIDEO PRODUCTION SURPLUS

21

GRAPHIC DESIGNERS SURPLUS

JOBS

303%

27 % OF JOB NEED ADDRESSED BY LOCAL GRADUATES

DEGREES

9

JOBS 9000%

3

DEGREES DEGREES

MUSEUM CURATORS & ARTS MGMT SURPLUS

623%

1332%

2

MASTER’S

BACHELOR

166*

2

*includes Historic Preservation and Fine Arts Mgmt. Degrees

JOBS

187%

40

21

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

42

EDUCATION (K-12) Teachers remain in short supply in the Charleston region, with local Education programs producing 420 graduates to fill 570 new positions. Early Childhood teachers appear to be oversupplied for the local job market, while Special Education teachers are in balance. Education Administration graduates exceed demand, but K-12 Teachers are undersupplied. No programs are available in the region to support Library & Museum job openings.

Supply-Demand Analysis of High-Demand Workforce Competencies: Education BACHELOR EARLY CHILDHOOD / PRESCHOOL / PRE-K TEACHERS SURPLUS DEGREES

JOBS

SPECIAL EDUCATION BALANCED DEGREES

154%

64

ELEMENTARY TEACHERS SEVERE SHORTAGE JOBS

% OF JOB NEED ADDRESSED BY LOCAL GRADUATES

JOBS

37

DEGREES

30

DEGREES

68

DEGREES

JOBS

243

45

LIBRARY SPECIALISTS SEVERE SHORTAGE JOBS

0%

74%

166

JOBS

153%

MIDDLE/SECONDARY TEACHERS SHORTAGE

46%

76

EDUCATION ADMINISTRATORS SURPLUS

121%

42

DEGREES

MASTER’S

0

330

49

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

43

LEGAL Overall, Legal professions in the Charleston region are well supplied by local graduates. Over 200 Lawyers graduate each year, more than five times the number of lawyer positions that open. Legal Secretary graduates are in-balance with local demand, as are Paralegals.

Supply-Demand Analysis of High-Demand Workforce Competencies: Legal CERTIFICATE

ASSOCIATE

BACHELOR

PROFESSIONAL/ PHD

LEGAL SECRETARIES, CLERKS & REPORTERS BALANCED

PARALEGALS BALANCED

DEGREES

LAWYERS & LAW CLERKS SURPLUS

JOBS

75% DEGREES

JOBS

13

17

DEGREES

115%

46

JOBS

524%

40

228

44

JUDGES, ARBITRATORS & MEDIATORS SHORTAGE DEGREES

JOBS

0%

0 % OF JOB NEED ADDRESSED BY LOCAL GRADUATES

3

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

44

SOCIAL/POLITICS Social Services fields are mixed in their supply-demand ratios, with 113 graduates in Social Services degrees (includes Social Work and Urban Studies) in balance with local job demand. It is important to note that these degrees were matched with several community and public health occupations. Sociology Bachelorâ&#x20AC;&#x2122;s programs produced 59 graduates for 3 Sociologist positions. No Health Counselor & Educator programs exist to fill the nearly 60 jobs created each year. School Counselor programs, which include School Psychology and Counselor Education degrees, produced 36 graduates to fill 25 local job openings (a surplus).

Graduates in Political Science or Public Administration (213 graduates in total) were not matched with any specific occupation group.

Graduates in these fields typically go to work for government in any number of occupational capacities.

Charleston Region Talent Strategy: Phase 1 Report

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Supply-Demand Analysis of High-Demand Workforce Competencies: Social & Politics CERTIFICATE

ASSOCIATE

BACHELOR

MASTER’S

SOCIOLOGISTS SURPLUS

SCHOOL COUNSELORS SURPLUS

SOCIAL SERVICES BALANCED DEGREES

JOBS

84%

113

113

DEGREES

JOBS

DEGREES

1815%

59

JOBS

145%

36

3

25

RELIGIOUS FIGURES SURPLUS DEGREES

JOBS

0%

42

4 HEALTH COUNSELORS & EDUCATORS SEVERE SHORTAGE DEGREES

JOBS

0%

0 % OF JOB NEED ADDRESSED BY LOCAL GRADUATES

33

Degree Output, 2012 vs. Annual Forecast of Job Openings, 2013-2018 SEVERE SHORTAGE LESS THAN 50%

Charleston Region Talent Strategy: Phase 1 Report

SHORTAGE LESS THAN 75%

BALANCE

SURPLUS MORE THAN 125%

46

SUMMARY CONCLUSIONS ON SUPPLY-DEMAND GAPS In summary, workforce supply in Software, Engineering, Production, and Associate's level Medical competencies appear to have the greatest shortages in the Charleston region.

Business & Finance occupations, Design occupations, Lawyers, Education Administrators, and Doctoral-level Medical professions show the highest surpluses in workforce supply.

Education Teachers, Communications & Marketing, and Social Services demonstrate modest shortages, while Associate's level Legal occupations, Medical Assistants, and Medical Records technicians appear to be in balance or in slight surplus.

Remember that the supply of workers is fed by two sources: outbound college graduates and workers relocating from other parts of the state and US. And, many jobs require work experience, which isnâ&#x20AC;&#x2122;t found in recent college graduates. Final determination of gaps in the workforce will be affected by employer input (in particular, their hiring projections), a comparison to benchmark communities, and qualitative observations on each occupation (will some occupations always served by in-migrant workers?). These final elements of the analysis will be part of the Phase 2 research for the project.

Charleston Region Talent Strategy: Phase 1 Report

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APPENDIX

Charleston Region Talent Strategy: Phase 1 Report

48

APPENDIX 1: OCCUPATION CLUSTER DEFINITIONS Agriculture: Includes farm, fishing, and forestry labor, as well as farm management and agricultural production occupations. Most Agriculture occupations do not require any post-secondary educational attainment.

Architecture: Includes residential, commercial, industrial, and landscape architects. Architecture occupations require a bachelor’s degree.

Back Office: Encompasses a variety of business support occupations, including clerks, human resource professionals, and office administration staff in a variety of industries. Most Back Office occupations require at least a high school diploma and a significant number require a bachelor’s degree.

Business: Includes chief executives, managers, and analysts. Virtually all Business occupations require at least bachelor’s degree and several occupations require a master’s degree.

Communications: Includes advertising and public relations occupations, as well supporting writers, editors, and analysts. Nearly all Communications occupations require a Bachelor’s degree.

Computer: Encompasses electrical engineers, hardware engineers, network support specialists, software and web-based developers, and related computer programmers and security analysts. The majority of Computer occupations require a bachelor’s degree.

Construction: Includes construction managers and laborers, equipment operations, and specialized trade contractors. Most construction occupations require a high school diploma and an apprenticeship or some on-the-job training.

Design: Includes artists and animators, graphic and industrial designers, and audiovisual production professionals. Educational requirements within the Design cluster vary widely.

Education: Includes teachers, related administrators, and library science professionals. Virtually all Education occupations require a bachelor’s degree and a significant number require a master’s degree.

Engineering: Includes virtually all engineers, with the exception of those directly related to computers. The majority of engineering occupations require a bachelor’s degree.

Financial: Includes financial advisors and analysts, accountants, loan officers, and real estate professionals. Most Financial occupations require a bachelor’s degree.

Geology: Includes operators of oil, gas, and mining equipment. The majority of Geology occupations require a high school diploma, with remaining occupations only requiring on-the-job training.

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Hospitality: Includes food related occupations such as cooks and wait staff, as well as laborers and maintenance workers in industries such as gaming and lodging. Hospitality occupations typically require a high school diploma or some on-the-job training.

Legal: Includes lawyers, judges, paralegals and related support staff. Educational requirements within the Legal cluster vary widely.

Logistics: Includes air passenger and cargo workers, drivers, laborers in the shipping and rail industries, and transportation-related machine operators. Most Logistics occupations do not require a post-secondary education.

Manufacturing: Includes assembly workers, machinists, and equipment operators in a variety of production-oriented industries. Most Manufacturing occupations require a high school diploma.

Math: A narrow occupational cluster involving actuaries, mathematicians, and statisticians. Math occupations require at least a bachelor’s degree.

Mechanics: Includes technicians and repair personnel for a host of industries, including automotive, aircraft, telecommunications, electrical, and electronic products. Most Mechanics occupations do not require a post-secondary education.

Medical: Includes doctors, nurses, aids and attendants, equipment technicians, and therapists (both physical and psychological). Medical occupations also include veterinarians as well as dentists and related workers. Educational requirements within the Medical cluster vary widely.

Performance: Includes occupations involved with athletic, dance, musical, televised, and theatrical performances. Performance occupations typically require at least a high school diploma.

Personal Services: Includes personal appearance professionals, childcare providers, and retail salespersons, clerks, and cashiers. Most Personal Service occupations require either a high school diploma or postsecondary non-degree award.

Plant Operators: Includes operators of large-scale chemical, gas, nuclear, and water systems. All Plant Operator occupations require a high school diploma.

Political: Includes occupations typically related to public policy, including urban planners, geographers, and political scientists. The majority of Political occupations require a master’s degree.

Sales & Marketing: Includes sales and marketing managers. These positions typically require a bachelor’s degree.

Social Service: Include public safety workers such as firefighters and police officers as well as postal workers and religious officials. Social Service occupations typically require at least a high school diploma.

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APPENDIX 2: SUPPLY-DEMAND GAP SUMMARY TABLE Competency*Code AG.farmmgr AG.groundsmgr BI.account BI.acctasst BI.actuary BI.bizexecanalyst BI.economist BI.hr BI.hrasst BI.logic BI.mathstat BI.mathtech BI.realestate CN.carp CN.electric CN.hvac CN.inspect CN.maint CN.plumb CN.technol CO.admgr CO.editwrite CO.interpret CO.mktgmgr CO.prmgr CO.prspecialist CO.saleseng CO.telemktg CO.tvreporter DE.arch DE.artdir

Competency*Description Farm*and*Greenhouse*Managers Groundskeeper*Managers Accountants*&*Tax*Examiners Accounting*Support Actuaries Executives,*Managers*&*Analysts Economists Human*Resources*Managers Human*Resources*Support Supply*Chain*Managers*&*Analysts Mathematicians*&*Statisticians Mathematical*Technicians Real*Estate*Agents*&*Appraisers Carpenters Electricians HVAC Building*Inspectors Building*Maintenance Plumbers Construction*Technician Advertising*&*Sales*Managers Editors*&*Writers Interpreters*and*Translators Marketing*Managers Public*Relations*Managers Public*Relations*Specialists Sales*Engineers Telemarketing*&*Other*Unskilled*Sales Broadcast*Reporters*&*Correspondents Architects Art*Directors*&*Desktop*Publishers

Average* Degrees* Annual*Job* Ratio*of* Conferred,* Openings,* Degrees*to* 2012 2013?2018 Jobs 17 1 2252% 4 22 18% 83 114 73% 68 171 40% 1 1,056 656 161% 1 120 42 50 9 6 155% 22 2 1404% 50 1 38 3% 48 23 69 33% 10 31 53 11 0 6286% N/A 45 372 25 1460% 79 5 1587% 17 20 85% N/A 7 10 23 44% N/A 6 N/A 69 0 6 66 5 1332%

APPENDIX 2: SUPPLY-DEMAND GAP SUMMARY TABLE Competency*Code DE.artist DE.dance DE.fashdes DE.graphicdes DE.inddes DE.intdes DE.mmart DE.music DE.photo DE.productdisp DE.rtf DE.theat ED.childcare ED.eduadmin ED.library ED.museum ED.spedteach ED.teacher7\12 ED.teacherchild ED.teachercollege ED.teacherelem EN.aemgr EN.aeroeng EN.agsci EN.ansci EN.archdraft EN.biochemphysc EN.biologtech EN.chem EN.chemtech EN.chemtech

Competency*Description Artists Dancers*&*Choreographers Fashion*Designers Graphic*Designers Commercial*and*Industrial*Designers Interior*Designers Multimedia*Artists*and*Animators Musicians*&*Music*Directors Photographers Visual*Product*Display Film,*Television,*Radio*&*Video*Production Actors Child*Care*Workers Education*Administrators Library*Specialists Museum*Curators*&*Art*Mgrs Special*Education*Teachers Middle/Secondary/Specialty*Teachers Early*Childhood*/*Pre\K*/*K*Teachers College*Teachers Elementary*Teachers Architectural*and*Engineering*Managers Aerospace*Engineers Agricultural*&*Food*Scientists* Animal*Scientists Architectural*and*Civil*Drafters Biochemists*and*Biophysicists Biological*Technicians Chemists Chemical*Engineers Chemical*Technicians

Average* Degrees* Annual*Job* Ratio*of* Conferred,* Openings,* Degrees*to* 2012 2013?2018 Jobs 64 2 3776% 1 0 40 21 187% 3 21 3 623% 1 18 4 501% 12 3 355% 22 17 126% 27 9 297% 54 1 8120% 55 58 95% 68 45 153% 49 166 2 9009% 37 30 121% 243 330 74% 64 42 154% N/A 144 76 166 46% N/A 41 27 3 3 0 1714% 8 11 2 604% 255 11 2266% 43 7 583% 4 9

APPENDIX 2: SUPPLY-DEMAND GAP SUMMARY TABLE Competency*Code EN.civileng EN.civilengtech EN.eetech EN.electeng EN.envirosci EN.envirotech EN.foresttech EN.indeng EN.indengtech EN.lifesci EN.mechdraft EN.mecheng EN.mechengtech EN.medsci EN.microbiol EN.nuctech EN.petroeng EN.petrotech EN.physics EN.physsciother EN.scitech EN.surveytech EN.teletech EN.zoobiolog HO.attend HO.bartend HO.chef HO.cook HO.cookfast HO.cookinst HO.cosmet

Competency*Description Civil*Engineers Civil*/*Architectural*Engineering*Technicians Electrical*/*Electronics*Technicians*&*Drafters Electrical*and*Electronics*Engineers Environmental*Scientists*&*Engineers Environmental*Science*Technicians Forest*and*Conservation*Technicians Industrial*Engineers Industrial*Engineering*Technicians Life*Scientists,*General Mechanical*Drafters Mechanical*Engineers Mechanical*Engineering*Technicians Medical*Scientists Microbiologists Nuclear*&*Material*Engineers,*Scientists*&*Technic Petroleum*&*Related*Engineers Geological*&*Petroleum*Technicians Physicists*and*Related*Scientists Physical*Scientists,*All*Other Science*Technicians Surveying*and*Mapping*Technicians Telecom*Technicians Zoologists*and*Wildlife*Biologists Attendants*&*Hosts Bartenders Restaurant*Head*Chefs Restaurant*Cooks Cooks,*Fast/Short\Order Cooks,*Institutional Cosmetologists*/*Hair*Styling

Average* Degrees* Annual*Job* Ratio*of* Conferred,* Openings,* Degrees*to* 2012 2013?2018 Jobs 53 84 63% 2 10 20% 22 45 48% 31 73 42% 44 25 178% 6 8 15 76 20% 9 38 24% 5 0 2857% 28 13 220% 57 5 7 67% 58 5 1063% 9 6 142% 32 0 2 26 2 1241% 2 3 1 8 13% 23 35 7 468% N/A 85 N/A 59 N/A 28 153 164 93% N/A 163 N/A 48 133 51 260%

APPENDIX 2: SUPPLY-DEMAND GAP SUMMARY TABLE Competency*Code HO.esthet HO.foodhelp HO.foodhelp HO.hotelmgr HO.manic HO.restmgr HO.waiter LE.judgearb LE.lawsect LE.lawyer LE.legalsupp LE.paralegal MD.athlettrain MD.cardiotechno MD.chiro MD.dentasst MD.denthyg MD.dentist MD.diet MD.diettech MD.doctor MD.emt MD.fittrain MD.geneticcouns MD.homeaide MD.indpsych MD.lpnlvn MD.massagtherap MD.medasst MD.medequipspec MD.medlabtech

Competency*Description Estheticians*/*Skin*Care Food*&*Bar*Helpers Food*Helpers Hotel*Managers Manicurist Restaurant*Managers Waiters*and*Attendants Judges,*Arbitrators*&*Mediators Law*Secretaries,*Clerks*&*Reporters Lawyers*&*Law*Clerks Legal*Support*Workers Paralegals*and*Legal*Assistants Athletic*Trainers Cardiovascular*Technologists*and*Technicians Chiropractors Dental*Assistants Dental*Hygienists Dentists*&*Othodontists Nutritionists Dietetic*Technicians General*Doctors,*Surgeons*&*Psychiatrists Emergency*Medical*Technicians*and*Paramedics Fitness*Trainers*and*Aerobics*Instructors Genetic*Counselors Home*Health*Aides Industrial*Psychologists Licensed*Practical*and*Licensed*Vocational*Nurses Massage*Therapists Medical*Assistants Medical*Equipment*Specialists Medical*and*Clinical*Laboratory*Technicians

Average* Degrees* Annual*Job* Ratio*of* Conferred,* Openings,* Degrees*to* 2012 2013?2018 Jobs 19 5 386% N/A 469 N/A 2 127 5 2739% 6 28 129 22% N/A 339 N/A 3 13 17 79% 228 44 524% N/A 3 46 40 115% 79 3 2998% 12 11 113% 5 17 41 41% 23 36 64% 63 15 418% 6 2 142 108 131% 17 52 33% 23 0 420 0 46 94 49% 48 12 396% 321 149 215% 38 13 24 55%

APPENDIX 2: SUPPLY-DEMAND GAP SUMMARY TABLE Competency*Code MD.medlabtechno MD.medmgr MD.medrec MD.medsec MD.medsuppother MD.medtrans MD.mritechno MD.nursanes MD.nursemid MD.nursprac MD.occtherap MD.occtherapasst MD.opthatech MD.orthot MD.pharm MD.pharmtech MD.Phleb MD.phystherap MD.phystherapaide MD.phystherapasst MD.psychaide MD.psychol MD.radiologtechno MD.rectherap MD.recwork MD.regnurs MD.respirtech MD.sonograph MD.specdoctor MD.spectherap MD.surgtechno

Competency*Description Medical*and*Clinical*Laboratory*Technologists Medical*and*Health*Services*Managers Medical*Records*and*Health*Information*Technicians Medical*Secretaries Healthcare*Support*Workers,*All*Other Medical*Transcriptionists Magnetic*Resonance*Imaging*Technologists Nurse*Anesthetists Nurse*Midwives Nurse*Practitioners Occupational*Therapists Occupational*Therapy*Assistants Ophthalmic*Medical*Technicians Orthotists*and*Prosthetists Pharmacists Pharmacy*Technicians Phlebotomists Physical*Therapists Physical*Therapist*Aides Physical*Therapist*Assistants Psychiatric*Aides Psychologists,*All*Other Nuclear*Medicine*/**Radiologic*Technologists Recreational*Therapists Recreation*Workers Registered*Nurses Respiratory*Therapy*Technicians Diagnostic*Medical*Sonographers Speciality*Doctors Speciality*Therapists Surgical*Technologists

Average* Degrees* Annual*Job* Ratio*of* Conferred,* Openings,* Degrees*to* 2012 2013?2018 Jobs 55 76 47 163% 165 33 507% 2 101 2% 32 4 9 45% 4 27 13 201% 0 33 17 195% 19 5 5 2 80 53 151% 69 71 97% 6 11 54% 103 39 267% 20 12 164% 15 15 100% 6 21 1 1522% 23 42 55% 2 34 365 490 74% 19 1 1995% 12 68 13 532% 4 50 8% 27 12 230%

APPENDIX 2: SUPPLY-DEMAND GAP SUMMARY TABLE Competency*Code MD.therapother MD.vet MD.vetasst MD.vettechno PR.aeroassm PR.auto PR.autobody PR.autoheavy PR.genassm PR.genmach PR.maint PR.upholst PR.welders SF.compnet SF.compprog SF.compsci SF.compsupp SF.compsys SF.webdev SO.anthropol SO.crisis SO.emergmail SO.fire SO.forens SO.healthcouns SO.none SO.protect SO.regplanner SO.religion SO.schoolcouns SO.sociolog

Competency*Description Therapists,*All*Other Veterinarians Veterinary*Assistants*and*Laboratory*Animal*Careta Veterinary*Technologists*and*Technicians Aerospace*Assemblers,*Technicians*&*Mechanics Auto*Mechanics Auto*Body*Repair Heavy*Vehicle*Mechanics*(not*Aero) General*Assemblers*and*Fabricators General*Machinist Industrial*Machinery*Maintenance Upholsterers Welders Computer*Network*Administrators Computer*Programmers,*Software*Development*&*Datab Computer*Scientists Computer*Support*Specialists Computer*Systems*&*Information*Security*Analysts Web*Developers Anthropologists Emergency*Management*Specialists Emergency*Dispatch Fire*Fighters Forensic*Science*Technicians Health*Counselors*&*Educators Not*matched Law*Enforcement*&*Protective*Services Urban*and*Regional*Planners Religious*Figures School*Counselors Sociologists

Average* Degrees* Annual*Job* Ratio*of* Conferred,* Openings,* Degrees*to* 2012 2013?2018 Jobs 4 13 6 16 29 55% 104 109 95% 31 120 26% 16 41 12 200 6% 11 56 20% 27 36 75% 1 15 47 32% 5 92 5% 17 179 9% 13 147 91 162% 30 141 21% 9 15 60% 0 1 42 53 1 33 213 4 5765% 268 247 108% 3 42 4 950% 36 25 145% 59 3 1815%

APPENDIX 2: SUPPLY-DEMAND GAP SUMMARY TABLE Competency*Code SO.socsci SO.socsvc

Competency*Description Social*Science*Research*Assistants Social*Services

Average* Degrees* Annual*Job* Ratio*of* Conferred,* Openings,* Degrees*to* 2012 2013?2018 Jobs 1 113 113 100%

Notes:**"N/A"*indicates*that*college*degrees*don't*typically*lead*to*employment*in*the*occupation.**This*could*be*due*to* a*need*for*work*experience*(Advertising*&*Sales*Managers*and*Head*Chefs)*or*no*education*is*needed*(telemarketers* and*fast\food*cooks).**For*some*positions,*no*direct*degree*program*is*available*nationally*(Sales*Engineers).**Some*"Not* matched"*degrees*don't*have*a*clear*match*(Political*Science*graduates,*which*can*find*jobs*in*any*number*of* occupations*inside*government).**Some*degrees*"need*more"*education*in*order*to*find*jobs,*such*as*a*Bachelor's*in* Psychology*(most*employed*Psychologist*need*a*Master's)*or*a*Pre\Nursing*Studies*Certificate.

1,250

227

124 1,395 409 256 4 0

191

55

85 114 4

Virginia+College8 Charleston

Charleston+School+of+ Law

The+Art+Institute+of+ Charleston

Miller8Motte+Technical+ College

Centura+College

Trident+Technical+ College

CIP desc Grand total (A) Grand total (B) 433 2,333 504 Grand total (C) Grand total (D) Grand total (M) 166 225 283 Grand total (PB) 12 Grand total (PM) 0 12 Applied Horticulture/Horticulture Operations, General (A) Applied Horticulture/Horticulture Operations, General (C) Landscaping and Groundskeeping (C) Turf and Turfgrass Management (C) Accounting (B) 9 49 Accounting (M) 0 25 Accounting (A) Accounting (C) Applied Mathematics, General (B) 0 Economics, General (B) 4 59 Business/Commerce, General (A) Business/Commerce, General (C) Business Administration and Management, General (A) Business Administration and Management, General (B) 25 305 145 Business Administration and Management, General (M) 76 23 89 Office Management and Supervision (A) Organizational Leadership (M) 2 Business Administration, Management and Operations, Other (B) 49 Administrative Assistant and Secretarial Science, General (A) Administrative Assistant and Secretarial Science, General (C) Business/Office Automation/Technology/Data Entry (A) Business/Office Automation/Technology/Data Entry (C) Finance, General (B) 5 Finance, General (M) 0 International Business/Trade/Commerce (B) 73 Mathematics, General (M) 9 Mathematics, General (B) 4 17 1 Mathematics, General (PB) 0 Carpentry/Carpenter (C) Heating, Air Conditioning, Ventilation and Refrigeration Maintenance Technology/ (C) Construction Engineering Technology/Technician (C)

Medical+University+of+ South+Carolina

CIP code-level 00A 00B 00C 00D 00M 00PB 00PM 01.0601A 01.0601C 01.0605C 01.0607C 52.0301B 52.0301M 52.0301A 52.0301C 27.0301B 45.0601B 52.0101A 52.0101C 52.0201A 52.0201B 52.0201M 52.0204A 52.0213M 52.0299B 52.0401A 52.0401C 52.0407A 52.0407C 52.0801B 52.0801M 52.1101B 27.0101M 27.0101B 27.0101PB 46.0201C 47.0201C 15.1001C

Citadel+Military+College+ of+South+Carolina

Competency Group Total Total Total Total Total Total Total Farm and Greenhouse Managers Farm and Greenhouse Managers Groundskeeper Managers Groundskeeper Managers Accountants & Tax Examiners Accountants & Tax Examiners Accounting Support Accounting Support Actuaries Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Executives, Managers & Analysts Mathematicians & Statisticians Mathematical Technicians Mathematical Technicians Carpenters HVAC Construction Technician

College+of+Charleston

C=Certificate, A=Associate's, PA=Post-Associate's Certificate, B=Bachelor's, PB=Post-Bachelor's Certificate, M=Master's, PM=PostMaster's, D=Doctorate or Professional Degree (e.g. Law)

Charleston+Southern+ University

APPENDIX 3: DEGREE COMPLETIONS BY INSTITUTION, CIP CODE, AND AWARD LEVEL

67 0 158 228

1 10 7 3 1 20 48 32 10 35

0 0 10

19 15 76

1 23 2

1 3

9 15 4 11

12 1 39 27 1 11 29 21 12 0 1 21 8 16 2 1 29 1

Virginia+College8 Charleston

Charleston+School+of+ Law

The+Art+Institute+of+ Charleston

Miller8Motte+Technical+ College

Centura+College

Trident+Technical+ College

Medical+University+of+ South+Carolina

CIP desc Building Construction Technology (C) Speech Communication and Rhetoric (B) 222 English Language and Literature, General (B) 9 87 English Language and Literature, General (M) 10 Humanities/Humanistic Studies (B) 2 Philosophy (B) 23 Foreign Languages and Literatures, General (B) German Language and Literature (B) 12 French Language and Literature (B) 18 Spanish Language and Literature (B) 2 29 Classics and Classical Languages, Literatures, and Linguistics, General (B) 7 Marketing/Marketing Management, General (B) 4 International Marketing (A) Sales, Distribution, and Marketing Operations, General (C) Organizational Communication, General (M) 10 Commercial and Advertising Art (A) Commercial and Advertising Art (C) Visual and Performing Arts, General (M) 1 Fine/Studio Arts, General (B) 62 Drawing (C) Dance, General (B) 0 Graphic Design (A) Graphic Design (B) 0 Interior Design (B) Music, General (B) 0 18 Music Performance, General (B) 0 Commercial Photography (B) Commercial Photography (C) Fashion Merchandising (PB) Apparel and Accessories Marketing Operations (B) Radio and Television Broadcasting Technology/Technician (A) Radio and Television Broadcasting Technology/Technician (C) Cinematography and Film/Video Production (B) Cinematography and Film/Video Production (C) Drama and Dramatics/Theatre Arts, General (B) 29 Dramatic/Theatre Arts and Stagecraft, Other (B) 25 Child Care and Support Services Management (A) Child Care and Support Services Management (C)

Citadel+Military+College+ of+South+Carolina

Competency Group CIP code-level Construction Technician 46.0415C Editors & Writers 09.0101B Editors & Writers 23.0101B Editors & Writers 23.0101M Editors & Writers 24.0103B Editors & Writers 38.0101B Interpreters and Translators 16.0101B Interpreters and Translators 16.0501B Interpreters and Translators 16.0901B Interpreters and Translators 16.0905B Interpreters and Translators 16.1200B Marketing Managers 52.1401B Marketing Managers 52.1403A Marketing Managers 52.1801C Public Relations Specialists 09.0901M Art Directors & Desktop Publishers 50.0402A Art Directors & Desktop Publishers 50.0402C Artists 50.0101M Artists 50.0702B Artists 50.0705C Dancers & Choreographers 50.0301B Graphic Designers 50.0409A Graphic Designers 50.0409B Interior Designers 50.0408B Musicians & Music Directors 50.0901B Musicians & Music Directors 50.0903B Photographers 50.0406B Photographers 50.0406C Visual Product Display 52.1902PB Visual Product Display 52.1904B Film, Television, Radio & Video Production 10.0202A Film, Television, Radio & Video Production 10.0202C Film, Television, Radio & Video Production 50.0602B Film, Television, Radio & Video Production 50.0602C Actors 50.0501B Actors 50.0599B Child Care Workers 19.0708A Child Care Workers 19.0708C

College+of+Charleston

C=Certificate, A=Associate's, PA=Post-Associate's Certificate, B=Bachelor's, PB=Post-Bachelor's Certificate, M=Master's, PM=PostMaster's, D=Doctorate or Professional Degree (e.g. Law)

Charleston+Southern+ University

APPENDIX 3: DEGREE COMPLETIONS BY INSTITUTION, CIP CODE, AND AWARD LEVEL

25

0

Virginia+College8 Charleston

Charleston+School+of+ Law

The+Art+Institute+of+ Charleston

Miller8Motte+Technical+ College

Centura+College

Trident+Technical+ College

CIP desc Child Care Provider/Assistant (C) Educational Leadership and Administration, General (M) 40 Educational Leadership and Administration, General (PM) 0 Elementary and Middle School Administration/Principalship (M) 14 Secondary School Administration/Principalship (M) 14 Historic Preservation and Conservation (B) 47 Historic Preservation and Conservation (M) 0 Art History, Criticism and Conservation (B) 43 Fine and Studio Arts Management (B) 69 Fine and Studio Arts Management (PB) 7 Special Education and Teaching, General (B) 24 Special Education and Teaching, General (M) 12 Special Education and Teaching, General (PB) 1 Special Education and Teaching, General (PM) 0 Nursing Education (M) 12 Junior High/Intermediate/Middle School Education and Teaching (B) 15 Junior High/Intermediate/Middle School Education and Teaching (M) 0 0 Secondary Education and Teaching (B) 20 4 Secondary Education and Teaching (M) 2 13 Teacher Education, Multiple Levels (B) 1 English/Language Arts Teacher Education (B) 1 Foreign Language Teacher Education (M) 8 Mathematics Teacher Education (B) 1 Mathematics Teacher Education (M) 3 Music Teacher Education (B) 0 Physical Education Teaching and Coaching (B) 3 104 37 Physical Education Teaching and Coaching (M) 4 Reading Teacher Education (M) 23 Social Studies Teacher Education (B) 4 Technical Teacher Education (A) Teaching English as a Second or Foreign Language/ESL Language Instructor (PB) 0 Early Childhood Education and Teaching (B) 5 33 Early Childhood Education and Teaching (M) 26 Education/Teaching of the Gifted and Talented (PB) 0 Elementary Education and Teaching (B) 15 27 Elementary Education and Teaching (M) 18 16 Teacher Education and Professional Development, Specific Levels and Methods, 9 Oth (M) Teacher Education and Professional Development, Specific Subject Areas, Other 6 (M)

Medical+University+of+ South+Carolina

Citadel+Military+College+ of+South+Carolina

Competency Group CIP code-level Child Care Workers 19.0709C Education Administrators 13.0401M Education Administrators 13.0401PM Education Administrators 13.0408M Education Administrators 13.0409M Museum Curators & Art Mgrs 30.1201B Museum Curators & Art Mgrs 30.1201M Museum Curators & Art Mgrs 50.0703B Museum Curators & Art Mgrs 50.1002B Museum Curators & Art Mgrs 50.1002PB Special Education Teachers 13.1001B Special Education Teachers 13.1001M Special Education Teachers 13.1001PB Special Education Teachers 13.1001PM Primary/Secondary/Speciality Teachers 51.3817M Middle/Secondary/Specialty Teachers13.1203B Middle/Secondary/Specialty Teachers13.1203M Middle/Secondary/Specialty Teachers13.1205B Middle/Secondary/Specialty Teachers13.1205M Middle/Secondary/Specialty Teachers13.1206B Middle/Secondary/Specialty Teachers13.1305B Middle/Secondary/Specialty Teachers13.1306M Middle/Secondary/Specialty Teachers13.1311B Middle/Secondary/Specialty Teachers13.1311M Middle/Secondary/Specialty Teachers13.1312B Middle/Secondary/Specialty Teachers13.1314B Middle/Secondary/Specialty Teachers13.1314M Middle/Secondary/Specialty Teachers13.1315M Middle/Secondary/Specialty Teachers13.1318B Middle/Secondary/Specialty Teachers13.1319A Middle/Secondary/Specialty Teachers13.1401PB Early Childhood / Pre-K / K Teachers 13.1210B Early Childhood / Pre-K / K Teachers 13.1210M Elementary Teachers 13.1004PB Elementary Teachers 13.1202B Elementary Teachers 13.1202M Secondary/Speciality Teachers 13.1299M Secondary/Speciality Teachers 13.1399M

College+of+Charleston

C=Certificate, A=Associate's, PA=Post-Associate's Certificate, B=Bachelor's, PB=Post-Bachelor's Certificate, M=Master's, PM=PostMaster's, D=Doctorate or Professional Degree (e.g. Law)

Charleston+Southern+ University

APPENDIX 3: DEGREE COMPLETIONS BY INSTITUTION, CIP CODE, AND AWARD LEVEL

3 4 20 9 5 53 1 1 8 3 6 31 15 6 3 3 0 28 5 3 2 1 15 3 34 8 1 6 1

Virginia+College8 Charleston

Charleston+School+of+ Law

The+Art+Institute+of+ Charleston

Miller8Motte+Technical+ College

Centura+College

Trident+Technical+ College

Medical+University+of+ South+Carolina

CIP desc Animal Physiology (D) Biochemistry (B) 7 Biochemistry (D) Biology/Biological Sciences, General (B) 31 195 Biology/Biological Sciences, General (M) Chemistry, General (B) 0 19 Chemistry, Other (B) 19 Civil Engineering, General (B) Civil Engineering Technology/Technician (A) Civil Engineering Technology/Technician (C) Electrical, Electronic and Communications Engineering Technology/Technician (A) Electrical, Electronic and Communications Engineering Technology/Technician (C) Electrical and Electronic Engineering Technologies/Technicians, Other (C) Science Technologies/Technicians, Other (B) 5 Electrical and Electronics Engineering (B) Environmental Studies (M) 16 Geology/Earth Science, General (B) 28 Engineering/Industrial Management (M) Pre-Engineering (C) Manufacturing Engineering Technology/Technician (C) Biomedical Sciences, General (M) Biomedical Sciences, General (PB) Biological and Biomedical Sciences, Other (B) 2 Mechanical Drafting and Mechanical Drafting CAD/CADD (C) Mechanical Engineering/Mechanical Technology/Technician (A) Medical Microbiology and Bacteriology (D) Pathology/Experimental Pathology (D) Pharmacology (D) Medical Scientist (M) Pharmaceutics and Drug Design (D) Nursing Science (D) Cell/Cellular Biology and Anatomical Sciences, Other (D) Biometry/Biometrics (D) Astronomy and Astrophysics, Other (B) 6 Physics, General (B) 14 Surveying Technology/Surveying (C) Marine Biology and Biological Oceanography (B) 27 Marine Biology and Biological Oceanography (M) 8

Citadel+Military+College+ of+South+Carolina

Competency Group CIP code-level Animal Scientists 26.0707D Biochemists and Biophysicists 26.0202B Biochemists and Biophysicists 26.0202D Biological Technicians 26.0101B Biological Technicians 26.0101M Chemists 40.0501B Chemists 40.0599B Civil Engineers 14.0801B Civil / Architectural Engineering Technicians 15.0201A Civil / Architectural Engineering Technicians 15.0201C Electrical / Electronics Technicians & Drafters 15.0303A Electrical / Electronics Technicians & Drafters 15.0303C Electrical / Electronics Technicians & Drafters 15.0399C Electrical / Electronics Technicians & Drafters 41.9999B Electrical and Electronics Engineers 14.1001B Environmental Scientists & Engineers 03.0103M Environmental Scientists & Engineers 40.0601B Industrial Engineers 15.1501M Industrial Engineers & Technicians 14.0102C Industrial Engineers & Technicians 15.0613C Life Scientists 26.0102M Life Scientists 26.0102PB Life Scientists 26.9999B Mechanical Drafters 15.1306C Mechanical Engineering Technicians 15.0805A Medical Scientists 26.0503D Medical Scientists 26.0910D Medical Scientists 26.1001D Medical Scientists 51.1401M Medical Scientists 51.2003D Medical Scientists 51.3808D Microbiologists 26.0499D Microbiologists 26.1101D Physicists and Related Scientists 40.0299B Physicists and Related Scientists 40.0801B Surveying and Mapping Technicians 15.1102C Zoologists and Wildlife Biologists 26.1302B Zoologists and Wildlife Biologists 26.1302M

College+of+Charleston

C=Certificate, A=Associate's, PA=Post-Associate's Certificate, B=Bachelor's, PB=Post-Bachelor's Certificate, M=Master's, PM=PostMaster's, D=Doctorate or Professional Degree (e.g. Law)

Charleston+Southern+ University

APPENDIX 3: DEGREE COMPLETIONS BY INSTITUTION, CIP CODE, AND AWARD LEVEL

Virginia+College8 Charleston

Charleston+School+of+ Law

The+Art+Institute+of+ Charleston

Miller8Motte+Technical+ College

Centura+College

Trident+Technical+ College

Medical+University+of+ South+Carolina

CIP desc Baking and Pastry Arts/Baker/Pastry Chef (A) Baking and Pastry Arts/Baker/Pastry Chef (C) Culinary Arts/Chef Training (A) Culinary Arts/Chef Training (C) Institutional Food Workers (C) Cosmetology/Cosmetologist, General (C) Aesthetician/Esthetician and Skin Care Specialist (C) Hospitality Administration/Management, General (B) Hotel/Motel Administration/Management (A) Hotel/Motel Administration/Management (C) Restaurant, Culinary, and Catering Management/Manager (A) Restaurant, Culinary, and Catering Management/Manager (B) Legal Assistant/Paralegal (C) Law (D) Legal Assistant/Paralegal (A) Exercise Physiology (B) Health and Physical Education/Fitness, General (B) Sport and Fitness Administration/Management (B) Kinesiology and Exercise Science (M) Athletic Training/Trainer (B) Cardiovascular Technology/Technologist (B) Dental Assisting/Assistant (C) Dental Hygiene/Hygienist (A) Dentistry (D) Advanced General Dentistry (M) Medicine (D) Emergency Medical Technology/Technician (EMT Paramedic) (A) Emergency Medical Technology/Technician (EMT Paramedic) (C) Licensed Practical/Vocational Nurse Training (C) Massage Therapy/Therapeutic Massage (A) Massage Therapy/Therapeutic Massage (C) Medical/Clinical Assistant (A) Medical/Clinical Assistant (C) Clinical/Medical Laboratory Technician (A) Health Services/Allied Health/Health Sciences, General (M) Health/Health Care Administration/Management (D) Health/Health Care Administration/Management (M) Health/Health Care Administration/Management (PB)

Citadel+Military+College+ of+South+Carolina

Competency Group CIP code-level Restaurant Cooks 12.0501A Restaurant Cooks 12.0501C Restaurant Cooks 12.0503A Restaurant Cooks 12.0503C Restaurant Cooks 12.0508C Cosmetologists / Hair Styling 12.0401C Estheticians / Skin Care 12.0409C Hotel Managers 52.0901B Hotel Managers 52.0904A Hotel Managers 52.0904C Restaurant Managers 12.0504A Restaurant Managers 12.0504B Law Secretaries, Clerks & Reporters 22.0302C Lawyers 22.0101D Paralegals and Legal Assistants 22.0302A Athletic Trainers 26.0908B Athletic Trainers 31.0501B Athletic Trainers 31.0504B Athletic Trainers 31.0505M Athletic Trainers 51.0913B Cardiovascular Technologists and Technicians 51.0901B Dental Assistants 51.0601C Dental Hygienists 51.0602A Dentists & Othodontists 51.0401D Dentists & Othodontists 51.0502M General Doctors, Surgeons & Psychiatrists 51.1201D Emergency Medical Technicians and Paramedics 51.0904A Emergency Medical Technicians and Paramedics 51.0904C Licensed Practical and Licensed Vocational 51.3901C Nurses Massage Therapists 51.3501A Massage Therapists 51.3501C Medical Assistants 51.0801A Medical Assistants 51.0801C Medical and Clinical Laboratory Technicians 51.1004A Medical and Health Services Managers 51.0000M Medical and Health Services Managers 51.0701D Medical and Health Services Managers 51.0701M Medical and Health Services Managers 51.0701PB

College+of+Charleston

C=Certificate, A=Associate's, PA=Post-Associate's Certificate, B=Bachelor's, PB=Post-Bachelor's Certificate, M=Master's, PM=PostMaster's, D=Doctorate or Professional Degree (e.g. Law)

Charleston+Southern+ University

APPENDIX 3: DEGREE COMPLETIONS BY INSTITUTION, CIP CODE, AND AWARD LEVEL

33 5 39 25 14 87

33 4 16 19

30

82 24 21 4 24 13 228 35

11

0 28 0 23 16

12 12 17 23 57 6 142 15 2 46 10 22 13 4 8 54 4

125

20 1 96 1

17 31 46

Virginia+College8 Charleston

Charleston+School+of+ Law

The+Art+Institute+of+ Charleston

Miller8Motte+Technical+ College

Centura+College

Trident+Technical+ College

Medical+University+of+ South+Carolina

CIP desc Nursing Administration (M) Nursing Administration (PM) Health Professions and Related Clinical Sciences, Other (B) Medical Office Management/Administration (A) Health Information/Medical Records Technology/Technician (A) Health Information/Medical Records Technology/Technician (C) Medical Insurance Coding Specialist/Coder (A) Medical Insurance Coding Specialist/Coder (C) Medical Office Assistant/Specialist (C) Medical Transcription/Transcriptionist (C) Psychology, General (B) 33 176 Pre-Nursing Studies (C) Health/Medical Preparatory Programs, Other (C) Registered Nursing/Registered Nurse (C) Nurse Anesthetist (M) Adult Health Nurse/Nursing (M) Maternal/Child Health and Neonatal Nurse/Nursing (M) Occupational Therapist Assistant (A) Pharmacy (D) Pharmacy Technician/Assistant (C) Phlebotomy Technician/Phlebotomist (C) Physical Therapy/Therapist (D) Rehabilitation and Therapeutic Professions, Other (D) Rehabilitation and Therapeutic Professions, Other (M) Physical Therapy Technician/Assistant (C) Physical Therapy Technician/Assistant (A) Psychology, General (M) Medical Radiologic Technology/Science - Radiation Therapist (A) Registered Nursing/Registered Nurse (A) Registered Nursing/Registered Nurse (B) 27 Respiratory Care Therapy/Therapist (A) Respiratory Care Therapy/Therapist (C) Physician Assistant (M) Music Therapy/Therapist (B) 4 Surgical Technology/Technologist (A) Veterinary/Animal Health Technology/Technician and Veterinary Assistant (A) Latin American and Caribbean Studies (B) 6 Women's Studies (B) 13

Citadel+Military+College+ of+South+Carolina

Competency Group CIP code-level Medical and Health Services Managers 51.3802M Medical and Health Services Managers 51.3802PM Medical and Health Services Managers 51.9999B Medical Records and Health Information 51.0705A Technicians Medical Records and Health Information 51.0707A Technicians Medical Records and Health Information 51.0707C Technicians Medical Records and Health Information 51.0713A Technicians Medical Records and Health Information 51.0713C Technicians Medical Secretaries 51.0710C Medical Transcriptionists 51.0708C Need More Education to Get a Job 42.0101B Need More Education to Get a Job 51.1105C Need More Education to Get a Job 51.1199C Need More Education to Get a Job 51.3801C Nurse Anesthetists 51.3804M Nurse Practitioners 51.3803M Nurse Practitioners 51.3806M Occupational Therapy Assistants 51.0803A Pharmacists 51.2001D Pharmacy Technicians 51.0805C Phlebotomists 51.1009C Physical Therapists 51.2308D Physical Therapists 51.2399D Physical Therapists 51.2399M Physical Therapist Aides 51.0806C Physical Therapist Assistants 51.0806A Psychologists 42.0101M Nuclear Medicine / Radiologic Technologists 51.0907A Registered Nurses 51.3801A Registered Nurses 51.3801B Respiratory Therapy Technicians 51.0908A Respiratory Therapy Technicians 51.0908C Physician Assistants 51.0912M Speciality Therapists 51.2305B Surgical Technologists 51.0909A Veterinary Technologists and Technicians 51.0808A No matched occupation group 05.0134B No matched occupation group 05.0207B

College+of+Charleston

C=Certificate, A=Associate's, PA=Post-Associate's Certificate, B=Bachelor's, PB=Post-Bachelor's Certificate, M=Master's, PM=PostMaster's, D=Doctorate or Professional Degree (e.g. Law)

Charleston+Southern+ University

APPENDIX 3: DEGREE COMPLETIONS BY INSTITUTION, CIP CODE, AND AWARD LEVEL

6 0 0 6 44 10

15

17 17

56 2 4 21 309 13 51 27 15 18 0 80 22

47 6

63 0 40 20 15 21 23 226 112 16 3 68 27 16

364 13 73 67 7

32 6 67 27 10 31 12 0 11 26 1 15

5 7 4 1

3 40 45 24 37

21 2

2

6 4 5 0 39 32 120

51 70

Virginia+College8 Charleston

Charleston+School+of+ Law

The+Art+Institute+of+ Charleston

Miller8Motte+Technical+ College

Centura+College

Trident+Technical+ College

Medical+University+of+ South+Carolina

Citadel+Military+College+ of+South+Carolina

Competency Group CIP code-level CIP desc No matched occupation group 24.0101A Liberal Arts and Sciences/Liberal Studies (A) No matched occupation group 30.2001B International/Global Studies (B) No matched occupation group 30.9999A Multi-/Interdisciplinary Studies, Other (A) No matched occupation group 54.0101B History, General (B) 3 No matched occupation group 54.0101M History, General (M) No matched occupation group 54.0102B American History (United States) (B) 2 No matched occupation group 54.0103B European History (B) 5 Aerospace Assemblers, Technicians & Mechanics 47.0607C Airframe Mechanics and Aircraft Maintenance Technology/Technician (C) Aerospace Assemblers, Technicians & Mechanics 47.0608C Aircraft Powerplant Technology/Technician (C) Aerospace Assemblers, Technicians & Mechanics 49.0101C Aeronautics/Aviation/Aerospace Science and Technology, General (C) Auto Mechanics 47.0604C Automobile/Automotive Mechanics Technology/Technician (C) General Assemblers and Fabricators 46.0303C Lineworker (C) General Machinist 48.0501A Machine Tool Technology/Machinist (A) General Machinist 48.0501C Machine Tool Technology/Machinist (C) Industrial Machinery Maintenance 47.0303C Industrial Mechanics and Maintenance Technology (C) Industrial Machinery Maintenance 47.9999A Mechanic and Repair Technologies/Technicians, Other (A) Welders 48.0508C Welding Technology/Welder (C) Computer Network Administrators 11.0199B Computer and Information Sciences, Other (B) Computer Programmers, Software Development 11.0701B & Datab Computer Science (B) 3 Computer Programmers, Software Development 11.0701M& Datab Computer Science (M) Computer Programmers, Software Development 11.0899B & Datab Computer Software and Media Applications, Other (B) Computer Support Specialists 11.0103PB Information Technology (PB) Computer Support Specialists 11.0301A Data Processing and Data Processing Technology/Technician (A) Computer Support Specialists 11.0301C Data Processing and Data Processing Technology/Technician (C) Computer Support Specialists 11.9999A Computer and Information Sciences and Support Services, Other (A) Computer Support Specialists 11.9999C Computer and Information Sciences and Support Services, Other (C) Computer Systems & Information Security 11.0101B Analysts Computer and Information Sciences, General (B) 1 Computer Systems & Information Security 11.0401B Analysts Information Science/Studies (B) Computer Systems & Information Security 52.1201B Analysts Management Information Systems, General (B) 3 Computer Systems & Information Security 52.1201M Analysts Management Information Systems, General (M) 1 Need More Education to Get a Job 11.0201C Computer Programming/Programmer, General (C) Web Developers 11.0801A Web Page, Digital/Multimedia and Information Resources Design (A) Web Developers 11.0801B Web Page, Digital/Multimedia and Information Resources Design (B) Health Counselors & Educators 51.2207B Public Health Education and Promotion (B) Need More Education to Get a Job 45.0201B Anthropology (B) No matched occupation group 44.0401M Public Administration (M) No matched occupation group 45.1001B Political Science and Government, General (B) 10 Law Enforcement & Protective Services43.0103B Criminal Justice/Law Enforcement Administration (B)

College+of+Charleston

C=Certificate, A=Associate's, PA=Post-Associate's Certificate, B=Bachelor's, PB=Post-Bachelor's Certificate, M=Master's, PM=PostMaster's, D=Doctorate or Professional Degree (e.g. Law)

Charleston+Southern+ University

APPENDIX 3: DEGREE COMPLETIONS BY INSTITUTION, CIP CODE, AND AWARD LEVEL

73 52 17 14 2 24 12 46 18 5 6 47 6 11

Virginia+College8 Charleston

Charleston+School+of+ Law

The+Art+Institute+of+ Charleston

Miller8Motte+Technical+ College

Centura+College

Trident+Technical+ College

Medical+University+of+ South+Carolina

CIP desc Criminal Justice/Safety Studies (A) Criminal Justice/Safety Studies (B) 29 Criminal Justice/Safety Studies (C) Criminal Justice/Safety Studies (M) 27 Corrections and Criminal Justice, Other (A) Religion/Religious Studies (B) 18 Jewish/Judaic Studies (B) Religious/Sacred Music (B) 0 Youth Ministry (B) 8 Counselor Education/School Counseling and Guidance Services (M) School Psychology (PM) Sociology (B) 13 Human Services, General (A) Human Services, General (C) Social Work (A) Social Work (C) Social Sciences, General (B) 17 Social Sciences, General (M) Urban Studies/Affairs (B)

Citadel+Military+College+ of+South+Carolina

Competency Group CIP code-level Law Enforcement & Protective Services43.0104A Law Enforcement & Protective Services43.0104B Law Enforcement & Protective Services43.0104C Law Enforcement & Protective Services43.0104M Law Enforcement & Protective Services43.0199A Religious Figures 38.0201B Religious Figures 38.0206B Religious Figures 39.0501B Religious Figures 39.0702B School Counselors 13.1101M School Counselors 42.2805PM Sociologists 45.1101B Social Services 44.0000A Social Services 44.0000C Social Services 44.0701A Social Services 44.0701C Social Services 45.0101B Social Services 45.0101M Social Services 45.1201B

College+of+Charleston

C=Certificate, A=Associate's, PA=Post-Associate's Certificate, B=Bachelor's, PB=Post-Bachelor's Certificate, M=Master's, PM=PostMaster's, D=Doctorate or Professional Degree (e.g. Law)

Charleston+Southern+ University

APPENDIX 3: DEGREE COMPLETIONS BY INSTITUTION, CIP CODE, AND AWARD LEVEL