NM Pathways Project San Juan County by innovate+educate

Education to Employment NM Pathways Project San Juan County

Acknowledgments Innovate+Educate acknowledges the citizens and leaders of San Juan County for their commitment and collaboration in creating and developing their three-year Plan for NM Pathways to advance education and employment. San Juan County has done significant work in the areas of providing education and employment to their citizens. This Plan leverages the work that is in place, takes the vision of the leadership and community, and develops a plan that has tremendous potential for impacting the lives of families and their children living in San Juan County. Innovate+Educate and the San Juan County community thanks the W. K. Kellogg Foundation for their commitment to New Mexico, and the citizens across the State that benefit greatly from the Foundation’s efforts. New Mexico is truly the land of enchantment. There is no other State that carries its beauty, culture, and history with such passion. The Foundation’s commitment to serve the families and children in New Mexico is appreciated by so many. We believe that the Foundation’s commitment to this plan will continue to serve the Four Corners region and San Juan County for years to come.

Table of Contents About the NM Pathways Project...........................................................................11 Executive Summary....................................................................................................13 Phase 1 Community Input and Process...............................................................19 San Juan NM Pathways Project.............................................................................25 Industry Snapshot in San Juan County ...............................................................37 San Juan County Priority Industries.....................................................................47

Agriculture, Forestry, Fishing, Hunting (NAICS 11)...............................48

Mining, Quarrying, and Oil and Gas Extraction (NAICS 21)................52

Retail / Hospitality (NAICS 44)....................................................................56

Information (NAICS 51)..................................................................................60

Professional, Scientific, and Technical Services (NAICS 54)............64

Educational Services(NAICS 61).................................................................68

Healthcare and Social Assistance (NAICS 62).......................................72

Arts, Entertainment and Recreation (NAICS 71)...................................76

Recommendations......................................................................................................81

Recommendation #1.......................................................................................85

Recommendation #2 ......................................................................................89

Recommendation #3.......................................................................................91

Recommendation #4.......................................................................................94

Recommendation #5.......................................................................................95

Recommendation #6.......................................................................................95

Recommendation # 7......................................................................................96

In Closing........................................................................................................................98 Appendix A: San Juan Surveys...............................................................................101 Appendix B: Career Pathways................................................................................105 Digital Appendix Data................................................................................................1-411

Pathways to Success

This plan allowed for the community to have a voice and a vision for what can be. The Plan provided us the opportunity to cross-pollinate. We now have an opportunity to pull all of the good work happening together in one plan for our community so that we no longer work in isolation. â&#x20AC;&#x201D; PARTICIPANT OF FOCUS GROUP CITIZEN OF SAN JUAN COUNTY

Introduction

What â&#x20AC;&#x2122;s our path?

About the NM Pathways Project The purpose of the NM Pathways Project, funded by the W. K. Kellogg Foundation, is to design and create a three-year plan (2018-2020) for four counties in New Mexico (Bernalillo County, Dona Ana County, Gallup-McKinley County, and San Juan County) and one Pueblo community. Each plan will leverage real-time labor data, predictive analytics, demographics, economic data, and critical input from the community to develop the three-year plan. The NM Pathways Project is a customdesigned, regional implementation plan designed to develop an effective collaborative Community of Progress (COP). The goal is to unify economic and workforce development, ensure competencybased and soft skills training, and credentials while propelling workers in areas of employment tied to community needs. The plans that are developed by the communities harness the invaluable wisdom and experience of the region that include working with families, medical experts, economic development representatives, and business and workforce leaders. Each plans’ focus is through a lens of sustained economic mobility and security for single-parent families, displaced workers, job seekers that include young workers and men ages 24-34, and those underemployed living at or below 200 percent of Federal Poverty Level (FPL). This also includes households with varying members and incomes, and addressing poverty is crucial. Approximately 61 percent of McKinley County’s population live below 200 percent FPL. This plan addresses barriers within the region and seeks to drive decisions that include funding, the economy, workforce, education and policy. The recommendations in this plan have come from the community, and it leverages data and analytics that serve as key indicators of weaknesses that must be addressed in the region for citizens to have economic prosperity long-term. The Plan includes key data and findings as follows: • • • • • • • • • • •

The approach and methodologies used to develop the Plan Findings and feedback from phase I to move into phase II Key demographic, unemployment, and poverty data for the region Alignment with other efforts in the County and in New Mexico assuring that the work is not duplication Alignment and leveraging of funds to include Worker Innovation Opportunity Act (WIOA), Small Business Development Act (SBDA) and other training funds Specific target industries identified by the labor data as well as the region Training/credentials recognized and used by industries in the region Job skills/industry needs for future growth Alignment of career and technical education to the Plan Alignment of State and workforce plan/policies to the Plan List of partner institutions and training organizations in the region

Demographic Snapshot - San Juan County

Source: San Juan County Partnership

Executive Summary

A Region of Contrasts Tucked into the northwest corner of New Mexico, San Juan County sits atop the Colorado Plateau, a high-desert region known for its rugged beauty and complicated social history. San Juan County encompasses several governing bodies: the Navajo Nation; the County; and the municipal governments of its largest cities—Farmington, Bloomfield, and the County Seat of Aztec. Farmington, the county’s largest metropolitan area, borders the Navajo Nation and is the commercial hub for tourism in the area. The County is a part of the Four Corners region, that is the point where New Mexico, Colorado, Arizona, and Utah meet. It also holds the junction of three rivers—the San Juan River, the Animas River, and the La Plata River. San Juan County is known as a part of the “National Geographic Four Corners Geotourism Region,” spotlighted by National Geographic to “support and sustain it as one of the treasured natural places on the globe.” For visitors, the entire San Juan County is a hub for exploring Native culture: the Aztec Ruins National Monument and Salmon Ruins are located some fifteen miles northeast of Farmington, the Chaco Culture National Historic Park is seventy-two miles to the southwest, and Mesa Verde National Park is sixty-nine miles to the northwest. San Juan County has a population of 130,044 with 43,895 living in Farmington, 8,112 in Bloomfield, and 6,763 in Aztec. Like New Mexico, San Juan County is a minority-majority county, with Whites representing 41.2 percent of the population. In Farmington, however, nearly 50 percent of the population (49.8 percent) is White, followed by Hispanics (23.6 percent), American Indians (22.3 percent), Asians (one percent), and Blacks (.8 percent). The remainder are two or more races (2.2 percent), other race alone (.4 percent), and Native Hawaiian and other Pacific Islanders alone (.06 percent). In 2016, the San Juan County Partnership released a needs assessment (San Juan County Needs Assessment 2016). This study as well as the facilitation and meetings held through the NM Pathways process built a well-defined vision for San Juan County. This vision includes assuring the labor force has a variety of jobs at all education levels. It assures businesses have a labor force with literacy skills and soft skills. It assures that citizens in the County have access to adult literacy training, job training and workforce development. The NM Pathways Project for San Juan County, focuses on strategies to expand and continue to develop San Juan County’s economic assets, which were verified in three previous economic development reports. They were identified as: Healthcare (San Juan Regional Medical 14

• 52.4% of citizens in San Juan County are 34 or under • 63% of students in San Juan County graduate high school • 65% of those high school students are not proficient in reading; 90% are not proficient in math • The region is a certified ACT Certified Work Ready Community with a focus on skills to meet employer needs • 20.1% of San Juan County residents live at or below the poverty line • Unemployment is at 9.1%

Center), Tourism/Hospitality (historic downtown Farmington, a vibrant artist community and outdoor recreational center), and Agricultural Resources (many produced by the Navajo Agricultural Products Industries (NAPI)). The development of this Plan led to adding three more priority industries of focus Professional/Scientific and Technical, Educational Services and Oil/Energy for the region. The area’s goal is recovery and economic growth for citizens and industries across the County. This Plan is a vision for the region to assure diversification of industries and advancing pathways to education and employment in those industries. In this NM Pathways Project, we focus on strategies that will address San Juan County’s education, employment and economic challenges. We also focus on the need to move citizens at or below the 200 percent FPL. This focus extends to citizens in outlying rural areas, living at or below the 200 percent FPL as well. The Plan seeks to develop strategies for employment that will assure a more unified workforce with access to education, training and employment. Incredible work has been done in the County, much of it led by San Juan College (SJC), Four Corners Economic Development (FCED), and other partners across the County. Multiple resources provided the data for this plan to include Labor Insights Burning Glass, Bureau of Labor Statistics, (BLS), U.S. Department of Labor Occupational Network (O-NET), Chmura Economics Analysis and National Center for Education Statistics. Job databases were leveraged to analyze the past five years of labor data and analyze projections out to 2027 for the region. While labor data can only be predictive based on current policy and economic situations, this report leverages the available licensing sources to facilitate regional conversations and to prepare the Plan. Key to the work was the input and recognition early on that there is significant work underway that this Plan could leverage as well as assure a more integrated system with accountability and measurable progress. San Juan County continues to have a shortage of skilled workforce and a mismatch of job requirements based on the region’s existing labor force. This gap has created a deficiency in the region that came up time and time again – a need for understanding which skills are required for employment, how to prepare the labor force (current and future) for employment, how to assist those living in poverty to skills development, and what practices and programs currently exist in the region to assure productive citizens and employees. The vision and the leadership of the region is well-defined in this Plan. The Plan will require multiple key leaders to implement the work. The implementation is critical to success, and San Juan College is prepared to lead as they build-out the ecosystem required for assuring education, employment and family economic security for all.

Farmington-San Juan County Innovate+Educateâ&#x20AC;&#x2122;s 2017-2020 NM Pathways Project

130,044 Adults live in San Juan County

63%

Graduate High School

36.5% are American Indian

Faď&#x203A;&#x20AC; 2016

graders are 65% Eleventh not proficient in Reading. Eleventh graders are 90% not proficient in Math.

12,500 enrolled at San Juan College 56.9% that enroll in a 4 year institution need remediation.

9.1%

No Soft Skills Assessment(s).

Unemployment Rate

No Way For Jobs Seekers To Find A Job. No Soft Skills Training.

Juan County residents live below the Federal Poverty Line 20.1% San

The Big Question 16

How can we support this community of residents and connect them to the resources, training opportunities, and career pathways that will benefit their families and the community?

Phase 1 Community Input and Process

This plan, when implemented, has the ability to cultivate a more connected region to include the citizens that are hardest to reach and serve as well as include many more stakeholders from across the County. Having full participation from the County’s citizens and leaders has been a tremendous asset to the plan. We are one County, and we can work on this plan together to solve some of our County’s biggest education and workforce issues...together. — PARTICIPANT OF FOCUS GROUP, SAN JUAN COUNTY COMMUNITY MEMBER

Phase 1 (May 2016 â&#x20AC;&#x201C; February 2017) involved meetings across the region to identify key focus areas for the community. Input was critical in phase I from multiple stakeholders including thought leaders from San Juan College, Four Corners Economic Development, community based organizations (CBO), Navajo Nation for Self-Reliance, Navajo Nation Economic Development and Aztec. The Innovate+Educate (I+E) team worked to assure that community members were brought into the work and that all members of the community felt involved and part of the work. The plan seeks to develop new pathways leading to training, credentials and jobs for those marginalized or at risk.

What was the Driving Question? The driving question was developed through facilitated sessions and the community focused on this question to form recommendations in phase I:

How can we as members of San Juan County unify economic and workforce development to deliver a custom-designed, regional implementation plan that can diversity our economy and leverage technology resources? 21

Throughout phase 1, key findings and feedback derived from county stakeholders:

Key considerations for this work to be successful: • Strategically align existing resources and services provided by government, non-profits, and the Navajo Nation • Examine data from the region for decision making and moving forward • Pursue additional resources to help with the statistics and data to assure the Plan is complete and guides the region • Leveraging the region’s synergy and desire to create a coherent movement • Communication is key • Getting the entire community on board • Identify the barriers to education, training, behavioral health and human services resources • Access to technology tools and broadband services to assure the ability for citizens to train and learn • Access to transportation that will support training and employment • Continued access to reliable data and the ability for the project to have accountability for outcomes • Assuring outlying areas are part of the planning and implementation process

What are other key considerations for the Plan? • It should provide opportunity for employment for single parents with young children and displaced workers • It should focus on those living in poverty and lead them to training and credentials in high demand industries • It should focus on certifications while developing pathways for long-term, meaningful sustainable employment • It should motivate employers to commit to hiring job seekers based on skills and certifications whenever possible

What is the target population for the Plan? • Displaced workers, current job seekers, and unemployed/underemployed citizens • The large number of single mothers and single fathers with children • Members of the region, especially those from our Native communities, that are at risk for poverty and struggling while living at or below the 200 percent FPL, citizens that have exhausted their benefits and fallen in the areas of behavior health

The future is now.

San Juan County NM Pathways Project

Connecting the Ecosystem from Education-to-Employment The NM Pathways Project goal was to develop a three-year plan for San Juan County that will serve to connect the ecosystem of education, workforce, training and industry to better serve those families and citizens living at or below 200 percent the FPL. The process was through our COP methodology, which is based on the concept of the Community of Practice. This concept has been around for over two decades and was built on the foundation that learning occurs in social contexts that emerge and evolve when people who have common goals interact as they strive towards those goals. This project brought together different groups from across the County to lay out the goals for the future of the region (for reference of meetings and input appendices). Through the COP process, the NM Pathways Project analyzed over 250 data sources to assure as much national, regional and local data was aligned to the plan, and it was the center of the conversation to drive the vision. Conversations, meetings, and facilitations occurred around the data and the Plan continued to be defined by the region. Barriers were identified, and those barriers have been addressed in the Plan. What follows is a summary of findings from the region that led to the recommendations of industry sectors as well as implementation strategies. The plan focuses on sustained economic mobility and security for single parent families, displaced workers, job seekers, and those underemployed living at or below 200 percent of FPL, particularly Blacks, American Indians, those under 18 years of age, and Hispanics. Approximately 20 percent of San Juan County’s population lives below FPL, only 20 percent have a credential or degree, 15.7 percent do not have any high school diploma, and only 26 percent have some college with no degree. This Plan will further employment success by amplifying access to education, training, behavioral health, and human services resources. The Plan is designed to positively impact the area’s deficits in the long-term.

Building on Regional Assets The region has done considerable work across industry sectors. The region has a nationally recognized higher education institution, San Juan College, providing critical training and education to the County’s citizens. This planning period analyzed those regional assets, linking labor data and research to those assets, and articulating pathways in select industries to assure a skilled workforce for years to come. Regional Asset: Energy One of the most prominent assets in San Juan County has been the Energy Development industry. The Regional Economic Assessment & Strategy for the Coal-Impacted Four Corners Region, prepared for the Northwest NM Council on Governments (NW NMCOG) in 2017 said that “abundant resources of coal, oil, and natural gas have attracted mining and extraction firms, as well as 26

companies that support extraction activities.” However, the energy development industry has experienced power plant downsizing and shutdowns, reductions in market demand, and decreased prices for oil and gas. According to the NW NMCOG assessment, “the adverse impacts related to coal are compounded by significant downturns in other energy sectors.” While the Four Corners Power Plant and San Juan Generating Station are expected to provide coal-fired generation for the next few years, in March 2017 the Albuquerque Journal reported that PNM, the plant’s operator, said that closing the entire San Juan Generating Station after 2022 could provide long-term benefits to customers, provide an opportunity to increase renewable energy production, and add operational flexibility to its system. PNM already plans to shut two of the station’s four generating units in 2018 to meet federal environmental regulations. Natural gas and oil extraction will continue, though boom-and-bust patterns will persist based on national and global price trends. The uranium mining industry’s future is uncertain given dramatic price fluctuations and political factors linked to the industry’s legacy of contamination. On the flip side, hydraulic fracturing has increased natural gas supplies and lowered the relative cost of natural gas power plants. Plus, Northwest New Mexico is considered an area rich in solar resources. Specific to coal-fired power generation, the impacts from downturns noted in the report are: • Declines in direct employment in the coal mining and power generation sectors will result in lost jobs--approximately 930—and lost income--$122.1 million—annually. This represents 1 to 2 percent of the region’s employment and income. Approximately 85 percent of the impact is in San Juan County • Overall, total employment and income impacts, including indirect and induced ripple effects in other employment sectors, are estimated at 2,260 to 3,180 jobs and $195.2 to $213.3 million in annual income. Approximately 90 percent of this impact is expected to hit San Juan County • Tax receipts to all levels—local, tribal, and state government—directly related to coal extraction are expected to fall by $43.3 million. New Mexico will see a 34 percent loss, the Navajo Nation a 56 percent loss, and local governments in Northwest New Mexico a 10 percent loss Expanding new resource development in the natural gas and coal industry and exporting resources for power generation are among the strategies the NM NMCOG recommends to further San Juan County’s economic development in energy. Regarding natural gas, said NW NMCOG, “New Mexico produces more natural gas than it uses and sends natural gas through interstate pipelines to Arizona and Texas and on to markets from the West Coast to the Midwest. The Blanco Hub, located in the San Juan Basin, is a major connection and trading point for interstate pipelines carrying Rocky Mountain natural gas. New Mexico has only two underground storage fields with a small amount of natural gas storage capacity.” Regarding oil, based on technology, a future opportunity may come from deriving advanced liquid fuels or other types of manufacturing of coal-based products (e.g. lubricating oils, plastics, asphalt coatings, etc.) using existing crude oil.

Overall, “a reduced reliance on the energy sector may provide an opportunity for the area to enhance long-term economic resiliency through increased investments and improvements in economic diversification, ecosystem restoration, and workforce training,” said the NW NMCOG assessment. This plan does include Energy as a sector, as it will remain a critical part of the economy. However, it calls for a transferability and retraining of those workers that have been or might be displaced to assure they have opportunities to remain employed in the region. Achieving comparable pay will be difficult, as annual wages and salaries of power plant employees average close to $100,000 and mine employees’ wages average $60,000-$85,000. In 2017, House Memorial 123 was introduced in the New Mexico Legislature, but did not pass, requesting that the State’s Economic Development, Workforce Solutions, and Energy, Minerals and Natural Resources Departments conduct a study and develop a report analyzing: • Building a cluster of economic activity that benefits from the Four Corners and San Juan generating stations • Potential use of byproducts from these facilities • Technologies, research facilities, and businesses that can be supported by and benefit from this proximity • Best practices and other similar cluster developments in other states • Workforce strategies for potential implementation, including rapid response programs • Potential for the State and local governments to enter into public-private partnerships to incentivize these developments • Potential collaboration and resource consolidation In early November 2017, the NW NMCOG and partners brought together leaders from across the Four Corners regions explore some of these strategies and work across the four States to address them. The Four Corners Future Forum included background on the economic situation the Four Corners Region faces. It also highlighted key findings in the POWER Report, and summarized information provided by planning partners from each of the four States (CO, UT, AZ, NM) and tribes. Regional Asset: Tourism In 2014, tourism spending in Northwest New Mexico supported approximately $291 million in annual regional income and 12,900 jobs, or an estimated 8 percent of the region’s total employment base, said the NW NMCOG. “While the income per job is relatively low, averaging between $20,000 and $25,000 per year, efforts to increase tourism visitation and spending in the region, particularly by higher income travelers may give the region a boost.” It is a recommended sector for this Plan. Increasing tourism spending and visitation by 5 percent could enhance the regional economy by 645 jobs or $14.5 million in total annual income. The New Mexico Tourism Department data indicates that, “overnight visitors to New Mexico and the other three states in the Four Corners region participate in both cultural and outdoor recreation activities at a higher rate than overnight tourists in other states.” Tourists can be seen at traditional Indian dances, engaging in cultural activities at tribal museums 28

and cultural centers, visiting area trading posts that specialize in Native arts and crafts (jewelry, paintings, pottery, sculpture, Kachina dolls, rugs, and blankets) while also enjoying outdoor recreation like hiking, biking, fishing, boating, golfing, and rock climbing. According to the National Center for American Indian Enterprise Development, “international tourist visitation to Indian country across the United States rose from 1.6 million to 1.9 million visitors (19 percent increase).” In May 2017, the Farmington City Council approved a resolution in support of a sustainable outdoor recreation industry in Farmington and San Juan County. It said that in New Mexico, the outdoor recreation industry generates $6.1 billion in consumer spending, 68,000 direct jobs, $1.7 billion in wages and salaries, and $458 million in state and local revenue annually. “Farmington and San Juan County’s rich public lands and the culture of outdoor recreation provide an opportunity to recruit and develop industries that provide products and services related to outdoor recreation in the area.” Noted in the resolutions was that Farmington “has the benefit of the San Juan College Small Business Development Center and Enterprise Center Incubator to assist in developing outdoor recreation-oriented businesses, plus retail/rental space downtown and industrial commercial space in the Metropolitan Redevelopment Area.” Assuring a strong workforce and understanding the needs of the hospitality and tourism industry are critical to advancing this sector. It is also critical to understand the economic mobility of those entering the tourism/hospitality industry and working to assure they can continue to receive the credentials/skills training to advance from entry-level to higher level jobs. This is a recommendation in the Plan. Regional Asset: Agriculture According to NW NMCOG, “Agriculture is a strength for the region, as the area’s location near transportation corridors and international ports makes it “ideal for access to consumer markets.” “Current production and storage of potatoes, dry beans, popcorn, and wine grapes offer potential immediately. Crops that are being researched now and hold processing potential in the mid-term include berries, jujube, and various vegetable crops (including chile). By far the largest portion of cropland is dedicated to forage crops (45 percent), which is used to support the region’s livestock production,” states the NW NMCOG assessment. “As strong as the region is for agriculture, it is also difficult to recruit food processors to the region as most of the land is in trust status with (the) Navajo Nation. Large food processing companies may be attracted to the region, but they would also likely require (the) Navajo Nation to waive their sovereign immunity to relocate to the trust lands.” Private land could be identified for locating the companies,” it also stated. According to the 2014 Quarterly Census of Employment and Wages, Northwest New Mexico food manufacturing facilities employed 52 people. One new medium-to-large-scale food processor would likely double the employment and wage level for the region. 29

It is critical to assure that the agricultural skills for this industry remain strong to recruit and build out potential for the agricultural industry in San Juan County. Regional Asset: Health Care Similar to all regions in New Mexico (and the U.S.), a great deal of job openings both current and projected are in Health Care. Of the 39,206 jobs classified by industry in 2014, nearly one in six in San Juan County, or 17 percent, was in the Health Care industry, making it the top employing industry in the County. Currently, the largest sector in the County is Health Care and Social Assistance, employing 8,212 workers. The supply of primary care physicians relative to the population in San Juan County is in the average range, with the ratio of population to primary care physicians 1,690 to 1, which is between the U.S. median value of 1,990 to 1 and the New Mexico average of 1,310 to 1. In 2015, San Juanâ&#x20AC;&#x2122;s ratio of the population to the number of mental health providers was above average, at 500 to 1, much better than the U.S. median of 1,060 to 1. New Mexicoâ&#x20AC;&#x2122;s average is 370 to 1. 14 percent of respondents to the needs assessment indicated they had experienced difficulty accessing treatment or counseling for mental health or substance abuse problems. The Plan does identify a shortage in the County for nurse practitioners and clinical nurse specialists as well as social workers and other entry- to mid-skill health care jobs. In addition, in the next ten years, over 1500 of health care workers will transition out of the field (primarily due to an aging workforce), and there must be a trained labor force prepared to assure health care remains strong in the region. Regional Asset: Navajo Nation Critical to this Plan is the work happening in the Navajo Nation. The Nation participated in all meetings and work on the NM Pathways Project and outlined opportunities to engage and support the recommendations of the Plan. In the State of the Navajo Nation address in 2016, President Russell Begaye and Vice President Jonathan Nez said, â&#x20AC;&#x153;it is imperative that we strengthen our economy without furthering our dependence on coal, oil, and gas revenues. To strengthen our economy, we have to look at the issues of infrastructure and how we can better bring electricity and water to areas in need of development. We have to look at how we can develop and strengthen the 30

skill set of our workforce so they can take advantage of the many opportunities that exist on the Nation. We have to grow partnerships with beneficial industries and enterprises to bring jobs to the Navajo people.” The Navajo Nation’s Small Business Development Department, has seven offices, including one in Shiprock, has three major goals of industrial, tourism, and commercial/real estate development. The department said, “tourism has the potential of generating a substantial amount of income for the Navajo Nation. According to a recent study, the tourism industry has an economic impact of $100 million…and supports 3,506 jobs.” The Plan integrates the desire for increasing tourism in the Navajo Nation. Regional Asset: Skill Ready Four Corners In 2012, I+E, as part of their W.K. Kellogg Foundation New Options Project, granted a sub-grant and worked to launch the Four Corners Economic Skill-Ready Community. Since then, the region has become a leading adopter of skills based hiring and has expanded their use of cognitive assessments and training. As part of the Northern Area Local Workforce Development Board, the New Mexico Workforce Connection Center in Farmington provides an unlimited license to employers and job seekers for taking the WorkKeys assessments as well as skill-up accounts through the State’s Keytrain license. The WIOA plan for the region places a high priority on job training, adult literacy, remedial education programs, youth employment, and better wages. Other priorities include credit and financial literacy counseling, self-employment and small business development and vocational rehabilitation services. Four Corners Economic Skill-Ready Community carries the ACT© Certified Work Ready Community designation and offers new pathways for local job seekers and lowers businesses’ hiring and training costs. In partnership with the New Mexico Workforce Connection Center, the work includes assessments and training for job seekers, staff assistance with job searches, job referrals and placement, and customized skill development like interviewing skills and resume writing. The goals are to increase employment retention and occupational skills and earnings, reduce welfare dependency, enhance productivity and competitiveness of New Mexico’s businesses and industries, and encourage continuous improvement in worker preparation and development. Key to the work is leveraging WIOA, Job Training Incentive Program (JTIP), and other training funds for job seekers’ training and employment. Regional Asset: San Juan College San Juan College leads the education, training, and workforce work across the County in a big way. Their footprint is critical to the future of the region, from health care to educational pathways and more. San Juan College excels in partnership under the leadership of Dr. Toni Pendegrass and is a forward-thinking institution working to assure a bright future for their community. Currently, PNM and the Navajo Nation are partnering with San Juan College in Farmington and NTU in Crownpoint to provide scholarships for energy-related careers. Currently, PNM is providing $1 million in scholarship funding to Navajo students over a five-year period that ends in 2018. 31

Members of the Navajo Nation can qualify for $1,000 to $2,000 per semester for a certificate, Associate degrees, or Bachelor degrees at either college. NTU offers Bachelor of Science degrees in environmental science and natural resources, industrial engineering, electronic and computer engineering, and information technology as well as certificates and Associate’s degrees. San Juan College offers certificates and Associate degrees, including diesel technology, engineering, fundamentals of petroleum production, geology, natural gas compression, and renewable energy. San Juan College’s Center for Workforce Development provides customer-guided and handson professional and technical training needs. Training subjects include leadership development, computers, technology, communications skills and team training, and professional development. Online courses are self-paced and instructor led, with subjects including accounting and finance, business, computer applications, design and composition, technology, writing, and publishing. San Juan College’s School of Energy provides a core curriculum in energy leading to an Associate’s degree or certificate. Included in the curriculum is petroleum production operations, advanced petroleum production operations, industrial maintenance mechanic, industrial process operator, instrumentation and controls technology (INST), and occupational safety. Recently, Gallup-McKinley County partnered with the School of Energy to leverage the expertise of the School. San Juan Regional Medical Center collaborates with San Juan College’s nursing program and the radiology program at Weber State, in Ogden, Utah, to attract students to health professions and encourages graduates to join the Center. With all of these efforts underway, the 2016 San Juan County Needs Assessment still showed that residents rated workforce development as the fourth need requiring expansion or improvement, with 24 percent rating current services as poor. According to the Assessment, “when asked what types of jobs they want more of, a number of respondents specifically mentioned jobs that provided on-the-job training or that do not require a degree.” Regional Asset: Educational Alignment and Advancement Initiatives San Juan College is a fully accredited two-year community college offering over 70 degrees and certificate programs. Currently, 15 percent of the population of San Juan County compared to 26 percent in New Mexico and 29 percent across the U.S. have a degree or certificate. Through the Plans community discussions, it is believed that these numbers may be due to the inability for citizens to access transportation, childcare and “seat time” because of poverty and other barriers preventing formal education. From 2010-2014, 52.6 percent of adults 25-44-year-olds, in San Juan County have attended some college, compared to 59.2 percent in New Mexico overall, and 56 percent in the U.S. The likely cause may lie with time to completion and “life issues” preventing completion. There is a tremendous opportunity through this three-year plan for the region to expand opportunities for those with various levels of education and training. A new program is the early college, San Juan College High School, which allows students to concurrently earn their high school diplomas and two years of college credit in four years. In 2016, the program received 120 applications and enrolled 80 9th grade students. In 2017, the 100 9th 32

grade students were accepted into the program. In addition, other school districts surrounding Farmington are working across the County to assure pathways plans for their own communities. This includes Aztec, Bloomfield, Central Consolidated, and Farmington. San Juan College convenes the Superintendents and leadership from these school to work on their career pathways strategy. Recommendations to advance this work are included in this Plan. This includes advancing front-line workers as well as training. Other training and higher education providers include NTU and Diné College, a tribally controlled community college which has seven campuses across the Navajo Nation including the north campus in Shiprock. Both institutions are rooted in Navajo language and culture, with a mission to provide quality postsecondary education for the Diné people. Both the University of New Mexico and New Mexico Highlands University have centers in Farmington, offering undergraduate, graduate programs, and articulation agreements through San Juan College.

A View of Community Challenges Identified Challenges and barriers were recognized by the community throughout the NM Pathways work planning phase. Persistent community challenges identified included: • The need to diversify and strengthen the economy for future of the region – The dependence on the energy sector and the backlash it creates in the economy is something that the region’s stakeholders believe must be addressed through this Plan. Not knowing what economies will expand creates a sense of “fear” in the region, but all parties agree that a skilled labor force across transferable skills is critical to assuring the vitality of the region • Improving access to employment and jobs – There has been tremendous work done across the County in expanding access to hard-to-serve populations, specifically by San Juan College. But, the region is still too dependent on degrees. The need core workforce training skills, remediation beginning much earlier in schools, and career education are critical needs in the region • Transportation to training and employment – Transportation remains a need that should continue to be addressed. San Juan College has worked significantly on offering stipends and bus passes to students through Red Apple Transit and Navajo Transit, but this is only for students. There needs to be more access to training, as the rural areas have internet and connectivity issues which also creates barriers to online training and education resources • Childcare for employment – Childcare is also a barrier for the citizens of San Juan County. Similar to many other regions, most childcare spots are full and waiting lists abound. San Juan College has led work in Early Childcare Education with their Child and Family Development Center (CFDC) on campus. It serves as a laboratory school for early childhood, nursing, psychology, dental and sociology students at the College. Practicum students in early childhood education courses are part of the Center staff each semester. They are supervised by qualified teachers to plan, implement and evaluate developmentally appropriate activities for young children The secondary purpose of the CFDC is to provide childcare and early education services. The Center 33

is accredited by the National Association for the Education of Young Children (NAEYC). NAEYC accreditation recognizes programs that comply with nationally recognized criteria for highquality early childhood programs. The CFDC is licensed by the State of New Mexico Children, Youth and Families Department. • Health and Social Issues – The County deals with critical social issues including suicide and alcoholism. In 2014, New Mexico had the highest rate of death among all the states from excessive alcohol use. San Juan County is ranked seventh among the state’s 33 counties for alcohol-related deaths. Efforts are underway across the County to education and assist those at risk. San Juan County Partnership is highly engaged with school districts on substance abuse prevention. The new sobering Center, staffed by Presbyterian Medical Services (PMS), opened in 2016, can serve 40 people, who can stay for 11 hours while they sober up. The Center, located southwest of Farmington, is part of a larger plan, funded through the San Juan Regional Medical Center, City of Farmington, and San Juan County. The treatment portion of the plan is the Joint Intervention Program, a year-long treatment program that houses 45 people. For the first six months, participants live in the new facility; for the second six months, a voluntary after-care program is provided. The combined sobering Center and joint intervention program costs $1.6 million annually. PMS’ Totah Behavioral Health Authority offers community support services, individual counseling, group counseling, assessment, and referrals. In 2016, it served around 711 unduplicated people. • Housing - In San Juan County, 9.2 percent of homeowners with a mortgage paid 30 percent or more of their income for housing while 42 percent of renters had excessive housing costs. Of the resident responders for the 2016 San Juan County Needs Assessment who had looked for housing recently, 36 percent said had trouble because of limited availability and 48 percent had trouble because of cost. Additionally, 15 percent reported they had experienced barriers to renting or buying because of race, religion, gender, disability, or sexual orientation. 1 out of 10 residents reported living in substandard living conditions. In the Farmington area, 33.5 percent of all housing units are mobile homes. According to the Needs Assessment, “the only group that can afford to buy a median priced home is married couple families. American Indian, Hispanic, younger and older families, families with young children, and female-headed households are all far short of being able to afford to purchase the median-priced home.” While housing is a definite barrier and need, it is not addressed in the Plan. The findings, research, and interviews of the NM Pathways Project led to the final recommendations to be implemented from 2018-2020 for San Juan County to support the community’s families and citizens. The recommendations outlined support a more defined education-to-employment system leading to economic success for all.

Industry Snapshot in San Juan County

The Use of Data Analytics to Inform the NM Pathways Project Key to the project was not just getting the data and industry analytics, but understanding the story that the data was telling. In a June 2016 study, provided by the Lumina Foundation in partnership with Georgetown University’s Center on Education and Workforce, there was a national call for better use of labor data information for driving economic and workforce decisions. According to the study, “understanding complex labor markets including the demand for skills is key to guiding our investments in education and training. This is especially true for community colleges responsible for preparing a significant portion of the nation’s workers. These institutions are being increasingly challenged to better align their programs of study with entire economies undergoing restructuring and with most workplaces escalating their skill requirements. Policy questions surrounding higher education funding formulas, measures of performance and institutional rating systems are all seeking more focus on labor market outcomes.” The report goes on to state exactly what this project focused on accomplishing, “Effective use of labor market information and research is one of the means that community colleges (and communities) have to achieve better employment outcomes for their graduates. Yet too often, the labor market information available is not timely and lacking in specifics to guide program development. The growing digitization of labor markets—including Internet job postings and resumes, social media sites, and social networks—also serves up a constant source of data in real time. These new sources of labor market information and innovative analytics provide a more penetrating look into how the labor market works and the skills employers seek when filling positions.” The analytics provided in this Plan are state-of-the-art and leverages the best national resources. The aggregation of this data provided the region information that will guide the work and will continue to be reviewed so it is “real-time” and not stagnant. Key to the NM Pathways Project work was also looking at how to impact those living in poverty with a goal of creating pathways to success for those citizens and families currently at or below 200 percent of the FPL. This requires a living salary of $24,120 for an individual, or a family income of $40,840 for a family of three. The goal of building pathways leading to these income levels is a goal of the Plan.

Proposals for outcomes-based funding and proposals for the adoption of outcomes measures focused on employment and earnings will intensify in the years ahead. More than ever, community colleges will need to ensure that programs of study align with labor market demands and produce graduates with the skills and qualifications that employers need. — JOHN DORRER GEORGETOWN UNIVERSITY, CENTER ON EDUCATION AND THE WORKFORCE

2017 Federal Poverty Guidelines

Household Size

100%

133%

150%

200%

250%

300%

400%

$12,060

$16,040

$18,090

$24,120

$30,150

$36,180

$48,240

$16,240

$21,599

$24,360

$32,480

$40,600

$48,720

$64,960

$20,420

$27,159

$30,630

$40,840

$51,050

$61,260

$81,680

$24,600

$32,718

$36,900

$49,200

$61,500

$73,800

$98,400

$28,780

$38,277

$43,170

$57,560

$71,950

$86,340

$115,120

Source: JobsEQ®. Data as of 2017Q2 unless noted otherwise. Note: Figures may not sum due to rounding. 1. Occupation wages are as of 2016 and represent the average for all Covered Employment across all industries

The process of analyzing the data focused on the following critical factors: • What sectors project the highest demand in the next ten years for San Juan County? And what sectors were identified by the region based on this data and community focus groups for the focus of the three-year plan? • What jobs/occupations are identified as the highest demand occupations within those sectors? • How does training and education align to the high demand jobs/occupations? • Using the above data, how then does the region develop a three-year action plan? The following section reviews current high demand sectors and occupations as well as looking at future projections based on demand and economic data. Important to the region was using this data to help determine the priority sectors that would 1) support the economy in the short term; 2) help grow sectors that were related to the assets of the region; and 3) assured a transferability of skills across multiple sectors. North American Industry Classification System (NAICS) is the system used to standardize collecting, analyzing, and publishing statistical data related to the business in the US.

The most important issue facing local growth and the ability for companies to grow is a trained workforce. For the economic development community, delivering high quality workers is essential for a community to be competitive. And, without the delivery systems of workforce development and workforce being aligned and working together, many communities will miss their ability to win in the race for jobs and improved standards of living. â&#x20AC;&#x201D; JEFF FINKLE CEO, INTERNATIONAL ECONOMIC DEVELOPMENT COUNCIL (IEDC)

Industry Snapshots In San Juan County. Priority Sectors Highlighted Current

Historical Total Change over the Last 5 Years

Four Quarters Ending with 2017 Q2

NAICS

Industry

Employees

Average Annual Wages

Location Quotient

Employees

Agriculture, Forestry, Fishing and Hunting

1,548

$11,171

2.14

177

Mining, Quarrying, and Oil and Gas Extraction

4,912

$78,641

24.32

-1,654

Utilities

1,123

$92,726

4.20

-91

Construction

3,398

$45,362

1.23

-761

Manufacturing

1,114

$40,769

0.27

-552

Wholesale Trade

1,528

$49,407

0.78

-191

Retail Trade

6,259

$33,660

1.16

-120

Transportation and Warehousing

1,405

$48,591

0.67

-138

Information

376

$30,607

0.38

-43

Finance and Insurance

932

$42,647

0.47

-10

Real Estate and Rental and Leasing

616

$40,536

0.73

-15

Professional, Scientific, and Technical Services

1,163

$43,074

0.35

-2

Management of Companies and Enterprises

259

$43,124

0.35

Administrative and Support and Waste Management and Remediation Services

1,184

$29,911

0.36

-256

Educational Services

4,915

$31,085

1.19

231

Health Care and Social Assistance

8,212

$47,996

1.15

808

Arts, Entertainment, and Recreation

1,241

$22,519

1.25

106

Accommodation and Food Services

4,873

$14,927

1.09

662

Other Services (except Public Administration)

1,837

$27,521

0.83

-285

Public Administration

3,263

$43,755

1.36

-250

Total - All Industries

50,159

$41,568

1.00

-2,338

Historical

Forecast

Average Annual % Change in Employment 2012 2Q-2017 2Q

Over the Next 10 Years

San Juan County

New Mexico

USA

Total Approx Replace Demand

Total Growth Demand

Average Annual Growth

2.5%

0.8%

462

-452

-3.4%

-5.6%

-3.3%

-4.9%

1,113

-591

-1.3%

-1.5%

0.5%

0.1%

240

-350

-3.7%

-4.0%

0.7%

3.2%

653

-98

-0.3%

-7.7%

-2.3%

0.8%

225

-279

-2.8%

-2.3%

-0.1%

0.9%

305

-279

-2.0%

-0.4%

0.4%

1.3%

1,774

-1,007

-1.7%

-1.9%

0.7%

2.7%

328

-284

-2.2%

-2.1%

0.1%

0.8%

-93

-2.8%

-0.2%

1.4%

1.1%

198

-172

-2.0%

-0.5%

0.1%

1.9%

125

-105

-1.8%

0.0%

0.5%

2.4%

225

-133

-1.2%

3.9%

1.0%

2.9%

-47

-2.0%

-3.8%

0.2%

2.6%

243

-187

-1.7%

1.0%

-0.7%

0.7%

923

-950

-2.1%

2.1%

2.0%

2.5%

1,554

-117

-0.1%

1.8%

0.5%

2.3%

347

-186

-1.6%

3.0%

2.4%

3.0%

1,554

-817

-1.8%

-2.8%

-0.6%

-0.2%

420

-303

-1.8%

-1.5%

0.0%

0.1%

706

-667

-2.3%

-0.9%

0.5%

1.7%

11,285

-7,115

-1.5%

Source: JobsEQÂŽ. Data as of 2017Q2 unless noted otherwise. Note: Figures may not sum due to rounding. 1. Occupation wages are as of 2016 and represent the average for all Covered Employment across all industries

The Plan has identified priority industries and occupations based on analysis, community research and community feedback. The graph below shows the current sector breakdown as of October 1, 2017 in San Juan County. The largest sector in the County currently is Health Care and Social Assistance, employing 5,508 workers. The next-largest sectors in the region are Retail Trade (3,356) and Accommodation and Food Services (2,983). High location quotients (LQs) indicate sectors in which a region has high concentrations of employment compared to the national average. The sectors with the largest LQs in the region are Mining, Quarrying, and Oil and Gas Extraction (LQ = 24.32), Utilities (LQ=4.20), and Agriculture, Forestry, Fishing and Hunting (LQ=2.14). Total Workers for San Juan County by Industry Over the next 10 years, employment in San Juan County is projected to contract by 7,115 jobs if there are no economic changes. The fastest growing sector in the region is expected to be Health Care and Social Assistance with a -0.1 percent year-over-year rate of growth. The strongest forecast by number of jobs over this period is expected for Management of Companies and Enterprises, and Information. This aligns with the sector focus of the community for Professional/Scientific/IT. Industry Clusters San Juan County The NM Pathways Project process study utilized a range of data sources and analytic approaches including traditional economic data for long-term trend analysis, job postings analysis to measure the skills and credentials in demand, and in-depth focus groups to provide feedback to the quantitative data presented to the region. Key to the implementation of the Plan for San Juan County will be the work with the Competency Councils that will identify those baseline, specialized and job-specific skills across the multiple industries and occupations. Key to success in the region is ensuring that these skills are being taught in remediation, training, and educational programs and that they are recognized by employers in their interviewing and selection process.

San Juan County High Demand Baseline Skills

San Juan County High Demand Specialized Skills

Source: Labor Insight Jobs (Burning Glass Technologies)

Sources: JobsEQÂ®. Data as of 2017Q2 unless noted otherwise.

Talent Pipeline To investigate The issue of skills gaps in San Juan County it is important to first understand what skills are relevant to certain sectors. Certain sectors require less to no formal education, credentials, or training while others need moderate to extensive education, credentials, and/or training. These skills categories can be separated into three distinct categories: low skill, middle skill, and high skill, detailed below. These definitions maybe be somewhat antiquated and have the implication of lack of education correlating to the value of a person or lack thereof. Although we feel that people of all educational attainment backgrounds add value to an organization, this was is still effective to look into what is being asked for on regard to job ads in comparison to what the population can be reasonably expected to qualify for. The general definitions and what industries have commonly perceived as skill sets in relation to educational attainment: 1. Low skill jobs – Positions that require a high school diploma, but less formal education may be acceptable 2. Middle skill jobs – Positions that generally require some significant education and/or training beyond high school but less than a bachelor’s degree 3. High skill jobs – Positions that require a minimum of a four-year degree, and may require graduate school or specialized certifications and credentials

The chart above displays what employers are asking for in comparison to what the population’s educational attainment values are. What we can see here is that 36.9% of jobs ads since 2007 require a Bachelor’s degree or higher while 13.7% of the population has the educational attainment to meet this requirement. The problem is apparent within the middle skills as well, with 11.2% of job ads in San Juan county requesting this level of educational attainment while 30.6% of the population would be able to fill these jobs. There is a dramatic misalignment between what employers are requesting from online job advertisements versus what the population has to offer. This could be an opportunity to work with employers in understanding the true needs of positions while simultaneously helping the population get the skills, training, certifications, and education needed to be competitive in the workforce and getting disadvantaged populations on a financially and economically sustainable pathway. 48

San Juan County Priority Industries

Agriculture, Forestry, Fishing , Hunting

(NAICS 11) 4 Digit NAICS Code Industry Snapshot 2 Digit Industry Occupation Mix Top 10 1. Farmers, Ranchers, and Other Agricultural Managers 2. Farmworkers and Laborers, Crop, Nursery, and Greenhouse 3. Chief Executives 4. Landscaping and Groundskeeping Workers 5. Cooks, Private Household 6. Agricultural Equipment Operators 7. Tree Trimmers and Pruners 8. Bookkeeping, Accounting, and Auditing Clerks 9. Managers, All Others 10. Graders and Sorters, Agricultural Products 50

Agriculture, Forestry, Fishing, Hunting Industry, Occupation Detail in San Juan County (see additional details in appendices)

Occupation Title

Current Employment

Regional Average Wage

Education Requirements National

Number of Annual Awards San Juan College

Farmers, Ranchers, and Other Agricultural Managers

722

$46,500

High School Diploma or Equivalent

Farmworkers and Laborers, Crop, Nursery, and Greenhouse

226

$20,800

Less than High School

Chief Executives

143

$157,900

Bachelor’s Degree

146 Certificate and 2 year Degrees

Landscaping and Groundskeeping Workers

132

$22,800

Less than High School

1 Certificate and 2 year Degree

Cooks, Private Household

$36,200

Postsecondary non-degree award

Agricultural Equipment Operators

$24,100

Less than High School

Tree Trimmers and Pruners

$36,800

High School Diploma or Equivalent

Bookkeeping, Accounting, and Auditing Clerks

$34,800

Some College, No Degree

25 Certificates and 2 year Degrees

Managers, All Others

$92,600

Bachelor’s Degree

179 Certificates and 2 year Degrees

Graders and Sorters, Agricultural Products

$29,100

Less than High School

Source: Labor Insight Jobs (Burning Glass Technologies)

Skills in Greatest Demand Sep. 01, 2016 - Sep. 30, 2017 There are 6 postings available with the current filters applied. There are 1 unspecified or unclassified postings.

Active Selections

Skills in Greatest Demand

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 11 )

Source: Labor Insight Jobs (Burning Glass Technologies)

Certifications in Greatest Demand Note: 83% of records have been excluded because they do not include a certification. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017 There are 6 postings available with the current filters applied. There are 5 unspecified or unclassified postings.

Certifications in Greatest Demand Active Selections Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 11 )

Source: Labor Insight Jobs (Burning Glass Technologies)

ÂŠ 2017 Burning Glass International Inc.

Mining, Quarrying, and Oil and Gas Extraction

Mining Quarrying, and Oil and Gas Extraction (NAICS 21) 4 digit NAICS code Industry Snapshot 2 Digit Industry Occupation Mix Top 10 1. Service Unit Operators, Oil, Gas, and Mining 2. Roustabouts, Oil and Gas 3. Petroleum Pump System Operators, Refinery Operators, and Gaugers 4. Supervisors of Construction and Extraction Workers 5. Industrial Machinery Mechanics 6. Heavy and Tractor-Trailer Truck Drivers 7. Derrick Operators, Oil and Gas 8. Operating Engineers and Other Construction Equipment Operators 9. General and Operations Managers 10. Helpersâ&#x20AC;&#x201D;Extraction Workers 54

Mining Quarrying, and Oil and Gas Extraction Industry, Occupation Detail in San Juan County (see additional details in appendices)

Regional Education Requirements Average Wage - National

Number of Annual Awards San Juan College

Occupation Title

Current Employment

Service Unit Operators, Oil, Gas, and Mining

371

$57,000

Less than High School

Roustabouts, Oil and Gas

307

$35,300

Less than High School

Petroleum Pump System Operators, Refinery Operators, and Gaugers

242

$63,400

High School Diploma or Equivalent

Supervisors of Construction and Extraction Workers

218

$67,000

High School Diploma or Equivalent

10 Certificates and 2 year Degrees

Industrial Machinery Mechanics

193

$54,500

High School Diploma or Equivalent

37 Certificates and 2 year Degrees

Heavy and Tractor-Trailer Truck Drivers

173

$45,500

Postsecondary nondegree award

133 Certificates and 2 year Degrees

Derrick Operators, Oil and Gas

158

$49,600

Less than High School

Operating Engineers and Other Construction Equipment Operators

155

$49,500

High School Diploma or Equivalent

General and Operations Managers

122

$94,100

Bachelor’s Degree

146 Certificates and 2 year Degrees

Helpers—Extraction Workers

114

$41,300

High School Diploma or Equivalent

Skills in Greatest Demand Sep. 01, 2016 - Sep. 30, 2017 There are 101 postings available with the current filters applied. There are 17 unspecified or unclassified postings.

Active Selections

Skills in Greatest Demand

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 21 )

Source: Labor Insight Jobs (Burning Glass Technologies)

Certifications in Greatest Demand Note: 82% of records have been excluded because they do not include a certification. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017 There are 101 postings available with the current filters applied. There are 83 unspecified or unclassified postings.

Active Selections Certifications in Greatest Demand Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 21 )

Source: Labor Insight Jobs (Burning Glass Technologies) ÂŠ 2017 Burning Glass International Inc.

Retail / Hospitality

Retail/Hospitality (NAICS 44) 4 digit NAICS code Industry Snapshot 2 Digit Industry Occupation Mix Top 10 1. Retail Salesperson 2. Cashiers 3. Stock Clerks and Order Fillers 4. First-Line Supervisors of Retail Sales Workers 5. Automotive Service Technicians and Mechanics 6. Customer Service Representatives 7. General and Operations Managers 8. Laborers and Freight, Stock, and Material Movers, Hand 9. Light Truck or Delivery Services Drivers 10. First-Line Supervisors of Office and Administrative Support Workers

Retail/Hospitality Industry, Occupation Detail in San Juan County (see additional details in appendices)

Occupation Title

Current Employment

Regional Average Wage

Education Requirements National

Number of Annual Awards San Juan College

Retail Salesperson

1509

$30,700

Less than High School

Cashiers

1200

$19,500

Less than High School

Stock Clerks and Order Fillers

510

$28,100

Less than High School

First-Line Supervisors of Retail Sales Workers

504

$36,900

High School Diploma or Equivalent

Automotive Service Technicians and Mechanics

191

$36,100

Postsecondary non-degree awards

86 Certificates and 2 year Degrees

Customer Service Representatives

128

$32,200

High School Diploma or Equivalent

General and Operations Managers

126

$94,100

Bachelorâ&#x20AC;&#x2122;s Degree

146 Certificates and 2 year Degrees

Laborers and Freight, Stock, and Material Movers, Hand

113

$26,800

Less than High School

Light Truck or Delivery Services Drivers

$29,000

High School Diploma or Equivalent

133 Certificates and 2 year Degrees

First-Line Supervisors of Office and Administrative Support Workers

$51,600

High School Diploma or Equivalent

Sep. 01, 2016 - Sep. 30, 2017 There are 955 postings available with the current filters applied. There are 202 unspecified or unclassified postings.

Active Selections

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( Industry Sector : Retail Trade )

Skills in Greatest Demand

Source: Labor Insight Jobs (Burning Glass Technologies)

Certifications in Greatest Demand Note: 93% of records have been excluded because they do not include a certification. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017 There are 955 postings available with the current filters applied. There are 890 unspecified or unclassified postings.

Active Selections Certifications in Greatest Demand Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( Industry Sector : Retail Trade )

ÂŠ 2017 Burning Glass International Inc.

Source: Labor Insight Jobs (Burning Glass Technologies)

Information

Information (NAICS 51) 4 digit NAICS code Industry Snapshot 2 Digit Industry Occupation Mix Top 10 1. Software Developers, Applications 2. Sales Representatives, Services, All Other 3. Customer Service Representatives 4. General and Operations Managers 5. Editors 6. Telecommunications Equipment Installers and Repairers, Except Line Installers 7. Web Developers 8. Computer User Support Specialists 9. Computer Systems Analysts 10. Computer and Information Systems Managers

Information Industry, Occupation Detail in San Juan County (see additional details in appendices) Occupation Title

Current Employment

Regional Average Wage

Education Requirements National

Number of Annual Awards San Juan College

Software Developers, Applications

$84,600

Less than High School

Sales Representatives, Services, All Other

$70,200

High School Diploma or Equivalent

Customer Service Representatives

$32,200

High School Diploma or Equivalent

General and Operations Managers

$94,100

Bachelor’s Degree

146 Certificates and 2 year Degrees

Editors

$56,700

Bachelor’s Degree

1 Certificate and 2 year Degree

Telecommunications Equipment Installers and Repairers, Except Line Installers

$58,200

Postsecondary non-degree award

1 Certificate and 2 year Degree

Web Developers

$54,600

Associate’s Degree

Computer User Support Specialists

$42,700

Some College, No Degree

Computer Systems Analysts

$77,200

Bachelor’s Degree

Computer and Information Systems Managers

$106,600

Bachelor’s Degree

Skills in Greatest Demand Note: 55% of records have been excluded because they do not include a skill. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017

There are 151 postings available with the current filters applied. There are 83 unspecified or unclassified postings.

Active Selections Skills in Greatest Demand

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 51 )

Source: Labor Insight Jobs (Burning Glass Technologies)

Certifications in Greatest Demand Note: 54% of records have been excluded because they do not include a certification. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017 There are 151 postings available with the current filters applied. There are 82 unspecified or unclassified postings.

Active Selections Certifications in Greatest Demand Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 51 )

ÂŠ 2017 Burning Glass International Inc.

Source: Labor Insight Jobs (Burning Glass Technologies)

Professional, Scientific, and Technical Services

Information (NAICS 54) 4 digit NAICS code Industry Snapshot 2 Digit Industry Occupation Mix Top 10 1. Accountants and Auditors 2. Tax Preparers 3. Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 4. Managers, All Other 5. Lawyers 6. Management Analysts 7. Bookkeeping, Accounting, and Auditing Clerks 8. General and Operations Managers 9. Legal Secretaries 10. Civil Engineers 66

Professional, Scientific, Technical Services Industry, Occupation Detail in San Juan County (see additional details in appendices)

Occupation Title

Current Employment

Regional Average Wage

Education Requirements National

Number of Annual Awards San Juan College

Accountants and Auditors

$61,300

Bachelor’s Degree

Tax Preparers

$32,500

High School Diploma or Equivalent

25 Certificates and 2 year Degrees

Secretaries and Administrative Assistants, Except Legal, Medical, and Executive

$32,300

High School Diploma or Equivalent

11 Certificates and 2 year Degrees

Managers, All Other

$92,600

Bachelor’s Degree

179 Certificates and 2 year Degrees

Lawyers

$84,300

Doctoral or Professional Degree

Management Analysts

$71,300

Bachelor’s Degree

146 Certificates and 2 year Degrees

Bookkeeping, Accounting, and Auditing Clerks

$34,800

Some College, No Degree

25 Certificates and 2 year Degrees

General and Operations Managers

$94,100

Bachelor’s Degree

146 Certificates and 2 year Degrees

Legal Secretaries

$35,500

High School Diploma or Equivalent

Civil Engineers

$93,300

Bachelor’s Degree

Source: Labor Insight Jobs (Burning Glass Technologies)

Skills in Greatest Demand Sep. 01, 2016 - Sep. 30, 2017

There are 201 postings available with the current filters applied. There are 55 unspecified or unclassified postings.

Selections Skills inActive Greatest Demand

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 54 )

Source: Labor Insight Jobs (Burning Glass Technologies)

Certifications in Greatest Demand Note: 80% of records have been excluded because they do not include a certification. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017 There are 201 postings available with the current filters applied. There are 160 unspecified or unclassified postings.

Certifications in Greatest Demand Active Selections Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 54 )

ÂŠ 2017 Burning Glass International Inc.

Source: Labor Insight Jobs (Burning Glass Technologies)

Educational Services

Information (NAICS 61) 4 digit NAICS code Industry Snapshot 2 Digit Industry Occupation Mix Top 10 1. Elementary School Teachers, Except Special Education 2. Teacher Assistants 3. Secondary School Teachers, Except Special and Career/Technical Education 4. Kindergarten Teachers, Except Special Education 5. Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 6. Middle School Teachers, Except Special and Career/Technical Education 7. Substitute Teachers 8. Janitors and Cleaners, Except Maids and Housekeeping Cleaners 9. Educational, Guidance, School, and Vocational Counselors 10. Education Administrators, Elementary and Secondary School

Educational Services Industry, Occupation Detail in San Juan County (see additional details in appendices)

Occupation Title

Current Employment

Regional Average Wage

Education Requirements National

Number of Annual Awards - San Juan College

Elementary School Teachers, Except Special Education

529

$50,300

Bachelor’s Degree

26 Certificates and 2 year Degrees

Teacher Assistants

408

$20,600

Some college, no degree

Secondary School Teachers, Except Special and Career/ Technical Education

386

$52,000

Bachelor’s Degree

46 Certificates and 2 year Degrees

Kindergarten Teachers, Except Special Education

277

$48,900

Bachelor’s Degree

Secretaries and Administrative Assistants, Except Legal, Medical, and Executive

267

$32,300

High School Diploma or Equivalent

11 Certificates and 2 year Degrees

Middle School Teachers, Except Special and Career/ Technical Education

250

$50,900

Bachelor’s Degree

26 Certificates and 2 year Degrees

Substitute Teachers

241

$22,600

Bachelor’s Degree

Janitors and Cleaners, Except Maids and Housekeeping Cleaners

205

$23,500

Less than High School

Educational, Guidance, School, and Vocational Counselors

116

$45,100

Master’s Degree

31 Certificates and 2 year Degrees

Education Administrators, Elementary and Secondary School

$81,600

Master’s Degree

Source: Labor Insight Jobs (Burning Glass Technologies)

Skills in Greatest Demand Sep. 01, 2016 - Sep. 30, 2017

There are 480 postings available with the current filters applied. There are 138 unspecified or unclassified postings.

Selections Skills inActive Greatest Demand

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 61 )

Source: Labor Insight Jobs (Burning Glass Technologies)

Certifications in Greatest Demand Note: 60% of records have been excluded because they do not include a certification. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017 There are 480 postings available with the current filters applied. There are 288 unspecified or unclassified postings.

Certifications in Greatest Demand Active Selections Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 61 )

ÂŠ 2017 Burning Glass International Inc.

Source: Labor Insight Jobs (Burning Glass Technologies)

Health Care and Social Assistance

Information (NAICS 62) 4 digit NAICS code Industry Snapshot 2 Digit Industry Occupation Mix Top 10 1. Personal Care Aides 2. Registered Nurses 3. Nursing Assistants 4. Home Health Aides 5. Medical Secretaries 6. Medical Assistants 7. Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 8. Dental Assistants 9. Receptionists and Information Clerks 7410. Physicians and Surgeons, All Other

Healthcare and Social Assistance Industry, Occupation Detail in San Juan County (see additional details in appendices)

Occupation Title

Current Employment

Regional Average Wage

Education Requirements National

Number of Annual Awards San Juan College

Personal Care Aides

1,056

$20,300

Less than High School

Registered Nurses

802

$66,000

Bachelorâ&#x20AC;&#x2122;s Degree

21 Certifications and 2 year degrees

Nursing Assistants

475

$27,900

Postsecondary non-degree award

Home Health Aides

386

$24,400

Less then High School

Medical Secretaries

240

$29,400

High school diploma or equivalent

Medical Assistants

216

$28,400

Postsecondary non-degree award

5 Certifications and 2 year degrees

Secretaries and Administrative Assistants, Except Legal, Medical, and Executive

206

$32,300

High school diploma or equivalent

11 Certificates and 2 year degrees

Dental Assistants

198

$37,300

Postsecondary non-degree award

Receptionists and Information Clerks

187

$25,500

High school diploma or equivalent

Physicians and Surgeons, All Other

151

$239,800

Doctoral or Professional Degree

Skills in Greatest Demand Note: 52% of records have been excluded because they do not include a skill. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017

There are 2,177 postings available with the current filters applied. There are 1,130 unspecified or unclassified postings.

Selections Skills inActive Greatest Demand

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 62 )

Source: Labor Insight Jobs (Burning Glass Technologies)

Certifications in Greatest Demand Note: 54% of records have been excluded because they do not include a certification. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017 There are 2,177 postings available with the current filters applied. There are 1,170 unspecified or unclassified postings.

Certifications in Greatest Demand Active Selections

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 62 )

ÂŠ 2017 Burning Glass International Inc.

Source: Labor Insight Jobs (Burning Glass Technologies)

Arts, Entertainment and Recreation

Information (NAICS 71) 4 digit NAICS code Industry Snapshot 2 Digit Industry Occupation Mix Top 10 1. Gaming Dealers 2. Fitness Trainers and Aerobics Instructors 3. Waiters and Waitresses 4. Landscaping and Groundskeeping Workers 5. Gaming Change Persons and Booth Cashiers 6. Janitors and Cleaners, Except Maids and Housekeeping Cleaners 7. Security Guards 8. Cooks, Restaurant 9. Cashiers 7810. Coaches and Scouts

Arts, Entertainment and Recreation Industry, Occupation Detail in San Juan County (see additional details in appendices)

Occupation Title

Current Employment

Regional Average Wage

Education Requirements National

Number of Annual Awards - San Juan College

Gaming Dealers

$17,700

High School Diploma or Equivalent

Fitness Trainers and Aerobics Instructors

$35,600

High School Diploma or Equivalent

21 Certifications and 2 year degrees

Waiters and Waitresses

$22,400

Less than High School

Landscaping and Groundskeeping Workers

$18,900

Less than High School

Gaming Change Persons and Booth Cashiers

$22,800

High School Diploma or Equivalent

Janitors and Cleaners, Except Maids and Housekeeping Cleaners

$24,000

Less than High School

5 Certifications and 2 year degrees

Security Guards

$23,500

High School Diploma or Equivalent

11 Certificates and 2 year degrees

Cooks, Restaurant

$24,500

Less than High School

Cashiers

$20,900

Less than High School

Coaches and Scouts

$19,500

Bachelorâ&#x20AC;&#x2122;s Degree

Skills in Greatest Demand Note: 52% of records have been excluded because they do not include a skill. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017

There are 2,177 postings available with the current filters applied. There are 1,130 unspecified or unclassified postings.

Active Selections

Skills in Greatest Demand

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 62 )

Source: Labor Insight Jobs (Burning Glass Technologies)

Certifications in Greatest Demand Note: 54% of records have been excluded because they do not include a certification. As a result, the chart below may not be representative of the full sample.

Sep. 01, 2016 - Sep. 30, 2017 There are 2,177 postings available with the current filters applied. There are 1,170 unspecified or unclassified postings.

Certifications in Greatest Demand Active Selections

Sep. 1, 2016 - Sep. 30, 2017 AND ( County : San juan, NM ) AND ( NAICS Code : 62 )

ÂŠ 2017 Burning Glass International Inc.

Source: Labor Insight Jobs (Burning Glass Technologies)

Recommendations

San Juan County has identified a common goal of economic development and workforce development to strengthen the local talent pool of workers to match the needs of local and regional employers. Workforce development is a top priority for the region, and citizens recognize that a skilled workforce is important to the region for business retention, expansion and growth for the region. Through the NM Pathways Project, the region focuses on a successful plan by: • Identifying top priority industries and how to build pathways in those industries • Identifying ways to involve the business sector in program design and building those industries • Making effective use of labor market and economic data to drive the work The following recommendations came from the region’s stakeholders and citizens envisioning a plan that will support employment for single parent families, displaced workers, job seekers, including young workers, and those underemployed living at or below 200 percent of FPL. At a high level the plan seeks accomplish: 1. Build out career pathways in high demand fields for citizens across the region 2. Expand the ability to receive credentials and certifications that will lead to economic mobility 3. Expand access to learning and training with an emphasis on those that are living at or below FPL poverty, and provide them opportunities leading to employment

The NM Pathways Project for San Juan seeks to develop and deploy pathways from education-toemployment for specific areas of focus that include the following: • Health Care, IT-Cyber Security/Professional & Scientific, and Education—are fields in the region with high potential. This Plan has a strong focus on these sectors due to their ability to provide high demand, high wage jobs with strong growth over the next decade. In addition, quality health care and education make the community an attractive place to live • Energy—will still have many jobs, but is not growing—even with a larger focus on renewable energy. It will remain a core sector in the region, but many people in the sector are currently losing their jobs and this will be exacerbated in the coming year with the closure of the PNM plants • Tourism/Hospitality/Recreation, Retail, and Agriculture—are identified these as the “service” sector for purposes of this Plan. There are a large number of entry-level jobs in these fields that do not require high educational levels or highly developed skills. It is important to fill these jobs, but it is also important to realize they are low wage, and do not address the poverty factor of 84

this Plan. The key component and recommendation in this Plan is in identifying and providing development for those capable of moving up in these fields. More critical is the transferability of the skills they receive and the ability to not only transfer “up” but also “out” into higher demand, higher paying jobs. • Construction Trades—is a focus not only in the job data but also on the Navajo Nation. With the shortage of housing, this area is one that will continue to show growth The NM Pathways Project for San Juan County Seeks to Increase Access to Learning, Training and Employment with a Specific Focus on the Following: • High school students who are doing early career exploration and choosing an academic and career pathway to focus on the academies model to which all districts are moving • Unemployed and underemployed workers with low educational attainment and low skills, i.e. workers who need high school degrees or equivalences, high school students who have dropped out of school, and workers who need some training to prepare for an entry-level job • Unemployed, displaced workers with specific skills that are no longer in-demand in the local workforce. They need training that leverages their skills and allows them to move to related fields above entry-level positions The Plan also includes a focus on front-line workers in the service sector. Without training or pathways, they will not be able to move to higher wages. Providing credentials and certification to this group will benefit many low-wage workers in the region. This effort will include a focus on transferability of skills recognition that would allow a retail worker to gain skills that could be recognized by the professional service industry, or a hospitality worker to be recognized as skilled for the healthcare industry. Providing access to certification and credentials to these “working learners” is a recommendation in the Plan. Overarching Recommendation: An Infrastructure that assures implementation. Year 1 Accountability and execution of multiple recommendations is critical for success of this plan. The recommendation is for the plan to be administered by San Juan College. It would be overseen jointly by the Director of Adult Education and Learning Initiatives and the Director of the Center for Workforce Development. Both of them and their departments report through the Office of Learning to the President. The college will be accountable for assuring all activities in the Plan are implemented, that the data is aggregated, and that each key stakeholder involved in the work makes progress toward the goals of the Plan. The College believes that a Program Administrator, a Program Assistant and a position splitting data analysis and coaching would oversee the implementation, development and accountability of the Plan and its execution.

As the diagram below shows, the recommendations fall into three critical area of work for the Plan to include:

• Expanding work readiness programs, such as San Juan College’s ACE program, to reach more learners • Expanding the College’s Advisory councils to have a focus on identifying new methodology for hiring and training in the region that assures greater acceptance of certifications and assessments • Clear articulation of the pathways from the industry to the College and to the Districts to assure alignment across the County in select industries. The work is then secured by “360 degree data” assuring effective use of data and reporting of the metrics and accomplishments aligned to the Plan. • The Extension office planned will be in conjunction and coordination with Navajo Nation Department of Self Reliance. This will establish a closer alignment between Navajo Nation and San Juan College around the need to assure access to TANF and remediation. • Additional curriculum will be explored and added to include State licenses to multiple training resources at the Extension office. Core Score will be added to provide access to soft skills and soft skills training. • Adding Connected Curriculum to the Extension Center in partnership with the NM Building Education Foundation. This will assure more certification in construction and trades pathways via the NCCER certification provided. Aztec and Consolidated Schools will participate to assure their students are prepared for construction trades.

Challenge: Lack of Education and Employability Skills for Entry- and Mid-Skill Jobs Recommendation #1: Expand career readiness and increase high school graduation across the County. A specific focus on providing access to rural areas for those needing employment and training.

The community identified early in the planning process the need to expand career readiness opportunities as well as remediation in the region. San Juan College’s Academic and Career Engagement Center (ACE) is an exemplar for adult education. The program focuses on high school credentials, soft skills training, and career readiness. Participants are able to earn an entry-level certificate in select programs as they complete their high school equivalence. They can also prepare for the San Juan College placement test (Accuplacer) or simply develop their reading, writing, or math skills. The program is relevant, career minded, and innovative. The recommendation to expand career readiness across the County includes the following: • Adding a train-the-trainer model to the ACE program to assure scale • Adding a minimum two additional learning sites in the Navajo Nation to assure easier access for those with transportation needs • Leveraging Navajo Nation Department of Self-Reliance collaboration for the two learning sites • Adding a minimum six skill-up sites in the County • Exploring additional curriculum that is online with an online coach to leverage and piloting no-cost State licenses to Keytrain and EdReady • Adding soft skills assessment to the ACE program and other career and work-readiness programs to assure soft skills are recognized by employers and provide feedback to learners. A strong recommendation is to be able to show the skill set of the region based on skills, rather than formalized education. This will allow the region to identify those with skills via WorkKeys and Core Score assessments and identifying those workers that have core foundational skills for employment. Strategy #1: Expand the ACE Program through a train-the-trainer model, increasing reach to target populations by at least 200%. This will include a pilot of hybrid/online model for students. It will also include a partnership with the Navajo Nation Department of Self Reliance. Expanding the ACE program through a train-the-trainer model assures expanding services to geographical outlying areas in the County. It is recommended that in Year one an extension office is opened to include a site lead, a full-time instructor, and a full-time coach. In addition, to the site extension new resources will be added for citizens to skill-up, explore careers, and access other resources leading to training and employment. This will be a research-based pilot that includes looking at success and retention of hybrid or online model in adult education. It will also include access for Navajo Nation Department of Self-Reliance to participate and provide their program at the site. This will create a partnership between the College and Navajo Nation for the long-term. 87

Timeline: Year

Within 6 months Train-the -trainer curriculum in place and staff hired for new site Two new sites have been launched in the Navajo Nation in partnership with Navajo Nation Self-Reliance

Year 1

Curriculum has been redesigned for online delivery with a distinction of what must be delivered face-to-face vs. online

Within 12 months

A cohort of 40 students in new online model pilot Core Score fully deployed as part of the program, including pre-and post-assessment 25 students complete at new sites in Year 1

Core Score has been integrated into the San Juan Certified program across the County Launch an additional site based on findings of Year 1 and geographic needs Year 2

Year 3

Continue to scale the program throughout rural areas as follows: 1) high school students that have dropped out; and 2) students not passing Accuplacer

Go to sustainability model via successful outcomes.

Graduate a minimum of 75 students - ready to enter San Juan College

By end of year 3, a minimum of 200 students have gone through ACE or other training with a 70% success rate of passing Accuplacer or other placement exam

Budget Requirements to Include: Personnel 1 Full-Time Employee (FTE), Site Lead 1 FTE, Instructor Coach and training stipends Student Stipends

Strategy #2: Launch at a minimum of three additional skill-up sites that will provide access to computers and work-ready training resources, as well as technology that allows candidates to look for training or certification and jobs. An initial $25,000 seed funds for skill-up sites. Offer WorkKeys registration and Core Score soft skills assessment at the Skill-up sites. Expand marketing effort on “San Juan Certified”. Add soft skills to the Workkeys for “San Juan Certified.” This will expand employer buy-in on hiring based on skills and training.

This strategy will include seeking at a minimum three additional sites that will provide access to computers and training resources as well as the technology that allows candidates to look for training and jobs. This work will mirror the skill-up sites of Talent ABQ. In its fifth year, Talent ABQ has reached over 120,000 job seekers in the metro area. This strategy will be in partnership with the Northern Area Workforce Development Board. I+E will work closely with the Board and the one-stop in Farmington to pilot the work. San Juan County currently is the only work-ready certified community in the State, certified by ACT for workforce. Adding Core Score as pilot for the soft skills to the WorkKeys would pilot a “San Juan Certified” effort. I+E will provide an in-kind license to the Northern Area Workforce Board for the soft skills. Timeline: Year

Within 6 months

Year 1

Convene all training/CBO providers that have an interest in being a skill-up site in the county. This will include in-kind support of technology labs (computers, internet, infrastructure), willingness to be included on the online scheduler with support hours, and twice a year training to assure the sites are providing high quality training and support to the NM Pathways Project Select two sites with a grant of $25,000 for initial start up. One in San Juan outer region and one on the Nation Summer youth skill-up site programs for those students at risk of failing 11th and 12th grade

Within 12 months A cohort of 200 students in new online model pilot Core Score in full deployment as part of the program, including pre-and post-assessment 500 candidates in County assessed on Workkeys and Core Score. 50% placed in employment A minimum of 60 students enrolled in summer 1. 30 per site

Year 2

Expand numbers of skill-up sites and participation. Assure academy students are receiving “San Juan Certified” for summer employment

Graduate a minimum of 75 students with completion in the program, ready to enter San Juan College.

Year 3

Expand all programs, increase leverage of WIOA funds and other funding sources

Year 2 plan doubles outcomes and capacity of Year 1

Budget Requirements to Include: 1 FTE, NM Pathways Project Liaison - RFP to districts for selection Two skill-up sites selected through RFP for “San Juan Certified” Expand marketing to include social media and digital resources

Strategy #3: In conjunction with the GradNation and Academies work in the County, launch a campaign that provides multiple avenues for high school diploma or GED. This will focus on those districts that have the highest dropout rates.

San Juan County has chosen to make high school graduation a priority for the region. This is an exciting effort and has the key stakeholders (principals, superintendents, county leadership) engaged in the effort. The county has begun work with GradNation. The GradNation campaign provides those working with best practices and opportunities to learn and connect with one another. Led by Americaâ&#x20AC;&#x2122;s Promise, GradNationâ&#x20AC;&#x2122;s purpose is to close the achievement gap, especially with minority populations. They provide support in many ways, including community forums. This includes launching a high school awareness initiative in San Juan County in partnership with GradNation and other recognized partners. The skill-up sites and technology platform will be used to meet more citizens, marketing and expand the reach to rural areas. Mobile texting may be an additional feature. Timeline: Year

Within 6 months Create a strategic alliance between GradNation and the region to assure marketing campaign gains traction across the community.

Within 12 months By Summer 2018 the first cohort of students will enroll in ACE or other high school programs for graduating or receiving GED

Year 1

Assure multiple providers of services are on the Eligible Training Provider list for State of NM to qualify for future Community forum late Summer 2018 WIOA funds (example: Penn Foster High School Diploma that would qualify for San Juan County)

Year 2

Based on year 1 success

TBD based on pilot

Year 3

TBD based on outcomes

Budget requirements to Include : Marketing and Forum

Challenge– Lack of Knowledge of Where Jobs are in the County and How to Access Them Recommendation #2: Expand technology and assessments that provide more access across the County to jobs and training.

Throughout the planning phase, citizens identified challenges in finding jobs, knowing what skills were required for the job, and how to navigate to the employer. Employers identified similar challenges finding talent. A few of the challenges identified were as follows: • Employers cannot find candidates for employment and jobs go unfilled for extended time periods, causing an impact on company bottom line • There is no easy way for candidates to connect to assessment, training, transportation, childcare and jobs without going to multiple places • There is no marketing or outreach in the County other than through the American Jobs Centers (one-stops) and SJC students and prospective students. These two venues are not reaching some of the vulnerable populations in the County • Companies do not move to the region without available labor data and a better understanding of the workforce in the County. Therefore, economic development continues to suffer. Key to addressing the skills gap is the ability for one to know what jobs are available, what those jobs pay, what requirements those jobs are asking for (credentials, certificates, degrees), and where to find access to training. This recommendation leverages the tools that I+E is willing to provide in-kind to the region to assure that all residents can access these resources. San Juan College has a career services division that will provide guidance to candidates seeking employment. This platform, which will be white labeled for the region, is initially called SEEK. It was built through funding provided to the ACT Foundation and I+E by the Walmart Foundation as part of their national $100K Opportunity initiative to advance low-income workers across the U.S. to higher wages. The SEEK platform will provide navigation to jobs, transportation, childcare, skill-up sites, and will elevate unique training and other resources across the region. It will be provided at all skill-up sites willing to host the platform. It will provide analytics back to the College, skill-up sites and other training providers on traffic, use, user learnings, and more. It will also host a scheduler for assessments and training as well as WorkKeys and CoreScore assessments.

Timeline: Year

Year 1

Within 6 months

Design site, link to live job feeds, launch full site by June 2018

Within 12 months Full marketing campaign to include outreach to the Navajo Nation, schools, learning providers, trainers, employers. Goal of 500 enrolled on site by Dec. 31, 2018 Minimum of 15 employers using site actively and posting jobs, and hiring based on skills Integration of San Juan College Course Catalog

Year 2

Continued refinement of site, linking site to pathways that are developing

Year 3

Begin transitioning to sustainability model in which employers advertise and provide sponsorship of the platform. This could include advertising and highlighting jobs

Continued marketing and outreach. Continued refinement of pathways, skills, training, and credentials Platform and technology has outcomes that are measurable and provide sustainability to secure funding from State, WIOA, or other sources Integration with NM VOSS

Budget Requirements to Include: Year 1, no technology costs associated - all In-Kind by I+E Year 1, leverage WIOA training funds and Navajo Nation Self-Reliance training funds Marketing Budget and EMSI Feed

Challenge: Skills Gap in Number of Jobs Requiring Degrees vs. Number of Degrees Held in Region Recommendation #3: San Juan College advances skill councils with their Advisory Committees for identified sectors. Key to the work in this plan is shifting the practices and strategies of employers in the region to a skills-based hiring methodology. This will not reduce the number of certifications or degrees, but will expand this number over time (see appendices). Those living at or near poverty must work while in school and employers must shift their model to allow employment pre-degree. This will opening up access to employment and economic mobility to many citizens in the County. The chart below shows the skills gap in mid- and high-skill job areas. This graphic suggests that there is a demand for workers with higher levels of education and skills than the region currently has. Based on the labor data provided in these industries, the region will be able to specify the exact skills being sought out and meet employer demands. In addition, some of the jobs postings require high-levels of degree and education that creates barriers for mid-skill jobs. Strategy #1: San Juan College has over 50 Advisory Committees focused on aligning programs with industry needs. The recommendation is to incorporate more strategies around skill identification in the Planâ&#x20AC;&#x2122;s identified sectors. This will expand opportunities from entry- level all the way into degree-seeking positions. Each of the industry sectors identified will have a unique skills-focused task force. The College will identify members from their Advisory Committees to serve. This alignment will include early identification of skills through WorkKeys or Core Score, badging, as well as alternative methods of certification. It also includes employer participation in a much deeper capacity around a shift in their hiring strategies to meet the demand and supply gap in the region. The goal of each skills council is to address the skills gap in job postings as well as advance entry-level talent to mid-skill jobs. Timeline: Year

Year 1

Within 6 months

Within 12 months

Advisory Committee members self-select to serve in the skills council

All competency mapping will be added to skill-up sites, dispersed amongst CBOs and community partners, and being used in hiring and training strategies

All mapping for identified sectors will be completed by July 1, 2018

High Schools begin leveraging the data for their academies

Year 2

Fall 2018, launch the first pilot implementation of competency-based hiring. High schools across the region to adopt the competency model

Certifications aligned with the high school career programs and continued development of courses

Year 3

TBD

TBD 93

Budget Requirements to Include: Facilitation and project work per sector will include competency mapping and adoption and final reports: $20,000 per sector cluster Marketing and Communications will include design and development of maps for school districts, employers, and career academies Year 3 TBD based on success of pilot

Strategy #2: Expand skills mapping to career academies at each high school in San Juan County to assure alignment with Academies. It is recommended that Aztec High School has one lead that connects all the Academiesâ&#x20AC;&#x2122; work back to San Juan and the NM Pathways Project. This will require technical assistance to the districts and funding to assure each district has the capacity to do the work. Timeline: Year

Within 6 months

Within 12 months

Year 1

RFP to a Liaison for the Academies

Involvement in skills mapping and aligning with Academiesâ&#x20AC;&#x2122; plans.

Year 2

Pilot summer internships

Certifications aligned with the high school career programs and continued development of courses

Year 3

TBD

Budget Requirements to Include: 1 FTE, Liaison (via RFP) to oversee career pathways initiative Year 2 - Integration of certificates aligned to industry within Academies. Prioritize industry internships for Junior year students that are high risk

Strategy #3: Launch internship program for all career Academies at each high school in San Juan County. Critical to student success is work-based learning and job experience. The NM Pathways Project will focus on work-based learning opportunities for students starting as early as 9th grade. This will include a place for employers to post their internship opportunities on SEEK, providing paid internships for students across the County. In the development of this Plan the school districts each specified a strong need to be more connected with industry, specifically for on-the-job-learning. Timeline: Year

Within 6 months

Within 12 months

Launch internship portal on SEEK Year 1

Summer 2018 - recruit at least 50 companies to provide internships

Summer 2018 - research on success of internship program, modify program, expanding for students in Fall 2018

Year 2

Summer 2019 â&#x20AC;&#x201C; internship for students begin occurring with increase to 100 across County

Certifications aligned with the high school career programs and continued development of courses

Year 3

TBD

Budget Requirements to Include: Year one, Internship funds - 50 students at $500= $25,000 with a guaranteed match by employers for $500 per student equaling $50,000 Year two, double the number of internships Year three, goal sustainable internship model with full employer buy-in and funding due to ROI and results from years 1 and 2

Challenge: Moving From Poverty Wage to Living Wage Recommendation #4: Incumbent mobility in the service sector In the report produced by National Skills Coalition in February 2017 Foundational Skills in the Service Sector, low skills are prevalent across the country amongst service-sector workers. Overall, 62 percent of service sector workers in the service industry (hospitality, retail, food) have limited literacy skills, 74 percent have limited numeracy skills, and 73 percent lack digital problem solving skills (source: Survey of Adult Skills). Therefore, San Juan County has made a priority in the Plan an incumbent mobility focus for those in the service sector. Across the County, as much as 30 percent of the current labor force is in a service sector job. Retail is the second largest sector in San Juan County. Launch incumbent mobility effort for front-line workers in the service industry.

Strategy #1: Provide Core Score to incumbents across the Service sector to identify those for management and mid-skill jobs. Work with employers to apply a tuition reimbursement program.

Identify a minimum of seven leading companies to implement an incumbent mobility effort to advance front-line workers. It will include soft skills training, remediation, and better use of tuition reimbursement funds in the region.

Strategy #2: Provide Soft Skills Boot Camp to employersâ&#x20AC;&#x2122; front-line workers for soft skills certifications.

As defined by the labor data, service is a high demand sector in San Juan County and will remain a high demand sector. This plan calls on working with at least seven of the leading service sector employers (to include Walmart) and to implement an incumbent mobility effort to advance front-line workers. Many of these employers have tuition reimbursement funds available as well as Pell grant funding and will be able to pay for the training on behalf of the employees. This models the work of the Retail Opportunity Network funded by Walmart Foundation. There is a need to allocate funding for training as this program launches, to proactively enroll participants, while leveraging the next funding cycle of Workforce Connections and social service agencies. The local Workforce Connections and social service agencies receive funding once per year making the timing of funding critical to the success. This work would be led by the San Juan College Workforce Center. 96

Challenge: San Juan County has Been Overly Dependent on the Oil and Gas Industry and Must Diversify its Economy Recommendation #5: Outdoor recreation initiative as an economic driver

This recommendation supports a launch of a retraining and training effort around the outdoor recreation industry that will assure San Juan County has an emerging industry to diversify the region while facing declines in the oil and gas industry. San Juan County knows that the the oil and gas industry will always be a part of the region. However, there is a growing and expanding interest in the outdoor recreation industry and the ability for the County to leverage the resources and talent that currently exist to support this new sector. A report was released February 2017 funded by the Farmington Convention & Visitors Bureau (CVB). The report stated that key stakeholders believed (Four Corners Economic Development, San Juan College, City of Farmington, NM Game & Fish, Downtown Farmington, Farmington Chamber of Commerce, NW NMCOG, Navajo Ministries, Bi-Fly Tournament, and Merrion Oil) that the development of this industry would complement the existing oil and gas sector and would enhance the quality of life for residents and visitors by offering more outdoor amenities and activities. In addition, a thriving outdoor recreation industry would diversify the local economy and generate new economic based jobs and enhance business and talent attraction. The County holds a detailed action plan that includes a task force, endorsements, partners, community engagement and branding. Timeline: Year

Within 6 months

Landscape analysis of jobs and skills for industry Launch Navajo Youth Task Force to participate

Within 12 months full mapping of skills and certifications needed for industry

Begin training and certification for the industry Plan to address skill gaps

TBD

Challenge: Lack of Transportation to Assure Access to Training and Employment Recommendation #6: Transportation Throughout the planning process, transportation was a major barrier for those living at or below FPL as well as for those living in outlying areas and on the Navajo Nation. San Juan College has formed partnerships with Red Apple Transit and the Navajo Nation to expand transportation in the area. This recommendation calls for expanding transportation further to assure access to training and employment. There is a direct impact on job performance when transportation is a hindrance for the worker. In several recent studies that looked at predictors for new-hire success, have found that commute times are a major cause of the new-hire problems in performance and turnover. With this knowledge and the large geographic scale of the region and limited transportation options it is critical for workforce success. Strategy #1: Phase 1, during the first year collaborate with Gallup-McKinley County to look at Liberty Mobility Now and the potential of them getting licensure in the State. Would require start-up funds of $10,000. Strategy #2: After planning phase, launch a worker bus pass system that assures the Navajo Nation and rural communities have transportation. Plan will need to consider changes by larger employers and adding bus lines. Â

Strategy #3 : Pilot an employer benefit that is focused on transportation to see if having transportation impacts ROI, lower turnover, and missed dates.

Challenge: Availability and Affordability of Childcare Recommendation #7: Childcare Support Services

A major barrier to learning and workforce success identified throughout the region meetings was availability and affordability of childcare. High quality childcare is limited in the County and most all high quality childcare centers are at full capacity. There is a tremendous need for expanding childcare services with a focus on rural areas and families living on the Navajo Nation. Interviews with Navajo Nation Department of Self-Reliance indicated this as a crucial need for their own training and citizens they serve. There was also a “familial” aspect brought up with the Navajo Nation wanting to assure the children were cared for by those culturally sensitive to their community.

Strategy #1: Planning committee to look at how to expand childcare resources at the San Juan College Family and Child Development Center. This Center’s expansion would not only expand the number of students that could be placed in education, it would allow for more quality childcare for families. Strategy #2: Select a group of early childhood students to work on a strategy for launching home-based childcare businesses in rural areas of the County. This would assist in creating jobs, providing more childcare to those in rural areas, and include an “uber-type” childcare service with students receiving stipends for their work. Strategy #3: Work with large employers (like Walmart) to launch a business-run childcare facility that could serve the community. This also could also include a navigator model to assist.

Year

Within 6 months

Within 12 months

Launch Planning Commission on Early Childhood

Full report on expanding services

Employer effort to launch business childcare pilot

Secure three employers for pilot

TBD

In Closing

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The recommendations, when implemented, provide a new opportunity around education-to-employment for citizens in San Juan County. This Plan assures that a skilled workforce is a priority for the region. The many stakeholders that have participated in the development and finalization of this Plan will be the same stakeholders that are critical in the execution of the Plan. The community thanks the W. K. Kellogg Foundation for their investment in the people of San Juan County. The community commits its time and resources to assuring this effort is successful.

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Appendix A San Juan Surveys Over the last year multiple meetings, focus groups, and working sessions were held with the San Juan County community. The raw data in this appendix is from anonymous surveys from the last facilitated session that was held during the Fall of 2017 with 11 key stakeholders. It is reflective of individual opinions and supports the information detailed in the report. To ensure that the NM Pathways Project continues to meet the needs of the community an open survey will be available at (LINK). Please follow the link to provide additional feedback on the Plan.

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Appendix B Career Pathways

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Construction San Juan County Construction Career Pathway

High School Diploma

G.E.D., High School Equivalency

Employability Skills

Certificate Programs

Skills/Programs

Local Training Resources

If available: •9th Grade: 0402 Intro. to Constuction •Local School Districts •10th Grade: 0425 Carpentry II • San Juan College High School (Dual Enrollment) •11th Grade: 0426 Carpentry III •12th Grade: 0498 Consturction Trades Internship

•National Career Readiness Certificate (WorkKeys) •CoreScore Badge (Innovate+Educate, CredHire)

•Finish Carpentry, 11 Classes, 2 Semesters •Framing, 13 Classes, 2 Semesters •Insulation and Drywall Certificate, 11 Classes, 2 Semesters •Welding Certificate, General, 9 Classes, 2 Semesters •Advanced Welding Certificate, 19 Classes, 4 Semesters

•Career 101 (KeyTrain) •WorkKeys Assessments , Farmington Workforce Center •CoreScore Badge (Innovate+Educate Soft Skills Assessment)

Employability Skills: National Network of Business and Industry Associations : APPLIED KNOWLEDGE: Reading, Writing, Mathematics, Science, Technology, Critical Thinking; PERSONAL SKILLS: Integrity, Initiative, Dependability & Reliability, Adaptability, Professionalism; PEOPLE SKILLS: Teamwork, Communication, Respect, WORKPLACE SKILLS: Planning & Organizing, Problem Solving, Decision Making, Business Fundamentals, Customer Focus, Working with Tools & Technology

*Skills USA New Mexico (Sandia Park, NM) *The National Center for Construction Education and Research (NCCER) is the San Juan College, School of Trades and Technology - Building Trades standard for developing craft professionals in industrial and commercial Program construction. NCCER offers curricula in over 70 different craft areas and a complete series of more than 70 assessments offered in over 4,000 NCCER-accredited training and assessment locations across the United States. These programs are applicable in industrial, commercial and residential construction.

•Building Trades, A.A.S., 19 Classes, 4 Semesters •Welding, A.A.S., 22 Classes, 4 Semesters •Civil Drafting and Design, A.A.S., 4 Semesters

San Juan College, School of Trades and Technology - Building Trades Program

Construction Management, On-Line, 10 Classes

University of New Mexico On-Line

Four Year Degree Program

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New Mexico Virtual Academy

HiSET and GED test preparation classes, as well as the computerSan Juan College, ACE Center and Student Success Center based and paper/pencil exams

Two-year Degree Programs

Master's Degree Program

State/ National Training Resources

Health Care San Juan County Health Care Career Pathway

Skills/Programs

High School Diploma

G.E.D., High School Equivalency

HiSET and GED test preparation classes, as well as the computer-based and paper/pencil exams

Local Training Resources

State/ National Training Resources

•Local School Districts • San Juan College High School (Dual Enrollment)

New Mexico Virtual Academy

San Juan College, ACE Center and Student Success Center

Employability Skills

•National Career Readiness Certificate (WorkKeys) •CoreScore Badge (Innovate+Educate, CredHire)

•Career 101 (KeyTrain) •WorkKeys Assessments , Farmington Workforce Center •CoreScore Badge (Innovate+Educate Soft Skills Assessment)

Certificate Programs

•Emergency Medical Technician Certificate, 2 Classes, 1 Semester •Emergency Medical Responder Certificate, 2 Classes, 1 Semester •Emergency Medical Technician Certificate-Advanced, 5 Classes, 3 Semesters •Paramedic Certificate, 16 Classes, 4 Semesters •Fundamental Skills In Health Care, Nursing Assistant, 8 Classes, 2 Semesters •Fundamental Skills In Health Care, Phlebotomy, 11 Classes, 3 Semesters •Fundamental Skills In Health Care, Patient Care Unit, 10 Classes, 3 Semesters •Medical Insurance Coder/Biller Certificate, 22 Classes, 6 Semesters •Nurse Aide Certificate (CNA), 6 Credit Hours, 8 Weeks •Phlebotomy Technician, Certificate, 2 Classes, 1 Semester

San Juan College, School of Health Sciences

Two-year Degree Programs

Four Year Degree Program

•Dental Hygiene, A.A.S., 35 Classes, 10 Semesters •Paramedic, A.A.S., 22 Classes, 5 Semesters •Paramedic, A.S., 30 Classes, 6 Semesters •Health Information Technology, A.A.S., 22 Classes, 6 Semesters •Medical Laboratory Technician, A.A.S., 26 Classes, 7 Semesters •Nursing, A.D.N., 21 Classes, 5 Semesters •Occupational Therapy Assistant, A.A.S., 25 Classes, 7 Semesters •Physical Education, A.A., 23 Classes, 5 Semesters •Physical Therapy Assistant, A.A.S., 20 Classes, 6 Semesters •Respiratory Therapy, A.A.S., 27 Classes, 6 Semesters •Surgical Technology, A.A.S., 18 Classes, 6 Semesters •Pre-Medical Science, A.S., 26 Classes, 6 Semesters •Biology Science, A.S., 6 Semesters •Chemistry Science, A.S., 6 Semesters

•Nursing, BSN, 41 Courses, 5 Semesters Plus Prerequisites

San Juan College, School of Health Sciences

•San Juan College, School of Health Sciences & University of New Mexico

Master's Degree Program

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Energy San Juan County Energy Career Pathway

Skills/Programs

High School Diploma

G.E.D., High School Equivalency

Employability Skills

Certificate Programs

Two-year Degree Programs

110

HiSET and GED test preparation classes, as well as the computer-based and paper/pencil exams

•National Career Readiness Certificate (WorkKeys) •CoreScore Badge (Innovate+Educate, CredHire)

•Occupational Safety Certificate, 14 Classes, 2 Semesters •Natural Gas Compression Certificate, •Petroleum Production Operations Certificate, 7 Classes, 2 Semesters •Oil and Gas Safety Certificate, 11 classes, 6 Semesters •Instrumentation and Control Certificate, 8 Classes, 2 Semesters •Energy Production Foundations Certificate, 11 Classes, 2 Semesters •Petroleum Production Operations Certificate, 7 Classes, 2 Semesters

•Petroleum Production Operations, A.A.S., 25 Classes, 6 Semesters •Occupational Safety, A.A.S., 24 Classes, 4 Semesters •Natural Gas Compression Technology, A.A.S., 24 Classes, 4 Semesters •Advanced Petroleum Production Operations, A.A.S., 42 Classes, 4 Semesters •InstrumentationControl and Electrical, A.A.S., 16 Classes, 5 Semesters •Industrial Process Operator, A.A.S., 18 Classes, 4 Semesters •Industrial Maintenance Mechanic, A.A.S., 18 Classes, 5 Semesters •Instrumentation Controls Technology- Fundamentals, A.A.S., 18 Classes, 4 Semesters

Local Training Resources

State/ National Training Resources

•Local School Districts • San Juan College High School (Dual Enrollment)

New Mexico Virtual Academy

San Juan College, ACE Center and Student Success Center

•Career 101 (KeyTrain) •WorkKeys Assessments , Farmington Workforce Center •CoreScore Badge (Innovate+Educate Soft Skills Assessment)

San Juan College, School of Energy

Professional / Scientific / Tech San Juan County Professional, Scientific, Technical Career Pathway

Skills/Programs

High School Diploma

G.E.D., High School Equivalency

Employability Skills

Certificate Programs

Two-year Degree Programs

HiSET and GED test preparation classes, as well as the computer-based and paper/pencil exams

•National Career Readiness Certificate (WorkKeys) •CoreScore Badge (Innovate+Educate, CredHire)

•Geographic Information Systems Certificate, 9 Classes, 2 Semesters •Drafting Certificate, 9 Classes, 2 Semesters •Horticulture, Certificate •Veterinary Assistant, Certificate, 13 Classes, 3 Semesters •IT, Network, Security, and Mobility, Certificate, Cyber Securtiy-9 Classes, 2 Semesters, •IT Support-6 Classes, 2 Semesters, Network Support-6 Classes, 2 Semesters •Geographic Information Systems, Certificate, 8 Classes, 2 Semesters •Civil Drafting and Design, Certificate, 21 Classes, 5 Semesters •Police Science, Certificate, 11 Classes, 1 Semester •Firefighter - Technical Rescue, Certificate, •Fireﬁghter – Wildland, Certificate, •Firefighter - Advanced , Certificate, •Fireﬁghter- Industrial, Certificate, •Firefighter – Basic, Certificate, 12 Classes, 1 Semester

•Horticulture in a Xeric Environment, A.A.S., 17 Classes, 4 Semesters •Horticulture Landscape Architecture, A.A.S., 16 Classes, 4 Semesters •Veterinary Technology, A.A.S., 34 Classes, 6 Semesters •Biology, A.S., 22 Classes, 6 Semesters •Chemistry, A.S., 24 Classes, 6 Semesters •Computer Science, A.S., •Engineering Technology, A.S., 23 Classes, 6 Semesters •Engineering A.S., 21 Classes, 6 Semesters •Mechanical Drafting and Design, A.A.S., 20 Classes, 5 Semesters •Mathematics, 27 Classes, 7 Smesters •Geographic Information Systems, A.A.S., 18 Classes, 5 Semesters •General Science, A.S., 14 Classes, 5 Semesters •Geology, A.S., 22 Classes, 5 Semesters •Physics, A.S., 25 Classes, 6 Semesters •Pre-Medical Science, A.S., 26 Classes, 6 Semesters •Police Science, A.A., 22 Classes, 4 Semesters •Fire Science, A.A.S., 24 Classes, 4 Semesters

Local Training Resources

State/ National Training Resources

•Local School Districts • San Juan College High School (Dual Enrollment)

New Mexico Virtual Academy

San Juan College, ACE Center and Student Success Center

•Career 101 (KeyTrain) •WorkKeys Assessments , Farmington Workforce Center •CoreScore Badge (Innovate+Educate Soft Skills Assessment)

•San Juan College, School of Science, Math and Engineering •San Juan College, School of Trades and Technology

Engineering: designed to articulate with New Mexico State •San Juan College, School of Science, Math and Engineering •San Juan College, School of Trades and Technology University, University of New Mexico and New Mexico Tech

Four Year Degree Program Master's Degree Program

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Tourism San Juan County Tourism Career Pathway

Skills/Programs

High School Diploma G.E.D., High School Equivalency

HiSET and GED test preparation classes, as well as the computer-based and paper/pencil exams

Employability Skills

•National Career Readiness Certificate (WorkKeys) •CoreScore Badge (Innovate+Educate, CredHire)

Certificate Programs

None

Two-year Degree Programs

None

Four Year Degree Program

None

Master's Degree Program

None

Local Training Resources

State/ National Training Resources

•Local School Districts • San Juan College High School (Dual Enrollment)

New Mexico Virtual Academy

San Juan College, ACE Center and Student Success Center

•Career 101 (KeyTrain) •WorkKeys Assessments , Farmington Workforce Center •CoreScore Badge (Innovate+Educate Soft Skills Assessment)

None

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