Loading...
The URL can be used to link to this page
Your browser does not support the video tag.
Greater Dubuque Development Corporation Laborshed Analysis
Copyrighted July 17, 2017 City of Dubuque Consent Items # 29. ITEM TITLE: Greater Dubuque Development Corporation Laborshed Analysis SUMMARY: City Manager transmitting the 2017 Laborshed Analysis from the Greater Dubuque Development Corp. SUGGESTED DISPOSITION: Suggested Disposition: Receive and File ATTACHMENTS: Description Type GDDC Laborshed Analysis Supporting Documentation ■ i ■ ■ 2017 LABORSHED ANALYSIS ■ ■ I Greater Dubuque DEVELOPMENT CORP. A Project of: F Greater Dubuque DEVELOPMENT CORP. In Partnership with: IOWA WORKFORCE DEVELOPMENT For more information regarding the Greater Dubuque Laborshed Study, contact: Greater Dubuque Development Corporation Schmid Innovation Center 900 Jackson Street, Suite 109 Dubuque, IA 52001 Phone: 563.557.9049 Email: gddc@greaterdubuque.org TABLE OF • LABORSHED ANALYSIS 1 ESTIMATING TOTAL LABOR FORCE 2 EMPLOYED 8 EMPLOYED AND LIKELY TO CHANGE EMPLOYMENT 14 Out-Commuters 22 Underemployed 23 NOT EMPLOYED 26 Unemployed and Likely to Accept Employment 26 Homemakers and Likely to Accept Employment 29 Retired and Likely to Accept Employment 29 LABORSHED AND COMMUTING MAPS 31 Commuter Concentration into Greater Dubuque 32 Labor Market Areas: Greater Dubuque Laborshed Area 33 Survey Zones by ZIP Code: Greater Dubuque Laborshed Area 34 Commuter Range into Greater Dubuque 35 Commuter Concentration into Cascade 36 Commuter Concentration into Dubuque 37 Commuter Concentration into Durango 38 Commuter Concentration into Dyersville 39 Commuter Concentration into East Dubuque 40 Commuter Concentration into Epworth 41 Commuter Concentration into Farley 42 Commuter Concentration into Holy Cross 43 Commuter Concentration into New Vienna 44 Commuter Concentration into Peosta 45 Commuter Concentration into Worthington 46 APPENDICES 47 A. Background Information 48 B. Survey Methodology and Data 49 C. Current Methods of Estimating Employment and Unemployment 50 D. Occupational Employment Statistics (OES) Category Structure 53 LABOR MARKET INFORMATION WEB RESOURCES 54 REFERENCES 55 INDEX OF FIGURES 56 Greater Dubuque Laborshed Analysis i Released March 2017 Greater Dubuque Laborshed Analysis ii Released March 2017 LABORSHED ANALYSIS The purpose of this Laborshed analysis is to measure the availability and characteristics of workers within the area based on commuting patterns into the node communities (Greater Dubuque: Dubuque/East Dubuque). The Laborshed data generated will aid local development officials in their facilitation of industry expansion and recruitment and their service to existing industry in the area. All such entities require detailed data describing the characteristics of the available labor force including current/desired wage rates and benefits; job qualifications and skills; age cohorts; residence/work location; employment requirements/obstacles; and the distances individuals are willing to travel for employment. The first step in determining the available labor supply requires an understanding of the Laborshed. Such an understanding will assist local development efforts by delineating the actual geographic boundaries from which communities are able to attract their workers. Determining the area's Laborshed also builds the foundation for collecting valuable survey data and making estimates concerning the characteristics of the area's labor force. In order to determine the boundaries of the Laborshed area, Iowa Workforce Development (IWD) worked closely with the Greater Dubuque Development Corporation to identify where current employees reside. Employees were then aggregated into ZIP codes and placed into a geographic display for analysis (see Commuter Concentration by Place of Residence map, page 32). Applying the mapping function of ArcView Geographic Information System (GIS) software produces the geographic display. This GIS program has been utilized to overlay the ZIP code dataset, the county dataset and transportation routes. Iowa Workforce Development's database of ZIP code datasets allows for numerous analyses and comparisons of the labor force, such as examining the complete demographic data for a ZIP code's age cohorts (age groupings). Another benefit of applying GIS's mapping function is the ability to identify visually where the workers are located, concentrations of labor and transportation routes used to travel to work. This representation is a valuable tool in understanding the distribution of the labor force within the region. The GIS analysis of the Laborshed area illustrates that segments of the Greater Dubuque Laborshed area are located within a 50-mile radii of the Cedar Rapids (IA), Iowa City (IA), Madison (WI), Quad Cities (IA-IL) and Waterloo-Cedar Falls (IA) Metropolitan Statistical Areas (MSA) and a 40-mile radii of the Clinton (IA), Muscatine (IA), Platteville (WI) and Sterling (IL) micropolitan areas (see Labor Market Areas in Region map, page 33). These labor centers will have an impact on the size of the area's labor force and on the attraction of workers from within the Laborshed area. The Laborshed complements existing sources of labor data, such as the U.S. Department of Labor's Bureau of Labor Statistics (BLS) and Employment Statistics (ES), as well as the Labor Force & Occupational Analysis Bureau of IWD, which all concentrate on geographic areas based generally on a county or group of counties. The following sections of this report summarize the results of the Laborshed survey. Due to the magnitude of the survey results, it is not practical to review each set of variables. Instead, IWD has focused on the factors found to be the most valuable to existing and future businesses. However, upon request, IWD will conduct additional analyses for further review of specific variable(s) or sets of responses. Greater Dubuque Laborshed Analysis 1 Released March 2017 ESTIMATING TOTAL LABOR FORCE The fundamental goal of any Laborshed analysis is to estimate the availability of workers and determine how well the surrounding geographical areas are able to provide a stable supply of workers to the central Laborshed node (see Figure 1, page 3). Prior to applying the survey results for the Greater Dubuque Laborshed area, it was necessary to estimate the size of the labor force between the ages of 18 and 64 by ZIP code and survey zone. A variety of sources: U.S. Census Bureau, Bureau of Labor Statistics (BLS), Iowa Workforce Development (IWD) and private vendor publications and datasets are used to estimate the size and demographic details of the labor force in the Greater Dubuque Laborshed area. A number of adjustments are made to the Greater Dubuque Laborshed area. The first adjustment is to account for differences in the labor participation rates within each of the zones. These adjusted rates are achieved by dividing the labor force cohort between the ages of 18 and 64 by the population cohort between the ages of 18 and 64 (LFC/PC). The labor force cohort includes both employed and non-employed persons that are looking for work. This ratio is similar to the BLS labor force participation rate (LFPR), except that the _FPR includes the total civilian non-institutionalized population age 16 and above. Since most employers are more concerned with the population between the ages of 18 and 64, cohort groups below age 18 and above age 64 are removed for the purposes of this study. Employment demographic variables such as employment status, age, education level and miles driven to work are taken into consideration when estimating the availability of workers. Of particular interest is the ordinal variable that rates a person's desire to change employment on a 1-4 scale (1=very likely to change; 4=very unlikely to change). Factors are explored at both the micro (individual) level and at the macro (ZIP code or Laborshed) level. The probability of persons likely to accept or change employment is estimated using a logistic regression with polytomous response model, which is based upon the above demographic variables drawn from survey data. This probability is then used to estimate the total number of persons likely to accept or change employment within each ZIP code. Greater Dubuque Laborshed Analysis 2 Released March 2017 Figure 1 Estimated Total Labor Force Greater Dubuque Laborshed Area Weighted Labor Force ZIP Total Population Total Adjusted Total Likely to Code 18 to 64 Labor Force Change/Accept Dubuque, IA 52001 28,329 25,458 15,590 Dubuque, IA 52002 9,237 8,301 5,088 Dubuque, IA 52003 7,641 6,867 4,203 East Dubuque, IL 61025 2,733 2,146 1,316 Total Zone 1 47,940 42,772 26,197 Bellevue, IA 52031 2,980 2,684 1,325 Benton, WI 53803 767 718 366 Bernard, IA 52032 973 874 457 Cascade, IA 52033 1,703 1,530 737 Cuba City, WI 53807 2,919 2,339 1,186 Dickeyville, WI 53808 682 547 297 Durango, IA 52039 741 666 374 Dyersville, IA 52040 3,203 2,878 1,376 Epworth, IA 52045 1,586 1,425 742 Farley, IA 52046 1,375 1,236 627 Galena, IL 61036 3,652 2,868 1,498 Hazel Green, WI 53811 1,693 1,357 725 La Motte, IA 52054 553 498 258 Peosta, IA 52068 2,434 2,187 1,181 Platteville, WI 53818 11,370 9,112 4,576 Potosi, WI 53820 1,574 1,261 640 Sherrill, IA 52073 734 660 368 Zwingle, IA 52079 506 455 241 Total Zone 2 39,445 33,295 16,974 Alburnett, IA 52202 584 495 25 Anamosa, IA 52205 5,441 4,432 474 Andrew, IA 52030 252 227 40 Apple River, I L 61001 757 594 88 Bagley,WI 53801 547 438 41 Baldwin, IA 52207 250 225 30 Beetown,WI 53802 19 15 2 Belmont, WI 53510 926 867 149 Zone 3 Continued On *Total Likely to Change/Accept Employment references the estimated total of those who would be likely to commute into Zone 1 from their home ZIP code for on employment opportunity. Some ZIP codes may not be identified above due to lack of information from the U.S.Census Bureau. Greater Dubuque Laborshed Analysis 3 Released March 2017 Figure 1 (Cont'd) Estimated Total Labor Force Greater Dubuque Laborshed Area Weighted Labor Force ZIP Total Population Total Adjusted Total Likely to Code 18 to 64 Labor Force Change/Accept Employment- Zone 3 Continued Bettendorf, IA 52722 21,472 16,788 823 Bloomington, WI 53804 804 644 80 Bryant, IA 52727 317 242 25 Calamus, IA 52729 499 381 36 Camanche, IA 52730 2,736 2,091 117 Cassville, WI 53806 959 769 104 Center Junction, IA 52212 89 72 8 Central City, IA 52214 1,993 1,690 141 Charlotte, IA 52731 547 418 44 Clinton, IA 52732 16,645 12,723 672 Cobb,WI 53526 397 369 40 Coggon, IA 52218 1,018 863 72 Colesburg, IA 52035 629 600 91 Darlington,WI 53530 2,734 2,558 337 Davenport, IA 52803 15,237 11,913 664 Davenport, IA 52804 17,350 13,565 757 Davenport, IA 52807 8,885 6,947 385 Davenport, IA 52806 16,929 13,236 734 De Witt, IA 52742 4,732 3,617 327 Delhi, IA 52223 882 841 103 Delmar, IA 52037 654 500 66 Dodgeville, WI 53533 4,372 4,066 400 Donahue, IA 52746 575 450 30 Dundee, IA 52038 355 339 28 Earlville, IA 52041 970 925 138 East Moline, I L 61244 13,686 10,664 477 Edgewood, IA 52042 862 791 87 Eldridge, IA 52748 6,029 4,714 316 Elizabeth, IL 61028 1,133 890 153 Elkader, IA 52043 1,258 1,155 80 Elkport, IA 52044 81 74 7 Fennimore,WI 53809 2,346 1,880 233 Zone 3 Continued On *Total Likely to Change/Accept Employment references the estimated total of those who would be likely to commute into Zone 1 from their home ZIP code for on employment opportunity. Some ZIP codes may not be identified above due to lack of information from the U.S.Census Bureau. Greater Dubuque Laborshed Analysis 4 Released March 2017 Figure 1 (Cont'd) Estimated Total Labor Force Greater Dubuque Laborshed Area Weighted Labor Force ZIP Total Population Total Adjusted Tota I Likely to Code 18 to 64 Labor Force Change/Accept Employment- Zone 3 Continued Garber, IA 52048 274 252 25 Garnavillo, 1 A 52049 775 712 70 Glen Haven, WI 53810 232 186 21 Goose Lake, IA 52750 301 230 25 Grand Mound, IA 52751 591 452 40 Gratiot, WI 53541 452 423 57 Greeley, IA 52050 484 462 50 Guttenberg, IA 52052 1,665 1,529 199 Hanover, IL 61041 672 528 83 Highland, WI 53543 1,000 930 98 Holy Cross, IA 52053 570 512 108 Hopkinton, IA 52237 755 720 86 Lancaster,WI 53813 3,271 2,621 429 Le Claire, IA 52753 3,357 2,625 116 Linden,WI 53553 339 315 32 Livingston,WI 53554 638 511 73 Long Grove, IA 52756 1,243 972 71 Lost Nation, IA 52254 452 346 41 Manchester, IA 52057 4,420 4,216 478 Maquoketa, IA 52060 4,853 4,371 717 Marion, IA 52302 23,172 19,644 1,248 Miles, IA 52064 586 528 66 Mineral Point,WI 53565 2,810 2,613 324 Moline, IL 61265 27,232 21,219 994 Monmouth, IA 52309 162 146 18 Montfort, WI 53569 719 576 71 Monticello, IA 52310 3,543 2,886 410 Mount Hope,WI 53816 440 353 38 New Vienna, IA 52065 584 525 87 North Buena Vista, IA 52066 29 27 6 Olin, IA 52320 677 551 46 Onslow, IA 52321 374 305 38 Oxford Junction, IA 52323 594 484 46 Zone 3 Continued On *Total Likely to Change/Accept Employment references the estimated total of those who would be likely to commute into Zone 1 from their home ZIP code for on employment opportunity. Some ZIP codes may not be identified above due to lack of information from the U.S.Census Bureau. Greater Dubuque Laborshed Analysis 5 Released March 2017 Figure 1 (Cont'd) Estimated Total Labor Force Greater Dubuque Laborshed Area Weighted Labor Force ZIP Total Population Tota I Adjusted Total Likely to 18 to 64 L Change/Accept Code Employment- Zone 3 Continued Path Grove,WI 53817 112 90 10 Prarie du Chien,WI 53821 4,923 3,770 285 Preston, IA 52069 946 852 112 Princeton, IA 52768 916 716 37 Rewey, WI 53580 372 346 54 Rock Island, IL 61201 24,112 18,788 966 Ryan, IA 52330 570 544 48 Sabula, 1A 52070 524 472 53 Savanna, IL 61074 2,551 2,061 216 Scales Mound, IL 61075 579 455 80 Shullsburg, WI 53586 1,371 1,283 237 Silvis, IL 61282 4,378 3,411 130 Spragueville, IA 52074 231 208 26 Springville, IA 52336 1,260 1,068 84 Stitzer, WI 53825 343 275 38 Stockton, IL 61085 1,875 1,472 173 Strawberry Point, IA 52076 1,334 1,225 80 Warren, IL 61087 1,085 852 112 Wheatland, IA 52777 737 563 47 Worthington, IA 52078 605 544 95 Wyoming, IA 52362 462 376 41 Total Zone 3 292,503 0. 17,559 ,Grand Tota 1 379,888 312,276 60,730 *Total Likely to Change/Accept Employment references the estimated total of those who would be likely to commute into Zone 1 from their home ZIP code for on employment opportunity. Some ZIP codes may not be identified above due to lack of information from the U.S.Census Bureau. Greater Dubuque Laborshed Analysis 6 Released March 2017 The estimated total of those likely to change or accept employment references those who would be likely to commute into Zone 1 (Greater Dubuque: Dubuque/East Dubuque) from their home ZIP for an employment opportunity. Employment demographic variables such as employment status, age, education level, wage and distance from Greater Dubuque are taken into consideration when estimating the availability of these workers. The map below (Figure 2) provides a visual representation of this data (which is provided in Figure 1) and shows the concentration of those likely to change or accept employment in Greater Dubuque within the Greater Dubuque Laborshed area. Figure 2 Concentration of Those within the Greater Dubuque Laborshed Area Likely to Change/Accept Employment in Greater Dubuque(Dubuque/East Dubuque) RI LAND SA UK 1 12 NNESHIEK ALLA E 14 CRAWFORD 52 DANE Du C i land / imore 0 Pa ve Bagley Stitzer ivin L n rnavillo BI o ew F ETTE C AYT der en Ha n Ikpo G e nbe a .e R G EEN tj'awb rry Po t ort st FTE dgewoo olesbur r le ly Cro '' undee w en a •• J s urg Gr do I _ _ �Dukiuque arl i le !�- Wa ren 20 E _i East Dubuque cal s Mou Ap Ie ELA RE Delhi rftt ' WINNEB G g n ESS TEPHE ON tockt n Ry n Hop n Mo l=. in 1 Hano 20 og on Iizabeth Ce tra City • - 151 i � cKso vanna burne �1 slow ON mut 61 I S r i e ile 1' C t r Ju n dw n f+ CA LL BENTO LIN p i ing reston O in rd ncf n atio De ar h a 52 Goose ak CLINTO Gr nd Mou 30 eatla d lam CE a m a n ITESIDE LEE o rove onahu Prince J I ScOTT l Clai n. OCK ISL 6 1 - MUSCATI E HENRY BUREAU k�� ASHIN TON ; rA Miles 0 15 30 60 90 120 Legend Likely to Change/Accept Employment Area Mississippi River by Place of Residence(per ZIP Code) Shown Interstates 2-297 4 Lane Highways 298-823 U.S.Highways - 824-1,498 State Highways - Illinois County 1,499-5,088 Iowa County 5,089-15,590 Wisconsin County Greater Dubuque Laborshed Analysis 7 Released March 2017 Ill 12 • Il EMPLOYMENT STATUS The results of this Laborshed survey show that 75.3 percent of a// respondents identified themselves as being employed at the time they were contacted (Figure 3) resulting in an estimated total of 286,056 in the Laborshed area (totals based on the Total Population 18-64 estimates found in Figure 1). The majority (71.4%) of the employed are working in positions that are considered full-time (Figure 4). Figure 3 Figure 4 Employment Status of Survey Respondents(Estimated Total) Type of Employment 100% 1.2% Percent Likely to Change/Accept Employment ■Seasonal/Temporary 80% 72.796 137% ■Self-Employed • • ♦ ■Part-Time 60% ■Full-Time 40% 32.696 ♦ 24.6% 20% J ♦ 7.3% (27,732) 7.7%(29,251) 0% Employed *Unemployed Homemakers Retired *Employment status is self identified by the survey respondent.The unemployment percentage above does not reflect the unemployment rate published by the LLS.Bureau of labor Statistics,which applies o stricter definition. Over one-tenth (13.7%) of the employed respondents are self-employed. The primary types of businesses they are operating include farming (24.6%), personal services (14.0%), construction/handyman (10.5%), retail trade (10.5%) and healthcare/social services (8.8%). The self-employed have been operating their businesses for an average of 17 years, ranging from less than one to 43 years. 48 5.6% •. ••. MORE • ONE LANGUAGE .1'1� Figure 5 Education Level DEMOGRAPHICS OF THE EMPLOYED The gender breakdown of those respondents, who are employed, is 54.0 percent female and 46.0 percent Postgraduate male.The average age of the employed is 48 years old. Degree, 14.4% Obtained, A small portion (5.6%) of the employed respondents speak more than one language in their household. Of those respondents, 65.0 percent speak Spanish. Trade certified, 4.0 o EDUCATION & TRAINING Over three-fourths 76.3% of the employed residents in raduate Vocational ( ) Training,2.9% the Laborshed area have some level of education/ Associatem training beyond high school. Figure 5 breaks down theseo Degree, 13.9% respondents' education/training by degree level. 7. 4" �_j Greater Dubuque Laborshed Analysis 8 Released March 2017 Figure 6 provides an overview of the educational fields of study of those who are currently employed within the Laborshed area. Figure 6 Educational Fields of Study ••••••••••••••••••••21.6% Business,Public Administration & Marketing •••••9•99••••• 14.4% Social Sciences •9•••••• 13.7% ( Medical/Health Studies ••••••• 11.7% ( Education soassess 11.0% Vocational Trades e 9 e s e e•• 5.5% Computer Applications/Programming/Technology ••0••0•• 4.8% ( Math &Science •••••••• 4.5% ( Engineering &Architecture 00000000 4.5% General Studies/Liberal Arts ••••••• 3.4% Agricultural Studies ••0000 3.1% (Visual/Performing Arts&Design 000000 1.8% Business Administrative Support INDUSTRIES IN THE GREATER DUBUQUE LABORSHED AREA In order to provide consistency with other labor market information, the industrial categories identified in this Laborshed analysis will follow a similar format to the North American Industry Classification System (2012). Survey respondents from the Greater Dubuque Laborshed area were asked to identify the industry in which they are currently working. The following information is based on the responses from those Laborshed respondents who are currently employed (Figure 7). Figure 7 ZZ, Where the Employed are Working (Estimated Total) 18.0% rn V � N 16.0% v � 14.0% i , 12.0% n N O 0.0% LO N 8.0% ° ° Iq N LO M U 0 N > ` CO ^ E O N 6.0% 0 o 0 • 0o Cd 4.0% • , • E 2.0% • • a , w 0.0% 'Transportation,Communications&Utilities 2Finance,Insurance&Real Estate 'Agriculture,Forestry&Mining °Government&Public Administration Greater Dubuque Laborshed Analysis 9 Released March 2017 OCCUPATIONS & EXPERIENCES Iowa Workforce Development Figure 8 recodes the respondents' Estimated Workforce by Occupational Category actual occupations into one of Percent ot Estimated Employed' the seven Occupational Respondents in Laborshed Employment Statistics ICES) 33.7% 96,401 categories. The occupational 22.2% 63,504 categories represent a variety 16.7% 47,771 of specific occupations held by the respondents (see DES 0.2% 29,17s Category Structure - Appendix 9.77. 27,747 D). Classifying the employed 6.37. 18,022 by occupational group, Figure 1.27. 3,433 8 shows that the largest o% A�86,0� concentration of the workforce are employed within the professional, paraprofessional & technical occupational category. The agricultural occupational category represents the smallest sector of workers who are currently employed. Totals are based on the Total Population 18-64 estimates found in Figure 1 and the percentage of employed in the Laborshed area. Figure 9 Occupational Categories by Gender Figure 9 provides a Agriculture comparison of the 70.376 Clerical/Administrative Support gender distribution within each occupational 51.4% Managerial/Administrative category. 15.3 Production,Construction&Material Handling 0 0 69.8 Professional, Paraprofessional&Technical 62.5% Sales 1 79.5% Service Male i Female *Insufficient survey data/refused Figure 10 illustrates the percentage of respondents within each occupational category by zone of residence. The figure shows that occupational experiences are generally spread across the survey zones. Although Zone 1 is the primary node in the Laborshed area, the figure illustrates the impact of the other zones on the extent of available labor. Within most of the occupational categories, the largest percentage of workers may often reside in outlying zones. Figure 10 Percentage within Occupational Categories Across the Zones 1 35.9% 37.5% 26.6% 37.8% 27.0% 35.2% ling 27.1% 35.3% 37.6% 34.9% 31.8% 33.3% 33.3% 16.7% 50.07o 20.5% 38.5% 41.0% eauais uoiacressrne ranee Insufficient surseydata/reNeed Greater Dubuque Laborshed Analysis 10 Released March 2017 WAGE REQUIREMENTS Respondents are surveyed on either an hourly or salaried basis; hourly wages are not converted to annual salaries. The breakdown of respondents who indicated a type of compensation is as follows: 52.0 percent state they are currently receiving an hourly wage, followed by 35.3 percent that receive an annual salary, 8.7 percent that are paid on alternative basis and 4.0 percent that are on commission. The current median wage of those who are employed is $16.50 per hour and the median salary is $60,000 per year. Figure 11 provides the current median wages and salaries by industry of the respondents in the Laborshed area. This wage information is an overview of all employed within the Laborshed area without regard to occupational categories or likeliness to change employment. If businesses are in need of wage rates within a defined Laborshed area, the survey data can be queried by various attributes to provide additional analysis of the available labor supply. The actual wage levels required by prospective workers will vary between individuals, occupational categories, industries and economic cycles. Figure 11 Median Wages& Salaries by Industry $25.00 $23.02 $20.25 $19.00 $19.50 $14.00 $14.71 $n.w 0 o $70,500 $71,000 $74,000 $71,500 $75,000 a $62500 $�000 $68,000 5,000 o `o $- $ ♦e c �0 00'1 Os 641 GoSO 0.5 Ole Figure 12 Median Wages&Salaries by Occupational Category Figure 12 illustrates current wage — i rates of those who are currently $16.50 $46,000 employed within each defined —AOL $16.00 $70,000 occupational category. g $19.00 $19.00 $63,000 so $9.65 0 $14.00 -meurrcianr suwa dar�,ameaa Wages by gender differ in the Greater Dubuque Laborshed area. The current median hourly wage of employed females in the Laborshed area is $15.00 per hour and the current median hourly wage of employed males is $19.00 per hour. This $4.00 per hour wage difference has females in the Greater Dubuque Laborshed area receiving an hourly wage that is 21.1 percent less than males. Females who are receiving an annual salary also are faced with gender wage disparity ($13,500 per year difference). Currently females are making a median annual salary of$56,500 per year while males are making a median salary of$70,000 a year. This results in a 19.3 percent difference in annual salaries. Greater Dubuque Laborshed Analysis 11 Released March 2017 EMPLOYMENT BENEFITS Figure 13 shows the current benefits of those employed full-time by percentage of respondents that receive the benefit. Slightly over four-fifths (80.9%) of the respondents in the Laborshed area state they are currently sharing the premium costs of health/medical insurance with their employer, 12.7 percent indicate their employer covers the entire cost of insurance premiums while 6.4 percent indicate their employer does not cover any health/medical insurance premium costs. Figure 13 Current Benefits of the Full-Time Employed Health/Medical Insurance 9 .1% Pension/Retirement/401 K 71.6% Dental Coverage 62.2% Vision Coverage 7.5% Paid Vacation 31.3 Life Insurance 25.1% Disability Insurance 18.2% Paid Sick Leave 13. % Prescription Drug Coverage 11.7 Paid Time Off 10.7 Paid Holidays 9.4% Flex Spending Accounts 4.9% Employee Discount 3.3% Tuition Assistance/Reimbursement 3.3% HealthClub/Fitness Memberships 2.0% Incentive Reward Programs 2.0% Child Care 1.0% Flextime 1.0% Stock Options 1.0% Uniform 1.0% 0% 20% 40% 60% 80% 100% Responses equating to lees than one percent are notreported. Health/medical insurance premium costs for those employed full-time are most frequently shared between the employer and the employee. However, coverage of insurance premiums does vary between industries. Figure 14 breaks down the reported coverage of health/medical premium costs by industry. Figure 14 Health/Medical Insurance Premium Coverage by Industry Agriculture Construction Education Entertainment&Recreation Finance 9.5%) Government i Healthcare&Soa a l Sems ces .9 7.9%) Manufacturing 11111iff=125% 6.2�) Personal Seances 37.5% 12.5%) Professional Seances 13.6% I 13.6% Transportation Wholesale&Retail Trade 15.6% 6.39�) *insuffidencsuNey deb/refaced Employee r Employer© Employer Co vers None/Other® Share the Cost the Entire Cost Arrargement Greater Dubuque Laborshed Analysis 12 Released March 2017 COMMUTING Overall, respondents are commuting an average of 11 miles one-way for employment opportunities. Those who live in Zone 1 are commuting an average of 6 miles one-way for work, while residents in Zone 2 are commuting an average of 13 miles and Zone 3 residents are commuting an average of 13 miles one-way for employment. Keep in mind that for those residing in Zones 2 and 3 commuting distances of less than 20 miles one-way may or may not get them into the node communities (Greater Dubuque: Dubuque/East Dubuque). Respondents were also asked how much time (in minutes) they spend commuting. Overall, employed respondents within the Laborshed area stated they are currently spending an average of 16 minutes commuting one-way to work. Those who live in Zone 1 spend an average of 12 minutes commuting, while residents in Zone 2 spend an average of 17 minutes and Zone 3 residents spend an average of 18 minutes commuting one-way for employment. Current Average Commute to Work(One-Way) by Zone of Residence (by Miles/Minutes) 00 as oa � 12 MIN 17 MIN 17 MIN ZONE 1 ZONE 2 ZONE 3 Greater Dubuque Laborshed Analysis 13 Released March 2017 EMPLOYED • CHANGE EMPLOYMENT Survey data for the Greater Dubuque Laborshed area shows that 23.7 percent of those who are currently employed indicated they are either "very likely" or "somewhat likely" to change employers or employment if presented with the right job opportunity. 23.7% Figure 15 details the primary reasons cited by those who changed jobs in the past year. "VERY LIKELY" OR "SOMEWHAT LIKELY" TO CHANGE Figure 15 EMPLOYMENT Primary Reasons for Changing Jobs Employer Layoff/Relocation 32.17. Temporary/Seasonal Employment 14.3% Better Wages [3.6% 10.7% Moved Out of Area10.7% Better Hours7.1 0 Working Conditions7.1 0 Better Benefits Career ChangeContinue/Further EducationFamily ReasonsGraduated from CollegePersonality Conflicts vsth Employer/Co-workersStarted Omm BusinessTransportation Issues 0.0% 10.0% 20.0% 30.0% Conversely, those that are currently employed that indicated they are unlikely to change employers or positions gave the following reasons for not considering a change in employment (Figure 16). Figure 16 Reasons Not to Change Employment Job Satisfaction Age Near Retirement SelfEmployed Good Working Relationship with Employer 10.3W Benefits 9.OW Wage W Flexibility of Work Hours 6. W Employment Location Close to Home 5.6 Seniority 4.4 Good Working Relationship with Coworkers 3.4% Job Security 3.4% Lack of Job Opportunities 1.9% Just Started New Job 1.6% Current Hours/Shifts 1.2% Family Reasons 1.2% 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% Responses equefing N lessthen one percent ore notreporteed. Figure 17, on the next page, breaks out by survey zones the estimated number of those who are currently employed but likely to change jobs for a different opportunity in Greater Dubuque. Respondents likely to change jobs for employment in Greater Dubuque by zone of residence are calculated using a logistic regression model weighted by multiple variables such as education level, gender, age, miles willing to travel and wages. This model provides an estimate for the total number of individuals "likely to change" by zone. The totals are based on the Total Adjusted Labor Force estimates found in Figure 1. Greater Dubuque Laborshed Analysis 14 Released March 2017 Figure 17 Employed - Likely to Change Employment OverallI Total Adjusted Labor Force by Zone to Change/Accept by Zone* Likely t o Change by Zone* Zone 1 42,772 26,197 23,502 Zone 2 33,295 16,974 14,916 Lone 3 236,20 17,559 15,868 %to' '(o Ial LkWo CdepgerACapt Employment,efe,encee(dose who would ka Pkeryto commute into Zone from their dome ZAP rode for an employment opportunity Nearly one-fifth (16.8%) of those who are employed and likely to change employment are working two or more jobs. This group may prefer to work full-time hours for one employer versus working for multiple employers to accomplish full-time employment. Those who are employed and likely to change employment are currently working an average of 42 hours per week. Nearly one-fifth (18.7%) would consider employment offers that require them to work more hours. Further analysis finds that 63.9 percent would prefer to work 35 or more hours per week, while 36.1 percent prefer to work less than 35 hours per week. Temporary and seasonal employment opportunities do not appeal to the majority of those who are currently employed and likely to change employment. However, seasonal employment appeals to 30.5 percent of respondents while and temporary employment would interest 25.2 percent. ENTREPRENEURSHIP Nearly one-third (32.4%) of the employed and likely to Figure 18 change employment expressed an interest in starting a Top Business-Types for Potential Start-Ups business. The types of businesses they are primarily interested in starting are detailed in Figure 18. • Retail 1 26.7%666666666• Healthcare/Social Services 1 20.0%•006006006 • Personal Services 1 20.00/60000000000 However, the majority find access to capital/start-up funds as the primary impediment of operating their own business venture followed by development of a business plan, finding a prime business location, time requirements, human resources/hiring procedures, insurance issues, marketing expertise and tax/regulatory laws. Figure 19 Age Range Distribution DEMOGRAPHICS The average age of those 6.5% 3,529 38.9% likely to change employment i is 46 years of age. Figure 19 10.3% 5,591 23.9% provides a breakdown by i 21.5% 11,671 26.8% age category of the 29.9% 16,232 24.1% employed respondents who 31.8% 17,263 20.3% are likely to change employment. These 100% 54,286 calculations are based on the total Estimated Number of Employed Likely to Change Employment for a position in Greater Dubuque (54,286) found in Figure 17. The gender breakdown of survey respondents likely to change employment is distributed 50.5 percent female and 49.5 percent male. Figure 20 shows the gender distribution Figure 20 among the employed Gender Distribution respondents that are likely to %of EmployedRespondents - %of EmployedRespondents - change as well as the percentage to Change by to Change within Each Gender of employed respondents within .le 49.5% 25.5% each gender that would consider Wale 50.5% 22.2% a new employment opportunity. Greater Dubuque Laborshed Analysis 15 Released March 2017 EDUCATION & TRAINING Nearly four-fifths (78.5%) of employed respondents likely to change employment have some level of education/training beyond high school. Figure 21 breaks down these respondents' education/training by degree level. The education level among those that are employed and unlikely to change employment is slightly lower (Figure 22); 75.5 percent have an education beyond high school. However, 41.5 percent have obtained an undergraduate degree or higher compared to 32.7 percent among those employed and likely to change employment. As with other segments of the Laborshed study, education levels vary by industrial and occupational categories, gender and age groups. Additional data can be provided for specific inquiries regarding education and training by contacting the Greater Dubuque Development Corporation. Figure 21 Figure 22 Education Level of Employed and Likely to Change Education Level of Employed and Unlikely to Change F"Wiiiiii' Postgraduate 7Dg,,, F D Degree, 11.2% Certification Not IF ertitication Not Postgraduate Obtained, 16.3% Degree, 16.6% tained,21.5% Trade Certified, 3.3% Vocational Training,2.4% Trade Certified, IF 56% Associate Undergraduat; 1% nde a' d no 0% Vocational Training,4.7% Figure 23 Educational Fields of Study •••••••••••••••••••• 21.4% 1 Business,Public Administration &Marketing ........••.••. 17,1% I Social Sciences ........ 17,1% I Vocat ional Trades ••••••• 10.0% I Education ... 10.07o I Math &Science .•....•• 5.7% I General St udies/Liberal Arts •••••••• 5.77o I Healthcare/Medical Studies ........ 4,47o I Agricultural Studies •••••••• 2.97o I Engineering &Architecture ••••••• 2.97o I Visual/Performing Arts& Design •••••• 1.47o I Business Administrative Support •••••• 1.47o I Computer Applications/Programming/Technology Figure 23 provides an overview of the educational fields of study for those who are employed and likely to change employment. (TJ Nearly half (47.6%) of the employed and likely to change employment are currently . / 47 receiving additional education/training or have plans to pursue additional O education/training. ARE RECEIVING Those respondents that intend to seek further education/training desire to EDUCATION/TRAINING OR HAVE PLANS TO participate in on-the-job training (33.3%), start/finish college degree (24.4%), PURSE FURTHER obtain continuing education units "CEU's" (22.2%), attend computer courses EDUCATION (6.7%), receive vocational training (6.7%), attain trade certification (4.4%) and obtain a high school diploma or equivalent (2.3%). Greater Dubuque Laborshed Analysis 16 Released March 2017 Nearly one-third (31.4%) are likely to seek additional training/education in their specified areas of study within the next year. Lack of time (41.0%), financing (38.5%) and lack of training facilities (10.3%) are the primary reported obstacles to obtaining their educational/training needs. OCCUPATIONS & EXPERIENCES Iowa Workforce Development recodes the respondents' actual occupations into one of the seven Occupational Employment Statistics (CES) categories. The occupational categories represent a variety of specific occupations held by the respondents (see DES Category Structure -Appendix D). Figure 24 shows the largest concentration of estimated available labor is employed within the professional, paraprofessional & technical occupational category. The agricultural occupational category represents the smallest sector of workers likely to change employment. The calculations for estimated available labor are based on the total Estimated Number of Employed Likely to Change Employment for a position in Greater Dubuque (54,286) found in Figure 17. Figure 24 Estimated Workforce by Occupational Category al 29.9% 1 6,232 22.7% IL25.87. 14,006 29.5% 18.67. 10,097 28.2% 13.47. 7,274 33.3% 5.1% 2,769 13.5% 5.1% 2,769 20.8% 21% 11111 140 100% 287 Totals me,vary due to roundir,methods Insutticiam"""'olld"I,sed Overall, the Greater Dubuque Laborshed area has a higher percentage of females who are employed and likely to change employment than males (50.5% and 49.5%, respectively). Figure 25 provides a comparison of those likely to change employment by gender per occupational category. The occupational categories encompass a wide variety of individual occupations in which workers in the Laborshed area are employed. In some cases, workers likely to change positions may be currently employed in jobs that do not make the most of their skills, work experiences, and/or education level. For a list of current or previous occupational titles and experiences in the Greater Dubuque Laborshed area, contact the Greater Dubuque Development Corporation. Figure 25 Occupational Categories by Gender * Aguculture 61.176Clerical/Administrative Support * Managedal/Administrative •'. .09 Production, Construction&Matedal Handling Male 12AYo Professional, Paraprofessional&Technical * Sales 76.9 Service *Insufj(dencsurvey dam/refused Female Greater Dubuque Laborshed Analysis 17 Released March 2017 Figure 26 illustrates the percentage of Figure 26 respondents in each occupational Occupational Categories Across the Zones category within each Laborshed zone. The figure shows that the occupational experiences are generally spread across the survey 33.3% 33.3% 33.4% zones, but the outlying zones have a substantial effect on a community's 12.0% 40.0% 48.0% in-commute, thus affecting many economic factors. For the most part, 27.6% 34.5% 37.9% employers looking to fill positions within these occupational categories 15.4% 30.8% 53.8% may want to expand their recruitment Equals 100%acre not he zones 'Insufficient newaydata/reNeed efforts to include communities surrounding Greater Dubuque. Figure 27 Figure 27 details the occupational Desired Occupational Categories Within the Zones categories residents would consider seeking employment by survey zone mricult 0.0% 13.0% 2.9% of residence. This information can provide businesses, community Wrical/Admin istrative support 20.0% 4.4% 17.67. developers and leaders a "snapshot" Mnagerial/Administrative 0.0% 4.4% 2.9% for future community growth. EFduction, Construction &Material Handling 20.0% 21.7% 26.5% Those who are employed within the OFrotessional,Para protessiona l&Technical 26.7% 34.8% 23.5% Greater Dubuque Laborshed area who Sales 13.3% 13.07. 6.07. are likely to change employment are Service 20.0% 8.7% 20.6% looking for a wide variety of Equals I00%within the m nes employment opportunities. However, the majority of those who reside in Zone 1 (Greater Dubuque: Dubuque/East Dubuque) are looking for positions within the professional, paraprofessional & technical occupational category (approximately 6,275 people). Those who reside in Zone 2 are also primarily looking for positions within the professional, paraprofessional & technical occupational category (approximately 5,191 people). Those that reside in Zone 3 are primarily looking for positions within the production, construction & material handling occupational category (approximately 4,205 people). Projections are based on zone totals obtained from Figure 17. WAGE REQUIREMENTS Figure 28 provides data concerning the employed respondents' current median wages and salaries by their likeliness to change employment. The actual wage levels required by prospective workers will vary between individuals, occupational categories, industries and economic cycles. Of those that indicated a type of compensation, nearly three-fourths (71.7%) are hourly wage earners. There is a disparity between the median hourly wages and median annual salaries of respondents likely to change employment and those content with their current position ($1.50/hr or$10,000/yr). Figure 28 Comparison of Current Wage Data Those Unlikely to Change Those Likely to Change All Employed ■Hourly Wage ■Annual Salary Greater Dubuque Laborshed Analysis 18 Released March 2017 Figure 29 reflects those who are currently employed and likely to change employment and the estimated wage range required to attract 66 percent to 75 percent of the hourly wage applicants by occupational category. The wage threshold of all employed residents who are "very likely" or "somewhat likely" to change employment is estimated to be $15.76 to $17.00 per hour regardless of occupation. Salaried employees likely to change employment have a threshold of$50,000 to$59,000 per year. Figure 29 Wage Threshold by Occupational Category Wage Threshold HourlyWage ethnical $ 17.72 - $20.25 $ 10.96 - $ 11.50 $ 15.48 - $ 17.00 $ 13.56 - $ 15.50 $ 17.04 - $ 19.75 -meurrcianr surd,daredafused Figure 30 Lowest Wages Considered by Gender so 0 M Another comparison to consider is the employed respondents' lowest wages considered based on gender. Figure 30 provides the 0 lowest wages considered between the genders. In many Laborshed areas, there is a discrepancy between the • • • lowest wages considered by males and females. This holds true in the Greater Dubuque Laborshed area when looking at hourly wage Adr rates of those who are likely to change employment without regard to specific industry or occupation. The lowest median hourly wage that females would consider is 6.7 percent less than that of males. Likewise, the median salary females would consider is 10.0 percent less than that of males. Some of the disparity may be explained by the differences in the occupational and industrial categories of the respondents. Lowest Median Lowest Median Hourly Wage Annual Salary EMPLOYMENT BENEFITS The Laborshed survey provides the respondents an opportunity to identify employment benefits that would influence their decision to change employment. Desired benefits are shown in Figure 31, on the next page. For some respondents, benefits offered in lieu of higher wages can be the driving force to change employment. Some respondents assume that particular benefits, such as health/medical insurance, would be incorporated into most standard employment packages; therefore, they may not have selected health/medical as an influential benefit option. When contemplating a change in employment, nearly one-third (31.6%) of those surveyed would prefer to look for offers where the employer covers all the premium costs of health/medical insurance while the majority (63.3%) would be willing to share the cost of the premium for health/medical insurance with their employer. Three-fourths (75.0%) of those who are employed and likely to change employment state they are currently sharing the premium costs of health/medical insurance with their employer. Greater Dubuque Laborshed Analysis 19 Released March 2017 Figure 31 Benefits Desired by Respondents Health/Medical Insurance 88.87. Pension/Retirement/401 K 59.27. Denial Coverage 141.87. Paid Vacation 38.8% Vision Coverage 33.7% Prescription Drug Coverage 7.3% Paid Sick Leave 1 .3% Life Insurance 14 % Disability Insurance 13. % Paid Holidays 7.1% Paid Time Ott 7.1% Tuition Assistance/Reimbursement 3.1% Flextime 2.0% Incentive Reward Programs 2.0% 0% 20% 40% 60% 80% 100% FLEXIBILITY & ADAPTABILITY IN THE WORKPLACE Laborshed area residents are very receptive to various work environments. Most respondents (79.2%) would prefer to work in team environments—groups of individuals coming together to accomplish a common goal; 75.5 percent are willing to work in an environment that offers cross-training opportunities—training to do more than one job; and over two-fifths (43.9%) would consider job sharing work arrangements—involving two or more individuals splitting one full-time job. As such arrangements become more common in the workplace; more and more employees are expressing greater interest. Employment opportunities that require a variety of work schedules (combinations of 2"d 3'd or split shifts) would pique the interest of 31.4 percent of the employed that are likely to change employment. 79 31 .47o 2?o ��. UM ...... Oy 40t JOB TEAMS CROSSTRAINING • JOB SEARCH Among the employed and likely to change employment 24.0 percent stated that they are actively seeking new employment. In addition, 66.7 percent of those are seeking full-time employment followed by 19.0 percent who are seeking part-time employment. Employers who have a clear understanding of the job search resources used by workers will improve their ability to maximize their effectiveness and efficiency in attracting qualified applicants. There are numerous sources by which employers communicate job openings and new hiring. Therefore, it is important to understand what sources potential workers rely on when looking for jobs in the Greater Dubuque Laborshed area. The most frequently identified job search resources in Zones 1 & 2 are identified in Figure 32, on the next page. The internet is the most popular source for employment search in the Greater Dubuque Laborshed area. The most commonly used site to look for employment opportunities within Greater Dubuque (Zone 1) and the surrounding communities (Zone 2) is www.accessdubugue.com. The most popular newspaper source used is the Telegraph Herald - Dubuque. Businesses wanting more detailed advertising sources may contact the Greater Dubuque Development Corporation. Greater Dubuque Laborshed Analysis 20 Released March 2017 Figure 32 1 78.6% 80% Job Search Resources Used www.accessdubugue.com Telegraph Herald- Dubuque 60% COMMUTING Commuting data collected by the Laborshed survey assists developers and employers in understanding how employed 407o residents likely to change employment can/could commute within or out of the area. Overall, the employed and likely to change employment would commute an average of 24 miles one-way for employment opportunities. Those who h live in Zone 1 are willing to commute an average of 17 m miles one-way, while residents in Zone 2 are willing to o commute an average of 28 miles one-way. Zone 3 residents 20% are willing to commute an average of 24 miles one-way for s Y o the right employment opportunity. To provide a comparison, those employed and likely to change z employment are currently commuting 12 miles one-way o and those currently employed but unlikely to change employment, commute an average of 11 miles one-way to work. 0% Job search sources used by respondents in Zone 1 and Zone 2 only, Respondents were also asked how much time (in minutes) they would be willing to spend commuting. Overall, the employed and likely to change employment would be willing to commute an average of 34 minutes one-way to work. Those who live in Zone 1 would be willing to spend an average of 27 minutes commuting, while residents in Zone 2 would be willing to spend an average of 35 minutes and Zone 3 residents would be willing to spend an average of 36 minutes commuting one-way for employment. To provide a comparison, those employed and likely to change employment are currently spending 17 minutes commuting one-way and those currently employed but unlikely to change employment,are commuting an average of 16 minutes one-way to work. Where individuals live within the Laborshed will influence their desire to commute to the node community. The node community may be the largest economic center for many of the smaller communities in the area. Individuals from the surrounding communities seeking job opportunities and competitive wages/benefits may be resigned to the fact that they will have to commute some distance to a new employer. In these cases, the willingness of the Zone 2 and 3 respondents to commute a substantial distance increases the likelihood that they may be interested in commuting (or interested in continuing to commute) to the node community. However, the willingness of Zone 1 residents to commute represents a potential out commute from the node community. This point illustrates the influence of surrounding labor on the individual Laborsheds - potentially drawing workers out of the node (see Labor Market Areas in Region map, page 33). Employed and Likely to Change Employment Average Miles/Minutes Willing to Commute One-Way by Zone of Residence 00 / MIN © • 35 MIN ©O V 36 MI ,N, AL A ZONE ] ZONE2 ZONE3 Greater Dubuque Laborshed Analysis 21 Released March 2017 CO The out commute of a community represents the percentage of residents living in the node communities (Greater Dubuque: Dubuque/East Dubuque), but working for employers located in other communities.The out commute for Greater Dubuque is estimated at 8.9 percent — approximately 3,008 people living in Greater Dubuque who work in other communities. Most of those residents who work outside of Greater Dubuque are commuting to Peosta (IA), Epworth (IA) or Galena (IL) (Figure 33). Of those who are commuting to other communities for employment opportunities, 9.1 percent are likely to change employment (approximately 274 ��l people) if presented with the right employment offer. The calculations for estimated available labor are based on population zone totals obtained from Figure 1. • • •� ail `.:II• As a group, they are primarily employed within the professional, paraprofessional & technical (54.5%) or production, construction & material handling (18.2%) occupational categories. They are primarily working within the education (36.4%); manufacturing (18.2%); and retail trade (18.2%) industries. For those who out commute, 72.7 percent have education/technical training beyond high school: 9.1 percent have an associate degree, 36.4 percent have an undergraduate degree and 18.2 percent have a postgraduate/ professional degree. Primary areas of emphasis include: education (42.8%); science/mathematics (28.6%); business administrative support (14.3%); and medical studies (14.3%). Two-thirds (63.6%) of those who are commuting out of Greater Dubuque for employment are salaried employees whose current median income is $55,000 Figure 33 per year. Hourly wage Out Commuters by Place of Employment employees (36.4%) have a „ median wage of $17.50 Legend uEE Area per hour. Mississippi River Shown Out commuters are Interstates currently commuting an 4 Lane Highways average of 18 miles one- U.S.Highways ,6 - way to work and are State Highways 61 willing to commute 21 Illinois county miles one-way fora "new Iowa County P1. opportunity". Nearly two- 0 Wisconsin County ew 62 thirds (63.6%) of out commuters are male. The Dubuque East _ _ Dubuque average age of out commuters is 53; Y6 however, over half 751 (54.5%) are between the ages of 55 and 64. In 61 6z addition, over one-fourth (27.3%) are between the ages of 45 and 54. 30 Out Commute Concentration by Place of Employment(per ZIP Code) 0.1%-10.0% sµE - 10.1%-20.0% 10 Mile Interval Between Rings -20.1%-40.0% Greater Dubuque Laborshed Analysis 22 Released March 2017 UNDEREMPLOYED While there is no one widely accepted definition of underemployment, for the purpose of this Laborshed study, underemployment is defined in the following three ways: 1. Inadequate hours worked - individuals working less than 35 hours per week and desiring more hours. 2. Mismatch of skills - workers are denoted as "mismatched" if their completed years of education are above the number needed for their current occupational group, they have significant technical skills beyond those currently being utilized or if they have held previous jobs with a higher wage or salary. 3. Low income - individuals working 35 or more hours per week but at wages insufficient enough to keep them above the poverty level. Each of these categories of underemployment can be very difficult to estimate; however, elements of each of these categories exist in this Laborshed area. It is important to note that underemployment applies only to respondents that indicated they were employed and likely to change employment. Respondents are not considered underemployed if they are unlikely to accept new employment opportunities that could improve their situation. UNDEREMPLOYED DUE TO INADEQUATE HOURS WORKED In order to assess the impact of underemployment by inadequate hours worked in the Laborshed area, we refer to the survey responses of those that are employed and likely to change employment working 34 hours or less per week and desiring more hours. The survey data shows that underemployment due to inadequate hours is estimated to be 2.0 percent within the Laborshed area (Figure 34). Figure 34 Underemployed - Inadequate Hours Worked Percent Underemployed Estimated Underemployed Low Hours Desiring More Hours � 1,086 The calculation for estimated underemployed desiring more hours is based on the total Estimated Number of Employed Likely to Change Employment for a position in Greater Dubuque (54,286) found in Figure 17. UNDEREMPLOYED DUE TO MISMATCH OF SKILLS Underemployment may also be calculated by examining individuals that are employed in positions that do not maximize their previous experience, skills and education or that do not adequately compensate them based on their qualifications. Iowa Workforce Development's Laborshed survey of the area attempts to provide the best estimate of this "mismatch" of skills by asking respondents if they believe that they are underemployed and if so, why. Respondents first answer the question, "Are you qualified for a better job?" Individuals answering "yes" are then asked to classify why. Explanations may relate to a previously held job that required more skill and education, acquired job training and education at their current job, current job requirements are below their level of training and education and/or received greater pay at a previous job. Respondents select all descriptors that apply to their situation. The choices provided on the survey are not an exhaustive list of explanations of why the respondent is overqualified, but a collection of the most likely responses based on prior surveys and research. The respondents' results are then applied to the entire Laborshed area to analyze why underemployment by mismatch of skills exists. Iowa Workforce Development (IWD) then conducts a second method of validating whether or not underemployment by mismatch of skills actually exists. Each time a respondent lists a reason for why he or she is qualified for a better job, other survey questions are analyzed to estimate whether the person is truly underemployed or simply overstating their skills and education or underestimating the requirements of the labor market. For example, if a respondent states that they are underemployed because they previously held a job that required more skill and education, IWD evaluates the person's occupation, skills unused at their current position, age, employment type, education, years in current position and the type of job they would consider to see if they are consistent with the person's underemployment. Greater Dubuque Laborshed Analysis 23 Released March 2017 Figure 35 shows that 3.2 percent are underemployed due to mismatch of skills. If a respondent is determined to be underemployed due to mismatch of skills for more than one of the four reasons, that individual is only counted once for the Percent Underemployed and for the Estimated Underemployed figures.The calculation for Estimated Underemployed is based on the total Estimated Number of Employed Likely to Change Employment for a position in Greater Dubuque (54,286) found in Figure 17. Figure 35 Underemployed - Mismatch of Skills Percent Underemployed Estimated Underemployed Mismatch ot Skills Desiring BetterSkills Match 3.2% 1,737 UNDEREMPLOYED DUE TO Low INCOME A total of 2.5 percent of respondents answering the household income question fall below the 2017 federal poverty thresholds based on their household income and number of members living in the household (i.e., based on a family of four, the annual household income guideline is $24,600). However, only 0.2 percent of respondents are considered underemployed due to low income within the Laborshed area. To be considered underemployed due to low income, in addition to their household income falling below the poverty level, the respondent must be employed, likely to change employment and be working 35 or more hours per week. Figure 36 provides an estimate of the number of people in the Laborshed area who meet this criteria. The calculation for estimated underemployment due to low income is based on the total Estimated Number of Employed Likely to Change Employment for a position in Greater Dubuque (54,286) found in Figure 17. Those who are underemployed working less than 35 hours per week, who would like more hours, are captured within the inadequate hours estimates (Figure 34). Figure 36 Underemployed - Low Income Percent Underemployed Estimated Underemployed Losv Income Desiring Higher • - 109 TOTAL ESTIMATED UNDEREMPLOYED All three measures of underemployment result in an estimated total underemployment rate of 4.3 percent in the Laborshed area (Figure 37). It is important to emphasize that these underemployment percentages are only estimates; however, IWD has filtered the data to eliminate double counting of respondents within and between the three categories. For example, a person underemployed due to inadequate hours and mismatch of skills is only counted once. Figure 37 Underemployed - Estimated Total M - - • - - - - 4.3% 2,334 2.02or 0 0 ($— @ • SKILLMISMATCH LOWINCOME •TAIL Greater Dubuque Laborshed Analysis 24 Released March 2017 Over three-fifths (61.5%) of those who are considered to be underemployed in the Greater Dubuque Laborshed area are male.Those who are underemployed have an average age of 49 years old. Slightly over four-fifths (80.8%) of the respondents who are underemployed have an education beyond high school. Q Q(TJ Additionally, the majority of the underemployed are currently employed within the 80.V /O professional, paraprofessional & technical; clerical; or production, construction & HAVE AN material handling occupational categories and are primarily seeking EDUCATION BEYOND employment opportunities within the professional, paraprofessional & technical; HIGHSCHOOL production, construction & material handling; clerical; or service occupational categories. Zone 1 contains 23.1 percent of those who are underemployed, Zone 2 contains 30.8 percent and Zone 3 contains 46.1 percent in the Greater Dubuque Laborshed area. Overall, the underemployed are willing to commute an average of 27 miles one-way for the right employment opportunity. 23. 1 o 30.8 o 46.1 0 R Nftftm000lor The wage threshold needed to attract 66 percent to Figure 38 75 percent of the underemployed is $14.22 to Job Search Resources Used $14.88 per hour with a lowest median considered 80% wage of$12.00 per hour. Figure 38 details the preferred job search resources that underemployed respondents in Zone 1 and Zone 2 reported using when looking for employment opportunities. 60% 72.I /o www.accessdubugue.com 40% P 20% C y Telegraph Herald- Dubuque • I • 0% Job s,o,ch mwres cared bY,P-sPondenm m Zone 1 ondZone 2 onip Greater Dubuque Laborshed Analysis 25 Released March 2017 NOT • The Bureau of Labor Statistics (BLS) defines unemployed persons as individuals who are currently not employed but are actively seeking employment. Using only this definition overlooks sources of potential labor, specifically homemakers and retirees who, though currently not employed, would consider entering or re-entering the workforce if the right opportunity arose. Iowa Workforce Development (IWD) uses an alternative definition of "not employed" for its Laborshed studies which includes the unemployed, homemakers and retirees as subsets of the category. The survey asks respondents to identify whether they are unemployed, a homemaker or retired. It is useful to look at the specific characteristics of each of these subsets of"not employed" persons. The inclusion of these subset groups into the analysis provides a more accurate assessment of the estimated labor force in the Laborshed area. Of the respondents surveyed, 24.7 percent reported that they are "not employed". By questioning these respondents about their likeliness to re-enter or accept a job offer, the surveyUACCEPTEMPLOYM identified 41.5 percent who would be "very likely" or "somewhat likely" to accept employment. In addition, respondents likely to accept employment in GreaterLY Dubuque are calculated using a logistic regression model weighted by variables suchY as education level, gender, age, miles willing to travel and wages. This modelprovides an estimated total of 6,444 "not employed" individuals who are "likely to accept' employment in Greater Dubuque. Aggregated totals for the "not employed" may be achieved by combining the data from Figure 39, 43 and 44. Each of the "not employed" subsets has their own unique characteristics that define their contribution to the Laborshed area. Recognizing and understanding these factors will aid in efforts to target and tap into this often unrecognized and underutilized labor resource. The following sections provide a profile of the unemployed, homemakers and retired respondents. UNEMPLOYED AND LIKELY To ACCEPT • • Of those who responded as being unemployed, 72.7 percent are "very likely" or "somewhat likely" to accept employment if the right opportunity arose. Figure 39 shows that the unemployed who are likely to accept employment in Greater Dubuque reside across all three zones of the Laborshed area. Respondents likely to accept employment by zone are calculated using a logistic regression model weighted by multiple variables such as education level, gender, age, miles willing to travel and wages. This model provides an estimate for the total number of individuals "likely to accept' by zone. The totals are based on the Total Adjusted Labor Force estimates found in Figure 1 (approximately 2,063 unemployed persons). Figure 39 Unemployed - Likely to Accept Employment Total Adjusted Labor Ovetall Fstimated Total Likely Fstimated Number of Unemploy Force by Zone to Change/Accept by Zone* Likely to Accept by _ 42,772 26,197 945 _ 33,295 16,974 655 236,20 17,559 463 IRMW 60,730 'To tel Like p by CkankerAcapt Employment reference e Mose who wound be likely to commute into Zone I from Meir home ZAP rode for en employment opportunity The current method used by the Bureau of Labor Statistics to determine the unemployment rate excludes discouraged workers. These are individuals who have stopped actively seeking employment due to the perception that there are no jobs available or that they do not qualify for those that are available. The Laborshed unemployed percent includes anyone who stated they were unemployed and then incorporates all counties within the Laborshed area, whereas the unemployment rate only takes into consideration individual counties. DEMOGRAPHICS The average age of this group is 40 years old. The unemployed respondents are distributed amongst all of the age range groups, 18 to 24 (12.5%), 25 to 34 (25.0%), 35 to 44 (21.9%), 45 to 54 (28.1%) and 55 to 64 (12.5%). The gender breakdown of those unemployed is 56.3 percent male and 43.7 percent female. 43.797. 1 56.397. Greater Dubuque Laborshed Analysis 26 Released March 2017 EDUCATION & TRAINING Nearly two-thirds (65.6%) of respondents that identified themselves as unemployed and likely to accept employment in the Greater Dubuque Laborshed area have some post high school education. Of those, 3.1 percent are trade certified, 3.1 percent have vocational training, 12.5 percent have an associate degree, 21.9 percent have an undergraduate degree and 3.1 percent have a postgraduate/professional degree. Nearly one-fifth (17.6%) of those who are unemployed and likely to accept employment are currently receiving additional training/education or feel they need additional training/education in order to make a successful transition back into the workforce. Health/disability reasons and childcare issues are the primary reported obstacles to obtaining their educational/training needs. WORK EXPERIENCE & ENVIRONMENT Half(50.0%) of respondents that are unemployed and likely to accept employment reported that they became unemployed within the last year. The majority (50.0%) held full-time positions, 35.8 percent held part-time positions in their previous employment, 7.1 percent were seasonally/temporarily employed and 7.1 percent �O.O� were self-employed.These individuals have diverse work experiences; the majority O held positions within the production, construction & material handling (28.6%); ECAME service (25.0%); sales (17.9%); clerical (14.3%); professional, paraprofessional & aMPLOY UNEMPLOYED technical (10.7%); or agricultural (3.5%) occupational categories. WITHIN THE LAST A variety of explanations were given as to why the respondents are unemployed at YEAR this time.The most frequently mentioned responses are shown in Figure 40. Figure 40 Reasons for Being Unemployed -ies 26.7% �ff,Downsizing,RelocafloWr Closing 26.77o 20.0% 6.7% 6.7% a66.77oi .7% Over two-fifths (41.2%) of the respondents who are unemployed and likely to accept employment are seeking/ have sought services to gain employment. Of those, half (50.0%) are utilizing the local Iowa WORKS Centers to assist in seeking job offers and half (50.0%) are using private employment services. This group primarily plans on seeking positions within the clerical; production, construction & material handling; professional, paraprofessional & technical; and service occupational categories. These respondents can accommodate a variety of work environments. The majority (92.3%) would prefer employment opportunities that provide job team work environments; 74.2 percent of the respondents expressed an interest in cross-training; and 55.6 percent would be interested in job sharing positions-two people sharing one full-time position. Nearly half (45.2%) of the unemployed expressed an interest in working a variety of work schedules (combinations of 2nd 3`d or split shifts). Seasonal employment opportunities would interest 70.0 percent of those who are unemployed and likely to accept employment, while temporary employment would be a consideration for 58.6 percent of those looking to re-enter the workforce. Nearly one-fifth (19.4%) of those who are unemployed likely to accept employment would consider starting their own business. Access to start-up funds the development of a business plan are the primary obstacles preventing them from pursuing their entrepreneurial venture. Keep in mind that not all of those who stated they had an interest will actually pursue an entrepreneurial venture. What this does show, however, is that a certain level of entrepreneurial ambition is present in the area. Greater Dubuque Laborshed Analysis 27 Released March 2017 WAGES & BENEFITS Wage levels, hours available and employee benefits are important factors for unemployed individuals. The estimated wage threshold for the unemployed and likely to accept employment is $12.00 to $15.00 per hour. This threshold illustrates the wage required to attract 66 to 75 percent of applicants.The lowest median hourly wage that respondents that are unemployed Figure 41 and likely to accept Desired Benefits of the Unemployed employment are willing Health/Medical Insurance 955% to accept is $10.00 per Dental coverage 59.1% hour. At their prior employment, they vision coverage 54. % received a median Pension/Retirement/401K 045.5% hourly wage of $11.75 Paid vacation 31.a per hour. In addition to Prescription Drug coverage 31.8 salary/wages and hours, some of the Disability insurance 13.2% unemployed and likely Paid Sick Leave 13. % to accept employment Paid Holidays 9.1% could be influenced by Life insurance 4.5% certain benefits. Those benefits most Paid Time Off 4.5% frequently mentioned Wellness Programs 4.5% are identified in Figure 0% 20% 40% w% 80% 100% 41. Figure 42 JOB SEARCH Job Search Resources Used Among the unemployed and likely to accept employment 67.7 80% percent stated that they are actively seeking new employment. In addition, 45.0 percent of those are seeking full-time employment followed by 20.0 percent who are seeking part-time employment. The most frequently identified job search resources used by the unemployed and likely to accept employment are identified in Figure 42. 60% COMMUTING The average number of miles that the unemployed and likely to accept employment are willing to travel one-way to work is 18 miles. They are also willing to spend 31 minutes traveling one-way. Zone 1 respondents are willing to commute an average of 15 miles one-way to work, Zone 2 respondents are willing to commute an average of 17 miles one-way to work and Zone 3 respondents are willing to 40D as commute an average of 20 miles one-way to work. Since some Zone 1 residents are willing to commute great distances, once employed, a, M they could become part of the out commuting of the node m o 2 ° community. a o o a 0 0 E U o` b2 e 20% 1 T Q Unemployed and Likely to Accept Employment a> o LL Average Miles Willing to Commute One-Way by Zone of Residence Y 0 00 00 00 o U �a a z m � �0% 0 1L AL L\ ZONE ] ZONE2 ZONE3 Greater Dubuque Laborshed Analysis 28 Released March 2017 HOMEMAKERS • ACCEPT EMPLOYMENT Of those who responded as homemakers, 32.6 percent are "very or somewhat likely" to accept employment if presented with the right opportunity. Among these, 40.0 percent stated that they are actively seeking new employment. Figure 43 shows that the Greater Dubuque Laborshed area is estimated to contain 2,152 individuals who are homemakers that are likely to accept employment in Greater Dubuque. This group may represent a quality source of potential available labor in the Laborshed area for certain industries/businesses looking to fill non-traditional work arrangements. Figure 43 Homemakers- Likely to Accept Employment OverallTotal Adjusted Labor Force by Zone to Change/Accept by Zone* Likely to Accept by Zone* Wne 1 42,772 26,197 920 rZone2 33,295 16,974 801 236,209 17,559 431 312,276 60,730 2,152 4o teILikely to CkangerACapt Employment references Mose who would ka Mourns commute into Zone I from Meir home ZW`rode for an employment opportunity Respondents likely to accept employment by zone are calculated using a regression model weighted by multiple variables such as education level, gender, age, miles willing to travel and wages. This model provides an estimate for the total number of individuals "likely to change" by zone. The totals are based on the Total Adjusted Labor Force estimates found in Figure 1. For more information regarding homemakers, please contact the Greater Dubuque Development Corporation. RETIRED AND LIKELY To ACCEPT EMPLOYMENT Retired individuals (18-64 years of age) represent an underutilized and knowledgeable pool of workers in some Laborshed areas. In the Greater Dubuque Laborshed area, 24.6 percent of respondents identified themselves as retired likely to accept employment. Among these, 7.1 percent stated that they are actively seeking new employment. Figure 44 illustrates those who are retired and likely to re-enter the workforce in Greater Dubuque, reside throughout the survey zones (approximately 2,229). Figure 44 Retired (18-64)- Likely to Accept Employment • Wne 1 42,772 26,197 830 'Zone2 33,295 16,974 602 236,209 17,559 797 312,276 60,730 2,229 4otal Likeryto Chapge/Accept Employment references Mose who would ka likeryto commute into Zone I from Meir home ZW`rode for an employment opportunity Respondents likely to accept employment by zone are calculated using a regression model weighted by multiple variables such as education level, gender, age, miles willing to travel and wages. This model provides an estimate for the total number of individuals "likely to change" by zone. The totals are based on the Total Adjusted Labor Force estimates found in Figure 1. For more information regarding retirees, please contact the Greater Dubuque Development Corporation. Greater Dubuque Laborshed Analysis 29 Released March 2017 Greater Dubuque Laborshed Analysis 30 Released March 2017 LABORSHED AND COMMUTING . Greater Dubuque Laborshed Analysis 31 Released March 2017 COMMUTER CONCENTRATION z PIMA - M W ltr�,70 — Commuter Concentration1Legend Mississippi River by of •ence (per ZIP Code) Interstates 1 - 137 4 Lane Highways 138-513 — State Highways IN OR t 029 b-corah 1,030-4,643 Illinois County 02% Iowa County 41644-10,756 •'. Minnesota 1 � _ Wisconsin County • Win''. , " ' 3 i� . llw . -1 - �\ � ` ■ r • r- II •_ lal.■',I— ••- •o• • • 1 " X11 ,� �.•-.ra.,. ��• : •r arm WES iIL+�1*�1.44r -�� • . ��•' 1__--_ .�•'• - e• D o o - ���i'�1 �.11'.=, �� — ;_ _ • RIZ •• '' 90,g • •U', l •.' 380 1,•A` • •". P •.�_ V�\ r • ,+' .• F. •• '�-.�, - _� • •it :•' �� • /`^' - ®�_� � • •1',� a-�� �- l ���— MO"BM • tiT7�i = • IIIA .. — '. .•... o■luc �x!� R 10010 TMMINI-N-1-1 10 .■� , * Nis—W LABOR MARKET AREAS 1 : 0Legend : 1 Dubuque Laborshed Area Metropolitan Labor Market Area(50-Mile Radius) Micropolitan Labor MarketArea(40-Mile Radius) . . •• Prairie Highland Interstates _ '� u Chien Mount opeFen:: or =ontfortCobb Dodgeville Highways4 Lane Patch Grr ove Bagley StitzerLivingstonLindenJ Highways arnavillo Bloomington Lancaster Rewey M' rral Point. Elkader Glen Haven Highways ,�� o r'• State t Beetown � Garber Cassville — Illinois CountyGuttenberg StrawbeBelmont• rr _ y Potosi PI teville arlington • - • Point Edgewood North Buena Vista _ ColesburgHoly CrossSherrillD' keyv e Cuba City Dundee Wisconsin • Greeley New Vienna BentonShullsburg Gratiot�� Duran o Hazel Green 11 EarlvilleDyer ville D o • - Warren Manchester ,.. :, — Epworth Scales MoundEpworthRi 0 0 -• Delhi Fa s alena .o o - ` - Worthington tock Ryan Ryan Hopkinton Motte h ascade B rdZwi gle Cog I� •�• %no r 380 Belllevu Ce ral City nticello Album ttrOnslow Andrew Savanna Center J ctonMonmouthSpraguevilleMilesSabula BENTON 218) Mosa BaldwinMagtketa ao Wyoming Preston 'r Oxford Junction Olin Lost Nation ar Charlotte -o o U Bryant L • MAIM Grand Mou oose Lake Clinton ■ o Maw eACGM w Wheatland e Witt 1 .� • Calamus Camanche � Lon Grove Donahue Princeton EI idge ����■y�" $� Dav por{Le Claire M;����� o .] Davenport Mr��i7fia► !1w �■�� • Bettendorf a1[iny� AIG. DavenportEast Moline ;MEN MEMO■Li■����� 280 Moline ■X■M■■■■� �■■� MUSCATIN Rock Island aEMMMMMEP ��Jill p ,O �� ialta■■l .�, - --I 74 ��■���� A 7.�s SURVEY ZONES Y ZIP CODE Legend TON Survey Zones .. - Code) Interstates — 7 --ME Zone 1 (200 Surveys) 4 Lane Highways • 00 U.S. Highways State Highways KEE I • 00 Illinois CountyMinnesota Count / Iowa County isconsin Count , ' 9L,=.w � lu _ Plattevi siI SherrillD keyv eCuba City Bento[l:,10—alma 11 p°• � � Hazel Gree � _._... .. r eos alena 380 ��• � WINNEBAGO ascade Bernardzwi gle ., Bellevue �` \ .� , - ��.• •��, •1,moi, -:• :• �� - BENTON 21 �� . . ;_ ��.,.. ,L moi•.- � OWN �� 11Ziw.- �� r1[in ;� � -■■■as■��i: I 1 • u l�/ 7ENRON i mil■!lam?RR [KENNON i4��1■l 7■lull■■L'�';"�� � �l■■lllllti-���■� sell n y. 1 Mile Interval Between Rin S _ _ COMMUTER RANGE 1LegendRange of Dubuque Mississippi RiverN , Interstates 1 1 4 Lane Highways 10-24 Miles- 17.5% State Highways Illinois County Greater than 50 Miles- 1.7% Iowa County I Me N.1: Minnesota Comity Wisconsin County Rew r . er ergCa Plattev_We42eo` 1 �! ►l � -.. .- X1:1■—�`�",,.,,.;�:. ��. Potosi Colesburg uU 1 .� •, �r ■ • ;i. ley Holy CrossShe uba CitySh New Vienna Izel Gree ''��" •• �• �jr�.'`�; "� _;��_ � Earlville'D ersvilleDura B the o o - �j�■ Epwo �.� 1• J • ton / 0 1 •:Jy,�I •'. •.ip�i. 380 •f "'� arriiilll 1■■� 1L- Mi_ L Mo ,� � t•��• ernardZ seem Mill �� ems.<1:- ,�� ��• # • ��i 7t��/ LROCK ISLAND 0- MIRCER 74 1� ` masa..■..�si.�;;;;:;�}■� .`, ....� * —W _�1� COMMUTER CONCENTRATION LegendCommuter Concentration Mississippi River 1 LAMAKEE by Place of Residence (per ZIP Code 4 Lane Highways 6- 12 . . State . .. 24-44 Illinois County Iowa County 1 :. isconsin County 22 DyersvillER Dubuq.e� - 22 Epwo G �� \+rr�rrrra��i '— 23 l� 34 Bernard Monticello � '° 42 I 380 1 20 ON SOONTiv WESHIEK r �i7�r•�► a1[inyr. 80 a■■■�■■■■ rr�r.■� ilii■1t!■■'='��� Interval Between Rings o JI� ���� z8o1J ����■ COMMUTER CONCENTRATION Legend Commuter Concentration Mississippi River by Place of Residence (per ZIP Code) Interstates 1 - 137 4 Lane U.S. Highways �.� t . .. State Highwaysj 993-4,557 Illinois County .: ahIowa County 4,558- 1 • Minnesota County IWisconsin CountyWIN ON i � 111 � �� ��,�,��., : . ��.►�J'�j ���� � •• ��.� • � �� latteville �+ � �' n•o ..r "'7R1��. ,moi•'•.:T I• .- . � -.; � ..��• ��� �� ' _� uba City � � ��t ���;�� ���.`� zel INS _ ��•�I�r� ,�� -,y, aGreen� �,� ..����h� � ��� 311 90A • � 992 • :.• �� •, �• •j � 380 1� �� RR 104 ROCK ISLAND S OF MERCER �' �? � 80 . Z• i •• e �•��� ��iiG.�GIAI� __ IRIII� _ 1 rye� - ' �L'/ �� �iii1►71FL'v'," � ,r.�0 ^�. �� � 280 f�*i�=•I �����.��T,:«� •a. ■aaa� ■aaa� - I COMMUTER CONCENTRATION MEMO� IFLegend , VERNON Commuter Concentration Mississippi River by Place of Residence (per ZIP Code) 4 Lane Highways 3-4 U.S. Highways State 1 Highways Illinois County � Iowa County Minnesota County isconsin Count �.. 'M�� ly Cro . . ., - 1 �•� 10 \ J r \ 1 buq D ersvi ` d 4 y - ��! qu Du qu •1 1 � i3 rte' 380 • IMMIS ■■■ ■■■■ ■��in �ii■��ii��Ei■i�i� J !■■■■■■■■tip/�*��i I I .I •I I COMMUTER CONCENTRATION FILLMO Legend Commuter Concentration Mississippi River by • -nce (per ZIP Code) Interstates • Highways4 Lane R Highways � — • r State Highways 1 , Illinois County • . County _��� ,,,•r Minnesota . GRANT Wisconsin County i Guttenb •-n:�, •�. •- • � North Colesburg 20 Holy Cro 11 w Vien26na Du �q � ® .. D - 3- 44 Early ��I' ' an47 71 Q•1� EpWO _ i • . 49 STEPHENSOA orthington 67 22 �� • ., .. 51 opkinton � � 29 ade Monticello 26 380 $ MONSOON VA SOON Elm ENE ENE ONEMONE '�� �-- iRtt1■t•�� tr ■ SOMEONE SOMEONE COMMUTER CONCENTRATION - • - • , Commuter • • HighwaysMississippi River by Place of Residence (per ZIP Code) State Highways 40-86 Illinois Coun • 1 ° or 94 Minnesota •Wisconsin County 90 I � Platteville• _ r2� ii _, She Cuba Ci tyi'* Dubin 18 �. I � 307 1 Hazel Gr B Galena • • 39 I1i1i11� WINNEBAGO 380 I 1 � �� � • Bellevue �I 20BENTON 21 --� RUN UMMMMM k-M11 88 MEN! 80 . mom �7�i wit R A%.i ,_F • iU '� �z8o JJ�- Ja Rn NONNI COMMUTER • • INTO EPWORTH I > > > Legend Commuter Concentration Mississippi River by Place of Residence (per ZIP Code) MAKEE Interstates CRAWFORD 1 -2 4 Lane Highways - 3-6 U.S. Highways 7-28 State Highways Illinois County 52 10 A Iowa County 18 Mon fo Wisconsin County 61 J NT FAYETTE CLAYTON Cole urg J LAFAYE TE 1 oly Cross Sherrill 1 1 ew ienn (' 1 uq e D bu Dyersvi e 1 DELAWARE 2 .Epworth 20 28 / D u e DAVIESS 20 TEPHE SO ernard 1 151 I� 13 JA ON 61 Area Shown Chow n LINN ;1 CLINTON 10 Mile Interval Between Rings EDAR Miles 0 10 20 40 60 80 Greater Dubuque Laborshed Analysis 41 Released March 2017 COMMUTER CONCENTRATION MississippiLegend muter Concentration - - . . - ; Interstates ALLAMAKEE 1 -4 Lane Highways State - U.S. Highways 13-31 irm 32-75 Highways �..�_ . . Illinois County Iowa County 76-114 isconsin County GRANT 1y6ross Sherrill 2 1 New Vienna p 1r-6 Dubu I Dyers ill q Epworth31 1�z°*�;� 8 _ 47 // � 1 Du q _ e i gto 9 19 1875 ,�• • /: i 380 • ��� • ���• �'"ter����' � ��r ■t�* .� EWA all Offil— NO iiil■1����= i�■All —=10 Mile Interval Between Rings COMMUTER CONCENTRATION .. - . . 3-4 5-21 �•��,�' _ 1 -4 Guttenberi v. New Vienna �7 3 +�Dubuque 21 �Dubuq uok Dyersville 3 - UCHANAN Omni �■■■\■■■tti�fa��ya'�li �.■rtl COMMUTER • • INTO NEW VIENNA Legend Commuter Concentration Mississippi River ALLA by Place of Residence (per ZIP Code) Interstates CRAWFORD 1 -2 4 Lane Highways - 3-5 U.S. Highways 6- 10 State Highways 62 - 11 -25 Illinois County 18 1 Iowa County 61 Wisconsin County GRANT FA ETT CLAYTON Guttenbe 1 trawb ry Poi f 1 Edgewood AFAYETTE 1 New Uienn`a 10 20 E pw Dellh 1 JO DAVIESS kint n 161 20 61 1 13 SON Maquo to ES 1 BENTON ;� RROLL LINN Area Shown f ` CLINTON 10 Mile Interval Between Rings \� Miles 0 10 20 40 60 80 Greater Dubuque Laborshed Analysis 44 Released March 2017 COMMUTER CONCENTRATION Mississi�iLegend Commuter Concentration .. - . . - HighwaysI ! � 0 U.S. Highways , State Highways 115-232 Illinois County Iowa County 233-441 Wisconsin County �LAYT . �4 ly Cross Sherrill20 ",LAYC �r �■� r. urangowl- u + D ersv,C� 401�� zelGree�� ���� y 8Epworth �• 13 5 .. II 114DEL -- �L���� t79 on 43 Daae Bernard 53 52 SCOT COMMUTER CONCENTRATION Legend ALLAMAKEE � � - . .. - Interstates4 Lane J Highways ` — 3-4 U.S. Highways 5- 12 State Highways Illinois County ► CLAYTON 1 , � Iowa County Wisconsin County FAr��rL. _ Dyersville 71T.f!191�P'�E� • o • Fa y 7 Bellevue 4 : . r� . iiii■1■���'=�i7■tltit �' �_ aiiiiiiii��Jl■*��il� ire- � ��7�`���■ lr�kiia ��� J` • IO=�88,A ttttt� ttttt� - I APPENDICES Greater Dubuque Laborshed Analysis 47 Released March 2017 BACKGROUND INFORMATION Appendix A In early 1998, the Institute for Decision Making (IDM) at the University of Northern Iowa (UNI) completed the first pilot Laborshed study. The Laborshed approach and methodology was developed to meet the specific needs of economic development groups trying to understand and detail the unique characteristics of their area labor force. From 1998 to June, 2001, IDM completed 24 Laborshed studies for Iowa communities and gained national attention for its innovative approach. Beginning in 1999, Laborshed studies were completed in partnership with the Iowa Economic Development Authority (IEDA) and Iowa Workforce Development (IWD) for communities that met specific criteria and for"immediate opportunities" (expansion projects or prospects). During the 2000 legislative session, the General Assembly mandated that as of July 1, 2001, IWD would assume the responsibilities for conducting Laborshed studies for Iowa communities. Institute for Decision Making staff worked with members of IWD to train them in IDM's Laborshed process and methodology. Beginning in July, 2001, IWD assumed all responsibilities for scheduling and conducting all future Laborshed projects in Iowa. Finding highly skilled labor is the number-one driver for nearly every site-selection decision (Area Development, Q4/Fall 2013). Previously faced with historically low unemployment rates—and the incorrect assumption that economic growth cannot occur within the state because the communities in Iowa had reached full employment—local economic development officials throughout Iowa needed access to obtain timely and tailored data to help define their available labor force and its characteristics. In today's economy, employers desire a higher skilled and/or educated worker. Often employers do not have the excess resources to blanket an area for employment opportunity recruitment. The Laborshed study addresses both of these issues and more to assist employers and communities with expansion efforts. The discrepancy between the assumptions and the reality of these employment measures indicates that a problem exists in the way unemployment data is defined, measured, reported and used. When unemployment statistics are utilized as the sole method for determining labor availability, they appear to lead to inaccurate conclusions regarding the estimated available labor supply within a "Laborshed"or sub-labor market area (sub- LMA). A Laborshed is defined as the actual area or nodal region from which an area draws its commuting workers. This region has been found to extend beyond the confines of county and state boundaries typically used to delineate labor information. The limitations of current labor data have significant implications for local economic development officials as they strive to create additional jobs and enhance wealth within their region. Greater Dubuque Laborshed Analysis 48 Released March 2017 SURVEY METHODOLOGY AND DAppendix B Understanding what Iowa employment and unemployment figures represent requires a familiarity with how estimates are calculated and how data differs at the national, state and sub-state levels. The U.S. Department of Labor's Bureau of Labor Statistics (BLS) calculates the labor force statistics for the nation, while state and sub -state data are computed through a cooperative agreement between the BLS and the state workforce agencies. The Bureau of Labor Statistics is responsible for the concepts, definitions, technical procedures, validation and publication of the estimates. Appendix C reviews the methodology currently in place. In order to obtain current and accurate labor force information for the Laborshed area, IWD contracted vendor, Smart Lead, to administer a random household telephone survey to individuals residing within the Laborshed boundaries during February & March 2017. The proportion of individuals who rely on cellphones for their telephone service continues to increase. Therefore, IWD requires that the sample of telephone numbers that the survey vendor uses to conduct the interviews include a percentage of cellphone numbers. This requirement serves as an attempt to improve the overall demographic composition of the sample (in terms of age, race/ethnicity, education and wealth). The content of the survey was designed by Institute for Decision Making (IDM) with assistance from the Center for Social and Behavioral Research at UNI. The overall goal of the process, to collect a minimum of 600 valid phone surveys completed by respondents 18 to 64 years of age, was achieved. Validity of survey results is estimated at a confidence interval of +/- 5 percent of the 600 responses analyzed in this report. The filtering of variables to provide further analysis may decrease the representation of the entire population (600) which will, in turn, increase the confidence interval. For instance, only respondents that indicated they were employed will be asked questions related to their current employment, reducing the sample size. To ensure that an even distribution of respondents is achieved, an equal number of calls are completed to three separate survey zones (see Survey Zones by ZIP Code — Greater Dubuque Laborshed area map). The three zones created are classified as Zone 1) Greater Dubuque (Dubuque/East Dubuque), Zone 2) ZIP codes adjacent or near Zone 1 that have a moderate number of residents working in Greater Dubuque or are within 20 miles of Greater Dubuque and Zone 3) the ZIP codes in outlying areas with a low concentration of residents working in Greater Dubuque. This distribution of surveys is an attempt to avoid a clustering of respondents in Greater Dubuque or in the surrounding rural areas. Utilizing this survey distribution method also provides the basis for comparisons among the zones and offers a more valid means of applying the survey results within each individual zone. The level of commuters into Greater Dubuque for work is determined through an employer survey. IWD mailed a ZIP code reporting form to all employers in Greater Dubuque with five or more employees. Employers were asked to provide counts of their employees by their residential ZIP code. This established a commuting pattern for each employment center and provided concentration levels of residents per ZIP code that travel into Greater Dubuque for work. A total of 1,648 employers in Greater Dubuque were sent ZIP code reporting forms. IWD received replies from 704 of these employers for a response rate of 42.7% For the household telephone survey, respondents are asked questions to determine their gender, age, education level, place of residence and current employment status. Employed respondents are also asked to identify the location of their employer, employer type, occupation, years of employment in their occupation, type of employment, current salary or wage, additional education/skills possessed, number of jobs currently held, distance traveled to work and the hours worked per week. Employed respondents were then asked how likely they were to change employers or employment, if they were actively seeking new employment, how far they would be willing to travel for employment, the wage required for them to change employment and the benefits desired for new employment. Underemployment was estimated by examining those employees desiring more hours of work than offered in their current position, those who stated they possessed additional education/skills that they do not utilize in their current position and wages insufficient enough to keep them above the poverty level while working 35 or more hours per week. Respondents in the 18-64 age range self-identifying as either unemployed, a homemaker or retired were asked a series of questions to determine what job characteristics and benefits were most important to them when considering employment, the reasons for unemployment, obstacles to employment and how far they would be willing to travel to accept employment. Information on previous employers and skills was also gathered for these sectors. Once completed, the results of the survey were compiled and cross-tabulated to determine the relationship between the variables in each zone and the entire survey sample. Documenting and analyzing the Laborshed survey results by zone and by characteristics, provides new insight into the labor force that is currently unavailable in any other form. Greater Dubuque Laborshed Analysis 49 Released March 2017 CURRENT METHODS OF ESTIMATING Appendix C EMPLOYMENT AND UNEMPLOYMENT The federal government and the state of Iowa estimate an area's labor force by drawing from the portion of the civilian population that is non-institutionalized, 16 years of age or older and currently employed or unemployed (BLS Handbook of Methods, Chapter 1, p. 5). The Bureau of Labor Statistics (BLS) defines employed persons in the following two ways: 1. Did any work at all as paid employees, for their own business or profession or on their own farm, or worked 15 hours or more as unpaid workers in a family-operated enterprise (BLS Handbook of Methods, Chapter 1, p. 5). 2. Did not work but had jobs or businesses from which they were temporarily absent due to illness, bad weather, vacation, childcare problems, labor dispute, maternity or paternity leave, or other family or personal obligations -- whether or not they were paid by their employers for the time off and whether or not they are seeking other jobs (BLS Handbook of Methods, Chapter 1, p. 5). Each employed person is counted only once, even if he or she holds more than one job. Included in the total are employed citizens of foreign countries who are residing in the United States, but who are not living on the premises of an embassy. Excluded are persons whose only activity consisted of work around their own home (such as housework, painting, repairing, and so forth) or volunteer work for religious, charitable, and similar organizations (BLS Handbook of Methods, Chapter 1, p.5). Unemployed persons are defined as those individuals that were not employed on a given reference week prior to questioning and who made an effort to find work by contacting prospective employers. These individuals identified that they are ready to work with the exception of inability due to a temporary illness. Individuals are also classified as unemployed if they have been laid off and are awaiting recall back to their positions (BLS Handbook of Methods, Chapter 1, p. 5). The unemployed are grouped into four classifications: 1) job losers, (both temporarily and permanently laid off); 2)job leavers, quit/terminated and looking for work; 3) reentrants to the job market after an extended absence; and 4) new entrants that have never worked (BLS Handbook of Methods, Chapter 1, p. 5). Those individuals that are not classified as employed or unemployed are not considered to be part of the labor force by BLS. The non-working designation may be due to a variety of reasons; however, the underlying factor is that the individuals have not sought employment within the past four weeks (BLS Handbook of Methods, Chapter 1, p. 6). Because the BLS utilizes a multiple step process to estimate employment and underemployment statistics on a monthly basis, this process cannot be described in only a few paragraphs. A complete summary of the process used to generate national estimates and an outline of the process used to generate state and sub-state projections is available through Iowa Workforce Development. METHODS FOR ESTIMATING EMPLOYMENT The BLS uses the employed and unemployed persons to calculate the civilian labor force, the unemployment rate and labor force participation rate. The labor force is: employed + unemployed = labor force The labor force participation rate is: labor force/ non-institutionalized citizens 16+years of age = LFPR The unemployment rate is the percentage of the civilian labor force that is unemployed: unemployed/total labor force= unemployment rate (BLS Handbook of Methods, Chapter 1, p. 5) A proper interpretation of the unemployment rate requires an understanding of the processes used to generate the data on which the calculations are based. The BLS uses the monthly Current Population Survey (CPS) to collect data from a sample of about 72,000 households, taken from 754 sample areas located throughout the country. The purpose of the survey is to collect information on earnings, employment, hours of work, occupation, demographics, industry and socio-economic class.The data is obtained through personal and telephone interviews. Of the 72,000 households, only about 60,000 are generally available for testing. The 60,000 households generate information on approximately 110,000 individuals (BLS Handbook of Methods, Chapter 1, p. 8). Each household is interviewed for two, four-month periods, with an eight-month break between the periods. The pool of respondents is divided into 8 panels, with a new panel being rotated each month (BLS Handbook of Methods, Chapter 1, p. 10). Greater Dubuque Laborshed Analysis 50 Released March 2017 Appendix C The 754 sample areas from which the households are selected represent 3,141 counties and cities broken into 2,007 population sample units (PSU's). A PSU can consist of a combination of counties, urban and rural areas or entire metropolitan areas that are contained within a single state. The PSU's for each state are categorized into the 754 sample groups of similar population, households, average wages and industry. The 754 sample areas consist of 428 PSU's that are large and diverse enough to be considered an independent PSU and 326 groupings of PSU's (BLS Handbook of Methods, Chapter 1, p. 9). The sample calculates an unemployment estimate with a 1.9 percent coefficient of co-variation. This is the standard error of the estimate divided by the estimate, expressed as a percentage. This translates into a 0.2 percent change in unemployment being significant at the 90 percent confidence level. The respondent's information is weighted to represent the group's population, age, race, sex and the state from which it originates. Using a composite estimation procedure minimizes the standard of error for the estimate. This estimate is based on the two-stage rotation estimate on data obtained from the entire sample for the current month and the composite estimate for the previous month, adjusted by an estimate of the month-to-month change based on the six rotation groups common to both months (BLS Handbook of Methods, Chapter 1, p. 8). The estimates are also seasonally adjusted to minimize the influence of trends in seasonal employment. IOWA & SUB-STATE UNEMPLOYMENT RATES The Current Population Survey (CPS) produces reliable national unemployment estimates; however due to the small sample size of the CPS survey, BLS applies a Time Series Model to increase reliability. The regression techniques used in the model are based on historical and current relationships found within each state's economy. The primary components of the state estimation models are the results from state residents' responses to the household survey (CPS), the current estimate of nonfarm jobs in the state via Current Employment Statistics (CES) and the number of individuals filing claims for Unemployment Insurance (UI). Iowa's Labor Market Area consists of nine metropolitan areas, 15 micropolitan areas and 62 small labor market areas. For further definition of counties included in micropolitan statistical areas, visit: https://iwd-I mi.maps.a rcgis.com/apps/weba ppviewer/i nd ex.html?id=d 3bOf39e8bcb4300820372314c3lb551 and for counties included in metropolitan statistical areas (MSA), visit: https://iwd-I mi.maps.a rcgis.com/apps/weba ppviewer/i nd ex.html?id=2b2c3d 336ad941438d 18685a780b5147 A time series model is used to estimate state labor force statistics and a Handbook method is used for sub- state projections. The state unemployment estimates are based on a time series to reduce the high variability found in the CPS estimates caused by small sample size. The time series combines historical relationships in the monthly CPS estimates along with UI and CES data. Each State has two models designed for it that measure the employment to work ratio and the unemployment rate (BLS Handbook of Methods, Chapter 4, p. 37). The CES is a monthly survey of employers conducted by the BLS and state employment agencies. Employment, hours/overtime and earning information for 400,000 workers are obtained from employer payroll records. Annually, the monthly unemployment estimates are benchmarked to the CPS estimate so that the annual average of the final benchmarked series equals the annual average and to preserve the pattern of the model series (BLS Handbook of Methods, Chapter 4, p. 38). The sub-state unemployment estimates are calculated by using the BLS Handbook of Methods method. The Handbook method accounts for the previous status of the unemployed worker and divides the workers into two categories: those who were last employed in industries covered by State Unemployment Insurance (UI) laws and workers who either entered the labor force for the first time or reentered after a period of separation (BLS Handbook of Methods, Chapter 4, p. 38). Individuals considered covered by UI are those currently collecting UI benefits and those that have exhausted their benefits. The data for those that are insured is collected from State UI, Federal and Railroad programs. The estimate for those who have exhausted their funds is based on the number who stopped receiving benefits at that time and an estimate of the individuals who remain unemployed (BLS Handbook of Methods, Chapter 4, p. 39). Greater Dubuque Laborshed Analysis 51 Released March 2017 Appendix C The 754 sample new entrants and reentrants into the labor force are estimated based on the national historical relationship of entrants to the experienced unemployed and the experienced labor force. The Department of Labor states that the Handbook estimate of entrants into the labor force is a function of (1) the month of the year, (2) the level of the experienced unemployed, (3) the level of the experienced labor force and (4) the proportion of the working age population (BLS Handbook of Methods, Chapter 4, p. 39). The total entrants are estimated by: ENT = A(X+E)+BX where: ENT = total entrant unemployment E = total employment X = total experienced unemployment A,B = synthetic factors incorporating both seasonal variations and the assumed relationship between the proportion of youth in the working-age population and the historical relationship of entrants, either the experienced unemployed or the experienced labor Greater Dubuque Laborshed Analysis 52 Released March 2017 OCCUPATIONAL EmPLOYMENT STATISTICS (OE S) Appendix D CATEGORY STRUCTURE MANAGERIAL/ADMINISTRATIVE OCCUPATIONS Administrative Services General Operations Managers Human Resources Occupations Training & Development Occupations PROFESSIONAL, PARAPROFESSIONAL & TECHNICAL OCCUPATIONS Business Support Computer, Mathematical and Operations Research Engineers Health Practitioners Natural Scientists Social Scientists Teachers Writers, Artists, Entertainers and Athletes SALES OCCUPATIONS Market Research Analysts Purchasing Agents Sales Agents Sales Representatives Salespersons Wholesale & Retail Buyers CLERICAL/ADMINISTRATIVE SUPPORT OCCUPATIONS Electronic Data Processing Off ce Clerks Office Support Workers Secretarial SERVICE OCCUPATIONS Cleaning and Building Service Food and Beverage Health Service Personal Service Protective Service AGRICULTURAL OCCUPATIONS Agricultural Equipment Operators Agricultural Workers Farmers & Ranchers Farmworkers & Laborers PRODUCTION, CONSTRUCTION, OPERATING, MAINTENANCE & MATERIAL HANDLING OCCUPATIONS Construction Trades and Extraction Hand Working Occupations Helpers, Laborers and Material Movers, Hand Machine Setters, Set-Up Operators, Operators and Tenders Plant and System Precision Production Transportation and Material Moving Greater Dubuque Laborshed Analysis 53 Released March 2017 LABOR MARKET INFORMATION WEB RESOURCES LABOR MARKET INFORMATION DIVISION: Labor Market Information Division (I WD): Iowa's premier source for labor market information. • https://www.iowaImi.gov Laborshed Studies: Current local, regional and statewide Laborshed executive summaries. • https://www.iowaworkforcedevelopment.gov/1aborshed Workforce Needs Assessment:Data regarding level of employment and job vacancies as reported by employers. • https://www.iowaworkforcedevelopment.aov/wna Current Employment Statistics (CES): Detailed industry data on employment, hours and earnings of nonfarm workers. • https://www.iowaworkforcedevelopment.aov/ces (Iowa) • http://www.bls.gov/ces/home.htm (National) Iowa Industry Projections: Expected job growth and decline by industry, both long-term and short-term. • https://www.iowaworkforcedevelopment.aov/indproi Iowa Licensed Occupations: Occupations in Iowa that require license, certificate or commission issued of the state level. • https://www.iowaworkforcedevelopment.aov/licensedoccs Iowa Occupational Projections:Expected job growth or decline by major occupational categories. • https://www.iowaworkforcedevelopment.aov/occproi Labor Force, Employment&Unemployment Summaries: Current and historical data by city, county and statewide. • https://www.iowaworkforcedevelopment.aov/laus Occupational Employment Statistics (OES)Wage Survey and Iowa Wage Survey: Employment and wage estimates. • https://www.iowaworkforcedevelopment.aov/wages (Iowa) • http://www.bls.gov/oes/home.htm (National) Quarterly Census of Employment and Wages (QCEW):Data on industry employment, wages and number of establishments. • https://www.iowaworkforcedevelopment.gov/gcew (Iowa) • http://www.bls.gov/cew/home.htm (National) ADDITIONAL INFORMATION: Iowa WORKS:IWD's one-stop resource for Iowa businesses to find workforce information and solutions. • https://www.iowaworkforcedevelopment.gov/iowaworks-centers Local Employment Dynamics (LED):Data on employment and earnings by industry and for various demographic groups. • http://Iehd.did.census.gov O*NET On-line (Occupational Information Network):An interactive application for exploring and searching occupations. • http://www.onetonline.org OnTheMap:An online interface for creating workforce related maps, demographic profiles and reports. • http://onthemap.ces.census.gov Skilled Iowa:An initiative aimed of certifying Iowa residents in foundational workplace skills by earning on NCRC credential. • http://www.skillediowa.org Greater Dubuque Laborshed Analysis 54 Released March 2017 REFERENCES Bing Maps. (2016). Bing [On-line]. Available: www.bing.com/maps. Breslow, Marc & Howard, Matthew. "The Real Underemployment Rate," Monthly Labor Review May/June (1995): 35. Clogg, Clifford D. Measuring Underemployment. New York: Academic Press, 1979. Ecker, Dr. Mark (2001). "Estimating the Potential Workforce for Iowa Laborsheds." Institute for Decision Making, University of Northern Iowa. Fleisher, Belton M. & Knieser, Thomas J. (1984). Labor Economics: Theory, Evidence and Policy, Third Edition. Englewood Cliffs: Prentice-Hall. Glass, Robert H., Krider, Charles E. & Nelson, Kevin. (1996). `The Effective Labor Force in Kansas: Employment, Unemployment and Underemployment." The University of Kansas Institute of Public Policy and Business Research, School of Business, Department of Economics, Research Papers. Report No. 227, January 1996. Google Maps. (2016). Google [On-line]. Available: www.maps.google.com. How the Government Measures Unemployment, Report 864, Bureau of Labor Statistics, U.S. Department of Labor, February 1994. Kahn, Linda J. & Morrow, Paula C. "Objective and Subjective Underemployment Relationships to Job Satisfaction." Journal of Business Research 22(1991): 211-218. "Labor Force Data Derived from the Current Population Survey," BLS Handbook of Methods, Chapter 1, Bureau of Labor Statistics, U.S. Department of Labor, April 2003. Available: www.bls.gov/opub/hom/. "Measurement of Unemployment in States and Local Areas," BLS Handbook of Methods, Chapter 4, Bureau of Labor Statistics, U.S. Department of Labor, January 2013. Available: www.bls.gov/opub/hom/. Method for Obtaining Local Area Unemployment Estimates, Iowa Workforce Development. Tolbert, Charles M. & Killian, Molly S. "Labor Market Areas for the United States." Agriculture and Rural Economy Division Research Service, U.S. Department of Agriculture Staff Report No. AGES870721 (August 1987). U.S. Census Bureau. American Community Survey, 2015 American Community Survey 5-Year Estimates, Table B01001; generated using American FactFinder (9 December 2016). Available: http://factfinder2.census.gov. Greater Dubuque Laborshed Analysis 55 Released March 2017 INDEX OF ESTIMATING TOTAL LABOR FORCE Figure 1 Estimated Total Labor Force -Greater Dubuque Laborshed Area 3 Concentration of Those within the Greater Dubuque Laborshed Area Figure 2 Likely to Change/Accept Employment in Greater Dubuque (Dubuque/East Dubuque) 7 EMPLOYED Figure 3 Employment Status of Survey Respondents (Estimated Total) 8 Figure 4 Type of Employment 8 Figure 5 Education Level 8 Figure 6 Educational Fields of Study 9 Figure 7 Where the Employed are Working (Estimated Total) 9 Figure 8 Estimated Workforce by Occupational Category 10 Figure 9 Occupational Categories by Gender 10 Figure 10 Percentage within Occupational Categories Across the Zones 10 Figure 11 Median Wages & Salaries by Industry 11 Figure 12 Median Wages & Salaries by Occupational Category 11 Figure 13 Current Benefits of the Full-Time Employed 12 Figure 14 Health/Medical Insurance Premium Coverage by Industry 12 EMPLOYED AND LIKELY TO CHANGE EMPLOYMENT Figure 15 Primary Reasons for Changing Jobs 14 Figure 16 Reasons Not to Change Employment 14 Figure 17 Employed - Likely to Change Employment 15 Figure 18 Top Business-Types for Potential Start-Ups 15 Figure 19 Age Range Distribution 15 Figure 20 Gender Distribution 15 Figure 21 Education Level of Employed and Likely to Change 16 Figure 22 Education Level of Employed and Unlikely to Change 16 Figure 23 Educational Fields of Study 16 Figure 24 Estimated Workforce by Occupational Category 17 Figure 25 Occupational Categories by Gender 17 Figure 26 Occupational Categories Across the Zones 18 Figure 27 Desired Occupational Categories Within the Zones 18 Figure 28 Comparison of Current Wage Data 18 Figure 29 Wage Threshold by Occupational Category 19 Figure 30 Lowest Wages Considered by Gender 19 Figure 31 Benefits Desired by Respondents 20 Figure 32 Job Search Resources Used 21 Figure 33 Out Commuters by Place of Employment 22 Figure 34 Underemployed - Inadequate Hours Worked 23 Figure 35 Underemployed - Mismatch of Skills 24 Figure 36 Underemployed - Low Income 24 Figure 37 Underemployed - Estimated Total 24 Figure 38 Job Search Resources Used 25 NOT EMPLOYED Figure 39 Unemployed - Likely to Accept Employment 26 Figure 40 Reasons for Being Unemployed 27 Figure 41 Desired Benefits of the Unemployed 28 Figure 42 Job Search Resources Used 28 Figure 43 Homemakers - Likely to Accept Employment 29 Figure 44 Retired (18-64) - Likely to Accept Employment 29 Greater Dubuque Laborshed Analysis 56 Released March 2017 Publication of: Iowa Workforce Development Labor Market Information Division 1000 E. Grand Avenue Des Moines, Iowa 50319 Phone: (515) 281-7505 1 Email: Laborshed.Studies@iwd.iowa.gov www.iowalmi.gov