For more information, please visit http://jobs.utah.gov

1. o
Issue 1 of 2 h’s W rkfo
Uta
rce
Next issue: Utah's Businesses Today
Perspectives on Utah’s Economy
Today!
March/April 2012
Special Issue:
Utah's Workforce Today
Profiling
Utah's Labor
Force—
It's a Good Thing
pg. 16
Department of Workforce Services

2. Trendlines
Setting the
Pace
Utah Department of Workforce Services
Executive Director
Kristen Cox
Workforce Research and Analysis
Kristen Cox, Executive Director, Rick Little, Director
Department of Workforce Services Carrie Mayne, Editor
D
ear Readers: Contributors
When snowshoeing a few weeks ago, my youngest son once again Mark Knold
gave meaning to the statement, “out of the mouth of babes.” During Lecia Parks Langston
our hike his older brother turned back to complain about how slow everyone John Mathews
else was moving. My six year old shot back, “Well, you’re the one who’s lead-
ing!” His comment that the pace of the group was dictated by the one leading Jim Robson
was not only cute, but insightful. Before looking to others to find answers or Nate Talley
place blame, an effective leader will carefully consider the impact they person- Linda Marling Church
ally have in determining the pace and cadence of an organization.
John Krantz
For me, determining pace and direction are two critical factors to an organiza- MeLauni Jensen
tion's success. Too many new projects or too wide a scope can overwhelm the Rick Llittle
organization and cause bad multi-tasking while a lack of new efforts or direc-
tion may result in obsolescence. Setting the exact pace or individual direction Curt Stewart
for everyone involved may be impossible, but having at least an awareness of
these issues is a must. Designer
Pat Swenson
As an outdoor enthusiast, snowshoeing and hiking are some of my favorite
recreational activities. Having the right gear makes all of the difference
between a successful hike and a miserable one. Likewise, having the right
gear or tools within an organization is imperative when it comes to assessing
jobs.utah.gov
performance, direction, and pace. At a minimum, the following tools are
required to be successful:
• Clear targets Trendlines is published every other
month by the Workforce Research and
• Dashboards to track cost, quality, and throughput Analysis Division. To download this
publication go to http://jobs.utah.gov/wi.
• Structures to track division or unit, as well as organization-wide projects Click on “Publications” and select the
one you want from the list. To obtain
• Real-time data on how individuals, teams, and divisions/units are per- additional printed copies or to subscribe
forming to Trendlines contact:
Whether providing valuable information about the economy of Utah; discuss- Department of Workforce Services
ing how women and men match up in educational attainment; or weighing Attn: WRA
140 East 300 South • SLC, UT 84111
the value of creating family friendly workplaces to improve productivity and
(801) 526-9785 • Fax: (801) 526-9238
employee success; our goal is for Trendlines to be a valuable tool for you to use
Email: wipublications@utah.gov
in setting the direction and pace of your organization. The Utah Department
of Workforce Services is committed to the mission of connecting job seekers The Workforce Research and Analysis
and employers and we hope this edition of Trendlines will help you lead the way. Division generates accurate, timely, and
understandable data and analyses to provide
Sincerely, knowledge of ever-changing workforce
environments that support sound planning
and decision-making.
2 March/April 2012

3. contents
Metropolitan Areas Lead Utah's
5 Employment Growth
Wasatch Front and Statewide
Women Outperform Men in
6 Educational Attainment
Utah's National News
Workforce 8 Third Quarter 2010 New Hire Survey
Economic Insight
Today How Do We Determine the
10 Unemployment Rate?
Economic News
Welfare, Work, and the Economy
12 Insider News
Customers Served by the
Introduction 14 Utah Department of Workforce Services
to this issue: For Your Information
pg. 4 Profiling Utah's Labor Force—
16 It's a Good Thing
The Outlook
Work/Life Awards Continue to
19 Focus on Employer Best Practices
DWS News
The Highs and the Lows of
pg. 12 20 Labor Force Participation in Utah
The Outskirts
System Analysts: The Link Between
22 Business and Information Technology
Occupations
A New System of Classifying
24 Occupations by Education and Training
DWS-03-44-0312 What's Happening
Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request Information
to individuals with disabilities by calling (801)
526-9240. Individuals with speech and/or hearing
26 Industry Highlight
impairments may call the Relay Utah
by dialing 711. Spanish Relay Utah: 1-888-346-3162.
Just the Facts...
27 Rate Update
jobs.utah.gov/wi Trendlines 3

4. Introduction
I
n this March/April 2012 edition the tion. Rick Little, the Director of our
reader will find Trendlines taking Workforce Research and Analysis
a pretty thorough look at Utah’s Division dives in with both feet to
economy. Not necessarily a forecast, identify who those customers are.
although there are a few glimpses You’ll see that indeed this department
into the future by our Chief Economist touches a lot of Utahns. Here's why
Mark Knold. Known for his strict Trendlines
adherence to the data with an eye on Every issue of Trendlines shines its
the past, Mark has an "in the trenches" spotlight on a targeted industry and is worth
Insider News. This time we’re taking a
feel for the economic churn in Utah.
look at the Information industry, and
reading...
There’s some interesting insight into what do we mean when we say the
newly hired employees in Utah over “Information Age? Our Insider News
the third quarter of 2011that indi- focuses on Welfare, Work, and the
cates that networking really helps Economy, tracing the origin of social
when one is seeking a job and previ- programs back to the Social Security
ous employer referrals do make a Act of 1935, and how it has evolved
difference. into today’s social safety net.
Every month the department releases As you’ve read so far Trendlines is
its monthly analysis of Utah’s economy about a lot of different topics and
in the form of Utah’s Employment subjects. I believe you’ll find it inter-
Summary, that report is where the esting and worth the time invested in
monthly unemployment rate is reading it. The entire staff at DWS are
revealed. As most people know, that’s committed to our mission to connect
the number media members wait to Utah job seekers to Utah Employers,
report on, and politicians pay close and here you get a good idea on how
attention to. If you’ve ever wanted to we go about that.
know how economists arrive at that
number, read Mark Knold’s analysis on Whether discussing how women
page 10. and men match up against each
other in educational attainment, or
The department’s mission states, the value of creating family friendly
the Utah Department of Workforce workplaces to improve productivity
Services strengthens Utah's economy and employee success and loyalty,
by supporting the economic stability Trendlines will take you there. We
and quality of the state’s workforce. invite you pass this edition along
When we say workforce we mean just when you have finished reading it and
about every segment of the popula- share it with your colleagues.
4 March/April 2012

5. wasatch front and statewide | by mark knold, chief economist
Metropolitan
Areas Lead Utah’s Employment Growth
It is not surprising
that most of the
growth is along the
Wasatch Front
U
tah’s employment growth for
2011 registered 2.4 percent. A
nice rebound considering the
prior two years combined for a steep
employment contraction.
Most of the growth is concentrated
along the Wasatch Front. This
isn’t necessarily surprising. If
Utah’s economy is going to grow,
it has to come from the populous
metropolitan corridor. Yet many
of the state’s rural economies have
yet to “perk up.” An energy boom
in the Uintah Basin is primarily
helping Duchesne and Uintah
counties, and a construction project
to install windmill energy devices
helped Beaver County, but most
of the remaining rural counties are
not yet experiencing a trickle down
effect from the metropolitan area’s
expansion.
Barring any unforeseen economic
shock, Utah should continue to expe-
rience notable employment growth
throughout 2012, to the degree that
will support both metropolitan and
rural economic expansion.
jobs.utah.gov/wi Trendlines 5

6. national news | by jim robson, economist
Women
Outperform
Men in Educational Attainment
O
ne very important aspect of U.S. 34 had at least a high school diploma,
economic success, prosperity, increasing to 85.2 percent as measured
and growth over the decades by the American Community Survey
has been increasing educational (ACS) in 2010. Females, 25 to 34 years
Recently, one interesting attainment of the populace over time. of age, registered 80.7 percent with at
An educated workforce is associated least a high school diploma in 2000,
trend has been a with higher productivity, increasing increasing to 89.2 percent in 2010.
real incomes, and a better standard of
large increase in the living. When you look at college-level educa-
tion at the national level, women
educational attainment Levels of education have risen steadily
in America over the past 70 years.
significantly surpassed the level of
attainment by men. In 2000, 26.1
In the 1940 Census, 24.5 percent of
of women. people age 25 and over had at least a
percent of males 25 to 34 years of
age had a college diploma or above,
high school diploma. By 2010 this had increasing by just one percentage point
increased to 85.0 percent, with 27.9 to 27.1 percent by 2010. For women
percent having attained a bachelor’s of the same age, measured attainment
degree or higher. of a college degree or higher was 22.8
In recent years, one trend of particular percent (3.3 percentage points below
note has been the relatively large the men) in 2000, increasing by 12.2
increase in educational attainment percentage points to 35.0 percent in
of women. This trend is most 2010.
readily illustrated by examining the
educational attainment among the Looking at this same data for those
younger generation, those 25 to 34 in the 25 to 34 age group in Utah, we
years of age. see that men exceeded the educational
attainment levels of men nationally
The 2000 Census showed nationally for those with at least a high school
that 80.1 percent of males, ages 25 to diploma and also for those with a
6 January/February 2012

7. Percent of the Population 25-34 Years of Age
with a High School Diploma or Above
92.3
90.4
88.1 89.2
87.3
85.2
80.1 80.7
Utah
Utah
Utah
Utah
U.S.
U.S.
U.S.
U.S.
2000 2010 2000 2010
Census ACS* Census ACS*
bachelor’s degree or higher (see
figures 1 and 2). However, the edge
Utah men had in 2000 over their
national counterparts has narrowed
in both cases. Of concern for Utah,
in 2000, 30.0 percent of men had
a bachelor’s degree or higher, but Percent of the Population 25-34 Years of Age
by 2010 this had dropped to 27.7 with a Bachelor’s Degree or Above
percent.
For Utah women in the 25 to 34 age
group, 92.3 percent—3.1 percentage
points above the national level for 35
women—have a high school diploma
30 29.4
or above in 2010. While more Utah 27.7
27.1
women in 2010 have a college degree 26.1
or higher (29.4 percent) than Utah 22.8 22.3
men (27.7 percent), Utah women
are 5.6 percentage points below the
national level.
Utah
Utah
Utah
Utah
Traditionally, Utah values educa-
U.S.
U.S.
U.S.
U.S.
tional attainment and outperforms
the levels achieved nationally. How-
ever, if current trends continue, 2000 2010 2000 2010
Utah’s educational attainment levels Census ACS* Census ACS*
may fall below national averages,
particularly the percentage of the
population with a bachelor’s degree *ACS—American Community Survey One-Year Estimates
and above. Source: U.S. Census Bureau.
jobs.utah.gov/wi Trendlines 7

8. economic insight | by nate talley, economist
Third Quarter 2010
New Hire Survey
Average hourly wage for newly hired employees was $13.39
T
he Department of Workforce and national economic environments there were a total of 177,252 new
Services (DWS) surveyed a were still experiencing ill effects hires during that time).
random sampling of Utah from the most recent recession. The
employers who hired a new employee truth is that much of the employer Survey Highlights
during the third quarter of 2010. demand for labor persisted during the • The average hourly wage for newly
Employers were asked a number referenced quarter. However, it was hired employees was $13.39.
of questions about their new hire; offset by job separations and therefore Average hourly wages for the
questions designed to provide insight not reflected as net job growth. accommodation and food services
as to how the employee was recruited, industry was $8.75 an hour and
compensated, and if they were There was an estimated 121,243 new
management of companies and
retained, among other information. hires in Utah during the third quarter
enterprises industry was $22.90 an
of 2010 (the Census Bureau’s Local
hour.
Intuitively, one might speculate that Employment Dynamics program has
employer hiring stalled during the a slightly more expansive definition • Fifty-three percent of new hires were
third quarter of 2010 since the state of a ‘new hire’ and estimates that appointed to full-time positions.
8 March/April 2012

9. Third Quarter 2010
New Hires and Average Hourly Wages
• Eighteen percent of the new hires New Hires Average Hourly Wage
were employed on a temporary or
25,000 $25.00
Average Hourly Wage
seasonal basis. 20,000 $20.00
New Hires
• Approximately 51 percent of the 15,000 $15.00
new hires were found in construc- 10,000 $10.00
tion, retail trade, administrative
support, waste management ser- 5,000 $5.00
vices, accommodation and food
0 $0.00
services. These industries generally
Agriculture
Mining
Utilities
Construction
Manufacturing
Wholesale Trade
Retail Trade
Transportation & Warehousing
Information
Finance & Insurance
Real Estate
Prof, Scientific & Technical
Management
Admin Support & Waste
Education Services
Healthcare & Social Assistance
Arts, Entertainment & Rec
Accommodation & Food
Other Services
Government
experience a higher-than-average
turnover, meaning that the demand
for new hires was likely fueled by
the need for replacement labor.
• The administrative support and
waste management services industry
housed almost 17 percent of all
new hires during the referenced
period. Included in this industry are
temporary help and staffing services
companies, which are usually the Percent of Third Quarter New Hires
first to experience an increase Separated One Year Later
in hiring activity following an
economic downturn. 70%
60%
• Only 55 percent of the newly hired 50%
40%
employees remained employed by 30%
the hiring organization one year 20%
later. This indicates that at least for 10%
the positions that were filled by the 0%
newly hired employee, employment
Agriculture
Mining
Utilities
Construction
Manufacturing
Wholesale Trade
Retail Trade
Transportation & Warehousing
Information
Finance & Insurance
Real Estate
Prof, Scientific & Technical
Management
Admin Support & Waste
Education Services
Healthcare & Social Assistance
Arts, Entertainment & Rec
Accommodation & Food
Other Services
Government
longevity is not standard. As seen
in figure 2, separation statistics vary
considerably by industry.
• About 65 percent of all newly
hired employees discovered the
job opening through networking
or word of mouth. Likewise, over
42 percent of employers stated
that a referral from a friend, family
member, or previous employee
was one of the most influential For additional information on the DWS
factors of the hiring decision. These
statistics suggest that informal
New Hires Survey contact Nate Talley
channels of job search and job at natetalley@utah.gov.
matching remain prevalent in the
labor market.
jobs.utah.gov/wi Trendlines 9

10. economic news | by mark knold, chief economist
How Do We
Determine
The Unemployment Rate?
Share of Total Household
Contrary to what you might think, Income in Utah by
unemployment benefits are not the Quintiles 2010
primary factor in the unemployment
rate calculation.
U
nemployment rates are among the most frequently state-level unemployment rate calculation, and in some
referenced indicators of labor market health. states, they are not used at all.
Given the ubiquitous nature of these rates, it is
important to understand the methods through which To be counted as unemployed, one must be without a job
they are derived. and seeking work. If one is without a job, yet is not looking
for a job, then the individual is not considered unemployed
Unemployment rates are calculated and owned by under the official definition of unemployment.
the federal government—more specifically, the U.S.
Bureau of Labor Statistics (BLS). It is this federal agency There are three ways through which people become
that determines not only the national unemployment unemployed. The first is to lose a job (job losses could take
rate, but rates for all states, counties, metropolitan the form of a layoff, firing, expiration of temporary job,
areas, and cities (with a population of 25,000 or more). etc.). The second is to voluntarily leave a job. The third is
Advantages of the federally defined approach to the to newly enter the labor force (for example, students who
production of unemployment rates are numerous. First, a graduate and begin seeking work) or to return to the labor
centralized methodology allows for the standardization of force after a period of absence. Unemployment benefits
unemployment rate estimates, which means that rates can are only available to those in the first category, and even
be compared across different states, counties, and other then, not all are eligible. Therefore, unemployment
areas. Second, since the release of updated unemployment insurance activity only includes a fraction of those who
rates usually elicit a strong market response, a federally are unemployed. Nationally, about one-third of the
imposed release schedule helps to add some predictability unemployed are on the roles of unemployment insurance.
to when the newest unemployment rates will be available. In Utah, an even smaller percentage of the unemployed
Finally, a centrally driven estimate production process are captured by unemployment insurance statistics.
helps to keep unemployment rates insulated from local
political influence. Since those leaving jobs and those entering or re-
entering the labor force are generally not eligible to
Contrary to what many people believe, unemployment collect unemployment insurance, a more comprehensive
insurance claims (unemployment benefits) are not the method is needed to fully estimate the volume of the
primary factor in the unemployment rate calculation. unemployed. This is done through a monthly survey
Instead, a monthly national survey is the driving force. called the Current Population Survey (commonly
Unemployment claims are just a small portion of the referred to as the Household Survey). This is administered
10 March/April 2012

11. Utah Unemployed by Reason Utah Unemployed
December 2010-November 2011 December 2010-November 2011
Job Leavers
9% Looking for
Part-Time
Work
17%
Job Losers Looking for
Entrants/ 59% Full-Time
Re-entrants Work
32% 83%
Source: U.S. Census Bureau, Current Population Statistics. • http://www.bls.gov/gps/notescps.htm
monthly to 60,000 households nationwide by the U.S. unemployment rate. Utah provides the unemployment
Census Bureau, at the behest and financing of the Bureau insurance claims data, and the federal government
of Labor Statistics. Selected households rotate in and out supplies the remaining inputs and makes the calculation.
of the survey—in for four months, out for eight, back in
for four, then finished. In addition to questions regarding Each month, Utah announces and profiles both
demographic information such as age, race, and gender, Utah’s unemployment rate and employment growth
individuals are asked whether they were employed, how estimation, but those numbers are generated by the
many hours they worked, what industry they worked in, federal government. The federal government asks
along with many other questions related to their labor states to issue a monthly announcement to put a local
market activities. For interviewees who were not working, analytical perspective on the data; however, the states do
the survey asks whether they are looking for a job, the not generate nor “own” the data.
methods used to find a job, and so forth. It provides
detailed survey information of monthly household labor The process that generates the unemployment rate is
market activity. not perfect—it simply produces an estimate. The key to
it all comes down to the definition, which centers upon
The survey results produce the national unemployment activity. Is an individual without work and looking for a
rate. But at the state and local level, the monthly survey job? It is theoretically possible for all unemployed people
sample size is not considered statistically strong enough to stop looking for a job. The unemployment rate would
to produce the unemployment rate on its own (700 then fall to zero. The unemployment rate statistics suggest
households monthly in Utah). Therefore, each state’s that some of the recent unemployment rate decline can
survey results are combined with historical data to be attributed to unemployed people no longer looking
construct an econometric model, out of which comes for work.
the state’s official unemployment rate estimation. The
inputs into this model are not only historical data and The unemployment rate can also decline as people find
the current survey results, but also the recent amount of jobs. They leave the ranks of the unemployed and become
unemployment insurance claims (although this input’s employed. With 36,000 jobs created in Utah over the past
influence with the model varies by state—it does not year, job gains are also part of the recent unemployment
have a strong influence in Utah), current estimates rate decline.
of Utah employment growth or contraction, Utah
population estimates, and other economic variables. The Additionally, variability in the survey can occasionally be
most influential factor in the model is the current survey significant enough that unemployment movements can
results, yet the other variables help to stabilize monthly be partially attributed to this factor. In the case of the
fluctuations that are inherent and potentially sizable due current unemployment rate decline, survey variability
to the survey’s small sample size. also appears to be an influencing factor. Job gains,
labor force exits, and survey variability are currently
The federal government designs the model. The survey all contributing factors in the state’s recent noticeable
provides the data for the model. The model produces the unemployment rate decline.
jobs.utah.gov/wi Trendlines 11

12. insider news | by john krantz, economist
Welfare,
Work, and
the Economy
A background on welfare
for mothers with dependent
children and how numbers
of new entrants coincide
with economic times.
T
he social program known as welfare traces its origin public either accepted the program as satisfying a
back to the Great Depression, when it was created legitimate social need or was at least unconcerned with
as part of the Social Security Act of 1935. The pro- it. However, the broad social changes of the 1960s would
gram was originally known as Aid to Dependent Children drastically alter the public’s opinion toward welfare,
and later as Aid to Families with Dependent Children providing an impetus toward reform. Perhaps the
(AFDC), the title the program would retain through the most influential social change was the steady increase
mid-1990s. The program was designed to provide sup- in the percent of working mothers. Only 28 percent
port to mothers with dependent children whose fathers of women with children worked outside of the home
had left the family, become incapacitated, or died. The in 1960, but by the 1990s this figure rose to nearly 70
legislation was motivated by a 1934 study conducted by percent. Consequently, public opinion shifted away from
the Committee on Economic Security that found 8 mil- the view that mothers need to be home taking care of
lion children living in families receiving unemployment children toward the view that mothers can and should
relief, a number equal to approximately 22 percent of all work outside of the home. Two other social trends served
children under the age of 16 in the U.S. The study warned to foster an overall negative view of welfare among the
that these children were exposed to a significant risk of public. From 1960 to the mid-1980s, the divorce rate more
delinquency or serious neglect and prescribed financial than doubled and the percentage of births to unmarried
assistance to protect children from this risk. women quadrupled. Some argued that these trends were
the direct results of welfare on the basis that there were
During the first 25 years of AFDC, the program operated financial incentives toward divorce, never marrying, and
as intended, caseloads were relatively low, and the general out-of-wedlock childbearing. Regardless of the validity of
12 March/April 2012

13. such arguments, the ever-growing share of the public that important facts about welfare under TANF is that, strictly
had developed an unfavorable opinion of welfare served speaking, it is no longer an entitlement program.
to embolden policymakers to legislate major reforms to
the program. Turning to economic matters, the health of Utah’s labor
market and the number of new entrants into TANF exhibit
Welfare reform was achieved with the passing of the an inverse relationship that is clearly discernable in the
Personal Responsibility and Work Opportunities Recon- accompanying graph. The economic downturns are defined
ciliation Act of 1996, which dismantled AFDC and put in as periods where the labor market was contracting in Utah.
its place Temporary Assistance for Needy Families (TANF). As expected, when the demand for labor decreased, a greater
The new program was designed around the central tenet number of individuals were unable to secure employment
that welfare is only a temporary source of financial assis- and were forced to resort to TANF for assistance. Conversely,
tance granted under the expectation that recipients are during periods of strong labor market growth, the greater
actively seeking employment or pursuing activities to the number of employment opportunities, the smaller the
improve their chances of future employment. number of individuals who needed to rely on TANF to make
ends meet. The impact of the Great Recession upon Utah’s
In order to promote compliance with the requirements to economy has most often been expressed in terms of lost
pursue work-related activities, states are given the power jobs. From December 2007 to February 2010, the State of
to impose sanctions in the forms of benefit reductions Utah experienced the largest percentage drop in employ-
and, under some circumstances, the lifetime elimina- ment during the post-World War II era. Data on the number
tion of all benefits. To eliminate the perceived incentive of new TANF cases provides a supplemental measure of the
toward having additional children out of wedlock, states severity of the recession. The seasonally-adjusted number of
are free to impose caps that fix the size of benefits received new TANF cases reached a peak of roughly 380 in May 2010,
by each family. Possibly the most significant reform was shortly after the labor market had reached the bottom of the
the imposition of time limits on the receipt of welfare. downturn. This represents the largest number of new TANF
TANF limits individuals to a maximum of five years of cases in any month since the inception of the program in
eligibility for welfare, but states are permitted to impose October 1996. Not only, then, does the TANF data provide
even shorter time limits if they choose. In Utah, the time another illustration of the depths to which the labor market
limit is 36 months. Because individuals can be denied fell during the Great Recession, but it also reveals that TANF
benefits for not participating in work-related activities serves an important function as a social safety net during
or for having exhausted the time limit, one of the most periods of economic duress.
New TANF Cases and Employment in Utah
January 1996 to October 2011
The number of new 1,300 600
TANF cases is measured
1,200 500
on the right vertical
axis while employment 1,100 400
is measured on the
left vertical axis in 1,000 300
thousands. Different
900 200
scales were chosen to
more clearly reveal the 800 100
relationship between the
two data series. 700 0
Jan-2011
Jan-1996
Jan-1997
Jan-1998
Jan-1999
Jan-2000
Jan-2001
Jan-2002
Jan-2003
Jan-2005
Jan-2006
Jan-2007
Jan-2008
Jan-2009
Jan-2010
Jan-2004
Economic Downturns Total Employment in Utah New TANF Cases
Sources: Utah Department of Workforce Services and the Bureau of Labor Statistics.
jobs.utah.gov/wi Trendlines 13

14. for your information | by rick little, director, workforce research & analysis division
Customers Served
by the Utah Department of Workforce Services
The Utah Department of Workforce Services hoping to enhance their careers. A few job seekers are
(DWS) strengthens Utah’s economy by supporting from other states as well as foreign countries. More
the economic stability and quality of the state’s than half of all job seekers find employment within
workforce. In preparing its customers to prosper now three months of their last service.
and as the workforce of the future, DWS administers
public services associated with helping employers to Unemployment Insurance Claimants—
find qualified workers and assists job seekers to find Despite fewer claims last year, there were still
employment. more than 113,000 claimants. As a condition
of continued eligibility, claimants must seek
Four primary customer groups are served by DWS: employment and report progress weekly. More
employers, job seekers, unemployment insurance than 80 percent of claimants also receive services
claimants, and temporary public assistance recipients. as job seekers. Additional services may be available
Each of these is defined and quantified below. In to unemployment insurance claimants such as re-
addition, DWS partners with education, economic employment workshops, counseling, and incentives to
development, and local government agencies to employers if they hire claimants.
inform and support shared projects that strengthen
Utah’s workforce. Temporary Public Assistance
Recipients—The key to avoiding poverty and
Employers—There are approximately 85,000 attaining self-sufficiency is employment. Still, there
worksites in Utah with more than 1.2 million jobs. are many thousands of families that need supportive
DWS associates with virtually all employers to fund services while they seek employment or higher
the unemployment insurance trust fund that pays paying job opportunities. Many employers do not
benefits to eligible workers in the event of layoffs. provide health insurance benefits. Households
Fortunately, claims for unemployment insurance are facing these challenges may qualify for temporary
down and more than 6,600 of Utah’s worksites have public assistance such as Food Stamps or Medicaid.
jobs listed with DWS. Since many of these employers A few may be eligible for cash assistance. More than
are the largest in the state, there were more than 500,000 Utahns (including children) received benefits
240,000 openings available throughout the year at the last year. Among these recipients, about 240,000 were
DWS website,www.jobs.utah.gov. adults ages 18 to 64. About 42 percent of these adults
also received employment services as job seekers.
Job Seekers—During state fiscal year 2011, DWS is actively working to increase this ratio.
DWS served 322,000 job seekers ages 18 to 64. At one
time or another during the year, about 75 percent of DWS served more than 466,000 adults last year in
those served were not employed. This count includes Utah. These services included rendered job search,
post-secondary students looking for part-time jobs unemployment insurance, and/or public assistance
after class and employed persons seeking a second services which equates to about one in every four
job for some extra cash. Others have a job but are adults in the state during state fiscal year 2011.
14 March/April 2012

15. DWS also partners with education, economic development, and local
government agencies to inform and support shared projects that
strengthen Utah’s workforce.
Distribution of Customers Served
Department of Workforce Services
Total Distinct Customers = 466,000 customers ages 18 to 64
Worksites = 85,000 State Fiscal Year 2011
Employers ConnJob
85,000 ectio Unemployment
n
Insurance
Claimants
113,000
Public Assistance
Recipients
240,000
Labor Exchange
Customers
322,000
jobs.utah.gov/wi Trendlines 15

16. the outlook | by lecia parks langston, economist
Profiling Utah's W
hen misused, the word ‘pro-
filing’ can certainly have
some negative connota-
tions. But accessing sufficient data to
Labor Force—
provide a demographic profile is a
good thing. Understanding the na-
ture of our labor force provides pro-
ductive information for planners at
the individual, business, and public-
It's a Good Thing. . . sector level.
Fortunately, the American Communi-
ty Survey provides a vast storehouse
of information about Utah’s labor
force. This particular profile includes
data from the recently-released 2010
one-year estimates.
Not in labor
Utah Labor
Male 55.9%
Bachelor's Unpaid
degree or family
force 31.6% higher 31.9% workers
Female 0.1%
44.1%
Employed Self-
61.8% Some employed
college or 4.9%
associate's
degree
37.2% Government
Unemployed 16.6%
6.4% High school
graduate Private wage
23.2% and salary
78.4%
Less than
high school
graduate 7.7%
Employment Status Gender Educational Attainment Class of Worker
16 March/April 2012

17. The average Utah labor force have any kind of work-related dis-
participant is most likely employed— ability. At his place of employment,
although 32 percent of the population he probably has some type of sales-
is not in the labor force at all. The related position. He typically works A vast amount
average labor force participant is
also just slightly more likely to be
almost 37 hours a week earning about
$41,000 a year at his full-time job. If of information
male than female. He’ll usually
boast some college attendance or an
he is married, his wife is also most
likely a member of the labor force.
about Utah's labor
associate’s degree. He’s most likely to
work for a private sector employer, Of course, the “average” tells only force is provided
be about 37 years old, and be white
(not Hispanic). He probably lives in a
one small paragraph of Utah’s labor
force story. As you can see from by the American
household with two or more workers. the accompanying charts, Utah’s
labor force is actually very diverse.
Community Survey
He spends his 21 minute commute Plus, the work experience of its
driving in a truck, car, or van all by numerous members is incredibly
himself. He most likely does not varied.
Force Profile 2010 Profile cont. next page
Age 75+
0.5% Native 3 or more
Hawaiian and workers
Age 65-74 Other Pacific 9.3%
2.8% Islander 0.9%
White
Age 55-64 Black or African alone, not 2 workers
12.9% American 1.0% Hispanic 31.8%
or Latino
Age 45-54 American Indian 86.7% 1 worker
20% and Alaska 38.8%
Native 1.2%
Hispanic
Age 25-44 or Latino No workers
49.5% Other
5.5% origin (of 20.1%
any race)
Age 20-24 13.3%
14.3% Asian
2.2%
Age 16-19
6.8% White
91.2%
Age Race Ethnicity Workers in Household
jobs.utah.gov/wi Trendlines 17

18. the outlook | by lecia parks langston, economist
For more information about
Other means 1.8%
Utah’s labor force from
Public transportation the American Community
2.1%
Work at home 4.4%
Survey, go to:
Walk 2.9%
• http://factfinder2.census.gov
Carpool in car, truck, or
van 11.2%
Drive alone in car, truck,
or van 77.6%
Profile
Means of Travel to Work
Production, transportation,
and material moving
2010 cont.
occupations 12.4%
Did not work
Natural resources, 21.9%
construction, and maintenance
occupations 9.7% Usually
work 1 to
14 hours per
Sales and office week 5.3%
occupations 27.1%
Service occupations 15.4% Usually work No
15 to 34 disability
Healthcare practitioner and hours per 95.6%
technical occupations 4.6% week 17.7%
Usually With a
Education, legal, community work 35 or disability
service, arts, and media more hours 4.4%
occupations 10.8% per week
55.1%
Management, business, and
financial occupations 13.8%
Occupation Usual Hours Worked Employed by
Disability Status
18 March/April 2012

19. dws news | by curt stewart, public information officer
Work/Life Awards 2011
Continue to Focus on Employer Best 2011 Work/Life Award
Practices Winners
F
or the thirteenth year, the De- •Whole Life Best Scores • Fehr & Peers – Salt Lake City
partment of Workforce Services' Child care, elder care, community
Office of Work and Family Life involvement, balance, wellness and
• Digital Financial Group – Murray
recognized the state’s best workplac- education. • Utah Foster Care Foundation –
es with the Utah Work/Life Awards. Murray
This year there were twenty winning •Workplace Excellence Best
companies from around the state, Scores • DigiCert, Inc. – Lindon
ranging from 10 to almost 1,000 em- A healthy work environment,
ployees. The Utah Work/Life Awards company culture, employee • Cementation USA Inc. – Sandy
showcase employer best practices retention and recruiting.
and provide an on-going forum for • Cirque Corporation – Salt Lake City
outstanding companies to exchange •Business & People Success Best
ideas and collaborate on challenges. Scores • Intermountain Financial Group/
Based on training, accountability, MassMutual – Salt Lake City
The winning companies demon- professional/personal development
strated a dedication to hiring inter- and communication. • Equitable Life & Casualty Insurance
nally and creating cultures of learn- Company – Salt Lake City
ing, passion and engagement. The “The Work/Life Awards are designed
“Work Life” awards are a DWS tradi- to help employers customize and • Software Technology Group – Salt
match their workplace culture and Lake City
tion that does more than just rec-
ognize an employer’s commitment needs of their current and future
workforce,” says DWS Executive • Spillman Technologies – Salt Lake
to employees; these awards also re- City
flect the Department of Workforce Director Kristen Cox. “Winning the
award is rarely about bells and whis-
Services' mission to connect Utahns
tles. It is about culture and meaning,
• CyberSource, a Visa Company –
with employment. American Fork
asking and responding.”
These awards are presented in three • Futura Industries – Clearfield
size categories: micro, medium “Every year this award gets harder
and large organizations each with and harder to win,” said Lynette Ras- • CLEARLINK – Salt Lake City
varying degrees of cultural depth, mussen, Director of the Department
workplace identity and clarity of of Workforce Services’ Office of Work • Marriott Vacation Club
focus. Employees are articulate & Family Life. “The success of Work/ International, Owner Services – Salt
ambassadors when it comes to Life Award-winning companies Lake City
describing impactful workplace shows up in many forms, including
experiences and their company’s improved productivity, customer re- • Nicholas & Co., Inc. – Salt Lake
success in creating an exceptional lations, retention, recruitment and City
place to work. The Work/Life marketing.”
Award focuses on four best practice
• South Davis Community Hospital –
The companies recognized by this Bountiful
categories. Companies that excel
in addressing their employee award not only reflect the monetary
value of employment but reflect the • Canyons – A Talisker Mountain
and business needs in these areas Resort – Park City
see high return on investments, values and importance of family.
The strength of Utah’s workforce
increased productivity, loyalty,
and their commitment to their
• 1-800 CONTACTS, Inc. – Draper
retention, innovation and bottom-
line reward. The awards are based employees is one of the factors • Automatic Data Processing, Inc. –
on the following criteria: that allows our state to weather the West Valley City
storm of the recession and start the
•Flexibility and Benefits Best recovery ahead of other states. For • Mountain American Credit Union –
Scores more information and how to apply West Jordan
Flexible work arrangements, time for this award next year, contact the
off, family/flex benefits and health Work and Family Life team at 801-
care. 468-0112.
jobs.utah.gov/wi Trendlines 19

20. the outskirts | by lecia parks langston, economist
The Highs and the Lows
of Labor Force
in Utah
Participation
E
lection years bring about inevitable conversations regard-
ing unemployment rates, employment ratios, discouraged
workers and labor force participation. This article spot-
lights one aspect of the labor force I’ve always found interesting:
the labor force participation rate.
When measuring labor force participation, the usual universe
includes the population 16 years and older not confined to
an institution (nursing homes, prisons, etc.). The universe
includes individuals 65 and older who are typically retired.
The participation rate is simply the percentage of that universe
which is active in the labor force.
To be counted in the labor force, one can either be employed or
unemployed. Employed persons worked for pay or profit (or at
least 15 hours in a family-owned business for no pay). A person
on temporary absence from a job is also included. For example,
if you are ill, on strike, on vacation, snowed in, or having a baby
and will be returning to a particular job, you are counted as
employed.
Enumerating the unemployed is somewhat trickier. To be counted
among the unemployed you must be “able and available” for
work and you must have made some type of job search during
the last four weeks. An exception to the job-search rule is made
for workers on temporary layoff.
Those not “employed” or “unemployed,” are excluded from
labor force counts—the retired, stay at home parents, discouraged
workers who have stopped making a job search, and teenagers
just going to school.
The American Community Survey five-year estimates (2006-
2010) which are available for all counties, allow us to compare
participation rates across Utah. Participation rates vary from
only 51 percent of the 16 years-and-older population in Daggett
and Piute counties to 73-75 percent in neighboring Wasatch
and Summit counties. Studies have shown—particularly
20 March/April 2012

21. The labor force participation includes
the population 16 years and older, as
well as individuals 65+.
for women—a high correlation between educational participation in individual families to make ends meet.
attainment and labor force participation. Interestingly, It seems reasonable to suppose that counties with a
Summit County also shows the highest proportion of high proportion of seniors would show low labor force
individuals with a bachelor’s degree or higher in the participation rates. Statistical analysis indeed shows
state. Population-dense Wasatch Front metropolitan a strong correlation between the percentage of the
counties all display higher-than-average labor force population over the age of 65 and a low labor force
participation rates. Yet, some small rural counties also participation rate. Given the fact that women tend to
maintain high rates—notably Garfield (71 percent) and participate in the labor force at a lower rate than men, I
Wayne (69 percent). Interestingly, both of these counties thought there might also be a relationship between the
display a significant tourism-related component to share of the labor force that was female and low overall
their employment base. Perhaps the seasonal, low-pay participation rates. Not so. There appears to be only a
nature of these jobs require a higher rate of worker weak correlation between the two.
2006-2010 Labor Force Participation Rate
For more information
about individual county
labor force data, check
out the American
Community Survey
data at:
• http://factfinder2.
census.gov
Source: U.S. Census Bureau; American Community Survey Five-Year estimate.
jobs.utah.gov/wi Trendlines 21

22. occupations | by linda marling church, research analyst
System
Analysts:
The Link Between Business
and Information Technology
I
want to streamline a production process within my solutions and ways that they can be customized to
company. Sounds simple, right? I want to make a few benefit your business. For example, they can recommend
changes here and there and it’s done. While making the most suitable web application for your business or
minor changes may sound simple, many questions may organization and develop ways to incorporate the power
arise, that if not analyzed and answered carefully may of multiple web applications in order to solve business
cost a lot of money and make an inefficient process problems. They can identify the most efficient software
even worse. I need new computer equipment and I need in terms of speed, usability, cost of implementation,
to plan for the cost and implementation of the new and maintenance. Utilizing your system analyst to
system. How long will production be held up, and how recommend suitable hardware and recommend server
will this affect my employees? Will I be facing layoffs architecture will enhance your company‘s bottom line.
or will I be paying overtime? System analysts make the
communication between information technology and Melding the potentially disparate goals of the business
business departments possible. They bridge the gap owner, a supervisor, an accountant, a computer
between what a business wants to do and how it can be programmer and production worker into a productive
done, taking into consideration all the consequences of and profitable system is the task of the system analyst.
doing so. Most analysts have computer science or information
science degrees. They must understand math, computers,
System analysts learn the relationships and interactions planning, and have exceptional communication and
of your business system and the elements that compose critical thinking skills. Writing skills are essential
it. They develop and test strategies for managing the when gathering information from a variety of sources
system and improving its outcome. System analysts and different levels of management. The ability to
understand the architecture behind different software explain their systems and give clear instructions and
22 March/April 2012

23. Most analysts have computer science
or information science degrees.
recommendations is key to the success of the analyst. According to the Bureau of Labor Statistics, employment
Since system analysts work in a variety of fields, a of computer system analysts is expected to grow by 20
degree that corresponds with the field is often required. percent from 2008 to 2018, which is a much faster rate
For instance, many MBAs also have a concentration in than the average occupation. Demand for these workers
information systems, bank system analysts may have will increase as organizations continue to adopt and
a degree in finance, and an analyst employed by a integrate increasingly sophisticated technologies and
hospital may have training or experience in health care. as the need for information security grows. The annual
Since technology is changing rapidly, ongoing training median wage for this occupation in the United States is
is a must. about $78,000 for those with a bachelor’s degree.
2008-2018 Employment Projections for
Computer Systems Analysts
Current Projected Annual % Total Annual Star
Area Name
Employment Employment Change Openings Rating
Utah -
2,871 3,598 2.5 140 4
Statewide
Metro Utah 2,710 3,390 2.5 130 5
Nonmetro
80 100 2 0 3
Utah
United States 532,180 640,270 2 22,280
Resources:
Utah Economic Data Viewer
• http://jobs.utah.gov/jsp/wi/utalmis/default.do
• www.bls.gov
jobs.utah.gov/wi Trendlines 23

24. what's happening | by john mathews, economist
A New System
of Classifying Occupations
by Education and Training
A new classification structure provides an in-depth
look at occupations and needed training.
J
ob seekers, students, and anyone interested in work- This system
ing want to know what educational and training re- was used to
quirements are needed to get started in an occupation. assign training
Do I need a degree, work experience in a related occupation, levels in the
on-the-job training, or a combination of the three to Utah Job
jump into the world of work? Well, it depends on the oc- Outlook for
cupation you are interested in. The U.S. Bureau of Labor 2008-2018. It was
Statistics (BLS) has developed a new classification system a one-dimensional classification structure that assigned
that addresses the question of “delineating the most one of the above training codes to the list of the some
common way persons prepare for an occupation.” 750 occupations in the Utah Job Outlook. What the prior
classification system didn’t do was provide the job seeker
In the past, the BLS has assigned training codes defining with two other important dimensions for describing
how workers prepared by determining the typical way one occupation other than the typical educational level needed
enters an occupation. This system, which we used at the for entry. These two included a category defining work
Department of Workforce Services, specified 11 training experience in a related occupation, and the typical on-
levels as the typical method of job entry. This hierarchy the-job training (including apprenticeship or internship)
was a continuum starting with academic credentials needed to attain competency in the occupation.
(degrees) and ending with basic short-term on-the-job
training. Here is the list of the 11 education/training The new system addresses these added dimensions by
levels: providing three education/training categories instead of
one. First, and similar to the original 11 assignments,
• First professional degree is the typical education needed for performing a job.
Second, is an indicator of the level of work experience
• Doctoral degree needed in a related occupation, and third, the level of
• Master’s degree on-the-job training called for. Now job seekers can gain
a better understanding of what is needed for success in
• Bachelor’s or higher degree, plus work experience
a given occupation. Below is a table showing the new
• Bachelor’s degree three-dimensional classification of level of training, work
• Associate degree experience, and on-the-job training (see table 1).
• Postsecondary vocational awards By the Numbers—Some notes
• Work experience in a related occupation In the Standard Occupational Classification (SOC) system,
• Long-term on-the-job training (including skilled there are 750 job titles that are assigned 1) a typical level
and apprenticed trades) training in OJT setting of education for entry, 2) work experience in a related
and/or in formal classroom setting for one year or occupation, and 3) the level of on-the-job training needed
more for competency in the occupation. Some occupations
only call for the education and training (showing “none”
• Moderate-term on-the-job training—from one for the work experience and on-the-job training criteria).
month up to one year Others have a mix of all three. For example, most manager
• Short-term on-the-job training—short job titles call for a bachelor’s degree and work experience
demonstration and observation of less than one in a related occupation. Engineers need just the bachelor’s
month. degree. Cashiers need less than a high school diploma or
work experience and the minimum of on-the-job training.
Skilled construction trades like electricians and plumbers
24 March/April 2012