In Pennsylvania, as in many other places, job-seekers and employers face the shared challenge of a worker shortage. There are currently more job openings than there are available workers to fill them. Both job-seekers and employers must overcome significant barriers for Pennsylvania to close that gap. Five key barriers have been identified through the Command Center's work: child care, transportation, training, reentry, and professional licensure.
Pennsylvania faces a changing economy that's placing new demands on our workers and businesses. Employers are hiring, but the job-skills gap in today's workforce too often leads to a shortage of qualified job candidates. At the same time, too many workers are employed in low-wage jobs and lack the training they need to compete for in-demand careers. To meet these common challenges, state government, the education sector, labor, and industry must all work together to close the skills gap and build a well-trained workforce.
This dataset contains summary information on completion of LEAN classroom and virtual courses by Commonwealth of Pennsylvania employees in support of the Governor’s initiative: “Government that works.”
Lean is a systematic approach to reduce or eliminate activities that don't add value to the process. This approach is based on a set of principles which focuses on customer and encourages a workplace culture of employee engagement and respect for those who do the work. It’s about developing a mindset of continuous improvement and leveraging the knowledge of front-line staff, our subject matter experts, to identify incremental improvements that add up over time.
Governor Wolf is seeking to streamline state services to make them easier, better, and faster to the benefit of the citizens of PA through adopting a Lean culture in PA agencies. The goal is to increase efficiency, remove waste, and to rethink how we do business to improve state services and better meet the needs of our diverse customer base.
While Lean found its roots in a manufacturing environment, specifically through the Toyota Production System (TPS), the concepts and tools and have been successfully applied across all industries. Having previously implemented Lean in his private business, Governor Wolf is currently working with commonwealth agencies to embrace Lean at an enterprise level and ensure front line employees have a voice to challenge the old way of doing business.”
The data depicts each training opportunity completed by individuals through Industry Partnership training funding by Program Year (PY). The file includes all training and the number of individuals that benefited from the training and the workforce development area in which the industry partnership is organized. The data show the amount of training that is driven by employer demand to ensure PA’s employers remain competitive and workers retain employment and enhance their career opportunities.
This is Department of Labor and Industry(DLI) dataset.
There are 5 other Workforce training files from Department of Community and Economic Development (DCED) that when combined with this file support the Governor's Workforce Development Goal of training 340,000 individuals by 2020
The data represents the percent change in wages for an individual who has wages recorded in the Unemployment Compensation (UC) wage record file in the quarter in which they completed Industry Partnership training and wages found in the UC wage record file for that individual four quarters later. The change could be an increase or a decrease in wages. For example, if an individual completed training in the third quarter of 2013 and earned $5,000 in that quarter and earned $7,500 in the third quarter of 2014 the percent change for that individual would be 50%. The file incudes a count of all individuals who benefited from industry partnership training, the workforce development area of the industry partnership, the training program completed and the percentage change in wages per individual training. The top line of the file includes the overall percentage change for all trainings.
*The goal for Labor & Industry is based on receiving $10 million to fund Industry Partnerships.
This dataset is for Program Year 2013-2017 and will be updated annually due to federal release schedule.
There are many reasons why an individual’s wage may have changed dramatically. Some of the reasons for negative wage changes or large increases in wages are listed below (not an exhaustive list).
• An individual may have left the job, was laid off, or retired within the year after they were trained.
• An individual may have become ill and left work.
• An individual may have accepted a job in or moved to another state.
• An individual may have been working two jobs and switched to one, or vice versa.
• An individual’s hours may have been reduced/increased during a quarter.
• Overtime hours may have been reduced/increased during a quarter.
• An individual may have taken family leave.
• A bonus could have been paid right after training was completed.
• Wage records may not have been reported.
• An employer may have closed and laid off all of their employees.
This data is the monthly number of inmates who are incarcerated and have a minimum sentence of 2 years or less by county who are participating in vocational training, the average number of hours in vocational training, and the number of inmates with vocational certifications