>> jodi traversaro: good morning. this is jodi traversaro, and i am with the department of personnel administration -- soon to be calhr -- overseeing the statewide learning and performance management function. and i am thrilled today to have our wonderful cynthia solorio from edd present on edd's labor market information division, the data they collect, and provide an overview of the standardized occupational codes and o*net. and i'm thrilled also to report that we have trained over 20,000 people using this virtual meeting tool called live meeting. and because we're able to train people and supersize our classroom, more people have received more training in the format of course that they may prefer -- an online format.
we record all of our webinars and we put them on our website. so i'm thrilled to provide training in this format. if you're not using a mouse, you can use alternate keystrokes to achieve the same results as clicking and using your mouse. but as a start, we ask that all attendees mute their microphones so we only have one speaker at a time. you can always submit a question using the q and a button. we also have real time captioning occurring for people who are hearing impaired. so with that, i'm going to be starting our webinar. i'll be recording it.
and, joan, you'll be recording the webinar as well? okay, so press record. welcome to the virtual training center. in order to make this webinar more interactive for all of us, please feel free to use the q and a button at the top of your screen. mute your microphones so we have silence while the speaker is speaking. and to download the handouts, you can click on the three little white pages on the top right-hand corner of your screen. and if you are not using a mouse,
here are the alternate keystrokes that you can use to achieve the same results as if you were using a mouse. i'll go through those. to mute and unmute your microphone, you press control m. to download the handouts, you press alt h. down arrow to move through the selections, space bar to select. tab to move to the menu and then enter to download the handouts. to ask a question, you can either click on the q and a or press alt q, pressing also control tab repeatedly until your cursor is in the box. then you can type the question, tab to ask, and then enter.
and then to turn on and off the real time captioning, you can either click on the more option on your top menu or press alt o. and again, i'm thrilled to have cynthia solorio here today, the occupational research group manager at the labor market information division. and before we begin the webinar, i just first want to thank cynthia for doing this. but tell -- connect some dots. and oftentimes people that attend our webinars say, now, why is edd presenting this webinar to the state of california? and this primarily was marketed to hr professionals statewide, workforce planners, and researchers.
well, about ten years ago, i was asked at the board of equalization to do a training aids assessment. and of course, i was consulting with joan strohauer at the time. but what we were trying to do is match training and education to state jobs. and a lot of you who are already in state service may realize that our job titles are really different than what everybody else uses. and i am going to quickly share my desktop, cynthia, just to show something very quickly about showing basically how the state job website is different than everybody else's. this is the best way to illustrate why today's webinar is going to be so very helpful for the state. so for instance, i'm going to type in accounting. and oftentimes people who are looking for a state job
or maybe know that they have an accounting degree may use this website and try and look for a job. so when you look for a state job, you can see some of the job titles that pop up. and administrative law judge pops up. what's missing from this are a whole host of other jobs that people may qualify for. so i wanted to show just the jobs website -- how our search criteria may exclude certain jobs and include things that don't make sense. and that's the best way i can describe how -- what we're going to learn today when the state adopts the use of this tool can benefit us tremendously and save us a ton of time and money.
so with that, i'm going to start by pulling up a poll -- cynthia, if that's okay with you. >> cynthia solorio: sure. >> jodi traversaro: and then i'm going to turn the webinar over to -- there we go -- results are shown. thank you so much. with that, cynthia, i'm going to turn it over to you after this poll. so it looks like we've got a real diverse group of people here. okay, it looks like we have seven classification and compensation people. we've got six workforce planning people.
six recruitment and selection. we've got a training person on the line, our kindred spirit. and labor relations -- we've got one lr person on the line. so 38 attendees, cynthia. i also have one more poll if you'd like to find out if people have ever used the data. just until the speaker icon is no longer listed; then use tab to select the answer. looks like we have 37 attendees, and it looks like 25 have responded to this. so it's interesting that we've got 12 people who have used it before; that's good. so it's half and half, cynthia.
okay, with that i'm going to pull up your powerpoint presentation and turn it over to you. >> cynthia solorio: okay. >> cynthia solorio: oh, my pleasure. and thank you, jodi, for the opportunity for just presenting some of the information that we gather through our labor market information division. i am an occupational research group manager. i will say that labor market information is extremely diverse. my particular area of expertise kind of centers in that occupational information gathering. and we will, during this webinar,
kind of show you how we use o*net in terms of how that is to some degree integrated with those occupational codes. i've been with lmid for many, many years; and the one thing i've found is that so many people have a very vague understanding of what labor market really is. for some reason, they think about labor, they think about individuals. but normally what i'll do is when i go out to a training class, i will ask them, okay, if you have a job seeker coming into, say, a counseling office and they don't know what they want, what are the first things that they ask about? what is the occupation? what would that occupation do? what are the wages that are paid? are there going to be jobs in the future? all of that information is considered labor market information.
and what hopefully i will be showing you today is one of our tools that really -- i'm going to say -- maybe synthesizes a lot of the data elements that we collect. i think the other misnomer about labor market information is that it's a bunch of charts and graphs; and they look pretty, but we don't really know how to use them. and this is probably more of our quantitative end of labor market information. but a tool that i'm going to be showing you integrates both the qualitative, which is more the original research that goes out on a descriptive end of it, in combination with data. so, anyway, we'll go ahead and get started. and what we're going to be looking at is just a general overview.
and it's taking a while to load on my page, but we will have an overview of just labor market information in terms of how it relates to one of our products called the california occupational guide. that particular product we're going to be going into in a lot of detail, and it will pull together a lot of information that i hope you will find useful. another product that we will also briefly touch upon is something called the local online job trends report. this is something that is published monthly. we are also using a tool, and it's call help wanted online, that is actually a job advertisement board scraping tool. so it actually goes out to job boards like monster, career builder, some employer job boards.
and it consolidates that information using the standard occupational coding system and it will categorize those into occupational groups so that we will actually know what are the top jobs that are being advertised out there on a monthly basis. we'll be taking a brief look at the occupational information network, otherwise known as o*net. and i'll also be taking you into the o*net code connector and the o*net academy should you want more information on what's going on with o*net in terms of the updates. now, the next screen -- you may already see it -- but the next screen that will be coming up will show you a picture of the labor market information home page.
one of the reasons why i included this, even though we will be actually going to the website and navigating around, is so that after this particular presentation, if you think about, oh, i know we went into something with wages, or i want to go back into that california occupational guide tool, this will at least give you an idea of where to locate what it is that we're going to be discussing today. now, the one thing i do want to point out -- our website is to some degree dynamic. and on this particular section to the right of the screen, the top links this month -- right there you are looking at a link to our local online job trends. now, of course, when i went in this morning to make sure everything was okay, everything was coming up, i noticed that this particular link had dropped off because over the last month,
it was not one of the links that had the most hits. but during the course of this particular webinar, i will show you how to go through and access that information. and let me go to my next slide. the next slide is going to show you just generally what a california occupational guide looks like. and as we go through and start navigating the california occupational guide, you're going to see wage data integrated into this dynamic publication. we're also going to be looking at employment projections, or another term would be job outlook, for a particular occupation. down below, i've included our direct labor market web page address.
but as we go into the website, i'm also going to show you how to get there through the www.edd.ca.gov, which is a little bit easier to remember. you'll notice on this particular occupational guide, there are some quick links here which, even though i'll probably be scrolling through the publication, there is a way to just automatically jump to what it is that you want to see in that occupational guide. now, the next product that we're going to, again, just briefly touch upon, -- i mentioned the help wanted online. we term this as real time job information because even though we do the research on the occupational guide, we can give you the employment projection growth and what they're paying right now, it's always nice to see what's going on out there in the real world today.
and this is a way that we can actually go out and look at what employers are posting and see how realistic that is in comparison to what we are either projecting or what we have reported. this graph that you see at the very bottom of the slide here is just a little excerpt of the report. but when we go into the report, you will be able to see this graph; and i'll explain a little bit more of what that is all about. and then i'll explain what it is in terms of the total online job trends for a particular area. and with that, i'm going to go to our edd home page. and you'll notice up at the top -- and i know most of the state agencies are moving toward this new format -- we will show the major programs
and employment development departments processes -- one being the unemployment insurance, disability insurance. the jobs in training, that's more of our field office division. when job seekers actually go into local offices because they need assistance either with -- they're looking for work or because they have questions dealing with their unemployment insurance, many times they'll go into some of our onestopcenters. and we can either help them through the process of registering for work and finding them jobs, but also route them over to training. another branch that we have are the payroll taxes. we actually have a tax branch through employment development department which is the second largest taxing agency in
the country -- second only to the irs. and then you see labor market information, which is the statistical arm of employment development department. we have access to all of the major payroll records because employers are required to pay taxes on certain programs. our tax branch gathers that information, but labor market information division has access to the employment numbers and the wages that those employers pay, and also the categories that those employers in terms of which industries -- the major industry sectors -- where they fall. oh, yes? >> cynthia solorio: i'm sorry.
we've got some people who are just letting us know that their screen is not reflecting what you're talking about. and i apologize -- i didn't want to interrupt you. >> cynthia solorio: not at all. i'm at content. there we go. and i will go to all. okay, now hopefully everyone can see my screen now. and i'm going to go back -- i'm going to take us back to the edd home page just to show people what i was talking about: unemployment insurance, disability, jobs and training, payroll taxes, and then we have labor market information division. so you click into that particular tab, and it will take you to our labor market information home page. now, up at the top, you'll see that there is a web address up there that is on a couple of the slides that i produced.
so you can either go through our edd home page, or you can type in the web address -- www.labormarketinfo.edd.ca.gov, which is on the slides -- and it will bring you directly to this particular page. these statistics will change monthly. we've got top unemployment statistics. in the news every month, you hear about the unemployment rate -- whether or not it's going up or going down. labor market information division is the entity in the state that actually produces those unemployment statistics. and many times people are coming to us. they want to know how many unemployed are out there, how many are employed -- that sort of thing. you can always come to our website, and the most recent statistical data will be listed there for you.
i mentioned a little bit earlier about how diverse labor market information is. we actually have labor market information by customer group because even though a job seeker may want to see a certain data source, a business or a company may want to see that same data, but they want it looking a different way. so what we try to do is pull together all the labor market information by customer group. so at least when you go in there, you're seeing the information that might be the most applicable to you. now, i was talking to you about the top links, which right now you're not going to see that online job trends here. but there is going to be another way we'll go into it. but before we do that, what we are going to be going into right now is our california occupational guide. now, as we go into this particular publication, you're going to see information on wages
and projections of employment -- which if you want to just go into that particular data source which are flat files, excel files, by a particular area -- you can go in there directly. but the way we're going to be viewing this is we're going to be going into a california occupational guide. this is a dynamic system. the most current data source that we have available for a particular occupation for a particular area will be pulled into this particular public online publication. and since some of our data sources are updated every six months, annually --whatever that is -- whenever that data source is updated, it will automatically be pulled into this occupational guide so that you have the most current information available
for that particular occupation. we're only going to go into the keyword search; but there is a topic search, and it takes you into an alpha search there. but many times, people have an idea of what it is they want to look for. and this is pretty intuitive. you can put in a keyword or any part of a word, and then you can go ahead and select that occupation. it defaults to california; but if you hit that down arrow, you'll see a list of counties there that you can select. i'm going to go ahead and select sacramento and then view the guide. now, this particular system, again, you can go ahead and obviously print it from this particular screen.
but if you want to be paper friendly, there are also some printer-friendly capabilities here if you want to avoid having some of this beautiful display page on your page there. now, you'll notice right here, we're automatically defaulted to a detailed report. so this will give you every bit of information that we have. the summary guide truncates this to some degree; so instead of getting a printout that may be six to eight pages long, the summary guide may only be two to three. so it just depends on what it is that you need. but the staff in my particular group that i manage are the ones that actually go in there.
they do research based on accountants and auditors. what might employers call accountants and auditors? the one thing that -- we have a standard occupational classification coding system, which is a national system. and it is used by the census; it is used by all of the labor market information entities across the nation in terms of gathering data. but the only thing is, they do have official occupational code titles associated with those codes. but there is no way that we can mandate employers to say, you must know this coding system, so you must go ahead and call your job exactly what it is that our coding classification system says. and because of that, my staff will go in there
and try to find all of the alternate job titles that an employer may call this particular occupation. now, one of the things that they'll do then is in this section, what would i do?, they go through and they use both o*net, they'll use another national handbook called the occupational outlook handbook, they will use job ads, they will use internet sources, they will use reports that they may have come across, to include information on what this particular occupation would do. they add this in here as -- we try to get it to be the most comprehensive job description out there. but granted that not all employers will say, oh, yes, my accountant does all of this work. they may do a good portion of that, they may do a little bit of accounting, and who knows, they may even do a little bit of cashiering depending on the kind of job that they have with that employer.
but this is helpful to both employers and job seekers and counselors so that they can go in there and actually see all the possibilities of what an accountant might do. this can be very helpful for job seekers to know what career path they may need. it can be useful to employers when they are putting together job descriptions for job ads. many times we've got a system called caljobs through employment development department, where employers will come to us and they'll actually place the job ads out there. and many times they'll call us and they'll say, i'm not getting any hits on my job ads, or, i'm getting the wrong kind of individuals. many times we'll refer them to our california occupational guides; and we'll say, okay, how are you wording that job ad?
because the way you word that job ad or job description is going to make a difference on who's going to be applying for that job. so employers can come here and read up on what accountants do and actually glean directly from this particular publication to help them get the job applicants that they want for their particular job opening. another way a job seeker might use this, not just for career planning, but after there's a potential that they're either looking for other employment, they're doing a resume of some kind, they can come to this particular publication and say, okay, i have certain things in my resume. did i remember everything? because many times,
having additional information on that resume could be the difference of whether or not that employer is going to hire you or not. so there are different ways and different customer groups that would come to use this particular guide. i mentioned earlier how we use the o*net and occupational outlook handbook. this particular information here comes directly out of o*net. all of these guides, in the background in terms of how it's pulling data, is using that standard occupational code in order to pull that data in. what that code does, it goes out to o*net and it says, oh, you want information on the top tasks and skills for this particular code. and it pulls it in so that we don't have to be transcribing.
it just does it automatically. now, some of the other things that we will also research are the working conditions -- whether or not there is heavy lifting required, whether or not you'll be in an office environment. and again, what we're trying to do is provide information to individuals to help them make informed decisions on their future. now, one of the areas that i'm going to go into now is, what wages and benefits can i expect? our particular department, our labor market information division, oversees the occupational employment statistics survey, which is a bureau of labor statistics program. we are mandated to survey employers over a period of time,
and we publish those survey data -- which on this one is going to be wages. and we also have this by local area. again, based on that standard occupational code, it is pulling in the data for california and the sacramento metro area. now, most of the data in labor market information division is collected either by county or by metro area. and there is a handout that's included in the downloadable items that actually define what those metro areas are. some of the metro areas are the same as the county. like off the top of my head, the stockton metropolitan statistical area is san joaquin county. however, if you notice down below, it says,
the sacramento metro area, because that is what the wages were collected for includes el dorado, placer, sacramento, and yolo counties. one of the reasons why you have a combination of counties by metro area has to do with the commute patterns of the individuals out there working. that particular combination of counties they kind of exchange labor. they exchange the workers. they're driving to and from -- i may live in el dorado county, but i'm working in sacramento. and again, they get much of this information from the census. but based on that, every ten years the office of management
and budget will review those commute patterns to see whether or not there will be any changes in the metro areas. but just to be certain, when you select sacramento county, if it says metro area -- which i can almost guarantee you all the time it's going to include data with these other areas. now, what i'm going to show you here, even though right here we're looking at annual wages -- this if you want to look at your desktops, cynthia, this handout here. here we go. >> cynthia solorio: yeah, this is the handout i was talking about where
we've got the labor market areas and their related counties. the metro areas will not necessarily mirror the county names. so bakersfield metropolitan statistical area is actually kern county. you'll notice down below i've got a definition in case you see the acronyms -- md, which is the metro division, just a larger area -- and an msa, metropolitan statistical area. now, a couple of anomalies that are happening in our guide, and i'm not quite sure why this happened. most of these are either by county name or metro area name. if you look down at oakland-freemont-hayward, which is the metro division comprised of both alameda and contra costa counties, when you look at the data in our guide -- and when i go back,
i'm going to show you a consolidation of all wages -- it's going to show east bay for oakland, freemont, and hayward. now, if you're from the bay area, you know what the east bay is. but if you're from the central valley or maybe the losâ angeles area, calling something east bay may not mean too much to you. so i try to also include some those out-of-the-ordinary names and terminology that we used here. another one was riverside and san bernardino -- the metro area there -- aka, the inlandâ empire. and i think the only other one that i found was they make reference to the san francisco bay area. now, when i think of the san francisco bay area, i'm thinking of either 9 to 12 counties -- depending on how you want to configure the bay area.
but that is actually the metro division, which only includes marin, san francisco, and san mateo. so that's just as an fyi. thank you. this is a great handout. i hope -- my job is to connect the dots for our hr professionals that are attending. and in the beginning of this webinar, i went into the jobs website; and i typed in accounting. and we have kind of a random list of jobs that popped up. and oftentimes state job descriptions -- state job titles -- even salaries are the same statewide. and so when i came across this data at o*net and through the labor market information division, i thought, my goodness, what a wonderful picture of really what these jobs require.
and i can see how right on the front page -- meaning whenever we're recruiting or when state employees are looking to move or be mobile or recruit -- you can see how right off the bat, because the job titles aren't consistent, we have a disconnect between our workforce and our skilled workforce and, of course, our state jobs. so i couldn't be more thrilled to come across this amazing tool that employers use, the federal government uses, that defines work, that titles jobs, that surveys -- in a statistically sound way -- salaries across the state. anyway, so thank you; i see your desktop now. >> cynthia solorio: oh, great. now, the other thing that jodi in particular wanted me to mention, when we're talking about our wage survey,
we survey approximately 34,000 california employers every time we send something out on our wage survey. now, that includes both private and public entities. so, yes, the state of california is included in the data that we collect. now unlike what we normally will do for, say, local government or for private employers, we actually get a file directly from the state controller's office. and it's the census of all the state employees and the wages that they are receiving. that becomes part of our outcome as we publish this data. so i wanted to make sure that i made that point. one of the things that you'll see on our wages here, this is based on annual.
i'm going to go ahead and click that to change it to hourly. many times people want to know, well, if i live in this area, how much will i get paid? and we will always show you california as a baseline. and obviously, that's based on all of california -- what one would probably say would be the average -- and how that compares to your particular local area. but another way to see that comparison, there is that link below that you can click that says, view all areas. and it will give you all of the areas that we have surveyed for accountants and auditors by geography. it'll give you the median hourly and the median annual. so that you can actually see -- obviously, east bay, again, that's alameda
and contra costa county -- but part of the bay area. there's quite a big difference between what the wages are paid there versus in butte county, which is more of a rural area. this is where you really start to see the differences between the labor markets on the cost of living in particular areas and whether or not say somebody was going to school at chico, and now they're looking to move someplace else possibly. oh, i want to go to san francisco to live. and they don't realize that when they go over there -- yes, the wages are a little bit more; but the wages are more because it costs more to live there. and many times that can be a deciding factor when people are making decisions about where they want to work.
i want to change jobs. i'm in imperial county right now, and i want to move to san diego. what kind of job will i have to get out there in order to survive? because in san diego, the wage is probably much, much more. now, the one thing that brought this to mind is that there was a time when i was out -- i actually was managing some bay area staff. and i normally was commuting over to their offices for management purposes, but i had an opening. and what happened was that obviously our recruitment -- even though we sent it out based on the employment list that we had --
and the employment list was a couple of years old. and i remember getting -- it was for research analyst i, so it was an open exam. we didn't get a lot of takers for it. and finally i got an individual, brought him to the interview, and the first thing that he asked me was, how much does this pay? and at that time, he was looking to get into the research field. but he was working, i believe, in management for some grocery firm. and the interesting thing that happened -- he was making way more money at a grocery distribution center as an assistant manager. and he said, well, i really want to be a state employee.
i really want to break into it, but is there any negotiation? he goes, i don't think i can live on the wages that you would pay me on an entry level salary. and, of course, we know that there isn't -- so again, a very good candidate. i think he had an economics background, and he would have been perfect for the job. but we were not really as competitive as we could be. had we either had a variance in that wage based on the location, or we were able to negotiate to some degree -- but it was an interesting thing that we always tend to have difficulty hiring in some of these larger metro areas, and some of it has to do with our level of pay. so i just wanted to bring that up.
you not only have access to all this amazing data for employers, but then you also act as an employer in hiring state employees. so you can see how our job titles differ, how our wage data doesn't match up sometimes, and how our duty statements and classification, specifications don't use plain language or even current language, as they may have been written in 1930s or ‘40s or even the ‘70s. so i love your perspective on this, cynthia. >> cynthia solorio: oh, thank you. and the other thing too that we have also used -- i should say referred people to our wage data on, like this young man who even though he already had a job, there are many times people will come to us and say,
okay, i finally got an opportunity for a job interview. i do want to negotiate with this private employer for my wages here, but what's my range? what should i say? and many times they'll come to us and we'll say, okay, you know what? we've done surveys on this, and normally the low-end employers will pay this, the high-end will pay that. and i'll go back to this particular screen where we're looking at the low end versus the mid-range versus the high end. and a lot of this, they use it in combination with their work experience. if they have five years in, they might be able to start with their salary negotiation at $30 versus, you know, i'm right out of school. you're going to go, well, okay,
they're looking to pay you $19 an hour because they're trying to undercut. you might say, well, based on labor market information division, in this particular area most employers on the low end are paying $24. so it gives them a tool for negotiation. now, the other things that we also do in our particular division, we will survey a handful of employers -- and i will say this is not as massive as our 34,000 employer survey count for our wage survey -- but again, what we want to do is still try to stay on the pulse of the local area employers to say, okay, by the way, do you pay for medical insurance? do you have a retirement plan? that kind of information can be useful to individuals that are looking to change careers.
so we include that information in our occupational guide. and again, this is more on medical insurance and their percentage. but the other area that is usually very, very useful to either employers and individuals is, what is the job outlook? what are the employment trends in terms of is it going up? is it going down? is this a high turnover occupation? that sort of thing. now, i have two sides of the house in my particular group. one does the occupational research in terms of the descriptions and the working conditions -- that sort of thing.
but the other side is more of my quantitative side, and they do statistical methods using formulas and software that's being used across the nation -- because, again, it's another bureau of labor statistics program -- to actually calculate whether or not industries are growing or declining. and after they have that data available, then we can look at -- we call them staffing patterns. but actually what it is, is the occupational makeup of an industry. and we can see whether or not this particular occupation is growing and declining and which industries that occupation is in. so my staff are the ones that actually deal with the projections of employment.
this particular graph is showing you, based on the occupation -- and again, we try to give you a comparison of california and the county or metro area -- so in california, again, we're looking at bay share employment, which would be in 2008 -- what the estimated employment was in 2008, but what is it projected to grow through 2018? so it's a ten-year projection. we estimate in california we're going to be adding 26,000 -- almost 27,000 -- new jobs, and in sacramento that came out to a little over 1,000. now the other information that we'll also provide though is what are additional openings. this was all due to new job growth here, but what are the additional openings
because an individual is actually leaving that occupation. you'll notice that in california it's almost 24,000 accountants and auditors that we'll be needing -- that we will be replacing sometime during this ten-year period. and in sacramento, it's around 1,100. and again, some of this could be baby boomers throughout california. that's a pretty large amount. and again, when you use this number in combination with this, you can truly say to a job seeker, you know, this seems to be a pretty secure occupation. so in order to for them to make their choices -- now, obviously, if this numeric change on the job growth was declining, we may think twice about that.
but again, taking that in combination with some of these replacements might be what it takes to help that individual make a decision on a career choice. and workforce planners out there should be really tuning in to the trends as we don't want to be blindsided in state service when all of our accountants or all of our -- i'll say emergency management -- i know that was after katrina -- homeland security and emergency management professionals left government or even went to a different government entity in droves just because there was such a demand for that occupational area.
so the projections of employment are wonderful in that we can look to see where we may have a recruitment or an exodus in our jobs in the state of california and respond appropriately. >> cynthia solorio: yes, and the other thing that also happens is that there are economic factors that occur during the course of time, and i'll use the most recent recession that we had. it's hard sometimes being a state entity and competing with the private sector because of, again, the wage differentials. but what happened this last recession we noticed, and it's kind of been traditional, that when the private sector tightens up -- where jobs start shrinking -- a lot of the college graduates instead of
always going out there and saying, i've got to go out there and compete, many of those will come to the state. and we were lucky -- i know in our particular division we're very, very lucky to get a lot of young blood during the recessionary period. so it's interesting how those jobs, as they grow and contract and the recession hits or something happens, where it will also change the applicant pool that we have offered to us by the state. now, the next section -- which is kind of a repeat of the one above -- up here it's showing you a ten-year projection on the job employment and projected growth. all this does is break it into, okay, if we divide this by 10 -- which we did,
104 -- this would be the annual average job growth. i'm not quite sure why -- all you have to do is divide by 10 -- but just in case an individual is curious what that would be on an annual level. now, i will say it's a little bit harder to predict what is going to happen from one year to the next. this makes it sound as if for every year between 2008 and 2018, we're going to add 104 accounting and auditor jobs in the sacramento metro area. we would rather say, during the period of time between 2008 and 2018, it is anticipated that we will be adding a little over 1,000 jobs to that occupation. it might happen during a particular year; it might happen over a period of three or four years.
we just estimate based on trends analysis that it will probably occur sometime within that ten-year period. so we would rather point people to this chart rather than -- some people think that this is a guarantee that this is going to happen, and that's not necessarily so. if we knew for a fact how many jobs would be added in a particular area and that was solid, we would be mr. bernanke and not working for state government. but the other information that we do have in our occupational guides -- and again, this is a lot of what my occupational research staff do -- they look into the education, training, and other requirements. this can be a real eye opener to individuals that think, oh,
i want to be this particular occupation because it pays a lot, and it looks like there are a lot of jobs. and then they come down to how much schooling it takes, and they're not willing to invest that time. this can also be helpful to individuals who have been displaced out of their jobs. now, they're looking for something new. they want something that won't be as affected -- and that could be either because of an economic downturn or it could be because a business has left california or left their particular area of the state and gone someplace else. so we do have that information on the education and training. it reminds me of minimum qualifications for some jobs.
>> cynthia solorio: yes, oh, that brings me to another story -- i'm glad you said that. i was actually selected as a subject matter expert for an exam. and of course i wanted to make sure -- you can't remember everything -- and one of the things i did -- the first thing, i went into an occupational guide and tried to find information there. but the other source i went to was o*net. and i went into a couple of different areas because i knew what some of the major duties would be, and i was able to go into that meeting at least prepared with something to say, okay, is this there? because i know they do this. i may not have remembered that,
so that was extremely helpful when i was a subject matter expert for that. and so many times i've met an office technician or an ssa with a ph.d. in environmental science, or a nurse working as a personnel expert. and i find it fascinating that we don't have a good tool in state government really to match people's education and experience to available jobs. and what i'm thrilled about is by leveraging this tool, we can help assess and match people to the careers of their choosing really. >> cynthia solorio: you know, that brings me to another point. the real time lmi -- the job ads that i was saying that they scrape them from employer job boards
or other job boards -- one of the things that we found the staff that we have here at lmid, the ones that are doing the wage surveys, it is their job to know that coding system in and out. and they look at all the nuances. they look at the industries. and one of the things that we started looking at is how some of the job boards actually coded their occupations. and when we were talking with them, they said, well, you know, if it's a registered nurse and there's a hospital, we just assume it's a registered nurse. and we're going, well, there are two things on that. registered nurses -- there are so many specialties now that have soc codes now that it isn't just a general registered nurse.
and then on the other end, somebody was saying, do you realize that you have a lot of registered nurses working for insurance companies? these insurance companies need the registered nurses to go in and, i guess, make determinations on certain things based on medical terms; and they have that background. so again, you're looking at related skills that can be used both in the health field and in the insurance field. so it's things that people really have to start thinking about -- how to use all of those skills in order to best meet that job. >> cynthia solorio: and i think down below -- okay, licensing certification -- we also do some surveys on that. and we go to the licensing boards, and we make sure that they've got their information updated so that, again,
we try to match all of their certifications based on the soc code and, again, included in our occupational guide. here's a little bit more about training. we don't do as much outreach on training, but we have it there available. and i think in our training inventory right now, we have approximately 2,800 training entities. and we actually got some federal dollars to look at the training entities that were considered green. and we now have them designated in there in case, again, if somebody's interested in just green jobs. we have some designations which on our occupational guide -- if it has a green leaf on it, that means there are some skills or requirements or knowledge that might be related to the green economy. the other thing we do in our occupational guide is we give some ideas of where you can look for work.
we're in accounting and auditors, and obviously there's assumption to go to a bookkeeping service. but we have local government there. we have management of companies -- almost every small company of any kind will normally have an accountant or auditor, if they're not the actual ceo of the firm. but this again gives an individual ideas of where that particular occupation works in terms of industries. and this mix can be different if it's in sacramento county versus san francisco, versus losâ angeles county versus san joaquin. this mix i can almost guarantee you will change in terms of the kind of industries, and it will probably also change in terms of the percentage that you have an opportunity of finding work in as an
accountant in that industry. this particular section is more of a pulse check on the employers on how much experience they are willing to accept in order to pull people into their business, and whether or not their hiring expectations are growing or declining. now, the only thing on this is that when we entered this in this survey, we're lucky that they surveyed something obviously most recent. but there is some dated data on this because we don't usually repeat occupations. if we do, on this particular local occupational information survey, it's no sooner than three years. so this information is kind of volatile based on the economic conditions. now, on finding a job, again, it's funny.
i keep mentioning, why do we have yellow page headings? who gets the yellow pages anymore? even though we do have online yellow pages, so i guess that could be helpful -- but we really need to change this up a little bit so that individuals have a better understanding of how maybe to use an online job board now instead of just going to the online yellow pages. now, the other thing that i think is probably going to be the most helpful -- i know, jodi, you mentioned it a couple of times already -- the related occupations. if i'm an accountant and i want to be something else based on these skills -- and, again, these are just the top ones -- the top related occupations -- again, this is another thing that we get from o*net.
when you go into o*net, there is a section in there saying related occupations. and it's based on the skill sets, it's based on o*net data based on their surveying the employers of what are the important skills or tasks related to that particular occupation? and they will match it up that way to give you an array of occupations that might be better suited. now, we have used this information -- and we'll be going over o*net in just a bit -- but we've used this information in the past , especially when you have situations like the veterans returning from overseas now. they're trying to transition back into the work world, and they're a gunner. and o*net actually has integrated several different kind of crosswalks in there -- one being the military crosswalk --
into the standard occupational code. so if there are certain entities that are trying to target veterans, this would be a good way to say, okay, i'd like to hire some vets. let me go into o*net and say these are my occupational titles; what are some military titles that might match up? and you could even integrate that into a job announcement. we did a publication called vocations for veterans, and what we did was we took different sections of the state because we had special veteran representatives serving these individuals as they came into our local offices. and we found some top titles that they were seeing, and we did a publication surrounding that.
and actually one of the occupations that was coming in -- i think it was down south -- was a gunner. and we thought, oh, my gosh -- swat team? police? and actually, one of the ones that came up was bus driver. some of it had to do with the kind of skills that they had to do -- not necessarily just shooting the gun -- but it could be transportation, and that in itself because of that experience could transition them into another occupation. >> jodi traversaro: even safety. i love that story in that about three years ago, when we just hit the recession, i remember edd came to the department of personnel administration and said, help, we need to hire about 1,000 people overnight.
and it was an interesting challenge. and even -- i think it was caltrans even came to us at one point and said, we're having trouble recruiting right-of-way agents. and so we thought to ourselves, with data today, you just need to connect dots to help people match the unemployed or the already skilled, or the returning vets to the opportunities. and what we found was that all the careeronestops out there that use this data to match the unemployed to jobs -- that the state of california's vacancies were excluded really from the database. and so we went out and we trained the locals-- it's called seta but it's the local careeronestop that helps the unemployed find jobs.
and we trained them how to teach people to get a state job, what jobs were available. we taught them a little bit about our job titles. and then, upon exposure to this, we now realize that there's just a wealth of information that the state can tap into. and i mentioned connecting dots and using it systems to better match people to jobs. >> cynthia solorio: yes, and that takes us basically down to almost the very bottom. we tried to provide other information sources that individuals might be able to glean some information. and then down below, if anybody is interested, we've got the coding systems there to help people crosswalk whether or not it is a career counselor or a voc rehab. you'll notice that the standard occupational classification code is here.
and you also have what's also known as o*net codes. the o*net codes and the soc codes match; actually o*net is based on the soc code. you'll notice though sometimes the o*net code has an identifier which could be -- right now the standard occupational title for this particular code is, accountants and auditors. and because i guess the federal government felt -- at least for the soc code -- that those two were so related, they should be together. now, o*net splits them apart; and that's why they have the two-digit designation there. but what will happen is, if any information is brought up, o*net may have done some additional research on something that only an accountant would do versus an auditor.
and that's why they've got their own designation. but for the most part, when we pull in our data, it is at the soc code level even though we've got some individual o*net codes on that. now, the classification of instructional programs and the taxonomy of programs, this is more for training entities, where they would fall, and also community college courses -- again, to help people know, if i am this, which program would i go into? so this just helps people gain that experience for the occupation. so i'm going to go ahead and go back to our home page. were there any questions on the occupational guide? i know that was kind of long.
>> jodi traversaro: if anybody has a question, please submit the question on the q&a button. and how you would do that is either click on the q&a and submit your question, and i'll ask cynthia your question. or of course you can e-mail me as well, and i'll ask her the question. i love the occupational guides as a start as it provides a picture of all the data in one place. and it just is a snapshot of the data. you can go further if you need more about that particular piece -- whether it's compensation or education. but i love those occupational guides. i love them. so, please, submit any questions you have right now. and cynthia is on her website i think.
we started with an overview of the labor market information division website. we've gone into now the occupational guides. and soon -- next -- i think cynthia will be covering the o*net website, which is where all the data comes into the labor market -- these products. is that right, cynthia? >> cynthia solorio: yes, but before i do that, i just want to make sure for those individuals that are interested in getting just the wage data, you can go into a couple of links here. and, again, it's on the powerpoint and it's got an arrow over there.
again, it's going to show you the geographical areas. this is listed by county, but it'll tell you whether or not it's for a metro division or metro area. so you have some wage data there. or you can also go into the projections of employment by either industry and occupation. and again, we've got information here. we've got an explanation in terms of the highlights -- what is going on in alameda county, the growing and declining industries, how that affects occupations. and then we have a couple of specialized tables that are pulled from this massive occupational projections table, just with occupations with the most job openings and the fastest growth.
if you are interested in just those single data elements, those are excel files; so they can be downloaded and manipulated however you want to configure them. >> jodi traversaro: i have a couple of questions for you, cynthia. >> cynthia solorio: oh, sure. >> jodi traversaro: wonderful, and i encourage everybody who's attending today -- i encourage you to submit a hard question to us. because imagine if we asked cynthia -- we said, okay, cynthia, the job title is chp officer. so how would you use this data to analyze the job of a law enforcement officer? so, please, send us questions because we have this amazing expert who will show you how to use the database.
so the first question i have is, what is the difference between the md, metropolitan district, and the msa, the metropolitan statistical area? >> cynthia solorio: okay, the metropolitan statistical area is actually a hierarchy -- i'm going to say that. that is the top of the hierarchy. now, granted that there is a metro division. i believe we've got maybe two or three of those in the state. i know the bay area a little bit better, so i'll do the bay area metro division. the metro division is actually a part of metropolitan statistical area; but that metropolitan statistical area includes san francisco, marin county, san mateo, alameda, and contra costa.
now, at a federal level, they recognize the msa. the only thing is, as they changed those metropolitan statistical area configurations, people said, but we don't want to be combined in with san francisco. they didn't want that huge area. so what they did -- the federal government said, okay, it's okay. go ahead and split that in half, and we'll make it into two divisions. one will be alameda and contra costa county metro division; the other one will be the sanâ francisco, marin, and san mateo metropolitan division. so actually, those two areas should be combined to create the msa, but it would be a five-county msa.
and the locals like it better because the lower level of data that we can provide them, the more they like it. they like to see it by their own county. actually they'd like to see labor market information collected by city or even zip code sometimes. and unfortunately, we don't have the funding to do that. but we are allowed to do at least this metro division split out of a very large metropolitan statistical area. >> jodi traversaro: here's another good question i hear a lot. i see that you can see the wage data. is there a way to access base salary data or only wages? and i love this question because as you know, state salaries include benefits.
so it boils down to the definition i think of a wage. so here's the question again. >> cynthia solorio: unfortunately, the way we collect the data -- and again, you have to go back to the survey -- the survey itself is asking how much they are getting paid hourly. so for the most part -- and they do have definitions i believe on the survey itself to say, okay, we need to know what is the rate of pay for that particular employee. so we do not collect that data -- at least not with that information. and even though the small amount that we do collect on benefits, we do not collect in terms of -- what's your benefit package?
how much would that be worth? we don't collect that either on that one -- we just ask. >> jodi traversaro: i asked for a hard question, cynthia, so this is a good one. we have someone that said, okay, how would you look for an agpa? i love this question -- the most general job title in state government, although oddly titled. i'm going to say analyst, right? how would you use this data to look up analyst-related occupational wage, etc.? >> cynthia solorio: and again, i think if i'm not mistaken -- and actually our occupational employment statistics -- i mentioned before that they receive a census from the state
controller's office on all the state occupations and the wages they get paid. i spoke to somebody yesterday in that section; and she said, well, the bureau of labor statistics actually did a crosswalk. and i think we provided one through the hr modernization -- the crosswalk in terms of what a standard occupational code would be. and again, a lot of that is based on generalized duties -- on what they did. and we tried to translate it into a standard occupational code so that it is meeting the same language. now, i will say that when i started with labor market information division -- this was a good 15-20 years ago -- the one
thing i had noticed at that time, there was an occupational code system for the community colleges. there was a different one for the census. lmid was using a different one. some educational institutions were using another. our field office divisions were using another. and none of these occupational coding systems talked to each other. so one was very detailed; one was very general. but what we're starting to find now is, yes, you can go through and do an occupational title; and it can be what you want it to be.
but what it really comes down to -- what are the skills? what's the knowledge? what are the abilities of that individual in that job, and what is an overall coding system that's going to talk to everybody in terms of qualifications based on skills, knowledge, and ability and, to some degree, tasks? so on something like that, that's why when you're looking -- and i think jodi mentioned a little bit earlier -- that how does a state employee's job title fit in, even if you want to compare it to the private sector? because our titles are different -- even from one department to another,
from one division to another -- the titles are a little bit different. and it could be that some of them have the same skills, with the exception of maybe one area of expertise. but some of these titles really could be combined. and i know when we tried to put that crosswalk together, it wasn't an easy task. and i'm sure there are going to be some maybe nuances -- or maybe many nuances. but for the most part, the higher you get in terms of how these occupations talk to each other and how these skills can relate, the more mobile staff can be -- right? >> jodi traversaro: mobile, right. >> cynthia solorio: yes. yes.
>> jodi traversaro: well to add on, gpa has mapped -- and we've got one of our employees just mentioning -- we have mapped all of the state classifications to the o*net and soc codes. and some of them were very easy to map, i have to say. for instance, my job was to map -- i'm going to say -- chaplains. my job was to map the chaplains to o*net codes. so you can imagine, that jewish chaplain was very easy to match to a job title because it's so unique. but about 20% of our job titles were not so easy, or they were so general, or maybe they were a blend of different jobs.
but about an analyst -- about the agpa question -- what i would be doing is in our next module here as we go over the o*net, i would type in analyst into the o*net page. i would -- as the person who submitted the question says -- i'm a workforce planner doing special projects, research, analyzing data, preparing data. so what's nice is those are those skills you could look for to see which other normal job titles that an agpa could match to -- given that particular job requirement. so there's tons of ways to look through this data. one is by skills. one is by just using one of the normal titles, like analyst, -- or even government.
but it's almost like google, really. just start looking and seeing which one matches best. >> cynthia solorio: yes. >> jodi traversaro: thank you, cynthia. >> cynthia solorio: okay, now the one other thing -- and i'm going to do this really, really fast. i want to show you where to find that local area trends report that i had it pointed to in the top links this month. if you go to the labor market information tab and go over to the top statistics, it will bring you to a page. and normally, it's always got the new on it because we update it every month. but it's based on help wanted online -- which is a job scraping tool.
i think i mentioned that earlier. and what it takes you to is a page with all the major metropolitan statistical areas listed alphabetically. we don't do it for the small counties, unfortunately; we only do it for the top areas. and you can go into one of the documents; and on your powerpoint presentation, i showed just an excerpt of the job ads. and i believe it was for sacramento. but this particular one, this is the chart that comes with it. it's got the number of unemployed, which is represented here, which you're looking at. i'm going to say maybe 28,000 unemployed at this point. and we're looking at the hard part is that you've got two axis's here.
you've got the number of job ads in blue; and you've got the number of unemployed in red. in april of 2012, make that around i'm going to say 58,000 that were unemployed. and when you look at the number of job ads -- this is the axis you're looking at here -- we're looking at around, i'm going to say, maybe 8,500 job ads. so obviously, we've got way more people unemployed than we do in terms of the number of job ads. and again, this is just a bird's eye view of what's going on out there with the job ads and the unemployed. they will go through and actually list the top occupations that are being advertised. it's not unusual that you're going to find a lot of health care occupations here. it's nice to see the customer service reps and the retail sales and the truck drivers now coming up.
those were the ones that seemed to have declined to some degree because we're a very consumer-based economy. so you didn't have a lot of truck drivers shipping product out. you didn't have a lot of retail sales -- people out there selling those products. and you didn't have customer service reps anymore helping people because services -- everything was just going down. but we are seeing an uptick there. it will also let you know the number of employers with the job ads and the city, depending on the area that you checked, with the most job ads. and obviously in current county, bakersfield is the largest city. again, a very rural area out there --
so you're going to see most of the job ads in the major city in that particular county. but again, i just wanted to give you a quick look on that if you were interested. now i am going to leave the site. >> jodi traversaro: by the way, cynthia is -- are you in rancho cordova today? is that right? >> cynthia solorio: actually, i'm in sacramento on floren road. >> jodi traversaro: wonderful, so the amazing thing about this tool is that the presenter can be anywhere. >> cynthia solorio: yes! >> jodi traversaro: and on friday, i even have people from minnesota giving a webinar.
i don't know if you knew that, cynthia. so thank you so much again for doing this, and i'm so glad it's working beautifully. >> cynthia solorio: oh, sure -- i am finally getting to know this. >> jodi traversaro: well, i'm also getting a few questions from people wanting to know how to search; i think this is more on the o*net side or the careeronestop. but they're asking how to search for skills, how to search for education, and match it back to jobs. so we'll cover that later -- yeah, i'm excited. >> cynthia solorio: now, this screen right here -- this slide -- just tells you a little bit more about how labor market information division uses o*net.
we went extensively through the occupational guide. but we're often asked to do special reports, and some of these are industry specific. i think in clarence right now, we've got a report just on the manufacturing industry in california. i'd like to see how that may have changed because we are starting to see some upticks there that even though manufacturing employment seems to be on the rise, it's still not going to probably meet what it was before the recession. and a lot of that's due to technology, though. but, again, that's part of what we do at labor market information to help inform the public. we also do studies of new occupations.
we had special funding to do specific research on the green economy. and then every now and then, we get requests either from public or private entities -- the governor's office, that sort of thing -- to do ad hoc projects where we use o*net a lot. we'll go there and actually try to do some occupational mapping based on -- okay, that vocations for vets, that was a special ad hoc project. we wanted to make sure that not only could we target these individuals into related occupations, but that the wages would be livable wages and that the jobs would be growing. so we were using a lot of different things in combination with o*net to accomplish that. now, for those of you that may not be aware, o*net is a huge -- i'm talking a huge -- database.
and i believe this was a cooperative project from the employment and training administration, and there was another entity that was also involved with this to actually, again, put everybody on the same playing field in terms of worker competencies and job requirements -- that sort of thing -- so that both private and public entities could actually talk through o*net and everyone is understanding what they need to understand in terms of an occupation. it is updated on a pretty frequent basis. i believe we just got an update, i'm going to say, maybe three or four months ago. and again, it had to do with there were updates to our standard occupational code, where they actually added new codes.
they had a code maybe for a particular occupation. remember that six-digit soc code, and i was showing you the decimal and the two points? some of those split out and actually became their own soc codes. so that was included in the o*net. i will say that o*net is probably better served to the workforce professional. not to say that the public can't use it because they can go into it as an online database. they can go into it; it just can be extremely overwhelming because it's got so much information in it. here's some of the benefits of o*net. and again, we try to do it based on what area of expertise you may be in.
it can be used for career exploration. and again, you'll notice that we've got voc rehab individuals that can go into o*net and glean a lot of information. how a human resources individual might use it -- i used it when i went to help with that subject matter expert for a job analyst. and again, this is more labor market information division. we use it for special projects and to help individuals find information. this is just kind of like a picture of a worker and the actual job and how it kind of pulls the two of them together. you'll notice that i also have the web address underneath in case you're interested in actually going to o*net and playing around with the system.
this is what the home page looks like. it may look a little busy, but it has got information there in terms of finding occupations. my next slide is going to show a little bit more about what is in each of these. for those of you that may be doing special recruiting based on whether or not it's veterans or apprenticeships, they have got at least i believe it's six or seven crosswalks integrated into o*net so you can actually go in there and find things. but you've got an occupational quick search here or a keyword or o*net code search here. both of these can take you to where you want to go. and again, the web address is down there.
you'll notice that i've defined each of the areas so that you can go through and actually go into the area that you think might be the best for you -- explore occupations that relate to interests, skills, and abilities. and again, the crosswalks- i think is very, very useful if you are on a different coding system and you want to use this as a crosswalk over. >> jodi traversaro: like the state of california. >> jodi traversaro: yeah, one thing i love -- this is one of my favorite databases of course. but i love that the keyword search allows for the skill search that somebody had asked about earlier. >> cynthia solorio: yes, and the one thing that'll happen --
because i think we popped in human resources manager here -- and what it will do based on the skills and keywords in the human resources manager description, it's going to go down and locate everything it thinks that you might want based on just the descriptors in human resources manager. and it's obviously going to give you a relevance score. if it thinks it's hit it, it's going to give you 100%. it'll give you the code. but it could be that you put human resources and maybe the manager came up, and, oh no, i was looking for the specialist, or oh, i didn't realize you have training and development managers down there.
so it could be that you're going in and out of some of these to make sure that this is the one that you want. now, once you get into it -- say, yes, i wanted to do the human resources manager, and again, this is just an excerpt. we're not actually going to be going into o*net in a live environment because that would take probably a day to go through something like this. but it will give you the tasks, tools, knowledge, skills, abilities. all of this information is in this particular o*net file. now, the wages and employment -- that will, i believe, come up at national and for california. now, obviously if you want something more specific, you would want to come to our labor market information web page because that will give you the local area.
but if you're looking at something that broad, that could help. but it gives you information; and again, you can either do a detailed or a summary report. this is actually a summary report. but the detailed report will go into all of these areas, or you can customize it -- especially if you want to give it to a client. you say, okay, i only want these particular areas, and then you could go ahead and customize it that way. >> jodi traversaro: what i love is it looks like a duty statement. >> cynthia solorio: yes, it does. and actually, as you get into more of the nuances of o*net, you're going to find a lot of information in there.
because when i used the data in there, it was truly easy to go through all of the checklists that i was looking at and saying, okay, is that on there? is that on there? oh, you know, what? this isn't on your checklist and o*net has it down as a core. so it's very, very useful in that way. >> jodi traversaro: so even if we, for instance, are updating duty statements for the state, it might be a good place to look here first and make sure we've included any changes to the occupation. i'm thinking it -- of course many, many jobs have integrated new technologies into their live meetings. >> cynthia solorio: and going back to this, actually our personnel -- when i went up --
because she did ask me. she goes, where are you getting this from? and i said, well, it's o*net online. and now they're actually running those sheets so they have that information ahead of time. i remember i spoke with her later; and she said, that was really useful so you don't have to be remembering all of this stuff. >> jodi traversaro: wonderful, so edd hr is now using o*net. and it just fascinates me that we have just an amazing group of people at edd labor market and then the rest of the state. and there still is a disconnect, but we're working on integrating this into our hr system. so thank you.
>> cynthia solorio: oh, that would be great. now, another site that is related to o*net online is called the o*net code connector. and it is also a database. and what i love about this is that it truly enhanced the o*net online database itself. o*net online came first; the o*net code connector came next. and the o*net code connector didn't just deal with the standard occupational classification codes or the other codes in terms of the crosswalks. this particular code connector was actually set up in order to tie together some lay titles and to relate them back to what it might be in terms of a standard occupational code.
again, i've got the web address down at the bottom. it's set up very similar to the o*net home page with the quick search or the keyword search or if you've actually got the code itself. and the thing that i tried to do on this one, even though i didn't type it in the box -- i did a search for forklift. and i do that only because when you have a job seeker out there and they're putting in, i'm a forklift driver. i want a forklift job. and when they would come to o*net before that o*net code connector, it would get no matches. nothing would come up. and actually our occupational guides were the same way. nothing would come up because it was tied to that standard occupational code.
well, an actual title in terms of the standard occupational code is industrial truck and tractor operator. now, you tell that to a forklift driver and he's going to say, i don't know what that is. so what we did, this o*net code connector obviously integrated the lay titles in there so that individuals or the people out in the field that are trying to help these individuals could say, okay, if you put in forklift driver, it's going to come up here and it's going to tell you that's a match. and good thing because for this particular forklift driver that's got a bright outlook in terms of the job growth, and it's actually green. so it will also give you that o*net soc code. so i know some of our field staff, part of what they have to do is go in
and just do that coding in order to get it into our job board system. they use this a lot for that. and again, they'll ask the client or they'll ask the employer. they'll have a job description; they can hyperlink into the actual description itself, and they can compare that and say, oh, yes, that's what it is, or you know what? they called it a forklift driver, and it's actually just a freight stock material handler because when they're looking at the descriptions, they're not matching. >> jodi traversaro: oh, wow, i'm glad you're raising this. i think at hr modernization, i think our goal was to first do this mapping of state classifications to o*net
and then from there, i think there may be more than one mapping. and then our team decided that they would either match it at 100% or kind of rate how close it was to the title to title. and then what's nice is because that mapping is done, all these lay titles can be built in on the back end of our jobs website. so when somebody types in forklift, the state jobs will pop up that are mapped to these. >> cynthia solorio: and, you know, actually the o*net code connector -- and so is o*net -- these are databases that are available online for download if you want to integrate them into any system.
and so again, if that is a possibility from wherever you're at -- and actually that takes me to my next slide here. i just wanted to give you a little bit more on the o*net code connector. when you do actually go into it, it will give you a lot of information to look at to make sure that you've made the right match. but the next slide that i wanted to take you to -- the o*net academy -- i believe in this site -- it also provides you areas where you can get the update information. you can get information if it's a downloadable database. all of that you can get through the o*net academy. and i think if you have questions, this is where you want to come to for specialized training on o*net.
they're the ones that put courses together. we only -- and i'm talking we, labor market information division -- use it as a research tool obviously. but we are not into all the nuances and how they went about doing the research or capabilities possibly of even integrating those databases into your systems. so this particular area could probably really help broaden your perspective of o*net, unless from what you have seen that i have shown you, it's a pretty intuitive system. you can go in there and just start looking around; and it's very, very easy to learn. it's just knowing all -- well, what do you mean by such and such, and what does that mean in comparison to such and such? that's where you may want to go to the o*net academy and learn a little bit more.
they're the experts. >> jodi traversaro: i'm really glad to see there's two places on this page that remind me to bring up something here. and one is the web. so during this last recession really, there were many, many grants that came to the state of california to help people either re-skill, educate, and then be trained up for jobs. and that funding was tied to o*net and the careeronestop, which is also tied to this. so because of that, then i looked into the careeronestop pages, looking for the california educational institutions uc davis, sac state,
los rios -- that's the local community colleges you see in csu. and what i found was there wasn't a fully populated database of all california's educational programs. and so what we're also doing on my end is to try and partner better with colleges to tie into this so we can do a better job recruiting. it's using then sort of all different angles. it's research, it's recruiting from college campuses -- knowing who has the programs that match to our occupations. and it's also ensuring that grants that we administer are going to the unemployed or those looking to re-skill. so this website reminded me to comment on the web and the community colleges. >> jodi traversaro: yeah, there's even professional certifications inventoried on the careeronestop,
which is in that sort of bottom center of the page, which is also a really cool website. >> cynthia solorio: so there are a lot of resources out there; but a lot of this was, again, it was instituted by or tied to o*net. and like i said, they still update, they're still improving, they're still finding ways to go out there and network. and again, just in review, what we have gone through today on our webinar -- we went through our occupational guides, and i showed you the information that we do gather on our wages and our employment projections. i showed you now the new location of the local online job trends link, and then i took you into the three areas of o*net that i thought might be useful to those that are listening and hopefully that you would be able to use these tools in your job processes.
and i think that kind of takes us down. i think there was going to be a final poll. if anybody has any additional questions, feel free to contact me or visit our labor market information website. peruse -- we've got a lot of data out there. but hopefully, again, if you need assistance in navigating or if you're looking for a particular data source, feel free to give me a call and hopefully i'll be able to point you to where it is on our web or, if we don't have it, the appropriate source to go to. >> jodi traversaro: okay, cynthia, with that i'd like to encourage our attendees to tell us how they will use this data in their jobs by submitting the answers on the q&a button.
only one answer is allowed at a time. so with that, if you're on the line, please let us know by submitting your answer on the q&a button -- how will you use this data? and while we're still on the line, cynthia, would you like me to pull up the careeronestop page to see how o*net is used in a job market website? >> jodi traversaro: i'll do that. so while people are submitting the answer to the question -- how will you use this data? i'm going to pull up my desktop and show this careeronestop site. and i think maybe i should type in -- how about human resources?
>> cynthia solorio: sounds good. >> jodi traversaro: does it? so i'm still new at using this website, so let's see. explore careers. get a job. keep a job. okay, here we go. >> cynthia solorio: they keep changing this website. >> jodi traversaro: do they really? >> jodi traversaro: okay, human resources -- and our zip code in sacramento, 9581 -- i think here at dpa. let's see if i can pull something up. i had to allow for pop-ups on this. i'm just going to put training -- training and development manager, there we go. >> cynthia solorio: there you go.
>> jodi traversaro: i'll put sacramento. so i'm just going to read some of the answers to these questions. somebody says, i'll be using this data for workforce planning and succession. fantastic. i'm currently using it for the total compensation survey and will use it for future surveys. fantastic. i will use this information to assist in preparing duty statements, and in assisting with preparing resumes, job applications, etc. awesome. here's somebody saying, i will be using this to develop a job analysis for our examination's unit. i would also like to use it for my own personal interests. wonderful. and here we have, how will we use this presentation information?
now, that question was asked back -- how will we use this presentation and information? well, i'm asking you how you would use it; but i'm going to show you how i use the careeronestop. on this page, we see i typed in training and development manager, and here's what we have in the sacramento region. and one thing i particularly like is down here we can look at the resume guides, skills profiler under the resources. so there are a ton of resources on this page, but i'm probably not doing it right. >> cynthia solorio: oh, my goodness -- they do have a lot of stuff on this thing. >> jodi traversaro: yes. so this has available jobs. i should also mention that edd has a separate jobs website called www.caljobs.ca.gov, right? and we are looking into adding state job vacancies into that website so we're really tying together our databases for
california jobs -- and not only state government jobs, but also private sector jobs. but one thing i also wanted to show on this was the training and education site that is on here, but of course i'm probably not doing it right. cynthia, do you know how to navigate this site? >> cynthia solorio: you know, i haven't been to this site in so long; and it looks really different. but it does have find education and training. there was a box with the -- >> jodi traversaro: i'll click on it here -- find education and training. i like this because i can say, okay, which certifications exist for maybe even training? and joan and i use this sometimes to find out how we can enhance our own skill sets.
i'm already in the field -- is there anything new that i can possibly attain to enhance my skill sets? >> cynthia solorio: yes, and actually that is so helpful now. with the onset of the green economy -- and this is just an aside -- our research found that i think there was a misnomer where, oh, there are going to be all of these new green jobs. and what they were -- they were existing jobs that needed now enhancements to allow for a knowledge on new codes of maybe skills and how to do a certain process. but it wasn't an entire changeover where, now, you have to know everything, and it's all green. it was skills enhancements.
and this would be a tool to show you to what kind of certifications that you now need in order to say, yes, i know about the new coding systems that are going on in california, or training to learn how to do installation of a certain piece of equipment. so this would be great for people who are continuing their education. >> jodi traversaro: absolutely, and i think i was able to go by occupation -- type in training and development specialist, i think it is. but look at this -- there's a certified payroll professional. this astd -- american society for training and development -- is very popular; and i only heard about it because i saw it in a desirable qualification
for a cea-level position in a new state and (audio break). (end)
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