The document summarizes key findings from the Baltimore Regional Talent Development Pipeline Study. It finds that while the Baltimore region is highly educated, there are wide disparities in opportunities and outcomes for low-skilled workers. Six sectors - healthcare, construction, IT, transportation, business services, and manufacturing - offer promising career pathways for low-skilled adults to transition to mid-skilled jobs paying living wages. The study identifies 39 such mid-skilled occupations across these sectors. It also examines the region's post-secondary education and training programs to identify pathways to prepare adults for these in-demand occupations.

2. Baltimore Regional Talent
Development Pipeline
Study
October 30, 2013

3. Socio-Economic and
Labor Market Conditions

4. Highly-Educated Region
Adults with Bachelor's Degree
40%
35%
30%
25%
Baltimore Area
United States
20%
15%
10%
5%
0%
1980
1990
2000
2010

5. Prosperous Region
Median Household Income
$70,000
$60,000
$50,000
$40,000
Baltimore Area
United States
$30,000
$20,000
$10,000
$1980
1990
2000
2010

6. Economic Recovery
Total Employment, Baltimore Region Residents
1,340
1,320
1,300
1,280
1,260
1,240
Source: Current Employment Statistics Database
Aug, 2013
Aug, 2012
Aug, 2011
Aug, 2010
Aug, 2009
Aug, 2008
Aug, 2007
Aug, 2006
Aug, 2005
Aug, 2004
1,220
Aug, 2003
Total Employment (000)
1,360

7. Income Disparities
Source: National Center for Smart Growth

8. Income Disparities
Median Household Income 2012
$108,844
$89,179
$80,028
$76,645
$62,444
United States
$51,371
$39,241
Howard
County
Anne
Arundel
County
Carroll
County
Harford
County
Baltimore Baltimore
County
city
Source: American Community Survey 2012 Estimates

9. Racial Disparities in
Opportunity
Average Unemployment Rate By Race 2006-2010, Baltimore Region
9.6%
7.8%
5.8%
5.6%
4.3%
White
3.7%
Black
Latino
Asian
Other/Two or Total, All Races
More Races
Source: American Community Survey 2006-2010 Estimates

10. Educational Attainment
Affects Opportunity
Unemployment Rate By Educational Attainment, Baltimore Region, 2011
Educational Attainment Share of the Labor Force
Less than high school
8%
graduate
High school graduate or
25%
equivalent
Some college or
28%
Associates degree
Bachelors degree or
38%
higher
Total Population 25 to 64
100%
years
Unemployment Rate
Source: American Community Survey 2011 Estimates
20.7%
11.4%
7.9%
3.8%
7.8%

11. Elevated Number of Unemployed
Baltimore Region Employment and Unemployment - Comparative Measures
1,400
140,000
1,357
120,343
Total Employment (000)
1,350
120,000
1,298
1,300
1,250
1,242
1,219
1,194
1,200
1,150
100,000
48,602
80,000
60,000
40,000
1,100
20,000
1,050
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
Employment of Baltimore Region Residents (LAUS)
Employment at Businesses/Governments in the Baltimore Region (QCEW)
Unemployment of Baltimore Region Residents (LAUS)
Source: Local Area Unemployment Statistics, Quarterly Census of
Employment and Wages
Total Unemployed Persons
1,363

12. Barriers to Employment Opportunity
Encountered by Low-Skilled Adults
Transportation
Barriers
Low Basic
Math and
Literacy Skills
Difficulties
finding a job
that can cover
basic living
expenses
Lack of
Technical Skills
or Credentials
Limited Social
Network
Lack of
Experience

13. Best Practices for Workforce Development
Among Low-Skilled Adults
Career Pathways offer a clear sequence of education and training courses and
credentials that are built around:
Sector
Strategies
•
•
“Stackable” Training
Aligned with the skill
needs of industry
sectors.
Employers actively
engaged in
determining skill
requirements.
•
•
Multiple Entry/Exit
Points
•
Enable workers of
•
varying education and
skill levels to enter or
advance in a specific
sector or occupational
field.
Arranged or “chunked”
in a non-duplicative
progression of courses.
Provide opportunities
to earn credits that
have labor market
value.
Contextual Learning
•
Intensive WrapAround Services
Incorporate academic
and career counseling
and wraparound
support services
(particularly at points
of transition).
Instructional strategies •
that make work a
central context for
learning and help
students attain work •
readiness skills.
Designs for Working
Learners
•
Meet needs of
•
nontraditional students
who combine work and
study.
Source: The Promise of Career Pathways: Systems Change (2012)
Accelerated/Integrat
ed Learning
Combine adult
education with
postsecondary technical
training.
Accelerate career
advancement of
participants.
Industry Credentials
Lead to the attainment
of industry-recognized
degrees or credentials
that have value in the
labor market.

14. Industry-Led Sector Strategies Produce
Superior and Lasting Results
Over the long-term, participants in sector-based workforce development…
Are more consistently employed
Have significantly higher earnings
Source: Job Training the Works: Findings from the Sectorial
Employment Impact Study

15. Goals of the Baltimore Talent
Development Pipeline Study
• Identify sector opportunities for lowskilled workers to progress into midskilled jobs that pay a family supporting
wage.
• Determine the training and educational
pipeline linked to those careers.
• Implement strategies to ensure a pipeline
of qualified workers is available to meet
the current and future workforce needs
of the region’s high growth industries

16. How the Study Informs the Regional
Workforce Development Plan
1
Regional Talent Development
Pipeline Study
2
Analysis of Barriers to Employment
Opportunity
3
4
Career-Related Transportation
Barriers Analysis
Career Pathways
5
Regional Workforce
Development Plan

17. Key Findings of the Baltimore Talent
Development Pipeline Study
1. There is a wide disparity in labor market outcomes
and opportunities for high skilled vs. low skilled
adults.
• Workers who do not have a high school diploma or
equivalent have unemployment levels more than five times
higher than workers with a Bachelor’s degree.
• One third of the region’s workforce is comprised of
individuals who either have not completed a high school
diploma or have attained a high school diploma or
equivalent as their highest level of education.

18. Key Findings of the Baltimore Talent
Development Pipeline Study
2. The region’s job opportunities fall mainly into two categories:
(1) high-paying jobs requiring at least a Bachelors degree
and
(2) jobs that require few technical skills and pay less than a
living wage.
• Mid-skilled job opportunities that pay a living wage comprise
a small portion of the labor market.
• This trend is evident at a macro level and for most industry
sectors, making it difficult for low skilled workers to
recognize and progress into specialized mid-skill career
paths that pay family-supporting wages.

19. Key Findings of the Baltimore Talent
Development Pipeline Study
3. A review of occupational hiring requirements in 13 industry
sectors reveals that six sectors offer the greatest promise for low
skilled workers to move into family-supporting, mid-skilled jobs:
1. The healthcare sector,
2. The construction sector,
3. The information technology sector (including
cybersecurity),
4. The transportation and warehousing sector,
5. The business services sector, and
6. The manufacturing sector.

20. Key Findings of the Baltimore Talent
Development Pipeline Study
Share of Jobs by Minimum Education Required to Begin Work, 13 Selected Industry Sectors
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Jobs with Minimum Entry Requirements of a High School Diploma or Less
Jobs Requiring an Associates Degree, Post-Secondary Award, or Some College
Jobs Requiring a Bachelor's Degree or Higher

21. Key Findings of the Baltimore Talent
Development Pipeline Study
Share of Jobs by Minimum Education Required to Begin Work, 13 Selected Industry Sectors
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Jobs with Minimum Enrty Requirements of a High School Diploma or Less
Jobs requiring and Associates Degree, Post-Secondary Award, or Some College
Jobs Requiring a Bachelor's Degree or Higher

22. Key Findings of the Baltimore Talent
Development Pipeline Study
4. There are 39 occupations in the six sectors that are midskilled occupations where workers can progress into a position
earning a living wage.

23. Key Findings of the Baltimore Talent
Development Pipeline Study
Healthcare
Construction
1. Medical Assistants
2. Medical Records and
Health Information
Technicians
3. Pharmacy Technicians
4. Surgical Technologists
5. Radiologic
Technologists and
Technicians
6. Medical and Clinical
Laboratory
Technicians
7. Licensed Practical
and Licensed
Vocational Nurses
8. Emergency Medical
Technicians and
Paramedics
9. Registered Nurses
10.Respiratory Therapists
11.Dental Hygienists
1. Electricians
2. Plumbers,
Pipefitters, and
Steamfitters
3. Carpenters
4. Operating Engineers
and Other
Construction
Equipment Operators
5. Highway
Maintenance
Workers
6. Brickmasons and
Blockmasons
7. Glaziers
8. Elevator Installers
and Repairers
9. Heating, Air
Conditioning, and
Refrigeration
Mechanics and
Installers
*Note: Also a top manufacturing occupation
IT / Cybersecurity
1. Computer Support
Specialists*
2. Computer Systems
Analysts*
3. Network and
Computer Systems
Administrators
4. Information Security
Analysts, Web
Developers, and
Computer Network
Architects
Transportation &
Logistics
1. Industrial Truck and
Tractor Operators
2. Heavy and TractorTrailer Truck Drivers
3. Cargo and Freight
Agents
4. Dispatchers
5. Bus and Truck
Mechanics and
Diesel Engine
Specialists
Business Services
1. Tax Preparers
2. Human Resources
Assistants
3. Hazardous Materials
Removal Workers
4. Environmental
Science and
Protection
Technicians, Including
Health
5. Civil Engineering
Technicians*
6. Electrical and
Electronics
Engineering
Technicians*
7. Mechanical
Engineering
Technicians
8. Other Engineering
Technicians
9. Architectural and Civil
Drafters
10.Mechanical Drafters*

24. Key Findings of the Baltimore Talent
Development Pipeline Study
Future Hiring Demand 2012-2020, Selected Sectors and Selected Occupations
143,712
Unemployed Persons in the Baltimore Region 2012: 105,000
Projected Hiring in 39 Selected Mid-Skill Occupations (2012-2020): 35,800
49,374
46,787
35,804
17,254
14,450
7,163
Healthcare
Occupations
17,839
12,458
7,166
Construction
Occupations
Information
Technology
Occupations
Hiring in Selected Occupations (Economy-Wide)
4,449
Transportation and
Logisitcs Occupations
2,576
Business Services
Occupations
Five-Sector Total
Hiring in the Sector (Total, All Occupations)

25. Detailed Findings of the Baltimore
Talent Development Pipeline Study

26. Detailed Findings: Projected Job
Creation and Total Hiring Demand
New Job Creation by Sector 2012-2020
Healthcare
20,049
Business Services
15,608
Education
12,509
Total Hiring Demand Incl. Turnover
Healthcare
49,374
Business Services
46,787
Hospitality & Tourism
Hospitality & Tourism
6,000
Retail Trade
Construction
5,867
Education
Bioscience
5,825
39,658
Construction
37,514
33,270
17,254
Retail Trade
4,695
Bioscience
15,694
Information Technology
4,479
Finance & Insurance
14,783
Transportation And Warehousing
1,842
Information Technology
12,458
Finance & Insurance
1,624
Manufacturing
11,889
Wholesale
1,528
Wholesale
Manufacturing
789
Transportation & Warehousing
Utilities
440
Utilities
10,093
7,746
1,532

27. Detailed Findings: Projected Job
Creation and Total Hiring Demand
New Job Creation by Sector 2012-2020
Healthcare
20,049
Business Services
15,608
Education
12,509
Total Hiring Demand Incl. Turnover
Healthcare
49,374
Business Services
46,787
Hospitality & Tourism
Hospitality & Tourism
6,000
Retail Trade
Construction
5,867
Education
Bioscience
5,825
39,658
Construction
37,514
33,270
17,254
Retail Trade
4,695
Bioscience
15,694
Information Technology
4,479
Finance & Insurance
14,783
Transportation And Warehousing
1,842
Information Technology
12,458
Finance & Insurance
1,624
Manufacturing
11,889
Wholesale
1,528
Wholesale
Manufacturing
789
Transportation & Warehousing
Utilities
440
Utilities
10,093
7,746
1,532

28. Detailed Findings: Share of Jobs by
Minimum Educational Requirements
Associate's Degree, PostLess than High High School Diploma Secondary Award, or Some
School
or Equivalent
College, less than a
Bachelor's Degree
Bioscience
Business Services
Construction
Education
Finance & Insurance
Healthcare
Hospitality & Tourism
IT
Manufacturing
Retail Trade
Transportation and
Warehousing
Utilities
Wholesalers
Bachelor's Degree or
Higher
2%
13%
18%
4%
6%
11%
76%
2%
15%
62%
25%
36%
65%
28%
64%
30%
20%
28%
55%
31%
13%
12%
12%
5%
4%
38%
2%
13%
11%
3%
60%
38%
5%
63%
26%
22%
2%
57%
19%
3%
24%
4%
15%
66%
63%
61%
4%
11%
8%
6%
22%
16%

29. Detailed Findings: Average Wages by
Minimum Educational Requirements
Less than High
School
Bioscience
Business Services
Construction
Education
Finance & Insurance
Healthcare
Hospitality & Tourism
IT
Manufacturing
Retail Trade
Transportation And
Warehousing
Utilities
Wholesalers
Associate's Degree, PostHigh School Diploma Secondary Award, or Some
or Equivalent
College, less than a
Bachelor's Degree
Bachelor's Degree or
Higher
$13.90
$12.39
$16.19
$11.39
$12.87
$11.05
$10.02
$13.30
$13.30
$11.77
$24.37
$20.81
$23.01
$17.05
$23.63
$18.42
$18.62
$24.73
$20.40
$19.55
$33.55
$32.58
$40.91
$28.11
$45.04
$27.50
$47.91
$33.86
$36.36
$45.67
$42.05
$42.60
$38.91
n.a.
$41.36
$40.46
$31.64
$44.33
$43.27
$47.61
$14.34
$19.98
$44.14
$41.44
$14.11
$13.65
$23.18
$23.99
$38.23
$42.28
$41.98
$43.42

30. Detailed Findings: Talent
Development Pipeline
•
2,049 post-secondary educational programs
in the Baltimore Region that reported
combined enrolment of 199,218 students
during the 2011-2012 period.
Regional Post-Secondary Enrolment in
Programs Linked to Each Sector
•
•
•
1,778 college and university programs with
combined enrolment of 184,844 students in
2012.
186 WIA-eligible training programs with
combined enrolment of 7,939 students
(2012).
85 other programs (non-WIA eligible) with
combined enrolment of 6,435 students.
46,250 graduates from all programs in the
most recent year of reporting (2011-2012).
64,015
Business Services
•
Education
61,648
Healthcare
48,194
Bioscience
Information Technology
28,869
15,117
Hospitality & Tourism
7,485
Finance & Insurance
6,995
Manufacturing
4,556
Wholesale
3656
Transportation and Warehousing
2,957
Construction
2,792
Utilities
Retail Trade
1493
888

31. Detailed Findings: Talent
Development Pipeline
•
2,049 post-secondary educational programs
in the Baltimore Region that reported
combined enrolment of 199,218 students
during the 2011-2012 period.
Regional Post-Secondary Enrolment in
Programs Linked to Each Sector
•
•
•
1,778 college and university programs with
combined enrolment of 184,844 students in
2012.
186 WIA-eligible training programs with
combined enrolment of 7,939 students
(2012).
85 other programs (non-WIA eligible) with
combined enrolment of 6,435 students.
46,250 graduates from all programs in the
most recent year of reporting (2011-2012).
64,015
Business Services
•
Education
61,648
Healthcare
48,194
Bioscience
Information Technology
28,869
15,117
Hospitality & Tourism
7,485
Finance & Insurance
6,995
Manufacturing
4,556
Wholesale
3656
Transportation and Warehousing
2,957
Construction
2,792
Utilities
Retail Trade
1493
888

32. Regional Education and Training Capacity
Sector
Bioscience
Business Srvs.
Construction
Education
Finance & Ins.
Healthcare
Hospitality &
Tourism
IT
Manufacturing
Retail Trade
Transportation
& Warehousing
Utilities
Wholesale
Training and Education Capacity
Enrolment in
Enrolment in WIA- All Programs Less
WIA-Eligible
Programs Less
Eligible Training than a Bachelor's
Training Programs
than a Bachelor's
Programs
Degree
Degree
7
119
115
6,072
56
1,000
341
18,115
26
586
62
2,677
2
338
142
40,329
7
144
52
2,881
66
4,153
218
20,150
Total Educational
and Training
Programs
Total Enrolment All Programs
384
767
65
413
101
459
28,869
61,648
2,792
64,015
6,995
48,194
7
244
39
2,212
115
7,485
28
176
151
5,490
271
15,117
9
4
189
99
38
9
1,506
649
72
15
4,556
888
15
1,668
44
2,918
45
2,957
9
1,129
10
33
486
2,201
17
45
1493
3656

33. Regional Education and Training Capacity
Sector
Bioscience
Business Srvs.
Construction
Education
Finance & Ins.
Healthcare
Hospitality &
Tourism
IT
Manufacturing
Retail Trade
Transportation
& Warehousing
Utilities
Wholesale
Training and Education Capacity
Enrolment in
Enrolment in WIA- All Programs Less
WIA-Eligible
Programs Less
Eligible Training than a Bachelor's
Training Programs
than a Bachelor's
Programs
Degree
Degree
7
119
115
6,072
56
1,000
341
18,115
26
586
62
2,677
2
338
142
40,329
7
144
52
2,881
66
4,153
218
20,150
Total Educational
and Training
Programs
Total Enrolment All Programs
384
767
65
413
101
459
28,869
61,648
2,792
64,015
6,995
48,194
7
244
39
2,212
115
7,485
28
176
151
5,490
271
15,117
9
4
189
99
38
9
1,506
649
72
15
4,556
888
15
1,668
44
2,918
45
2,957
9
1,129
10
33
486
2,201
17
45
1493
3656

34. Gaps in Training Capacity
Job Opportunity
57,089
4.70%
15,694
Pct. Of Jobs
with
Minimum
Education
Requiremen
t Less than a
Bachelors
Degree
40%
190,554
15.60%
46,787
67,953
5.60%
Education
Finance &
Insurance
Healthcare
Hospitality &
Tourism
Information
Technology
Manufacturing
116,339
Average
Annual
Earnings
2012
Enrollment
Average
Hourly
Wage 2012
Programs
WIA-Eligible Training
Enrollment
Share of Total Hiring
Workforce Demand
(Employed (Including
in the
Turnover)
Region)
2012-2020
All Education and
Training Programs Lasting
Less than Four Years
Programs
Sector
Employment
Earnings for Occupations
in the Sector
Training and Education Capacity
7
119
115
6,072
$36.09
$75,144
62%
56
1,000
341
18,115
$29.55
$61,550
17,254
95%
26
586
62
2,677
$24.62
$51,216
9.50%
33,270
37%
2
338
142
40,329
n.a.
$58,992
71,452
5.90%
14,783
74%
7
144
52
2,881
$28.45
$59,183
188,405
15.50%
49,374
78%
66
4,153
218
20,150
$25.95
$54,288
118,294
9.70%
39,658
98%
7
244
39
2,212
$12.87
$26,719
49,182
4.00%
12,458
43%
28
176
151
5,490
$36.82
$76,586
62,863
5.20%
11,889
81%
9
189
38
1,506
$25.43
$52,891
Retail Trade
Transportation &
Warehousing
Utilities
138,329
11.30%
37,514
97%
4
99
9
649
$16.56
$34,451
32,100
2.60%
7,746
94%
15
1,668
44
2,918
$20.94
$43,565
5,894
0.50%
1,532
78%
-
-
10
486
$28.73
$59,760
Wholesale
46,389
3.80%
10,093
84%
9
1,129
33
2,201
$26.93
$56,008
2012
Bioscience
Business
Services
Construction

35. Implications for the Regional
Workforce Development Plan
•
Industry-led partnerships will be an important component of
the plan, especially in high-opportunity sectors.
•
Many mid-skilled family-supporting jobs are specialist/niche
occupations (100s of job openings, rather than 1,000s).
Resources will be needed to offer a broad menu of training
options for these diverse occupations.
•
Efforts to increase graduation rates and promote a successful
transition to post- secondary education and/or training are
essential.

36. Implications for the Regional
Workforce Development Plan
•
Training to prepare low-skilled workers for promising entry-level
positions will require a combination of essential skills training,
basic math and literacy education, and technical skills training
needed for mid-skilled occupations.
•
Strategies to reduce transportation barriers, social barriers,
and other barriers should be designed to support workers in
high-opportunity sectors.
•
Example: Ensure transit service is available to areas where
transportation & logistics businesses are located, and is available for
2nd and 3rd shift workers).

37. Next Steps
•
•
•
•
Study of Barriers to
Employment Opportunity
GIS Analysis of the
Journey to Work
Career Pathways
Mapping
Regional Workforce
Development Plan
Preview: Off-Peak Transit Times for Cherry
Hill Residents to Travel to Transportation
and Logistics Sector Jobs