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KearneyHIRING AND TRAINING NEEDS REPORT
Central NebraskaPUBLISHED SPRING 2017
DEPARTMENTS OF LABOR & ECONOMIC DEVELOPMENT
2 Nebraska Departments of Labor and Economic Development
Table of ContentsList of Figures & Tables 3Executive Summary 4Introduction 5Results 7
Characteristics of Businesses 7Labor Availability and Expansion 7Retiring Workers 7Training 8Benefits Offered 9
Current Workers 10
Deficiencies
10Requirements
11Applicants 12
Employment History 12Competency 13Hiring Difficulty 14
Profile of Selected Occupations 17Conclusion
Appendix
2022
Revised: 4/8/19
Equal Opportunity Program/Employer. TDD: 1.800.833.7352Auxiliary aids and services are available upon request to individuals with disabilities.
3Central Nebraska — Kearney Hiring and Training Needs Report PUBLISHED SPRING 2017
Figures & TablesTABLE 1 Profile of Responding Businesses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5TABLE 2 Employment Characteristics of Responding Businesses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6FIGURE 1 Job Openings at Business Location . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6FIGURE 2.1 Major Expansion: Issues with Labor Availability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7FIGURE 2.2 Major Expansion: Limitations due to Labor Availability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7FIGURE 3 Concern about Potential Loss of Skills and Experience . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7FIGURE 4 Taken Steps to Address Potential Skill Gaps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8FIGURE 5 Methods of Addressing Potential Skill Gaps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8FIGURE 6 Type of Training Provided to Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8TABLE 3 Type of Training by Industry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9TABLE 4 Type of Training by Occupation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9FIGURE 7.1 Benefit Offerings for Full-Time Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10FIGURE 7.2 Benefit Offerings for Part-Time Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10FIGURE 8 Education Requirements of Current Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10FIGURE 9 Work Experience Requirements of Current Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11FIGURE 10 Skill Level Requirements of Current Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
FIGURE 11 Skill Deficiencies of Current Workforce . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12FIGURE 12 Applicants’ Current Employment Situation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12FIGURE 13 Employer Hesitation Regarding Non-Employed Applicants . . . . . . . . . . . . . . . . . . . . . . . . . . . 12FIGURE 14 Amount of Applicants with Experience in Related Industry or Occupation . . . . . . . . . . . . . . . . . 13FIGURE 15 Competency of Typical Applicant Pool . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13FIGURE 16 Less Than Adequate Competency of Typical Applicant Pool for Selected Industries . . . . . . . . . . 14FIGURE 17.1 Difficulty Finding Workers by Industry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14FIGURE 17.2 Difficulty Finding Workers by Occupation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15FIGURE 18 Reasons for Difficulty Finding Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15TABLE 5 Reasons for Difficulty Finding Workers - Top Responding Industries . . . . . . . . . . . . . . . . . . . . 16TABLE 6 Reasons for Difficulty Finding Workers - Most Often Hired Occupations . . . . . . . . . . . . . . . . . . 17TABLE 7 Profile of Selected Occupations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18-19TABLE 8.1 Key Results - Business Characteristics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20TABLE 8.2 Key Results - Applicant Characteristics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20TABLE 8.3 Key Results - Characteristics of Current Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
4 Nebraska Departments of Labor and Economic Development
Executive SummaryThe Central Nebraska Survey of Hiring and Training Needs gathered information from business owners, managers, supervisors, and
human resource personnel about Kearney area labor issues and workforce needs. Responses received from employers in the Kearney
area were most often from businesses with less than 50 employees in service-producing industries that have been operating for 10 years
or more. Nearly all responding employers (94.5%) reported that they hired or tried to hire at least one new worker in the past two years.
Nearly 54% of the responding businesses said they have at least one job opening at their location, and businesses with job openings have
an average of over two positions available.
Many employers expressed issues with labor availability when considering business
expansion. Over 89% of businesses reported labor availability issues either would be
present or might be present if asked to consider a major expansion. Over 56% of these
employers then reported labor availability issues would limit their ability to undertake a
major expansion.
Businesses also reported the occupations they have hired or tried to hire, and the
reasons it was difficult to find workers to fill those positions. More than 79% of Kearney
area businesses stated it was difficult to find workers, and the most common reasons
businesses gave were not receiving enough applicants and applicants’ poor work
history, lack of work experience, and lack of occupation-specific skills.
Over the course of the survey, employers were prompted with a list of skills and asked
to rate the competency of their applicant pool (see “Figure 15 Competency of Typical
Applicant Pool”). Employers also used the same list of skills to report whether there
were deficiencies in their current workforce (see “Figure 11 Percentage of Employers
Reporting a Deficiency in the Majority of their Workforce”). This list included a variety
of skills including “soft skills” (e.g., work ethic, attitude), basic education (e.g., basic
math, verbal and written communication), and advanced skills (e.g., critical thinking,
advanced computer skills). While businesses did report that lack of occupation-specific
skills was a reason for difficulty finding workers, no more than a 41% of businesses
reported any skill as less than adequate in the applicant pool, and a majority of
businesses rated their applicant pool as adequate in 7 of the 18 prompted skills.
Regarding perceptions of the current workforce, no more than 51% of businesses
reported a deficiency in any listed skill.
In order to broaden and improve the
candidate pool, businesses may need to
explore a variety of strategies. Increasing
the amount of training, pay, and benefits
provided to workers may improve the
quantity and quality of applicants for
open positions and allow for business
expansion in the Kearney area. Further
recommendations are provided in the
Kearney Skills Gap Report.
Survey Area Map Central Nebraska
Custer
Hall
Clay
YorkDawson Buffalo
Gosper Phelps Kearney
Franklin
Boone
Platte
Polk
Furnas
Valley
Harlan
Blaine
Adams
Loup
Thayer
Howard
Greeley
Fillmore
Nance
Webster
Merrick
Nuckolls
Sherman
Hamilton
Frontier
Garfield Wheeler Madison
Antelope
Lincoln
Logan
Red Willow
Butler
Thomas
Saline
Seward
Jefferson
Stanton
Nebraska
Kansas
Kearney Area
5Central Nebraska — Kearney Hiring and Training Needs Report PUBLISHED SPRING 2017
IntroductionThis report discusses the results from a survey of employers in the Kearney area titled
the Central Nebraska Survey of Hiring and Training Needs. This study was conducted
by the Nebraska Department of Labor (NDOL) in collaboration with the Nebraska
Department of Economic Development and the Bureau of Business Research at the
University of Nebraska-Lincoln. The Central Nebraska Survey of Hiring and Training
Needs is designed to gather detailed information on the hiring and training needs and
priorities of Kearney area businesses. Specifically, information was gathered from
employers about the types of occupations they are searching for and hiring; the types
of degrees, certifications, and skills that occupations require; and the types of training
they provide.
The Kearney survey area included all or parts of seven counties in the central region
of Nebraska, including Buffalo, Dawson, Franklin, Gosper, Harlan, Kearney, and Phelps
counties. The survey was mailed to all privately-owned businesses with 10 or more
employees in the Kearney area. The sample of Nebraska businesses was taken from
the 2015 fourth quarter NDOL Quarterly Census of Employment and Wages. The final
survey list included 744 establishment locations throughout the Nebraska counties
listed above, although the majority (434) were located in Buffalo County.
Table 1 Profile of Responding Businesses
Size of Business
Small (10-49 employees) 86.0%Mid-size (50 - 99 employees) 7.6%Large (100 or more employees) 6.4%
Industry Groups
Goods-Producing 19.2%Manufacturing 7.2%Construction 6.5%Agriculture, Forestry, Fishing, and Hunting 5.4%Mining, Quarrying, and Oil and Gas Extraction 0.2%
Service-Producing 80.8%
Retail Trade 20.7%Accommodation and Food Services 17.0%Health Care and Social Assistance 12.4%Wholesale Trade 7.2%Finance and Insurance 4.7%Transportation and Warehousing 3.7%
A total of 335 complete surveys were
received as a result of the three mailings,
for a 45% response rate. Table 1 displays
the distribution of responding businesses
regarding business size and industry
groupings. A majority of responses
came from smaller businesses (less
than 50 employees) in service-producing
industries. Specifically, 86% of respondents
were businesses with fewer than 50
employees. These were designated as
small businesses in the discussion of the
survey. Another 7.6% of businesses had
between 50 and 99 employees. These were
designated as mid-size businesses. The
remaining 6.4% of respondents were large
employers with 100 or more employees.
Goods-producing businesses accounted
for 19.2% of respondents. The goods-
producing category primarily includes
responses from businesses in the
manufacturing industry (7.2% of Kearney
respondents). Service-producing
businesses accounted for 80.8% of
respondents. Service-producing is a broad
category which includes responses from
businesses in the retail trade industry
(20.7% of Kearney respondents). The
service-producing sector includes a large
majority of the businesses in the economy
employing 10 or more individuals as well
as a large majority of the respondents to
the Central Nebraska Survey of Hiring and
Training Needs.
For all of the Central Nebraska reports, visit:
dol.nebraska.gov/las
6 Nebraska Departments of Labor and Economic Development
Table 2 shows several key employment
characteristics of the survey respondents.
Given the focus on establishments with 10
or more employees, it was expected that
the sample would primarily include older,
established firms. It is notable that 80.7% of
respondents had been in business for more
than 10 years, while just 11.7% had been in
business for six to 10 years and 7.5% had
been in business for one to five years.
Based on a simple average across the
responding businesses, 66.9% of jobs were
full-time positions compared to 32.3% part-
time. Responding businesses also were
very active in the labor market, with 94.5%
of respondents reporting that their business
hired or tried to hire employees during the
last two years.
As seen in Figure 1, 53.9% of responding
businesses had at least one job opening at
their location. Considering firms with one
job opening or more, the average number of
open positions at these locations was 2.6
jobs.
Nearly all responding businesses had been
active in hiring over the last two years.
Survey respondents were typically small,
established firms, which primarily provided
full-time and year-round employment.
Therefore, the respondents were an
appropriate group for study in order to
provide insights about hiring and training
needs in the Kearney area.
Table 2 Employment Characteristics of Responding Businesses
Measure
Years in Operation
<1 year 0.0%1-5 years 7.5%6-10 years 11.7%>10 years 80.7%
Employment Status of Current Employees
Full-Time 66.9%Part-Time 32.3%Seasonal 4.7%
Hiring
At Least One Job Opening 53.9%
Average Current Job Openings 2.6Hired or Tried to Hire Last Two Years 94.5%
Figure 1 Job Openings at Business Location
0% 10% 20% 30% 40% 50%
5+
3-5
1-2
Zero
Additional Analyses p. 6
46.1%
32.6%
10.2%
11.1%
7Central Nebraska — Kearney Hiring and Training Needs Report PUBLISHED SPRING 2017
ResultsCharacteristics of Businesses
Labor Availability and Expansion
Figure 2.1 Major Expansion: Issues with Labor Availability
0% 10% 20% 30% 40% 50%
Strongly considered
Somewhat considered
Slightly considered
Not considered
at all
0% 10% 20% 30% 40% 50%
5 YearsNext Year
Very
Somewhat
Slightly
Not at all
Figures 1 - 3 p. 7Figure 1
Figure 3
10.6%22.5%
16.2%
29.3%
41.4%25.7%
31.8%
22.6%
Figure 1.2
56.4%
32.3%
11.3%
Figure 2
18.6%
24.6%
13.4%
43.5%
0%
10%
20%
30%
40%
50%
60%
NoMaybeYes
0%10%20%30%40%50%60%70%80%
65.5%
23.8%
10.8%
NoMaybeYes
This section of results shows the importance of labor force issues and the challenges
presented to businesses facing expansion. Figure 2.1 shows the role of worker
availability in economic development. Specifically, the Central Nebraska Survey of Hiring
and Training Needs asked employers the following question: “If asked to consider a
possible major expansion at this location, would issues with labor availability such
as difficulty finding workers, or a need to raise wages, be present?” A majority of
businesses (65.5%) reported that issues with labor availability would be present in the
Kearney area if they were asked to consider an expansion. Nearly 24% of businesses
suggested that availability issues might be present and 10.8% reported that they would
not have labor availability issues. Responses from different industries and occupations
were varied, and particularly challenged industries and occupations will be examined in
this report.
Figure 2.2 Major Expansion: Limitations Due to Labor Availability
0% 10% 20% 30% 40% 50%
Strongly considered
Somewhat considered
Slightly considered
Not considered
at all
0% 10% 20% 30% 40% 50%
5 YearsNext Year
Very
Somewhat
Slightly
Not at all
Figures 1 - 3 p. 7Figure 1
Figure 3
10.6%22.5%
16.2%
29.3%
41.4%25.7%
31.8%
22.6%
Figure 1.2
56.4%
32.3%
11.3%
Figure 2
18.6%
24.6%
13.4%
43.5%
0%
10%
20%
30%
40%
50%
60%
NoMaybeYes
0%10%20%30%40%50%60%70%80%
65.5%
23.8%
10.8%
NoMaybeYes
A follow-up question was posed to
businesses that responded ‘yes’ or
‘maybe’ to the previous inquiry: “Would
issues with labor availability limit your
ability to undertake a major expansion
at this location?” Results indicated that
labor availability issues would limit
56.4% of businesses, might limit 32.3%
of businesses, and not limit 11.3% of
businesses (see Figure 2.2).
Retiring Workers
This survey asked respondents several
questions about retiring workers and plans
to mitigate a potential skills gap. More
specifically, the Central Nebraska Survey of
Hiring and Training Needs asked employers,
“How concerned are you about the potential
loss of skills and experience that may result
from workers retiring from this location?”
Each Kearney area respondent was then
prompted to think about the question in
terms of the next year and in the next five
years (see Figure 3 below).
Figure 3 Concern about Potential Loss of Skills and Experience
0% 10% 20% 30% 40% 50%
Strongly considered
Somewhat considered
Slightly considered
Not considered
at all
0% 10% 20% 30% 40% 50%
5 YearsNext Year
Very
Somewhat
Slightly
Not at all
Figures 1 - 3 p. 7Figure 1
Figure 3
10.6%22.5%
16.2%
29.3%
41.4%25.7%
31.8%
22.6%
Figure 1.2
56.4%
32.3%
11.3%
Figure 2
18.6%
24.6%
13.4%
43.5%
0%
10%
20%
30%
40%
50%
60%
NoMaybeYes
0%10%20%30%40%50%60%70%80%
65.5%
23.8%
10.8%
NoMaybeYes
0% 10% 20% 30% 40% 50%
Strongly considered
Somewhat considered
Slightly considered
Not considered
at all
0% 10% 20% 30% 40% 50%
5 YearsNext Year
Very
Somewhat
Slightly
Not at all
Figures 1 - 3 p. 7Figure 1
Figure 3
10.6%22.5%
16.2%
29.3%
41.4%25.7%
31.8%
22.6%
Figure 1.2
56.4%
32.3%
11.3%
Figure 2
18.6%
24.6%
13.4%
43.5%
0%
10%
20%
30%
40%
50%
60%
NoMaybeYes
0%10%20%30%40%50%60%70%80%
65.5%
23.8%
10.8%
NoMaybeYes
8 Nebraska Departments of Labor and Economic Development
Results
When considering the next year, over 41%
of businesses reported that they were not
at all concerned, and 10.6% of respondents
were very concerned about a loss of skills
resulting from retiring workers. However,
when considering concern for loss of
skills from retiring workers in the next five
years, 25.7% of respondents were not at all
concerned and 22.5% were very concerned.
These results suggest that employers don’t
foresee skills gaps with loss of skills in
experience due to retiring workers in the
next year, but they do expect problems
resulting from retiring workers in the next
five years.
Businesses were then asked if they had
taken steps to address the potential skill
gaps that may occur due to the retirement
of workers. As seen in Figure 4, nearly 52%
of Kearney area businesses answered that
they had addressed the loss of skills due to
retiring workers, and 48.1% responded that
either they hadn’t taken action or plan to
take action to address skill gaps resulting
from retiring workers.
Figure 4 Taken Steps to Address Potential Skill Gaps
0%
10%
20%
30%
40%
50%
60%
No, but plan toNoYes
Additional Analyses p. 8
51.9%
40.8%
7.2%
Figure 5 Methods of Addressing Potential Skill Gaps
Figures 4 & 5 p. 8
Figure 4
Figure 5
0% 5% 10% 15% 20% 25% 30%
Other
Encouraging workers to delay retirement
Mentoring/Leadership programs
Formal succession planning
Retain workers on a part time/consultant basis
Hiring workers with the skills that will be lost
Mentoring workers through on-the-job training
Training workers with the skills that will be lost
1.1%
20.4%
16.4%
12.2%
11.3%
8.0%
4.5%
26.1%
0% 20% 40% 60% 80%
College/community college course
License
N/A: No additional training provided
Other
Class but no certification
Certification course
Training provided by other workers or supervisor 68.2%
17.3%
13.5%
11.4%
9.5%
6.7%
4.5%
A follow-up question asked, “How is management at this location addressing potential
skill gaps that may result from workers retiring in the near future?” Of the employers
responding “yes” to the previous question, the most common answer selected was to
train current workers in the skills that will be lost (26.1%) when other workers retire (See
Figure 5). Mentoring workers through on-the-job training and hiring new workers with
the needed skills were the next most common means of replacing skills lost resulting
from retiring workers.
Training
When describing occupations that employers have recently hired or tried to hire,
respondents were asked, “Beyond basic employee orientation, what type of training
is provided to workers?” As seen in Figure 6, the most common type of training was
training that is provided by other workers or a supervisor (68.2%), and this type of
training was most common regardless of occupation or industry (See Table 3 and
Table 4).
Figure 6 Type of Training Provided to Workers
Figures 4 & 5 p. 8
Figure 4
Figure 5
0% 5% 10% 15% 20% 25% 30%
Other
Encouraging workers to delay retirement
Mentoring/Leadership programs
Formal succession planning
Retain workers on a part time/consultant basis
Hiring workers with the skills that will be lost
Mentoring workers through on-the-job training
Training workers with the skills that will be lost
1.1%
20.4%
16.4%
12.2%
11.3%
8.0%
4.5%
26.1%
0% 20% 40% 60% 80%
College/community college course
License
N/A: No additional training provided
Other
Class but no certification
Certification course
Training provided by other workers or supervisor 68.2%
17.3%
13.5%
11.4%
9.5%
6.7%
4.5%
9Central Nebraska Labor Availability Study — Kearney
Results
Table 3 Type of Training by Industry
Type of Training Accommodation and Food Services
Retail Trade
Health Care and Social Assistance
Class but no certification 8.4% 11.6% 18.9%
License 0.9% 7.1% 9.8%
Certification course 22.4% 20.5% 18.9%
College/community college course 0.0% 6.3% 7.4%
Training provided by other workers or supervisor 52.3% 73.2% 59.0%
N/A: No additional training provided 14.0% 8.9% 4.9%
Other 8.4% 12.5% 13.9%
Table 4 Type of Training by Occupation
Type of Training Food Preparation and Serving
Related
Sales and Related
Office and Administrative
Support
Class but no certification 9.3% 11.6% 11.3%
License 0.0% 8.0% 3.9%
Certification course 18.7% 14.6% 17.0%
College/community college course 0.0% 4.5% 1.0%
Training provided by other workers or supervisor 55.2% 75.5% 71.3%
N/A: No additional training provided 15.5% 10.1% 6.0%
Other 3.8% 9.3% 10.7%
Only the top three responding industries are displayed in Table 3, and shown in Table 4
are the top three occupations that employers most often hired or tried to hire in the last
two years. Results showed that often no additional training was provided to workers in
food preparation and serving-related occupations (15.5%). Nearly 19% of workers in the
healthcare and social assistance industry provided license training or a college course.
And 20.5% of those working in the retail trade industry were provided with a certification
course.
Benefits Offered
Detailed information was also gathered
about the benefits offered to workers.
Respondents were asked, “About how many
workers at this location are offered the
following benefits?” Figure 7.1 and Figure
7.2 display the percent of respondents that
offered specific benefits to full-time and
part-time workers. Over 91% of employers
responded that they offered all or some
of their full-time workers paid vacation,
and 81.4% percent of respondents offered
all or some of their full-time workers paid
holidays. More than 67% of businesses
responded that all or some of their full-time
workers were offered retirement benefits
and 67.3% offered all or some of their full-
time workers health insurance. However,
58.6% of respondents offered vision
insurance to none of their full-time workers.
Furthermore, over 72.2% of respondents
reported that tuition reimbursement was
offered to none of the full-time workers at
their firms.
As would be expected, the percent of firms
that offered benefits to part-time workers
was substantially less than for full-time
workers. Only 27.3% of Kearney businesses
reported offering retirement benefits to
all or some of their part-time workers.
Furthermore, 31.9% of firms offered paid
holidays and 29.3% offered paid vacation
to all or some of their part-time employees.
However, 67.4% of respondents offered
part-time workers a flexible work schedule.
10 Nebraska Departments of Labor and Economic Development
Results
Figure 7.1 Benefit Offerings for Full-Time Workers
0% 20% 40% 60% 80% 100%
None
Some
All
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 20% 40% 60% 80% 100%
No WorkersSome WorkersAll Workers
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 10% 20% 30% 40% 50%
Master's degree or higher
Bachelor's degree
Associate degree
Technical/Vocational degree
High school diploma/GED
No minimum education required
Figure 6 & 7
44.7%
59.4%
67.7%
51.6%
77.7%
58.8%
32.4%
86.8%
72.2%
14.2%
8.8%
10.1%3.1%
17.1%
38.3%
58.6%3.1%
10.7%
8.1%
7.9%
13.7%
7.3%
32.7%
18.6%
41.1%
41.0%
50.4%4.9%
35.2%23.8%
88.0%6.6%
5.0%
20.7%
8.2%
11.2%
11.7%
16.5%
15.4%
1.4%
4.4%
6.0%5.6%
8.3%
2.3%
6.0%
12.8%
11.9%
5.5%
45.5%21.9%
32.6%
86.8%
68.1%
82.2%
70.7%
72.7%
96.3%
87.3%
88.4%
42.7%
5.7%
4.6%
4.8%
1.3%
40.9%
0% 20% 40% 60% 80% 100%
None
Some
All
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 20% 40% 60% 80% 100%
No WorkersSome WorkersAll Workers
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 10% 20% 30% 40% 50%
Master's degree or higher
Bachelor's degree
Associate degree
Technical/Vocational degree
High school diploma/GED
No minimum education required
Figure 6 & 7
44.7%
59.4%
67.7%
51.6%
77.7%
58.8%
32.4%
86.8%
72.2%
14.2%
8.8%
10.1%3.1%
17.1%
38.3%
58.6%3.1%
10.7%
8.1%
7.9%
13.7%
7.3%
32.7%
18.6%
41.1%
41.0%
50.4%4.9%
35.2%23.8%
88.0%6.6%
5.0%
20.7%
8.2%
11.2%
11.7%
16.5%
15.4%
1.4%
4.4%
6.0%5.6%
8.3%
2.3%
6.0%
12.8%
11.9%
5.5%
45.5%21.9%
32.6%
86.8%
68.1%
82.2%
70.7%
72.7%
96.3%
87.3%
88.4%
42.7%
5.7%
4.6%
4.8%
1.3%
40.9%
Figure 7.2 Benefit Offerings for Part-Time Workers
0% 20% 40% 60% 80% 100%
None
Some
All
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 20% 40% 60% 80% 100%
No WorkersSome WorkersAll Workers
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 10% 20% 30% 40% 50%
Master's degree or higher
Bachelor's degree
Associate degree
Technical/Vocational degree
High school diploma/GED
No minimum education required
Figure 6 & 7
44.7%
59.4%
67.7%
51.6%
77.7%
58.8%
32.4%
86.8%
72.2%
14.2%
8.8%
10.1%3.1%
17.1%
38.3%
58.6%3.1%
10.7%
8.1%
7.9%
13.7%
7.3%
32.7%
18.6%
41.1%
41.0%
50.4%4.9%
35.2%23.8%
88.0%6.6%
5.0%
20.7%
8.2%
11.2%
11.7%
16.5%
15.4%
1.4%
4.4%
6.0%5.6%
8.3%
2.3%
6.0%
12.8%
11.9%
5.5%
45.5%21.9%
32.6%
86.8%
68.1%
82.2%
70.7%
72.7%
96.3%
87.3%
88.4%
42.7%
5.7%
4.6%
4.8%
1.3%
40.9%
0% 20% 40% 60% 80% 100%
None
Some
All
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 20% 40% 60% 80% 100%
No WorkersSome WorkersAll Workers
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 10% 20% 30% 40% 50%
Master's degree or higher
Bachelor's degree
Associate degree
Technical/Vocational degree
High school diploma/GED
No minimum education required
Figure 6 & 7
44.7%
59.4%
67.7%
51.6%
77.7%
58.8%
32.4%
86.8%
72.2%
14.2%
8.8%
10.1%3.1%
17.1%
38.3%
58.6%3.1%
10.7%
8.1%
7.9%
13.7%
7.3%
32.7%
18.6%
41.1%
41.0%
50.4%4.9%
35.2%23.8%
88.0%6.6%
5.0%
20.7%
8.2%
11.2%
11.7%
16.5%
15.4%
1.4%
4.4%
6.0%5.6%
8.3%
2.3%
6.0%
12.8%
11.9%
5.5%
45.5%21.9%
32.6%
86.8%
68.1%
82.2%
70.7%
72.7%
96.3%
87.3%
88.4%
42.7%
5.7%
4.6%
4.8%
1.3%
40.9%
Current Workers
Requirements
Employers responded to questions about
the minimum educational attainment
and work experience that was required of
applicants and the overall skill level required
of most workers at their location.
As seen in Figure 8, the vast majority
of Kearney area businesses either had
no minimum education requirement
for applicants or required a high school
diploma or equivalent (83.6%).
Figure 8 Education Requirements of Current Workers
0% 20% 40% 60% 80% 100%
None
Some
All
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 20% 40% 60% 80% 100%
No WorkersSome WorkersAll Workers
Vision Insurance
Tuition Reimbursement
Telecommuting
Retirement
Paid Vacation
Paid Sick Leave
Paid Holidays
Health Insurance
Flexible Work Schedule
Dental Insurance
0% 10% 20% 30% 40% 50%
Master's degree or higher
Bachelor's degree
Associate degree
Technical/Vocational degree
High school diploma/GED
No minimum education required
Figure 6 & 7
44.7%
59.4%
67.7%
51.6%
77.7%
58.8%
32.4%
86.8%
72.2%
14.2%
8.8%
10.1%3.1%
17.1%
38.3%
58.6%3.1%
10.7%
8.1%
7.9%
13.7%
7.3%
32.7%
18.6%
41.1%
41.0%
50.4%4.9%
35.2%23.8%
88.0%6.6%
5.0%
20.7%
8.2%
11.2%
11.7%
16.5%
15.4%
1.4%
4.4%
6.0%5.6%
8.3%
2.3%
6.0%
12.8%
11.9%
5.5%
45.5%21.9%
32.6%
86.8%
68.1%
82.2%
70.7%
72.7%
96.3%
87.3%
88.4%
42.7%
5.7%
4.6%
4.8%
1.3%
40.9%
11Central Nebraska Labor Availability Study — Kearney
Results
Figure 9 Work Experience Requirements of Current Workers
0% 10% 20% 30% 40% 50% 60%
5+ years
3-5 years
1-2 years
6 months - 1 year
6 months related experience or less
No experience required
0% 20% 40% 60% 80% 100%
Not typically requiredBeginningIntermediateAdvanced
Advanced computer skillsLeadership skillsBasic math skills
CreativityWritten communication
Basic computer skillsSales skills
Critical thinking skillsAbility to problem solve
Ability to adapt to changeAbility to work independently
Verbal communicationWillingness to learn
Customer service skillsAttitude
Ability to pay attention to detailAbility to work as a team
Work ethic
Additional Analyses p. 10
57.3%
12.3%
12.6%
37.3%
32.5%
31.6%
30.1%
28.8%
25.6%
25.2%
25.2%
24.5%
23.6%
11.8%
11.1%
10.0%
9.5%
9.1%
9.0%
8.4%
3.8% 27.7%
51.2%
51.1%
59.7%
45.3%
62.1%
51.3%
55.3%
50.2%
51.8%
52.2%
32.3%
41.0%
44.5%
42.6%
50.9%
48.1%
23.5%
31.3%
32.2%
35.0%
34.5%
51.1% 11.1%
15.6%
16.8%
15.2%
11.9%
21.5%
18.3%
23.8%
22.8%
27.9%
22.2%
29.6%
10.2%
0.4%
0.8%
0.6%
10.7%
0.4%
2.0%
1.2%
1.5%
1.7%
5.2%
19.4%
9.0%
8.1%
34.4%
14.7%
45.0%
16.1%
12.2%
5.2%
0.5%
Similarly, Figure 9 displays that the majority of businesses responding to the survey
have no prior work experience requirement (57.3%). However, nearly 25% of employers
do require no more than a year of related work experience, and 17.9% of businesses do
require a year or more experience to be qualified for the position they have recently hired
or tried to hire.
Figure 10 Skill Level Requirements of Current Workers
0% 10% 20% 30% 40% 50% 60%
5+ years
3-5 years
1-2 years
6 months - 1 year
6 months related experience or less
No experience required
0% 20% 40% 60% 80% 100%
Not typically requiredBeginningIntermediateAdvanced
Advanced computer skillsLeadership skillsBasic math skills
CreativityWritten communication
Basic computer skillsSales skills
Critical thinking skillsAbility to problem solve
Ability to adapt to changeAbility to work independently
Verbal communicationWillingness to learn
Customer service skillsAttitude
Ability to pay attention to detailAbility to work as a team
Work ethic
Additional Analyses p. 10
57.3%
12.3%
12.6%
37.3%
32.5%
31.6%
30.1%
28.8%
25.6%
25.2%
25.2%
24.5%
23.6%
11.8%
11.1%
10.0%
9.5%
9.1%
9.0%
8.4%
3.8% 27.7%
51.2%
51.1%
59.7%
45.3%
62.1%
51.3%
55.3%
50.2%
51.8%
52.2%
32.3%
41.0%
44.5%
42.6%
50.9%
48.1%
23.5%
31.3%
32.2%
35.0%
34.5%
51.1% 11.1%
15.6%
16.8%
15.2%
11.9%
21.5%
18.3%
23.8%
22.8%
27.9%
22.2%
29.6%
10.2%
0.4%
0.8%
0.6%
10.7%
0.4%
2.0%
1.2%
1.5%
1.7%
5.2%
19.4%
9.0%
8.1%
34.4%
14.7%
45.0%
16.1%
12.2%
5.2%
0.5%
0% 10% 20% 30% 40% 50% 60%
5+ years
3-5 years
1-2 years
6 months - 1 year
6 months related experience or less
No experience required
0% 20% 40% 60% 80% 100%
Not typically requiredBeginningIntermediateAdvanced
Advanced computer skillsLeadership skillsBasic math skills
CreativityWritten communication
Basic computer skillsSales skills
Critical thinking skillsAbility to problem solve
Ability to adapt to changeAbility to work independently
Verbal communicationWillingness to learn
Customer service skillsAttitude
Ability to pay attention to detailAbility to work as a team
Work ethic
Additional Analyses p. 10
57.3%
12.3%
12.6%
37.3%
32.5%
31.6%
30.1%
28.8%
25.6%
25.2%
25.2%
24.5%
23.6%
11.8%
11.1%
10.0%
9.5%
9.1%
9.0%
8.4%
3.8% 27.7%
51.2%
51.1%
59.7%
45.3%
62.1%
51.3%
55.3%
50.2%
51.8%
52.2%
32.3%
41.0%
44.5%
42.6%
50.9%
48.1%
23.5%
31.3%
32.2%
35.0%
34.5%
51.1% 11.1%
15.6%
16.8%
15.2%
11.9%
21.5%
18.3%
23.8%
22.8%
27.9%
22.2%
29.6%
10.2%
0.4%
0.8%
0.6%
10.7%
0.4%
2.0%
1.2%
1.5%
1.7%
5.2%
19.4%
9.0%
8.1%
34.4%
14.7%
45.0%
16.1%
12.2%
5.2%
0.5%
As seen in Figure 10, a list of 18 skills was
provided to employers in order to rate the
overall skill level required of most workers
at their locations. This list included a variety
of skills including “soft skills” (e.g., work
ethic, attitude), basic education (e.g., basic
math, verbal and written communication),
and advanced skills (e.g., critical thinking,
advanced computer skills).
Businesses were prompted to rate the
required skill level as either beginning,
intermediate, or advanced and were given
the option, “Not typically required.” The
skills that businesses most often rated
as not typically required were advanced
computer skills (45%) sales (34.4%), and
basic computer skills (19.4%). A majority of
businesses reported that for 11 of the 18
skills listed, most workers were required to
have an intermediate skill level. Businesses
most often reported that an advanced level
of skill was required for work ethic (37.3%),
ability to work as a team (32.5%), and ability
to pay attention to detail (31.6%).
Deficiencies
Employers were asked to indicate whether
or not there were deficiencies for the
majority of their workforce in a given set
of skills. As displayed in Figure 11, of the
prompted skills, leadership (50.7%) was
most often reported as being deficient in
the workforce. However, this was the only
skill that a majority of businesses indicated
was deficient in the workforce. The
least often reported deficient skills were
willingness to learn (29.4%), basic computer
skills (25.2%), and basic math skills (18.2%).
12 Nebraska Departments of Labor and Economic Development
Results
Figure 11 Percentage of Employers Reporting a Deficiency in the Majority of their Workforce
Figures 12 - 13 p. 12
Figure 13
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
ManufacturingWholesale TradeRetail TradeAll Industries
80.0%79.2% 79.4% 76.1%
0% 10% 20% 30% 40% 50% 60%
Yes
Basic math skillsBasic computer skills
Willingness to learnVerbal communication
CreativityCustomer service skills
Ability to work as a teamAbility to work independently
Advanced computer skillsWritten communication
Sales skillsAttitude
Ability to problem solveAbility to adapt to change
Ability to pay attention to detailCritical thinking skills
Work ethicLeadership skills
Figure 12
50.7%47.1%
43.1%42.7%
42.2%42.1%
38.7%37.2%
36.3%35.1%35.0%35.0%
34.5%31.0%
30.2%29.4%
25.2%18.2%
Applicants
Employment History
Respondents were asked, “When hiring, how
much does your business consider whether
an applicant is currently working?” and were
given four options (as seen in Figure 12).
Figure 12 Applicants' Current Employment Situation
0% 10% 20% 30% 40% 50%
Strongly considered
Somewhat considered
Slightly considered
Not considered
at all
0% 10% 20% 30% 40% 50%
5 YearsNext Year
Very
Somewhat
Slightly
Not at all
Figures 1 - 3 p. 7Figure 1
Figure 3
10.6%22.5%
16.2%
29.3%
41.4%25.7%
31.8%
22.6%
Figure 1.2
56.4%
32.3%
11.3%
Figure 2
18.6%
24.6%
13.4%
43.5%
0%
10%
20%
30%
40%
50%
60%
NoMaybeYes
0%10%20%30%40%50%60%70%80%
65.5%
23.8%
10.8%
NoMaybeYes
Over 43% of Kearney area businesses responded that an applicant’s current
employment status is either slightly considered or not considered at all. On the other
hand, nearly 57% of businesses responded that employment status is somewhat or
strongly considered when assessing an applicant.
Figure 13 Employer Hesitation Regarding Non-Employed Applicants
0% 5% 10% 15% 20% 25%
N/A: not considered
1 year or more
6 months - 1 year
Tim
e Sp
ent N
ot E
mpl
oyed
3-6 months
1-3 months
Less than 1 month
Additional Analyses p. 12
3.6%
15.8%
18.4%
24.8%
13.5%
23.9%
Figure 13 displays the results of the question, “What length of time not employed would
cause hesitation about a candidate or affect a hiring or interview decision in a negative
way?” In the Kearney area, the greatest percentage of employers responded that six
months to a year of an applicants’ time not employed would cause hesitation (24.8%).
13Central Nebraska Labor Availability Study — Kearney
Results
Figure 14 Amount of Applicants with Experience in Related Industry or Occupation
Figure 7-9 p. 10
21.7%24.7%
6.0%
0%
10%
20%
30%
40%
50%
OccupationIndustry
All or nearly all applicants
Most applicants
Some applicants
Few or no applicants
19.5%
46.7%
26.4%
7.4%
47.6%
Figure 7-9 p. 10
21.7%24.7%
6.0%
0%
10%
20%
30%
40%
50%
OccupationIndustry
All or nearly all applicants
Most applicants
Some applicants
Few or no applicants
19.5%
46.7%
26.4%
7.4%
47.6%
Respondents were asked the question, “Generally speaking, when hiring, how many
applicants have experience in the same industry or a closely-related industry?”
Respondents were also asked the same question about applicants’ experience in the
same occupation or a closely-related occupation (see Figure 14). Respondents were
given four options to describe applicants, and 69.3% of Kearney area businesses
indicated that some, a few, or no applicants had experience in the same industry or a
closely-related industry. On the other hand, 30.7% of respondents indicated that most,
nearly all, or all applicants had experience in a similar industry.
Figure 15 Competency of Typical Applicant Pool
0% 10% 20% 30% 40% 50% 60%
Ability to pay attention to detail
Critical thinking skills
Advanced computer skills
Work ethic
Leadership skills
Ability to adapt to change
Critical thinking skills
Work ethic
Advanced computer skills
Leadership skills
Creativity
Ability to pay attention to detail
Advanced computer skills
Critical thinking skills
Leadership skills
0% 20% 40% 60% 80% 100%
N/AStrongAdequateLess than adequate
Willingness to learnAbility to work as a team
Verbal communicationAttitude
Basic math skillsCustomer service skills
Basic computer skillsAbility to adapt to change
Ability to work independentlyWritten communication
CreativitySales skills
Ability to problem solveAbility to pay attention to detail
Critical thinking skillsWork ethic
Leadership skillsAdvanced computer skills
Figures 10-11 p. 11
40.9%
39.6%
32.6%
32.1%
31.1%
28.1%
27.5%
24.5%
23.4%
22.1%
21.7%
21.3%
19.4%
14.9%
14.2%
13.5%
11.3%
31.5%
43.2%
39.6%
43.7%
38.6%
52.3%
54.1%
48.7%
49.4%
51.8%
47.3%
64.6%
48.7%
58.7%
53.8%
52.5%
5.2%
0.9%
27.2%
13.6% 13.3%
28.0%
16.7%
36.5%
26.8%
33.6%
39.5%
2.9%
0.3%
5.0%
1.0%
2.8%
8.2%
8.8%
3.9%
0.5%
1.3%
0.3%
25.3%
12.6%
15.0%
13.8%
26.9%
28.3%
19.7%
35.7%
41.2% 16.3%
29.5% 27.6%
21.3%
2.0%
2.4%
1.7%
7.7%
50.0%
43.2%
41.1%
35.1%
52.3%
38.6%
31.9%
49.1%
39.5%
28.3%
34.8%
42.1%
26.1%
40.9%
31.9%
Acc
omm
odat
ion
& Fo
od S
ervi
ces
Hea
lth C
are
& So
cial
Ass
ista
nce
Reta
il Tr
ade
0% 10% 20% 30% 40% 50% 60%
Ability to pay attention to detail
Critical thinking skills
Advanced computer skills
Work ethic
Leadership skills
Ability to adapt to change
Critical thinking skills
Work ethic
Advanced computer skills
Leadership skills
Creativity
Ability to pay attention to detail
Advanced computer skills
Critical thinking skills
Leadership skills
0% 20% 40% 60% 80% 100%
N/AStrongAdequateLess than adequate
Willingness to learnAbility to work as a team
Verbal communicationAttitude
Basic math skillsCustomer service skills
Basic computer skillsAbility to adapt to change
Ability to work independentlyWritten communication
CreativitySales skills
Ability to problem solveAbility to pay attention to detail
Critical thinking skillsWork ethic
Leadership skillsAdvanced computer skills
Figures 10-11 p. 11
40.9%
39.6%
32.6%
32.1%
31.1%
28.1%
27.5%
24.5%
23.4%
22.1%
21.7%
21.3%
19.4%
14.9%
14.2%
13.5%
11.3%
31.5%
43.2%
39.6%
43.7%
38.6%
52.3%
54.1%
48.7%
49.4%
51.8%
47.3%
64.6%
48.7%
58.7%
53.8%
52.5%
5.2%
0.9%
27.2%
13.6% 13.3%
28.0%
16.7%
36.5%
26.8%
33.6%
39.5%
2.9%
0.3%
5.0%
1.0%
2.8%
8.2%
8.8%
3.9%
0.5%
1.3%
0.3%
25.3%
12.6%
15.0%
13.8%
26.9%
28.3%
19.7%
35.7%
41.2% 16.3%
29.5% 27.6%
21.3%
2.0%
2.4%
1.7%
7.7%
50.0%
43.2%
41.1%
35.1%
52.3%
38.6%
31.9%
49.1%
39.5%
28.3%
34.8%
42.1%
26.1%
40.9%
31.9%
Acc
omm
odat
ion
& Fo
od S
ervi
ces
Hea
lth C
are
& So
cial
Ass
ista
nce
Reta
il Tr
ade
Considering occupation experience, over
66% of employers responded that some,
a few, or no applicants had experience in
a similar occupation. Conversely, 33.8% of
respondents indicated that most, nearly all,
or all applicants had experience in the same
or a similar occupation as the one for which
they applied.
Comparing results shown in Figure 14,
similar results were observed for industry
and occupational experience. However, a
greater percentage of respondents said that
all applicants had experience in a similar
occupational (7.4%) compared to industry
(6%). Furthermore, a greater percentage of
respondents stated most applicants had
occupational experience (26.4%) compared
to industry experience (24.7%).
Competency
Businesses were asked, “When hiring,
please rate the overall competency level
for the following work skills for your typical
applicant pool.” As seen in Figure 15,
respondents were given a list of skills and
four options to choose from to describe
the competency level of their applicant
pool. Each of the skills listed are not always
applicable to every occupation or industry
so the option of ‘N/A’ was provided to
respondents. The results in Figure 15 are
sorted by those skills with the greatest
percentage of employers responding “less
than adequate.”
Over 40% of employers gave applicants a
“less than adequate” rating for advanced
computer skills (which includes computer
programming skills), but 27.6% of
respondents said this skill is not applicable
to their applicant pool. Leadership (39.6%)
and work ethic (32.6%) were also skills
more often rated as less than adequate
14 Nebraska Departments of Labor and Economic Development
Results
in the Kearney area applicant pool. On the
other hand, 39.5% of respondents rated
applicants’ willingness to learn as “strong.”
Furthermore, nearly all employers reported
that applicants’ ability to work as a team
(87.4%) and verbal communication (85.6%)
were “adequate” or “strong.”
As seen in Figure 16, the previous question
was analyzed for the top three responding
industries in the Kearney area. The top
five skills most often reported as less than
adequate for each industry are displayed.
For example, in the accommodation and
food services industry, leadership skills
were most often reported as “less than
adequate” (52.3%), followed by critical
thinking skills (50%) and advanced
computer skills (43.2%). Applicants’
advanced computer skills were reported to
be one of the highest “less than adequate”
skills for each industry. However, advanced
computer skills were often rated as “not
applicable” in the accommodation (31.8%),
health care (25.5%), and retail trade (25%)
industries.
Hiring Difficulty
Businesses named three occupations they
have tried to hire or have recently hired then
indicated whether or not it was difficult to
find workers for the listed occupations.
Just over 79% of Kearney area businesses
reported it was difficult to find workers for
the occupations they have been trying to
hire or recently hired.
Figure 16 Less Than Adequate Competency of Typical Applicant Pool for Selected Industries
0% 10% 20% 30% 40% 50% 60%
Ability to pay attention to detail
Critical thinking skills
Advanced computer skills
Work ethic
Leadership skills
Ability to adapt to change
Critical thinking skills
Work ethic
Advanced computer skills
Leadership skills
Creativity
Ability to pay attention to detail
Advanced computer skills
Critical thinking skills
Leadership skills
0% 20% 40% 60% 80% 100%
N/AStrongAdequateLess than adequate
Willingness to learnAbility to work as a team
Verbal communicationAttitude
Basic math skillsCustomer service skills
Basic computer skillsAbility to adapt to change
Ability to work independentlyWritten communication
CreativitySales skills
Ability to problem solveAbility to pay attention to detail
Critical thinking skillsWork ethic
Leadership skillsAdvanced computer skills
Figures 10-11 p. 11
40.9%
39.6%
32.6%
32.1%
31.1%
28.1%
27.5%
24.5%
23.4%
22.1%
21.7%
21.3%
19.4%
14.9%
14.2%
13.5%
11.3%
31.5%
43.2%
39.6%
43.7%
38.6%
52.3%
54.1%
48.7%
49.4%
51.8%
47.3%
64.6%
48.7%
58.7%
53.8%
52.5%
5.2%
0.9%
27.2%
13.6% 13.3%
28.0%
16.7%
36.5%
26.8%
33.6%
39.5%
2.9%
0.3%
5.0%
1.0%
2.8%
8.2%
8.8%
3.9%
0.5%
1.3%
0.3%
25.3%
12.6%
15.0%
13.8%
26.9%
28.3%
19.7%
35.7%
41.2% 16.3%
29.5% 27.6%
21.3%
2.0%
2.4%
1.7%
7.7%
50.0%
43.2%
41.1%
35.1%
52.3%
38.6%
31.9%
49.1%
39.5%
28.3%
34.8%
42.1%
26.1%
40.9%
31.9%
Acc
omm
odat
ion
& Fo
od S
ervi
ces
Hea
lth C
are
& So
cial
Ass
ista
nce
Reta
il Tr
ade
Figure 17.1 displays the percent of employers, in the top three responding industries,
who reported it was difficult to find workers. Businesses operating in the retail trade
industry most often reported they had difficulty finding workers (80%). Slightly more
employers in the wholesale trade industry reported having difficulty finding workers
(79.4%) than Kearney area businesses overall (79.2%).
Figure 17.1 Difficulty Finding Workers by Industry
79.2%
85.0%
81.3%
79.5%
0% 20% 40% 60% 80% 100%
All Industries
Accommodation and Food Services
Retail Trade
Health Care and Social Assistance
15Central Nebraska Labor Availability Study — Kearney
Results
Figure 17.2 Difficulty Finding Workers by Occupation
0% 10% 20% 30% 40% 50% 60% 70% 80%
Overqualified
Citizenship/work authorization
Language barrier
Lack required education
Lack required licenses/certificates
Other
Failed background check/drug screen
Availability for shifts required
Wage demands too high
Lack occupation specific skills
Lack of work experience
Poor work history
Not enough applicants
0% 20% 40% 60% 80% 100%
79.2%
87.4%
80.0%
69.1%Office and Administrative Support
Transportation and Material Moving
Food Preparation and Serving Related
All Occupations
79.4%
47.8%
44.0%
35.4%
32.9%
30.3%
20.6%
16.9%
11.9%
10.7%
6.2%
3.9%
3.7%
Figures 13 - 14 p. 13
Kearney area businesses most often reported recently hiring or trying to hire for these
occupation groups: food preparation and serving related, transportation and material
moving, and office and administrative support (see Figure 17.2). These occupation
groups encompass many specific occupations, including: bartenders, industrial truck
and tractor operators, and bank tellers. Businesses that hire workers for transportation
and material moving (80%) and food preparation and serving-related occupations
(87.4%) more often reported having difficulty finding workers than Kearney area
businesses overall (79.2%).
Figure 18 Reasons for Difficulty Finding Workers
0% 10% 20% 30% 40% 50% 60% 70% 80%
Overqualified
Citizenship/work authorization
Language barrier
Lack required education
Lack required licenses/certificates
Other
Failed background check/drug screen
Availability for shifts required
Wage demands too high
Lack occupation specific skills
Lack of work experience
Poor work history
Not enough applicants
0% 20% 40% 60% 80% 100%
79.2%
87.4%
80.0%
69.1%Office and Administrative Support
Transportation and Material Moving
Food Preparation and Serving Related
All Occupations
79.4%
47.8%
44.0%
35.4%
32.9%
30.3%
20.6%
16.9%
11.9%
10.7%
6.2%
3.9%
3.7%
Figures 13 - 14 p. 13
Businesses were also asked why they
faced challenges finding workers for the
specific occupations they have recently
hired or have tried to hire. Businesses were
allowed to select from a list of options
and choose any reasons that applied.
This follow-up question was only asked
when firms indicated that workers in an
occupation were difficult to find. Figure 18
displays the percentage of respondents, for
all occupations, who reported a reason for
difficulty in finding workers.
Nearly 80% of Kearney area businesses
that reported having difficulty finding
workers for a specific job said that not
receiving enough applicants was a reason
why the search was challenging. Nearly
48% of businesses said workers’ poor work
history was a reason they had difficulty
hiring for that occupation, followed by a
lack of work experience (44%). On the other
hand, very few businesses reported that
the difficulty in finding workers was due
to a language barrier (6.2%) or the worker
having a citizenship or work authorization
issue (3.9%), and only 3.7% of businesses
reported that a worker being overqualified
as being a challenge.
Respondents were given the opportunity to
specify other reasons for hiring difficulties
not listed. In the Kearney area, other
reasons included issues with workers’ work
ethic, attendance, and communication
skills. Additional reasons for hiring difficulty
included issues that weren’t related to
problems with applicants, such as non-
traditional work hours, difficulty of the work,
and the lack of consistent full-time hours
available.
16 Nebraska Departments of Labor and Economic Development
Table 5 displays the percent of businesses,
in selected industry groups, who gave
reasons why they had difficulty finding
workers. The top three responding industry
groups were manufacturing, wholesale
trade, and retail trade. These industry
groups contain many specific industries
which can be viewed on the Bureau of
Labor Statistics North American Industry
Classification System website located here:
https://www.bls.gov/bls/naics.htm.
Firms in all three of the industry groups
most often reported that not receiving
enough applicants was why they had
difficulty hiring for a position. Furthermore,
all three industries often reported that a
lack of work experience or a poor work
history were reasons for having difficulty
hiring workers. Lacking the required
education was more often reported as a
hiring challenge by wholesale trade (15.5%)
compared to manufacturing and retail trade
(7.6%) firms.
Table 5 Reasons for Difficulty Finding Workers - Top Responding Industries
Reason for Difficulty Manufacturing Wholesale Trade Retail Trade
Not enough applicants 79.6% 82.2% 75.0%
Poor work history 44.8% 41.3% 55.4%
Lack of work experience 42.9% 44.8% 44.4%
Wage demands too high 37.1% 30.6% 27.5%
Availability for shifts required 32.8% 29.6% 28.8%
Lack occupation specific skills 31.2% 35.7% 30.5%
Failed background check/drug screen 22.4% 22.2% 21.4%
Other 11.5% 19.6% 18.0%
Lack required licenses/certificates 8.4% 15.3% 10.8%
Lack required education 7.6% 15.5% 7.6%
Overqualified 3.9% 3.7% 3.8%
Citizenship/work authorization 2.7% 6.4% 5.1%
Language barrier 1.7% 7.5% 8.5%
Respondents were given the option to specify if any other issues were the reasons why
they had difficulty finding workers for a specific position. In the manufacturing industry,
other reasons included issues with work ethic, and willingness to relocate for work.
Other reasons for hiring difficulty given by businesses in the wholesale trade industry
included the effort required for the job and non-traditional work hours. Retail trade firms
also reported other reasons for hiring difficulties, including issues with work ethic and
attendance.
Table 6 displays the reasons businesses had difficulty hiring workers for the three
occupation groups that firms most often hired or tried to hire. The top three occupation
groups were food preparation and serving-related, office and administrative support, and
transportation and material moving. These occupation groups comprise many specific
occupations including; fast food and counter workers, bill and account collectors,
railroad conductors and yardmasters, respectively. The reasons in Table 6 are sorted by
the largest to smallest percent in food preparation and serving related occupations.
Businesses that hire workers for the top three occupation groups most often reported
that not receiving enough applicants was a reason why they had difficulty finding
workers. Furthermore, firms hiring workers in all three occupation groups often reported
that having a poor work history was why it was difficult to find workers for that position.
Being available for required shifts was cited as being a hiring challenge more frequently
for food preparation and serving related occupations (52.7%) compared to office and
administrative support (38.4%) and transportation and material moving occupations
(18.3%).
17Central Nebraska — Kearney Hiring and Training Needs Report PUBLISHED SPRING 2017
Table 6 Reasons for Difficulty Finding Workers - Most Often Hired Occupations
Reason for Difficulty Food Preparation and Serving Related
Office and Administrative Support
Transportation and Material Moving
Not enough applicants 81.9% 70.0% 75.8%
Poor work history 58.6% 52.4% 51.0%
Availability for shifts required 52.7% 38.4% 18.3%
Lack of work experience 34.6% 44.8% 48.4%
Wage demands too high 29.1% 34.1% 34.0%
Lack occupation specific skills 19.5% 36.7% 36.8%
Failed background check/drug screen 15.8% 19.2% 37.8%
Other 6.2% 20.7% 23.7%
Overqualified 3.1% 7.4% 1.9%
Language barrier 1.2% 11.5% 12.0%
Lack required education 1.2% 7.7% 4.2%
Lack required licenses/certificates 0.0% 3.4% 27.2%
Citizenship/work authorization 0.0% 5.9% 3.3%
Respondents were given the option to specify if any other issues were the reasons
why they had difficulty finding workers for a specific position. Firms hiring workers
for food preparation and serving related occupations indicated issues with work
ethic and motivation, while businesses hiring for office and administrative support
occupations indicated issues with work ethic and communication skills. Firms hiring for
transportation and material moving occupations also reported other reasons for hiring
difficulties, including issues with worker responsibility and the long hours required.
Profile of Selected Occupations
Table 7 on the following pages displays information for two specific H3 (high wage, high
demand, and high skill) occupations that employers have most often recently hired or
tried to hire. In the Kearney area, the top H3 occupations were heavy and tractor-trailer
truck drivers and registered nurses. Workers for cashier occupations were also highly
sought after in the Kearney area. These occupations represent a variety of education
and work experience requirements and training needs. Information displayed also
includes reported wages and the reasons employers have difficulty hiring for these
specific occupations. Businesses were able to select all answers that applied for
questions regarding the reasons for hiring difficulty, location of training, and type of
training provided.
Businesses responded to the question, “What is the average starting wage or salary you
are willing to pay?” Hourly wage and yearly salary responses were analyzed separately.
Survey respondents did not always provide both an hourly and annual figure, and it is
possible that the nature of jobs is different for hourly versus salaried positions.
In addition, wage responses were not
standardized nor were respondents
prompted with options, and other pay
methods were not included (e.g. pay per
mile).
The average starting annual salary that
employers were willing to pay heavy and
tractor-trailer truck drivers was $41,020 per
year and hourly employees earned $13.81
per hour on average. Over 61% of employers
had no minimum education requirement
for truck driver occupations. Additional
requirements for truck driving occupations
often include obtaining a commercial
driver’s license and hazmat training. Over
82% of employers who have recently hired
or tried to hire workers for this occupation
had difficulty when finding workers. The
top reasons for hiring challenges reported
by employers were not receiving enough
applicants (63.8%) and lack of work
experience (51.5%).
18 Nebraska Departments of Labor and Economic Development
Results
Table 7 Profile of Selected Occupations
Starting Wages Heavy and Tractor-Trailer Truck Drivers Cashiers Registered Nurses
Average hourly wage* $13.81 $9.61 $21.42 Average yearly wage* $41,020 Suppressed** Suppressed**
Education Requirements Heavy and Tractor-Trailer Truck Drivers Cashiers Registered Nurses
No minimum education required 61.5% 56.5% 0.0%High school diploma/GED 34.7% 43.5% 0.0%Technical/vocational degree 3.8% 0.0% 0.0%Associate degree 0.0% 0.0% 68.8%Bachelor’s degree 0.0% 0.0% 31.3%Master’s degree or higher 0.0% 0.0% 0.0%
Additional requirements (% Yes)
Special training 76.8% 26.2% 81.3%License 82.3% 4.3% 100.0%Certificate 35.9% 17.5% 25.0%
Work Experience Requirements Heavy and Tractor-Trailer Truck Drivers Cashiers Registered Nurses
No experience required 11.3% 82.7% 24.9%< 6 mon. related 19.0% 17.3% 0.0%6 mon. - 1 year 21.5% 0.0% 0.0%1-2 years 35.3% 0.0% 49.8%3-5 years 13.0% 0.0% 25.2%5+ years 0.0% 0.0% 0.0%
Difficult to find workers Heavy and Tractor- Trailer Truck Drivers Cashiers Registered Nurses
Yes 82.1% 74.0% 81.3%
Reason for difficultyNot enough applicants 63.8% 52.3% 55.6%Lack of work experience 51.5% 8.7% 5.6%Poor work history 48.3% 47.7% 0.0%Failed background check/drug screen 37.8% 26.0% 0.0%Lack occupation specific skills 34.6% 8.7% 5.6%Lack required license/certificates 32.2% 0.0% 16.7%Wage demands too high 24.7% 34.7% 44.4%Other 19.5% 8.7% 11.1%Language barrier 14.3% 0.0% 0.0%Availability for shifts required 12.6% 52.0% 33.3%Lack required education 7.0% 8.7% 5.6%
Citizenship/work authorization 3.1% 0.0% 0.0%Overqualified 0.0% 4.3% 0.0%
19Central Nebraska Labor Availability Study — Kearney
Results
Training Needs Heavy and Tractor-Trailer Truck Drivers Cashiers Registered Nurses
Where training is providedIn-House 79.6% 91.3% 88.5%Out-of-House 47.8% 4.3% 14.2%
Type of training providedClass but no certification 23.7% 4.3% 5.6%License 18.3% 0.0% 16.7%Certification course 23.4% 13.0% 16.7%College/community college course 3.3% 0.0% 0.0%Training proivded by other workers or supervisor 69.5% 74.0% 66.7%N/A: No additional training provided 5.5% 17.3% 5.6%Other 18.9% 4.3% 11.1%
*Hourly and yearly wages are calculated separately, wages are the average starting pay employers are willing to pay.
**Suppressed for confidentiality.
Cashiers earned $9.61 per hour, on average, in the Kearney area. Over 56% of employers
have no education requirement for workers in cashier occupations. Most employers
report that no prior work experience is required to work as a cashier. Nearly 75% of
employers who have recently hired or tried to hire workers for this occupation had
difficulty when finding workers. The top reasons for hiring challenges reported by
employers were not receiving enough applicants and workers’ availability for required
shifts.
Registered nurses in the Kearney area earned an average of $21.42 per hour. Nearly 69%
of businesses that hire workers in this occupation require applicants to hold at least an
associate’s degree. All employers report that a license is required to work as a registered
nurse. Nearly half of employers also require applicants have at least one to two years
of work experience. More than 81% of employers who have recently hired or tried to
hire workers for this occupation had difficulty when finding workers. Over 55% of the
employers that reported a hiring difficulty said not receiving enough applicants was a
reason for that challenge.
Employers hiring for these occupations often provide workers in-house training from
colleagues or a supervisor. Nearly all of the employers hiring for cashiers (91.3%)
provided their training in-house. Over 23% of employers who hired truck drivers provided
a class, but no certification and 23.4% of employers provide a certification course.
The Occupational Employment Statistics
(OES) program uses different methodology
than the current report, but can provide
additional insight into pay rates for specific
industries and occupations. The OES
program collects wage data for the entire
state of Nebraska in addition to wage data
regarding more than one metropolitan
statistical area, multiple regions, and metro
and non-metro areas. Based on the May
2015 Occupational Employment Survey, the
hourly entry wage for heavy and tractor-
trailer truck drivers in the central region
was $15.04 and the entry-level yearly salary
was $31,274. According to OES, cashiers
earned an hourly entry wage of $8.92 and a
yearly salary $18,540. For registered nurses
the entry-level hourly wage was $21.34 and
their salary was estimated to be $44,400
per year.
20 Nebraska Departments of Labor and Economic Development
ConclusionThis report utilized the results of the Central Nebraska Survey of Hiring and Training Needs to evaluate employers’ assessment of their
workforce and applicant pool, characteristics of hiring and training practices, and hiring challenges faced by businesses in the area. The
majority of responding businesses reported difficulty finding workers for the occupations they were hiring. The most common reason
businesses gave for difficulty hiring was not having enough applicants.
Table 8.1 Key Results - Business CharacteristicsBusiness CharacteristicsOpenings
Hired or Tried to Hire Last Two Years 94.5%At Least 1 Job Opening 53.9%Average Current Job Openings 2.6
If Asked to Consider ExpansionLabor Availability Issues Either Would Be or Might Be Present 89.9%
Expansion Ability Limited 56.3%Percent of Occupations in Which Businesses Have Difficulty Finding Workers 79.2%
The vast majority of businesses that responded to the survey (94.5%) indicated they
hired or tried to hire at least one worker in the last two years. Furthermore, nearly 54%
of responding businesses had at least one current job opening at their location, and
those businesses had an average of 2.6 current job openings. Many businesses were
hiring at their locations, but the survey also inquired about business expansion, which
would require substantially more hiring.
Regardless of industry or occupation, if asked to consider a major expansion, over 89%
of businesses reported that labor availability issues either would be present or might be
present. A follow-up question posed to these businesses was, “Would issues with labor
availability limit your ability to undertake a major expansion at this location?” Results
indicated that labor availability issues would limit 56.4% of businesses, might limit
32.3% of businesses, and would not limit 11.3% of businesses should they undertake a
major expansion.
Respondents listed occupations that they had been trying to hire or recently hired and
whether it was difficult to find workers for those occupations. Over 79% of Kearney
area businesses reported it was difficult to find workers. As seen in Figure 17.2, 87.4%
of employers who were hiring for food preparation and serving related occupations
indicated it was difficult to find workers.
As displayed in”Figure 18 Reasons for Difficulty Finding Workers” the reasons that
business gave for having difficulty finding workers were most often related to not
receiving enough applicants, applicants’ poor work history, and applicants’ lack of work
experience or occupation-specific skills. This survey did not inquire about the recruiting
or job posting practices of businesses, but employers did answer questions about
required education, work experience, and skill level qualifications.
The vast majority of Kearney area
businesses reported that either they had
no minimum education requirement for
applicants or they required a high school
diploma or equivalent (83.6%). Some
responding employers indicated they do
require a technical or vocational degree
(5.7%), or an associate (4.6%) or bachelor’s
degree (4.8%), but few businesses said they
required an applicant to hold a master’s
degree or higher (1.3%).
Similarly, the majority of businesses
responding to the survey had no prior
work experience requirement (57.3%).
However, nearly 25% of employers did
require no more than a year of related
work experience, and 17.9% of businesses
required a year or more experience to be
qualified for the position they recently hired
or tried to hire.
Table 8.2 Key Results - Applicant CharacteristicsApplicant Experience Percent
Some to No Applicants with Experience in a Similar Industry
69.3%
Some to No Applicants with Experience in a Similar Occupation
66.2%
Businesses that Don’t Require Prior Work Experience
57.3%
21Central Nebraska — Kearney Hiring and Training Needs Report PUBLISHED SPRING 2017
Table 8.3 Key Results - Characteristics of Current WorkersCharacteristics of Current Workers PercentPercent of Businesses That Rated Skills as Deficient
Leadership 50.7%Work Ethic 47.1%Critical Thinking 43.1%
A majority of businesses reported
that some or few to no applicants had
experience in either a similar industry
(69.3%) or occupation (66.2%).
Businesses were prompted to rate the
required skill level as either beginning,
intermediate, advanced or not typically
required. The skills that businesses most
often rated as not typically required were
advanced computer skills (45%), sales
(34.4%), and basic computer skills (19.4%).
A majority of businesses reported that for
11 of the 18 skills listed, most workers
were required to have an intermediate skill
level. Businesses most often reported that
an advanced level of skill was required for
work ethic (37.3%), ability to work as a team
(32.5%), and ability to pay attention to detail
(31.6%).
Results were positive when businesses
responded to questions about the
competency of the applicant pool. No
more than a third of all businesses rated
any single skills as less than adequate.
Furthermore, advanced computer skills was
the skill most often reported as less than
adequate, but was also the skill most often
reported as not applicable (See “Figure 15
Competency of Typical Applicant Pool”).
Regarding perceptions of the current workforce, no more than 51% of businesses
reported a deficiency in any listed skill. Furthermore, some of those skills most often
rated as deficient were skills not easily taught (e.g., work ethic and attitude) or skills that
may have a misperceived deficiency (e.g., leadership and critical thinking). There may
be a lack of opportunity for workers to grow into leadership roles or make decisions
based on critical thinking, which may lead to a perception of deficiency. Regardless, the
majority of businesses reported no major issues with the competency of the applicant
pool or with skill deficiencies in their workforce.
Several general recommendations for Kearney area businesses emerged based on
the results of the Central Nebraska Survey of Hiring and Training Needs. Employers
expressed that they are not finding enough applicants, or the applicants lack the
required amount of education or work experience. In some cases, businesses may
consider relaxing skill and education requirements and increasing the amount of training
provided to inexperienced workers. In order to broaden and improve the candidate pool,
businesses may need to explore a variety of strategies.
In addition to the Kearney Hiring and Training Needs Report, a report based on data
received from individuals in central Nebraska is also available. The Kearney Labor
Availability Report details information about local potential job seekers and active job
seekers. Also, the Kearney Skills Gap report provides additional recommendations for
local communities to improve the area workforce. These and other reports can be found
in the Labor Availability Study publication page here: dol.nebraska.gov/las.
22 Nebraska Departments of Labor and Economic Development
Number of Responses by Zip CodeZIP Codes Number of Responses68803 <568826 <5
68836 768840 6
68845 (Kearney) 55
68847 (Kearney) 10368849 <568850 4168863 <568866 <5
68869 668870 <568876 <568878 <568901 <568924 <568927 <568937 <568939 668947 <568949 4168958 <5
68959 1469130 1469138 17Total 335
23Central Nebraska — Kearney Hiring and Training Needs Report PUBLISHED SPRING 2017
MethodologyThe Central Nebraska Survey of Hiring and Training Needs was commissioned by the
Nebraska Legislature. Data collection, survey processing, and assignment of data
weights were conducted by NDOL. NDOL analyzed results and produced the final report.
Comparable reports are available for the communities of Lincoln, Omaha, the combined
Lincoln and Omaha "metro" area, Scottsbluff, Grand Island, Hastings, and Kearney.
Website: dol.nebraska.gov/las.
The goals of the Central Nebraska Survey of Hiring and Training Needs was to gather
information about the characteristics of local businesses, labor issues in the area,
and local workforce needs. Specifically, information was gathered from employers
about the types of occupations they are searching for and hiring, the types of degrees,
certifications, and skills that occupations require, and the types of training they provide.
Questionnaire
The survey questionnaire was adapted from previous survey projects conducted in
other areas of Nebraska. The questionnaire was created and modified by NDOL, NDED,
and BOSR. BOSR provided assistance with question development, formatting, and
layout. Improvements were made to the questionnaire based on results of studies in
other areas.
Survey Area and Sample
Commuting patterns were reviewed for the central Nebraska area. The ZIP codes with
the highest number of commuters traveling to Grand Island, Hastings, and Kearney
for work were identified. Additional ZIP codes were added after the city areas were
defined to combine them into one large survey area that reflects the region from which
businesses draw the majority of their workforce. All private businesses in the survey
area with at least 10 employees were included in the sample. Business areas were then
split into three distinct regions which focused on businesses in and around the cities of
Grand Island, Hastings, and Kearney.
Data Collection & Response Rates
NDOL mailed the surveys and collected responses. Included directions indicated
that the questionnaire be completed by an owner, senior manager, human resource
personnel, or fist-line supervisor who is knowledgeable about the hiring and training
needs of this company. In order to fully understand the characteristics of area
businesses, employers were asked to complete the questionnaire regardless of whether
the company has not hired or is not planning to hire any new workers in the near future.
Data collection began on September 6th, 2016 with the mailing of initial survey packets
to all selected businesses. Each survey packet contained a cover letter, questionnaire
and postage-paid return envelope. A postcard reminder and two additional mailings
were sent to non-respondents.
A total of 817 complete responses were
received (333 in the Grand Island area/149
in the Hastings area/335 in the Kearney
area). The total sample included 1,777
businesses, and 15 incomplete responses
were removed from the final dataset. The
response rate was 45.9%.
Data Processing & Cleaning
Data entry was completed by NDOL staff
using the Labor Availability Study page at
dol.nebraska.gov/las. The data cleaning
process was developed by NDOL staff
to create consistency within data sets
prior to analysis. Initial data cleaning was
conducted by NDOL to review responses
and verify that the skip patterns on the
questionnaire were followed. For instance,
the ninth question asked about the
respondent’s thoughts on major expansion.
Based on their response, instructions
then directed them to a specific follow-up
question. When the wrong question was
answered, the response was moved to the
appropriate section and non-applicable
items were removed. Weights were
assigned to responses by the NDOL to
make the responses as representative of
the survey areas as possible.
Additionally, several open-ended survey
questions were consistently coded prior
to starting the data analysis. Staff from
the Occupational Employment Statistics
unit in the NDOL assigned Standard
Occupational Classification codes to
occupations reported. NDOL staff assigned
Classification of Instructional Programs
codes to responses regarding educational
attainment. All other open-ended questions
were reviewed as well to create consistent
codes to use in the survey analysis.
Credits
John H. Albin Commissioner
Nebraska Department of Labor
Phillip Baker Labor Market Information Administrator
Nebraska Department of Labor
Scott Hunzeker Research Supervisor
Nebraska Department of Labor
Dillon Cornett Research Analyst
Nebraska Department of Labor
Courtney Dentlinger Director Nebraska Department of Economic Development
David Dearmont, PhD Research Administrator Nebraska Department of Economic Development
Melissa Trueblood Research Manager Nebraska Department of Economic Development
Grace Johnson Public Information Officer Nebraska Department of Labor
Brittney Lippincott Graphic Designer Nebraska Department of Labor
DEPARTMENTS OF LABOR & ECONOMIC DEVELOPMENT
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