Utah Trendlines, March/April 2012

8/3/2019 Utah Trendlines, March/April 2012

1/28

Perspectives on Utahs Economy

March/April 20

Department of Workforce Services

Special iSSue:

utah'S Workforce today

iSSue 1 of 2Nx ss: u's Bsnsss t U

tah

sWorkforce

Today!

ProflingUtah's Labor

Forcei's a Good thng

pg. 16


2/282 March/April 2012

Trendlines

jobs.utah.gov

Utah Department o Workorce Services

Executive Director

Kristen Cox

Workforce Research and Analysis

Rick Little, Director

Carrie Mayne, Editor

Contributors

Mark Knold

Lecia Parks Langston

John Mathews

Jim Robson

Nate Talley

Linda Marling Church

John Krantz

MeLauni Jensen

Rick Llittle

Curt Stewart

Designer

Pat Swenson

Dear readers:

When snowshoeing a few weeks ago, my youngest son once againgave meaning to the statement, out of the mouth of babes. During

our hike his older brother turned back to complain about how slow everyoneelse was moving. My six year old shot back, Well, youre the one whos lead-ing! His comment that the pace of the group was dictated by the one leading

was not only cute, but insightful. Before looking to others to nd answers orplace blame, an eective leader will carefully consider the impact they person-ally have in determining the pace and cadence of an organization.

For me, determining pace and direction are two critical factors to an organiza-tion's success. Too many new projects or too wide a scope can overwhelm theorganization and cause bad multi-tasking while a lack of new eorts or direc-tion may result in obsolescence. Setting the exact pace or individual directionfor everyone involved may be impossible, but having at least an awareness ofthese issues is a must.

As an outdoor enthusiast, snowshoeing and hiking are some of my favoriterecreational activities. Having the right gear makes all of the dierence

between a successful hike and a miserable one. Likewise, having the rightgear or tools within an organization is imperative when it comes to assessingperformance, direction, and pace. At a minimum, the following tools arerequired to be successful:

Clear targets

Dashboards to track cost, quality, and throughput

Structures to track division or unit, as well as organization-wide projects

Real-time data on how individuals, teams, and divisions/units are per-forming

Whether providing valuable information about the economy of Utah; discuss-ing how women and men match up in educational attainment; or weighingthe value of creating family friendly workplaces to improve productivity andemployee success; our goal is for Trendlines to be a valuable tool for you to usein setting the direction and pace of your organization. The Utah Departmentof Workforce Services is committed to the mission of connecting job seekersand employers and we hope this edition ofTrendlines will help you lead the way.

sincerely,

Kristen Cox, Executive Director,Department of Workforce Services

Setting the

Pace


3/28

DWS-03-44-0312

Equal Opportunity Employer/ProgramAuxiliary aids and services are available upon request

to individuals with disabilities by calling (801)526-9240. Individuals with speech and/or hearing

impairments may call the Relay Utahby dialing 711. Spanish Relay Utah: 1-888-346-3162.

jobs.utah.gov/wi Trendlines

5

Metropolitan Areas Lead Utah's

Employment GrowthWasatch Front and Statewide

6Women Outperorm Men in

Educational AttainmentNational News

8 Third Quarter 2010 New Hire SurveyEconomic Insight

10

How Do We Determine theUnemployment Rate?

Economic News

12 Welare, Work, and the EconomyInsider News

14Customers Served by the

Utah Department o Workorce ServicesFor Your Information

16Profling Utah's Labor Force

It's a Good Thing

The Outlook

19Work/Lie Awards Continue to

Focus on Employer Best PracticesDWS News

20The Highs and the Lows o

Labor Force Participation in UtahThe Outskirts

22System Analysts: The Link Between

Business and Inormation TechnologyOccupations

24

A New System of ClassifyingOccupations by Education and Training

What's Happening

26 InformationIndustry Highlight

27 Just the Facts...Rate Update

contents

Utah's

Workorce

Today

pg. 12

Introduction

to this issue:

pg. 4



intuctn

in this March/April 2012 edition the

reader will nd Trendlines taking

a pretty thorough look at Utahs

economy. Not necessarily a orecast,

although there are a ew glimpses

into the uture by our Chie Economist

Mark Knold. Known or his strict

adherence to the data with an eye on

the past, Mark has an "in the trenches"

eel or the economic churn in Utah.

Theres some interesting insight into

newly hired employees in Utah over

the third quarter o 2011that indi-

cates that networking really helps

when one is seeking a job and previ-

ous employer reerrals do make a

diference.

Every month the department releases

its monthly analysis o Utahs economy

in the orm o Utahs Employment

Summary, that report is where the

monthly unemployment rate is

revealed. As most people know, thats

the number media members wait to

report on, and politicians pay close

attention to. I youve ever wanted to

know how economists arrive at that

number, read Mark Knolds analysis on

page 10.

The departments mission states,

the Utah Department o Workorce

Services strengthens Utah's economy

by supporting the economic stability

and quality o the states workorce.

When we say workorce we mean just

about every segment o the popula-

tion. Rick Little, the Director o our

Workorce Research and Analysis

Division dives in with both eet to

identiy who those customers are.

Youll see that indeed this department

touches a lot o Utahns.

Every issue oTrendlines shines its

spotlight on a targeted industry and

Insider News. This time were taking a

look at the Inormation industry, andwhat do we mean when we say the

Inormation Age? Our Insider News

ocuses on Welare, Work, and the

Economy, tracing the origin o social

programs back to the Social Security

Act o 1935, and how it has evolved

into todays social saety net.

As youve read so ar Trendlines is

about a lot o diferent topics and

subjects. I believe youll nd it inter-

esting and worth the time invested in

reading it. The entire staf at DWS are

committed to our mission to connect

Utah job seekers to Utah Employers,

and here you get a good idea on how

we go about that.

Whether discussing how women

and men match up against each

other in educational attainment, orthe value o creating amily riendly

workplaces to improve productivity

and employee success and loyalty,

Trendlines will take you there. We

invite you pass this edition along

when you have nished reading it and

share it with your colleagues.

h's wtrendliness wt

ng...


5/28

Utahs employment growth or2011 registered 2.4 percent. Anice rebound considering the

prior two years combined or a steepemployment contraction.

Most o the growth is concentratedalong the Wasatch Front. Thisisnt necessarily surprising. IUtahs economy is going to grow,it has to come rom the populousmetropolitan corridor. Yet manyo the states rural economies haveyet to perk up. An energy boomin the Uintah Basin is primarilyhelping Duchesne and Uintahcounties, and a construction projectto install windmill energy deviceshelped Beaver County, but mosto the remaining rural counties arenot yet experiencing a trickle down

eect rom the metropolitan areasexpansion.

Barring any unoreseen economicshock, Utah should continue to expe-rience notable employment growththroughout 2012, to the degree thatwill support both metropolitan andrural economic expansion.

wasatch ront and statewide |by mark knold, chie economi

Trendlines jobs.utah.gov/wi

It is not surprising

that most of thegrowth is along theWasatch Front

Areas Lead Utahs Employment GrowthMetropolitan


6/286 January/February 2012

national news |by jim robson, economist

One very important aspect o U.S.economic success, prosperity,and growth over the decades

has been increasing educationalattainment o the populace over time.

An educated workorce is associatedwith higher productivity, increasingreal incomes, and a better standard oliving.

Levels o education have risen steadilyin America over the past 70 years.In the 1940 Census, 24.5 percent opeople age 25 and over had at least ahigh school diploma. By 2010 this hadincreased to 85.0 percent, with 27.9percent having attained a bachelorsdegree or higher.

In recent years, one trend o particularnote has been the relatively largeincrease in educational attainmento women. This trend is mostreadily illustrated by examining theeducational attainment among theyounger generation, those 25 to 34years o age.

The 2000 Census showed nationallythat 80.1 percent o males, ages 25 to

34 had at least a high school diploma,increasing to 85.2 percent as measuredby the American Community Survey(ACS) in 2010. Females, 25 to 34 yearso age, registered 80.7 percent with at

least a high school diploma in 2000,increasing to 89.2 percent in 2010.

When you look at college-level educa-tion at the national level, womensignicantly surpassed the level oattainment by men. In 2000, 26.1percent o males 25 to 34 years oage had a college diploma or above,increasing by just one percentage pointto 27.1 percent by 2010. For womeno the same age, measured attainmento a college degree or higher was 22.8

percent (3.3 percentage points belowthe men) in 2000, increasing by 12.2percentage points to 35.0 percent in2010.

Looking at this same data or thosein the 25 to 34 age group in Utah, wesee that men exceeded the educationalattainment levels o men nationallyor those with at least a high schooldiploma and also or those with a

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7/28jobs.utah.gov/wi Trendlines

bachelors degree or higher (seegures 1 and 2). However, the edgeUtah men had in 2000 over theirnational counterparts has narrowedin both cases. O concern or Utah,

in 2000, 30.0 percent o men hada bachelors degree or higher, butby 2010 this had dropped to 27.7percent.

For Utah women in the 25 to 34 agegroup, 92.3 percent3.1 percentagepoints above the national level orwomenhave a high school diplomaor above in 2010. While more Utahwomen in 2010 have a college degreeor higher (29.4 percent) than Utahmen (27.7 percent), Utah womenare 5.6 percentage points below the

national level.

Traditionally, Utah values educa-tional attainment and outperormsthe levels achieved nationally. How-ever, i current trends continue,Utahs educational attainment levelsmay all below national averages,particularly the percentage o thepopulation with a bachelors degreeand above.

*ACSAmerican Community Survey One-Year Estimates

Source: U.S. Census Bureau.

80.1

U.S.

U.S.

Utah

Utah

85.287.3

90.4

2000Census

2010ACS*

26.1

U.S.

Utah

30

U.S.

Utah

27.127.7

2000Census

2010ACS*

80.7

89.288.1

92.3

Utah

Utah

U.S.

U.S.

2000Census

2010ACS*

22.8

35

22.3

29.4

Utah

Utah

U.S.

U.S.

2000Census

2010ACS*

pcnt f t pultn 25-34 ys f ag

wt hg Scl dlm abv

pcnt f t pultn 25-34 ys f agwt Bcls dg abv



economic insight |by nate talley, economist

The Department o WorkorceServices (DWS) surveyed arandom sampling o Utah

employers who hired a new employeeduring the third quarter o 2010.

Employers were asked a numbero questions about their new hire;questions designed to provide insightas to how the employee was recruited,compensated, and i they wereretained, among other inormation.

Intuitively, one might speculate thatemployer hiring stalled during thethird quarter o 2010 since the state

and national economic environmentswere still experiencing ill eectsrom the most recent recession. Thetruth is that much o the employerdemand or labor persisted during the

reerenced quarter. However, it wasoset by job separations and thereorenot refected as net job growth.

There was an estimated 121,243 newhires in Utah during the third quartero 2010 (the Census Bureaus LocalEmployment Dynamics program hasa slightly more expansive denitiono a new hire and estimates that

there were a total o 177,252 newhires during that time).

Survey HighlightsThe average hourly wage or newly

hired employees was $13.39.Average hourly wages or theaccommodation and ood servicesindustry was $8.75 an hour andmanagement o companies andenterprises industry was $22.90 anhour.

Fity-three percent o new hires wereappointed to ull-time positions.

Third Quarter 2010

New Hire SurveyAverage hourly wage or newly hired employees was $13.39


9/28jobs.utah.gov/wi Trendlinesjobs.utah.gov/wijobs.utah.gov/wi

Eighteen percent o the new hireswere employed on a temporary orseasonal basis.

Approximately 51 percent o thenew hires were ound in construc-tion, retail trade, administrativesupport, waste management ser-vices, accommodation and oodservices. These industries generallyexperience a higher-than-averageturnover, meaning that the demand

or new hires was likely ueled bythe need or replacement labor.

The administrative support andwaste management services industryhoused almost 17 percent o allnew hires during the reerencedperiod. Included in this industry aretemporary help and stang servicescompanies, which are usually therst to experience an increasein hiring activity ollowing aneconomic downturn.

Only 55 percent o the newly hiredemployees remained employed bythe hiring organization one yearlater. This indicates that at least orthe positions that were lled by thenewly hired employee, employmentlongevity is not standard. As seenin gure 2, separation statistics varyconsiderably by industry.

About 65 percent o all newlyhired employees discovered thejob opening through networking

or word o mouth. Likewise, over42 percent o employers statedthat a reerral rom a riend, amilymember, or previous employeewas one o the most infuentialactors o the hiring decision. Thesestatistics suggest that inormalchannels o job search and jobmatching remain prevalent in thelabor market.

Third Quarter 2010New Hires and Average Hourly Wages

Percent of Third Quarter New HiresSeparated One Year Later

$0.00

$5.00

$10.00

$15.00

$20.00

$25.00

0

5,000

10,000

15,000

20,000

25,000

Agriculture

Mining

Utilities

Co

nstruction

Man

ufacturing

WholesaleTrade

R

etailTrade

Transportation&Warehousing

Information

Finance&

Insurance

RealEstate

Prof,Scientic&Technical

Ma

nagement

AdminSuppo

rt&Waste

EducationServices

Healthcare&SocialAssistance

Arts,Entertainm

ent&Rec

Accommodat

ion&Food

Oth

erServices

Government

AverageHourlyWage

NewHires

New Hires Average Hourly Wage

0%

10%

20%

30%

40%50%

60%

70%

Agriculture

Mining

Utilities

Construction

Manufacturing

WholesaleTrade

RetailTrade

Transportation&Warehousing

Information

Finance&Insurance

RealEstate

Prof,Scientic&Technical

Management

AdminSupport&Waste

EducationServices

Healthcare&SocialAssistance

Arts,Entertainment&Rec

Accommodation&Food

OtherServices

Government

For additional information on the DWS

New Hires Survey contact Nate Talley

at [email protected].



Share of Total Household

Income in Utah byQuintiles 2010

economic news | by mark knold, chie economist

Unemployment rates are among the most requentlyreerenced indicators o labor market health.Given the ubiquitous nature o these rates, it is

important to understand the methods through which

they are derived.

Unemployment rates are calculated and owned bythe ederal governmentmore specically, the U.S.Bureau o Labor Statistics (BLS). It is this ederal agencythat determines not only the national unemploymentrate, but rates or all states, counties, metropolitanareas, and cities (with a population o 25,000 or more).Advantages o the ederally dened approach to theproduction o unemployment rates are numerous. First, acentralized methodology allows or the standardization ounemployment rate estimates, which means that rates canbe compared across dierent states, counties, and otherareas. Second, since the release o updated unemploymentrates usually elicit a strong market response, a ederallyimposed release schedule helps to add some predictabilityto when the newest unemployment rates will be available.Finally, a centrally driven estimate production processhelps to keep unemployment rates insulated rom localpolitical infuence.

Contrary to what many people believe, unemploymentinsurance claims (unemployment benets) are not theprimary actor in the unemployment rate calculation.Instead, a monthly national survey is the driving orce.Unemployment claims are just a small portion o the

state-level unemployment rate calculation, and in somestates, they are not used at all.

To be counted as unemployed, one must be without a job

and seeking work. I one is without a job, yet is not lookingor a job, then the individual is not considered unemployedunder the ocial denition o unemployment.

There are three ways through which people becomeunemployed. The rst is to lose a job (job losses could takethe orm o a layo, ring, expiration o temporary job,etc.). The second is to voluntarily leave a job. The third isto newly enter the labor orce (or example, students whograduate and begin seeking work) or to return to the labororce ater a period o absence. Unemployment benetsare only available to those in the rst category, and eventhen, not all are eligible. Thereore, unemploymentinsurance activity only includes a raction o those who

are unemployed. Nationally, about one-third o theunemployed are on the roles o unemployment insurance.In Utah, an even smaller percentage o the unemployedare captured by unemployment insurance statistics.

Since those leaving jobs and those entering or re-entering the labor orce are generally not eligible tocollect unemployment insurance, a more comprehensivemethod is needed to ully estimate the volume o theunemployed. This is done through a monthly surveycalled the Current Population Survey (commonlyreerred to as the Household Survey). This is administered

The Unemployment Rate?Determine

How Do We

Contrary to what you might think,unemployment benefts are not the

primary actor in the unemploymentrate calculation.


11/28jobs.utah.gov/wi Trendlines 1

monthly to 60,000 households nationwide by the U.S.Census Bureau, at the behest and nancing o the Bureauo Labor Statistics. Selected households rotate in and outo the surveyin or our months, out or eight, back inor our, then nished. In addition to questions regardingdemographic inormation such as age, race, and gender,individuals are asked whether they were employed, howmany hours they worked, what industry they worked in,along with many other questions related to their labormarket activities. For interviewees who were not working,the survey asks whether they are looking or a job, the

methods used to nd a job, and so orth. It providesdetailed survey inormation o monthly household labormarket activity.

The survey results produce the national unemploymentrate. But at the state and local level, the monthly surveysample size is not considered statistically strong enoughto produce the unemployment rate on its own (700households monthly in Utah). Thereore, each statessurvey results are combined with historical data toconstruct an econometric model, out o which comesthe states ocial unemployment rate estimation. Theinputs into this model are not only historical data andthe current survey results, but also the recent amount ounemployment insurance claims (although this inputsinfuence with the model varies by stateit does nothave a strong infuence in Utah), current estimateso Utah employment growth or contraction, Utahpopulation estimates, and other economic variables. Themost infuential actor in the model is the current surveyresults, yet the other variables help to stabilize monthlyfuctuations that are inherent and potentially sizable dueto the surveys small sample size.

The ederal government designs the model. The surveyprovides the data or the model. The model produces the

unemployment rate. Utah provides the unemploymentinsurance claims data, and the ederal governmentsupplies the remaining inputs and makes the calculation.

Each month, Utah announces and proles bothUtahs unemployment rate and employment growthestimation, but those numbers are generated by theederal government. The ederal government asksstates to issue a monthly announcement to put a localanalytical perspective on the data; however, the states donot generate nor own the data.

The process that generates the unemployment rate isnot perectit simply produces an estimate. The key toit all comes down to the denition, which centers uponactivity. Is an individual without work and looking or ajob? It is theoretically possible or all unemployed peopleto stop looking or a job. The unemployment rate wouldthen all to zero. The unemployment rate statistics suggestthat some o the recent unemployment rate decline canbe attributed to unemployed people no longer lookingor work.

The unemployment rate can also decline as people ndjobs. They leave the ranks o the unemployed and become

employed. With 36,000 jobs created in Utah over the pastyear, job gains are also part o the recent unemploymentrate decline.

Additionally, variability in the survey can occasionally besignicant enough that unemployment movements canbe partially attributed to this actor. In the case o thecurrent unemployment rate decline, survey variabilityalso appears to be an infuencing actor. Job gains,labor orce exits, and survey variability are currentlyall contributing actors in the states recent noticeableunemployment rate decline.

Utah Unemployed by ReasonDecember 2010-November 2011

Utah UnemployedDecember 2010-November 2011

Source: U.S. Census Bureau, Current Population Statistics. http://www.bls.gov/gps/notescps.htm

Job Leavers9%

Entrants/Re-entrants

32%

Job Losers59%

Looking for

Part-TimeWork17%

Looking forFull-Time

Work83%



nsider news |by john krantz, economist

The social program known as welare traces its originback to the Great Depression, when it was createdas part o the Social Security Act o 1935. The pro-

gram was originally known as Aid to Dependent Childrenand later as Aid to Families with Dependent Children(AFDC), the title the program would retain through themid-1990s. The program was designed to provide sup-port to mothers with dependent children whose athershad let the amily, become incapacitated, or died. The

legislation was motivated by a 1934 study conducted bythe Committee on Economic Security that ound 8 mil-lion children living in amilies receiving unemploymentrelie, a number equal to approximately 22 percent o allchildren under the age o 16 in the U.S. The study warnedthat these children were exposed to a signicant risk odelinquency or serious neglect and prescribed nancialassistance to protect children rom this risk.

During the rst 25 years o AFDC, the program operatedas intended, caseloads were relatively low, and the general

public either accepted the program as satisying alegitimate social need or was at least unconcerned withit. However, the broad social changes o the 1960s woulddrastically alter the publics opinion toward welare,providing an impetus toward reorm. Perhaps themost infuential social change was the steady increasein the percent o working mothers. Only 28 percento women with children worked outside o the homein 1960, but by the 1990s this gure rose to nearly 70

percent. Consequently, public opinion shited away romthe view that mothers need to be home taking care ochildren toward the view that mothers can and shouldwork outside o the home. Two other social trends servedto oster an overall negative view o welare among thepublic. From 1960 to the mid-1980s, the divorce rate morethan doubled and the percentage o births to unmarriedwomen quadrupled. Some argued that these trends werethe direct results o welare on the basis that there werenancial incentives toward divorce, never marrying, andout-o-wedlock childbearing. Regardless o the validity o

Work, andthe Economy

Welfare,

A background on welfare

for mothers with dependent

children and how numbers

of new entrants coincide

with economic times.


13/28Trendlines 1jobs.utah.gov/wi

such arguments, the ever-growing share o the public thathad developed an unavorable opinion o welare servedto embolden policymakers to legislate major reorms tothe program.

Welare reorm was achieved with the passing o thePersonal Responsibility and Work Opportunities Recon-ciliation Act o 1996, which dismantled AFDC and put inits place Temporary Assistance or Needy Families (TANF).The new program was designed around the central tenetthat welare is only a temporary source o nancial assis-tance granted under the expectation that recipients areactively seeking employment or pursuing activities toimprove their chances o uture employment.

In order to promote compliance with the requirements topursue work-related activities, states are given the powerto impose sanctions in the orms o benet reductionsand, under some circumstances, the lietime elimina-tion o all benets. To eliminate the perceived incentivetoward having additional children out o wedlock, states

are ree to impose caps that x the size o benets receivedby each amily. Possibly the most signicant reorm wasthe imposition o time limits on the receipt o welare.TANF limits individuals to a maximum o ve years oeligibility or welare, but states are permitted to imposeeven shorter time limits i they choose. In Utah, the timelimit is 36 months. Because individuals can be deniedbenets or not participating in work-related activitiesor or having exhausted the time limit, one o the most

important acts about welare under TANF is that, strictlyspeaking, it is no longer an entitlement program.

Turning to economic matters, the health o Utahs labormarket and the number o new entrants into TANF exhibitan inverse relationship that is clearly discernable in theaccompanying graph. The economic downturns are denedas periods where the labor market was contracting in Utah.As expected, when the demand or labor decreased, a greaternumber o individuals were unable to secure employmentand were orced to resort to TANF or assistance. Conversely,during periods o strong labor market growth, the greaterthe number o employment opportunities, the smaller thenumber o individuals who needed to rely on TANF to makeends meet. The impact o the Great Recession upon Utahseconomy has most oten been expressed in terms o lostjobs. From December 2007 to February 2010, the State oUtah experienced the largest percentage drop in employ-ment during the post-World War II era. Data on the numbero new TANF cases provides a supplemental measure o theseverity o the recession. The seasonally-adjusted number o

new TANF cases reached a peak o roughly 380 in May 2010,shortly ater the labor market had reached the bottom o thedownturn. This represents the largest number o new TANFcases in any month since the inception o the program inOctober 1996. Not only, then, does the TANF data provideanother illustration o the depths to which the labor marketell during the Great Recession, but it also reveals that TANFserves an important unction as a social saety net duringperiods o economic duress.

Sources: Utah Department of Workforce Services and the Bureau of Labor Statistics.

0

100

200

300

400

500

600

700

800

900

1,000

1,100

1,200

1,300

Jan-

1996

Jan-

1997

Jan-

1998

Jan-

1999

Jan-

2000

Jan-

2001

Jan-

2002

Jan-

2003

Jan-

2004

Jan-

2005

Jan-

2006

Jan-

2007

Jan-

2008

Jan-

2009

Jan-

2010

Jan-

2011

Economic Downturns Total Employment in Utah New TANF Cases

New TANF Cases and Employment in UtahJanuary 1996 to October 2011

The number of new

TANF cases is measured

on the right vertical

axis while employment

is measured on the

left vertical axis in

thousands. Different

scales were chosen tomore clearly reveal the

relationship between the

two data series.



or your inormation | by rick little, director, workorce research & analysis division

The Utah Department o Workorce Services

(DWS) strengthens Utahs economy by supporting

the economic stability and quality o the states

workorce. In preparing its customers to prosper now

and as the workorce o the uture, DWS administers

public services associated with helping employers to

ind qualiied workers and assists job seekers to ind

employment.

Four primary customer groups are served by DWS:

employers, job seekers, unemployment insurance

claimants, and temporary public assistance recipients.

Each o these is deined and quantiied below. In

addition, DWS partners with education, economic

development, and local government agencies to

inorm and support shared projects that strengthen

Utahs workorce.

EmployersThere are approximately 85,000worksites in Utah with more than 1.2 million jobs.

DWS associates with virtually all employers to und

the unemployment insurance trust und that pays

beneits to eligible workers in the event o layos.

Fortunately, claims or unemployment insurance are

down and more than 6,600 o Utahs worksites have

jobs listed with DWS. Since many o these employers

are the largest in the state, there were more than

240,000 openings available throughout the year at the

DWS website,www.jobs.utah.gov.

Job SeekersDuring state iscal year 2011,DWS served 322,000 job seekers ages 18 to 64. At one

time or another during the year, about 75 percent o

those served were not employed. This count includes

post-secondary students looking or part-time jobs

ater class and employed persons seeking a second

job or some extra cash. Others have a job but are

hoping to enhance their careers. A ew job seekers are

rom other states as well as oreign countries. More

than hal o all job seekers ind employment within

three months o their last service.

Unemployment Insurance ClaimantsDespite ewer claims last year, there were still

more than 113,000 claimants. As a condition

o continued eligibility, claimants must seek

employment and report progress weekly. More

than 80 percent o claimants also receive services

as job seekers. Additional services may be available

to unemployment insurance claimants such as re-

employment workshops, counseling, and incentives to

employers i they hire claimants.

Temporary Public AssistanceRecipientsThe key to avoiding poverty andattaining sel-suiciency is employment. Still, there

are many thousands o amilies that need supportive

services while they seek employment or higher

paying job opportunities. Many employers do not

provide health insurance beneits. Households

acing these challenges may qualiy or temporary

public assistance such as Food Stamps or Medicaid.

A ew may be eligible or cash assistance. More than

500,000 Utahns (including children) received beneits

last year. Among these recipients, about 240,000 were

adults ages 18 to 64. About 42 percent o these adults

also received employment services as job seekers.

DWS is actively working to increase this ratio.

DWS served more than 466,000 adults last year in

Utah. These services included rendered job search,

unemployment insurance, and/or public assistance

services which equates to about one in every our

adults in the state during state iscal year 2011.

Customers Servedby the Utah Department of Workforce Services


15/28jobs.utah.gov/wi Trendlines 1Trendlines 1

Distribution of Customers Served

Department of Workforce Services

Public Assistance

Recipients

240,000

Unemployment

Insurance

Employers

85,000

Worksites = 85,000

JobConnection

Claimants

113,000

Labor Exchange

Customers

322,000

Total Distinct Customers = 466,000customers ages 18 to 64State Fiscal Year 2011

DWS also partners with education, economic development, and localgovernment agencies to inform and support shared projects that

strengthen Utahs workforce.



the outlook |by lecia parks langston, economist

When misused, the word pro-ling can certainly havesome negative connota-

tions. But accessing sucient data toprovide a demographic prole is agood thing. Understanding the na-ture o our labor orce provides pro-ductive inormation or planners atthe individual, business, and public-sector level.

Fortunately, the American Communi-ty Survey provides a vast storehouseo inormation about Utahs labororce. This particular prole includesdata rom the recently-released 2010one-year estimates.

Proling Utah'sLabor Force

It's a Good Thing. . .

Utah Labor

Gender

Female44.1%

Male 55.9%

Employment Status

Employed61.8%

Unemployed6.4%

Not in laborforce 31.6%

Educational Attainment

Somecollege orassociate's

degree37.2%

High schoolgraduate23.2%

Less thanhigh school

graduate 7.7%

Bachelor'sdegree or

higher 31.9%

Unpaidfamily

workers0.1%

Government16.6%

Private wageand salary

78.4%

Class of Worker

Self-employed

4.9%



The average Utah labor orceparticipant is most likely employedalthough 32 percent o the populationis not in the labor orce at all. Theaverage labor orce participant isalso just slightly more likely to bemale than emale. Hell usuallyboast some college attendance or anassociates degree. Hes most likely towork or a private sector employer,be about 37 years old, and be white

(not Hispanic). He probably lives in ahousehold with two or more workers.

He spends his 21 minute commutedriving in a truck, car, or van all byhimsel. He most likely does not

have any kind o work-related dis-ability. At his place o employment,he probably has some type o sales-related position. He typically worksalmost 37 hours a week earning about$41,000 a year at his ull-time job. Ihe is married, his wie is also mostlikely a member o the labor orce.

O course, the average tells onlyone small paragraph o Utahs labor

orce story. As you can see romthe accompanying charts, Utahslabor orce is actually very diverse.Plus, the work experience o itsnumerous members is incrediblyvaried.

A vast amountof information

about Utah's laborforce is providedby the American

Community Survey

Force Prole

Age

Age 16-196.8%

Age 20-2414.3%

Age 25-4449.5%

Age 45-5420%

Age 55-6412.9%

Age 65-742.8%

Age 75+0.5%

Ethnicity

Whitealone, notHispanicor Latino86.7%

Hispanicor Latinoorigin (ofany race)

13.3%

Workers in Household

2 workers31.8%

3 or moreworkers

9.3%

1 worker38.8%

No workers20.1%

Race

White91.2%

Asian2.2%

Other5.5%

American Indianand AlaskaNative 1.2%

Black or AfricanAmerican 1.0%

NativeHawaiian andOther PacicIslander 0.9%

2010Prole cont. next page


18/28

Employed byDisability Status

Nodisability95.6%

With adisability

4.4%

Usual Hours Worked

Did not work21.9%

Usuallywork 1 to

14 hours perweek 5.3%

Usually work15 to 34hours per

week 17.7%

Usuallywork 35 ormore hoursper week

55.1%

Occupation

Production, transportation,and material movingoccupations 12.4%

Service occupations 15.4%

Natural resources,construction, and maintenance

occupations 9.7%

Healthcare practitioner andtechnical occupations 4.6%

Sales and ofceoccupations 27.1%

Education, legal, communityservice, arts, and media

occupations 10.8%

Management, business, andnancial occupations 13.8%

Means of Travel to Work

Other means 1.8%

Walk 2.9%

Public transportation2.1%

Carpool in car, truck, orvan 11.2%

Work at home 4.4%

Drive alone in car, truck,or van 77.6%

For more information aboutUtahs labor force from

the American CommunitySurvey, go to:

http://factnder2.census.gov

the outlook |by lecia parks langston, economist

18 March/April 2012

Prole2010 con



dws news | by curt stewart, public inormation ofce

For the thirteenth year, the De-partment o Workorce Services'Oce o Work and Family Lie

recognized the states best workplac-es with the Utah Work/Lie Awards.This year there were twenty winningcompanies rom around the state,ranging rom 10 to almost 1,000 em-ployees. The Utah Work/Lie Awardsshowcase employer best practicesand provide an on-going orum oroutstanding companies to exchange

ideas and collaborate on challenges.

The winning companies demon-strated a dedication to hiring inter-nally and creating cultures o learn-ing, passion and engagement. TheWork Lie awards are a DWS tradi-tion that does more than just rec-ognize an employers commitmentto employees; these awards also re-fect the Department o WorkorceServices' mission to connect Utahnswith employment.

These awards are presented in threesize categories: micro, mediumand large organizations each withvarying degrees o cultural depth,workplace identity and clarity oocus. Employees are articulateambassadors when it comes todescribing impactul workplaceexperiences and their companyssuccess in creating an exceptionalplace to work. The Work/LieAward ocuses on our best practicecategories. Companies that excel

in addressing their employeeand business needs in these areassee high return on investments,increased productivity, loyalty,retention, innovation and bottom-line reward. The awards are basedon the ollowing criteria:

Flexibility and Benets BestScores

Flexible work arrangements, timeo, amily/fex benets and healthcare.

Whole Life Best ScoresChild care, elder care, communityinvolvement, balance, wellness andeducation.

Workplace Excellence BestScores

A healthy work environment,company culture, employeeretention and recruiting.

Business & People Success Best

ScoresBased on training, accountability,proessional/personal developmentand communication.

The Work/Lie Awards are designedto help employers customize andmatch their workplace culture andneeds o their current and utureworkorce, says DWS ExecutiveDirector Kristen Cox. Winning theaward is rarely about bells and whis-tles. It is about culture and meaning,asking and responding.

Every year this award gets harderand harder to win, said Lynette Ras-mussen, Director o the Departmento Workorce Services Oce o Work& Family Lie. The success o Work/Lie Award-winning companiesshows up in many orms, includingimproved productivity, customer re-lations, retention, recruitment andmarketing.

The companies recognized by this

award not only refect the monetaryvalue o employment but refect thevalues and importance o amily.The strength o Utahs workorceand their commitment to theiremployees is one o the actorsthat allows our state to weather thestorm o the recession and start therecovery ahead o other states. Formore inormation and how to applyor this award next year, contact theWork and Family Lie team at 801-468-0112.

Work/Life AwardsContinue to Focuson Employer BestPractices

2011 Work/Lie AwardWinners

Fehr & Peers Salt Lake City

Digital Financial Group Murray

Utah Foster Care Foundation Murray

DigiCert, Inc. Lindon

Cementation USA Inc. Sandy

Cirque Corporation Salt Lake City

Intermountain Financial Group/MassMutual Salt Lake City

Equitable Lie & Casualty InsuranceCompany Salt Lake City

Sotware Technology Group SaltLake City

Spillman Technologies Salt LakeCity

CyberSource, a Visa Company American Fork

Futura Industries Clearfeld

CLEARLINK Salt Lake City

Marriott Vacation ClubInternational, Owner Services SaltLake City

Nicholas & Co., Inc. Salt LakeCity

South Davis Community Hospital Bountiul

Canyons A Talisker MountainResort Park City

1-800 CONTACTS, Inc. Draper

Automatic Data Processing, Inc. West Valley City

Mountain American Credit Union West Jordan



the outskirts | by lecia parks langston, economist

Election years bring about inevitable conversations regard-ing unemployment rates, employment ratios, discouragedworkers and labor orce participation. This article spot-

lights one aspect o the labor orce Ive always ound interesting:the labor orce participation rate.

When measuring labor orce participation, the usual universeincludes the population 16 years and older not conned toan institution (nursing homes, prisons, etc.). The universeincludes individuals 65 and older who are typically retired.The participation rate is simply the percentage o that universewhich is active in the labor orce.

To be counted in the labor orce, one can either be employed or

unemployed. Employed persons worked or pay or prot (or atleast 15 hours in a amily-owned business or no pay). A personon temporary absence rom a job is also included. For example,i you are ill, on strike, on vacation, snowed in, or having a babyand will be returning to a particular job, you are counted asemployed.

Enumerating the unemployed is somewhat trickier. To be countedamong the unemployed you must be able and available orwork and you must have made some type o job search duringthe last our weeks. An exception to the job-search rule is madeor workers on temporary layo.

Those not employed or unemployed, are excluded romlabor orce countsthe retired, stay at home parents, discouragedworkers who have stopped making a job search, and teenagersjust going to school.

The American Community Survey ve-year estimates (2006-2010) which are available or all counties, allow us to compareparticipation rates across Utah. Participation rates vary romonly 51 percent o the 16 years-and-older population in Daggettand Piute counties to 73-75 percent in neighboring Wasatchand Summit counties. Studies have shownparticularly

o Labor ForceParticipation

The Highs and the Lows

in

Utah



For more information

about individual county

labor force data, check

out the American

Community Survey

data at:

http://factnder2.

census.gov

Source: U.S. Census Bureau; American Community Survey Five-Year estimate.

or womena high correlation between educationalattainment and labor orce participation. Interestingly,Summit County also shows the highest proportion oindividuals with a bachelors degree or higher in thestate. Population-dense Wasatch Front metropolitancounties all display higher-than-average labor orceparticipation rates. Yet, some small rural counties alsomaintain high ratesnotably Gareld (71 percent) andWayne (69 percent). Interestingly, both o these countiesdisplay a signicant tourism-related component totheir employment base. Perhaps the seasonal, low-paynature o these jobs require a higher rate o worker

participation in individual amilies to make ends meet.It seems reasonable to suppose that counties with ahigh proportion o seniors would show low labor orceparticipation rates. Statistical analysis indeed showsa strong correlation between the percentage o thepopulation over the age o 65 and a low labor orceparticipation rate. Given the act that women tend toparticipate in the labor orce at a lower rate than men, Ithought there might also be a relationship between theshare o the labor orce that was emale and low overallparticipation rates. Not so. There appears to be only aweak correlation between the two.

2006-2010 Labor Force Participation Rate

The labor force participation includesthe population 16 years and older, as

well as individuals 65+.
http://factfinder2.census.gov/http://factfinder2.census.gov/http://factfinder2.census.gov/



Iwant to streamline a production process within mycompany. Sounds simple, right? I want to make a ewchanges here and there and its done. While making

minor changes may sound simple, many questions mayarise, that i not analyzed and answered careully maycost a lot o money and make an inecient processeven worse. I need new computer equipment and I needto plan or the cost and implementation o the newsystem. How long will production be held up, and howwill this aect my employees? Will I be acing layosor will I be paying overtime? System analysts make thecommunication between inormation technology andbusiness departments possible. They bridge the gapbetween what a business wants to do and how it can bedone, taking into consideration all the consequences odoing so.

System analysts learn the relationships and interactionso your business system and the elements that composeit. They develop and test strategies or managing thesystem and improving its outcome. System analystsunderstand the architecture behind dierent sotware

solutions and ways that they can be customized tobenet your business. For example, they can recommendthe most suitable web application or your business ororganization and develop ways to incorporate the powero multiple web applications in order to solve businessproblems. They can identiy the most ecient sotwarein terms o speed, usability, cost o implementation,and maintenance. Utilizing your system analyst torecommend suitable hardware and recommend serverarchitecture will enhance your companys bottom line.

Melding the potentially disparate goals o the businessowner, a supervisor, an accountant, a computer

programmer and production worker into a productiveand protable system is the task o the system analyst.Most analysts have computer science or inormationscience degrees. They must understand math, computers,planning, and have exceptional communication andcritical thinking skills. Writing skills are essentialwhen gathering inormation rom a variety o sourcesand dierent levels o management. The ability toexplain their systems and give clear instructions and

occupations | by linda marling church, research analyst

System

Analysts:The Link Between Businessand Information Technology



Resources:Utah Economic Data Viewer

http://jobs.utah.gov/jsp/wi/utalmis/default.do www.bls.gov

2008-2018 Employment Projections forComputer Systems Analysts

Most analysts have computer scienceor information science degrees.

Area Name CurrentEmployment

ProjectedEmployment

Annual %Change

Total AnnualOpenings

StarRating

Utah -Statewide

2,871 3,598 2.5 140 4

Metro Utah 2,710 3,390 2.5 130 5

NonmetroUtah

80 100 2 0 3

United States 532,180 640,270 2 22,280

recommendations is key to the success o the analyst.Since system analysts work in a variety o elds, adegree that corresponds with the eld is oten required.For instance, many MBAs also have a concentration ininormation systems, bank system analysts may havea degree in nance, and an analyst employed by ahospital may have training or experience in health care.Since technology is changing rapidly, ongoing trainingis a must.

According to the Bureau o Labor Statistics, employmento computer system analysts is expected to grow by 20percent rom 2008 to 2018, which is a much aster ratethan the average occupation. Demand or these workerswill increase as organizations continue to adopt andintegrate increasingly sophisticated technologies andas the need or inormation security grows. The annualmedian wage or this occupation in the United States isabout $78,000 or those with a bachelors degree.



what's happening | by john mathews, economist

Job seekers, students, and anyone interested in work-ing want to know what educational and training re-quirements are needed to get started in an occupation.

Do I need a degree, work experience in a related occupation,on-the-job training, or a combination o the three tojump into the world o work? Well, it depends on the oc-cupation you are interested in. The U.S. Bureau o LaborStatistics (BLS) has developed a new classication systemthat addresses the question o delineating the mostcommon way persons prepare or an occupation.

In the past, the BLS has assigned training codes deninghow workers prepared by determining the typical way oneenters an occupation. This system, which we used at theDepartment o Workorce Services, specied 11 traininglevels as the typical method o job entry. This hierarchywas a continuum starting with academic credentials(degrees) and ending with basic short-term on-the-jobtraining. Here is the list o the 11 education/training

levels:

First proessional degree

Doctoral degree

Masters degree

Bachelors or higher degree, plus work experience

Bachelors degree

Associate degree

Postsecondary vocational awards

Work experience in a related occupation

Long-term on-the-job training (including skilledand apprenticed trades) training in OJT settingand/or in ormal classroom setting or one year ormore

Moderate-term on-the-job trainingrom onemonth up to one year

Short-term on-the-job trainingshortdemonstration and observation o less than onemonth.

This systemwas used toassign traininglevels in theUtah JobOutlook or2008-2018. It wasa one-dimensional classication structure that assignedone o the above training codes to the list o the some750 occupations in the Utah Job Outlook. What the priorclassication system didnt do was provide the job seekerwith two other important dimensions or describingoccupation other than the typical educational level neededor entry. These two included a category dening workexperience in a related occupation, and the typical on-the-job training (including apprenticeship or internship)needed to attain competency in the occupation.

The new system addresses these added dimensions by

providing three education/training categories instead oone. First, and similar to the original 11 assignments,is the typical education needed or perorming a jobSecond, is an indicator o the level o work experienceneeded in a related occupation, and third, the level oon-the-job training called or. Now job seekers can gaina better understanding o what is needed or success ina given occupation. Below is a table showing the newthree-dimensional classication o level o training, workexperience, and on-the-job training (see table 1).

By the NumbersSome notes

In the Standard Occupational Classication (SOC) system

there are 750 job titles that are assigned 1) a typical levelo education or entry, 2) work experience in a relatedoccupation, and 3) the level o on-the-job training neededor competency in the occupation. Some occupationsonly call or the education and training (showing noneor the work experience and on-the-job training criteria)Others have a mix o all three. For example, most managerjob titles call or a bachelors degree and work experiencein a related occupation. Engineers need just the bachelordegree. Cashiers need less than a high school diploma orwork experience and the minimum o on-the-job trainingSkilled construction trades like electricians and plumbers

A New Systemof Classifying Occupationsby Education and Training

A new classifcation structure provides an in-depth

look at occupations and needed training.


25/28Trendlines 25jobs.utah.gov/wi

need a high school diploma and completion o anapprenticeship to reach the journey level. Dancersand actors are assigned as needing a high schooldiploma but need a lot o on-the-job training. See thetable or examples o training assignments or selected

occupations (see table 2).To measure the new classication systems eect, thenew codes were applied to current Utah Job Outlookemployment projections (2008-2018). The codescategorizing the typical education level needed orentry were attached to each o the 750 occupations.The results revealed that about 28 percent o jobs in2008, or 403,000, called or training o at least somecollege or above. This training segments slice o thejobs pie is projected to increase to about 510,000 bythe year 2018.

What to Do

This new classication structure adds much moreinormation to the training/education, experience,and on-the-job inormation now available tothe population (students, workers, economicdevelopment, and the educational community). Itprovides a much needed in-depth examination atoccupations and the preparation called or to enterthe labor market.

An Aside

Not to muddy up the waters o training and work,but in addition to training assignments there was alsoa look at the educational attainment o persons in

those 750 occupations in the economy. The AmericanCommunity Survey rom the Census Bureau gathersthis data and it is very interesting because it showsthe populations educational attainment. Sometimesthe educational attainment o individuals and theeducation/training assignments o occupations dontmatch up. A quick example can be gleaned rom thedata or registered nurses. The educational assignmentor RNs is an associate degree. From the educationalattainment data 37 percent o RNs claim an associatedegree as their level o educational attainment.Interesting to note though, is that 42 percent have abachelors degree and another 10 percent o the RNs

have a masters degree. And thats ood or thought oranother article.

Table l: New Education and Training Assignments

Typical Education Needed

for Entry

Work Experience

in a Related

Occupation

Typical On-the-Job

Training Needed to

Attain Competency

Doctoral or ProfessionalDegree Less than 5 years

Internship/Residency

Master's Degree 1-5 years Apprenticeship

Bachelor's Degree Less than 1 year Long-Term OJT

Associate Degree None Moderate-Term OJT

Postsecondary NonDegree Short-Term OJT

Some College, No Degree None

High School Diploma orEquivalent

Less Than High School

Table 2: Examples of Education and Training Assignments

for Detailed Occupations

Source: Employment Projections Program, U.S. Department of Labor, U.S. Bureau of Labor Statist

2010 National Employment Matrix

title and code

Typical education

needed for entry

Work

experience

in a related

occupation

Typical on-the-job

training (OJT)

needed to attain

competency in the

occupation

Administrative ServicesManagers 11-3011

HS diploma orequivalent 1-5 years None

Computer Systems Analysts 15-1121 Bachelor's degree None None

Lawyers 23-1011Doctoral orprofessional

degreeNone None

Elementary SchoolTeachers, Except SpecialEducation

25-2021 Bachelor's degree None Internship/residency

Graphic Designers 27-1024 Bachelor's degree None None

Registered Nurses 29-1111 Associate's degree None None

Licensed Practical andLicensed Vocational Nurses 29-2061

Postsecondarynon-degree

awardNone None

Hairdressers, Hairstylists,

and Cosmetologists39-5012

Postsecondarynon-degree

awardNone None

Retail Salespersons 41-2031 Less than HS None Short-term OJT

Carpenters 47-2031 HSl diploma orequivalent None Apprenticeship

Heavy and Tractor-TrailerTruck Drivers 53-3032

High schooldiploma orequivalent

1-5 years Short-term OJT

Industrial Truck and TractorOperators 53-7051

Less than highschool

Less than 1year Short-term OJT

For information on the new system see:

http://www.bls.gov/opub/ooq/2011/fall/art02.pdf

For a listing of all 750 occupations withtraining/educational assignments see:

http://1.usa.gov/yvMz4U
http://www.bls.gov/opub/ooq/2011/fall/art02.pdfhttp://www.bls.gov/opub/ooq/2011/fall/art02.pdfhttp://www.bls.gov/opub/ooq/2011/fall/art02.pdf



ndustry highlight |by melauni jensen, research analyst

The expression inormation age is used requent-ly, but what does it mean? One denition reers

to the idea o increased speed o production,communication and consumption, along with the as-surance o obtaining instant access to inormation thatmay have previously been dicult or tedious to nd.Many believe it started with the personal computerand the Internet. However, there have been dierenttypes o inormation ages throughout history and ithas a unique meaning in each age, and is constantlychanging as technology and society evolve.

The inormation industry sector is more clearlydened according to the North American IndustryClassication System (NAICS). NAICS is the standard

used by Federal agencies in classiying businessestablishments or the purpose o collecting, analyzing,and publishing statistical data related to the U.S.business economy. This specic classication iscomprised o establishments engaged in: (a) producingand distributing inormation and cultural products,(b) providing the means to transmit or distribute theseproducts as well as data or communications, and (c)processing data.

The main inormation industries in Utah include pub-lishing, motion picture and sound recording, broad-

casting (except Internet), Internet publishing andbroadcasting, telecommunications, ISPs (Internet Ser-

vice Providers), search portals and data processing, andother inormation services. These industries are thenurther broken down with many unique characteristicsdriving the delineations.

Inormation industries are considered important orseveral reasons. They are a rapidly growing portion othe economy, as the requests or goods and services,and manipulating data are increasing. However, jobgrowth does not necessarily refect this in recent years.In Utah, the average annual employment was highestin 2001 with 33,510. It saw a slight resurgence rom2005 through 2007, but decreased dramatically with

the recession until in 2010 when it hit its lowest levelat 29,277. Average monthly wages were lowest in 2002at $3,329 and since 2007 have steadily climbed to$4,267 in 2010.

Not surprisingly, the top three largest InormationIndustry rms in Utah are included under ISPs, SearchPortals and Data Processing. These include ACS BusinessProcess Solutions Inc., ACS Commercial Solutions Inc.,and Adobe Systems Inc. These are businesses thatare primarily engaged in providing inrastructure orhosting or data processing services.

InformationThe information industry in Utah

For more inormation on Utahs Inormation Industry, visit:

http://1.usa.gov/wckx48

For a urther breakdown o the Inormation Industry inNAICS, visit:

http://1.usa.gov/4XITI


27/28

Beaver 6.4 %Box Elder 7.3 %Cache 4.6 %Carbon 6.8 %Daggett 4.6 %

Davis 5.7 %Duchesne 4.9 %Emery 7.4 %Gareld 10.4 %

Grand 9.6 %

Iron 7.6 % Juab 7.6 %Kane 6.7 %Millard 4.7 %Morgan 5.5 %

Piute 5.9 %Rich 4.9 %Salt Lake 5.9 %San Juan 11.1 %Sanpete 7.5 %

Sevier 6.4 %Summit 5.6 %Tooele 6.5 %Uintah 4.2 %Utah 6.1%

Wasatch 6.8 %Washington 7.9 %Wayne 11.0 %Weber 7.0 %

December 2011Seasonally Adjusted

Unemployment Rates

Next Issue:Watch for these features in our

December 2011Unemployment Rates

Changes FromLast Year

Utah Unemployment Rate 6.0 % Down 1.5 points

U.S. Unemployment Rate 8.5 % Down 0.9 points

Utah Nonarm Jobs (000s) 1,227.8 Up 2.5 %

U.S. Nonarm Jobs (000s) 132,952.0 Up 1.3 %

December 2011 ConsumerPrice Index RatesU.S. Consumer Price Index 225.7 Up 3.0%

U.S. Producer Price Index 191.3 Up 4.8%

Source: Utah Department of Workforce Services

jobs.utah.gov/wi Trendlines 2

rate update |workorce inormatio

Theme:Utah's Businesses Today

Industry Highlight:Management o

Companies

Occupation:Management-Type

just

thefacts...


28/28

Presorted Standard

US Postage

PAID

SLC, UT

Permit # 4621

Utah Department of Workforce Services

Workforce Research and Analysis Division

140 E. 300 S.

Salt Lake City, UT 84111

Where arethe best places to work in

Utah?For a listing of Utah's most family-friendly companies and

the winners of the 2011 Work/Life Awards, see page 19.

Utah Trendlines, March/April 2012

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