Wichita Labor Force Analysis
And
Wichita Labor Basin Survey
October 2008
Prepared by
Center for Economic Development and Business Research
W. Frank Barton School of Business
Wichita State University
Anne Gallagher, Senior Research Associate
Table of Contents
Introduction .............................................................................................................................3 Civilian Labor Force Demographic Analysis .........................................................................5 Key Findings – Labor Force Demographics ...........................................................................5 Gender & minority status ....................................................................................................5 Educational Attainment ......................................................................................................5 Available Labor Pool Survey ..................................................................................................6 Introduction .........................................................................................................................6 Key Findings – Available Labor Pool Survey ........................................................................7 ALP Highlights .......................................................................................................................9 Table 1. Benefits important to change job (percentage of employed ALP) ................10 Table 2. Technical Training and Degrees ....................................................................11 Table 3. Current and Previous Occupational Experience ............................................13 Summary ...............................................................................................................................13 Appendix A ...........................................................................................................................15 Demographic Characteristics of the Wichita MSA Labor Force ......................................15 Table 1. Population by Gender and Minority Status....................................................15 Table 2. Labor Force by Gender and Minority Status .................................................16 Table 3. Educational Attainment for the Population 25 & Older ................................17 Table 4. Educational Attainment by Race ...................................................................17 Table 5. Educational Attainment by Race, Percent of Labor Force ............................18 Table 6. Educational Attainment by Race, Percent of Race ........................................19 Table 7. Higher Education by Race .............................................................................20 Table 8. Educational Attainment by Age .....................................................................20 Table 9. Educational Attainment by Age, Percent of Labor Force..............................21 Table 10. Educational Attainment by Employment Status ..........................................21 Table 11. Educational Attainment by Employment Status, Percent of Labor Force ...22 Appendix B ...........................................................................................................................23 Occupational Distribution .................................................................................................24 Table 1. Major Occupational Groups...........................................................................24 Table 2. Largest Occupational Subgroups ....................................................................26 Table 3. Largest Employment Subgroups...................................................................28 Table 4. Major Occupational Group Wage Estimates .................................................30 Appendix C ...........................................................................................................................32 Wichita Labor Basin 2008 ................................................................................................32 2
Introduction
The Greater Wichita Economic Development Coalition (GWEDC) asked the Center for
Economic Development and Business Research (CEDBR) to provide information about
the Wichita area labor force in terms of skills, interests and availability for work, in 2006
with updates in 2007 and 2008, with comparisons over the three-year time period. The
multi-faceted approach used in these studies allows GWEDC and CEDBR to provide
significantly more information about the Wichita area labor force than historical best
practices allowed.
Historically, the size of the labor force available to a new employer or an expanding
industry has been roughly estimated by the unemployment rate or by the number of
workers in specific occupational categories. While readily available, these indicators
may have limited value as predictors of labor availability for specific employers. There
are a number of possible reasons, such as:
• There is no reason to expect that unemployed workers have the skills sought by a
particular company or industry.
• Neither the unemployment rate nor current occupational category reflects
underemployment due to a mismatch of skill levels and job requirements. (A
laid-off machinist who is working as a lube-and-oil technician will not be
included in the unemployment rate or in a production occupational category.)
• Neither the unemployment rate nor current occupational categories reflect the
willingness to change jobs for the right opportunity.
In order to obtain a more detailed picture of the actual pool of potential employees, the
Center contracted with the Docking Institute of Public Affairs at Fort Hays State
University to conduct a telephone survey of a 10-county area in south central Kansas.
The survey was designed to determine the available labor force, or those people who are
willing to take full-time employment for the right opportunity, whether or not they are
now working.
This approach may be compared with consumer research regarding intent to purchase
new products at certain price breaks or with certain attributes. In general, consumers
report a greater intent to purchase than they actually demonstrate when products are
introduced to the market. However, the value in the research is the relative strength of
preferences among varied product offerings. While CEDBR is not aware of detailed
follow-up studies regarding labor market behaviors, similar to detailed follow-up studies
regarding consumer behaviors, it is expected that the major value to prospective
employers in this research would be the relative strength of preference for a variety of job
factors including: specific jobs, pay rates, travel time, and benefits.
In addition to the labor force availability survey, the Center collected and analyzed data
from a variety of federal and state statistical agencies on the four-county Wichita
Metropolitan Statistical Area labor force.
3
This report is comprised of two sections. The first section of the report presents a
summary of the Center’s findings from its analysis of the Wichita MSA labor force
demographic data. The second section of the report presents a summary of the findings
from the 10-county labor force availability telephone survey. Appendix A includes the
complete Wichita MSA demographic data tables. Appendix B includes employment and
annual wage data for Wichita MSA major occupational groups and the largest subgroup
within each major group. Appendix C includes the complete Wichita Labor Basin study.
4
Civilian Labor Force Demographic Analysis
Full data tables can be found in Appendix A.
The civilian labor force in the Wichita Metropolitan Area (Butler, Harvey, Sedgwick and
Sumner counties) was analyzed based on existing data sets. While some of the data, such
as labor force educational attainment, are based on 2000 Census data and are not able to
be updated, most other data sets are based on the most recent data as noted in the
individual tables.
• Population by gender and minority
• Labor force by gender, minority status and employment status
• Labor force educational attainment by minority status
• Labor force educational attainment by percent by minority status
• Population educational attainment by age
• Labor force educational attainment by age
• Labor force educational attainment by percent
• Labor force educational attainment for ages 25 and over
• Labor force educational attainment for ages 25 and over by percent
• Major occupational groups
o Largest occupational subgroups
o Subgroup annual median wage
• Wage estimates by occupational group
o Mean hourly wage
o Mean annual wage
o Median hourly wage
o Median annual wage
Key Findings – Labor Force Demographics
Gender & minority status
The gender and minority data available from the Kansas Department of Labor has only
updated at the level of “all persons” at the MSA level since the 2006 report. Differences
at this level are noted below:
• Total civilian labor force: 313,074 (308,169 in 2007 report, 304,798 in 2006
report)
• Total employment: 300,572 (293,787 in 2007 report, 286,018 in 2006 report)
• Total uemployment: 12,502 (14,382 in 2007 report, 18,780 in 2006 report)
• Unemployment rate: 4.0 percent (4.7 percent in 2007 reports, 6.2 percent in 2006
report)
Educational Attainment
Tables 3 through 11 reflect educational attainment by race, age and employment status
from the 2007 American Community Survey, with some data only available from the
2000 Census. Highlights with comparisons to earlier data include:
5
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•
•
•
•
•
More than 88 percent of the population 25 and older had a high school
diploma/GED or better in 2007 compared with just under 88 percent in 2006 and
87 percent in 2004.
Whites in the labor force had overall higher levels of educational attainment,
representing slightly more than half of the labor force that has at least some
college, followed by blacks with 3.1 percent and Hispanics with 1.8 percent (2000
Census data)
Nearly half of the civilian labor force was 40 years of age or older (2000 Census
Data).
Nearly 84,000 members (30 percent) of the labor force with at least some college
were 40 years of age or older (2000 Census data).
Approximately 63 percent or more than 149 thousand employed members of the
labor force ages 25 and over had at least some college experience (2007 American
Community Survey data) compared with 63 percent or 148 thousand in 2006 and
62 percent or 139 thousand in 2004.
As expected, the unemployment rate for all college graduates in 2007 was
significantly lower than for those with less education, at 2.2 percent, compared
with 2.8 percent in 2006 and 4.5 percent in 2004. However, similar to the 2004
data, which showed that high school graduates had higher unemployment than
those with less education, the 2007 data show that high school graduates have a
7.9 percent unemployment rate (7.5 percent in 2004), while those who did not
complete high school had a 5.3 percent unemployment rate (3.6 percent in 2004).
The 2006 data showed a more expected unemployment rate of 11.5 percent for
workers with less than a high school diploma and 5.8 percent for workers with a
high school diploma. Overall unemployment according to the American
Community Survey was down to 4.8 percent in 2007, from 5.3 percent in 2006
and 5.7 percent in 2004.
Available Labor Pool Survey
Introduction
The Docking Institute of Public Affairs adapted a survey format that was developed to
analyze an area’s available labor pool to respond to the GWEDC’s questions about the
Wichita area’s labor market. In 2008 the Docking Institute conducted a survey of 2,592
(almost 100 fewer than in 2007) residents in a 10-county area, which is called the labor
basin, to determine the available labor pool.
Available labor pool is defined as people who are either looking for employment or
willing to consider changing their jobs for the right employment opportunity. The labor
basin is the area within which people are presumably willing to travel to the center
(Wichita) for employment. In general, the communities need to be within an hour’s
driving time to Wichita and have reasonable transportation options. The labor basin is
defined as 10 counties, the four counties comprising the Wichita Metropolitan Statistical
Area (Butler, Harvey, Sedgwick and Sumner) plus Cowley, Harper, Kingman, Marion,
McPherson and Reno counties.
6
The available labor pool analysis (ALP) provides insight beyond the number of
individuals who are currently working in a particular occupation. Some of the key
additional elements are:
1. Occupational skill sets, whether or not currently in use
2. Underemployment based on pay, hours worked or skills used
3. Willingness to travel to work
4. Pay difference needed to change jobs
5. Non-pay considerations related to changing jobs
In addition, survey respondents were asked about their propensity to start their own
business and about their present and past union membership.
Key Findings – Available Labor Pool Survey
•
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•
•
The population of the Wichita Labor Basin is estimated to be 746,830, down
2,000 from 748,830 in 2007, but still up from 706,709 in 2006.
Approximately 21 percent of the population (or 159,265 individuals) are
considered to be part of the Available Labor Pool (ALP) compared with 21
percent in 2007 and 22 percent in 2006.
Of the ALP (159,265 individuals):
o 16,631 (10.4 percent) of non-working are looking for employment, up
from 9.3 percent in 2007 and 7.8 percent in 2006
o 30,444 (19.1 percent) of working individuals are looking for new
employment, up from 27,879 (18 percent) in 2007 and down from
35,737 (23.2 percent) in 2006.
o 12,403 (7.8 percent) of non-working individuals would consider
employment for the right opportunities, compared with 11,405 (7.4
percent) in 2007 and 8,322 (5.2%) in 2006
o 99,787 (62.7 percent) of working individuals would consider new
and/or different employment for the right opportunities, compared
with 101,380 (65.4 percent) in 2007 and 97,665 (63.5%) in 2006
Nearly 75 percent of the ALP has at least some college experience, compared
with 76 percent in 2007 and 78 percent in 2006. More than 96 percent has at
least a high school diploma, compared with 96 percent in 2007 and 97 percent
in 2006.
The average age for members of the entire ALP is 44 years old, compared
with 44 years old in 2007 and 43 years old in 2006.
In 2007 and 2008, respondents were asked if they needed additional training
in various workplace skills (new question in 2007).
o 81 percent (80 percent in 2007) of respondents reported needing no
additional training in working in groups or interpersonal skills, 52
percent (59 percent in 2007) needed no additional training in math and
61 percent (53 percent in 2007) reported needing no additional training
in writing
o Skills needing more training (some or much) are management (53
percent compared with 59 percent in 2007), public speaking (51
7
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•
•
percent compared with 62 percent in 2007) and computer operations
(62 percent compared with 70 percent in 2007)
Approximately 83 percent (compared with 76 percent in 2007 and 82 percent
in 2006) of the ALP indicate that they are “willing to work outside of their
primary field of employment for a new or different employment opportunity.”
Approximately 24 percent (compared with 33 percent in 2007 and 30 percent
in 2006) of the members of the ALP will commute up to 45 minutes, one way,
for an employment opportunity (very likely a response to the high price of
fuel at the time of the survey). Nearly 74 percent (compared with 78 percent
in 2007 and 79 percent in 2006) will commute up to 30 minutes for
employment.
The most important desired benefits in order are: salary or hourly wage,
health benefits, retirement benefits, on-the-job or paid training and vacation
benefits (health benefits and retirement benefits changed places in 2008
compared with both 2007 and 2006).
Among the ALP that are willing to commute the necessary distance to the
labor basin center:
o An estimated 45,980 (28.9 percent, down from 32 percent in 2007 and
from 30.4 percent in 2006) were interested in a new job at $16 an hour.
o An estimated 25,286 (15.9 percent, down from 16.6 percent in 2007
and 18.0 percent in 2006) were interested at $12 an hour.
o Only 5,989 (3.8 percent) were interested in a new job at $8 an hour
compared with 4.7 percent in 2007 and 4.6 percent in 2006).
Of the 130,231 members in the subset of employed members of the ALP,
46,792 (36 percent, compared with 36 percent in 2007 and down from 41
percent in 2006) consider themselves underutilized.
Of the 147,077 members in the subset of non-business owning members of the
ALP, 57,234 (39 percent, compared with 29 percent in 2007 and 37 percent in
2006) have seriously considered starting their own business.
Fourteen percent of the working respondents and the unemployed respondents
seeking employment are members of labor unions, compared with 14 percent
in 2007 and 11 percent in 2006. Of the respondents who work in union shops
and are eligible to join a labor union, 8.2 percent plan to join a labor union,
compared with 10 percent in 2007 and 8 percent in 2006.
o Membership in the Machinists union accounted for 20 percent of union
members
o Membership in SPEAA accounted for less than 4 percent of union
members
o Membership in various teachers unions accounted for more than 30
percent of union members
8
ALP Highlights
Full study can be found in Appendix C.
ATTITUDES: Several attitudes toward employment are essential to the success of a new
business or a business planning an expansion. Willingness to commute, to change
occupations and to work evenings or weekends are difficult if not impossible to assess
through publicly available data. Employers new to the area or planning expansion need
employees that are willing to commute to their facility and have the necessary skills. The
Wichita Labor Basin study found that workers in the Available Labor Pool (ALP) are
very willing to commute; approximately 74 percent of members of the ALP would
commute up to 30 minutes and 24 percent would commute up to 45 minutes for the right
opportunity, down from 33 percent in 2007, likely as a response to high fuel prices at the
time of the survey.
An overwhelming majority of the ALP (83 percent, compared with 76 percent in 2007) is
willing to take a job outside of their primary occupational field for the right opportunity.
In addition, 51 percent of the ALP members are willing to work second shift and 48
percent are willing to work weekends, (compared with 51 and 51 percent respectively in
2007 and 46 and 45 percent respectively in 2006).
PAY & BENEFITS: Before workers change jobs, however, they will have other
requirements, which are essentially unchanged from 2006. Highest, as would be
expected, is an increase in wages. As wage increases, more interest in changing jobs is
exhibited. Of the ALP who would be willing to commute the necessary time, 50.9
percent, (47.7 percent in 2007 and 53.7 percent in 2006) would be willing to change jobs
at $24 per hour, 28.9 percent (compared with 32 percent in 2007 and 30.4 percent in
2006) are willing to change jobs at $16 per hour and just 3.8 percent (compared with 4.7
percent in 2007 and 4.6 percent in 2006) are willing to change jobs for $8 an hour.
The study showed steps that are of interest to workers, or “wage preference plateaus,”
where an increase in wages offered results in only a small increase in workers attracted to
the job. For example, 2,322 workers are available at $7 an hour increasing to 2,885
workers at $7.50 an hour. However, 5,989 workers are available at $8 an hour. Similar
results are found at each whole dollar pay rate.
Not surprisingly, willingness to change based on wage rate varies with occupational
category as well, with 35 percent of general labor willing to take a different job for $15
an hour, compared with 14 percent of skilled labor willing to change for $15 an hour.
The study compared the general labor and service sectors (excluding high-skilled blue
collar or professional white collar workers) for willingness to move between sectors.
Slightly more than 40 percent of each group is willing to move to the other for up to $15
an hour, while approximately 90 percent would move for $30 an hour.
Benefits that are considered important to employed members of the ALP and benefits that
are available to them now are shown in the table below.
9
Table 1. Benefits important to change job (percentage of employed
ALP)
Benefit
Good Health Benefits
Good Retirement
Benefits
Vacation Benefits
Good Education
Assistance
Flexible Hours/FlexTime
On the Job Training/Paid
Training
Transportation
Assistance
Important
Currently
to
Change
Available
Jobs
2006
84.9
86.5
84.9
81.2
Important
Currently
to
Change
Available
Jobs
2007
86.9
86.5
88
82.5
Important
Currently
to
Change
Available
Jobs
2008
85
87.1
84.2
80.8
78.9
75.1
53.3
53.2
59.8
56.5
53.9
54.7
66.4
57.2
66
53
69.9
54.7
81
74.5
81
77.1
80.8
77.7
24.2
16
31
15.4
32.4
14.3
UNDERUTILIZATION: Of the 130,231 (82 percent) currently employed members of
the ALP, some 36 percent (the same as 2007 and down from 41 percent in 2006) feel that
they are underemployed based on their education, skills that are not being used, income
lower than in a previous similar job or fewer hours than desired or expected. About 75
percent (similar to 77 percent in 2007 anddown from 81 percent in 2006) of these
workers have at least some college and 35.5 percent have a bachelors degree or higher.
Among workers who report that they are underutilized, 39 percent (down from 43 percent
in 2007 and from 55 percent in 2006) work in the service sector, 35 percent (up from 32
percent in 2007 and from 23 percent in 2006) in general labor, 15 percent (similar to 16
percent in 2007 and up from 13 percent in 2006) in the professional and sales sector, and
11 percent (up from 9 percent in 2007 and 2006) in skilled labor. Of these workers, 84
percent (similar to 83 percent in 2007 and 82 percent in 2006) would move to better use
their skills or education.
ENTREPRENEURSHIP: The Wichita labor basin survey asked about interest and
experience in business ownership. Approximately 12,000 or 8 percent of working
respondents own their own businesses, compared with 11 percent in 2007 and 2006.
More than one-third, 39 percent (compared with 29 percent in 2007 and similar to 37
percent in 2006) of non-owners have seriously thought about owning their own
businesses. About 60 percent (compared with 57 percent in 2007 and 64 percent in 2006)
of these “potential entrepreneurs” strongly agree that they would work evenings or
weekends to make their business succeed, 30 percent (compared with 26 percent in 2007
and 32 percent in 2006) strongly agree that they would prefer their own business to a
promising career elsewhere, 24 percent (compared with 21 percent in 2007 and 25
percent in 2006) strongly agree that they would prefer their own business to earning a
higher salary elsewhere, and only 14 percent (compared with 10 percent in 2007 and 18
10
percent in 2006) strongly agree that they would be willing to have less security for their
family in order to own a business.
EDUCATION: While 63 percent of the employed labor force has some college
(education beyond high school), slightly more than 74 percent of the ALP has some
college. Among those with at least some college, 13 percent have a technical school
degree or are attending a technical school. The technical school study categories are
shown in the following table:
Table 2. Technical Training and Degrees
Technical Degree Field
Office skills
Automotive technology
Aircraft/avionics mechanic or
technician
Information technology
(includes computer or
electronics services repair)
Plastics/composites
manufacturing
Food processing or handling
Computer-Aided Design
Other
Percent
Enrolled or
with Degree in
2006
32%
8%
Percent
Enrolled or
with Degree in
2007
13%
7%
30%
8%
11%
11%
N/A
2%
2%
9%
8%
6%
13%
40%
Percent
Enrolled or
with Degree in
2008
19%
6%
17%
18%
4%
16%
16%
4%
The data show that technical degrees and training in the aircraft/avionics mechanic or
technician areas are not as high as in 2006, although higher than in 2007. However, it is
worth noting that degrees and training in information technology, computer-aided
designe (CAD) and composites appear to be increasing, so that overall training for
production skills in 2008 was just over 50 percent, similar to 2006 and higher than in
2007.
OCCUPATIONS: The current number of workers in each occupation tells only part of
the story regarding available skills. To obtain a better picture of occupational experience,
all members of the ALP were asked for both their current occupation and one previous
job or occupation. Generally the overall workforce numbers for lower skilled workers
underestimate the available labor pool. On the other hand, workforce numbers for higher
skilled workers are more representative of the available workforce. Examples of
occupations with fewer current employees than employees having previous experience
are:
•
Factory worker/grain elevator op/meat packer
o 5,945 current experience
o 20,164 previous experience
11
•
General customer service/retail/reception/food service
o 16,625 current experience
o 18,016 previous experience
Perhaps due to the higher training required, the following occupations have more
current employees than employees having previous experience:
• Nurse/LPN/RN/Semi-skilled Social Service
o 3,495 current experience
o 2,528 previous experience
• Professor/Doctor/Engineer/Attorney
o 6,689 current experience
o 2,190 previous experience
• Teacher/Instructor/Writer/Researcher
o 12,933 current experience
o 3,852 past experience
12
Table 3 provides current and previous occupations for employed members of the ALP.
Table 3. Current and Previous Occupational Experience
Occupational Category
General Labor/Construction/Cleaning
Farm Labor/Ranch Hand/Landscaping
Delivery/Driver/Courier
Maintenance/Wiring/Plumbing
Factory Worker/Grain Elevator Op/Meat Packer
Truck Driver/Heavy Equipment Operator
Police/Fire/Postal/Military Enlisted
Lab or Medical Technician/Comp Technician
Mechanic/Welder/Carpenter/Electrician
General Customer Service/Retail/Reception/Food Service
Clerical/Secretary/Book-Keeper/Bank Teller
Para-legal/Para-pro/CNA/Day Care
Nurse/LPN/RN/Semi-skilled Social Service
Office Manager/Small Business Owner
Teacher/Instructor/Writer/Researcher
Sales/Marketing/Accounting
Govt, Non-Profit, or Bus Exec/Farm Owner/Military
Officer
Counselor/Social Worker/Physician's Assistant
Professor/Doctor/Engineer/Attorney
TOTAL
Current
Employment*
Previous
Work/Training*
Number +
Number =
Current plus
Previous
Work/Training**
Number
7,622
2,625
6,151
6,048
5,945
2,377
4,036
6,223
3,192
16,625
6,553
8,476
3,495
14,088
12,933
12,691
3,218
5,442
728
1,066
2,120
20,164
1,583
5,963
4,520
8,185
18,016
12,835
5,219
2,528
7,310
3,852
7,954
372
13,064
3,354
7,218
8,168
26,109
3,960
9,999
10,743
11,378
34,642
19,388
13,695
6,023
21,398
16,785
20,645
3,590
1,123
6,689
2,557
2,190
3,681
8,879
130,112
112,606
242,719
* Retired, disabled, non-working students, homemakers are not included.
** An individual member of the ALP is counted only once within each employment category.
Total numbers or percentages in table might not match those in text due to rounding.
Summary
It is important to keep in mind that the work force demographics are based on the fourcounty Wichita MSA (Butler, Harvey, Sedgwick and Sumner) while the survey is based
on the Wichita MSA plus 6 additional counties (Cowley, Harper, Kingman, Marion,
McPherson, and Reno). While there are some differences in the actual demographics
between the two groups, the differences were small and reflect both the different
geographies and the differences in the type of data. The major differences are in
magnitude or total numbers.
Because of these significant differences in measurement between the two analyses, the
Center has chosen not to make direct comparisons. Further, because these studies have
different implications depending on the business or business sector, specific
interpretations are not feasible.
13
The CEDBR and the Docking Institute have made comparisons between the 2006, 2007
and 2008 results. While some of these results may represent attitudes and data changes
that are significant, small changes in proportions of responses are more likely to be
simply the result of small differences between the two sets of respondents and should be
monitored over time to determine actual changes.
With the above caveats, perhaps the strongest conclusions are:
• Changes in responses to questions regarding increased willingness to commute
likely reflect high fuel prices, making the difference between a 30 minute
commute and a 45 minute commute less acceptable.
• Overall willingness to change job fields, lower levels of feeling underutilized and
willingness to change jobs at the $24 an hour level declined in 2007 but are
largely at the 2006 levels in 2008, which may reflect the national and local
economic uncertainty.
• Nonetheless, the Available Labor Pool includes a large number of workers who
are willing to change jobs and a significant numbers of worker who will commute
for the right opportunity. Approximately one in four members (23.5 percent) of
the Available Labor Pool (ALP) were willing to commute up to 45 minutes for the
right opportunity, even with high fuel prices. With fuel prices currently well
below $2 a gallon, that number might be expected to revert to its previous levels
of approximately 30 percent.
• Significant numbers of workers feel that they are underutilized and will change
jobs to use their skills or education. At 36 percent of the ALP, it continues to be a
good source of potential employees to new and expanding businesses.
• As in 2006, whole dollar steps in wages offered have more appeal than dollarsand-cents. There are not significant differences over time in the comparison of
wage demands, although there is a slight decrease in workers willing to change
jobs for wage rates between $12 and $20 an hour, which might be attributed to
overall inflation or more specifically to increased fuel costs.
• Lower level service and general labor workers are more willing to switch sectors
for a better job.
• While the level of potential entrepreneurs may be high, the need for security for
the family is even higher, even within this group.
• Whether looking at workers in the Wichita MSA or in the 10-county Wichita
labor basin, employers have a well-educated work force available to them.
14
Appendix A
Demographic Characteristics of the Wichita MSA Labor Force
Table 1. Population by Gender and Minority Status
Wichita MSA Population by Gender and Minority Status, 2007
All Persons
White
Black or African American
American Indian and Alaska Native
Asian
Native Hawaiian and Other Pacific
Islander
Other Race
Two or More Races
Both Genders
Number Percent
595,725 100.0%
481,234
80.8%
42,955
7.2%
4,454
0.7%
18,881
3.2%
N/A
27,249
20,952
4.6%
3.5%
Male
Number Percent
295,525
49.6%
238,007
40.0%
21,058
3.5%
2,683
0.5%
9,709
1.6%
N/A
Female
Number Percent
300,200
50.4%
243,227
40.8%
21,897
3.7%
1,771
0.3%
9,172
1.5%
N/A
13,761
10,307
2.3%
1.7%
13,488
10,645
2.3%
1.8%
Hispanic or Latino (of any race)
55,794
9.4%
29,442
Source: 2007 American Community Survey, U.S. Census Bureau
4.9%
26,352
4.4%
15
Table 2. Labor Force by Gender and Minority Status
Wichita MSA Labor Force Estimates by Gender and Minority Status, 2007
Civilian Labor Force
All Persons
White
Black or African American
American Indian and Alaska Native
Asian
Native Hawaiian and Other Pacific
Islander
Other Race
Two or More Races
Hispanic or Latino (of any race)
Employment
All Persons
White
Black or African American
American Indian and Alaska Native
Asian
Native Hawaiian and Other Pacific
Islander
Other Race
Two or More Races
Hispanic or Latino (of any race)
Unemployment
All Persons
White
Black or African American
American Indian and Alaska Native
Asian
Native Hawaiian and Other Pacific
Islander
Other Race
Two or More Races
Hispanic or Latino (of any race)
Unemployment Rate
All Persons
White
Black or African American
American Indian and Alaska Native
Asian
Native Hawaiian and Other Pacific
Islander
Other Race
Two or More Races
Hispanic or Latino (of any race)
Both Genders
Number Percent
313,074 100.0%
258,844
82.7%
19,134
6.1%
2,985
1.0%
7,222
2.3%
236
0.1%
Male
Number Percent
170,625
54.5%
141,070
45.1%
10,428
3.3%
1,627
0.5%
3,936
1.3%
128
0.0%
Female
Number Percent
142,449
45.5%
117,774
37.6%
8,706
2.8%
1,358
0.4%
3,286
1.0%
107
0.0%
9,938
3.2%
6,439
2.1%
18,336
5.9%
Both Genders
Number Percent
300,572 100.0%
244,816
81.5%
16,701
5.6%
2,709
0.9%
6,704
2.2%
232
0.1%
5,416
1.7%
3,509
1.1%
9,993
3.2%
Male
Number Percent
162,910
54.2%
133,303
44.3%
8,105
2.7%
1,545
0.5%
3,721
1.2%
155
0.1%
4,522
1.4%
2,930
0.9%
8,343
2.7%
Female
Number Percent
137,662
45.8%
111,513
37.1%
8,597
2.9%
1,164
0.4%
2,984
1.0%
77
0.0%
8,917
3.0%
5,937
2.0%
16,632
5.5%
Both Genders
Number Percent
12,502 100.0%
13,420 107.3%
2,824
22.6%
301
2.4%
540
4.3%
0
0.0%
5,460
1.8%
3,121
1.0%
9,884
3.3%
Male
Number Percent
7,301
58.4%
6,985
55.9%
1,524
12.2%
117
0.9%
339
2.7%
0
0.0%
3,458
1.2%
2,816
0.9%
6,748
2.2%
Female
Number Percent
5,201
41.6%
6,435
51.5%
1,301
10.4%
184
1.5%
201
1.6%
0
0.0%
1,145
550
1,881
Both
Genders
4.0%
5.2%
14.8%
10.1%
7.5%
0.0%
9.2%
4.4%
15.0%
Male
615
317
1,080
Female
4.3%
5.0%
14.6%
7.2%
8.6%
0.0%
3.7%
5.5%
14.9%
13.5%
6.1%
0.0%
11.5%
8.5%
10.3%
11.4%
9.0%
10.8%
11.7%
8.0%
9.6%
4.9%
2.5%
8.6%
530
233
801
4.2%
1.9%
6.4%
Source: Kansas Department of Labor, Labor Market Information Services, 2008 Affirmative Action Report, Wichita MSA, 2007 data.
The figures in this table are based on 2000 Census estimates, but they have been adjusted to 2004 annual average labor force estimates
developed by the Kansas Department of Labor.
Figures in gray are included in the 2008 Affirmative Action Report but have not been updated since 2004 levels were published.
16
Table 3. Educational Attainment for the Population 25 & Older
Wichita MSA Educational Attainment for the Population 25 Years and Older, 2007
Compare
Population 25 years and over
2007
to 2006
379,259 100.0%
Total
Less than 9th grade
12,969
3.4%
0.2% lower
9th to 12th grade, no diploma
30,843
8.1%
0.6% lower
High school graduate (including equivalency)
121,108
31.9% 1.0% higher
Some college, no degree
87,102
23.0%
1.5% lower
Associate degree
28,755
7.6%
1.1% lower
Bachelor's degree
65,523
17.3% 0.5% higher
Graduate or professional degree
32,959
8.7%
0.1% lower
Percent high school graduate or higher
88.4%
Percent bachelor's degree or higher
26.0%
Source: U.S. Census Bureau, 2007 American Community Survey.
0.7% higher
0.3% higher
Table 4. Educational Attainment by Race
Educational Attainment by Race of the Wichita MSA Labor Force, 2000
Total
Civilian
Labor
Force
276,330
Not a
high
school
graduate
37,909
High school
graduate
(including
equivalency)
75,657
Some
college or
associate
degree
92,922
Bachelor's
degree
Master's
degree
Total Civilian
48,527
Labor Force
White
227,045
23,525
61,510
79,235
43,775
Black
17,854
3,195
6,175
6,040
1,840
American
2,473
400
670
1,069
219
Indian and
Alaska
Native
Asian
6,778
2,160
1,510
1,500
910
Native
216
63
34
73
32
Hawaiian
And Other
Pacific
Islander
Two or More
4,891
846
1,338
1,755
596
Races
Hispanic
17,012
7,720
4,420
3,250
1,155
Source: U.S. Census Bureau, Equal Employment Opportunity (EEO) data, 2000.
14,816
Doctoral
degree or
professional
degree
6,438
13,260
510
85
5,740
94
30
364
14
334
0
287
69
296
171
17
Table 5. Educational Attainment by Race, Percent of Labor Force
Educational Attainment by Race of the Wichita MSA Labor Force, 2000
(Percent of Total Labor Force)
Total
Civilian
Labor
Force
100.0%
Not a
high
school
graduate
13.7%
High school
graduate
(including
equivalency)
27.4%
Some
college or
associate
degree
33.6%
Bachelor's
degree
Master's
degree
Total Civilian
17.6%
Labor Force
White
82.2%
8.5%
22.3%
28.7%
15.8%
Black
6.5%
1.2%
2.2%
2.2%
0.7%
American
0.9%
0.1%
0.2%
0.4%
0.1%
Indian and
Alaska
Native
Asian
2.5%
0.8%
0.5%
0.5%
0.3%
Native
0.1%
0.0%
0.0%
0.0%
0.0%
Hawaiian
And Other
Pacific
Islander
Two or More
1.7%
0.2%
0.3%
0.6%
0.2%
Races
Hispanic
6.2%
2.8%
1.6%
1.2%
0.4%
Source: U.S. Census Bureau, Equal Employment Opportunity (EEO) data, 2000.
5.4%
Doctoral
degree or
professional
degree
2.3%
4.8%
0.2%
0.0%
2.1%
0.0%
0.0%
0.1%
0.0%
0.1%
0.0%
0.1%
0.0%
0.1%
0.1%
18
Table 6. Educational Attainment by Race, Percent of Race
Educational Attainment by Race of the Wichita MSA Labor Force, 2000
(Percent of Race)
Total
Civilian
Labor
Force
Not a
high
school
graduate
High school
graduate
(including
equivalency)
Some
college
or
associate
degree
Bachelor's
degree
Total Civilian
100.00%
13.70%
27.40%
33.60%
17.60%
Labor Force
White
100.00%
10.36%
27.09%
34.90%
19.28%
Black
100.00%
17.90%
34.59%
33.83%
10.31%
American Indian
and Alaska
100.00%
16.17%
27.09%
43.23%
8.86%
Native
Asian
100.00%
31.87%
22.28%
22.13%
13.43%
Native Hawaiian
and Other
100.00%
29.17%
15.74%
33.80%
14.81%
Pacific Islander
Two or More
100.00%
17.30%
27.36%
35.88%
12.19%
Races
Hispanic
100.00%
45.38%
25.98%
19.10%
6.79%
Source: U.S. Census Bureau, Equal Employment Opportunity (EEO) data, 2000.
19
Master's
degree
Doctoral
degree or
professional
degree
5.40%
2.30%
5.84%
2.86%
2.53%
0.53%
3.44%
1.21%
5.37%
4.93%
6.48%
0.00%
5.87%
1.41%
1.74%
1.01%
Table 7. Higher Education by Race
Higher Education by Race of the Wichita MSA Labor Force, 2000
Total
Civilian
Labor
Force
Some
college
or
associate
degree
Bachelor's
degree
Master's
degree
Total of
Those by
Race With
Some
College or
More
Doctoral
degree or
professional
degree
Total Civilian
276,330
92,922
48,527
14,816
6,438
Labor Force
White
227,045
79,235
43,775
13,260
5,740
Black
17,854
6,040
1,840
510
94
American Indian
and Alaska
2,473
1,069
219
85
30
Native
Asian
6,778
1,500
910
364
334
Native Hawaiian
And Other
216
73
32
14
0
Pacific Islander
Two or More
4,891
1,755
596
287
69
Races
Hispanic
17,012
3,250
1,155
296
171
Source: U.S. Census Bureau, Equal Employment Opportunity (EEO) data, 2000.
Percent of
Racial Group
in the Labor
Force With
Some College
or More
142,010
62.5
8,484
1,403
47.5
56.7
3,108
45.9
119
55.1
2,707
55.3
4,872
28.6
142,010
62.5
Table 8. Educational Attainment by Age
Educational Attainment by Age of the Wichita MSA Labor Force, 2000
Total
Civilian
Labor
Force
Not a
high
school
graduate
High school
graduate
(including
equivalency)
Some
college or
associate
degree
Bachelor's
degree
Master'
s
degree
Doctoral
degree or
professional
degree
276,330
37,909
75,657
92,922
48,527
14,816
6,438
16-19 years
18,217
11,324
3,710
3,183
0
0
0
20-34 years
88,380
10,263
24,170
34,125
16,049
2,797
976
35-39 years
35,342
3,564
9,835
11,461
7,701
1,951
830
10,068
4,632
Total Civilian
Labor Force
40 years and
134,330
12,758
37,942
44,153
24,777
older
Source: U.S. Census Bureau, Equal Employment Opportunity (EEO) data, 2000.
20
Table 9. Educational Attainment by Age, Percent of Labor Force
Educational Attainment by Age of the Wichita MSA Labor Force, 2000
(Percent of Total Labor Force)
Total
Civilian
Labor
Force
Not a
high
school
graduate
High school
graduate
(including
equivalency)
Some
college
or
associate
degree
Bachelor's
degree
100.0%
13.7%
27.4%
33.6%
17.6%
5.4%
2.3%
16-19 years
6.6%
4.1%
1.3%
1.2%
0.0%
0.0%
0.0%
20-34 years
32.0%
3.7%
8.7%
12.3%
5.8%
1.0%
0.4%
35-39 years
12.8%
1.3%
3.6%
4.1%
2.8%
0.7%
0.3%
Total Civilian
Labor Force
40 years and
48.6%
4.6%
13.7%
16.0%
9.0%
older
Source: U.S. Census Bureau, Equal Employment Opportunity (EEO) data, 2000.
Doctoral
degree or
professional
degree
Master's
degree
1.7%
3.6%
Table 10. Educational Attainment by Employment Status
Wichita MSA Educational Attainment by Employment Status
of the Civilian Labor Force (Population 25 Years and Over), 2007
Compare to
Compare to
Civilian Labor Force, 2007
2006
Employed
2004
Unemployment Unemployment Unemployment
Rate by
Rate by
Unemployed
Rate by
Education Level Education Level Education Level
11.50%
3.6%
1,091
5.33%
Less than high
19,388
school graduate
High school
67,575
5,768
7.86%
graduate
Some college, no
76,310
3,369
4.23%
degree
Bachelor’s
72,816
1,652
2.22%
degree or higher
Totals
236,089
11,880
4.79%
Source: U.S. Census Bureau, 2007 American Community Survey.
21
5.80%
7.5%
5.60%
5.7%
2.80%
4.5%
5.30%
5.7%
Table 11. Educational Attainment by Employment Status, Percent of
Labor Force
Wichita MSA Educational Attainment of the Civilian Labor Force
for the Population 25 Years and Older, 2007
Civilian Labor Force
% of
% of
% of
Total
Total
Total
Total
Civilian
Civilian Civilian Civilian
Labor
Labor
Labor
Labor
Employed Force Unemployed Force
Force
Force
Less than high
school
19,388
7.8%
1,091
0.4% 20,479
8.3%
graduate
High school
67,575
27.3%
5,768
2.3% 73,343
29.6%
graduate
Some college, no
76,310
30.8%
3,369
1.4% 79,679
32.1%
degree
Bachelor’s degree
72,816
29.4%
1,652
0.7% 74,468
30.0%
or higher
Totals
236,089
95.2%
11,880
4.8% 247,969 100.0%
Source: U.S. Census Bureau, 2007 American Community Survey.
22
Appendix B
23
Occupational Distribution
Table 1. Major Occupational Groups
May 20071 Wichita Metropolitan Area2 Occupational Employment
Major Occupational Group
Employment
2007 Percent of
Total
2006 Percent of
Total
All Occupations
287,490
100.0%
100.0%
Office and Administrative Support
49,440
17.2%
16.9%
Occupations(430000)
Production Occupations(510000)
34,310
11.9%
10.6%
Sales and Related Occupations(410000)
27,690
9.6%
9.6%
Food Preparation and Serving Related
24,180
8.4%
8.2%
Occupations(350000)
Transportation and Material Moving
18,100
6.3%
7.1%
Occupations(530000)
Education, Training, and Library
16,930
5.9%
5.7%
Occupations(250000)
Construction and Extraction
16,550
5.8%
5.3%
Occupations(470000)
Healthcare Practitioner and Technical
15,120
5.3%
5%
Occupations(290000)
Installation, Maintenance, and Repair
14,280
5.0%
4.2%
Occupations(490000)
Management Occupations(110000)
12,450
4.3%
4.6%
Business and Financial Operations
11,650
4.1%
4.1%
Occupations(130000)
Architecture and Engineering
9,490
3.3%
3.7%
Occupations(170000)
Healthcare Support Occupations(310000)
9,210
3.2%
2.8%
Building and Grounds Cleaning and
8,580
3.0%
3.1%
Maintenance Occupations(370000)
Personal Care and Service
8,410
2.9%
2.6%
Occupations(390000)
Protective Service Occupations(330000)
5,570
1.9%
1.7%
Computer and Mathematical
4,440
1.5%
1.4%
Occupations(150000)
Community and Social Services
3,990
1.4%
1.3%
Occupations(210000)
Arts, Design, Entertainment, Sports, and
3,340
1.2%
1%
Media Occupations(270000)
Life, Physical, and Social Science
1,440
0.5%
0.5%
Occupations(190000)
Legal Occupations(230000)
1,370
0.5%
0.5%
Farming, Fishing, and Forestry
100
0.0%
0.1%
Occupations(450000)
Source: U.S. Bureau of Labor Statistics, Division of Occupational Employment Statistics,
www.bls.gov/OES. 1The May 2007 employment and wage estimates were calculated using data collected
in the November 2006, May 2006, November 2005, May 2005 and November 2004 surveys.
2
Includes Butler, Harvey, Sedgwick and Sumner counties.
24
The table above shows the following, with only minor percentage changes compared to
the 2007 and the 2006 studies:
• Slightly more than half of total employment in the Wichita MSA is comprised of
employees in the following occupations:
o Office and Administrative Support
o Production
o Sales and Related
o Food Preparation and Serving Related
o Transportation and Material Moving
•
Each of the following occupations represents less than 1 percent of the total
employment of the Wichita MSA.
o Life, Physical, and Social Science
o Legal
o Farming, Fishing, and Forestry
25
Table 2. Largest Occupational Subgroups
Largest Occupational Subgroup1 Within Each Major Occupational
Group2 in the Wichita Metropolitan Area, 2007
Subgroup
Employment
Percent of
Major Group
Percent of Total
Employment
7,310
14.8%
2.5%
4,310
12.6%
1.5%
8,620
31.1%
3.0%
6,240
25.8%
2.2%
3,440
19.0%
1.2%
3,520
20.8%
1.2%
2,810
5,640
17.0%
37.3%
1.0%
2.0%
3,040
21.3%
1.1%
3,840
30.8%
1.3%
2,280
2,550
19.6%
26.9%
0.8%
0.9%
4,240
46.0%
1.5%
4,350
50.7%
1.5%
2,070
1,870
1,240
24.6%
33.6%
10.6%
0.7%
0.7%
0.4%
750
18.8%
0.3%
490
500
600
14.7%
34.7%
43.8%
0.2%
0.2%
0.2%
40
40.0%
0.0%
Customer Service
Representatives(434051)
Aircraft Structure, Surfaces, Rigging, and
Systems Assemblers(512011)
Retail Salespersons(412031)
Combined Food Preparation and Serving
Workers, Including Fast Food(353021)
Laborers and Freight, Stock, and Material
Movers, Hand(537062)
Elementary School Teachers, Except
Special Education(252021)
Construction Laborers(472061)
Registered Nurses(291111)
Aircraft Mechanics and Service
Technicians(493011)
General and Operations
Managers(111021)
Accountants and Auditors(132011)
Aerospace Engineers(172011)
Nursing Aides, Orderlies, and
Attendants(311012)
Janitors and Cleaners, Except Maids and
Housekeeping Cleaners(372011)
Personal and Home Care Aides(399021)
Security Guards(339032)
Computer Support Specialists(151041)
Social and Human Service
Assistants(211093)
Coaches and Scouts(272022)
Market Research Analysts(193021)
Lawyers(231011)
Agricultural Equipment
Operators(452091)
Source: U.S. Bureau of Labor Statistics, Division of Occupational Employment Statistics, www.bls.gov/OES.
1
The May 2007 employment and wage estimates were calculated using data collected in the November 2006,
May 2006, November 2005, May 2005 and November 2004 surveys.
1
Estimates have not been released for every subgroup, so the subgroups in this table have the largest
employment of those for which estimates are available.
2
Subgroups are in the same order as their corresponding major occupational groups in the table above.
Keeping in mind that the table above lists only the largest subgroup within each major
occupational group, the table above shows the following:
• The subgroups with the largest employment were retail salespersons, customer
service representatives, combined food preparation and serving workers,
26
•
registered nurses and janitors and cleaners except maids and housekeeping
cleaners compared with retail salespersons, cashiers and customer service
representatives in the 2007 study using data from 2006.
The subgroups with the smallest employment were agricultural equipment
operators, coaches and scouts, market research analysts, lawyers and social and
human service assistants.
27
Table 3. Largest Employment Subgroups
25 Largest Occupational Employment Subgroups1 in the Wichita Metropolitan Area
Annual
Subgroup
Employment
Median
Wage
Total, all Occupations(000000)
Retail Salespersons(412031)
Customer Service Representatives(434051)
Cashiers(412011)
Combined Food Preparation and Serving Workers, Including
Fast Food(353021)
Registered Nurses(291111)
Waiters and Waitresses(353031)
Bookkeeping, Accounting, and Auditing Clerks(433031)
Office Clerks, General(439061)
Janitors and Cleaners, Except Maids and Housekeeping
Cleaners(372011)
Aircraft Structure, Surfaces, Rigging, and Systems
Assemblers(512011)
Nursing Aides, Orderlies, and Attendants(311012)
Stock Clerks and Order Fillers(435081)
Team Assemblers(512092)
General and Operations Managers(111021)
Elementary School Teachers, Except Special
Education(252021)
Executive Secretaries and Administrative Assistants(436011)
Teacher Assistants(259041)
Laborers and Freight, Stock, and Material Movers,
Hand(537062)
First-Line Supervisors/Managers of Office and Administrative
Support Workers(431011)
Truck Drivers, Heavy and Tractor-Trailer(533032)
Aircraft Mechanics and Service Technicians(493011)
Sales Representatives, Wholesale and Manufacturing, Except
Technical and Scientific Products(414012)
First-Line Supervisors/Managers of Retail Sales
Workers(411011)
Construction Laborers(472061)
Secretaries, Except Legal, Medical, and Executive(436014)
296,660
8,620
7,310
7,180
$29,830
$18,830
$23,920
$16,240
6,240
$13,940
5,640
5,050
4,520
4,440
$49,410
$13,770
$27,900
$23,170
4,350
$18,790
4,310
$42,000
4,240
4,010
3,890
3,840
$21,780
$21,060
$26,690
$66,960
3,520
$41,270
3,500
3,450
$33,420
$21,110
3,440
$19,720
3,350
$36,810
3,350
3,040
$33,890
$51,640
3,020
$42,400
2,910
$31,700
2,810
2,750
$21,690
$24,410
Source: U.S. Bureau of Labor Statistics, Division of Occupational Employment Statistics,
ww.bls.gov/OES, May 2007. 1The May 2007 employment and wage estimates were calculated using data
collected in the November 2006, May 2006, November 2005, May 2005 and November 2004 surveys.
1
Estimates have not been released for every subgroup, so the subgroups in this table have the largest
employment of those for which estimates are available.
The table above shows the following:
• The three largest occupational employment subgroups are retail salespersons,
cashiers and customer service representatives.
28
•
•
Fewer than half (12) of the 25 largest occupational employment subgroups, which
comprise 19.3 percent of total Wichita MSA employment, have an annual median
wage of less than $25,000 compared with more than half (14) in the 2007 study.
The 25 largest subgroups comprise 35.9 percent of the total employment,
unchanged from the 2007 study.
Two of the 25 largest occupational employment subgroups, general and
operations managers and aircraft mechanics and service techincians, have annual
median wages of more than $50,000.
29
Table 4. Major Occupational Group Wage Estimates
May 20071 Wichita Metropolitan Area2 Wage Estimates
Major Occupational Group
Total, all Occupations(000000)
Management Occupations(110000)
Business and Financial Operations
Occupations(130000)
Computer and Mathematical
Occupations(150000)
Architecture and Engineering
Occupations(170000)
Life, Physical, and Social Science
Occupations(190000)
Community and Social Services
Occupations(210000)
Legal Occupations(230000)
Education, Training, and Library
Occupations(250000)
Arts, Design, Entertainment, Sports, and Media
Occupations(270000)
Healthcare Practitioner and Technical
Occupations(290000)
Healthcare Support Occupations(310000)
Protective Service Occupations(330000)
Food Preparation and Serving Related
Occupations(350000)
Building and Grounds Cleaning and Maintenance
Occupations(370000)
Personal Care and Service Occupations(390000)
Sales and Related Occupations(410000)
Office and Administrative Support
Occupations(430000)
Farming, Fishing, and Forestry
Occupations(450000)
Construction and Extraction
Occupations(470000)
Installation, Maintenance, and Repair
Occupations(490000)
Production Occupations(510000)
Transportation and Material Moving
Occupations(530000)
Mean
Hourly
Wage
$17.65
$39.63
Mean
Annual
Wage
$36,710
$82,420
Hourly
Median
Wage
$14.34
$34.65
Annual
Median
Wage
$29,830
$72,060
$26.08
$54,250
$24.64
$51,260
$28.09
$58,430
$26.99
$56,140
$31.87
$66,280
$30.72
$63,890
$24.09
$50,110
$22.56
$46,920
$17.90
$37,230
$17.21
$35,790
$32.64
$67,890
$23.77
$49,440
$19.08
$39,680
$18.47
$38,410
$17.85
$37,130
$16.19
$33,680
$28.86
$60,030
$22.58
$46,970
$11.01
$15.30
$22,910
$31,820
$10.48
$14.44
$21,790
$30,040
$7.92
$16,480
$7.16
$14,890
$10.19
$21,200
$9.31
$19,370
$9.71
$15.01
$20,190
$31,230
$8.79
$10.60
$18,280
$22,060
$13.80
$28,710
$12.83
$26,690
$11.28
$23,460
$9.68
$20,140
$17.06
$35,480
$15.71
$32,670
$20.10
$41,800
$20.19
$41,990
$16.83
$35,000
$15.81
$32,880
$13.75
$28,600
$11.50
$23,910
Source: U.S. Bureau of Labor Statistics, Division of Occupational Employment Statistics,
www.bls.gov/OES.
1
The May 2007 employment and wage estimates were calculated using data collected in the November
2006, May 2006, November 2005, May 2005 and November 2004 surveys.
2
Includes Butler, Harvey, Sedgwick and Sumner counties.
30
The table above shows the following:
• The annual median wage for all occupations in the Wichita MSA is $29,830, up
from 28,900 in the 2007 study and $27,880 in the 2006 study, while the median
hourly wage is $14.34, up from $13.89 and $13.41 in the 2007 and 2006 studies.
• The following major occupational groups have the highest median annual wage
and comprise 14.6 percent of the Wichita MSA total employment:
o Management
o Architecture and Engineering
o Computer and Mathematical
o Business and Financial Operations
o Legal occupations (replacing Life, physical, and social science occupations in
the 2007 study)
Comparing the table above with Table 1, the following major occupational groups with
median annual wages of less than $25,000 comprise 33.4 percent of the Wichita MSA
total employment, up from 32.5 percent of total employment in the 2007 study.
o Transportation and material moving
occupations
o Sales and related occupations
o Healthcare support occupations
o Farming, fishing, and forestry occupations
o Building and grounds cleaning and
maintenance occupations
o Personal care and service occupations
o Food preparation and serving related
occupations
31
Appendix C
Wichita Labor Basin 2008
32
Wichita Labor Basin
Labor Availability Analysis – 2008
Including a comparison to data from the
2006 and 2007 Labor Availability Analyses
Butler ● Cowley ● Harper ● Harvey ● Kingman ● Marion
McPherson ● Reno ● Sedgwick ● Sumner
Counties
Prepared For
The Center for Economic Development and Business Research
Wichita State University
By
The Docking Institute of Public Affairs
Copyright © October 2008
All Rights Reserved
Fort Hays State University
600 Park Street
Hays, Kansas 67601-4099
Telephone: (785) 628-4197
FAX: (785) 628-4188
www.fhsu.edu/docking
Gary Brinker, PhD
Director
Michael S. Walker, MS
Assistant Director
Jian Sun, PhD
Research Scientist
Leslie Paige, MS, EdS
Grants Facilitator
Joyce Wolfe, MS
Survey Center Manager
Lynette Pfeifer
Administrative Assistant
Mission:
To facilitate effective public policy decision-making.
The staff of the Docking Institute of Public Affairs and its
University Center for Survey Research are dedicated to
serving the people of Kansas and surrounding states.
Wichita Labor Basin
Labor Availability Analysis - 2008
Including a comparison to data from the
2006 and 2007 Labor Availability Analyses
Prepared By:
Michael S. Walker, M.S.
Assistant Director,
Docking Institute of Public Affairs
Prepared For:
The Center for Economic Development and Business Research
Wichita State University
Copyright © October 2008
All Rights Reserved
Table of Contents
List of Tables .............................................................................................................................. ii
List of Figures ............................................................................................................................ iii
List of Maps ............................................................................................................................... iv
Executive Summary ................................................................................................................... 1
The Wichita Labor Basin ............................................................................................................ 2
The Wichita Labor Basin’s Available Labor Pool ........................................................................ 3
Current Skills and Work Experiences ......................................................................................... 7
Educational Experience, Skills Self-Assessment, and Job Satisfaction .....................................11
Considerations for Employment ................................................................................................15
Wage Demands ........................................................................................................................18
Underutilization Among Available Labor Pool Workers..............................................................21
Entrepreneurship Among Available Labor Pool Non-Business Owners .....................................24
Union Membership ....................................................................................................................26
Comparative Analyses (2006, 2007, and 2008 Data) ................................................................29
Methodology .............................................................................................................................37
Explaining the Civilian Labor Force ...........................................................................................37
Defining the Available Labor Pool .............................................................................................37
Survey Research Methods ........................................................................................................38
Appendix I: Current Employment Status of ALP ........................................................................40
Appendix II: Hourly Wage to Annual Salary Conversion Chart ..................................................41
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page i
List of Tables
Table 1: Age, Gender, and Education Levels of Available Labor Pool ........................................ 5
Table 2: Major Occupational Categories of Available Labor ....................................................... 6
Table 3: Current Work Experience plus Previous Work or Training Experience ......................... 7
Table 4: Other Degree ..............................................................................................................12
Table 5: Job Satisfaction Among Working ALP and Non-ALP ...................................................14
Table 6: Available Labor by Commute Minutes .........................................................................15
Table 7: Desired Benefits and Current Benefits Offered ............................................................16
Table 8: Cumulative Wage Demands for Occupational Sectors ................................................19
Table 9: Cumulative Wage Demands Allowing Mobility between General Labor and Service
Sector................................................................................................................................19
Table 10: Highest Level of Education Achieved Among Underutilized .......................................22
Table 11: Highest Level of Education Achieved Among Potential Entrepreneurs ......................24
Table 12: Name of Union ..........................................................................................................26
Table 13: “Why Do You Belong to a Union?” .............................................................................27
Table 14: “Why Do You Not Belong to a Union?” ......................................................................28
Table 15: Population, CLF, Employed, ALP, and Unemployment Rate .....................................29
Table 16: ALP Occupation and Education Levels Comparison..................................................30
Table 17: Willing to Take Job Outside of Primary Field ............................................................30
Table 18: Available Labor by Commute Minutes .......................................................................31
Table 19: Importance of Benefits to Change Employment Comparison .....................................33
Table 20: Underutilized Workers and Education Level Comparison ..........................................34
Table 21: Entrepreneurship Propensity Comparison .................................................................35
Table 22: Labor Union Membership Comparison ......................................................................36
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page ii
List of Figures
Figure 1: The Available Labor Pool for the Wichita Labor Basin ................................................. 3
Figure 2: Occupational Sectors of Available Labor (Employed Only).......................................... 6
Figure 3: Current Work Experience plus Previous Work or Training Experience ........................ 8
Figure 4: Work Experience / Willing to Work in Field .................................................................. 9
Figure 5: Work Experience in Manufacturing or Processing Plant .............................................10
Figure 6: Work Experience in Distribution Center or Warehouse ...............................................10
Figure 7: Undergraduate College Major ....................................................................................11
Figure 8: Attending/Attended Technical School .........................................................................12
Figure 9: Technical Degree .......................................................................................................12
Figure 10: Skills Self-Assessment .............................................................................................13
Figure 11: Job Satisfaction among Working ALP ......................................................................13
Figure 12: Willing to Work Outside of Primary Field ..................................................................15
Figure 13: Available Labor by Commute Minutes ......................................................................15
Figure 14: Benefits Very Important to Change Employment ......................................................16
Figure 15: Willingness to Work 2nd Shift ....................................................................................17
Figure 16: Willingness to Work Weekend Shift ..........................................................................17
Figure 17: Available Labor by Hourly Wage (Controlling for Willing to Commute) .....................18
Figure 18: Employment Status of the Available Labor Pool .......................................................21
Figure 19: Underutilized Workers ..............................................................................................21
Figure 20: Reasons for Underutilization ....................................................................................22
Figure 21: Occupational Sectors of Underutilized Workers .......................................................23
Figure 22: Willing to Change Job to Better Use Skills/Education ...............................................23
Figure 23: Business-Ownership ................................................................................................24
Figure 24: “Seriously Thought About Starting Own Business?” .................................................24
Figure 25: Occupational Sectors of Potential Entrepreneurs .....................................................25
Figure 26: Strength of Desire to Own Business .........................................................................25
Figure 27: ”Do You Currently Belong to a Labor Union?” ..........................................................26
Figure 28: Union Members and Non-Union Workers .................................................................27
Figure 29: Available Labor Pool Comparison ............................................................................29
Figure 30: Available Labor by Commute Minutes Comparison ..................................................32
Figure 31: Available Labor by Commute Minutes Comparison – Expanded View......................32
Figure 32: Comparison of Wage Demands of the Willing-to-Commute......................................33
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page iii
List of Maps
Map 1: Wichita Labor Basin ....................................................................................................... 2
Map 2: Percent of Total Available Labor in Basin by Zip Code ................................................... 4
Map 3: Percent of Total Available Labor in Basin by Zip Code (Controlling for Willing to
Commute) .........................................................................................................................20
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page iv
Wichita Labor Basin
Labor Availability Analysis
Executive Summary
The Wichita Labor Basin includes Butler, Cowley, Harper, Harvey, Kingman, Marion,
McPherson, Reno, Sedgwick, and Sumner Counties in Kansas. The purpose of this report is to
assess the “Available Labor Pool” in this labor basin. The “Available Labor Pool” represents
those who indicate that they are looking for employment or would consider changing their jobs
for the right employment opportunity.
The Docking Institute’s independent analysis of this labor basin shows that:
•
The population of the Wichita Labor Basin is estimated to be 746,830. About 21% of the population
(or 159,265 individuals) are considered to be part of the Available Labor Pool (ALP).
•
Of the ALP, an estimated 16,631 (10.4%) non-working and 30,444 (19.1%) working individuals are
looking for new employment, while 12,403 (7.8%) non-working and 99,787 (62.7%) working
individuals would consider new and/or different employment for the right opportunities.
•
About three-quarters (74.4%) of the ALP has at least some college experience and almost all
(96.3%) has at least a high school diploma. The average age for members of the ALP is 44 years
old, and women make up about 51% of the ALP. Almost 19% indicate that they speak at least “a
little” Spanish.
•
An estimated 30,769 members of the ALP are currently employed as general laborers, while an
additional 13,452 work in government services or technical/high skill blue-collar occupations.
•
Majorities of ALP members report needing “no additional training” for a job requiring working in
groups or interpersonal skills (81%), writing (61%), and math (52%).
•
About 83% of the ALP indicates that they are “willing to work outside of their primary field of
employment for a new or different employment opportunity.”
•
Almost 24% of the members of the ALP will commute up to 45 minutes, one way, for an employment
opportunity. Almost 74% will commute up to 30 minutes for employment.
•
The most important desired benefits in order are good salary or hourly wage, good health benefits,
good retirement benefits, and on-the-job or paid training.
•
Among the ALP that are willing to commute the necessary distance to the labor basin center, an
estimated 45,980 people (28.9%) are interested in a new job at $16 an hour, 25,286 (15.9%) are
available at $12 an hour, and 5,989 (3.8%) are available at $8 an hour.
•
Of the 130,231 members in the subset of employed members of the ALP, 46,792 (36%) consider
themselves underutilized.
•
Of the 147,077 members in the subset of non-business owning members of the ALP, 57,234 (39%)
have seriously considered starting their own business.
•
Fourteen percent of the working respondents and the unemployed respondents seeking
employment are members of labor unions. More than 8% of the non-union members that work in
union shops plan to join a labor union at some time in the future.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 1
The Wichita Labor Basin
The Wichita Labor Basin includes ten counties located in south central Kansas (see
Map 1 below). The criterion used to include a county in this labor basin is whether it contains
communities from which, it can be reasonably assumed, individuals may commute to the center
of the labor basin (Wichita) for an employment opportunity. In the case of the Wichita Labor
Basin, it can be reasonably assumed that individuals may commute from one of the nine
neighboring counties (and within Sedgwick) because these counties contain: 1) communities
that are sufficiently isolated but with adequate transportation access leading to Wichita, and 2)
communities that are within an hour’s commute time to the center of the labor basin.
Map 1: Wichita Labor Basin
The Wichita Labor Basin has a total population of approximately 746,830, and a Civilian
Labor Force (CLF) of 397,683. There is an unemployment rate of 3.85%, and this research
effort suggests that there is an ample supply of available labor for a new employer and/or
expanded employment.
The Docking Institute’s analysis suggests that the basin contains an Available Labor
Pool (ALP) of 159,265 individuals. The ALP is composed of workers categorized as 1) currently
not working but looking for full-time employment, 2) currently employed (full- or part-time) and
looking for other full-time employment, 3) currently not working in any manner but willing to
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 2
consider full-time employment for the right opportunity, or 4) currently employed and not looking,
but willing to consider different full-time employment for the right opportunity. Please see the
Methodology section – page 37 – for more information about the Institute’s ALP analysis
methodology and the survey research methods used for this report.
The Wichita Labor Basin’s Available Labor Pool
This section of the report assesses the characteristics of the Available Labor Pool in the
Wichita Labor Basin by answering the following questions:
•
•
•
•
•
•
•
•
•
•
•
What proportion of the labor force – employed, unemployed, homemaker, student, retired, and
disabled – would seriously consider applying for a new full-time employment opportunity?
What skills do those who would consider a new employment opportunity have?
What type of jobs have these workers and potential workers had in the past?
What types of considerations (pay, benefits, commute time) shape their decision-making?
What are some of the characteristics of the general laborers, skilled blue-collar workers, service
and support workers, and professional white-collar workers?
What proportion of those workers among the Available Labor Pool is considered “underutilized“?
What are some of the characteristics of those underutilized workers?
What proportion of available labor pool members desire to pursue their own business?
What are some of the characteristics of these “potential entrepreneurs”?
What is the prevalence of union membership in the labor basin?
How do the results of this study compare with studies conducted in 2006 and 2007?
It is estimated that 16,631 (10.4% of the ALP) non-employed1 and 30,444 (19.1%)
employed individuals are currently looking for new or different full-time employment, and 12,403
(7.8%) non-employed individuals and 99,787 (62.7%) employed individuals would consider new
or different full-time employment for the right opportunities.
Figure 1: The Available Labor Pool for the Wichita Labor Basin
99,787
62.7%
110,000
100,000
90,000
Number
80,000
70,000
60,000
50,000
30,444
19.1%
40,000
30,000
20,000
16,631
10.4%
12,403
7.8%
10,000
0
Looking for FT, NonEmployed
Looking for FT,
Employed
FT Right Opportunity,
Non-Employed
FT Right Opportunity,
Employed
1
The terms “non-employed” and “non-working” refer to officially unemployed members of the Civilian Labor Force as
well as any non-employed/non-working full-time students, homemakers, retirees, and disabled individuals.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 3
Map 2 shows how each zip code in the basin compares to all other zip codes in terms of
the percent of total available labor in the Wichita Labor Basin. Each zip code is grouped into
one of five categories specified in the legend. The zip codes containing the most available labor
in the Wichita Labor Basin are located in Sedgwick County. Up to 5% of the available labor is
also located in zip code areas in Cowley, Harvey, Marion, McPherson, and Reno Counties. Up
to 2.49% of the available labor is located in zip code areas in Butler County.
Map 2: Percent of Total Available Labor in Basin by Zip Code
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 4
Table 1 shows the gender, age, and education levels of the 159,265-member ALP.
Slightly more than 50% percent are women, and the average age is about 44 years old. Most
(96.3%) have at least a high school diploma, almost three-quarters (74.4%) have at least some
college education, and more than a third (37.5%) have at least a bachelor’s degree.
Table 1: Age, Gender, and Education Levels of Available Labor Pool
Age
Range
Average
Median
Age in 2007
18 to 76
43
44
Gender
Female
Male
Total
Number
80,747
78,518
159,265
Percent
50.7
49.3
100
Highest Level of Education Achieved
Doctoral Degree
Masters Degree
Bachelors Degree
Associates Degree
Some College (including current students)
High School Diploma
Less HS Diploma
Total
Number
2,050
19,413
38,337
15,073
43,568
34,913
5,912
159,265
Percent
1.3
12.2
24.1
9.5
27.4
21.9
3.7
100
"Do you speak Spanish?"
"Yes"
Number
29,783
Percent
18.7
Speak Very Well
Speak Fairly Well
Speak Only a Little
5,093
3,395
21,295
17.1
11.4
71.5
100
Cumulative
Percent
1.3
13.5
37.5
47.0
74.4
96.3
100
These percentages
represent portions of
18.7%
Total numbers or percentages in table might not match those in text due to rounding.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 5
Table 2 shows the various occupational categories of the 159,265-member ALP.
General labor occupations represent 19.3% of the entire ALP, while high-skilled blue-collar jobs
make up 8.4%. Traditional service-related occupations represent 30.9% of the ALP, while
professional occupations represent 23% of the ALP.
Table 2: Major Occupational Categories of Available Labor
General Labor/Cleaning/Farm Labor/Delivery
Maintenance/Factory Work
Trucking/HEO/Other BC
Total General Labor
Gov't Service/Protective Service
Technician/Mechanic/Welder
Total Highly-Skilled Labor
Customer Service/Receptionist/Food Service
Clerical/Secretarial
Social Service/Para-Professional/Nursing
Office Manager/Small Business Owner/Other WC
Total Service Sector
Gov't & Business Professional/Sales
Educator/Counselor/Doctor/Attorney
Total Professional
Homemakers/Unemployed
Students
Retired/Disabled
Total Non-Employed
Total
Number
16,399
11,993
2,377
30,769
4,036
9,415
13,452
16,625
6,553
11,971
14,088
49,237
15,909
20,746
36,654
20,484
2,364
6,305
29,153
Percent
10.3
7.5
1.5
19.3
2.5
5.9
8.4
10.4
4.1
7.5
8.8
30.9
10.0
13.0
23.0
12.9
1.5
4.0
18.3
159,265
100
Years at Job
Mean
Median
6.7
3.7
10.3
8.1
7.5
7.0
8.2
6.3
9.9
4.1
10.7
11.3
10.3
7.7
5.8
3.2
11.3
7.9
8.6
6.0
11.7
10.0
9.4
6.8
10.6
9.0
14.2
11.0
12.4
10.0
n/a
n/a
n/a
n/a
n/a
n/a
Total numbers or percentages in table might not match those in text due to rounding.
Figure 2 shows the occupational sectors of the employed members of the ALP only.
The percentages shown in Figure 2 differ from those presented in Table 2 because the table
includes non-working ALP members. Appendix I provides a detailed list of occupations.
Figure 2: Occupational Sectors of Available Labor (Employed Only)
High Skilled
Labor
13,464
10%
General Labor
30,797
24%
Service
Sector
49,282
38%
Professional/
Sales
36,688
28%
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 6
Current Skills and Work Experiences
To gain perspective on the types of workers that are available for new and/or different
employment in the Wichita Labor Basin, survey respondents were asked questions assessing
work skills and previous work experience.
Table 3 and Figure 3 (next page) show the current employment status and previous
work or training experience of ALP members. Table 3 shows the number of workers currently
employed in various job categories, as well as the number of workers that have previous work
or training experience. The table also shows the sum of working ALP members currently
employed in a job category plus those that indicate previous training or experience in that
particular field.
It is estimated, for example, that 7,622 members of the ALP in the Wichita Labor Basin
are currently employed as general labor, construction, cleaners, and similar positions. An
additional 5,442 ALP members in the basin indicate previous employment experience or training
in one of those jobs, for a total of 13,064 individuals.
Table 3: Current Work Experience plus Previous Work or Training Experience
General Labor/Construction/Cleaning
Farm Labor/Ranch Hand/Landscaping
Delivery/Driver/Courier
Maintenance/Wiring/Plumbing
Factory Worker/Grain Elevator Op/Meat Packer
Truck Driver/Heavy Equipment Operator
Police/Fire/Postal/Military Enlisted
Lab or Medical Technician/Comp Technician
Mechanic/Welder/Carpenter/Electrician
General Customer Service/Retail/Reception/Food Service
Clerical/Secretary/Book-Keeper/Bank Teller
Para-legal/Para-pro/CNA/Day Care
Nurse/LPN/RN/Semi-skilled Social Service
Office Manager/Small Business Owner
Teacher/Instructor/Writer/Researcher
Sales/Marketing/Accounting
Govt, Non-Profit, or Bus Exec/Farm Owner/Military Officer
Counselor/Social Worker/Physician's Assistant
Professor/Doctor/Engineer/Attorney
Total
Current
Previous
Employment*
Work/Training*
Number
7,622
2,625
6,151
6,048
5,945
2,377
4,036
6,223
3,192
16,625
6,553
8,476
3,495
14,088
12,933
12,691
3,218
1,123
6,689
130,112
+
Number
5,442
728
1,066
2,120
20,164
1,583
5,963
4,520
8,185
18,016
12,835
5,219
2,528
7,310
3,852
7,954
372
2,557
2,190
112,606
Current plus Previous
=
Work or Training**
Number
13,064
3,354
7,218
8,168
26,109
3,960
9,999
10,743
11,378
34,642
19,388
13,695
6,023
21,398
16,785
20,645
3,590
3,681
8,879
* Retired, disabled, non-working students, homemakers are not included.
** An individual member of the ALP is counted only once within each employment category.
Total numbers or percentages in table might not match those in text due to rounding.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 7
Figure 3 shows the same information as that presented in Table 3, but in graphic format.
Many ALP members report current work experience or previous work/training as general
customer service workers, retail sales clerks, receptionists, waitresses, and similar positions
that often require face-to-face interaction with the public. There are 16,625 working ALP
members currently employed in this category and 18,016 previously employed/trained in this
category, for a total of 34,642 individuals.
Figure 3: Current Work Experience plus Previous Work or Training Experience
General Customer
Service/Retail/Reception/Food Service
16,625
Factory Worker/Grain Elevator Op/Meat
Packer
18,016
5,945
20,164
Office Manager/Small Business Owner
14,088
Sales/Marketing/Accounting
7,310
12,691
Clerical/Secretary/Book-Keeper/Bank Teller
7,954
6,553
12,835
Teacher/Instructor/Writer/Researcher
12,933
Para-legal/Para-pro/CNA/Day Care
3,852
8,476
General Labor/Construction/Cleaning
5,219
7,622
Mechanic/Welder/Carpenter/Electrician
3,192
5,442
8,185
Lab or Medical Technicial/Comp Technician
6,223
Police/Fire/Postal/Military Enlisted
4,520
4,036
Professor/Doctor/Engineer/Attorney
5,963
6,689
Maintenance/Wiring/Plumbing
6,048
Delivery/Driver/Courier
6,151
Nurse/LPN/RN/Semi-skilled Social Service
3,495
Truck Driver/Heavy Equipment Operator
2,377
2,190
2,120
1,066
2,528
1,583
Current Employment
Counselor/Social Worker/Physician's Assistant 1,123 2,557
Previous Work / Training
Govt, Non-Profit, or Bus Exec/Farm
Owner/Military Officer
3,218
Farm Labor/Ranch Hand/Landscaping
2,625
0
372
728
2,500
5,000
7,500
10,000
12,500
15,000
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
17,500
20,000
22,500
25,000
27,500
30,000
32,500
Page 8
35,000
In addition to collecting data regarding the current employment status and previous work
or training experience through a series of “open-ended” survey questions (the results of which
are shown in the previous table and figure), respondents were asked about the four specific
employment areas listed in Figure 4. Respondents were first asked if they had training or work
experience in a specific field and then if they would take a job in that field regardless of their
prior training or experience.
The figure indicates that 68% of the ALP (or an estimated 108,800 individuals) report
having training and/or experience in data entry with telephone operation, while fewer (44% or
about 69,600 individuals) would consider employment in that field. More than half (56%) of the
ALP (or an estimated 88,400 individuals) have training and/or experience in professional office
environments as office workers or administrative assistants, while more (57% or about 89,400
individuals) indicate that they would take a job in that field.
Less than half (43%) of the ALP (or an estimated 68,300 individuals) suggest that they
have training or experience working in a manufacturing plant, and about the same number have
training or experience in a distribution center or warehouse. More (45% and 47%, respectively)
would consider a job in these fields.
The third column shows the percent that have experience or training in a field and are
willing to work in that field again. The fourth column shows the percent that have experience or
training in a field and are willing to work in that field again and are “willing to commute the
necessary travel time” for a new or different job opportunity. “Necessary travel time” is defined
as a travel time stated by the respondent that is equal to or greater than the travel time
necessary for the respondent to commute to the center of the labor basin.
Figure 4: Work Experience / Willing to Work in Field
110,000
Has Experience
68%
Will Take Job In Field
Has Experience and Will Take Job
100,000
Has Experience, Will Take Job, Willing to Commute Necessary Travel Time
56% 57%
90,000
80,000
Number
47%
45%
44%
60,000
43%
43%
42%
70,000
34%
33%
32%
50,000
40,000
28%
25%
27%
24%
30,000
20,000
10,000
0
Data Entry with Phone
Admin. Assistant in Prof. Office
Manufacturing / Processing Plant
Distribution Center/ Warehouse
Type of Position
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 9
Survey respondents who indicated that they had worked in manufacturing and
processing and those that indicated that they had worked in distribution/warehousing were
asked additional questions to assess the type of work they performed at those jobs. Figures 5
and 6 show the responses to those questions.
Figure 5: Work Experience in Manufacturing or Processing Plant
Production,
Fabrication,
Assembly
35,974
53%
Maintenance,
Shipping,
Receiving
15,682
23%
Admin.,
Management,
Sales
16,595
24%
Figure 6: Work Experience in Distribution Center or Warehouse
Moving
Materials and
Loading
27,543
40%
Inventory
Control and
Scheduling
19,070
28%
Admin.,
Management,
Sales
21,769
32%
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 10
Educational Experience, Skills Self-Assessment, and Job Satisfaction
Respondents that had completed at least some college or are currently enrolled in a
community college, college, or university were asked to provide their major area of study.
Answer options included:
Social Sciences: Sociology, Psychology, Anthropology, Politics and Social Work.
Biological Sciences and Health: Biology, Agriculture, Nursing, Pre-med, Pre-vet and Human
Performance.
Physical Sciences and Engineering: Physics, Geology, Chemistry and Engineering.
Business and Economics: Management, Accounting, Finance, Marketing and Economics.
Education: Elementary and Secondary Teaching.
Computer Science and Math: Computer Programming or Technology, Networking, Web Design
and Math.
Arts and Humanities: Art, Music, History, Philosophy and Languages.
The figure below shows that the largest groups of ALP members indicate a major in
Business and Economics (35%), Education (17%), Biological Sciences (14%), or Social
Sciences (10%). Arts and Humanities, Physical Sciences, and Computer Science and
Mathematics each received 9%.
Figure 7: Undergraduate College Major
Computer
Science and Math
1,675
9%
Business and
Economics
6,825
35%
Physical Sciences
1,687
9%
Art and
Humanities
1,829
9%
Social Sciences
1,991
10%
Education
3,341
17%
Biological
Sciences
2,065
11%
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 11
All respondents that had completed at least some college were asked: “Are you
attending technical school now or have you received a technical degree?” Figure 8 shows that
13% of the respondents hold a technical degree or are working on one at the present time. A
majority (87%) of the respondents have not received a technical degree (or are not working on
one at the moment).
Figure 8: Attending/Attended Technical School
No
102,924
87%
Yes
15,516
13%
Respondents answering “yes” to the above question were asked if their degree or
education was in one of the fields shown in Figure 9. The table shows that 19% of the
respondents that are pursuing a technical degree or that have received a technical degree
indicate they are studying (or have studied) office skills, while another 18% are studying (or
have studied) information technology. Table 4 shows the responses to an “open-ended” followup question for those respondents selecting “other.”
Figure 9: Technical Degree
Plastics or
Composites
609
4%
Other
654
4%
Office Skills
Related
2,984
19%
Automotive
Technology
925
6%
Food Processing
2,422
16%
Information
Technology
2,738
18%
Aircraft/Avionics
Mechanic
2,616
17%
Computer-Aided
Design
2,568
16%
Table 4: Other Degree
Health Related
General Studies
Applied Science
Computers/Electronics
Carpentry
Welding
Legal Related
Other
Total
Number
212
85
85
76
59
34
25
76
654
Valid Percent
32.5%
13.0%
13.0%
11.7%
9.1%
5.2%
3.9%
11.7%
100%
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 12
Survey respondents were also asked questions assessing their need for training in
various skill areas that employers often desire. Figure 10 shows majorities of ALP members
report needing “no additional training” for a job requiring working in groups or interpersonal skills
(82%), writing (61%), and math (53%). Most report needing at least “some training” in computer
operations (62%), management (53%), and public speaking (51%).
Figure 10: Skills Self-Assessment
(Non-mutually Exclusive Responses)
Training in Interpersonal
Skills
Training in Writing
Training in Math
Training in Public
Speaking
Training in Management
Training in Computer Ops
0%
10%
20%
30%
40%
Need No Training
50%
60%
Need Some Training
70%
80%
90%
100%
Need Much Training
Figure 11 and Table 5 (next page) show responses to questions regarding job
satisfaction. The figure and table report responses from working survey respondents only. The
figure shows that about 52% of the working ALP respondents “strongly agree” with a statement
suggesting that they “enjoy the things I do,” while about 38% “mildly agree” with that statement.
Figure 11: Job Satisfaction Among Working ALP
(Non-mutually Exclusive Responses)
I Enjoy the Things I Do
Generally Positive Work
Env.
Reasonable Workload
I Receive Fair Pay
Fair Chance at Pay
Increases
Fair Chance at Promotion
0%
10%
20%
30%
Strongly Agree
40%
50%
Mildly Agree
60%
70%
Mildly Disagree
80%
90%
100%
Strongly Disagree
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 13
Table 5 shows combined “strongly agree” and “mildly agree” percentages only. The
table also shows the responses of ALP members and non-ALP members. The table shows that
91% of the working ALP members “strongly agree” or “mildly agree” with the statement
regarding “enjoying the things I do,” while slightly more than 95% of the survey respondents that
are working non-ALP members suggest the same.
The statement with the largest percentages of disagreement between ALP-members
and non-members is with regards to having a “reasonable workload.” Slightly more than 87%
of the working non-ALP respondents indicate that they “strongly agree” or “mildly agree” that
they have reasonable workloads, whereas about 9.2% fewer (78.2%) of the working ALPmembers feel the same way. Clearly, those workers who fit the definition of available labor
used in this study tend to be less satisfied with their current job than non-ALP respondents.
Table 5: Job Satisfaction Among Working ALP and Non-ALP
Strongly and Mildly Agree
ALP Only
Non-ALP Only
I Enjoy the Things I Do
Generally Positive Work Env.
Reasonable Workload
I Receive Fair Pay
Fair Chance at Pay Increases
Fair Chance at Promotion
Percent
89.3
86.6
78.2
74.3
67.8
54.5
Percent
94.9
94.6
87.4
80.9
74.3
63.1
Total numbers or percentages in table might not match those in text due to rounding.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 14
Considerations for Employment
An important consideration for many employers looking to locate or expand operations is
whether workers are willing to pursue new employment opportunities. Some workers may be
available for new employment but are unwilling to switch from their current job to a different type
of position. A large percentage of those unwilling to change their jobs, might limit the types of
employers that can enter the labor basin. This does not seem to be the case in the Wichita
Labor Basin, however. Figure 12 indicates that 131,884 (83%) members of the ALP are willing
to accept positions outside of their primary fields of employment.
Figure 12: Willing to Work Outside of Primary Field
Table 6: Available Labor by Commute Minutes
No:
27,381
17%
Yes:
131,884
83%
Table 6 and Figure 13 suggest that the
ALP in the Wichita Labor Basin is open to
commuting. Almost 24% of the members of the
Available Labor Pool will commute up to 45
minutes, one way, for an employment
opportunity, while almost three-quarters
(73.9%) will commute up to 30 minutes for
employment. Nearly all (96.3%) will travel up to
15 minutes for employment.
Number
585
20,709
21,023
21,898
37,391
42,975
47,242
117,626
122,574
142,651
153,446
156,563
159,265
More than 60 Minutes
Up to 60 Minutes
Up to 55 Minutes
Up to 50 Minutes
Up to 45 Minutes
Up to 40 Minutes
Up to 35 Minutes
Up to 30 Minutes
Up to 25 Minutes
Up to 20 Minutes
Up to 15 Minutes
Up to 10 Minutes
Up to 5 Minutes
Cumulative
Percent
0.4
13.0
13.2
13.7
23.5
27.0
29.7
73.9
77.0
89.6
96.3
98.3
100
Total numbers or percentages in table might not match those in text
due to rounding.
Figure 13: Available Labor by Commute Minutes
160,000
140,000
120,000
15 Minutes
153,446 (96.3%)
45 Minutes
37,391 (23.5%)
Number
100,000
30 Minutes
117,626 (73.9%)
80,000
60 Minutes
20,709 (13.0%)
60,000
40,000
20,000
0
5
10
15
20
25
30
35
40
45
50
55
60
65
Minutes
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 15
Figure 14 shows various benefits affecting the decisions of current workers to take a
different job and potential workers to take a new job. The four most important benefits are, in
order, good salary or hourly pay, good health benefits, good retirement benefits, and on-thejob or paid training. Each of these four benefits are desired by 80% or more of the survey
respondents. Good vacation benefits followed closely with about 78.9%.
Figure 14: Benefits Very Important to Change Employment
(Non-mutually Exclusive Responses)
Good Salary/Hourly Pay
Good Health Benefits
Good Retirement Benefits
OJT or Paid Training
Good Vacation Benefits
Flexible Hours/Flex-Time
Good Education Assistance
Transportation Assistance
0%
10%
20%
30%
40%
50%
60%
70%
80%
90% 100%
Percent "Yes"
Table 7 lists some of these benefits, as well as percentages of ALP members that are
currently offered these benefits. The figures in the left percent column show the estimated
percentages of all ALP members for whom a benefit is an important consideration in taking a
new or different job, while the figures on the right estimates the percentages of working
members of the ALP that are offered the benefit by their employers.
Table 7: Desired Benefits and Current Benefits Offered
Benefit Important
to Change Jobs
Good Health Benefits
Good Retirement Benefits
Good Vacation Benefits
Good Education Assistance
Flexible Hours/Flex-Time
OJT or Paid Training
Transportation Assistance
Benefit Currently
Offered*
Percent
Percent
85
84.2
78.9
53.9
69.9
80.8
32.4
87.1
80.8
75.1
54.7
54.7
77.7
14.3
* This column respresents responses from working ALP members only.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 16
Figures 15 and 16 show responses to two questions regarding work shifts.
Respondents were asked if they would be willing to work a 2nd or night shift for the right
opportunities, and if they would be willing to work on weekends for the right opportunities.
Figure 15 shows the responses to the first question, with 49% suggesting that they are not
willing to work a 2nd or night shift, while 51% indicate that they are willing to do so.
Figure 16 shows the response to the second question – whether or not respondents are
willing to work weekend shifts. The figure shows that 52% suggest that they are not willing to
work weekend shifts and 48% indicate that they are willing to do so for the right opportunities.
nd
Figure 15: Willingness to Work 2
No:
78,397
49%
Shift
Yes:
80,868
51%
Figure 16: Willingness to Work Weekend Shift
No:
82,349
52%
Yes:
76,916
48%
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 17
Wage Demands
To present an even more refined picture regarding the number of workers who would
seriously consider a new employment opportunity, the data in this section includes only those
respondents that are determined to be “willing to commute the necessary travel time” for a new
or different job opportunity. “Necessary travel time” is defined as a travel time stated by the
respondent that is equal to or greater than the travel time necessary for the respondent to
commute to the center of the labor basin. For example, a respondent that is willing to travel for
30 minutes, one-way, for a new or different job opportunity and that lives an estimated 15
minutes from Wichita is considered “willing to commute the necessary travel time” for a new job.
Data from these respondents are included in this section of the report.
Figure 17: Available Labor by Hourly Wage (Controlling for Willing to Commute)
100,000
90,000
80,000
Number
70,000
$12 an Hour
25,286 (15.9%)
60,000
$24 an Hour
81,122 (50.9%)
50,000
40,000
$20 an Hour
69,322 (43.5%)
$8 an Hour
5,989 (3.8%)
30,000
$16 an Hour
45,980 (28.9%)
20,000
10,000
0
$6
$8
$10
$12
$14
$16
$18
$20
$22
$24
$26
$28
$30
Figure 17 shows the wage demands for the ALP members that are “willing to commute.”
It is estimated that 81,122 people (or 50.9%) are interested in a new job at $24 an hour2.
Approximately 69,322 (or 43.5%) members of the labor pool that are “willing to commute” are
interested in new employment opportunities at $20 an hour, while 45,980 (28.9%) are interested
at $16 an hour. Additionally, about 25,286 people (15.9%) are interested in a new job at $12 an
hour and 5,989 (3.8%) at $8 an hour.
Figure 17 suggests the obvious: that the higher the wage, the larger the pool of available
labor. For example, 9,938 members of the ALP are available for a new or different job at $9.00
an hour. At $10.00 an hour, however, the size of the available labor increases to 16,093
members. This represents an increase of 6,145 individuals.
The graph also highlights various “wage preference plateaus” that may be of interest to
current and potential employers. A wage preference plateau is a situation in which an increase
in wage results in an insignificant or small increase in available labor. For example, 2,322
members of available labor are interested in a job at $7.00 an hour. At $7.50 an hour there are
an estimated 2,885 individuals available. So, while there is certainly an increase in the number
of available workers at this higher wage rate, the increase is estimated to be only 563
2
See Appendix II for an hourly wage/annual salary conversion chart.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 18
individuals. Additional wage plateaus can be seen between $15 and $15.50 (a 564-individual
increase) and between $12 and $12.50 (an 838-individual increase).
Table 8 shows the four main occupational sectors (employed only) of the ALP. The
table shows data representing each occupational sector independently and does not include
non-working ALP members. The table shows that 4% of the general laborers will take a new or
different job at a wage of $9 an hour, while 35% are available for new employment at a wage of
$15 an hour. Of the skilled laborers, 24% are available at a wage of $15 an hour and 3% are
available at a wage of $9 an hour.
Two percent of the service workers are available at a wage of $9 an hour, while 34% are
available at a wage of $15 an hour. Conversely, only 1% of the professional workers are
available at a wage of $15 an hour, while none are available at a wage of $9 an hour.
Table 8: Cumulative Wage Demands for Occupational Sectors
General Labor
( N= 81 ) (+/-
> $30
$30
$27
$24
$21
$18
$15
$12
$9
$6
Number
27,997
25,971
21,807
21,807
20,660
15,194
9,684
4,898
1,035
0
10.9% MoE)
Cumulative
100%
93%
78%
78%
74%
54%
35%
17%
4%
0%
High Skilled Labor
16.1% MoE)
( N= 37 ) (+/-
Number
12,774
9,679
8,999
7,284
6,628
4,568
1,725
345
345
0
Cumulative
100%
76%
70%
57%
52%
36%
14%
3%
3%
0%
Service Sector
( N= 122 ) (+/-
Number
41,949
36,128
35,403
31,963
30,272
22,090
14,062
5,423
1,035
0
8.9% MoE)
Cumulative
100%
86%
84%
76%
72%
53%
34%
13%
2%
0%
Professional/Sales
( N= 88.9 ) (+/- 10.4% MoE)
Number
30,660
14,777
11,972
6,204
4,499
1,035
345
0
0
0
Cumulative
100%
48%
39%
20%
15%
3%
1%
0%
0%
0%
Table 9 shows wage demand data for general labor and service sector workers that are
willing to change fields of employment and thus, are presumably potential workers for either of
these two sectors. Unlike Table 8, Table 9 allows a general laborer or service sector worker to
be classified in both sectors if he or she indicates a willingness to change fields of employment
(see Figure 12). Additionally, it is assumed that a non-working ALP member will take a job (all
things being equal) in either the general labor sector or the service sector.
High-skilled blue-collar workers and professional white-collar workers are excluded from
Table 9 because it is presumed that, as a general rule, people in occupations such as Doctors,
Lawyers, Engineers, Professors, Machinists, Electricians, etc… are unlikely to transfer into
Table 9: Cumulative Wage Demands Allowing Mobility between General Labor and Service Sector
Mobile General Labor
( N= 255 ) (+/-
> $30
$30
$27
$24
$21
$18
$15
$12
$9
$6
Number
71,749
65,412
64,546
58,038
55,690
42,547
31,195
18,659
5,989
564
6.1% MoE)
Cumulative
100%
91%
90%
81%
78%
59%
43%
26%
8%
1%
Mobile Service Sector
( N= 271 ) (+/-
Number
76,263
67,951
67,085
60,303
57,983
45,122
32,323
19,224
6,271
564
6.0% MoE)
Cumulative
100%
89%
88%
79%
76%
59%
42%
25%
8%
1%
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 19
lower-skilled general labor and service/support occupations. It is also presumed that, because
professional and highly skilled occupations require extensive education and/or training, lowerskilled general laborers and service sector workers are unable to transfer to higher-skilled labor
or professional positions - at least in the near term.
Map 3 shows how each zip code in the basin compares to all other zip codes in terms of
the percent of available labor in the Wichita Labor Basin that are willing to travel the necessary
commute time for a new or different job. Each zip code is grouped into one of five categories
specified in the legend.
Map 3: Percent of Total Available Labor in Basin by Zip Code (Controlling for Willing to Commute)
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 20
Underutilization Among Available Labor Pool Workers
Underutilization — individuals possessing skills and/or training levels that exceed the
responsibilities of their current job — is a significant issue in many communities. To assess
underutilization in the Wichita Labor Basin, employed members of the ALP were presented with
a scenario describing underutilization3. They were then asked a series of questions assessing if
they perceived themselves as underutilized because: 1) their skill level is greater than their
current job requires, 2) they possess higher levels of education than is required on the job, 3)
they earned a higher income at a similar job previously, or 4) they were limited in the number of
hours that they could work.
Of the 130,231 employed members of the ALP (shown in Figure 18), slightly less than
half answered “yes” to one or more of the questions presented above and are considered
underutilized. Figure 19 shows that the underutilized workers represent 36% (or 46,792
individuals) of the employed members of the ALP.
Figure 18: Employment Status of the Available Labor Pool
NonEmployed:
29,034
18%
Employed:
130,231
82%
Figure 19: Underutilized Workers
No:
83,439
64%
Yes:
46,792
36%
3
“Because of circumstances, some workers have jobs that do not fully match their skills, education, or experiences.
For example, a master plumber taking tickets at a movie theater would be a mismatch between skill level and job
requirements. Do you consider yourself an underutilized worker because….?”
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 21
Figure 20 shows the percentages of the positive responses (i.e., “yes” answers) to the
various measures of underutilization. About 31% of this subset of the ALP considers
themselves underutilized because they possess education levels exceeding those needed for
their current jobs, while 29% see themselves as underutilized because they have skills that are
not being used on the job. Nineteen percent had a previous but similar job that provided more
income, while about 12% indicate they are not able to work enough hours.
Figure 20: Reasons for Underutilization
(Non-mutually Exclusive Responses)
Underutilized for Education
Underutilized for Skills
Underutilized for Income
Underutilized for Hours
0%
5%
10%
15%
20%
25%
30%
35%
40%
Percent "Yes"
Table 10 and Figure 21 (next page) show some characteristics of the underutilized
members of the Available Labor Pool. Table 10 shows the education level of the underutilized
workers, with about 75% having at least some college education and 9% completing master’s
degrees. Comparing Table 10 to Table 1 suggests that the underutilized workers have slightly
higher education levels than the ALP as a whole. Table 1 – page 5 – shows that 74.4% of the
entire ALP have some college experience and 13.5% have completed master’s degrees.
Table 10: Highest Level of Education Achieved Among Underutilized
Doctoral Degree
Masters Degree
Bachelors Degree
Associates Degree
Some College
High School Diploma Only
Less HS Diploma
Total
Number
0
4,256
12,370
5,475
13,053
10,242
1,394
46,792
Percent
0.0
9.1
26.4
11.7
27.9
21.9
3.0
100
Cumulative
Percent
0.0
9.1
35.5
47.2
75.1
97.0
Total numbers or percentages in table might not match those in text due to rounding.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 22
Figure 21 shows that 35% of the underutilized workers are employed as general laborers
and 11% are employed as skilled blue-collar workers. The highest percentage of underutilized
workers are employed as service sector and support workers (39%), while fewer (15%) hold
professional positions.
Comparing Figure 21 to Figure 2 suggests that more general laborers and service
workers consider themselves as underutilized than do skilled laborers and professional workers.
Figure 2 shows that the subset of working ALP members consists of: 24% general laborers,
10% skilled-laborers, 38% service workers, and 28% professionals.
Figure 21: Occupational Sectors of Underutilized Workers
High Skilled
Labor
5,022
11%
General
Labor
16,451
35%
Service
Sector
18,300
39%
Professional/
Sales
7,019
15%
Respondents indicating that they were underutilized were also asked a follow-up
question addressing the willingness to change jobs in order for them to better utilize their skills
and/or education. Figure 22 suggests that many – 84% (or 39,187 individuals) – of the
underutilized workers are willing to change jobs to address underutilization.
Figure 22: Willing to Change Job to Better Use Skills/Education
No:
7,605
16%
Yes:
39,187
84%
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 23
Entrepreneurship Among Available Labor Pool Non-Business Owners
The desire for self employment may be another indicator of the types of workers
available in the labor basin. Figure 23 shows that of the 159,265-member Available Labor Pool,
8% own their own businesses.
Figure 23: Business-Ownership
No, Don't
Own
Business:
147,077
92%
Yes, Own
Business:
12,188
8%
Figure 24: “Seriously Thought About Starting
Own Business?”
No:
89,843
61%
Yes:
57,234
39%
The non-business owning members of the ALP (estimated to be 147,077 or 92% of the
entire ALP) were asked the question: “In the last few years have you seriously thought about
starting your own business?” Figure 24 shows that more than a third (39% or 57,234) of the
non-business-owning members of the ALP indicate that they had seriously considered this
option for new employment. This subset of the ALP can be considered potential entrepreneurs.
Table 11 and Figures 25 and 26 (next page) show some characteristics of the potential
entrepreneurs. Table 11 indicates that the education level of the potential entrepreneurs is
somewhat lower than the overall ALP, with more than a third (35%) holding at least a bachelor’s
degree and most (95.6%) having high school diplomas. (Table 1 – page 5 – shows 37.5% and
96.3% for bachelor’s degree and high school diploma, respectively).
Table 11: Highest Level of Education Achieved Among Potential Entrepreneurs
Doctoral Degree
Masters Degree
Bachelors Degree
Associates Degree
Some College
High School Diploma Only
Less HS Diploma
Total
Number
272
6,382
13,355
4,475
18,678
11,576
2,494
57,234
Percent
0.5
11.2
23.3
7.8
32.6
20.2
4.4
100.0
Cumulative
Percent
0.5
11.6
35.0
42.8
75.4
95.6
100.0
Total numbers or percentages in table might not match those in text due to rounding.
Figure 25 shows that 26% of the potential entrepreneurs are currently employed as
general laborers and that 13% are currently employed as skilled blue-collar workers. The
highest percentage is employed as service sector and support workers (37%), while nearly a
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 24
quarter (24%) hold professional positions. (For comparison, Figure 2 – page 6 – shows: 24%
general laborers, 10% skilled-laborers, 38% service workers, and 28% professionals.)
Figure 25: Occupational Sectors of Potential Entrepreneurs
Service
Sector
21,186
37%
High Skilled
Labor
7,298
13%
General
Labor
15,073
26%
Professional/
Sales
13,678
24%
Figure 26 suggests the strength of desire to own a business. Almost 60% of this subset
of the ALP indicate that they “Strongly Agree” with a statement asking if they “are willing to work
evenings or on weekends to make their business a success,” while almost 24% indicate that
they “Mildly Agree.” About 30% “Strongly Agree” with a statement asking if they “would rather
own their own business than pursue a promising career elsewhere,” while 41% “Mildly Agree.”
Twenty-four percent “Strongly Agree” with the statement “I would rather own my own
business than earn a higher salary working for someone else,” while another 32% “Mildly Agree”
with that same statement. When presented with the statement, “I am willing to have less
security for my family in order to operate my own business,” 14% strongly agreed and 17%
mildly agreed. More respondents disagreed with this statement than any other, with 33% mildly
disagreeing and 36% strongly disagreeing, for a total of 69% disagreement.
Figure 26: Strength of Desire for Own Business
Willing to Work
Evenings/Weekends
Own Bus. rather than
Promising Career Elsewhere
Own Bus. rather than Higher
Salary for Someone Else
Own Bus. Even if Less
Security for Family
0%
10%
20%
30%
Strongly Agree
40%
Mildly Agree
50%
60%
Mildly Disagree
70%
80%
90%
100%
Strongly Disagree
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 25
Union Membership
Union membership is an important issue for Wichita Labor Basin. The data presented in
this section represents all working respondents and unemployed respondents seeking
employment. Figure 27 shows that 14% of the respondents belong to a union.
Figure 27: “Do You Currently Belong to a Labor Union?”
Not
Member of
Union
86%
Member of
Union
14%
Respondents indicating union membership were asked to provide the name of the union
to which they belong. Table 12 shows responses to that question. The two unions best
represented by survey respondents are the International Association of Machinists and
Aerospace Workers and the Kansas National Education Association, followed by the United
Teachers of Wichita.
Table 12: Name of Union
International Association of Machinists and Aerospace Workers
Kansas National Education Association
United Teachers of Wichita
American Federation of Teachers
Service Employees International Union
International Association of Firefighters
Society for Professional Engineering Employees in Aerospace
Kansas Fraternal Order of Police
Communication Workers of America
International Brotherhood of Electrical Workers
Kansas Association of Professional Employees
AFL-CIO
American Postal Workers Union
International Brotherhood of Teamsters
United Steel Workers
Brick Layers and Allied Craft Workers
National Association of Letter Carriers
National Rural Letter Carriers' Association
United Association (Plumbers and Pipefitters)
United Federation of Teachers
American Association of University Professors
Global Communications International Union
United Transportation Union
Other/Undetermined
Refused
Total
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Frequency
Valid
Percent
28
22
14
7
6
5
5
4
4
4
4
3
3
3
3
2
2
2
2
2
1
1
1
11
1
20.0
15.7
10.0
5.0
4.3
3.6
3.6
2.9
2.9
2.9
2.9
2.1
2.1
2.1
2.1
1.4
1.4
1.4
1.4
1.4
0.7
0.7
0.7
7.9
0.7
140
100
Page 26
Figure 28 shows the responses to various contingency questions stemming from the one
shown in Figure 27. The questions and responses shown in light blue correspond with union
members, while the questions and responses shown in light grey correspond to workers that do
not currently belong to labor unions.
Of the workers that do not currently belong to unions, 21% indicate that their current
workplace is unionized. More than half (49%) of the respondents that are non-union members
but that are working in union shops indicate that they are eligible to join a union, and of those
eligible to join a union, 8.2% indicate that they plan to join a union in the near future.
Of the 14.3% that currently belong to unions, about 51% percent prefer to work in a
union shop, 4.5% would prefer to work in a non-union shop, and 44.1% suggest that it does not
matter if they work in a union shop or not. These figures contrast with those of non-union
members, with 7.6% preferring to work in a union shop and 38.4% preferring to not work in a
union shop. However, a majority (54%) of non-union members suggest that it does not matter
to them if they work in a union shop or not.
Figure 28: Union Members and Non-Union Workers
Currently Member of Union? (n=975)
Yes:
No:
Prefer to Work in Union Shop or NOT in Union Shop?
14.3%
85.7%
Is Current Workplace Unionized? (n=835)
Yes:
No:
20.9%
79.1%
Currently Member of Union
(n=139)
Prefer to work in union shop:
51.4%
Prefer to NOT work in union shop:
4.5%
Does Not Matter:
44.1%
Currently NOT Member
(n=843)
7.6%
38.4%
54.0%
Are you Eligible to Join a Union? (n=174)
Yes:
No:
49.0%
51.0%
Plan to Join the Union? (n=85)
Yes:
No:
8.2%
91.8%
Finally, respondents were asked open-ended questions inquiring as to why they do or do
not belong to a labor union. Tables 13 and 14 (next page) shows the responses to these
questions, with answer sets collapsed into answer options.
Table 13: “Why Do You Belong to a Union?”
Frequency
Protects/Provides Benefits and Wages
Provides Good Representation/Political Power
Provides Worker Protection/Job Security
Provides Legal Representation/Assistance
Tradition/Personal Belief in Supporting Labor
Required/Peer Pressure of Other Workers
Fights for Better Working Conditions/Worker Safety
Professional Collaboration
Total
44
18
27
10
11
9
4
3
126
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Valid
Percent
34.9
14.3
21.4
7.9
8.7
7.1
3.2
2.4
100
Page 27
Table 14: “Why Do You Not Belong to a Union?”
Frequency
Valid
Percent
33
21
21
20
16
16
15
11
7
20.6
13.1
13.1
12.5
10.0
10.0
9.4
6.9
4.4
160
100
Supports KS' "Right to Work" Laws/Opposes Unions
Union Not Available for Position/Job
Local Union Not Strong/Does Not Represent Well
Membership is Too Expensive
Union Not Needed at Respondent's Workplace
Had Unsuccessful Experience with Unions
Union Not Available at Workplace/KS is "Right to Work"
Uninformed/Lacks Knowledge about Unions
Afraid to Lose Job for Joining Union
Total
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 28
Comparative Analyses (2006, 2007, and 2008 Data)
The Docking Institute of Public Affairs conducted a similar labor study in the Wichita
Labor Basin in the spring of 2006 and summer of 2007. This section of the report will compare
some of the data collected in 2006, 2007, and 2008.
Table 15 shows population, civilian labor force, employment, and the ALP data
presented in the 2006, 2007, and 2008 reports. Updated population estimates from the US
Census Bureau were not available for 2008 when this report was written, so the total population
figures for 2007 and 2008 are the same. Bureau of Labor Statistics estimates for the Civilian
Labor Force (CLF) and number of employed and unemployed show an increase on 3.6% in the
CLF from 2006 to 2008 and the number of employed individuals as increasing by 4.9%. The
unemployment rate decreased during the past two years from 3.6% to 3.1%.
Table 15: Population, CLF, Employed, ALP, and Unemployment Rate Comparisons
2006 Study
Labor Basin Population
Civilian Labor Force
Employed
Available Labor Pool
2007 Study
2008 Study
% Change
742,202
382,541
364,704
154,098
746,830
397,683
381,402
155,111
746,830
396,201
382,696
159,265
0.6%
3.6%
4.9%
3.4%
3.6%
3.9%
3.1%
-0.5%
Unemployment Rate
Figure 29 shows the ALP for the Wichita Labor Basin in 2006, 2007, and 2008. The
percentage of ALP members indicating that they are employed and actively looking for full-time
employment decreased from 2006 to 2007 by 5.2% (from 23.2% to 18%) but then increased by
1.1% (18% to 19.1%) from 2007 to 2008. The percentage of ALP members that are employed
and available for the right opportunity increased from 2006 to 2007 by about 2%, but then fell by
2.7% from 2007 to 2008.
Figure 29: Available Labor Pool Comparison
97,906 101,380 99,787
63.5% 65.4% 62.7%
110,000
100,000
90,000
80,000
Number
70,000
60,000
50,000
35,825
23.2%
40,000
30,000
20,000
16,631
12,024 14,447 10.4%
7.8% 9.3%
30,444
27,879 19.1%
18.0%
8,343
5.4%
10,000
11,405
7.3%
12,403
7.8%
0
Looking for FT, NonEmployed
Looking for FT, Employed FT Right Opportunity, NonEmployed
2006
2007
FT Right Opportunity,
Employed
2008
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 29
Table 16 shows ALP occupation and education levels for the three study periods. The
table shows that there are about 11% fewer service workers in the 2008-ALP than in the 2006ALP. Alternatively, there are about 5% more general laborers and non-workers (each) in the
2008-ALP than in the 2006-ALP.
The overall education level of the Available Labor Pool stayed relatively stable from
2006 to 2008 when comparing cumulative percent figures, although about 4% additional ALP
members held bachelor’s degrees in 2006 than in 2008.
Table 16: ALP Occupation and Education Levels Comparison
2007 Study
2006 Study
Employment Sector
General Labor
Skilled Labor
Service
Professional
Non-Working
Percent of
Percent of
Percent of
Number
Percent
Wrkg ALP
Number
Percent
Wrkg ALP
Number
Percent
Wrkg ALP
22,747
13,546
64,374
33,113
20,319
14.8
8.8
41.8
21.5
13.2
17.0
10.1
40.0
24.4
N/A
31,217
14,586
51,360
31,381
26,567
20.1
9.4
33.1
20.2
17.1
24.3
11.3
40.0
24.4
N/A
30,769
13,452
49,237
36,654
29,153
19.3
8.4
30.9
23.0
18.3
23.6
10.3
37.8
28.2
N/A
Number
Percent
Percent
Number
Percent
Percent
Number
Percent
Percent
2,829
18,036
43,076
19,368
36,965
29,832
3,992
1.8
11.7
28.0
12.6
24.0
19.4
2.6
1.8
13.5
41.5
54.1
78.1
97.4
100
1,832
16,413
36,392
23,121
40,576
30,070
6,707
1.2
10.6
23.5
14.9
26.2
19.4
4.3
1.2
11.8
35.2
50.1
76.3
95.7
100
2,050
19,413
38,337
15,073
43,568
34,913
5,912
1.3
12.2
24.1
9.5
27.4
21.9
3.7
1.3
13.5
37.5
47.0
74.4
96.3
100.0
Education Level
Doctoral Degree
Masters Degree
Bachelors Degree
Associates Degree
Some College
High School Diploma
Less HS Diploma
2008 Study
Cumulative
Cumulative
Cumulative
Data from the three studies show that the percentage of the ALP indicating they are
willing to take a job outside their primary field decreased by 5.5% from 2006 to 2007 but then
increased by 6.7% from 2007 to 2008 (see Table 17).
Table 17: Willing to Take Job Outside of Primary Field
Yes
No
Total
2006 Study
Number
Percent
125,768
81.6
28,330
18.4
154,098
100
2007 Study
Number
Percent
117,995
76.1
37,116
23.9
155,111
100
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
2008 Study
Number
Percent
131,884
82.8
27,381
17.2
159,265
100
Page 30
Table 18 shows a comparison of “willingness to commute” for the three studies. The
cumulative percentages for the various commute minute categories are very similar for the 2006
and 2007 studies up to and including the “up to 30 minutes” category. The cumulative
percentages of the categories ranging from “up to 35 minutes” to “up to 60 minutes” suggests
that members of the 2007-ALP were willing to travel for longer periods of time for a new or
different job than are members of the 2006-ALP. Data from the 2008 study suggest that fewer
ALP members are willing to travel for longer periods of time when compared to the 2006 and
2007 ALPs.
Table 18: Available Labor by Commute Minutes
More than 60 Minutes
Up to 60 Minutes
Up to 55 Minutes
Up to 50 Minutes
Up to 45 Minutes
Up to 40 Minutes
Up to 35 Minutes
Up to 30 Minutes
Up to 25 Minutes
Up to 20 Minutes
Up to 15 Minutes
Up to 10 Minutes
Up to 5 Minutes
2006 Study
2007 Study
Cumulative
Cumulative
2008 Study
Cumulative
Number
Percent
Number
Percent
Number
Percent
2,559
21,237
21,519
22,689
46,704
53,012
55,561
121,168
126,095
144,681
149,838
152,305
154,098
1.7
13.8
14.0
14.7
30.3
34.4
36.1
78.6
81.8
93.9
97.2
98.8
100
2,963
28,026
28,026
29,895
50,689
55,775
58,669
121,278
126,947
144,251
151,063
153,945
155,111
1.9
18.1
18.1
19.3
32.7
36.0
37.8
78.2
81.8
93.0
97.4
99.2
100
585
20,709
21,023
21,898
37,391
42,975
47,242
117,626
122,574
142,651
153,446
156,563
159,265
0.4
13.0
13.2
13.7
23.5
27.0
29.7
73.9
77.0
89.6
96.3
98.3
100
Figure 30 (next page) shows the same information as that in Table 18, but in graphic
form. The figure highlights data from the 2007 study (red) and the 2008 study (blue), and shows
that fewer members of the 2008-ALP are willing to travel 35 minutes or more, one way, for a
new or different job opportunity when compared to the 2007-ALP. Figure 31 shows an
expanded portion of Figure 30.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 31
Figure 30: Available Labor by Commute Minutes Comparison
160,000
2006
140,000
2007
2008
120,000
Number
100,000
60 Minutes
28,026 (18.1%)
35 Minutes
58,668 (38%)
60 Minutes
20,709 (13.0%)
80,000
60,000
40,000
20,000
35 Minutes
47,242 (30%)
0
5
10
15
20
25
30
35
40
45
50
55
60
65
Minutes
Figure 31: Available Labor by Commute Minutes Comparison – Expanded View
2006
120,000
2007
2008
Number
100,000
35 Minutes
58,668 (38%)
80,000
60 Minutes
28,026 (18.1%)
60 Minutes
20,709 (13.0%)
60,000
40,000
35 Minutes
47,242 (30%)
20,000
0
20
25
30
35
40
45
50
55
60
Minutes
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 32
Concerning desired benefits to take a new or a different job, Table 19 shows that a good
salary is a very important benefit in all three studies. Good health benefits, good retirement
benefits, good retirement benefits, and on-the-job or paid training were valued by more than
80% of the respondents in all three study periods.
Table 19: Importance of Benefits to Change Employment Comparison
2006 Study
2008 Study
2007 Study
Percent Responding "Yes"
Good Salary/Hourly Pay
Good Health Benefits
Good Retirement Benefits
OJT or Paid Training
Good Vacation Benefits
Flexible Hours/Flex-Time
Good Education Assistance
Transportation Assistance
88.9
84.9
84.9
81.0
79.8
66.4
53.3
24.2
88.0
88.0
86.9
81.0
78.0
66.0
59.8
31.0
91.9
85.0
84.2
80.8
78.9
69.9
53.9
32.4
Figure 32 shows a comparison of the wage demands of the three study groups. The
figures shows data from only those respondents determined to be “willing to commute the
necessary travel time” for a new or different job opportunity. The wage demand line is similar
for the three studies, but diverge a bit around the $16 an hour range, with more members of the
ALP available for employment at that amount in 2007 (red) than in 2008 (blue).
Figure 32: Comparison of Wage Demands of the Willing-to-Commute
100,000
90,000
80,000
$16 an Hour
49,594 (45.3%)
70,000
Number
60,000
50,000
$10 an Hour
16,962 (15.5%)
40,000
$16 an Hour
45,979 (40.1%)
30,000
20,000
$10 an Hour
16,092 (14%)
10,000
2006
2007
2008
0
$6
$8
$10
$12
$14
$16
$18
$20
$22
$24
$26
$28
$30
Hourly Wage
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 33
Table 20 shows a comparison of the underutilized members of the ALPs for the three
study periods. The level of underutilization increase from 2006 to 2007, but stayed the same
from 2007 to 2008.
The three studies show trends with regard to the employment sector and perception of
underutilization. The 2007 study showed that a higher percentage of general labor workers
consider themselves as underutilized than the 2006 study, and this trend continued into 2008.
On-the-other-hand, fewer service workers consider themselves underutilized in 2008 than in
2007 and in 2006.
Increasing percentages of high-skilled laborers consider themselves underutilized
through the three year period, although by smaller increases. Professional workers made up a
larger percentage of underutilized workers in 2007 and 2008 than in 2006, but the percentage
dropped by .6% from 2007 to 2008.
A smaller percentage of underutilized workers held bachelor’s degrees in 2007 than in
2006, but this trend did not continue into 2008.
Table 20: Underutilized Workers and Education Level Comparison
2006 Study
Underutilized Workers
Will Change Jobs to
address Underutilization
2007 Study
2008 Study
Percent
Percent
Percent
31.6
81.9
35.9
83.0
35.9
83.7
Percent
Percent
Percent
23.5
8.8
54.7
13.1
32.1
9.4
43.0
15.6
35.2
10.7
39.1
15.0
Employment Sector
General Labor
Skilled Labor
Service
Professional
Education Level
Doctoral Degree
Masters Degree
Bachelors Degree
Associates Degree
Some College
High School Diploma
Less HS Diploma
Cumulative
Cumulative
Cumulative
Percent
Percent
Percent
Percent
Percent
Percent
0.4
11.7
27.0
13.5
28.2
16.8
2.4
0.4
12.1
39.1
52.6
80.8
97.6
100
1.4
6.9
25.3
20.4
23.0
19.2
3.7
1.4
8.3
33.7
54.1
77.1
96.3
100
0.0
9.1
26.4
11.7
27.9
21.9
3.0
0.0
9.1
35.5
47.2
75.1
97.0
100
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 34
Table 21 shows a comparison of the “potential entrepreneurs” from the three studies.
The percentage of non-business owning members of the ALP is the same from 2006 to 2007,
but increased by about 3.4% in 2008. The percentage of respondents that had seriously
considered starting their own business (i.e., the potential entrepreneurs) declined by about 8%
from 2006 to 2007, but then increased by 9.5 percentage points by the 2008 study.
The 2008 study shows a lower percentage of general labor potential entrepreneurs than
in 2007, but this percentage is higher than in 2006. Conversely, the 2008 study shows a higher
percentage of service workers than the 2007 study, but this percentage is lower than in 2006.
Table 21: Entrepreneurship Propensity Comparison
2006 Study
Non-Business Owners
Seriously Considered
Starting Own Business
2007 Study
2008 Study
Percent
Percent
Percent
88.9
37.2
88.9
29.4
92.3
38.9
Percent
Percent
Percent
21.8
11.1
43.8
23.3
29.2
16.6
35.6
18.6
26.3
12.8
37.0
23.9
Employment Sector
General Labor
Skilled Labor
Service
Professional
Education Level
Doctoral Degree
Masters Degree
Bachelors Degree
Associates Degree
Some College
High School Diploma
Less HS Diploma
Cumulative
Cumulative
Cumulative
Percent
Percent
Percent
Percent
Percent
Percent
1.1
12.4
25.3
13.2
28.8
17.3
1.9
1.1
13.5
38.7
52.0
80.8
98.1
100
0.7
8.5
18.7
17.5
30.9
17.8
5.9
0.7
9.2
27.9
45.3
76.3
94.1
100
0.5
11.2
23.3
7.8
32.6
20.2
4.4
0.5
11.6
35.0
42.8
75.4
95.6
100
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 35
Finally, with regard to labor union membership, Table 22 provides a comparison of key
questions asked of all working (and unemployed but job seeking) respondents to the 2006,
2007, and 2008 surveys. The table shows that the percentage of union members in 2008 is
about the same as in 2007 (14.3% and 14.5%, respectively), but that both of these years are
higher than in 2006 (10.5%).
About a fifth (20.9%) of the respondents work in union shops in 2008. This is similar to
2007 (19.3%) but higher that 2006 (15.9%). Similarly, about 3.4% more respondents in 2007
than in 2006 indicated that they work in union shops. The percentage of non-union members
indicating a desire to join a union in the near future is 2.7% higher in 2007 than in 2006.
Regarding the issue of preference for working in a union shop or not, the table shows
responses for union members and non-union members for the years 2006, 2007, and 2008. For
all three time periods, union members indicated a preference to work in a union shop and nonmembers showed a preference for not working in a union shop. However, in all three time
periods, more non-members indicated that it “does not matter” if they work in a union shop than
indicated that they prefer to not work in a union shop.
Table 22: Labor Union Membership Comparison
2006 Study
Currently a Union Member:
Workplace in Union Shop/Unionized:
Non-Member but Plan to Join Union:
Prefer to work in union shop:
Prefer to NOT work in union shop:
Does Not Matter:
2007 Study
2008 Study
Percent
Percent
Percent
10.5
15.9
5.7
14.4
19.3
8.4
14.3
20.9
8.2
Union
Non-
Union
Non-
Union
Non-
Member
Member
Member
Member
Member
Member
54.8
5.7
39.5
8.1
42.3
49.5
47.7
7.9
44.4
9.2
36.6
54.2
51.4
4.5
44.1
7.6
38.4
54.0
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 36
Methodology
The Wichita Labor Basin has a total population of approximately 746,830, and a Civilian
Labor Force (CLF) of 396,201. The Docking Institute’s analysis suggests that the basin
contains an Available Labor Pool (ALP) of 159,265 individuals.
Explaining the Civilian Labor Force
Traditional methods of assessing the dynamics of the labor force have concentrated on
what the Bureau of Labor Statistics (BLS) calls the Civilian Labor Force (CLF). The CLF
represents “the civilian non-institutional population, 16 years of age and over classified as
employed or unemployed.” The BLS defines “non-institutional civilians” as those individuals
who are not inmates in institutions and who are not on active duty in the Armed Forces; and
“unemployed civilians” as civilians available for work and who had “made specific efforts to find
employment” in the previous four weeks.
While a review of CLF statistics represents the starting point for understanding the labor
force in the Wichita Labor Basin, there are some limitations associated with these statistics.
These limitations occur because the CLF excludes individuals who may be willing and able to
be gainfully employed but have not made specific efforts to find employment in the last four
weeks. These individuals may include full-time students, homemakers, the unemployed who
are no longer seeking employment, military personnel who may be leaving military employment
in the near future and retired individuals who may be available for work but have not been
looking for work recently.
In addition, most new employers draw their workforce from those who are presently
employed, not those who are unemployed. As such, Census-based and BLS data (such as the
CLF) do not specifically address the possibility of workers moving from one industry to another
in search of other employment opportunities.
Defining the Available Labor Pool
An alternative to the CLF is the “Available Labor Pool4.” The Available Labor Pool is
composed of workers categorized as either 1) currently not working but looking for employment,
2) currently employed (full- or part-time) and looking for other full-time employment, 3) currently
not working in any manner but willing to consider employment for the right opportunity, and 4)
currently employed and not looking, but willing to consider different employment for the right
opportunity.
There are two key differences between the Civilian Labor Force and the Available Labor
Pool. First, the Available Labor Pool methodology expands the pool of potential workers by
including workers excluded from the CLF5. Secondly, the number of potential workers is then
4
The Available Labor Pool includes potential workers excluded from the CLF (such as full-time students willing to
take a job, homemakers who have not yet sought employment, military personnel who may be leaving military
employment in the near future, and retired individuals who may be willing and able to be gainfully employed).
5
The number that is added to the Civilian Labor Force is derived by taking from the survey the total number of fulltime students, homemakers, military, retirees, and long-term unemployed, who state that they are seeking or
available for employment and are within a reasonable commute distance to the center of the labor basin, and dividing
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 37
restricted to those workers who indicate they are looking for work or that are available for new
employment. The advantage of this methodology is that it allows researchers to examine those
members of the labor pool who have a propensity to consider a job opportunity given their
employment expectations. Even with these restrictions, it should be noted that, in practice, not
all members of the Available Labor Pool would apply for a new job opportunity. However, the
Available Labor Pool figure for a labor basin reveals to current employers and potential
employers better information about the quantity and quality of the labor pool than do Civilian
Labor Force data and unemployment statistics. The Available Labor Pool for the Wichita Labor
Basin includes 159,265 individuals. This represents a substantial number of workers and
potential workers for employers to draw upon in the Wichita Labor Basin.
Survey Research Methods
Data for the 2008 study were collected from a random digit telephone survey6 of adults
living in ten counties in south central Kansas: Butler, Cowley, Harper, Harvey, Kingman, Marion,
McPherson, Reno, Sedgwick, and Sumner. Surveying took place from July 8, 2008 to
September 23, 2008, using a Computer Assisted Telephone Interviewing (CATI) system. A total
of 4,333 households were successfully contacted during the data collection period, and a
randomly selected adult7 in each was asked to participate in the study. In 2,592 households the
selected adult agreed to be interviewed. This represents a cooperation rate of 59.8% and a
margin of error of +/-1.9%.
Survey respondents that were 65 years of age or older and retired or over 65 and not
working and not interested in a new or different job were not asked the entire battery of survey
questions and are not included in the analysis of this report. The remaining respondents (all
other working and non-working respondents) total to 1,506 and are considered eligible
respondents. Of the 1,506 cooperating and eligible respondents, 37.5% (or 565) indicated that
they were available for new or different full-time employment and/or were looking for a new or
different full-time job. This subgroup is considered the Available Labor Pool for the Wichita
Labor Basin. Responses from 565 individuals provides a margin of error of +/- 4.1%.
Data for the 2007 study were collected from a random digit telephone survey of adults
living in ten counties in south central Kansas: Butler, Cowley, Harper, Harvey, Kingman, Marion,
McPherson, Reno, Sedgwick, and Sumner. Surveying took place from June 26, 2007 to July
13, 2007, using a Computer Assisted Telephone Interviewing (CATI) system. A total of 4,233
households were successfully contacted during the data collection period, and a randomly
selected adult8 in each was asked to participate in the study. In 2,684 households the selected
this number by the total number of respondents. This quotient is then multiplied by the total number of people in the
labor basin who are 18 to 65 years old.
6
The telephone numbers were assembled by randomly generating suffixes within specific area codes and prefixes.
As such, unlisted numbers were included in this sample, minimizing the potential for response bias. Known business,
fax, modem, and disconnected numbers were screened from the sample in efforts to reach households only (and to
minimize surveyor dialing time). Up to eight attempts were made to contact each respondent during three calling
periods (10 AM to Noon, 2 PM to 4 PM, and 6 PM to 9 PM). Initial refusals were re-attempted by specially trained
“refusal converters,” which aided in the cooperation rate.
7
Surveyors requested to “speak with an adult over the age of 17 that has had the most recent birthday.”
8
Surveyors requested to “speak with an adult over the age of 17 that has had the most recent birthday.”
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
Page 38
adult agreed to be interviewed. This represents a cooperation rate of 63.4% and a margin of
error of +/-1.9%.
As in 2008, survey respondents that were 65 years of age or older and retired or over 65
and not working and not interested in a new or different job were not asked the entire battery of
survey questions and are not included in the analysis of this report. The remaining respondents
(all other working and non-working respondents) total to 1,679 and are considered eligible
respondents. Of the 1,679 cooperating and eligible respondents, 36.5% (or 612) indicated that
they were available for new or different full-time employment and/or were looking for a new or
different full-time job. This subgroup is considered the Available Labor Pool for the Wichita
Labor Basin. Responses from 612 individuals provides a margin of error of +/- 4.0%.
Data for the 2006 study were collected from a random digit telephone survey of adults
living in the same ten counties listed above. Surveying took place from March 1, 2006 to April
28, 2006, using the same CATI system. A total of 4,249 households were successfully
contacted during the data collection period, and a randomly selected adult in 2,432 households
agreed to be interviewed. The cooperation rate for the 2006 study was 57%, with a margin of
error of +/-2.0%.
As with the other studies, survey respondents that were 65 years of age or older and
retired or over 65 and not working and not interested in a new or different job were not asked
the entire battery of survey questions and are not included in the analysis of this report. The
remaining respondents (all other working and non-working respondents) total to 1,648, and
were considered eligible respondents. Of the 1,648 cooperating and eligible respondents, 38%
(or 628) indicated that they were available for new or different full-time employment and/or were
looking for a new or different full-time job. This subgroup is considered the Available Labor Pool
for the Wichita Labor Basin in 2006. Responses from 628 individuals provide a margin of error
of +/- 3.9%.
The study sponsors and Institute personnel agreed upon the survey items used, with the
former identifying the study objectives and the latter developing items and methodologies that
were valid, reliable, and unbiased. Question wording and design of the survey instrument are
the property of the Docking Institute. A detailed summary of the method of analysis used in this
report can be found in Joseph A. Aistrup, Michael S. Walker, and Brett A. Zollinger, “The
Kansas Labor Force Survey: The Available Labor Pool and Underemployment.” Kansas
Department of Human Resources, 2002.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
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Appendix I: Current Employment Status of ALP
General Labor/Construction/Cleaning
Farm Labor/Ranch Hand/Landscaping
Delivery/Driver/Courier
Maintenance/Wiring/Plumbing
Factory Worker/Grain Elevator Op/Meat Packer
Truck Driver/Heavy Equipment Operator
Police/Fire/Postal/Military Enlisted
Lab or Medical Technician/Comp. Technician
Mechanic/Welder/Carpenter/Electrician
Other Blue Collar
General Customer Service/Retail/Reception/Food Service
Clerical/Secretary/Book-Keeper/Bank Teller
Para-legal/Para-pro/CNA/Day Care
Nurse/LPN/RN/Semi-skilled Social Service
Office Manager/Small Business Owner
Teacher/Instructor/Writer/Researcher
Sales/Marketing/Accounting
Govt, Non-Profit, or Bus Exec/Farm Owner/Military Officer
Counselor/Social Worker/Physician's Assistant
Professor/Doctor/Engineer/Attorney
Other White Collar
Homemaker
Full-Time Student
Unemployed
Retired
Disabled
Total
Current Employment
Status of ALP
Number Percent
7,622
4.8
2,625
1.6
6,151
3.9
6,048
3.8
5,945
3.7
2,377
1.5
4,036
2.5
6,223
3.9
3,192
2.0
0
0.0
16,625
10.4
6,553
4.1
8,476
5.3
3,495
2.2
14,088
8.8
12,933
8.1
12,691
8.0
3,218
2.0
1,123
0.7
6,689
4.2
0
0.0
8,172
5.1
2,364
1.5
12,312
7.7
5,137
3.2
1,168
0.7
159,265
100
Total numbers or percentages in table might not match those in text due to rounding.
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
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Appendix II: Hourly Wage to Annual Salary Conversion Chart
Hourly Wage
$5.00
$5.50
$6.00
$6.50
$7.00
$7.50
$8.00
$8.50
$9.00
$9.50
$10.00
$10.50
$11.00
$11.50
$12.00
$12.50
$13.00
$13.50
$14.00
$14.50
$15.00
$15.50
$16.00
$16.50
$17.00
$17.50
$18.00
$18.50
$19.00
$19.50
$20.00
$20.50
$21.00
$21.50
$22.00
$22.50
$23.00
$23.50
$24.00
$24.50
$25.00
$25.50
$26.00
$26.50
$27.00
$27.50
$28.00
$28.50
$29.00
$29.50
Annual Salary
Hourly Wage
$10,400
$11,440
$12,480
$13,520
$14,560
$15,600
$16,640
$17,680
$18,720
$19,760
$20,800
$21,840
$22,880
$23,920
$24,960
$26,000
$27,040
$28,080
$29,120
$30,160
$31,200
$32,240
$33,280
$34,320
$35,360
$36,400
$37,440
$38,480
$39,520
$40,560
$41,600
$42,640
$43,680
$44,720
$45,760
$46,800
$47,840
$48,880
$49,920
$50,960
$52,000
$53,040
$54,080
$55,120
$56,160
$57,200
$58,240
$59,280
$60,320
$61,360
The Docking Institute of Public Affairs, Wichita Labor Basin Study  2008
$30.00
$30.50
$31.00
$31.50
$32.00
$32.50
$33.00
$33.50
$34.00
$34.50
$35.00
$35.50
$36.00
$36.50
$37.00
$37.50
$38.00
$38.50
$39.00
$39.50
$40.00
$40.50
$41.00
$41.50
$42.00
$42.50
$43.00
$43.50
$44.00
$44.50
$45.00
$45.50
$46.00
$46.50
$47.00
$47.50
$48.00
$48.50
$49.00
$49.50
$50.00
Annual Salary
$62,400
$63,440
$64,480
$65,520
$66,560
$67,600
$68,640
$69,680
$70,720
$71,760
$72,800
$73,840
$74,880
$75,920
$76,960
$78,000
$79,040
$80,080
$81,120
$82,160
$83,200
$84,240
$85,280
$86,320
$87,360
$88,400
$89,440
$90,480
$91,520
$92,560
$93,600
$94,640
$95,680
$96,720
$97,760
$98,800
$99,840
$100,880
$101,920
$102,960
$104,000
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