Delaware Valley InnoVatIon network

December 2008

talent Gap analysis report Preparing Our Workforce for the Evolving Life Science Industry

PennsylvaniaNew Jersey

Delaware

Berks

Lancaster

Chester

Delaware

New CastleSalem

Cumberland

GloucesterCamden

Montgomery

Philadelphia

Bucks

Mercer

Burlington

Mission of the Delaware Valley Innovation Network

To accelerate the transformation of the life science industry in the tri-state, 14-county region into an internationally recognized center for excellence. DVIN will attract resources to support research, industry and human capital development.

Ta b L E O f C O N T E N T S

Overview 1

Phase I Talent Demand analysis 5

Phase II Talent Supply analysis 10

Phase III Talent Gap analysis and Recommendations 18

Talent Gap Analysis Report PRePARING OuR WORkfORce fOR The eVOlVING lIfe ScIeNce INDuSTRy

Diagram 1

The DVIN Region

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PennsylvaniaNew Jersey

Delaware

Berks

Lancaster

Chester

Delaware

New CastleSalem

Cumberland

GloucesterCamden

Montgomery

Philadelphia

Bucks

Mercer

Burlington

OverviewTheTalentGapAnalysisReportwasconductedbytheDelawareValleyInnovationNetwork(DVIN),whosemissionistoacceleratethetransformationofthelifescienceindustryinthetri-state,14-countyregionthroughenhancedworkforcetrainingprograms(Diagram 1).1 TheDVINinitiativeisfundedbytheU.S.DepartmentofLaborthroughtheWorkforceInnovationinRegionalEconomicDevelopment(WIRED)initiative.

TheTalentGapAnalysisReportisdesignedtoidentify,evaluateandprioritizecurrentandanticipatedgapsintheregion’slifescienceworkforce.TheDelawareValleyregioncanusethisReporttoaddressthesegapsthrougheducationandoutreach,humancapitaldevelopment,andregionalcollaborationandknowledgesharing.TheTalentGapAnalysisReporthasalreadyplayedaninstrumentalroleinbringingtogetherkeypartnersinthisdiversetri-state,14-countyregionincludinglifesciencecompanies,workforceandtraininginstitutions,universitiesandcommunity

1 DVIN’s tri-state, 14-county region includes: New Castle (DE); burlington, Camden, Cumberland, Gloucester, Mercer, Salem (NJ); and berks, bucks, Chester, Delaware, Lancaster, Montgomery, Philadelphia (Pa).

collegesandeconomicdevelopmentpolicymakers.Whilemanylifesciencestudieshavebeenconductedindependentlyintheregion,thisisthefirstcomprehensivestudythatspecificallyevaluatestheworkforcedemandsofthelifescienceindustry,andthesupplyandtheabilityofregionalworkforce,andtheeducationandtraininginstitutionstodeliveracompetitiveworkforcetotheindustry.

TheDelawareValleyrepresentsoneofthetoplifesciencehubsinthecountry.DVINrecognizesthatcontinuousscientificandtechnologicaladvancementrequiresaskilledworkforcetoensurethatcompaniesremaincompetitiveandworld-class.Asthelifescienceindustryexpandsandistransformedbynewtechnologies,newskillsandcompetenciesarerequiredforthisevolvingworkforce.Torespondtotheseneeds,DVINhascommissionedthisTalentGapAnalysisReporttobetterunderstand,expand,andrefinetheregion’sworkforcepipelineforthelifescienceindustry.

continuous scientific and technological advancement requires a skilled workforce to ensure that companies remain competitive and world-class.

2 2 The list of reports and studies reviewed and analyzed as part of this Talent Gap analysis Report can be found on DVIN’s website www.delawarevalleyinnovationnetwork.com.

DVINhasdefinedlifesciencestoincludebiotechnology,pharmaceuticals,medicaldevices,medicalequipmentandresearchanddevelopment.ThecontentinthisTalentGapAnalysisReportpertainsspecificallytothesesectorswhicharedesignatedbythecorrespondingNorthAmericanIndustryClassificationSystem(NAICS)codeslistedin (Diagram 2).

ThisTalentGapAnalysisReportwasinitiatedtohelptheregionassesshowthetalentneedsofitslifescienceindustryarechangingandhowtheworkforcesystemshouldadaptasaresult.TheTalentGapAnalysisReportconsistsofthreephases:Phase I: Talent Demand Analysis; Phase II: Talent Supply Analysis;andPhase III: Talent Gap Analysis and Recommendations.

In Phase I, atalentdemandanalysiswasconductedtoassesscurrentandfutureworkforceneedsintheDVINregion’slifescienceindustry.Adata-drivenapproachwasadoptedusingbothquantitativedataandqualitativedataobtainedfrominterviewswithregionallifesciencecompanies.RegionalandnationallifesciencereportsandstudieswerealsothoroughlyreviewedforthisTalentGapAnalysisReporttobenefitfrompreviousinsightgarneredintheseindependentreports.2Analysisofeconomicand

workforcedatawasthenusedtoidentifywhichoccupationsrankmostimportanttotheregion’sevolvinglifescienceindustry,aswellaswhichskillsandcompetencieswereemergingasimportantcomponentstoacompetitiveworkforce.The Phase I: Talent Demand Analysis providesaclearpictureofperceivedworkforceshortages,skillgaps,traininggapsandoverallcurrentandfutureworkforcerequirementsoftheindustry.

In Phase II, atalentsupplyanalysiswasconductedtoprovideasnapshotoftheeducationalandoccupationalpipelineforDVIN’slifescienceindustry.ThisTalentSupplyAnalysisconsistsofthreemajorcomponents:TheLifeScienceCareerLattice,theLifeScienceProgramInventoryandCollaborativeLifeScienceTrainingModels.

TheLifeScienceCareerLattice,acareerpathwaysdocument,mapsjobfamiliesandprovidesinformationonkeylifescienceoccupationsintheDVINregion.TheLifeScienceCareerLatticewasdevelopedbycustomizingregionalandnationalcareerpathwaysidentifiedinpreviousresearch.InputfromindustryrepresentativesfromregionalfirmswasusedtovalidatetheLifeScienceCareerLattice.

Pharmaceutical and Medicine Manufacturing

electromedical and electrotherapeutic Apparatus Manufacturing

DVIN’s life Science Definition for the purposes of the DVIN Talent Gap analysis Report, the following industries were included:

Analytical laboratory Instrument Manufacturing

Irradiation Apparatus Manufacturing

Medical equipment and Supplies Manufacturing

Testing laboratories

Research and Development in Biotechnology

Physical, engineering, and biological research (except biotechnology)

NAIcS code

Diagram 2

3254 334510 334516 334517 3391 54138 541711 541712

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TheLifeScienceProgramInventorydocumentsthepostsecondaryeducationalprogramswithintheregiondesignedtopreparethecurrentandfuturelifescienceworkforce.AftercompilingapreliminarylistofaccreditedinstitutionsfromtheDepartmentsofEducationinDelaware,NewJerseyandPennsylvania,eachoftheseinstitution’sacademicofferingsweresurveyedtoidentifytheirlifescienceprogramsintheDVINregion.

InterviewswithindustrymembersanddiscussionswitheducationstakeholdershelpedindentifyexemplaryprogramsthroughouttheregionwhicharelistedintheCollaborativeLifeScienceTrainingModelsdocument.Theseprogramsareexamplesofregionalcollaborationamongeducationalinstitutionsandindustrythatcontinuetomeetthelifescienceindustry’sworkforceneedsandserveasmodelsonhowtosatisfyemergingandexistingworkforceneeds.

Phase III: Talent Gap Analysis and Recommendations representsthe“heart”oftheTalentGapAnalysisReportandprovidesworkforceinformationthatcomparesthedocumentedindustryneedsfromPhase I: Talent Demand AnalysistotheinfrastructureofsupplyintheregionasdocumentedinPhase II: Talent Supply Analysis. AdditionalresearchtoclarifyandsupplementfindingsfromPhase I andPhase II wasgatheredduring Phase III. Webinarsandfocusgroupinterviewswereconductedwithrepresentativesfromeducationalinstitutionsandotherworkforcetrainingproviderstodiscussthefindingsandtoelicittheirfeedback.Thisincludedperceptionsofexistingworkforcetrainingbarriers.ThefindingsoftheTalentGapAnalysisReportspanalloccupationalcategoriesforthelifescienceindustryandfocusparticularlyonoccupationsthatwillresultinthelargestnumberofnetnewjobsandnewandemergingoccupationsthatwillimpactthegrowthandsuccessofthelifescienceindustryinthefuture.

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TheTalentGapAnalysisReportcomesatanimportanttimefortheregion’slifescienceindustry.Afterseveralyearsofjoblosses,decliningpatentcreationratesandshrinkingventurecapitalinvestments,thefutureoftheindustryfacesastateofchange.Drugdiscoveryhasbecomemorechallenginginrecentyears,astheefficacyofsomenewdrugshasbeencalledintoquestion,andtheFoodandDrugAdministrationhasadoptedmorestringentregulations.Inaddition,patentexpirationshavethreatenedthesustainabilityofrevenuestreamsformanylargecompanies.CompetitionfromcompaniesindevelopingcountrieshasaddedtotheinstabilityintheU.S.lifescienceindustry,andreducedfederalfundinginlifesciencesthreatensinnovationandcompetitivenessintheregion.

Asaresult,aparadigmshifthasoccurredthroughouttheentirelifescienceindustry.Largecompaniesnowlooktosmallercompaniestoformpartnershipsthroughoutthediscovery-design-deliverycontinuum.Medium-sizecompaniesmanagemultiplefacetsoftheprocesstobringnewdrugsanddevicestothemarket,whilesmallerstart-upstakeonsignificantriskandinvestmenttocreatethenextgenerationofproductsandintellectualpropertyfor

ultimateacquisitionbylargercompanies.Fromtheoutside,theindustryappearstobeturnedupsidedown,jobgrowthinlargecompaniesisflatordeclining,whilesmallercompanieshavetheagilityandflexibilitytocapturenewmarketsandopportunities(Diagram 3).Tobecomemoreentrepreneurial,small-tomedium-sizecompanieshaveempoweredworkerstotakeonbroadanddiverseresponsibilitieswithinthecompany,acrossalllevelsofworkers.Thisnewindustryenvironmentpresentsopportunity,riskandpotentialrewardforbothcompaniesandworkers.

Thelifescienceindustryandindividuallifesciencecompaniesareevolvingquickly.Asaresult,thelifescienceworkermustevolveaswell.ThisTalentGapAnalysisReportaimstoidentifyhowthelifescienceworkforcemustevolveinordertostaycompetitive,forthebenefitoftheemployer,oftheindividualworkerandoftheindustryasawhole.OngoingcollaborationamongDVIN’spartnersisvitalfortheregiontosuccessfullystaycompetitiveinthe21stcentury.ThefullbodyofresearchoftheTalentGapAnalysisReportcanbefoundontheDVINwebsite:www.delawarevalleyinnovationnetwork.com

Job growth in large companies is flat or declining, while smaller companies have the agility and flexibility to capture new markets and opportunities.

Diagram 3

the life Science Industry Paradigm Shift

Small- and medium- Size companies

big companiesSource: Economy Strategies, LLC

Jobs

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Inordertobetterunderstandtheworkforceneedsoflifesciencecompanies,ageneralmarketanalysisofthelifescienceindustrywasconductedatbothanationalandregionallevel.Onthenationallevel,severalkeytechnologiesaredrivingtransformationwithinthelifescienceindustry.Theseincludenewnanotechnologyapplicationsinmedicine;improvedimagingtechnologiesfordiagnostics;arisingimportanceofinformationtechnologyindrugdiscoveryandresearch;newdeviceimplanttechnologies;andfastergenesequencingtechnologies.

Numerousdemand-sidefactorswillaffectthelong-termgrowthofthelifescienceindustry.Thesefactorsincludeagingpopulationsandincreasinglongevity;growingmarketsandwealthindevelopingcountries;increasingurbanizationandspreadofdisease;andgrowingmarketsforbio-basedproductssuchasbioplasticsandbiofuels.

LifescienceindustrytrendsintheDVINregionwereexaminedtogainabetterunderstandingofpastandfutureemploymenttrends.Thepastfiveyearsreflectashiftintheregionfrommanufacturingtoresearch,andwhilesomemanufacturingreboundisexpected,manyuncertaintiesremain,particularlyforlargepharmaceuticalcompanies.Anothersignificantshifthasbeenthetransferofgrowthfromlargecompaniestosmallerentrepreneurialcompanies.Thisalsoreflectsnewrisk-sharingbusinessmodelswherelargecompaniesacquireorpartnerwithsmallercompaniesinthedevelopmentofnewproducts.

Aforecastfortheregionpointstoareboundinlifescienceindustryjobgrowthrepresentinga4.2%increaseinadditionaljobsoverthenextfiveyearsafteradeclineof0.5%overthepreviousfiveyears.

PhaseThe life science industry is expected to gain additional jobs over the next five years, a 4.2% increase.

I Talent Demand analysis

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Growthinlifescienceswillonlyslightlyoutpacetherestoftheregionaleconomy,whichisexpectedtogrowby3.7%overthenextfiveyears.Medicaldevicesareexpectedtogrowsignificantlywhilepharmaceuticalmanufacturingandresearchserviceswillhavemoremoderateemploymentgrowth (Diagram 4).

Despitepastemploymentdeclines,theDVINregioncontinuestobeanationalleaderinlifesciences,particularlyinpharmaceuticalswhereitsemploymentconcentrationpercapitais30%greaterthanthenationalaverage.3Theregionalsomeasuresstrongly

intermsofitscapacityforfutureinnovationandgrowth,withapatentconcentrationtwicethenationalaverageinpharmaceuticals.4Theregioniswell-financedforthefuturegrowthofsmallcompanies,withaconcentrationofventurecapitaltwicethenationalaverageforbothbiotechnologyandmedical/lifesciencetechnology.5Adedicatedandcompetitiveworkforcepipelineisneededintheregioninordertomaintainitsstrengthintheseareasandtoensurethatcurrentassetsinintellectualpropertyandstart-upfinancingareleveragedtodrivegrowthinthelifescienceindustry.

3 New Economy Strategies, LLC using data from Economy.com 4 New Economy Strategies, LLC using data from 1790 analytics 5 New Economy Strategies, LLC using data from Thompson financial

2003 employment

employment Growth Trends (in thousands)

Diagram 4

2008 employment 2013 Projected employment

Research Services

Medical Devices

Pharmaceuticals*

Medical equipment*

36.3

18.9

2.8

8.7

1.6

.3.8

31

24.8

8.6

3.1

1.5

.3.9

1.9

.3.8

8.7

37.7

20

2.8

Source: NES based on data from USbLS and Economy.com

5 year Growth17.3% - 8% 1% 3%2003-2008 -12% 9% -24%

3.7% - 2% 0% 15%2008-2013 0% 20% 6%

Testing laboratories

Research & development in physical, engineering, and life sciences

Irradiation Apparatus Mfg.

Analytical laboratoryInstrument Mfg.electromedical & electrotherapeutic Apparatus Mfg.

Total-.5%

4.2%

*Note: Includes companies that manufacture in the region. Companies that are early stage design or offshore models are included in Research Services.

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Inconductingtheoccupationalanalysis,DVINselectedasubsetof88occupations,includedinDVIN’sdefinitionoflifesciences,employedbycompaniesinthetri-state,14-countyregion.Thissubsetoflifescience-relatedoccupationsrepresents52%ofallworkersemployedbytheindustry,anddoesnotincludeadministrativeorsalespositions.Aforecastofalllifesciencejobswasmeasuredtounderstandfutureworkforceneeds.TheDVINregioncanexpectatotalof10,149jobopeningsinthelifescienceindustryoverthenextfiveyears;2,790netnewjobopenings,and7,359replacementjobopenings(Diagram 5).

Occupationsinthesciences(biology,chemistryandphysics),production,engineeringandIT(computer,software)areexpectedtocreatealargeshareoftotalnewjobsinthelifescienceindustry,whiletechnicianjobswillaccountforarelativelysmallshare.Inaddition,thetotalnewjobopeningswithinDVIN’slifescience-relatedoccupationswillrepresent62%ofthetotaljobopeningsby2013,upfrom52%in2008.Thegrowthinthepercentageoflifescience-relatedoccupationsinthenextfiveyearsindicatesthathighlyskilledlifescience-relatedworkerswillbecomemoreimportanttothelifescienceindustryinthefuture.

forecast of Occupations

Diagram 5

2008 Occupations

Employment Employment NetNew Replace- TotalJob LifeScienceRelatedOccupations 2008 2013 Jobs mentJobs Openings Biology/chemistry/Physics 10,332 10,954 622 1,464 2,086

Production/Repair 9,576 9,927 351 867 1,218

computer/Software 5,066 5,397 331 529 860

Industrial/electro/Mechanical engineers 5,603 5,899 296 660 956

clerks/Writers 1,490 1,542 52 192 244

Technicians (lab/clinical) 2,070 2,111 41 183 224

Math/Statistics 526 544 28 71 99

Total life Science-Related Occupations 34,663 36,384 1,721 3,996 5,687

All Occupations in the life 66,600 69,390 2,790 7,359 10,149 Science Industry

NetnewjobsrepresenttheoverallgrowthinthenumberofpositionsinanoccupationReplacementjobsrepresentthenumberofpeopleleavingtheoccupationduetocareeradvancement,retirement,orcareerchangeTotaljobopeningsareacombinationofnetnewjobsandreplacementjobsbetween2008and2013

Source:NewEconomyStrategies,LLCbasedondatafromtheU.S.BureauofLaborStatistics

***

***

9,576 9,927

10,954

5442,111

5,899

5,397

life Science-Related Occupations 34,663

life Science-Related Occupations 36,384

Other Occupations in Life Science Industry33,006

* ** ***

Biology/chemistry/PhysicsProduction/Repaircomputer/SoftwareIndustrial/electro/Mechanical engineersclerks/WritersTechnicians (lab/clinical)Math/StatisticsOther Occupations in life Science

2013 Occupations

Other Occupations

in Life Science Industry

31,937

1,490 1,542

10,332

5262,070

5,066

5,603

8

The Top 10 Job Creators (Diagram 6),whicharethecurrentoccupationsinmostdemandbythelifescienceindustryandcreatethelargestnumbersofjobs,alsodrawheavilyfromascience,engineeringandITbackground.Onlyoneoccupationisaproductionposition,teamassemblers.Thisreflectsageneraldeclineinthedemandforamanufacturingworkforceandariseindemandforaresearch-relatedworkforce.

Asasupplementtothequantitativedataanalysis,inputwasgatheredfromlifesciencecompaniesthroughinterviewsandfocusgroupsinordertogaininsightintocurrentandfutureworkforceneedsforregionalemployers.Interviewswithindustryreinforcednationalandregionaldata:growthisexpectedtooccuratsmall-andmedium-sizecompanies.Inaddition,theinterviewsprovidedinsightastohowthisgrowthimpactsthetalent,skillsandcompetenciesneededwithintheirlifesciencecompanies.

Intheinterviews,companieswereaskedtoidentifythelifescienceoccupationsmostdifficulttofillandthenon-technicalandtechnicalskillsmostdifficulttofind.Whendiscussingoccupations,someinterviewsrevealedaneedforcontinuedaccesstoproductionworkers.Alargernumberofinterviewsidentifiedbioinformatics,financialoperations,medicalscience,microbiology/biochemistry,qualityassurance,regulatoryaffairs,andtechnicalwritingasthemostdifficultoccupationstofill(Diagram 7).AswiththeTop10JobCreators,theseoccupationsidentifiedasmostdifficulttofillrequireahighlevelofeducationorspecializedtraining.

Whendiscussingthenon-technicalandtechnicalskillsthatweremostdifficulttofind,theinterviewsrevealedthatthenon-technicalskillsincludedpeopleskills,entrepreneurialskills,teamwork,leadership,andcommunicationskills.Keytechnicalskills

occupationsemployment

2008Growth‘08-’��

net newJobs

replacementJobs

total Jobopenings

Medical scientists**** 2,080 7.5% 155 322 477

computer software engineers, applications 910 14.1% 128 66 194

Industrial engineers 837 14.5% 121 101 222

Biological technicians 1,660 7.3% 121 296 417

computer software engineers, systems software 1,062 8.7% 92 78 170

chemists 1,954 3.9% 77 258 335

computer systems analysts 723 8.7% 63 96 159

Biochemists and biophysicists 796 7.3% 58 81 139

Team assemblers 1,487 3.5% 52 155 207

chemical technicians 1030 4.4% 45 172 217

Top Ten Job creatorsDiagram 6

******

* Net new jobs represent the overall growth in the number of positions in an occupation

** Replacement jobs represent the number of people leaving the occupation due to career advancement, retirement, or career change

*** Total job openings are a combination of net new jobs and replacement jobs between 2008 and 2013

**** This occupation does not include epidemiologists

Source: New Economy Strategies, LLC based data from the U.S. bureau of Labor Statistics

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difficulttofindincludedresearch-focuseddatabaseskillsandsoftware-controlledinstrumentexperience(Diagram 8).

Acommonthreadthroughouttheinterviewswasanemphasisonatransformationofskillsandcompetenciesinthelifesciences.Companiesdemandedscientificexpertiseinareassuchasbiologyandchemistrycombinedwithleadershipandcommunicationskills.Aboveall,employersemphasizedthatflexibilityandadaptability(sustainedbycross-traininginscienceandnon-technicalskills)areessentialforthesuccessofbothindividualsaswellastheoveralllifescienceindustryintheDVINregion.Theseflexibleworkerswillbeexpectedtohavetheskillsthatallowthemtomeetthediversityofresponsibilitiesneededbygrowingsmall-andmedium-sizelifesciencecompanies.Evidencefromthedataandfrominterviewsunderscoresashiftinthelifescienceindustry.Thelifescienceindustryisshiftingtowardgrowthinsmallercompanies,andtowardnewskillsandcross-trainedcapabilitiesthatareattheintersectionofscience,businessandtechnology.Workersmustnowhavebothscienceandnon-technicalskillsandbeadaptabletochange.Newskilldemandsbycompanies,pluslackofcareerstability,meansthattoday’slifescienceworkersmustexpandbeyondtraditionalscienceeducation.

non-technical and technical Skills most Difficult to Find

» communication skills

» creativity/people skills

» Diversity of knowledge

» entrepreneurial skills

» flexibility

» horizontal teamwork

» leadership

» Research focused database skills

» Software controlled instrument experience

Diagram 8

Source: New Economy Strategies, LLC based on industry interviews in the DVIN region

Source: New Economy Strategies, LLC based on industry interviews in the DVIN region

Diagram 7

life Science occupations most Difficult to Fill

» Biostatistics/informatics, database administration

» financial operations

» Medical scientists, chemists, medical affairs

» Microbiologists/biochemists

» Production/process workers

» Quality assurance

» Regulatory affairs

» Technical writers

The life science industry is shifting toward growth in smaller companies, and toward new skills and cross trained capabilities that are at the intersection of science, business and technology.

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WhilePhase I: Talent Demand AnalysisofthisReportanalyzesthecurrentandfuturetalentdemand,Phase II: Talent Supply Analysis examinesthecurrenteducationalandtrainingresourcesavailabletomeetthecurrentandfuturedemand.TodocumentthejoboccupationscurrentlyavailableintheDVINregion’slifescienceindustry,researchonjobfamiliesandjobtitleswasgatheredfromsourcesincludingtheUSDepartmentofLabor,BIOCOM,theBiotechnologyBenchmarkCompensationReport,andBio-Link.Theresultingworkforcetool,theLifeScienceCareerLattice,waspresentedtoregionlifesciencecompaniestovalidate.TheregionallifescienceeducationalprogramsintheLifeScienceProgramInventoryweredocumentedthroughextensiveresearchofpubliclyavailableinformationoftheregion’saccreditedpostsecondaryeducationalandtraininginstitutions.Inordertoprojectpotentialfutureprogrammaticgapswithintheeducationalsystem,twoyearsofthemostrecentprogramcompletiondata(2004-2006)fromtheIntegratedPostsecondaryEducationDataSystem(IPEDS)wascompiledandcomparedtotheoccupationalforecastsinPhase I: Talent Supply Analysis.

life Science career latticeTheLifeScienceCareerLatticeisaneffectivetoolfornavigatingcareerpathwaysinthelifescienceindustry.TheCareerLatticeservesasaresourcetorepresentativesoflifesciencecompaniesandeducationalinstitutionswhoprovideinformationtopotentialworkersaboutcareerpathsandopportunitiesinthelifesciences.TheCareerLatticeincludes52jobtitlesfromthe88lifescienceoccupationsidentifiedinthe Phase I: Talent Demand sectionofthisReport.6

The52jobtitleswereorganizedintoninejobfamilies.Theorderofthejobtitlesreflectscommoncareerpathwayswithineachjobfamily (Diagram 9).Lifescienceworkersdonotalwaysfollowthedelineatedjobtitleprogressionswithinthesejobfamilies,andtheymaymovefromonejobfamilytoanother.Diagram 10isanexamplefromtheLatticerepresentingthebioinformatics/datamanagementjobfamily.Eachjobtitlehasajobdescription,requirededucationandexperience,andasalaryrange.ThecompleteLifeScienceCareerLatticecanbefoundatDVIN’swebsitewww.delawarevalleyinnovationnetwork.com.

PhaseTalent Supply analysisII

6 Not all 88 life science-related occupations are included in the Lattice because multiple occupations can be found under one title or some of the occupations were not used consistently by industry.

MANufAcTuRING

reSearch DIScoVery

MeDIcAl AffAIRS/eDucATION ��

Drug Safety coordinator

clinical Research Associate (Medical Devices)

clinical Research Associate

Medical Writer

Senior clinical Research Associate

Senior Medical Writer

Drug Safety Writer

clInIcal DeVeloPment

clinical/Scientific Programmer Analyst

clinical Data Associate

Biostatistics Associate

Bioinformatics Scientist

Bioinformatics Manager

BIOINfORMATIcS/DATA MANAGeMeNT

Biomedical Technician

Instrumentation/calibration Technician

Occupational health and Safety Specialist/engineer

Safety Manager

FacIlItIeS

Process Development Operator

Process Development Technician

Process Development engineer (Medical Devices)

Process Development Associate

Process Development Scientist/engineer

PRODucT/PROceSS DeVelOPMeNT

Glasswasher

Greenhouse Assistant

laboratory Assistant

Animal Technician

Research Assistant

Research Associate

Senior Research Associate

Principal Research Associate

Veterinarian

Molecular Modeler

Post Doctorate Scientist

DocumentationReGulATORy

QuAlITy

Director of Quality

Quality Assurance Documentation Specialist

Quality control Analyst

Quality control Technician

Validation Specialist

Production /external Trainer

Diagram 9

life Science career lattice occupations

Job TitleJOB fAMIly

Packaging Technician

Material handler

Team Assembler

Manufacturing Technician

Aseptic fill Technician

Assay Analyst

Manufacturing Associate

Manufacturing Instrumentation/calibration Assoc.

Production Planner Scheduler

Biochemical Development engineer

logistics/Supply-chain Manager

Senior Manufacturing Associate

Manufacturing Scientist/engineer

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Diagram 10

example of life Science career lattice

Bioinformatics/Data Management

title Description education and experience Salary range

clinical/Scientific Programmer analyst Designs,develops,evaluatesandmodifiescomputerprogramstoanalyzeandevaluate BSincomputerscience,engineeringor $63,000-$82,000 clinicaldata;recognizesinconsistenciesandinitiatesresolutionofdataproblems; relatedscientificdisciplineand0-3years providesexpertiseinthedesignanddevelopmentofclinicaltrials,protocols, ofrelatedexperience andcasereportforms

clinical Data associate Ensuresthevalidityofclinicaltrials,formatstrialsforstatisticalpurposes;responsible BSand1-3yearsclinicaldatamanagement $39,000-$53,000 forsettingupdatabases,trackingandmanagingdatafromallclinicaltrialsites;works experience;databasemanagementexperience withsupervisorstoestablishproceduresfordatareviewandentry,andassistsinthe ishelpful reviewofdata

biostatistics associate Providesstatisticalsupportforclinical,pre-clinical,andotherdesignatedprojectswithin BSand10yearsofexperienceorMSand $79,000-$91,000 clinicaldevelopment;providesaccuratedatatoobtaintimelyregulatoryagency 5-7yearsofexperienceorPhDand2years approvalofproducts industryexperience

bioinformatics Scientist Developsalgorithmsforintegratingfunctionalknowledgeaboutgenestohelpscientists MSorPhDinbioinformatics,statistics, $84,000-$94,000 analyzeandinterpretgeneexpressiondata;assistsindevelopingsoftwaretoautomate biochemistry,computationalchemistryor dataretrievalandanalysis;workswithscientistsacrossorganizationtodevelop relatedfieldand1-4yearsindustryexperience statisticalmethodsforgeneanalysis

bioinformatics manager Directsthedesign,development,implementation,andmaintenanceofthebioinformatics PhDand4-6yearsofexperience $112,000-$125,000 functionandoverallresearchcomputingcapability;overseesthecomputational infrastructureandcontrolstheflowofsamplesandinformationforlarge-scalestudies; providestheorganizationwithbothshort-andlong-terminformationmanagement strategiesthatwillhelptheorganizationmeetitsbusinessobjectivesbydevelopingan informaticsdatabasestrategy,includingtheincorporationoflargedatabasesfrom collaborations,strategicalliances,andresearcheffortswhiledevelopingandmaintaining applicationssystemsforthemanagementandanalysisdata;developsnovelinformatics tools,andexploitsemergingWebtechnologies;providesWeb-basedbioinformaticsand accesstopublicandproprietaryrelationaldatabases;developsandappliescomputational tools;buildsandmanagesastaffofinformationsystemsprofessionalsandworksin collaborationwithdrugdiscoveryprojectteams;mayreporttoanotherarea,suchas researchdiscovery,marketing,orbusinessdevelopment

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Postsecondary life Science educationThetri–state,14-countyDVINregionishometomanycollegesanduniversitieswithworldrenownedprogramsthatprovideeducationandtraininginlifesciences.DVINcreatedaLifeScienceProgramInventorythatincludes241lifescienceprogramsrepresenting56accrediteddegree-grantingeducationalinstitutions.Thesedocumentedprogramsfallintothefollowinglifescience-relatedacademicareas:biologicalandbiomedicalsciences;pharmaceuticalsciencesandadministration;animalsciences;business,marketingandmanagement;engineering/technology;multi/interdisciplinary;andsomeprogramsinhealthandclinicalsciences.7TheLifeScienceProgramInventorydoesnotincludegeneralbiologyandgeneralchemistryprograms.8ThecompleteLifeScienceProgramInventorycanbefoundonDVIN’swebsite, www.delawareinnovationnetwork.com.

InadditiontothetraditionalprogramsdocumentedwithintheLifeScienceProgramInventory,interviewswithindustryandoutreachtohighereducationandlifescienceassociationsyieldedseveralexamplesofregionaltrainingcollaborationsthatexistbetweeneducationalinstitutionsandindustryatthepostsecondarylevel.Industry-academiccollaborativetrainingpreparesstudentsforfurtherstudyandeventualemploymentinthelifescienceindustryandhighlightsinnovativeinter-institutionalapproachestomeetingindustry’sspecializedneeds.AlistofthesecollaborativetrainingmodelsintheregioncanbefoundonDVIN’swebsite,www.delawareinnovationnetwork.com. Thesemodelscanserveastemplatesforfutureprogramstomeetexistingoremergingindustryworkforceneeds.

availability of life Science educational ProgramsTheregion’slifescienceeducationalprogramsoffermuchdiversity.

The life Science Program Inventory includes 241 life science programs representing 56 accredited degree-granting educational institutions.

However,accesstotheseprogramsisnotevenlydistributedthroughouttheDVINregion.Thisissueofgeographicaccessibilityisexacerbatedbystructuralfactorsincludingdifferencesinthestates’highereducationpoliciesandpractices,financialissuessuchasout-of-statetuitionandinter-institutionalreciprocityandcollaborationagreements.

PhiladelphiaCountyoffersthemostprograms(111)followedbyMontgomeryCounty(23),MercerCounty(21)andNewCastleCounty(18)(Diagram 11).Thesethreelattercountieshaveahigherthannationalaverage(27%)oftheirover25yearsofagepopulationwithBachelor’sdegrees.Generally,theareaswiththeleastlifescienceprogramsalsohavethelowestpopulationsandeducationalattainmentlevelsinthetri-state,14-countyregion.Cumberland,SalemandGloucestercountieseachhavefewerthanfivelifescienceprograms,educationalattainmentlevelsbelowthenationalaverageandfewerthan2,000lifescienceworkerspercounty.TheexceptiontothisruleisBurlingtonCounty.AlthoughBurlingtonCountyhasahigheducationalattainmentrate(31.2%ofpeopleover25yearsoldpossessaBachelor’sdegree)andover2,000lifescienceworkersresidingwithincountylimits,thecountycurrentlyoffersonlytwolifescienceprograms.

PhiladelphiaCountyalsodivergesfromsomeoftheaforementioneddemographictrends.Thoughithasthehighestpopulationamongall14countiesandalargenumberoflifescienceprograms,onlyonelifescienceprogramisavailablebelowthebaccalaureatelevel.Sinceonly20.7%ofpeopleage25andoverholdaBachelor’sdegree,difficultiesmayariseinbuildingarobustlifescienceworkforcepipelinefortheadultpopulationasadultlearnerstypicallyenterpostsecondaryeducationthroughtwo-yearorcommunitycollegeprograms.

8 General biology and general chemistry programs were not included in the Life Science Program Inventory because they are academic offerings commonly found throughout the Delaware Valley region.

7 Through healthcare falls outside DVIN’s life science industry definition, selected health and clinical programs were included in the Life Science Program Inventory because positions in both healthcare and life science industries are viable career options.

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PennsylvaniaNew Jersey

Delaware

Berks

Lancaster

Chester

Delaware

New CastleSalem

Cumberland

GloucesterCamden

Montgomery

Philadelphia

Bucks

Mercer

Burlington

Diagram 11

Life Science Educational Programs by County Bucks• 7 programs• 1 general biology• 2 general chemistry

Montgomery• 23 programs• 8 general biology• 4 general chemistry

Philadelphia• 111 programs• 9 general biology• 9 general chemistry

Berks• 11 programs• 4 general biology• 4 general chemistry

lancaster• 9 programs• 3 general biology• 3 general chemistry

chester• 9 programs• 3 general biology• 3 general chemistry

Delaware• 15 programs• 9 general biology• 6 general chemistry

New castle• 10 programs• 2 general biology• 1 general chemistry

Salem• 3 programs• 0 general biology• 0 general chemistry cumberland

• 0 programs• 0 general biology• 0 general chemistry

Gloucester• 1 program• 2 general biology• 1 general chemistry

camden• 11 programs• 1 general biology• 1 general chemistry

Burlington• 2 programs• 0 general biology• 0 general chemistry

Mercer• 21 programs• 2 general biology• 3 general chemistry

Delaware

New Jersey

Pennsylvania

Programs = Life science programs in the Life Science Program Inventory excluding general biology and general chemistry programs

Source:LifeScienceProgramInventoryandIPEDS

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education and training GapsOverall,thenumberofDVINregion’sgraduateswithdegreesrelevanttothelifescienceindustryhasexperiencedstronggrowthoverthepastfewyears.InformationfromtheIntegratedPostsecondaryEducationalDataSystem(IPEDS)revealsthatalllifescience-relevantdegreelevelsintheregionhaveincreased30%overatwo-yearperiod(from2004to2006)inthenumberofcompletionsinthefollowingareas:chemistry;biologicalandbiomedicalsciences;pharmacy,pharmaceuticalsciences,andadministration;clinical/medicallaboratorysciencesandalliedprofessions;multi/interdisciplinarylifesciences(biologicalandphysicalsciences,neuroscience,andbiopsychology);andbiomedical/medicalengineering.In2006,theseprogramsproduced3,860graduatesatvariousdegreelevels,including2,206graduateswithbiologicalandbiomedicalsciencemajors(whichincludesgeneralbiology)fromAssociatetoPh.D.levels (Diagram 12).

Asthenumberoflifesciencegraduateshasgrown,thenumberof

computersciencegraduateshasbeendramaticallydecliningoverthepastfewyears.From2004to2006,thenumberofgraduateswithmajorsclassifiedundercomputerandinformationsciencesandsupportserviceshasdeclined25%acrossalldegreelevels (Diagram 12).Thelifesciencecompaniesthatrelyonoccupationsrequiringthiseducationalbackgroundwillhavetocontendwithpossiblefuturedeclinesingraduatesaswellascompetitionfromotherindustriesthatrequiresimilarmajors.

Inadditiontogeneralgraduationtrends,theIPEDSdataallowstheregiontoanticipatepotentialgapsintalentdemandandsupply.Comparisonsbetweentheprogramcompletiondatafrom2004to2006andtheprojectionsforfutureoccupationalgrowthindicatethattheDVINregionshouldproduceenoughgraduatesinrelevantlifesciencedegreestofilltheyearlyaverageopeningsforthemajorityoftheTop10JobCreatoroccupations.Forexample,therewillbe83averageyearlybiologicaltechnicianopeningsexpectedoverthenextfiveyears.Meanwhile,1,752averageyearly

All life science-related degrees in the region have increased 30% between 2004-2006.

Degree 2006

Total (2004- 2006)

Average (2004-2006)

Trend (2006 vs.

Average)2-yr Growth (2004-2006)

computer and information sciences and support services (associate to PhD) 2561 8741 2914 Down -25%chemistry (associate to PhD) 537 1445 482 Up 25%Biological and biomedical sciences (associate to PhD) 2206 6088 2029 Up 20%Pharmacy, Pharmaceutical Sciences, and Administration (bachelor to PhD) 204 581 194 Up 25%clinical/Medical laboratory Science and Allied Professions (associate to bachelor) 198 509 170 Up 175%Biological and Physical Sciences (associate to bachelor) 393 1043 348 Up 39%Neuroscience (bachelor to PhD) 136 366 122 Up 56%Biopsychology (bachelor) 14 40 13 Up 8%Biomedical/Medical engineering ( bachelor to PhD) 172 395 132 Up 98%

Graduating Students by life Science-Related Degrees

Diagram 12

Source: IPEDS

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graduateshavereceivedrelevantdegreestofilltheseopeningscreatedbygrowthandturnoverduringthe2004to2006timeperiod (Diagram 13).

WhilethedataandtrendsindicateenoughgraduatesshouldbeavailabletofillprojecteddemandintheTop10JobCreatoroccupations,theDVINregionmustcontinuetomonitorthegraduatesoftheseprogramsandtheindustry’sabilitytofilljobswithintheseoccupationsoverthenextfewyears.Migrationofgraduatesoutoftheregion,delaysenteringtheworkforce(e.g.,continuedstudy)andcompetitionfromotherindustrieswillaffectthelifesciencecommunity’saccesstothesegraduates.

AnimportantchallengefortheDVINregionistrainingtalentforlifescienceoccupationsthatrequirecomputerandinformationsciencebackgrounds,suchascomputersoftwareengineers,computersystemsanalysts,biomedicalengineersandlogisticians.

TheDVINregionmayfacesupplydifficultiesdueto thedeclineinthegraduateswithinthesemajors.Thereisasmallpoolofregionalgraduateswithpertinentmajorswhocouldfilterintoindustrialengineeringandmedicalscientistpositions.Retentionofgraduatesandattentiontoprogramswithcurrentlylowcompletionratesshouldbeafocusoftalentsupplyefforts.

challenges in talent DevelopmentIndividualinterviewswithselectededucationandtrainingprovidersandtheregionalWorkforceInvestmentBoards(WIBs)documentedthattheyfaceseveralchallengesintheireffortstounderstandandmeetthelifescienceindustry’stalentneeds.Postsecondaryprovidersseetheirparamountchallengeastheneedforfundingtodevelopnewprogramsandtoensuresustainability.Manyregionalinstitutionsinterviewedalsostrugglewithidentifyingappropriatelifescienceindustrycontactsaswellasbuildingandmaintainingrelationshipswithlifesciencefirms,especiallysmallerstart-upfirms.

Regionaleducationalinstitutionsmustalsocontendwithgeneralmisconceptionsandinformationgapsrelatingtolifescienceeducation.Severalcommunitycollegesreportedlowenrollmentintheirbiotechnologyprograms,whichtheyattributedtostudents’warinessofscience-basedcoursesandagenerallackofunderstandingofscienceanditspossibleapplications.InterviewswithrepresentativesofthecommunitycollegesalsoindicatedaperceptionthatlifesciencecompaniesoftenpreferstudentswithaBachelor’sdegreetothoseholdinganAssociate’sdegree,eventhoughthelattergroupofstudentsoftenhasmorelaboratoryexperience.Immigrantsalsofaceobstaclesinaccessingpositionswithintheindustryduetodifficultiestranslatingcredentialsthatwereobtainedabroadandcommunicationandlanguagebarriers.

InterviewswiththeWIBsrevealedanadditionalchallenge.ManyoftheWIBsfocusontrainingunemployedandlower-skilledincumbentworkers.TheWIBsfacethechallengeoftransitioningtheseworkerstomeetthehigh-skillneedsofthelifescienceindustry.

The data and trends indicate enough graduates should be available to fill projected demand in the Top 10 Job creator occupations.

Medical scientists**

computer software engineers, applications

Biological technicians

Industrial engineers

computer software engineers, systems software

chemists

computer systems analysts

Biochemists and biophysicists

Team assemblers

chemical technicians

95

39

83

44

34

67

32

28

41

43

Graduating Students by life Science-Related DegreesDiagram 13

161

1,593

1,752

122

575

303

1,372

1,752

N/A

303

***

Supply

Yearly average CompletionsTop 10 Net Job creators

*YearlyaverageopeningsaretheaverageopeningsoftheTop10JobsCreatorsinDiagram6**Thisoccupationdoesnotincludeepidemiologists***122isthesumofayearlyaverageof5industrialengineeringgraduatesplustheyearlyaverageofotherrelatedengineeringmajors(Biomedical/MedicalEngineering,Agricultural/BiologicalEngineeringandBioengineering,andEngineering,General).Source:IPEDSandNewEconomyStrategies,LLC(basedondatafromtheU.S.BureauofLaborStatistics)

(RequiresHighSchoolDiploma)

DemandYearly average Openings*

PhaseIIITalent Gap analysis Recommendations

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Examinationsoftheworkforcesystemrevealedthattheregionisnotfacingagapinthenumberofgraduates(withthepossibleexceptionofinformationtechnology),butratheritfacesagapinskillsandcompetencies.Italsorevealedworkers’abilitytodealwithachangingworkstructurewillrequiregreaterflexibility,adaptabilityanddynamiccooperation.Astheprimarydriverofgrowthinthelifescienceindustryhasshiftedfromlargecompaniestosmallercompanies,thebusinessculturehaschangedwithlessfocusonjobtitlesandclassificationsandagreaterfocusonthepossessionofabreadthofcompetenciesthatincludescience,technolgy,andbusinessskills.Strainsinworkforceavailabilityareexpectedtoappearinhigher-endpositionsinmanagementandresearch,notinproduction.

Phase III: Talent Gap Analysis Recommendations addresses howtofillthecurrentandfutureskillsandcompetenciesneededbythelifescienceindustry.FortheregiontosuccessfullyimplementtheserecommendationsthereneedstobeongoingcollaborationbetweenDVIN’spartnerswhichincludeindustryrepresentatives,academicinstitutions,economicdevelopmentgroupsandworkforceorganizations.Workingtogether,theregionshouldidentify,support,andmonitorexistinginitiativesthatareeffectiveandindentify,supportandmonitorpromisingnewlifesciencetalentinitiatives.

Therecommendationscanbecategorizedintofourareas:programs,communication,collaborationandmonitoring.

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Basedonthegrowth,quantityofnewjobs,andsustainabilityofoccupationsthatwillbeinhighestdemand,talentdevelopmenteffortsshouldcontinuetofocusonsciencetraininginbiology,chemistryandphysicstosupportbasicresearchanddevelopmentingrowingsmall-andmedium-sizecompanies.Theregionshouldalsotargettrainingrelatedtoengineeringpositionsinthelifesciencestosupportimportanttechnologyadvancementssuchasnanotechnologyandimagingtechnology.Evenmoreimportant,giventhedeclineofstudentsgraduatingfromregionalinstitutionswithcomputerandinformationtechnologyskills,theregionshouldsupportinformationtechnologytrainingforthelifescienceindustrybecauseoftheimportantroleofbioinformaticsandcomputationalmodelinginlifescienceresearch.

Althoughproductionisageneratorofnetnewjobs,thereisashiftunderwayinproductionduetothetransformationofmanufacturingtosmallscaleoperations.TheDVINregionshouldmonitortheshifttoensurethatanyinvestmentinmanufacturingtrainingwillbeabletomeetindustry’soccupationalneedsoverthenextfiveyears.

Inaddition,industrytrendsresultingfromthegrowthofsmall-andmedium-sizelifesciencecompaniesandinterviewswithregionallifesciencebusinessesstronglyindicatetheneedforsupportingcross-disciplinarytrainingprogramsintwoandfouryearacademicinstitutionsthatprovidenon-technicalbusinessandentrepreneurialskillsforscientists,andviceversa.

ProgramsIncrease the availability of Qualified Workers (Graduates, Incumbents, and New Entrants)

Largepharmaceuticalcompaniesarenolongerthesolecareerchoiceforlifescienceindustryentrantsandadultworkers.Theymustlooktotransitionintootherlifesciencefields.Moreover,aslifesciencejobsevolvetorequireagreatermixoftechnicalandnon-technicalskills,studentsandtransitioningadultworkersneedagreaterunderstandingofhowmultidisciplinaryskillsinbusiness,ITandcommunicationscanbeintegratedintocareersinlifesciences.

AtargetedstrategyshouldbedevelopedfortheDVINregiontoimprovecommunicationandincreaseawarenesstohighschoolandcollegestudents,andteachersandadvisorsaboutlifesciencecareersandlearningopportunities.Careerdevelopmentorganizationsshouldpromoteanddistributelifesciencecareerpathwayandoccupationalforecastinformationtostudentsandadultworkerstoexpandawareness.

Inaddition,thereshouldbeaninteractivewebsitetoaggregateindustryinformationandprovideaone-stopshopforlifesciencejob-seekers,lifesciencejob-providers,andlifescienceeducationalandtraininginstitutions.

communicationIncrease awareness of Careers in Life Science and Learning Opportunities in the DVIN region

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WhiletheDVINregionboastsvastopportunitiesinqualifiededucationalprograms,theseinstitutionsarenotbeingusedtotheirfullpotential.Opportunitiesforcollaborationandfrequentengagementwiththelifescienceindustryremainlimited.Educationalinstitutionsappeartobeoperatingindependentlyofeachother,relyingontheirownnetworksandmarketingeffortsforcurriculumdevelopment,corporatepartnerships,internshipsandstudentrecruitment.Theyalsolackfeedbackfromcompaniesonnewjobrequirementsandoccupationalneeds.

Severalstrategiesshouldbeimplementedtoexpandandstrengthencollaborationandinformationsharingbetweeneducationalinstitutionsandindustry.First,showcasetheDVINregion’sarrayofeducationalprogramstolifesciencecompaniesintheregion.Second,createaforumforeducationalexchangesandoutreacheffortstoobtaincurriculumfeedbackfromlifesciencecompanies,possiblythroughanannualsurveyaswellasthroughtheformationofacommitteeofregionalcommunitycolleges.Finally,theDVINregionshouldsupportandpromotelifescienceinternshipstoincreasethenumberofinternshipopportunitiesandenhancetheimpactinternshipshaveinlinkingfuturelifescienceworkerstoindustry.

collaborationExpand and Strengthen Collaboration and Information Sharing among the Life Science Industry and academic Instituions

Aperformancemonitoringsystemneedstobedevelopedtoassesstheimpactofandprogresstowardmeetingthetalentneedsofthelifescienceindustry.Thismonitoringsystemshouldbecenteredonawebsitethatprovidesdataupdatesandregionalprogressrecords.TheTalentGapAnalysisReportshouldbeupdatedonanannualbasis,providingnewindustryandmarketdataaswellasoccupationalforecasts.Thisshouldbeaccompaniedbyregularmonitoringofworkforcesupplymetrics,suchasaneducationalprograminventory,andcalculatingthenumberofdegreesandcertificatesawardedinhigh-demandlifescienceoccupations,skillsandcompetencies.Thelifescienceindustryshouldalsobesurveyedandinterviewedonanongoingbasistomeasuretheimpactofthetrainingprogramsonmeetingtheirtalentneeds.

Performancemonitoring

Update Talent GaP analysis Data and Measure Impact on Life Science Industry

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AcknowledgementsManylifesciencecompaniesandorganizationsthroughouttheDVINregionwereinvolvedingatheringinformationfortheTalentGapAnalysis

Report:PreparingOurWorkforcefortheEvolvingLifeScienceIndustry.TheExecutiveCommitteeoftheDelawareValleyInnovationNetwork

wantstoacknowledgethoseorganizationsandthankthemfortheircontributions.Withsuchcollaborationwehavegreatexpectationsforthe

regiontosuccessfullyimplementtherecommendationsofthisReport.

BerksCountyWorkforceInvestmentBoard;BioNJ;BucksCountyWorkforceInvestmentBoard;BurlingtonCountyWorkforceInvestment

Board;CamdenCountyWorkforceInvestmentBoard;CenterforWorkforceInformation&Analysis,PennsylvaniaDepartmentofLabor

& Industry; Chester County Workforce Investment Board; Cumberland/Salem Workforce Investment Board; Delaware BioScience

Association; Delaware County Workforce Investment Board; Delaware Workforce Investment Board; Gloucester County Workforce

InvestmentBoard;InnovationPhiladelphia;LaborMarketandDemographicResearch,NewJerseyDepartmentofLaborandWorkforce

Development;LancasterCountyWorkforceInvestmentBoard;LifeScienceCareerAlliance;MercerCountyWorkforceInvestmentBoard;

MontgomeryCountyWorkforceInvestmentBoard;OfficeofLaborMarketInformation,DelawareDepartmentofLabor;Pennsylvania

Bio; Select Greater Philadelphia; Mercer County Workforce Investment Board; Montgomery County Workforce Investment Board;

PhiladelphiaWorkforceInvestmentBoard;andTheWistarInstitute.

ThisreportwasconductedinpartnershipwiththeCouncilonAdultandExperientialLearning(CAEL),www.cael.org,andNewEconomyStrategies

(NES),www.new-econ.com. TheExecutiveCommitteeof theDelawareValley InnovationNetwork thanksChrisEngle,RichardSeline,Karen

SteinbergandLaurenWardforbringingtheirprofessionalexpertise,collaborativewayofwork,andinterestinpromotingeffectiveeconomicand

workforcedevelopmenttotheDelaware,NewJerseyandPennsylvaniatri-state,14-countyregion.

TheDVINTalentGapAnalysisReportwas fundedbyagrantawardedunder theWIRED initiativeas implementedby theU.S.Departmentof

Labor’sEmployment&TrainingAdministration.Theinformationcontainedinthisproductwascreatedbyagranteeorganizationanddoesnot

necessarilyreflecttheofficialpositionoftheU.S.DepartmentofLabor.Allreferencestonon-governmentalcompaniesororganizations,their

services,products,orresourcesareofferedforinformationalpurposesandshouldnotbeconstruedasanendorsementbytheDepartmentof

Labor.Thisproductiscopyrightedbytheinstitutionthatcreateditandisintendedforindividualorganizational,non-commercialuseonly.

2�

DVIn executIVe commIttee

Pavni J. bagga New Jersey Economic Development authority

marilyn Davis, Vice co-chair, DVIn executive committee NJ Department of Labor and Workforce Development

bob Dayton Delaware bioScience association

Fred Dedrick, treasurer, DVIn executive committee Pennsylvania Department of Labor & Industry

Dennis m. “mickey” Flynn Pennsylvania bio

colleen hamilton Life Science Career alliance

Debbie hart bioNJ

Gwendolyn Jones Delaware Workforce Investment board

kelly r. lee, chairperson, DVIn executive committee Innovation Philadelphia

thomas G. morr Select Greater Philadelphia

michelle richardson NJ Department of Labor & Workforce Development

Dante rieti Cumberland/Salem Workforce Investment board

barbara Saverino Greater Philadelphia Chamber of Commerce

Scott J. Sheely Lancaster County Workforce Investment board

robert Strong, Vice co-chair, DVIn executive committee Delaware Department of Labor

Joseph P. welsh esq. Collegiate Consortium

kelly whitman Pennsylvania Department of Labor & Industry

DVIn talent GaP analySIS rePort SteerInG commIttee

waverly coleman Community College of Philadelphia

erika crawford Chester County Economic Development Council

John hall Pennsylvania alliance for STEM Education

meg Shope koppel Philadelphia Workforce Investment board

Susan little Locus Pharmaceuticals

Donna moncuso Health Market Science

bill Potter, chairperson, Steering committee Delaware Workforce Investment board

yustina Saleh New Jersey Department of Labor and Worforce Development

Delaware Valley InnoVatIon network StaFF

helen m. Groft, Project Director monica S. harris, Project Coordinator

Delaware Valley Innovation network 1500 Market Street 2600 Centre Square West Philadelphia, Pennsylvania 19102 (215) 496-8167 www.delawarevalleyinnovationnetwork.com