ECONOMIC DEVELOPMENT - Labor 2001

Labor Market Conditions in Waushara County

February 13, 2002

Gary Green, University of Wisconsin-Madison Extension

Christopher Mayhew, University of Wisconsin-Madison

Patrick Nehring, University of Wisconsin-Extension Waushara County

This project was supported by the Waushara County Economic Development Corporation. We appreciate the assistance of Rosie Trochinski and several board members of the Corporation who helped with administering the employer survey. Finally, we appreciate the assistance of employers and residents in the county who participated in the study.

EXECUTIVE SUMMARY
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Labor market conditions in Wisconsin are changing rapidly and employers are requesting information on the skills of the workforce, labor supply, wages and benefits, and the effects of technology in the workplace. In response to a request from the Waushara County Economic Development Corporation, the University of Wisconsin-Extension conducted a study of labor market conditions in Waushara County during the summer and fall of 2001. The purpose of the study was to examine the existing and anticipated supply of and demand for labor in the county. Data for the study are drawn from two sources. To assess labor demand, we conducted a mail survey of 158 employers, including manufacturing, retail, service, and government employers. To assess labor supply issues in the region, we conducted phone interviews with 300 Waushara County households. A similar study was conducted in 1996.

Employers in Waushara County are finding it slightly easier to recruit qualified workers. Forty-three percent of the employers reported it was difficult, compared to 55% in 1996. Five years ago employers had the most difficulty hiring unskilled workers, but today there appears to be much more demand for skilled workers. At the same time, employers tend to rate the importance of "soft skills," such as honesty, integrity and punctuality much higher than some of the "hard skills."  The data on the supply of labor suggests that few part-time workers are looking for full-time work, and relatively few full-time workers are searching for jobs. We do find, however, that a significant number of commuters would be willing to work locally if they could find a job with comparable wages and benefits.

There appears to be a great deal of flux in the local labor market. Employers report a relatively high rate of turnover (19.6%), due primarily to resignations. At the same time, a growing number of employers in the region are laying off workers. Approximately one-fourth of the employers had laid off employees in the past 12 months, with an median number of two workers being laid off.

Employers recognize the growing importance of benefits in attracting and retaining qualified workers. About one-half report either making some changes in their benefit package over the past year, or anticipate making changes in the next year. Approximately 53% of the employers report that benefits are equally important as wages in attracting good workers today. Waushara County employers also have raised wages in response to the tight labor market. The average wage increase in 2000 was 6.8%, and employers project a 5.7% increase for 2001.

TABLE OF CONTENTS

• List of Tables
• Introduction
• Regional Context
• Characteristics of Employers
• Vacant Positions and Recruitment
• Training
• Retention
• Benefits and Wages
• Commuting
• Work Status
• Labor Force Participation
• Summary and Conclusions
• Appendix A: Waushara County Household Survey
• Appendix B: Survey of Waushara County Work Establishments

LIST OF TABLES

• Table 1. Past, Current, and Anticipated Average Employment Levels Among Employers
• Table 2. Average Percentage of Workforce in Age Groups
• Table 3. Average Percentage of Workforce in Racial/Ethnic Categories
• Table 4. Methods Employers Use to Recruit New Workers
• Table 5. Job Seeking Methods of Workers
• Table 6. Current and Anticipated (One Year) Vacancies in Waushara County
• Table 7. Employer Pre-Employment Screening Techniques
• Table 8. Employer Ratings of Importance of Employee Skills
• Table 9. Types of Training Received by Workers Last Year
• Table 10. Areas of Planned Employee Training in Next Two Years
• Table 11. Education and Experience Required for Various Positions in Waushara County
• Table 12. Benefits Offered by Waushara County Employers
• Table 13. Benefits Received by Workers Residing in Waushara County
• Table 14. Employer's Views of Benefits and Wages
• Table 15. Entry Wage, Maximum Wage, and Current Employment Among Waushara County Employers
• Table 16. Reasons Given for Wanting to Change Jobs
• Table 17. Jobs Desired by Respondents Searching for Work
• Table 18. Reasons Given for Working Part-Time
• Table 19. Satisfaction With Current Primary Job
• Table 20. Reasons for Unemployment

INTRODUCTION

In response to a request from the Waushara County Economic Development Corporation, the University of Wisconsin-Extension conducted a study of labor market conditions in Waushara County in the summer and fall of 2001. The purpose of this study was to examine the existing and anticipated supply of and demand for labor in the county. A similar study was conducted in Waushara County in the winter of 1996-1997. We will examine how conditions have changes in the past five years whenever possible.

To assess labor supply issues in the region, we conducted phone interviews with 300 Waushara County households. The interviews were conducted at the Regional Development Institute at the University of Wisconsin-River Falls. Each interview lasted approximately 10-15 minutes and obtained information on the individual's job status, job search strategies, education and training, etc. See Appendix A for a copy of the questionnaire used in these household interviews.

Data for the study are drawn form two sources. To assess labor demand, we mailed 550 surveys to every business in Waushara County. A total of 158 surveys were returned for a response rate of 28.5%. Although the response rate is a bit low, it is not uncommon for employer surveys. Responses were received from businesses in all parts of the county and respondents ranged in size for self-employed individuals to employers with more than 100 employees. A representative number of responses were obtained from most categories of businesses, including agriculture, forestry, mining, construction, manufacturing, transportation, wholesale trade, retail trade, finance, insurance, real estate, services, and public administration. The surveys obtained information on characteristics of the establishments, vacant positions and recruitment efforts, training, retention of employees, and benefits and wages offered in the firm. See Appendix B for a copy of the questionnaire used in these interviews.

REGIONAL CONTEXT

Waushara County is located in the Fox Valley Wisconsin region. The region has a diverse economy, ranging from wholesale foods to the paper products industry One of the major influences is the proximity to the Appleton-Oshkosh-Neenah metropolitan statistical area (MSA). The region has experienced a 11.3% growth over the past decade, higher than the average for the state. The labor force participation rateC75.3%Cis above the state average (Wisconsin Department of Workforce Development 2001). The population in the region tends to have a larger population of older workers, which may limit the labor supply growth in the future.

Another key influence on the supply of labor in the region is the large number of workers who commute to surrounding areas for employment. Fond du Lac County has the largest number of commuters in the region, followed closely by Outagamie and Calumet Counties. The region exports 37% more workers than it imports.

Job growth in the Fox Valley region has been similar to the state average over the last five years. The growth in the region was not concentrated in a single sector, but was widely distributed throughout the economy. Growth in the construction and mining sector was especially impressive with a 32.7% increase over the last five years. The three largest industry groups in terms of number of jobs are retail trade, non-durable, and durable manufacturing.

The per capita income in the Fox Valley region is below the state and national average, and per capita income grew at a slightly lower rate in the region over the past five years than the state or national average.

The total population in Waushara County grew by more than 1750 people (9.2%) during the decade of the 1990's. The growth was spread relatively evenly throughout the county. Wautoma and Leon experienced the largest growth. Waushara County has the lowest labor force participation rate in the Fox Valley region and the unemployment rate has been slightly higher than the state and national average for much of the decade of the 1990's. In November of 2001, the unemployment rate in Waushara County was 4.3% , the highest in the Fox Valley region.

CHARACTERISTICS OF EMPLOYERS Key Findings:

• Employers have increased their workforce in the last five years, but they do not anticipate any further increase.
• An increasing number of firms are hiring part-time workers.
• About 6% of employers hired immigrant workers in the last five years.
• Fourteen percent of the workforce is over age 55, suggesting a relatively large number of retirees in the next few years.

Among the 158 employers interviewed, 83% a for-profit organizations, 5.2% are government organizations, and 5.9% are non-profit organizations. Most (77.1%) firms are independently owned, 9.8% own branch firms, 6.5% are owned by a multi-establishment firm, and 6.5% are locally owned but franchised to offer "brand name" products.

We obtained information on the past, current, and anticipated employment in the firm, and different types of employment: full-time, part-time, temporary/seasonal, and contract workers. See table 1 for the average for each of these categories. The size of the firms in the sample ranged from 0 to 494 employees with an average of 11 employees. Employers have increased the size of their workforce from five years ago, and expect to maintain the same number of full-time and part-time workers in the near future. Over one-half (60.9%) of employers have some part-time workers. The percentage of firms using part-time workers has increased over the past five years, when about 41% employed part-time workers. The number of firms hiring temporary workers has increased. Currently, about one-fourth (26%) of the employers hire some temporary workers, while five years ago 18.9% did. About 17% of the employers have contract workers today, while 8.8% did five years ago. Approximately 45% hired seasonal workers over the past five years and 50% of employers reported that they retain the same seasonal people year after year.

Table 1. Past, Current, and Anticipated Average Employment Levels Among Employers

	Five Years Ago	Current	Anticipate-One Year
Full-time	9	11	11
Part-time	2	4	4
Temporary/Seasonal	4	5	5
Contract	1	1	1

Waushara County employers are relying increasingly on staffing or temporary agencies for hiring. Over the past five years, about 9% of the employers report they have used a staffing or temporary agency. A relatively small proportion (13.2%) of the employers report that they have hired temporary employees as a recruitment method for locating permanent employees.

Recent census data suggest that immigration in the Midwest has increased dramatically over the past decade. We were interested in assessing the extent to which employers in the region were hiring immigrant workers. Over the past five years, 6% of the employers report that they have hired immigrant workers at some time. Among those that have hired immigrant workers, the median number is only two workers, although one employer reported hiring 125 immigrant workers. Fewer (2%) employers have hired any guest workers (defined as someone with a H1 visa) during this period. Overall, it does not appear that Waushara County has experienced as much immigration as some other parts of the state.

Several projections suggest that a relatively large percentage of the labor force will retire in the next five years or so, as the baby boom begins to reach retirement age. We asked each employer to identify the percentage of their workforce in various age categories (table 2). Overall, we find that the majority of residents are in prime working age. Approximately 14% of the workforce is older than 55 years old, which suggests the potential of a relatively large number of retirees in the next few years.

Table 2. Average Percentage of Workforce in Age Groups

We asked employers to identify the racial/ethnic composition of their workforce (table 3). The workforce in the Waushara County area is predominantly white, but with a growing number of minority workers.

Table 3. Average Percentage of Workforce in Racial/Ethnic Categories

VACANT POSITIONS AND RECRUITMENT

Key findings:

• Lack of skills is the largest problem employers report in finding workers.
• Job centers are becoming increasingly popular to search for employees.
• The largest number of anticipated vacancies for employers is in technical positions.
• There is a good match between how employers search for workers and how workers search for jobs.
• Basic work skills such as honesty, punctuality and motivation are most valued by employers.

Approximately 43% of the employers report they are having difficulty recruiting qualified workers. The employers report problems hiring a variety of workers, and there is much more emphasis on skilled workers, especially those with job training and experience. When asked what they consider the most important reason for their difficulty, employers were most likely to report that the problem was the applicant's lack of skill necessary for the position.

We asked employers to identify the position that had been vacant the longest. Employers are most likely to report that auto technician positions and sales positions had been vacant the longest. The auto technician positions were vacant for over a year, and the sales positions had been vacant for an average of 36 weeks. Why were these positions vacant? In most cases, it was due to the previous worker resigning.

How do Waushara County employers recruit new workers? We asked employers to identify all the strategies they use to recruit new workers. In table 4, we report the responses to this question. Employers are most likely to use newspapers, rely on current employees, and walk-ins to recruit new workers. The strategies for searching for workers have not changed much over the past five years. However, there has been a significant increase, from 26% five years ago to 36.9% today, in the number of employers using the Job Center to search for workers.

Table 4. Methods Employers Use to Recruit New Workers

How do workers search for work? In table 5 we report the methods workers reported having used to find a job. Workers are most likely to make direct contacts with employers, use the want-ads, or ask friends or relatives. There seems to be a fairly good match between how employers search for workers and how workers search for jobs. It should be pointed out that many Temp agencies use the Workforce Development Center/Job Center to find open positions for their employees/clients.

Table 5. Job Seeking Methods of Workers

Employed residents were also asked if they were actively searching for a new job and, if so, how long they had been looking. About 10% of the workers were searching for jobs. Most had been actively looking for at least a month.

In table 6, we present a list of the current and anticipated (one year) vacancies among the employers interviewed in this study. The largest number of current vacancies is in the machine operation occupations, but the largest number of anticipated vacancies is for technical occupations. We also include information on the percentage of employers that report that various positions are very difficult to recruit. So, for example, 28.6% of the employers report that computer specialists are very difficult to recruit in this labor market.

Table 6. Current and Anticipated (One Year) Vacancies in Waushara County

We next asked employers whether they use a variety if pre-employment screening techniques (table 7). Employers are most likely to check references. Reference checks are fairly standard among employers; other pre-employment screening techniques are used much less frequently.

Table 7. Employer Pre-Employment Screening Techniques

There is substantial evidence that the skills demanded by employers are changing rapidly. To understand what skills are most valued by employers, we asked them to evaluate how important a variety of attributes were in their hiring decisions (table 8). There were three levels of importance: very important, somewhat important, and not at all important. Although employers value many of the standard skills, such as reading, writing and math, there appears to be much more emphasis placed on basic work skills, such as honesty, punctuality, quality, and motivation.

Table 8. Employer Ratings of Importance of Employee Skills

TRAINING

Key Findings:

• A vast majority of employers provide on-going training and skill development for their employees.
• The training likely to be received by employees differs from the training they expect.
• Employers do not require a college or technical degree for many skilled positions.

Given the technological change there is a growing need for job training. To assess how much and what type of training Waushara County employers offered we asked a series of questions regarding their training activities. Many employers provide some type of formal or informal training to new hires. About 37% of the employers report they regularly offer formal training to new hires. On average, a new hire receives 34 hours of formal training. New hires also tend to receive informal training in many (54%) workplaces as well. About one-third (30.5%) of the employers reported that they provide new hires with a mentor. Many employers also provide new hires with some type of orientation to the workplace. Twenty-seven percent provided a formal orientation, with an average of 8 hours (median=4) of orientation, and over one-half (55.5%) gave new hires an informal orientation.

Similarly, most (84.8%) employers report they provide on-going training and skill development in their firm. They are most likely to offer job specific skills for this type of training. On average, employers provided some formal training to more than one-half of their employees and spent an average of $1,724.27 (median=$325) on training last year.

Employees were asked about the types of training that they have received from their employer in the past year (table 9). About one-half (44%) of employees reported receiving some type of training in the past year. The most common types of training received were safety, and product and equipment training and computer training.

Table 9. Types of Training Received by Workers Last Year

Waushara County workers were also asked about their future job training goals. About 41% of the workers plan to obtain job training in the next two years. The types of training most likely to be pursued by employees in the next two years were formal education and computer training.

There is a difference between employee=s expectations of future training and the types of training they are likely to receive. In table 10, we report the types of training workers plan to obtain during the next two years. Employees were more optimistic about receiving formal education and computer training. In contrast, employee's product and equipment training greatly exceeded their expectations.

Table 10. Areas of Planned Employee Training in Next Two Years

In table 11, we provide descriptive information on the educational and experience requirements for various positions in Waushara County. College and technical degrees are not required for most service and labor positions in Waushara county. Surprisingly, employers do not require a college or technical degree for many skilled positions.

Table 11. Education and Experience Required for Various Positions in Waushara County

RETENTION

Key Findings:

• The turnover rate in Waushara County is relatively high compared to the national turnover rate.
• One-quarter of employers laid off workers in the last twelve months.

The tight labor market in the late 1990's has put additional pressure on employers to retain good workers. We asked employers whether they had difficulty retaining workers in the labor market. Forty-three percent of the employers reported difficulty. The turnover rate in the County was 19.6% in 2001, which is relatively high compared to the national turnover rate of about 12%. The tight labor market may be a factor in the turnover rate as workers change jobs to obtain higher wages. Most of the vacancies were due to resignations. Among the employers in the study who had some turnover in the last year, the average number of resignations was six, versus about one retirement and about two terminations. Thus, about one-half of the turnover is due to resignations.

A growing number of firms in Wisconsin were laying off employees over the past six months due to the slowdown in the economy. Approximately one-quarter of the employers we interviewed reported that they laid off employees in the past twelve months. The median number of employees laid off was two.

The absentee rate among Waushara employers was 4.4% in 2001. Among the possible reasons for absenteeism, employers were most likely to report that illness and family personal conflicts were the problems.

BENEFITS AND WAGES

Key Findings:

• Of the benefits offered by employers, Waushara workers agree that health insurance is the most important.
• Employers are increasingly recognizing the importance of benefits in attracting workers.

Benefits

Employers were asked to report whether they provided a number of benefits to workers in their firm. Table 12 summarizes these findings. In table 13, we report the benefits received by workers living in Waushara County. The percentage differences between the two tables can be attributed to a few factors. Because of the high rate of out-commuting in the county, workers may be receiving different benefits than are offered by local employers. Also, small establishments are not as represented in the employer survey, but workers in small establishments are. Large establishments are more likely to provide better benefit packages, which may contribute to the differences.

Table 12. Benefits Offered by Waushara County Employers

Table 13. Benefits Received by Workers Residing in Waushara County

Over one-half (57%) of Waushara County residents have health insurance through their employer. Approximately 44% have some form of pension plan. Employees were asked which one job benefit is most important to them. Most (70%) Waushara County workers said that health insurance is the most important benefit to them.

Overall, employers are most likely to report that wages and benefits are equally important, but many more say that wages are more important than benefits than the reverse (table 14). This finding probably reflects the tendency to compete for workers in a tight labor market through increased wages.

Table 14. Employer's Views of Benefits and Wages

Many employers are recognizing the growing importance of benefits in attracting good workers. Over one-half (51.7%) report that their benefit package has become more important in attracting workers over the past five years. Many (38%) have made some changes in their benefit package and 11% anticipate making changes over the next year. About one-third (62.5%) of the employers require new employees to work for a specified time before receiving benefits.

In addition to the standard package of benefits offered to workers, we looked at several other work incentives. We asked employers if they provided flextime-allowing workers to adjust their work schedule. Thirty-four percent said they did allow flextime. Only 22.4% of the employers reported they offered job sharing at their establishment. Few (6.5%) of the employers offer tele-commuting or other options that allow individuals to work out of their homes on a regular basis.

Wages In table 15, we report the entry and maximum wages for various positions in Waushara County. Tight labor market conditions over the past five years have led to large wage increases in the region. The average wage increase among employers for 2000 was 6.8% and they projected a 5.7% increase for 2001.

Table 15. Entry Wage, Maximum Wage, and Current Employment Among Waushara County Employers

COMMUTING

Key Findings:

• Forty percent of workers in Waushara County work outside of the county.
• Many commuters would prefer to work closer to home.

A relatively large number of workers in Waushara County commute to surrounding areas to work. Data from the Wisconsin Department of Workforce Development indicate that 3,576 workers commuted from Waushara County to surrounding counties in 1994. We asked workers a series of questions about their commuting behavior. We asked workers for the location of their place of employment. If they worked outside of Waushara County, we asked if they would prefer to work in the county and if they would, what wages and benefits they would expect.

Forty percent of all workers who live in Waushara County replied that they work outside of Waushara County. The average distance that Waushara County workers travel to get to work every day is 13 miles within a range of 0 to 170 miles.

Respondents who work outside of Waushara County were asked if they would prefer to work in Waushara County. About 39% answered that they would prefer to work in Waushara County. These same respondents were also asked if they would consider a job in Waushara County that maintained the same wage and benefits as their current job. They were asked to answer separately for wages and benefits. About two-thirds (62.7%) replied that they would take a job in Waushara County if their wage level stayed the same. When asked the same question with the level of their benefits staying the same, the same (62.7%) said they would work in Waushara County.

We asked Waushara County residents where they normally shop for a variety of goods. Among the items considered, residents are most likely to purchase groceries inside Waushara County. Almost two-thirds (64%) shop for groceries locally. Conversely, only nine percent of the residents shop for clothing in the county. Similarly, only 13% shop in Waushara County for furniture. Residents are a bit more likely to shop locally for appliances (28%) and automobiles (39%). These consumption patterns are fairly similar to data we have collected in other non-metropolitan counties that are located near a large metropolitan area.

WORK STATUS

Key Findings:

• Over 90% of respondents are currently employed.
• About twenty percent of workers are part-time.
• Most part-time workers are part-time by choice, not because of a lack of full-time employment in the area.
• A majority of workers in Waushara County are satisfied with their jobs.

When asked about employment status, 90.6% of respondents indicated that they were currently employed, however, about 9.8% of those employed were considering changing their job. The most common reason given for wanting to change jobs was current negative job conditions (table 16).

Table 16. Reasons Given for Wanting to Change Jobs

Respondents who were considering changing jobs were asked what job they would prefer. The most common job sought was construction labor. Approximately 30% of all people who answered with a specific job they were seeking wanted a construction job. (table 17).

Table 17. Jobs Desired by Respondents Searching for Work

Employed Waushara workers were asked if they work full- or part-time with full-time being defined as 35 hours per week or more, and part-time as less than 35 hours per week. Over three-fourths (79.3%) of employed workers claimed that they work full-time, and 20.7% work part-time. Part-time employees were asked to give a reason for their choice of part-time employment. The most common response given was that part-time employment was a personal choice (table 18).

Table 18. Reasons Given for Working Part-Time

Part-time employees were asked if a flexible work schedule would affect how many hours they were able to work. About one-third (27.9%) said a flexible work schedule would cause them to seek more hours. They were then asked if they would prefer full-time employment. Only 22.2% of the part-time workers reported that they would prefer a full-time job. These finding suggest that most part-time workers in Waushara County are there by choice or non-job related circumstances and not from a lack of full-time jobs in the area. They were then asked if they work for more than one employer. Fifteen percent of the part-time workers have more than one job.

The vast majority of Waushara County workers are satisfied with their job with only a small percentage being neutral or dissatisfied with their current job (table 19). 21.2% of Waushara County residents belong to a labor union.

Table 19. Satisfaction With Current Primary Job

LABOR FORCE PARTICIPATION

Key Findings:

• Being a homemaker is the most common reason for not being employed.
• Lack of transportation is not a problem in finding a job for Waushara County residents.

Why are some Waushara County residents not employed? The most common specific reason given for residents is because they are a homemaker. Other common reasons are because of disability or because they were recently laid off. For all respondents not employed, 93.1% are actively looking for work. Those who are searching for work have a median value of five weeks for the amount of time that they have been searching for a job. They are also willing to drive an average of 27 miles to work. About 35% of respondents not in the labor force are looking for part-time jobs, while about 31% are looking for full-time jobs. Twenty-seven percent are looking for either a full or part-time job.

Table 20. Reasons for Unemployment

We asked residents to evaluate how important a series of obstacles were in searching for work in the region. Overall, lack of transportation does not appear to be a problem for most Waushara County residents. Ninety-four percent of the residents reported that lack of transportation has never prevented them from finding a job. Most (84.8%) respondents indicated that they do not need childcare when asked about their satisfaction with childcare services. Out of those who do need childcare, most (81.1%) respondents were pleased with their childcare services. For the majority of respondents (87.6%) childcare has never prevented them from holding a full-time job or from looking for a job and has never caused problems with their employment. Only about 12% reported having problems because of childcare conflicts.

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SUMMARY AND CONCLUSIONS

The evidence from the Waushara County labor market study suggest that labor market conditions in the region remain tight, with most employers having a difficult time attracting and retaining qualified workers. Although the growth rate in the economy has slowed over the past six months, there is still a great deal of demand for skilled workers in the region. A growing number of employers, however, are laying off workers, but a majority of them have been recalled.

Although there are no Aquick@ solutions to the labor supply problem in the region, there are some possible opportunities. Waushara County loses many of its workers each day to jobs outside the county. When asked if they would be willing to take a job in Waushara County if they could obtain comparable wages and benefits, many commuters said they would. Although there continues to be a wage gap between what workers can earn in other Fox Valley counties and with local employers, wages are increasing in the Waushara County area. Similarly, employers are offering more and better benefits to attract and retain workers. As the region develops, there will be more opportunities for professional and skilled workers in the area.

Similarly, the demand for labor in the region has begun to shift to more skilled work. There appears to be an increased demand for semi-skilled and skilled workers in the area. This shift will probably change the character if the demand for labor in the area, but also the number of workers that will be needed in the future. As employers adopt new technology and hire more skilled workers, they will probably need fewer workers in the future. Of course, to make this transition employers will need an educated and trained workforce to fill the skilled position in the region.

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APPENDIX A: WAUSHARA COUNTY HOUSEHOLD SURVEY

Hi, this is _______________ and I=m calling from the University of Wisconsin, at River Falls. We are conducting a labor survey for Waushara County. The purpose for doing the survey is to gather employee information to help employment efforts in the County. Any information you provide will be handled in a confidential manner. Would you have a few minutes to help complete the survey?

A. This survey is designed for people who live in Waushara County, are over 18 years of age, and are working or looking for work. Do you meet this criteria? If the person does not, thank him or her for the time and proceed to the next contact person.

B. Are you retired? Yes / No

C. If yes, would you consider reentering the labor force? Yes / No (If no, stop the interview)

What is your current work status?  Employed (Go to question 1a and continue)  / Unemployed (Go to question 19) 1a. If employed, are you considering a job change? Yes / No / Not sure

1b. If yes, why?

1c. If you are considering a job change, what type of job are you looking for?

1d. If you are considering a job change, how long have you been looking?

• Is your primary job full or part time? (Full time means 35 hours per week and part time is less)  Full time (Go to Q5) / Part time

3. If part time, why?

3a. If part time, would a flexible work schedule cause you to want to work more hours?  Yes / No / Not sure

4. If your primary job is part time, would you prefer full time employment?  Yes / No / Not sure

5. Do you have more than one job? (i.e., work for two different employers or businesses) Yes / No

6. If you have a second job, is it: Full time / Part time

7. What is your primary job title?

7a. What type of industry/business do you work for?

7b. What is your current hourly or annual salary?  Hourly / Annual

8. How many miles, one-way, is it from your home to your primary work place?

9. Is your primary work location located outside Waushara County?  Yes (Continue) No (Go to Q12)

9a. If yes, in what county do you work?

10. In or near what town is your primary work place?

11. Would you prefer to work closer to home?  Yes / No / Not sure

12. Would you consider a job in Waushara County if the job provided the same level of wages and benefits you now have? Please answer separately for wages and benefits.

a. wages yes / No / Not Sure

b. benefits Yes / No / Not sure

13. How satisfied are you with your current primary job? Would you say you are .... Very satisfied / Somewhat satisfied / Neutral / Somewhat dissatisfied / Very dissatisfied

14. Are you a member of a union? Yes / No / Not sure

15. If yes, are you covered by a collective bargaining agreement?  Yes / No / Not sure

16. What type of training have you received from your employer in the past year?

17. Do you plan to obtain further job training in the next two years?  Yes / No / Not sure

17a. If yes, what type of training?

18. Does your employer provide any of the following benefits? (Please say yes to those that apply)  Health insurance for employees / Health insurance for family members of employees / Dental care / Pension plans / Paid vacations / Paid sick leave / 401K retirement plan / Profit sharing / Disability coverage / Job training for advancement in the business / Family leave / Pre-tax deductions for child care or medical expenses / Paid classes not directly related to the job / Child care assistance / Recruitment bonus

18a. From the benefits that you checked, which "ONE BENEFIT" is most important to you? (After this question go to Q23)

19. If you are unemployed are you......?  Retired / A student / Disabled or injured worker / A home maker / Other, list

20. If unemployed, are you currently looking for work? Yes / No

20a. If you are looking for work, how many WEEKS have you been looking?

20b. If unemployed, how many miles, one way, would you be willing to drive to work?

21. If unemployed, are you currently looking for.......?  Full time work / Part time work / Full or part time / Other, list

22. If you were to find a new job, what starting hourly wage would you be willing to work for?

23. Does, or has the lack of transportation ever prevented you from finding a job?  Yes / No / Not sure

24. If you use child care services, are you pleased with the services?  Do not need child care / Yes / No

24a. If not, why?

25. Has the issue of child care ever prevented you from holding a full time primary job; caused problems with your employment; or prevented you from looking for a job?  Yes / No / Not sure

26. Which of the following methods have you used to find a job?  Workforce development center / Employment agency or temporary service / Friends or relative / The want-ads / Direct employer contact / Internet / Other, list

27. Do you ever shop outside Waushara County for goods and services?  yes /  no /  not sure

27a. If yes, for what types of goods or services?

DEMOGRAPHICS: The following questions will be used only for statistical analysis. You do not have to answer some questions if you are not comfortable providing that information.

28. Gender: Male / Female

29. Age range: 19-24 / 25-34 / 35-44 / 45-54 / 55-64 / 65-74 / 75-84 / 85+

30. Marital Status? Single / Married / Single parent

31. Do you rent or own the place where you live? Rent / Own

32. What is your race or ethnic background?  White / Black / Hispanic / Asian / Native American / Other

33. What is your highest level of education?  Less than high school / High School diploma / Some college / Technical or vocational school graduate / College graduate, master's degree, Ph.D. or professional degree (MD, JD, etc.)

34. What is the combined annual income of your household?  0-15,000 / 15,001-25,000 / 25,001-40,000 / 40,001-55,000 / 55,001-70,000 / 70,001-100,000 / Over 100,000

35. Under normal circumstances, do you normally shop for the following items inside or outside of Waushara County?

A. Groceries inside / outside

B. Furniture inside / outside

C. Clothing inside / outside

D. Appliances inside / outside

E. Automobiles inside / outside

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APPENDIX B: SURVEY OF WAUSHARA COUNTY WORK ESTABLISHMENTS

A. CHARACTERISTICS OF THE ESTABLISHMENT

Q1. Which category best describes this establishment?  For-profit organization / Government organization (including public educational institutions) / Other non-profit organization / Other (please specify)

Q2. Which description best fits this establishment's situation.   It is an independent, single establishment firm. / It is owned by a multi-establishment firm. / It is locally owned, but franchised to offer "brand-name" products or services. / It owns one or more branch establishments besides the one at this location. / It is a franchise that sells the right to use its concept to one or more franchises.

Q3. What is your establishment=s main product or service? Please describe this activity as specifically as possible.

Q4. In what year did it begin operations in this community?

All of the following questions refer to your establishment only. Q5. What are the current number of employees working in your establishment now, the expected numbers one year from now, and the number five years ago in each of the following categories?

Q6. Over the past five years, have you used Astaffing@(temporary) agencies for hiring temporary workers? Yes / No / Don't know

Q7. During the past five years, have you used temporary employees as a recruitment method for locating permanent employees? Yes / No / Don't know

Q8. During the past five years, have you hired any seasonal workers for a specific time period, such as the summer?  Yes / No / Don't know

Q8a. If yes, are you generally able to retain the same workers from year to year?  Yes / No / Don't know

Q9. During the past five years, have you hired any immigrant workers (defined as someone who was not born in the United States and did not have their citizenship when you hired them)  Yes / No / Don't know

Q9a. If yes, how many immigrant workers have you hired?

Q10. During the past five years, have you hired any guest workers (defined as someone who has a H1 visa)?  Yes / No / Don't know

Q10a. If yes, please identify their country or origin and the number from each country.

Q11. Please estimate what percentage of your workforce is in the following age categories.  Under 25 years old /  25-34 / 35-54 / 55-64 / 65 years or older

Q12. Please estimate what percentage of your workforce is in the following racial/ethnic categories.  African American / Asian and Pacific Islander / Native American / White (Non-Hispanic) / Hispanic/Latino / Other

B. VACANT POSITIONS AND RECRUITMENT

Q13. Are qualified workers easy to recruit in this labor market (within an hour=s commuting distance)?  Yes / No

Q13a. If no, what specific types of employees are you having difficulty finding?

Q13b. What have you done differently in the past three years to recruit workers?

Q13c.If no, what do you consider the most important reason for this difficulty?  Too few applicants / Applicants lack necessary skills / Applicants unwilling to work for the wages/benefits offered / Applicants unwilling to accept working conditions/requirements / Other (please specify)

Q14. Among positions that do not require a college degree, which position has been vacant for the longest period of time (leave blank if no vacancies ) ?

Q14a. How many weeks has this position been vacant?____ weeks

Q14b. Why is this position vacant?  New position / Previous employee left / Previous employee was fired / Other reason (please specify)

Q15. Which of the following methods do you normally use to recruit new workers? (check all methods that apply and underline the three most effective strategies)  Post help-wanted signs / List advertisements in newspapers / Consider walk-ins without referrals / Referrals from Job Center / Referrals from temp/staffing agency /  Referrals from a community agency / Referrals from schools / Referrals from employee in your firm / Used recruiting firm / Internet / Job fair / Hiring bonuses / Referral bonuses / Television advertising / Radio advertising / Other sources (please specify) / Don't know

The next few questions are about some factors that might or might not be important in your evaluation of a prospective employee.

Q16. Do you use any of the following pre-employment screening techniques?  Basic skills wausharaing / Aptitude wausharaing / Job specific skills wausharaing / Personality wausharaing / Drug & alcohol wausharaing / Reference checks / Job trails/internships / Co-worker/team member interviews / Other (please specify)

Q17. How important are the following attributes in selecting employees? (If it varies, use the last person hired)

Q18. Do you customarily use a probationary period when hiring new workers?  Yes / No / Don't know

Q19. Do starting salaries/wages vary for individuals in the same position based on the applicant/s skills, experience and/or training?  Yes / No / Don't know

C. TRAINING

Q20. Have the skill demands in your establishment changed in the past five years?  Yes / No

Q20a. If yes, would you say that the following skills are more in demand today? (check all that apply)   Basic reading / Writing / Numeric skills / Social and verbal skills / Problem solving skills / Basic computer skills / Other (please specify)

Q20b. If yes, have the skill needs of this job changed because of: (check all that apply)  New technology / More use of computers / New products produced / Higher level of product quality / New services provided / Change in the organization of work, such as broader job categories or new duties in this job?

Q21. Do you provide any of the following for new hires? (Check all that apply)  Formal Orientation ___ # hours / Informal Orientation / Formal Training ___ # hours / Informal Training ___ # hours / Mentors

Q22. Do you provide workers with on-going training and skill development?  Yes / No /  Don't know

Q23. Do you offer on-site training at your establishment for any of the following (check all those that apply)?  Basic academic skills /  Job specific skills /  Other (please specify)

Q24. Do you provide pay or other incentives for employees who participate in training to acquire new knowledge and skills?  Yes / No

Q25. How many of your employees received formal training last year?

Q26. How much did your firm spend on formal training last year?

Q27. Please indicate any areas that you would be interested in receiving assistance in addressing your employment needs.  Recruiting workers / Screening or matching applicant skills to job requirements / Analyzing skill requirements for jobs in my firm / Determining skill training needs of workers in my firm / Providing training to upgrade the skills of workers in my firm / Reducing employee absenteeism / Reducing turnover / Increasing employee productivity / Out-placement assistance for employees who may lose employment / Other (Please specify)

D. RETENTION

Q28. Are qualified workers difficult to retain in this labor market?  Yes / No

Q28a. If yes, What is the primary reason for this difficulty?

Q28b. What have you done differently in the past three years to retain workers?

Q29. What was the turnover rate (% of positions vacated) in your establishment in 2000?  (Note: Do not include layoffs in this figure)

Q30. Among the positions that were vacated, how many were due to resignations, retirees, or terminations?  (Note: Do not include layoffs in these figures)

Q31. Did your establishment lay-off any employees in the past 12 months?  Yes / No

Q31a. If yes, how many workers were laid off?

Q31b. If yes, how many workers were recalled?

Q32. What was the average absenteeism rate (% of workdays missed) in your firm last year (2000)?

Q33. What are your major reasons for absenteeism? (Check all those that apply)  Illness / Child care problems / Family/personal problems / Transportation problems / Poor work ethic / Other

E. BENEFITS AND WAGES

Q34. Please indicate whether any of the following benefits are provided to workers in this position? (check all that apply)   Health insurance to employees (% employee pays____%) / Health insurance to family members of employees (% employee pays ___%) / Dental care coverage / Vision care / Disability / Short-term Disability / Long-term Disability / Retirement plan / Company provided retirement plan / 401k/403(b) plan / 401k/403(b) match / Other retirement plan / Paid vacations / Paid sick leave / Maternity or family leave (paid or unpaid) / Employee assistance programs / Tuition reimbursements / Time off to attend classes / Profit sharing / Cafeteria benefit plan (giving the employee the option of choosing benefits) / Company-provided childcare / Stock options / Section 125 Flex-benefits / Housing assistance / Transportation assistance / Technology assistance (providing employees with home computer, internet access, etc.) / Other (please specify)

Q35. Do you offer flextime at your establishment?  Yes / No

Q36. Do you offer job sharing at your establishment?  Yes / No

Q37. Do you offer tele-commuting or other options that allow individuals to work out of their homes on a regular basis?  Yes / No

Q38. Do you require most new employees in your establishment to work for a specified time before receiving benefits? Yes / No

Q38a. If yes, what is that period?

Q39. In your experience with workers in this region, do you find that benefits are more important, less important, or equally important to wages?  Benefits are more important than wages / Benefits are equally important as wages / Wages are more important than benefits / Don't know/no response

Q40. Over the past five years, has your benefit package become more important to attract good workers?  Yes / No / Don't know/no response

Q41. Have you made any significant changes in your benefit package over the past five years?  Yes / No

Q41a. If yes, what changes have you made?

Q42. Do you anticipate making any significant changes in your benefit package in the near year?  Yes / No

Q42a. If yes, what types of change?

Q43. What was your overall wage increase (percentage) for 2000?

Q44. What is your anticipated wage increase (percentage) for 2001?

Q45. Please estimate how much the cost of providing benefits (health insurance, retirement, etc.) increased during the year 2000. _____%

Q46. How much you anticipate the cost of benefits will increase in 2001? _____%

WAGE INFORMATION

The following table is an effort to summarize the occupational employment of your establishment. We need to establish the wage range, current employment level, current and anticipated vacancies, recruitment difficulty, and desired education and experience for each position in your workforce.  For the question on recruitment difficulty, circle the appropriate answer-evaluate whether it is not difficult (N), somewhat difficult (S), or very difficult (V) to recruit for each position in your firm. What type of education, work experience, and special skills/abilities do you look for in hiring new employees? Circle whether a n educational level of none (N), high school (H), technical college (T), college (C), or an advanced degree (A) is absolutely required and the number of years of experience you absolutely require. Use blank lines for occupations not listed.

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