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  • II. Strategic Elements

    The Unified or Combined State Plan must include a Strategic Planning Elements section that analyzes the State’s current economic environment and identifies the State’s overall vision for its workforce development system.  The required elements in this section allow the State to develop data-driven goals for preparing an educated and skilled workforce and to identify successful strategies for aligning workforce development programs to support economic growth.  Unless otherwise noted, all Strategic Planning Elements apply to Combined State Plan partner programs included in the plan as well as to core programs. Where requirements identify the term “populations”, these must include individuals with barriers to employment as defined at WIOA Section 3.  This  includes displaced homemakers; low-income individuals; Indians, Alaska Natives, and Native Hawaiians; individuals with disabilities, including youth who are individuals with disabilities; older individuals; ex-offenders; homeless individuals, or homeless children and youths; youth who are in or have aged out of the foster care system; individuals who are English language learners, individuals who have low levels of literacy, and individuals facing substantial cultural barriers; farmworkers (as defined at section 167(i) of WIOA and Training and Employment Guidance Letter No. 35-14); individuals within 2 years of exhausting lifetime eligibility under the Temporary Assistance for Needy Families program; single parents (including single pregnant women); and long-term unemployed individuals.  Additional populations include veterans, unemployed workers, and youth, and others that the State may identify.

         

     

II. a. 1. B. Workforce Analysis

The Unified or Combined State Plan must include an analysis of the current workforce in the State and within various state regions. Provide key analytical conclusions in aggregate as well as disaggregated among populations to identify potential disparities in employment and educational attainment and understand labor force conditions for items (i)-(iii) below. Populations analyzed must include individuals with barriers to employment described in the first paragraph of Section II. Analysis must include—

  • i. Employment and Unemployment

    Provide an analysis of current employment and unemployment data, including labor force participation rates, and trends in the State.

  • ii. Labor Market Trends

    Provide an analysis of key labor market trends, including across existing industries and occupations.

  • iii. Education and Skill Levels of the Workforce

    Provide an analysis of the educational and skill levels of the workforce.

Current Narrative:

 (B) WORKFORCE ANALYSIS

Demographics of the State’s Economy3

Age

Analyzing the age distribution in West Virginia against the United States reveals distinct patterns. In the younger age groups (15 to 24 years), the state's population aligns with national figures, with 112,676 individuals aged 15 to 19 years and 113,691 in the 20 to 24 years category. As we move into the working-age brackets (25 to 54 years), West Virginia's figures of 210,919 (25 to 34 years), 215,117 (35 to 44 years), and 228,098 (45 to 54 years) show alignment with national trends but at a smaller scale. However, in the 55 to 64 years group, the state's population of 120,980 (55 to 59 years) and 129,971 (60 to 64 years) contrasts with higher national figures. In the older age groups, West Virginia's population in the 65 to 74 years, 75 to 84 years, and 85 years and over categories stands at 219,725, 107,203, and 39,516 individuals, contributing to national figures. This narrative provides a snapshot of West Virginia's age distribution, emphasizing unique characteristics within specific age brackets compared to the national landscape.

3 Unless otherwise noted, figures and data in (B) Workforce Analysis are produced by the US Census Bureau, 2022 American Community Survey

Figure 25: WV and US Population by Age Group 

Figure 25: WV and US Population by Age Group 

The U.S. Census Bureau's 2019 5-year estimates from the American Community Survey provide a comprehensive overview of West Virginia's workforce demographics. With a total population aged 16 and older at 1,491,316, approximately 53.3% are part of the labor force. The employment to population ratio stands at 49.7%, while the unemployment rate for this population is 6.5%.

Analyzing specific age groups in West Virginia, individuals aged 16 to 19, numbering 89,375, have a labor force participation rate (LFPR) of 34.9%, slightly below the national LFPR of 40.7%. 

The 20 to 24 age group, estimated at 114,325, exhibits a robust LFPR of 71.3%, albeit lower than the national LFPR of 76.0%. 

For those aged 25 to 29 (102,223), the LFPR is 74.7%, again slightly below the national LFPR of 84.3%. 

The trend continues with the 30 to 34 age group (104,869), where West Virginia's LFPR of 73.1% is below the national LFPR of 84.2%.

Moving to the 35 to 44 age group (216,666), West Virginia's LFPR of 75.1% is slightly lower than the national LFPR of 83.6%.

In the 45 to 54 age group (221,995), the state's LFPR of 73.2% is again slightly below the national LFPR of 82.3%. 

For those aged 55 to 59 (114,295), West Virginia's LFPR of 63.0% contrasts with the national LFPR of 74.2%.

In the 60 to 64 age group (126,356), the LFPR is 47.7%, below the national LFPR of 59.1%. 

For residents aged 65 to 74 (224,674), the LFPR is 18.3%, significantly lower than the national LFPR of 26.6%. 

Finally, for those aged 75 and over (151,488), West Virginia's LFPR of 6.8% is notably lower than the national LFPR of 7.3%.

This detailed analysis offers insights into West Virginia's diverse workforce across various age cohorts, highlighting trends and opportunities for targeted strategies and support in the context of both state and national labor force dynamics.

Figure 26: WV and US Labor Force Participation Rate by Age Group 

Figure 26: WV and US Labor Force Participation Rate by Age Group 

Reviewing long-term projections for jobs in industries and occupations in West Virginia that provide employment opportunities for older workers.The total number of West Virginians aged 55 and older totaled 617,395, comprising 41.23% of the state’s total population (10.89% increase since 2010 census).

According to the Quarterly Workforce Indications (QWI), out of the twenty industries, the industry sectors that represented the largest numbers of employed seniors during 2019-2022 were Health Care and Social Assistance, Education Services, Retail Trade and Manufacturing. These sectors were the top four employers for older workers 55+ during 2019-2022. Table 2- SCSEP illustrates the industries during 2019-2022 that had the largest number of older workers. 

Figure 27: Industries With Older Workers

Figure 27: Industries With Older Workers

(Source: Table 2 - SCSEP; QWI, NAICS Sectors, 2019-2022)

The QWI information focuses on, of the 20 Industry Sectors which had the highest number hiring older workers (55+). The largest number of hires of older workers during 2019-2022 for the age range 55-64 were Health Care and Social Assistance, Construction, Administrative and Support and Waste Management and Remediation Services, and Retail Trade. Within the age range of 65-99 the results varied. Similar to the age range 55-64, Health Care and Social Assistance was also the top employer for the age range 65-99. Educational Services, Retail Trade, Accommodation and Food Service were the remaining top employers that had the highest number of employed seniors for the age range 65-99. Table 3 - SCSEP illustrates the industries during 2019-2022 that had the largest number of 55+ seniors hired.

Figure 28: Industries With Largest Number of 55+ Seniors Hired

Figure 28: Industries With Largest Number of 55+ Seniors Hired

(Source: Table 3 - SCSEP; QWI, NAICS Sectors, 2019-2022)

From the information gathered in Table 3-SCSEP, the staffing patterns from the top three Industry Sectors of New Hires show employment in Healthcare and Social Assistance, Administration and Support Waste Management and Remediation Services, Construction, Accommodations and Food Services, Educational Services and Retail Trade. The forecast predicts that these industries will continue to hire older workers, thus providing employment opportunities in the following Equal Employment Opportunities (EEO) Occupations Groups based off the Industry Sector of New Hires: Transportation, Natural Resources, Construction & Maintenance Occupations, Sales and Office Occupations, Service Occupations, Education, Legal, Community Service, Arts & Media Occupations, Management, Business & Science. EEO Occupational Groups are categorized into fourteen groups and further categorized into nine job categories. Table 4-SCSEP illustrates the twelve Occupational Groups that were narrowed down from the top Industries. 

West Virginia’s Net Migration

West Virginia's net migration patterns, as revealed by the American Community Survey 2022 5-Year Estimates, offer insights into the state's demographic shifts and potential implications for its future. The data underscores the dynamic nature of migration, both within the state and from other regions, contributing to a net migration of 5,617 individuals.

Figure 29: WV Net Migration 

Figure 29: WV Net Migration 

Examining age groups, West Virginia has experienced notable in-migration among those aged 1 to 4 years, with 1,725 individuals moving in, offset by 2,613 individuals moving out, resulting in a net migration of -888. Similarly, the 5 to 17 years age group demonstrates a net migration of 528, indicating a positive trend in this demographic.

Notably, young adults aged 18 to 24 years contribute significantly to West Virginia's net migration, with a positive trend of 2,317 individuals moving into the state. This could potentially be attributed to factors such as education, employment opportunities, or lifestyle choices attracting individuals to West Virginia.

However, the state experiences a net migration loss in certain age groups, notably among individuals aged 25 to 34 years, with a net migration of -449. The age group 35 to 44 years, while showing a small net migration of 87 individuals, could benefit from strategies to attract and retain residents in their prime working years.

For individuals aged 60 and over, West Virginia observes varying net migration patterns. The age group 60 to 64 years shows a modest net migration of 2, while those aged 65 to 74 years and 75 and over exhibit net migration losses of -449 and -542, respectively.

While the overall net migration is positive, the data suggests a need for strategic efforts to enhance migration patterns, especially among the working-age population, and to address potential challenges in retaining residents in certain age brackets. Proactive measures aimed at creating an attractive environment for various age groups could play a pivotal role in shaping West Virginia's demographic landscape and fostering a resilient and vibrant future for the state.

Figure 30: WV Net Migration by Age

Figure 30: WV Net Migration by Age

Disability 

Data on rates of educational attainment for people with disabilities show that people with disabilities, overall, have lower educational attainment than people without disabilities. 58.2% of people with disabilities have a high school degree or lower, compared to 44.1% of people without disabilities. Of those who have some college or above, 13.7% of people with disabilities graduate from college, compared to the 23.2% of people with disabilities who have some college experience or an associate degree. Meanwhile, the levels for people without disabilities are more similar, 27.1% of the population have some college or associate degrees, while 27.1% have graduated from college. Understanding these patterns can inform targeted interventions, policies, and educational initiatives aimed at promoting inclusivity, accessibility, and equal opportunities for all residents, regardless of their disability status. For example, A higher percentage of people with disabilities are likely to fulfill “some” high school or college credit without graduating, pointing to a need for more support in completing each educational level. 

Figure 31: WV Education Attainment by Disability 

Figure 31: WV Education Attainment by Disability 

West Virginia's disability profile for 2022 reveals a dynamic landscape. Of the individuals with disabilities, 51,250 are employed, showcasing their significant contributions to the state's workforce. An additional 6,214 individuals with disabilities are unemployed, signaling potential areas for targeted employment support. Additionally, 109,593 individuals with disabilities are not currently in the labor force, suggesting unique challenges or personal choices. The Labor Force Participation Rate (LFPR) for individuals with any disability is 34.40%, emphasizing the need for fostering inclusivity and accessibility. As the state moves forward, addressing barriers, promoting workplace accommodations, and implementing targeted training programs can enhance workforce participation, tapping into the diverse skills and talents of individuals with disabilities for a more inclusive and resilient economy.

Figure 32: Disability Profile 

Figure 32: Disability Profile 

Sex and Race 

In the latest demographic snapshot provided by the U.S. Census Bureau's 2022 ACS 5-year estimates, West Virginia's population continues to showcase distinct patterns in sex and race. As of 2022, the total population stands at approximately 1,792,310 residents. The male population is reported at 897,121, slightly surpassing the female population at 895,189.

Analyzing the racial composition, most West Virginia residents identify as White alone, representing 91.5% of the state's population with a total count of 1,639,342 individuals. Black or African American alone constitutes 3.4% of the population, with 61,227 residents. American Indian and Alaska Native alone account for 0.1%, totaling 1,730 individuals. The Asian alone population stands at 0.8%, comprising 13,602 residents. Some other race alone makes up 0.5% of the population, with 9,504 individuals. Notably, the Two or more races category represents 3.7% of the population, totaling 66,905 residents.

Compared to 2021 figures, this data shows subtle shifts in population distribution. While the overall population has seen a marginal decrease, the variations in racial demographics highlight the dynamic nature of West Virginia's population. The comprehensive understanding of these demographic shifts is crucial for informed policymaking, resource allocation, and community engagement initiatives tailored to the diverse needs of West Virginia's residents.

Figure 33: WV Population by Sex and Race 

Figure 33: WV Population by Sex and Race 

Education and the Labor Force

The Labor Force Participation Rate (LFPR) data in West Virginia, categorized by educational attainment, underscores the significant impact of education on workforce engagement. Among individuals with less than a high school diploma, the LFPR stands at 39.6%. This lower rate is indicative of the challenges faced by this group in accessing and participating in the labor market. Those with a high school diploma or equivalency exhibit a higher LFPR at 61.5%, signaling a notable increase in workforce participation compared to individuals with lower educational attainment.

As educational attainment rises, so does the labor force participation. Those with some college education or an associate degree demonstrate a substantially higher LFPR at 73.1%, emphasizing the positive correlation between post-secondary education and increased engagement in the workforce. The trend continues upward for individuals with a bachelor's degree or higher, reaching an impressive LFPR of 85.3%. This group, which includes those with advanced degrees, illustrates the considerable influence of higher education on active participation in the labor force.

These findings highlight the pivotal role of education as a determinant of labor force engagement. As West Virginia seeks to enhance its economic vitality, focusing on educational attainment and facilitating access to higher education opportunities can be instrumental in fostering a more robust and dynamic workforce. Policymakers and stakeholders can leverage this data to develop targeted initiatives aimed at improving educational outcomes, thereby contributing to higher labor force participation rates and overall economic prosperity in the state.

Figure 34: WV Population and Labor Force Participation Rate by Educational Attainment 

Figure 34: WV Population and Labor Force Participation Rate by Educational Attainment 

The unemployment landscape in West Virginia illustrates a clear correlation between educational attainment and employment prospects. Among the population aged 25 to 64 years, the overall unemployment rate stands at 5.20%. However, when examining educational levels, a compelling trend emerges showing higher unemployment rates for those with lower educational attainment.

Individuals with less than a high school diploma face a higher unemployment rate, recording at 12.90%. This emphasizes the challenges associated with limited educational attainment and the impact it can have on employability in the state. Conversely, those with a high school diploma or equivalency experience a lower unemployment rate at 7.00%, showcasing a positive correlation between basic educational attainment and improved employment outcomes.

The trend continues with higher education levels contributing to even lower unemployment rates. Individuals with some college education or an associate degree exhibit a reduced unemployment rate of 4.80%. This underlines the potential benefits of post-secondary education in enhancing employability and reducing unemployment.

Notably, those with a bachelor's degree or higher demonstrate the lowest unemployment rate, standing at 1.90%. This emphasizes the substantial advantages associated with advanced education in fostering a resilient and highly employable workforce.

These findings underscore the importance of educational investment in shaping the employment landscape in West Virginia. Initiatives aimed at improving educational attainment, especially at the post-secondary level, can play a pivotal role in reducing unemployment rates and contributing to overall economic resilience in the state. Policymakers and stakeholders can leverage this data to tailor strategies that address educational disparities and enhance workforce development, ultimately fostering a more robust and prosperous economy in West Virginia.

Figure 35: WV Unemployment Rate by Educational Attainment

Figure 35: WV Unemployment Rate by Educational Attainment

Labor Force

The labor force participation rate (LFPR) in West Virginia registered at 54.7% in 2022, the lowest in the nation. The national labor force participation rate stood at 62.2%. 

Fewer than one-half (40.0%) of West Virginia counties recorded a LFPR below 50.0% in 2022. Several of these counties are in the southern coalfields of West Virginia (Workforce Development Regions 1 & 2). McDowell County recorded a labor force participation rate of 32.0%, the lowest in the state.  Other southern counties with a labor force participation rate less than 50% included Wyoming (41.8%), Boone (40.2%), Logan (43.2%), Mingo (33.3%), Wayne (47.7%), Summers (46.8%), Lincoln (42.9%), Fayette (46.5%), and Mercer (43.2%). 

Ten counties in the state recorded a labor force participation rate greater than 60.0% in 2022. These counties are Putnam (60.2), Ohio (60.7), Doddridge (62.0), Grant (62.4), Harrison (62.8), Preston (63.2), Berkeley (65.5), Pendleton (65.6), Monongalia (67.2), and Jefferson (68.8). In 2022, seven West Virginia counties reported a labor force participation rate greater than the national rate of 62.2%.

Figure 36: WV Labor Force Participation Rate by County 

Figure 36: WV Labor Force Participation Rate by County 

Source: 2022 Workforce WV LMI Data

Examining the LFPR for West Virginia and its contiguous states provides a comprehensive view of the region's workforce engagement in 2022. West Virginia, with an LFPR of 52.8%, exhibited a lower participation rate compared to its neighboring states. WV’s contiguous states showcase varying levels of labor force participation, influencing the overall economic landscape.

Maryland leads the region with a robust LFPR of 67.0%, indicating a high level of workforce engagement. Virginia closely follows with a rate of 65.3%, contributing to a dynamic and active labor market. Ohio, at 63.1%, demonstrates solid workforce participation, aligning with the broader regional trends.

Pennsylvania and Kentucky present LFPRs of 62.8% and 59.9%, respectively, showcasing moderate workforce engagement. Kentucky, although slightly below the national average in LFPR, remains an essential contributor to the regional labor market.

West Virginia, despite its LFPR of 52.8%, plays a crucial role in the regional economy, and there is an opportunity for targeted initiatives to enhance labor force participation. Understanding these LFPR dynamics across contiguous states allows policymakers, businesses, and community leaders to tailor strategies that address specific workforce challenges and leverage regional strengths. As each state contributes uniquely to the economic tapestry, collaborative efforts can foster a resilient and thriving regional workforce.

Figure 37: US Labor Force Participation Rate by State 

Figure 37: US Labor Force Participation Rate by State 

Turnovers 

Turnover rates can vary by industry and by a variety of demographic characteristics, such as education, race, sex, and age. In West Virginia, between 2020 and 2022 industry sectors with the highest average turnover rates include Accommodation and Food Services; Arts, Entertainment, and Recreation; Retail Trade; and Transportation and Warehousing. Sectors with the lowest turnover rates include Utilities, Manufacturing, and Wholesale Trade High turnover rates in industry sectors can indicate a number of possibilities, including, but not limited to, seasonality, short business cycles, part-time employment status, employee dissatisfaction, and health risks.

Addressing retention challenges is key for sustained economic stability. West Virginia's economic resilience hinges on maintaining a healthy turnover rate that attracts talent without compromising workforce stability. As West Virginia navigates the economic landscape, policymakers and stakeholders can leverage these insights to formulate targeted initiatives, ensuring workforce resilience and sustained economic growth in the years to come.

Figure 38: WV Average Turnover Rate by Industry

Figure 38: WV Average Turnover Rate by Industry

Source: 2021-2023 QWI Explorer 

In 2021, turnover rates of female employees (10.2%) were higher than male employees (9.8%),  continuing the trend starting in 2019.

Figure 39: WV Average Turnover Rate by Sex

Figure 39: WV Average Turnover Rate by Sex

Source: 2017-2021 QWI Explorer 

Assessing turnover rate by race reveals that in 2021 turnover rates were lowest among White (9.7%) and Asian (10.4%) populations; The highest turnover rate was among Two or More Races (15.7%), followed by American Indian/Alaskan Native (15.1%) and Native Hawaiian or Other Pacific Islander (14.9%), and Black or African-American (14.2%) populations. Turnover rates across races increased between .9% (White, Asian) and 1.9% (Two or More Races) between 2021 and 2021. 

Figure 40: WV Average Turnover Rate by Race

Figure 40: WV Average Turnover Rate by Race

Source: 2020-2021 QWI Explorer 

Occupations

Building upon last year's insights, West Virginia's occupational landscape continues to evolve, with a keen focus on the seven workforce development regions. Notably, the occupations anticipating substantial annual growth rates between 2020 and 2030 predominantly align with the healthcare and social services sectors. This persistent trend finds its roots in the state's aging population, the challenges posed by the opioid epidemic, and the prevalence of health issues like obesity, diabetes, heart disease, and tobacco use. The positive aspect is that many of these in-demand healthcare occupations often require less extensive education or offer on-the-job training opportunities, presenting a pathway for aspiring professionals, such as obtaining an associate degree for roles like Registered Nurses. As we explore each region's unique occupational projections, we uncover the intricate interplay between workforce needs, demographic shifts, and the state's ongoing health challenges.

Workforce Development Region 1 Occupational Employment Projections 2020-2030 

In Workforce Development Region 1 of West Virginia, the occupational employment projections for the period 2020-2030 spotlight key occupations with the highest anticipated job openings. Leading the projections is the demand for Home Health and Personal Care Aides, with an estimated 700 openings, reflecting the region's emphasis on healthcare and social services. In the culinary sector, Cooks in restaurants and Fast Food and Counter Workers are projected to see 550 and 480 openings, respectively. The list continues through other sectors, including positions such as Registered Nurses, Security Guards, and Construction Laborers. These projections provide valuable insights into the evolving workforce landscape and should guide strategic decisions for regional development and employment planning.

Figure 41: WDR 1 Top 15 Occupations by Projected Job Openings

Figure 41: WDR 1 Top 15 Occupations by Projected Job Openings

Source: WV Labor Market Information Division

Workforce Development Region 2 Occupational Employment Projections 2020-2030

In Workforce Development Region 2 of West Virginia, the highest demand is in healthcare services, with high numbers for Home Health and Personal Care Aides (960 openings) as well as Registered Nurses (540 openings). In the culinary sector, Fast Food and Counter Workers and Restaurant Cooks are projected to see substantial openings of 880 and 460, respectively. The list also includes positions in retail, customer service, and logistics, with heavy emphasis on Heavy and Tractor-Trailer Truck Drivers, Construction Laborers, and Industrial Machinery Mechanics. 

Figure 42: WDR 2 Top 15 Occupations by Projected Job Openings

Figure 42: WDR 2 Top 15 Occupations by Projected Job Openings

Source: WV Labor Market Information Division

Workforce Development Region 3 Occupational Employment Projections 2020-2030 

In Workforce Development Region 3 of West Virginia, Fast Food and Counter Workers lead with a substantial projection of 700 openings, underscoring the importance of the hospitality industry, especially considered next to the number of openings for Restaurant Cooks (400) and Waiters and Waitresses (250). Home Health and Personal Care Aides follow with 480 projected openings, which, alongside openings for Registered Nurses (350), reflects growing demand for healthcare services. Construction Laborers (270) and Heavy and Tractor-Trailer Truck Drivers (190) indicate a demand for skilled workers in essential sectors, aligning with the region's economic needs. 

Figure 43: WDR 3 Top 15 Occupations by Projected Job Openings

Figure 43: WDR 3 Top 15 Occupations by Projected Job Openings

Source: WV Labor Market Information Division

Workforce Development Region 4 Occupational Employment Projections 2020-2030 

In Workforce Development Region 4 of West Virginia, the occupational employment projections for 2020-2030 reveal key occupations with projected openings. Home Health and Personal Care Aides lead with 710 anticipated openings, emphasizing the region's focus on healthcare and support services. Fast Food and Counter Workers and Restaurant Cooks reflect the continued demand in the hospitality industry, with 330 and 260 projected openings, respectively. Registered Nurses and Heavy and Tractor-Trailer Truck Drivers follow suit, showcasing the importance of healthcare and transportation sectors. Construction Laborers and First-Line Supervisors of Food Preparation and Serving Workers also feature in the projections, indicating a diverse range of occupational needs. These insights provide a foundation for regional workforce planning and strategic economic development initiatives.

Figure 44: WDR 4 Top 15 Occupations by Projected Job Openings

Figure 44: WDR 4 Top 15 Occupations by Projected Job Openings

Source: WV Labor Market Information Division

Workforce Development Region 5 Occupational Employment Projections 2020-2030 

Within Workforce Development Region 5, Registered Nurses take a prominent position with 320 projected openings, and Home Health and Personal Care Aides anticipate 280 openings, reflecting the continued demand for skilled healthcare professionals. The hospitality industry, exemplified by Restaurant Cooks and Fast Food and Counter Workers, anticipates 310 and 240 openings, respectively. This region also showcases openings in transportation, with projections for Passenger Vehicle Drivers (90) and Heavy and Tractor-Trailer Truck Drivers (80). 

Figure 45: WDR 5 Top 15 Occupations by Projected Job Openings

Figure 45: WDR 5 Top 15 Occupations by Projected Job Openings

Source: WV Labor Market Information Division

Workforce Development Region 6 Occupational Employment Projections 2020-2030 

Workforce Development Region 6 demonstrates a robust demand for positions in the hospitality sector, as evidenced by Fast Food and Counter Workers, Restaurant Cooks, and Waiters and Waitresses, projecting 1610, 970, and 910 openings, respectively. Home Health and Personal Care Aides follow closely at 940, which, along with Registered Nurses at 490, reflect the region's emphasis on healthcare support services. Construction Laborers and Registered Nurses also feature prominently, showcasing the region's commitment to infrastructure development. The demand for skilled workers extends to management roles, such as General and Operations Managers and Food Service Managers, indicating a need for leadership across industries. 

Figure 46: WDR 6 Top 15 Occupations by Projected Job Openings

Figure 46: WDR 6 Top 15 Occupations by Projected Job Openings

Source: WV Labor Market Information Division

Workforce Development Region 7 Occupational Employment Projections 2020-2030 

In Workforce Development Region 7, Home Health and Personal Care Aides project the highest number of openings at 530 and reflect the region's emphasis on healthcare and support services, seen also in 180 openings for Registered Nurses. The culinary industry also features prominently, with significant openings for Restaurant Cooks (410), Fast Food and Counter Workers (270), and First-Line Supervisors of Food Preparation and Service Workers (110), illustrating the region's vibrant food sector. A notable aspect is the demand for transportation roles, including Passenger Vehicle Drivers (230) and Heavy and Tractor-Trailer Truck Drivers (70), indicating the region's reliance on efficient logistics. The projections also highlight the need for skilled professionals across sectors, including education (Elementary School Teachers – 80) and technology (Software Developers – 120). 

Figure 47: WDR 7 Top 15 Occupations by Projected Job Openings

Figure 47: WDR 7 Top 15 Occupations by Projected Job Openings

Source: WV Labor Market Information Division

Education

The presented data illustrates the percentage of the population aged 25 years or older holding a bachelor's degree or higher across the nation, providing valuable insights into the educational attainment of different regions. West Virginia stands out with a comparatively lower percentage at 24.8%, emphasizing the need for initiatives that promote higher education in the state. Contiguous states such as Maryland, Virginia, and Pennsylvania boast higher percentages, indicating a more significant proportion of individuals with advanced educational qualifications. Educational attainment plays a crucial role in shaping workforce capabilities and economic development, making it imperative for policymakers and educators to focus on strategies that enhance educational opportunities and attainment levels, particularly in regions with lower percentages. The national average of 34.5% underscores the ongoing national effort to foster a highly educated population. 

Figure 48: Population 25 Plus with Bachelor’s Degree or Higher

Figure 48: Population 25 Plus with Bachelor’s Degree or Higher

The 2020-2030 Occupational Projections Data by Level of Education for West Virginia provides a comprehensive snapshot of the state's evolving workforce landscape. The data reveals significant shifts in employment distribution across various educational levels, underscoring the dynamic nature of the state's economy. Notably, the projections indicate a modest increase in total employment, with a nuanced focus on educational attainment. High school diploma holders continue to form a substantial part of the workforce, although their percentage of the workforce is anticipated to decrease slightly by 2030. Conversely, the demand for individuals with associate degrees and postsecondary non-degree awards is expected to rise, reflecting a growing need for specialized skills and technical expertise. The projections also highlight the importance of higher education, as employment figures for bachelor's, master's, and doctoral or professional degree holders are set to increase. This data reinforces the significance of educational initiatives and workforce development programs to align with the evolving demands of West Virginia's job market and foster a resilient and well-educated workforce.

Figure 49: WV Occupational Projections by Education

Figure 49: WV Occupational Projections by Education

Source: Workforce West Virginia Labor Market Information - Occupational Projections Data

The latest economic data on median earnings by education level in West Virginia reveals important insights into the correlation between educational attainment and financial prosperity. The figures underscore the significance of education in shaping income dynamics across the state.

Overview of Median Earnings:

  • For the population aged 25 years and over with earnings, the overall median income stands at $42,738. This figure reflects the combined earnings of both male and female individuals in this age group.

Educational Attainment and Earnings:

  1. Less than High School Graduate:
    • Individuals with less than a high school diploma have a median income of $26,692. This group demonstrates a substantial income disparity, with males earning $31,728 compared to females earning $22,346.
  2. High School Graduate (includes equivalency):
    • Those with a high school diploma or equivalency exhibit a higher median income at $35,052. Males in this category have a median income of $42,328, while females earn $26,556.
  3. Some College or Associate Degree:
    • Individuals with some college education or an associate degree show a further increase in median income, reaching $40,791. The gender disparity continues to be notable, with males earning $51,797 and females earning $33,565.
  4. Bachelor's Degree:
    • The median income for individuals with a bachelor's degree rises significantly to $52,887. Males with a bachelor's degree earn $61,978, while females earn $46,408.
  5. Graduate or Professional Degree:
    • Those with a graduate or professional degree demonstrate the highest median income at $63,974. This group showcases a substantial gender income gap, with males earning $81,142 compared to females earning $56,531.

Education plays a pivotal role in determining median earnings in West Virginia. As educational attainment increases, so too does the median income, underlining the importance of fostering educational opportunities and access to higher education. Policymakers and educators can draw from these insights to tailor initiatives that promote educational advancement, address gender income disparities, and contribute to the overall economic well-being of West Virginia's residents.

Figure 50: Median Annual Earnings by Education Level 

Figure 50: Median Annual Earnings by Education Level 

Education levels may also impact turnover rate with data showing a potential correlation between education level and employment stability, with higher educational attainment associated with lower turnover. Individuals with less than a high school education consistently exhibited higher turnover rates, starting at 9.90% in 2017 and slightly decreasing to 9.80% in 2021. Meanwhile, those with a bachelor's degree or advanced degree consistently had lower turnover rates, starting at 7.20% in 2017 and experiencing a modest increase to 7.90% in 2021. Understanding these trends is crucial for policymakers and businesses to tailor strategies that promote workforce stability and leverage the skills of a more educated labor force for sustained economic growth.

Figure 51: Turnover Rate by Education Level 

Figure 51: Turnover Rate by Education Level 

Skill Gaps

The term Skills Gap, defined as “a significant mismatch between the needs of employers for skills and the current capabilities of available workforce,” is of particular concern in West Virginia as it has the lowest labor force participation rate (LFPR) in the nation, and businesses attempting to fill positions vacated during the pandemic have expressed concerns about finding skilled workers to fill these vacancies. This is being addressed in West Virginia through various initiatives, including a blue ribbon task force meant to identify and align employer needs with workforce abilities concluded last year and the “No Wrong Door” program described elsewhere in this plan, which effectively coordinates work between state and local workforce partners, employers, post-secondary education institutions, and community-based service providers.


The West Virginia Skills Assessment for the period 2020-2030 highlights crucial skills that play a pivotal role in employment dynamics. Data from this assessment shows the current employment levels and projected growth for skills that are key for success across industries. Critical Thinking, Active Listening, and Speaking emerge are the three skills with the highest projected employment growth, underlining their significance in the evolving job market. However, challenges are evident, as skills like Mathematics show a negative growth trend, indicating a potential gap that requires attention.


Additionally, the data underscores the importance of interpersonal skills such as Social Perceptiveness, Service Orientation, and Persuasion, which are integral for effective communication and collaboration in diverse work environments. Projected numbers of exits and transfers alongside that project growth signify the need for strategic initiatives to address potential skills gaps and ensure a skilled, adaptable workforce in West Virginia. Labor force exits are the projected number of workers leaving an occupation and exiting the labor force entirely. Labor force exits are more common at older ages as workers retire but can occur at any age. Labor force exits are not necessarily permanent exits from the labor force; for example, some workers exit the labor force to pursue additional education with the intention of returning to the labor force. They do represent permanent separations from an occupation. Occupational transfers are the projected number of workers leaving an occupation and transferring to a different occupation. Transfers represent permanent separations from an occupation, not temporary movements where the worker is expected to return to the same occupation in the future. Policy makers and educators can utilize this data to align training and education programs with the evolving demands of the job market, fostering a resilient and competitive workforce for the state's economic future.

Figure 52: West Virginia Skills Assessment 2020-2030

Figure 52: West Virginia Skills Assessment 2020-2030

Source: WV Labor Market Information Division

In the evolving landscape of West Virginia's workforce, critical concerns emerge as we examine knowledge gaps projected from 2020 to 2030. The data delineates the anticipated exits, transfers, and changes within various knowledge domains, shedding light on areas where the state may face challenges. English Language and Customer and Personal Service lead the charts, with substantial numbers of individuals exiting or transferring within these knowledge realms. Education and Training, Mathematics, and Administration and Management closely follow, underscoring the importance of addressing gaps in these areas. As we navigate this intricate tapestry of knowledge dynamics, strategic measures are imperative to bridge these gaps and cultivate a resilient and well-rounded workforce for West Virginia. The projections emphasize the need for targeted educational and professional development initiatives to ensure a seamless transition and sustainable growth across diverse sectors within the state.

Figure 53: West Virginia Knowledge Gaps, 2020-2030 

 

 West Virginia Knowledge Gaps, 2020-2030

Source: WV Labor Market Information Division

In Workforce Development Region 1, the projected number of occupational openings shows needs across a wide range of disciplines. The demand is notably high in English Language, with 4,789 openings, emphasizing the importance of effective communication skills. Customer and Personal Service, with 4,720 projected openings, underscores the significance of interpersonal skills in meeting the needs of clients and customers. As the region anticipates growth, Mathematics (2,613 openings) and Computers and Electronics (1,604 openings) emerge as critical areas with considerable opportunities, suggesting a need for individuals with proficiency in STEM fields. As the region navigates the evolving workforce landscape, addressing skill gaps in these areas becomes imperative for fostering a robust and adaptable workforce.

Figure 54: Workforce Development Region 1 Knowledge Competency Requirements 

Figure 54: Workforce Development Region 1 Knowledge Competency Requirements 

Source: Workforce WV Labor Market Information Projections 

In Workforce Development Region 2, occupational openings in English Language (6,991) highlights the significance of strong communication skills in various professional contexts. The Customer and Personal Service sector, with 6,614 openings, emphasizes the continued importance of personalized interactions in service-oriented industries. As the region anticipates growth, Mathematics (4,363 openings) and Computers and Electronics (2,965 openings) emerge as critical areas with considerable opportunities, suggesting a need for individuals with proficiency in STEM fields. Bridging skill gaps to fill these positions will be essential West Virginia’s dynamic workforce landscape to thrive.

Figure 55: Workforce Development Region 2 Knowledge Competency Requirements 

Figure 55: Workforce Development Region 2 Knowledge Competency Requirements 

Source: Workforce WV Labor Market Information Projections

Within Workforce Development Region 3, openings in Customer and Personal Service (6,739) emphasizes the region's emphasis on service-oriented professions. English Language (6,644 openings) and Education and Training (5,331 openings) highlight the importance of effective communication and educational expertise in the evolving job market. The prominence of Administration and Management (4,162 openings) and Mathematics (3,948 openings) suggests a demand for individuals with strong leadership and analytical skills. Notably, the presence of Computers and Electronics (2,318 openings) and Mechanical (2,334 openings) positions points to the ongoing significance of STEM-related competencies. 

Figure 56: Workforce Development Region 3 Knowledge Competency Requirements 

Figure 56: Workforce Development Region 3 Knowledge Competency Requirements 

Source: Workforce WV Labor Market Information Projections

Within Workforce Development Region 4, openings in English Language (2,369) emphasize the continued demand for effective communicators. Customer and Personal Service (2,290 openings) and Education and Training (2,139 openings) signify the importance of service-oriented roles and educational expertise. Public Safety and Security (1,369 openings) highlights the region's commitment to ensuring community safety. The presence of Mathematics (1,308 openings) and Administration and Management (1,298 openings) underlines the significance of analytical and leadership skills. Furthermore, the inclusion of Mechanical (852 openings) and Computers and Electronics (665 openings) suggests a growing need for individuals with STEM-related competencies. 

Figure 57: Workforce Development Region 4 Knowledge Competency Requirements 

Figure 57: Workforce Development Region 4 Knowledge Competency Requirements 

Source: Workforce WV Labor Market Information Projections

Within Workforce Development Region 5, the projected number of occupational openings in Customer and Personal Service (2,438) and English Language (2,424) highlight the continued demand for roles centered around effective communication and service provision. Education and Training (2,123 openings) signifies the region's commitment to fostering a knowledgeable workforce. Administration and Management (1,352 openings) and Public Safety and Security (1,205 openings) underscore the need for strong leadership and safety-oriented skills. Mathematics (1,200 openings) and Computers and Electronics (685 openings) indicate the growing importance of STEM-related competencies. The inclusion of Medicine and Dentistry (751 openings) reflects the region's emphasis on healthcare, while Clerical (712 openings) emphasizes administrative support roles. 

Figure 58: Workforce Development Region 5 Knowledge Competency Requirements 

Figure 58: Workforce Development Region 5 Knowledge Competency Requirements 

Source: Workforce WV Labor Market Information Projections

Within Workforce Development Region 6, the projected number of occupational openings in English Language (9,549) and Customer and Personal Service (9,503) showcase the region's ongoing reliance on effective communication and service-oriented roles. Education and Training (8,558 openings) underscores the commitment to nurturing knowledge, aligning with the region's dedication to educational excellence. Mathematics (6,572 openings) and Administration and Management (6,058 openings) highlight the increasing importance of STEM-related competencies and leadership skills. Public Safety and Security (5,577 openings) emphasizes the demand for professionals ensuring community well-being. Psychology (3,700 openings) adds a dimension of human understanding to the workforce, while Medicine and Dentistry (1,908 openings) underscores the significance of healthcare. 

Figure 59: Workforce Development Region 6 Knowledge Competency Requirements 

Figure 59: Workforce Development Region 6 Knowledge Competency Requirements 

Source: Workforce WV Labor Market Information Projections

Within Workforce Development Region 7, the projected number of occupational openings in Customer and Personal Service (2,956) and English Language (2,918) reflect the region's emphasis on interpersonal skills and effective communication. Education and Training (2,417 openings) speaks to the commitment to fostering learning environments, aligning with the region's dedication to educational excellence. Administration and Management (1,854 openings) and Mathematics (1,840 openings) underscore the growing importance of leadership and STEM-related skills. Public Safety and Security (1,647 openings) emphasizes the need for professionals ensuring community safety. Psychology (1,048 openings) contributes to a nuanced understanding of human behavior, while Medicine and Dentistry (558 openings) signifies the ongoing demand for healthcare expertise. 

Figure 60: Workforce Development Region 7 Knowledge Competency Requirements 

Figure 60: Workforce Development Region 7 Knowledge Competency Requirements 

Source: Workforce WV Labor Market Information Projections

Veterans

The veteran population in West Virginia represents a significant and unique demographic with diverse experiences, skills, and needs. Understanding the characteristics and challenges faced by this group is crucial for providing appropriate services, support, and opportunities for veterans in the state. West Virginia has a higher proportion of veterans compared to many other states, with a significant percentage of its adult population having served in the military. According to data from the U.S. Census Bureau, as of the 2020 American Community Survey, West Virginia had a veteran population of approximately 130,000 individuals. Veterans in West Virginia may face employment challenges, including difficulty transitioning to civilian careers, lack of recognition for military experience, and gaps in education or training. Addressing these challenges requires tailored workforce development programs and employer partnerships.  U. S. Bureau of Labor Statistics, 2023 annual averages, reports that 43.8% of West Virginia’s veteran population are employed with 68,000 not in the labor force.  

Individuals with Disabilities

During Federal Fiscal Years (FYs) 2020-2024 (as of April 2024), the West Virginia Division of Rehabilitation Services (WVDRS) successfully placed over 4,800 individuals with disabilities into competitive integrated employment.  The total employment outcomes for each full FY ranges from 846 to 1,365 and span over 25 different occupational categories using Standard Occupational Classification (SOC) Codes.  Due to the informed choice and individualized nature of WVDRS' services, no single SOC Code accounted for more than 12.39% of the total occupational categories during any given year.  

The top three occupational categories across all FYs are: Healthcare Practitioners and Technical Occupations (ranging from 9.55-12.39%); Transportation and Material Moving Occupations (ranging from 9.09-10.43%); and Office and Administrative Support Occupations (ranging from 8.98-9.77%).  

The following three occupational categories account for the remaining top five most common categories across FYs: Education, Training, and Library Occupations (ranging from 7.25-8.75%), Production Occupations (ranging from 5.95-8.51%); and Management Occupations (ranging from 4.32-7.47%).

The full table is below, sorted by the most common occupational categories in FY 2024 (as of April 2024; yellow highlight denotes a top five most common category during the FY):

Occupation Category20202021202220232024
Healthcare Practitioners and Technical Occupations12.39%11.47%9.55%10.77%10.59%
Transportation and Material Moving Occupations9.09%9.46%10.43%10.04%9.69%
Office and Administrative Support Occupations9.77%9.22%9.55%9.38%8.98%
Education, Training, and Library Occupations8.75%8.75%7.80%7.25%7.90%
Production Occupations8.41%8.51%5.95%7.47%7.54%
Management Occupations4.32%4.96%7.02%7.47%6.46%
Community and Social Services Occupations5.68%6.03%4.48%4.69%6.28%
Construction and Extraction Occupations3.18%2.72%3.80%5.20%5.57%
Food Preparation and Serving Related Occupations4.77%4.49%4.68%4.18%5.03%
Installation, Maintenance, and Repair Occupations3.98%2.60%3.61%5.13%4.85%
Healthcare Support Occupations4.32%4.26%5.26%4.84%4.31%
Sales and Related Occupations4.43%6.62%5.56%5.20%3.95%
Building and Grounds Cleaning and Maintenance Occupations5.45%4.85%4.78%4.10%3.95%
Protective Service Occupations2.05%2.13%1.56%2.78%3.77%
Personal Care and Service Occupations4.09%3.78%3.61%3.30%2.69%
Other1.36%1.06%2.05%1.03%2.33%
Business and Financial Operations Occupations1.82%2.25%3.61%2.64%2.15%
Arts, Design, Entertainment, Sports, and Media Occupations2.39%1.30%1.46%1.32%1.44%
Architecture and Engineering Occupations1.48%1.89%2.34%1.25%0.90%
Life, Physical, and Social Science Occupations1.14%1.77%1.95%1.17%0.90%
Computer and Mathematical Occupations1.14%1.89%0.97%0.81%0.72%

The West Virginia Division of Rehabilitation Services (WVDRS) believes that coordination with employers is integral to improving the workforce development system. Gathering/collecting information about employer needs, which will also be shared with other Workforce Innovation and Opportunity Act (WIOA) partners, allows WVDRS to provide training and other services to vocational rehabilitation (VR) consumers to meet business needs and expectations of current and future workers. To optimize its coordination with employers to identify competitive integrated employment and career exploration opportunities for consumers with disabilities, WVDRS takes a multifaceted approach. WVDRS utilizes its own personnel in addition to partnering with WorkForce WV to coordinate with employers across the state. Additionally, WVDRS has specific programs/strategies to identify employment and career exploration opportunities for students with disabilities, including the provision of pre-employment transition services (Pre-ETS). The strategies that WVDRS uses are described below.

WVDRS has an in-house Employer Services Section that specializes in providing employers with disability-related information, services, and pre-screened job seekers. The WVDRS Employer Services Section has 10  employment specialists that cover all 55 counties in West Virginia. WVDRS’ team of employment specialists provide business owners and employers with critical business options and assistance in staffing, employee retention strategies, education on disability-related issues, job accommodations, and information about financial incentives for employers who hire individuals with disabilities. In fiscal year 2023, employment specialists provided 647 services to 402 employers; coordinated with WorkForce WV; attended statewide and local Business Services Team meetings; participated in rapid response events; attended local workforce development board (WDB) meetings; provided Job Clubs for students with disabilities; and participated in opportunities for collaboration with community colleges, community rehabilitation programs, and other organizations responsive to the workforce needs of businesses.

Sample of services provided to employers:

  • Pre-screened qualified applicants to reduce employers’ cost of recruitment and hiring.
  • Consultation, recommendation, and training for retention of employees who acquire a disability.
  • Technical assistance on the Americans with Disability Act (ADA).
  • Accessibility options and solutions.
  • Employer and employee onsite disability awareness training.
  • Information on tax credits available to employers.

Direct contact with employers is a key strategy to identify competitive integrated employment and career exploration opportunities for VR consumers, including students with disabilities.

Employment specialists contact employers to identify current and future job openings. To complement this, WVDRS utilizes labor market information provided by WorkForce WV to identify the top employers in each county; contact is always made with the top ten employers in each county. When meeting with employers, employment specialists provide valuable information, including the WVDRS Employer Resource Guide. The resource guide provides the following information:

  • Staffing services;
  • Training programs and incentives for hiring people with disabilities;
  • Financial incentives;
  • Accessibility assessments;
  • Accommodating employees with disabilities;
  • Basic disability etiquette;
  • Attitudinal barriers;
  • Americans with Disabilities Act;
  • Locating a WVDRS office; and
  • Where to find additional resources.

The Employer Services Section inputs information into the WorkForce WV database for each WVDRS-employer interaction with employment specialists. The information collected includes the business name, contact person, and current job openings by occupation. If needed, a referral to the WVDRS Rehabilitation Technology Unit is made to address workplace accommodations. This list is distributed to WVDRS field staff to potentially match a job-ready VR consumer with a current job opening. Through positive working relationships with employers, including some of the largest in the state, some now send job postings directly to WVDRS’ Employer Services Section.

WVDRS also coordinates with employers through participation and membership in various community and regional organizations. These activities range from employer-specific organizations to public-private partnerships and allow WVDRS to better understand the needs of employers while jointly developing employment-related activities. Some of these partnerships include:

  • Regional Workforce Development Boards;
  • Tri-State Society for Human Resource Management;
  • Chamber of Commerce of Beckley/Raleigh County;
  • Chamber of Commerce of Fayette County;
  • Chamber of Commerce of Jefferson County;
  • Cabell County Family Resource Network;
  • Greater Wheeling Reentry Policy Council;
  • Chamber of Commerce of the Mid-Ohio Valley;
  • Workforce Business Services Units – Fayette, Greenbrier, Mercer, Monroe, Nicholas, Pocahontas, Raleigh, Summers, and Webster counties; and
  • Employment Specialists attend Community Relations Board meetings at the Federal Prisons in Alderson and Beckley.

Another key strategy to coordinate with employers is through collaboration with WorkForce WV, a WIOA core partner. WorkForce WV is the state agency that oversees numerous U.S. Department of Labor programs. This partnership takes place at all levels, including local offices, regional workforce development boards, and state level Interagency Collaboration Team meetings. These partnerships have been of great benefit for West Virginians with disabilities seeking training and employment.

Because of the services it provides, WorkForce WV has the largest database of both job seekers and job openings in the state. WVDRS is able to tap into these resources to identify current employment opportunities for VR consumers, identify needs of employers across the state, and utilize detailed labor market information to assist individuals (including students) with disabilities in identifying future career opportunities. This allows VR consumers to identify potential employment opportunities and any training or other VR services that are required for the job. Additionally, job-ready VR consumers can create an account with WorkForce WV to find employers seeking workers with specific skills they already possess.

In addition to the previously described activities, the Employer Services Section also works with employers to better serve transitioning youth with disabilities, including providing career exploration opportunities for students with disabilities.

Employment specialist services, including Pre-ETS, provided to students with disabilities:

  • POWER job shadowing program,
  • Transition fairs,
  • Job readiness workshops,
  • Job clubs,
  • Interviewing,
  • Resume preparation,
  • Application assistance,
  • Dressing for an interview/employment,
  • Job retention and good work habits,
  • Job search and employer contacts,
  • Assist students in locating employment opportunities and help with applying to job openings, and
  • Advocating on the student’s behalf to employers when requested by the student.