See how your area scores on three separate indices:

  • The Labor Stress Index – measures an MSA’s potential labor supply for new and expanding employers by comparing key labor

demand and supply indicators.

  • The Boomer Retirement Impact Index – measures the relative impact retiring Baby Boomers will have on an MSA’s workforce. 
  • The Young and Educated Index – measures the ability of an MSA to attract and retain a young and educated workforce.

 

You can view each of the indices for your area by clicking on the appropriate tab below.

.

  • Labor Stress Index
  • Boomer Stress Index
  • Young and Educated Index

Labor Stress Index


After selecting an area, the information will be displayed here.

MSA Labor Stress Group Rank*

5 = The Least Stressed: greatest labor availability potential

4 = Below Average Stress: good labor availability potential

3 = Average Stress:  average labor availability potential

2 = Above Average Stress: below average labor availability potential

1= The Most Stressed:  lowest labor availability potential 

*  The top performing MSA in each category receives a 100 score – other MSA’s are indexed relative to the top scoring

MSA.  The index measures an MSA’s potential labor availability for new and expanding employers. 

What the Index Measures

Six categories are measured in this index: 

  1. The size of the civilian labor force in 2006
  2. The growth in the civilian labor force between 2000 and 2006
  3. The 2006 labor force elasticity as measured by the maximum change in the unemployment rate.
  4. The unemployment rates in 2000, 2005 and 2006
  5. The change in the unemployment rates 2000-2006 and 2005-2006
  6. The labor participation rate in 2006

The categories were selected because they…

  • Measure the size of the potential labor pool available to an employer
  • Measure the amount of growth (or decrease) in the labor pool over the past five years- the more growth

the better the score

  • Measure how flexible the labor pool is to changes in demand from employers for additional workers
  • Measure recent unemployment rate trends in relationship to the current unemployment conditions
  • Measure the recent historic change in the unemployment rate, an indicator in the degree of recent

labor force tightening or loosening

  • Measure the portion of the potential workforce that is not employed or looking for work and

offers potential for additional labor force growth.

Index Methodology

 

The top performing MSA in each category receives a 100 score – other MSAs are indexed

relative to the top scoring MSA.  MSAs will score relatively high if they…

  1. Have a larger labor force base
  2. Have a higher growth in the civilian labor force
  3. Have a flexible workforce that can respond to changes in employer staffing needs
  4. Have an historically high unemployment rate
  5. Have an increase or a low decrease in the unemployment rate
  6. Have a low participation rate

The United States average is also scored relative to the top performing MSA in each category – offering a

comparison benchmark.  Category scores are weighted and summed, and MSAs are assigned a group (quintile) ranking.

To assign the group ranking, the categories are weighted as follows:

  • Civilian labor force 2006:  10%
  • Labor force growth:

- Number: 5%

- Percent: 10%

- Elasticity: 15%

  • Unemployment rate:

- 2000: 5%

- 2005: 5%

- 2006: 15%

  • Unemployment rate change:

- 2000-2006:  5%

- 2005-2006:  15%

  • Labor force participation 2006:  15%

This index only indicates the potential labor availability for a new and expanding employer.  It does not

address labor quality or skill availability factors which must be considered in any full labor market assessment.

The MSA Boomer Stress Index*


After selecting an area, the information will be displayed here.

MSA Impact Group Rank (Click here to find out more about the meaning of
each ranking and actions that can be taken)

5 = The Least Impacted
4 = A Below Average Impact
3 = An Average Impact
2 = An Above Average Impact
1 = The Most Impacted

*The top performing MSA in each category receives a 100 score - other MSA's are
indexed relative to the top scoring MSA.  The index measures the potential impact
retiring Boomers will have on an MSA's workforce compared to the national average.

 

What the Index Measures:

Four categories are measured in this index:

  1. The percentage of the population between the ages of 45 and 64, 2007 estimate
  2. The median age, 2007 estimate
  3. The unemployment rate, 2006 annual average
  4. The percentage change in the labor force between 2000 and 2006

These categories were selected because they…

  • Measure the concentration of the existing Boomer population base
  • Measure the median age to indicate the presence of younger replacements for potentially
    retiring Boomers
  • Measure the relative tightness of the labor market
  • Measure trends in labor market growth

Index Methodology:

The top performing MSA in each category receives a 100 score - other MSA's are indexed relative
to the top scoring MSA.

MSA's will score relatively high if they…

  1. Have a lower percentage of Boomers
  2. Have a lower median age
  3. Have a higher unemployment rate
  4. Have a higher labor force growth.

The United States average is also scored relative to the top performing MSA in each
category - offering a comparison benchmark. Category scores are weighted and summed, and MSAs are
assigned a group (quintile) score.

To assign the group score, the categories are weighted as follows:
Percentage of Boomers - 30%; Median Age - 30%; Unemployment Rate - 20%; Change in Labor Force - 20%

This index only indicates the potential impact retirement Boomers may have on an MSA's Workforce. It does
not address labor quality or skill availability factors which must be considered in any full labor market assessment.

The MSA Young and Educated Index*


After selecting an area, the information will be displayed here.

MSA Availability and Appeal Group Rank*

5 = The Highest
4 = Above Average
3 = Average
2 = Below Average
1= The Lowest

* The top performing MSA in each category receives a 100 score – other MSA’s are indexed
relative to the top scoring MSA. The index measures an MSA’s potential appeal for attracting
and keeping young and educated residents.

What the Index Measures

The index presents the score on how an MSA ranks relative to all other MSAs on those key
factors indicative of an environment attractive to and containing a young and educated workforce.

Five categories are measured in this index:

  1. The total population, 2007 estimate;
  2. The percentage of the population between the ages of 25 adn 34, 2007 estimate
  3. The percentage of change in population between the ages of 25 and 34, 2007 estimate
  4. The percentage of residents 25 years of age or older with a Bachelors Degree or higher, 2007 estimate
  5. The percentage of residents 25 years of age or older with a Masters Degree or higher, 2007 estimate

The categories were selected because they…

  • Meausure the location's size as an attraction for young and well-educated workers (the larger a metro area, the

greater the likelihood that the amenities sought by the Young and Educated are available)

  • Measure the concentration of the 25-34 year old population base
  • Measure the recent growth in the concentration of 25-34 year olds
  • Measure the concentration of residents with bachelors and graduate/professional degrees

Index Methodology

The top performing MSA in each category receives a 100 score - other MSA's are indexed relative to the top scoring MSA.

MSA's will score relatively high if they…

  1. Have a larger population base;
  2. Have a higher concentration of residents 25-34 years old;           
  3. Have a growing concentration of residents 25-34 years old;
  4. Have a higher concentration of residents with Bachelors and Graduate/Professional degrees.

The United States average is also scored relative to the top performing MSA in each category - offering a

comparison benchmark.       

Category scores are weighted and summed, and MSA's are assigned a group (quintile) rating.

To assign the group rating, all five categories are weighted equally.

The higher the group rating, the higher the relative availability of young and educated workers in the MSA.

5 = Highest Appeal;  4 = Above Average Appeal;  3 = Average Appeal;  2 = Below Average Appeal;  1 = Lowest Appeal

This index only indicates the presence of young and educated workers in an MSA. It does not address labor

quality or skill availability factors which must be considered in any full labor market assessment.

 

 

 

 

  
 

 

Wadley-Donovan Growth Tech (WDGT)
505 Morris Avenue, Suite 102
Springfield, NJ 07081
TEL: 973-379-7700
FAX: 973-379-7771