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New York State Information Technology Workforce Skills Assessment Statewide Survey Results

Abstract

Executive Summary

Introduction

New York State IT Workforce and Leadership Profiles

Skill Proficiency Ratings

Training Demand

IT Competency Framework

Three-year IT Skills Forecast

Gap Analysis

Workforce Development Considerations

Conclusions and Future Considerations

Appendix A: Methodology

Appendix B: Project Sponsors and Participants

Appendix C: Skill Definitions

Appendix D: Employee Survey Questions

Appendix E: Data Tables
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Gap Analysis

Criteria for assessing need: low proficiency ratings, high training demand, growth forecast, strategic importance

One useful way to determine high priority areas for training investment is to look for the convergence of interests of the major stakeholders – employees, agency IT leaders, and statewide IT leaders. We have done this by starting with the skills for which employees reported low levels of current proficiency. We then refined this list by comparing it to the skills for which there is high employee demand for training. To complement the employee perspective, we identified low-proficiency skills for which agency CIOs reported a growth forecast in the CIO survey. The final refinement was to flag those low-proficiency, high-growth skills that are necessary to achieve the goals expressed in the statewide enterprise architecture principles. Each criterion is defined below:
  • Criterion 1. Low current proficiency – different definitions are used for statewide and job specialty-specific analyses:
    1. For the statewide analysis, a mean proficiency rating of 1.5 or less on a scale of 1 (basic) to 4 (expert). The mean for each skill excluded employees who reported their proficiency level as “none” on that skill.
    2. For analysis of the job specialties, a mean proficiency rating of 2.0 or less on a scale of 1 (none) to 5 (expert). The mean for each skill includes employees who reported their proficiency level as “none” in order to capture lack of proficiency in relevant skills.
  • Criterion 2. High employee demand for training – these skills fall in the top two quartiles of employee demand for training at any level from basic to advanced. Employees who reported no need for training on a particular skill are excluded from the demand calculation for that skill.
  • Criterion 3. High growth forecast – at least 50 percent of the CIOs chose “in use and growing” as the three-year forecast for these skills.
  • Criterion 4. Strategically important to the enterprise – these skills are directly related to achievement of the State’s enterprise architecture goals and at least 40 percent of CIOs chose “in use and growing” as the three year forecast.