About this itemBack in 2017, I made a Cascade story map to compile GIS career resources for my current and future interns. Fast forward seven years, and I finally rebuilt it as an ArcGIS StoryMap. From job title descriptions to certifications and to salaries, it covers the main areas I find emerging professionals asking about when they're looking at a career in GIS. There are multiple shout outs to the Consortium in it too, of course.😎Author/ContributorJohn NergeOrganizationPersonal workOrg Websitehttps://bit.ly/JohnNerge

Addy PopeHigher Education Manager - Esri UKStill think I am a glaciologistGIS consultant GIS EducationDidn't actually do any GIS as an undergrad.

I’d love to begin by saying that I have not “arrived” as I believe I am still on a journey of self-discovery. I have heard people say that they find my journey quite interesting and I hope my story inspires someone out there.I had my first encounter with Geographic Information System (GIS) in the third year of my undergraduate study in Geography at the University of Ibadan, Oyo State Nigeria. I was opportune to be introduced to the essentials of GIS by one of the prominent Environmental and Urban Geographers in person of Dr O.J Taiwo. Even though the whole syllabus and teaching sounded abstract to me due to the little exposure to a practical hands-on approach to GIS software, I developed a keen interest in the theoretical learning and I ended up scoring 70% in my final course exam.

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A dataset that explores Green Card sponsorship trends, salary data, and employer insights for geographic information systems gis in the U.S.

Tempe is among Arizona's most educated cities, lending to a creative, smart atmosphere. With more than a dozen colleges, trade schools, and universities, about 40 percent of our residents over the age of 25 have Bachelor's degrees or higher. Having such an educated and accessible workforce is a driving factor in attracting and growing jobs for residents in the region.The City of Tempe is a member of the Greater Phoenix Economic Council (GPEC), and with the membership, staff tracks collaborative efforts to recruit business prospects and locations. The Greater Phoenix Economic Council (GPEC) is a performance-driven, public-private partnership. GPEC partners with the City of Tempe, Maricopa County, 22 other communities, and more than 170 private-sector investors to promote the region’s competitive position and attract quality jobs that enable strategic economic growth and provide increased tax revenue for Tempe. This dataset provides the target and actual job creation numbers for the City of Tempe and the Greater Phoenix Economic Council (GPEC). The job creation target for Tempe is calculated by multiplying GPEC's target by twice Tempe's proportion of the population. This page provides data for the New Jobs Created performance measure.The performance measure dashboard is available at 5.02 New Jobs Created. Additional Information Source: Extracted from GPEC monthly and annual reports and proprietary excel filesContact: Madalaine McConvilleContact Phone: 480-350-2927Data Source Type: Excel filesPreparation Method: Extracted from GPEC monthly and annual reports and proprietary Excel filesPublish Frequency: AnnuallyPublish Method: ManualData Dictionary

This map presents the full data available on the MLTSD GeoHub, and maps several of the key variables reflected by the Employment Services Program of ETD.Employment Services are a suite of services delivered to the public to help Ontarians find sustainable employment. The services are delivered by third-party service providers at service delivery sites (SDS) across Ontario on behalf of the Ministry of Labour, Training and Skills Development (MLTSD). The services are tailored to meet the individual needs of each client and can be provided one-on-one or in a group format. Employment Services fall into two broad categories: unassisted and assisted services.

Unassisted services include the following components:resources and information on all aspects of employment including detailed facts on the local labour marketresources on how to conduct a job search.assistance in registering for additional schoolinghelp with career planningreference to other Employment and government programs.

Unassisted services are available to all Ontarians without reference to eligibility criteria. These unassisted services can be delivered through structured orientation or information sessions (on or off site), e-learning sessions, or one-to-one sessions up to two days in duration. Employers can also use unassisted services to access information on post-employment opportunities and supports available for recruitment and workplace training.

The second category is assisted services, and it includes the following components:assistance with the job search (including individualized assistance in career goal setting, skills assessment, and interview preparation) job matching, placement and incentives (which match client skills and interested with employment opportunities, and include placement into employment, on-the-job training opportunities, and incentives to employers to hire ES clients), and job training/retention (which supports longer-term attachment to or advancement in the labour market or completion of training)For every assisted services client a service plan is maintained by the service provider, which gives details on the types of assisted services the client has accessed. To be eligible for assisted services, clients must be unemployed (defined as working less than twenty hours a week) and not participating in full-time education or training. Clients are also assessed on a number of suitability indicators covering economic, social and other barriers to employment, and service providers are to prioritize serving those clients with multiple suitability indicators.

About This Dataset

This dataset contains data on ES clients for each of the twenty-six Local Board (LB) areas in Ontario for the 2015/16 fiscal year, based on data provided to Local Boards and Local Employment Planning Councils (LEPC) in June 2016 (see below for details on Local Boards). This includes all assisted services clients whose service plan was closed in the 2015/16 fiscal year and all unassisted services clients who accessed unassisted services in the 2015/16 fiscal year. These clients have been distributed across Local Board areas based on the address of each client’s service delivery site, not the client’s home address. Note that clients who had multiple service plans close in the 2015/16 fiscal year (i.e. more than one distinct period during which the client was accessing assisted services) will be counted multiple times in this dataset (once for each closed service plan). Assisted services clients who also accessed unassisted services either before or after accessing assisted services would also be included in the count of unassisted clients (in addition to their assisted services data).

Demographic data on ES assisted services clients, including a client’s suitability indicators and barriers to employment, are collected by the service provider when a client registers for ES (i.e. at intake). Outcomes data on ES assisted services clients is collected through surveys at exit (i.e. when the client has completed accessing ES services and the client’s service plan is closed) and at three, six, and twelve months after exit. As demographic and outcomes data is only collected for assisted services clients, all fields in this dataset contain data only on assisted services clients except for the ‘Number of Clients – Unassisted R&I Clients’ field.

Note that ES is the gateway for other Employment Ontario programs and services; the majority of Second Career (SC) clients, some apprentices, and some Literacy and Basic Skills (LBS) clients have also accessed ES. It is standard procedure for SC, LBS and apprenticeship client and outcome data to be entered as ES data if the program is part of ES service plan. However, for this dataset, SC client and outcomes data has been separated from ES, which as a result lowers the client and outcome counts for ES.

About Local Boards

Local Boards are independent not-for-profit corporations sponsored by the Ministry of Labour, Training and Skills Development to improve the condition of the labour market in their specified region. These organizations are led by business and labour representatives, and include representation from constituencies including educators, trainers, women, Francophones, persons with disabilities, visible minorities, youth, Indigenous community members, and others. For the 2015/16 fiscal year there were twenty-six Local Boards, which collectively covered all of the province of Ontario.

The primary role of Local Boards is to help improve the conditions of their local labour market by:engaging communities in a locally-driven process to identify and respond to the key trends, opportunities and priorities that prevail in their local labour markets;facilitating a local planning process where community organizations and institutions agree to initiate and/or implement joint actions to address local labour market issues of common interest; creating opportunities for partnership development activities and projects that respond to more complex and/or pressing local labour market challenges; and organizing events and undertaking activities that promote the importance of education, training and skills upgrading to youth, parents, employers, employed and unemployed workers, and the public in general.

In December 2015, the government of Ontario launched an eighteen-month Local Employment Planning Council pilot program, which established LEPCs in eight regions in the province formerly covered by Local Boards. LEPCs expand on the activities of existing Local Boards, leveraging additional resources and a stronger, more integrated approach to local planning and workforce development to fund community-based projects that support innovative approaches to local labour market issues, provide more accurate and detailed labour market information, and develop detailed knowledge of local service delivery beyond Employment Ontario (EO).

Eight existing Local Boards were awarded LEPC contracts that were effective as of January 1st, 2016. As such, from January 1st, 2016 to March 31st, 2016, these eight Local Boards were simultaneously Local Employment Planning Councils. The eight Local Boards awarded contracts were:Durham Workforce Authority Peel-Halton Workforce Development GroupWorkforce Development Board - Peterborough, Kawartha Lakes, Northumberland, HaliburtonOttawa Integrated Local Labour Market PlanningFar Northeast Training BoardNorth Superior Workforce Planning Board Elgin Middlesex Oxford Workforce Planning & Development BoardWorkforce Windsor-Essex

MLTSD has provided Local Boards and LEPCs with demographic and outcome data for clients of Employment Ontario (EO) programs delivered by service providers across the province on an annual basis since June 2013. This was done to assist Local Boards in understanding local labour market conditions. These datasets may be used to facilitate and inform evidence-based discussions about local service issues – gaps, overlaps and under-served populations - with EO service providers and other organizations as appropriate to the local context.

Data on the following EO programs for the 2015/16 fiscal year was made available to Local Boards and LEPCs in June 2016:Employment Services (ES)Literacy and Basic Skills (LBS) Second Career (SC) Apprenticeship

This dataset contains the 2015/16 ES data that was sent to Local Boards and LEPCs. Datasets covering past fiscal years will be released in the future.

Notes and Definitions

NAICS – The North American Industry Classification System (NAICS) is an industry classification system developed by the statistical agencies of Canada, the United States, and Mexico against the backdrop of the North American Free Trade Agreement. It is a comprehensive system that encompasses all economic activities in a hierarchical structure. At the highest level, it divides economic activity into twenty sectors, each of which has a unique two-digit identifier. These sectors are further divided into subsectors (three-digit codes), industry groups (four-digit codes), and industries (five-digit codes). This dataset uses two-digit NAICS codes from the 2007 edition to identify the sector of the economy an Employment Services client is employed in prior to and after participation in ES.

NOC – The National Organizational Classification (NOC) is an occupational classification system developed by Statistics Canada and Human Resources and Skills Development Canada to provide a standard lexicon to describe and group occupations in Canada primarily on the basis of the work being performed in the occupation. It is a comprehensive system that encompasses all occupations in Canada in a hierarchical structure. At the highest level are ten broad occupational categories, each of which has a unique one-digit identifier. These broad occupational categories are further divided into forty major groups (two-digit codes), 140 minor groups

I graduated from Durham University with a Mathematics degree (MMath) and began my career working for the engineering consultancy Mott MacDonald as a Graduate Transport Modeller.I spent three years in this role, developing simulation models for transport systems at the local and national level. During this time I began using GIS to aid in designing network structures and displaying model outputs.

"Hi, I'm Adam Burke. I am the Lead Specialist Advisor for Geospatial at Natural Resources Wales. Read on to find out more about the work I do and how I got here."I graduated from Aberystwyth University with a BSc in Physical Geography and a MSc in Geographic Information Systems.

GIS has never been more important and relevant in society. GIS has never been more important and relevant to the way we live. We live in a world awash with data and GIS is one of the tool that can help make sense of that data.We are part of data science and the collision point between computer science and geography.

This project explores the integration of Geographic Information Systems (GIS) and Natural Language Processing (NLP) to improve job–candidate matching in recruitment. Traditional AI-based e-recruitment systems often ignore geographic constraints. Our hybrid model addresses this gap by incorporating both textual similarity and spatial relevance in matching candidates to job postings.Data UsedCandidate Data (CVs)Source: Scraped from emploi.maSize: 1000 CVs after cleaningContent: Candidate names (anonymized), skills, experiences, locations (coordinates), availability, etc.Job DescriptionsSource: Publicly available dataset from KaggleSize: we took 1000 job postings using category :MoroccoContent: Titles, descriptions, required skills, sector labels, and office locations...All datasets have been cleaned and anonymized for privacy and research ethics compliance.

This map shows the geography and density of employment in Ferndale.

A dataset that explores Green Card sponsorship trends, salary data, and employer insights for forest engineering (gis) in the U.S.

A dataset that explores Green Card sponsorship trends, salary data, and employer insights for gis in the U.S.

Hi, I'm Patrick,I initially pursued an undergraduate degree in Computer Science because I wanted to make video games; however, after taking an Environmental Science course, I wanted to see if there was a way I could study both. This led me to GIS and I made that my specialism, doing a Masters and later PhD on the subject.

JOBS PROXIMITY INDEXSummaryThe jobs proximity index quantifies the accessibility of a given residential neighborhood as a function of its distance to all job locations within a CBSA, with larger employment centers weighted more heavily. Specifically, a gravity model is used, where the accessibility (Ai) of a given residential block- group is a summary description of the distance to all job locations, with the distance from any single job location positively weighted by the size of employment (job opportunities) at that location and inversely weighted by the labor supply (competition) to that location. More formally, the model has the following specification: Where i indexes a given residential block-group, and j indexes all n block groups within a CBSA. Distance, d, is measured as “as the crow flies” between block-groups i and j, with distances less than 1 mile set equal to 1. E represents the number of jobs in block-group j, and L is the number of workers in block-group j. The Longitudinal Employer-Household Dynamics (LEHD) has missing jobs data in all of Puerto Rico and a concentration of missing records in Massachusetts. InterpretationValues are percentile ranked with values ranging from 0 to 100. The higher the index value, the better the access to employment opportunities for residents in a neighborhood. Data Source: Longitudinal Employer-Household Dynamics (LEHD) data, 2017. Related AFFH-T Local Government, PHA and State Tables/Maps: Table 12; Map 8. To learn more about the Jobs Proximity Index visit: https://www.hud.gov/program_offices/fair_housing_equal_opp/affh ; https://www.hud.gov/sites/dfiles/FHEO/documents/AFFH-T-Data-Documentation-AFFHT0006-July-2020.pdf, for questions about the spatial attribution of this dataset, please reach out to us at GISHelpdesk@hud.gov. Date of Coverage: 07/2020

View the diversity of challenges and opportunities across America's counties within different types of rural regions and communities. Get statistics on people, jobs, and agriculture.This record was taken from the USDA Enterprise Data Inventory that feeds into the https://data.gov catalog. Data for this record includes the following resources: Data file GIS API Services Interactive map Zip of CSV files For complete information, please visit https://data.gov.

This layer considers jobs and destinations to be accessible by bike if the destinations are reachable within 30 minutes. Access to jobs and destinations within a fixed time is measured using the actual networks and not a straight line distance. Destinations include grocery stores, hospitals, community services, education centers, and other significant community areas. Jobs across the region (not just within the District) were used to provide a full picture of employment access.

Description:

Costs to the City for salary and benefits are listed by job title. Costs to the City for salary and benefits are listed by job title. Data contains historical information from the year 2014 to the Present

Acknowledgements & Source:

Dataset authored and provided by: City of Bellevue

Area Covered: Bellevue

Data Source

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This dataset represents all future planned employment areas within the region.This dataset was compiled for the Edmonton Metropolitan Region Growth Plan which came into effect on October 26, 2017.

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