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

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

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 locates. 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 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 InformationSource:Contact: 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

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.

Locations of offices providing job training in Los Angeles CountyThis dataset is maintained through the County of Los Angeles Location Management System. The Location Management System is used by the County of Los Angeles GIS Program to maintain a single, comprehensive geographic database of locations countywide. For more information on the Location Management System, visit http://egis3.lacounty.gov/lms/.

description: Dataset featuring the full-time, part-time and seasonal jobs, as well as internships posted on the City's job portal @ https://www.raleighnc.gov/jobs This dataset is updated weekdays by 9am and does not contain past (non-active) postings.; abstract: Dataset featuring the full-time, part-time and seasonal jobs, as well as internships posted on the City's job portal @ https://www.raleighnc.gov/jobs This dataset is updated weekdays by 9am and does not contain past (non-active) postings.

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.

This layer considers jobs and destinations to be accessible by bus 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.

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.

Data Source: The primary data source used for this analysis are point-level business establishment data from InfoUSA. This commercial database produced by InfoGroup provides a comprehensive list of businesses in the SCAG region, including their industrial classification, number of employees, and several additional fields. Data have been post-processed for accuracy by SCAG staff and have an effective date of 2016. Locally-weighted regression: First, the SCAG region is overlaid with a grid, or fishnet, of 1km, 2km, and ½-km per cell. At the 1km cell size, there are 16,959 cells covering the SCAG region. Using the Spatial Join feature in ArcGIS, a sum total of business establishments and total employees (i.e., not separated by industrial classification) were joined to each grid cell. Note that since cells are of a standard size, the employment total in a cell is the equivalent of the employment density. A locally-weighted regression (LWR) procedure was developed using the R Statistical Software package in order to identify subcenters. The below procedure is described for 1km grid cells, but was repeated for 2km and 1/2km cells. 1.) Identify local maxima candidates. Using R’s lwr package, each cell’s 120 nearest neighbors, corresponding to roughly 5.5 km in each direction, was explored to identify high outliers or local maxima based on the total employment field. Cells with a z-score of above 2.58 were considered local maxima candidates. 2.) Identify local maxima. LWR can result in local maxima existing within close proximity. This step used a .dbf-format spatial weights matrix (knn=120 nearest neighbors) to identify only cells which are higher than all of their 120 nearest neighbors. At the 1km scale, 84 local maxima were found, which will form the “peak” of each individual subcenter. 3.) Search adjacent cells to include as part of each subcenter. In order to find which cells also are part of each local maximum’s subcenter, we use a queen (adjacency) contiguity matrix to search adjacent cells up to 120 nearest neighbors, adding cells if they are also greater than the average density in their neighborhood. A total of 695 cells comprise subcenters at the 1km scale. A video from Kane et al. (2018) demonstrates the above aspects of the methodology (please refer to 0:35 through 2:35 of https://youtu.be/ylTWnvCCO54), with the following differences: - Different years and slightly different post-processing steps for InfoUSA data - Video study covers 5-county region (Imperial county not included) - Limited to 1km scale subcenters - Due to these differences, the final map of subcenters is different. A challenge arises in that using 1km grid cells may fail to identify the correct local maximum for a particularly large employment center whose experience of high density occurs over a larger area. The process was repeated at a 2km scale, resulting in 54 “coarse scaled” subcenters. Similarly, some centers may exist with a particularly tightly-packed area of dense employment which is not detectable at the medium, 1km scale. The process was repeated again with ½-km grid cells, resulting in 95 “fine scaled” subcenters. In many instances, boundaries of fine, medium, and coarse scaled subcenters were similar, but differences existed. The final step involved qualitatively comparing results at each scale to create the final map of 69 job centers across the region. Most centers are medium scale, but some known areas of especially employment density were better captured at the 2km scale while . Giuliano and Small’s (1991) “ten jobs per acre” threshold was used as a rough guide to test for reasonableness when choosing a larger or smaller scale. For example, in some instances, a 1km scale included much additional land which reduced job density well below 10 jobs per acre. In this instance, an overlapping or nearby 1/2km scaled center provided a better reflection of the local employment peak. Ultimately, the goal was to identify areas where job density is distinct from nearby areas.

This layer considers jobs and destinations to be accessible by Metrorail if the destinations are reachable within 30 minutes by train. 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.

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee engagement. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree".This dataset includes responses to the following statements:Overall, I am satisfied with the level of employee engagement in my Department I have been mentored at work. Overall, how satisfied are you with your current job? Participation in the survey is voluntary and confidential.This page provides data for the Employee Engagement performance measure. The performance measure dashboard is available at 2.13 Employee Engagement.Additional Information Source: Community Attitude SurveyContact:  Wydale Holmes Contact E-Mail:  wydale_holmes@tempe.govData Source Type:  ExcelPreparation Method:  Data received from vendor (Community Survey)Publish Frequency:  AnnualPublish Method:  ManualData Dictionary

This is a MD iMAP hosted service layer. Find more information at http://imap.maryland.gov. This dataset contains Career and Volunteer Fire Stations in Maryland that are operated at the Municipal level. This dataset was created using information from the 2012 Maryland State Fireman's Association (MSFA) Volunteer Stations dataset - the Maryland Coordination and Analysis Center (MCAC) Career and Volunteer Fire Station dataset - and the Community Anchor Institutions (CAI) Public Safety dataset. Last Updated: 07/22/2014 Feature Service Layer Link: https://mdgeodata.md.gov/imap/rest/services/PublicSafety/MD_Fire/FeatureServer ADDITIONAL LICENSE TERMS: The Spatial Data and the information therein (collectively "the Data") is provided "as is" without warranty of any kind either expressed implied or statutory. The user assumes the entire risk as to quality and performance of the Data. No guarantee of accuracy is granted nor is any responsibility for reliance thereon assumed. In no event shall the State of Maryland be liable for direct indirect incidental consequential or special damages of any kind. The State of Maryland does not accept liability for any damages or misrepresentation caused by inaccuracies in the Data or as a result to changes to the Data nor is there responsibility assumed to maintain the Data in any manner or form. The Data can be freely distributed as long as the metadata entry is not modified or deleted. Any data derived from the Data must acknowledge the State of Maryland in the metadata.

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee engagement. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree".This dataset includes responses to the following statements:I have received fair consideration for advancement & promotion, when available, within City of TempeI have been mentored at workThe City's programs related to professional development & career mobility, such as educational partnerships, Tempe Professional Development Network, etc., are useful to meThe following adequately support my work-related needs: City Manager's OfficeThe following adequately support my work-related needs: Strategic Management & Diversity OfficeI believe my opinions seem to countConflict in my work area is resolved effectivelyI believe exceptional job performance is recognized appropriately by managers/supervisors in my work unitThe amount that I pay for health care benefits is reasonableI think the amount I am paid is adequate for the work I doCommunication between my work unit/pision & work units/pisions OUTSIDE my department is goodEmployees in my department take personal accountability for their actions and work performance (starting in 2018 survey)Participation in the survey is voluntary and confidential.This page provides data for the Employee Engagement performance measure. The performance measure dashboard is available at 2.13 Employee Engagement.Additional InformationSource: paper and digital survey submissionsContact: Aaron PetersonContact E-Mail: Aaron_Peterson@tempe.govData Source Type: ExcelPreparation Method: NAPublish Frequency: biennialPublish Method: ManualData Dictionary

The data layer was developed by the Research & Analytics Group of the Atlanta Regional Commission, using data from the U.S. Census Bureau’s Longitudinal Employer-Household Dynamics (LEHD) to show change in job characteristics over time, including total number of jobs, worker age, sectors and earnings, from 2010-2019, by various geographies for the state of Georgia.Data manifest: https://opendata.atlantaregional.com/datasets/employment-and-job-flows-2010-2019-manifest/explore

This dataset highlights localities that currently require the lower job creation threshold (25+ new jobs) to qualify for the Major Business Facility Job Tax Credit (MBFJTC).

MBFJTC-qualified companies locating or expanding anywhere in Virginia are eligible to receive a $1,000 income tax credit for each new full-time job created over a threshold number of jobs. Companies locating in an economically distressed locality or an Enterprise Zone are required to meet a 25-job threshold; all other locations have a 50-job threshold. For this tax credit, a locality qualifies as economically distressed if its unemployment rate for the preceding year is at least 0.5 percent higher than the average statewide unemployment rate.This data is updated in May/June of each year.Note: Unemployment rates for each county are determined by the Virginia Employment Commission. Additional Resources:Virginia's Guide to Business Incentives

This dataset contains Career and Volunteer Fire Stations in Maryland that are operated at the County level. This dataset was created using information from the 2012 Maryland State Fireman's Association (MSFA) Volunteer Stations dataset, the Maryland Coordination and Analysis Center (MCAC) Career and Volunteer Fire Station dataset, and the Community Anchor Institutions (CAI) Public Safety dataset.This is a MD iMAP hosted service layer. Find more information at https://imap.maryland.gov.Feature Service Layer Link:https://mdgeodata.md.gov/imap/rest/services/PublicSafety/MD_Fire/FeatureServer/1

This dataset contains Career and Volunteer Fire Stations in Maryland that are operated at the Municipal level. This dataset was created using information from the 2012 Maryland State Fireman's Association (MSFA) Volunteer Stations dataset, the Maryland Coordination and Analysis Center (MCAC) Career and Volunteer Fire Station dataset, and the Community Anchor Institutions (CAI) Public Safety dataset.This is a MD iMAP hosted service layer. Find more information at https://imap.maryland.gov.Feature Service Layer Link:https://mdgeodata.md.gov/imap/rest/services/PublicSafety/MD_Fire/FeatureServer/2

These are the routes that trucks are driving to and from construction sites for some projects in the city.