• Lightcast (formerly EMSI and Burning Glass)
• ONET Online (U.S. Department of Labor)
• U.S. Bureau of Labor Statistics
• National Center for Education Statistics (NCES)
• University of Hawai'i Operational Data Store

CIP Codes (Classification of Instructional Programs) are federally recognized course codes used in the United States to classify and track educational programs. They help schools, government agencies, and researchers organize data on fields of study, ensuring consistency in reporting and analysis. The National Center for Education Statistics (NCES) updates the CIP system every ten years to reflect changes in academic disciplines. You can explore the full list of CIP codes here.

SOC Codes (Standard Occupational Classification) are a system used by the U.S. Bureau of Labor Statistics to classify workers into occupational categories. The SOC system groups jobs based on similar duties, skills, education, and training, making it easier to collect and analyze employment data.

Each SOC code consists of six digits, structured to indicate broad occupational groups, minor groups, and detailed occupations. Employers, researchers, and policymakers use these codes for workforce analysis, wage studies, and compliance with certain labor regulations.

You can explore the full SOC system here.

Education CIP to SOC alignment refers to the process of mapping Classification of Instructional Programs (CIP) codes to Standard Occupational Classification (SOC) codes. This helps connect educational programs with relevant occupations, ensuring that students are trained for careers that match their field of study

The CIP-SOC Crosswalk is a joint effort by the National Center for Education Statistics (NCES) and the Bureau of Labor Statistics (BLS). It matches CIP codes (which classify academic programs) with SOC codes (which classify occupations) based on the skills and knowledge required. This alignment helps:

• Students understand which careers their education prepares them for.
• Employers identify academic programs that produce qualified workers
• Policymakers analyze workforce trends and education outcomes.

You can explore the CIP-SOC Crosswalk here.

A combination of both new jobs and replacement jobs constitutes total openings. The annual openings figure is derived by dividing total openings by the number of years in the user’s selected timeframe. For example, an occupation showing 130 openings between 2016 and 2026 would result in an annual openings figure of 13.

The Openings figure estimates the change in growth and replacement jobs (Growth + Replacements = Openings). Growth captures the change in the total number of workers employed in an occupation, while replacement jobs are estimates of workers permanently leaving an occupation and needing to be replaced by new hires. A combination of both numbers indicates total Openings for the time frame. Below we walk through the calculations for both replacements and growth.

The replacements portion of Openings comes from Lightcast job counts combined with national-level, occupation-specific separation rates from the BLS Employment Projections program. The BLS separation methodology covers workers who are permanently leaving an occupation (e.g. an Accountant retires from the workforce, or an Electrical Engineer becomes a Computer Programmer). It does not cover situations where a worker leaves the region but continues in the same line of work (e.g. a Registered Nurse who works in a hospital in San Francisco moving to Dallas to work as a Registered Nurse in an outpatient facility). Similarly, if a worker remains both in the region and in his or her occupation but moves to a different company, the BLS does not count that as a separation.

Replacements are jobs that will need to be filled by new hires due to existing workers leaving the occupation. Replacements are part of the Openings calculation.

Openings = Replacements + Growth.

The Growth portion of Openings comes from Lightcast's job counts data. Growth is a net term, meaning that job loss (negative employment change) counts as zero growth. As a result, the aggregation level (state vs. county, one class of worker vs. several, etc.) at which growth is calculated matters. This is best explained with a table containing the employment growth calculation for a fictional state containing two counties:

Detailed explaination can be seen here.

Employee churn refers to the rate at which employees leave an organization over a specific period, whether voluntarily (resignations) or involuntarily (terminations). It's a key metric for understanding workforce stability and can highlight issues like job dissatisfaction, poor management, or lack of growth opportunities.

High employee churn can lead to increased recruitment costs, loss of institutional knowledge, and disruptions in operations. On the flip side, managing churn effectively can improve employee retention, foster a positive workplace culture, and boost overall productivity.

Below are some reason why employees leave:

• Advancement — If employees feel like there’s no room to grow, either laterally or vertically, they may start to look for a company with such opportunities.
• Leadership — When staff members feel disconnected from leadership, it can affect the way they perceive their position and personal value.
• Compensation — Failing to offer additional compensation for tenured or high-performing employees can drive them to look for companies that will.
• Benefits — Company benefits that don’t effectively meet the wants and needs of your employees may be a significant factor in their decision to leave.
• Stress — All other variables held equal, companies with high-stress positions are far likelier to experience turnover than those with low-stress ones.

Occupation

• Scope: Occupations are broad categories that group together jobs requiring similar skills, training, and responsibilities. Examples include "Healthcare Practitioner," "Artist," or "Scientist."
• Nature: Occupations represent a person's professional field or career path and are often used for classification purposes in statistics or labor reports.
• Examples: Occupation: Nurse (This could include various job titles such as Registered Nurse, Nurse Practitioner, or Pediatric Nurse)
• Occupation: Engineer (This could include various job titles such Civil Engineer, Mechanical Engineer, or Software Engineer)

Job Title

• Scope: A job title is much narrower, pinpointing an individual's specific position within a company or organization.
• Defined by Employer: Job titles are often assigned based on the organization's structure and hierarchy. Titles may reflect experience, seniority, or specific duties (e.g., "Senior Data Analyst" vs. "Junior Data Analyst").
• Examples: Job title: "Cardiologist" (within the broader occupation of Healthcare Practitioner)
• Job title: "UX Designer" (within the broader occupation of Designer)

To illustrate further, think of occupations as large umbrellas that cover a wide range of roles, while job titles are the unique positions that exist under that umbrella.

Industry mobility refers to the ability of individuals to transition between different industries during their career. It's a fascinating topic because it highlights how adaptable and transferable skills can open doors to new opportunities, even in seemingly unrelated fields.

Why Industry Mobility Matters

• Adaptability: Shifting industries demonstrates flexibility and resilience in adapting to new challenges.
• Skill Transferability: Many core skills, such as leadership, communication, problem-solving, and project management, are highly valued across industries.
• Career Growth: Moving between industries can lead to better opportunities, higher salaries, or more fulfilling roles.
• Economic Shifts: Industry mobility allows workers to navigate changes in the job market, such as automation or economic downturns in specific sectors.

How to Enhance Industry Mobility

• Identify Transferable Skills: Highlight skills like teamwork, critical thinking, or technical proficiencies that can be used across sectors.
• Upskilling: Taking courses or gaining certifications in in-demand skills, such as data analysis or digital marketing, can make transitions smoother.
• Networking: Building connections in your desired industry can help open doors and provide insights about the field.
• Showcase Adaptability: In resumes or interviews, emphasize experiences where you've thrived in new or challenging environments.

Examples of Industry Mobility

• A marketing professional moving from retail to healthcare, applying branding and customer engagement expertise in a new setting.
• An engineer shifting from automotive to renewable energy, leveraging problem-solving skills and technical knowledge.
• A teacher transitioning to corporate training, using communication and instructional skills to train employees.

Barriers to Industry Mobility

While industry mobility is achievable, challenges can arise:

• Lack of Field-Specific Knowledge: Gaps in industry-specific expertise may require extra learning.
• Perception Bias: Employers might favor candidates with direct experience in their industry.
• Comfort Zone: Leaving a familiar industry can be daunting, but the rewards often outweigh the risks.