Workforce Tool

The vendor is required to provide workforce tool for include:
1. Geography component    
•    The workforce team requires 2 levels of licensing:  
o    Include state, county and zip code level data for state and the surrounding states - up to 14 local users.
o    “Advanced licenses” that include the state, county and zip code level data for state 
•    the commerce team requires 1 level of licensing:
o    “Advanced licenses” that include the state, county and zip code level data for state
2. Industry component  
•    Mandatory: industry level information to the six-digit level for job estimates and wage and earnings estimates 
•    Mandatory: industries must be available to be grouped into user-defined sectors/clusters/ecosystems 
•    Strongly preferred: industry level information should be available at two-digit through six-digit aggregation for each of the available geographies 
•    Strongly preferred: demographic (age, gender, race) information by industry 
•    Strongly preferred: GDP/sales/exports estimate by customizable group industries 
•    Strongly preferred: ability to export full datasets of industries with all associated factors 
•    Strongly preferred: inclusion of military jobs in workforce count 
•    Preferred: built-in location quotient tools  
•    Preferred: unemployment estimates by industry 
•    Preferred: custom-defined industries should be available to other users associated with the agency
3. Occupational component 
•    Mandatory: occupational data from major groupings to detailed occupations 
•    Mandatory: staffing patterns by industry to include estimates of detailed occupations needed by industry; must have the ability to use national staffing patterns and state and local staffing patterns. 
•    Strongly preferred: inverse staffing patterns that enable identifying industries that employ a particular occupation 
•    Strongly preferred: demographic (age, gender, race) information by occupation 
•    Strongly preferred: occupations should be customizable to include user-defined groupings 
•    Strongly preferred: ability to select and view multiple years of employment and wage associated with occupations 
•    Strongly preferred: o-net occupational information including compatible occupations 
•    Strongly preferred: inclusion of military occupations in workforce count 
•    Preferred: custom-defined occupations should be available to other users associated with agency. 
•    Preferred: unemployment estimates by occupation 
•    Preferred: estimates of the number of annual openings by occupation
4. Wage and earnings component 
•    Mandatory: estimates of average wages and earnings by detailed occupation and by agency 
•    Strongly preferred: estimates of wages and earnings at various percentiles including the median 
•    Strongly preferred: annual wages for multiple years
5. Employment component 
•    Mandatory: job counts by industry, occupation and geography must be available
•    Strongly preferred: estimates of counts by year for a range of years in the past and into the future should be available
6. education and skill component 
•    Mandatory: typical educational attainment levels by occupation including doctoral, professional, graduate degrees, bachelor degree, associate degree, vocational, high school, and less than high school levels of education 
•    Mandatory: competencies including knowledge, skills and abilities by occupation 
•    Preferred: regional completions of a degree or skills program
7. Tool interaction component 
•    Mandatory: data at any level of customization and compilation should be downloadable into MS excel 
•    Strongly preferred: if this is a web-based tool, it should be compatible with common browsers including MS explorer, Firefox, chrome and safari 
•    Strongly preferred: ability to filter information displayed by column headings 
•    Strongly preferred: ability to customize and export full tables 
•    Strongly preferred: ability to generate reports that are both descriptive and visually appealing: summary of data points, graphs
8. Workforce job posting and opening 
•    Mandatory: job openings, number of employers, job posting intensity, numbers of predicted completions for comparison to predicted openings (gap analysis) 
•    Strongly preferred: number of employees by employer, earnings, required degrees and credentials 
•    Preferred: job growth, changes in earnings.

- Contract Period/Term: 1 year
- Questions/Inquires Deadline: July 29, 2025