HomeMy WebLinkAbout11-26-18 City Commission Packet Materials - C2. PSA with Dept of Labor for Workforce Needs Analysis
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Commission Memorandum
REPORT TO: Honorable Mayor and City Commission
FROM: Brit Fontenot, Economic Development Director
SUBJECT: Professional Services Agreement with the Montana Department
of Labor and Industry to complete a Workforce Needs Analysis.
MEETING DATE: November 26, 2018
AGENDA ITEM TYPE: Consent
RECOMMENDATION: Authorize the City Manager to sign a Professional Services
Agreement with the Montana Department of Labor and
Industry to complete a Workforce Needs Analysis.
BACKGROUND: In 2011, Gallatin College commissioned the report, Opportunities
Ahead: 2011 Analysis of Workforce Needs. (Attachment 1) This report provided
foundational data and analysis for Gallatin College to create two year degree and one
year certificate programming aligned with local economic trends. It is time to update
the analysis. As part of the City’s Strategic Plan, Section 2.3, Workforce Development
encourages collaboration with Gallatin College and other local organizations to
“[s]upport education and workforce development initiatives to improve the skills of our
citizens.”
Report after report over the past few years has warned about the impending
labor shortage in Montana and discussed workforce training and educational
opportunities.
State Economist Breaks Down pros, cons of Montana’s Low unemployment Rate,
Missoula Current, August 10, 2018
Asking Hard Questions on Workforce Development, Missoulian, July 29, 2018
Tackling Montana’s Workforce Shortage, Montana Business Quarterly, April 12, 2018
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Workforce Shortage Challenges Montana’s Economy, NBC Montana, February 22, 2018
We do not have enough human beings: statewide worker shortage hurts Helena
Businesses, Helena Independent Record, June 4, 2017
Coming up Empty: Employers struggle with Montana workforce shortage, Bozeman
Daily Chronicle, November 22, 2016
The City of Bozeman, in collaboration with Gallatin College and the Bozeman
Area Chamber of Commerce is leveraging the skills and knowledge of the Montana
Department of Labor and Industry (2018 Labor Day Report) and the financial resources
of our partners to redefine and update the 2011 report with current data and analyses.
Details on timeline and cost are found in the Scope of Work document found in
Attachment 2. The project has a “not to exceed” cost of $17,000. Phase 1 will conclude
in April including stakeholder meetings and presentations. Phase 2 of the project will
commence in April. This phase includes additional communication/focus groups with
stakeholders.
The Professional Services agreement is found in Attachment 5.
UNRESOLVED ISSUES:
None at this time.
FISCAL EFFECTS: This project is a partnership between the City of Bozeman, Gallatin
College and the Bozeman Area Chamber of Commerce to fund an update to the 2011
analysis of workforce needs commissioned by Gallatin College. The total cost of the
project is not to exceed $17,000 which will be divided equally between the funding
partners at approximately $5,666.67 each. Economic Development will manage the
standard professional services agreement and submit invoices to the partners for
reimbursement. In order to comply with the City’s purchasing policy, approval to sole
source this contract was granted by the City’s Finance Director considering there is no
other entity as uniquely qualified as the Montana Department of Labor and Industry to
perform the tasks identified in the scope of work found in Attachments 2 - 4.
ATTACHMENTS:
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1. Opportunities Ahead: 2011 Analysis of Workforce Needs;
2. Montana Department of Labor and Industry Scope of Work Memo dated
November 8, 2018;
3. Montana Department of Labor and Industry Proposed Economic Region to be
Included in the Economic Report Memo dated October 19, 2018
4. Sole Sourcing Approval email; and
5. City of Bozeman Professional Services Agreement.
Report compiled on: November 14, 2018
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OPPORTUNITIES AHEAD: 2011 ANALYSIS OF WORKFORCE NEEDS
GALLATIN VALLEY
A REPORT FOR
DEVELOPED BY
ARTSMARKET, INC., BOZEMAN, MT
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TABLE OF CONTENTS
EXECUTIVE SUMMARY 2
EMPLOYMENT TRENDS ANALYSIS FOR GALLATIN AND PARK COUNTIES 11
EMPLOYER NEEDS 24
STUDENT INTERESTS 32
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GALLATIN COLLEGE
MONTANA STATE UNIVERSITY
RESEARCH FINDINGS: NEEDS ANALYSIS, NEW DEGREE AND CERTIFICATE
PROGRAMS
PART 1. EXECUTIVE SUMMARY
This research report to Gallatin College summarizes findings from an evaluation of employer, student,
and area business trends to assist the college in determining the most useful degree programs to add as
the college continues to grow. Three primary methods were used in the study:
1) Area employers representing health care, business, technology, hospitality,
engineering/architecture, and manufacturing were contacted by letter, were interviewed by
phone or in person, and if appropriate were contacted with follow up questions. A total of 42
area employers participated in this study.
2) Students including traditional and nontraditional students were surveyed via email, through
email distribution conducted with the assistance of area schools. Students included those that
will shortly graduate from alternative and traditional high schools in the Gallatin College service
area (Gallatin and Park counties); and individuals in their twenties and older who are
considering returning to college for job-related training. Adults considering Gallatin College
were interviewed in a focus group setting. Students from Livingston High School, Bozeman High
School, and Bridger Alternative School, along with adult students were reached through the
survey. A total of 85 students responded to the surveys and/or participated in focus groups.
3) Area employment data and trends were studied using Bureau of Labor data sets and data from
the State of Montana and the US Bureau of Labor Statistics.
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KEY FINDINGS AND RELATED CONTEXT
Within two years, it is likely that Gallatin Valley businesses could annually absorb every Gallatin College
graduate seeking a job in key workforce sectors. Based on their own quantification of need, businesses
could potentially hire hundreds of graduates. However, many of these hires will stay for many years, so
annual need will potentially level off.
Two sectors studied for this report are in high need of associate and certificate programs as soon as
they can be established. These are the health care sector and the restaurant/hospitality sector. Area
employers in both sectors are eager for MSU and Gallatin College to launch programs, and are eager to
hire graduates. In the culinary arts field, it is likely that every graduate of a Gallatin College program
would be able to find employment in the greater Bozeman area
immediately upon graduation.
In the health care field - despite high competition from out of state and out
of the area applicants - the need for qualified medical assistants, surgical
assistants, and licensed practical nurses is high, and local employers feel
that Gallatin College graduates would fare well right from the start.
For other sectors, however, projections are more qualified, reflecting the
hesitancy of area employers. It is essential to provide context to the
findings, as this study has been conducted before Montana has emerged
from the current recession. The recession came late to Gallatin County and
the Southwestern portion of Montana but for many industries and
employment sectors it is likely to linger for a number of years.1 This has
had a profound impact on most employer views expressed in this report for
the manufacturing, business, IT and construction-related sectors. Several
employers declined to be interviewed for this study because they are not
anticipating hiring any employees in the foreseeable future. Others noted
that their employment needs are greatly diminished. A number expressed
lack of optimism that jobs would be available when students graduate. Over all, most local employers in
sectors outside culinary/hospitality and medic al who were interviewed for this study stated it will be at
least five years before the local economy regains strength to the point where hiring will pick up. At that
point the employers say they will hire the most qualified individuals with the highest level of training
and experience.
These concerns are mitigated by Montana’s Department of Labor and Industry Research and Analysis
Bureau, which finds that job creation will pick up as soon as 2012 for some industry groupings; and that
job creation continues within the health care field, which saw no negative impact during the recession.
In fact, the Department’s projections note that between 2012 and 2016, most industry sectors offering
1 Source: Montana Employment Projections 2010 through 2020, Montana Department of Labor & Industry.
“In previous years, rapid forecasted job growth alone could be used to anticipate worker shortages in a particular occupation or industry. However, the 2007 recession has left many Montanans unemployed and
looking for work. Many industries and occupations will regain jobs in the future, but will be able to hire
dislocated workers back into their old jobs rather than having to train new
workers for the jobs. Job growth
exiting the recession is expected to be
slower than before the recession.”
Barbara Wagner, Senior Economist,
Research and Analysis Bureau,
Montana Department of Labor &
Industry. Montana Employment
Projections 2010 through 2020.
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potential positions for Gallatin College graduates will be back to hiring new workers. Thus, despite local
current pessimism, the longer view shows that now is indeed the time to begin planning for new
programs that will position Montana students for employment opportunities.
For their part, prospective students want certificate and associate programs to be top quality and of a
depth that will help them compete successfully to win jobs as compared to workers with similar degrees
who can move here from other places. For some fields, the high level of competition is a given. For
example, even during the current economy Bozeman Deaconess Hospital receives upwards of 175 job
applications a week. In such situations, local workers want a way to stand out from other applicants.
Job turn-over in the Gallatin Valley is low. Employers across all fields stress that employees leave jobs
for others at a lower rate they do in larger markets, and they don’t migrate out of the area for new jobs.
As a result, employment opportunities are largely concentrated in new fields or areas where the
workforce is not able to provide enough skilled workers or in fields where there is overall growth.
Today, numerous employers have exceeding low turn over to the point where they simply don’t seek
out prospective employees. Employers with popular offerings and locations such as Bridger Bowl, for
example, have multi-year waiting lists, but even employers such as a local motel which, prior to the
recession, continuously sought qualified bookkeepers now finds that the employees are not leaving at
pre-recession rates.
That said, there are decided areas of opportunity for Gallatin College to both meet area employer needs
in workforce preparation and to meet student needs and interests. The greatest needs for qualified
employees are in the medical field, hospitality, business-related information technology, and
technology-based manufacturing. Employers in all three fields are continuously searching for qualified
local employees, and even go the distance of providing their own in-house training programs, often
lasting two or three months. Students seeking jobs in these fields include both traditional and
alternative high school graduates, as well as older non-traditional students.
ADDITIONAL CONTEXT: TIMING OF JOB RE-GROWTH
Given the ramp-up time for new college programs and the one to two year course time before the first
students graduate from new programs, it is entirely appropriate for Gallatin College to begin adding key
programs now, even though - with the exception of culinary arts/hospitality and the medical field -
employers are not yet hiring and are unable to quantify the number of new hires they will make post-
recession.
To gain a clearer picture of when hiring will pick up, it is useful to review the Montana Department of
Labor & Industry’s projections for the state. As is evident, while it will be post 2020 before some
industry sectors such as transportation and material moving regain positions to their pre-recession peak,
other sectors such as health care have seen no downturn and are hiring at consistently pre-recession
levels. Meanwhile, many of the other sectors that are likely to employ prospective Gallatin College
graduates from the programs examined in this study are going to be re-hiring within the next two years.
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TABLE 1. MONTANA EMPLOYMENT PROJECTIONS COMING OUT OF THE RECESSION.
The projected re-growth of workforce size in various industry sectors provides context to this analysis.
While it will take years before trade and leisure activities sector employers regain their pre-recession
workforce levels, health care has seen no drop and will continuously grow. The business services sector
will grow rapidly, eclipsing pre-recession workforce levels by as early as 2015. Because this sector
includes positions in I.T. and administration – for which local employers voiced needs for qualified
employment candidates – this area of training may be one to add soon. Manufacturing jobs are unlikely
to return to their pre-recession levels at any time before 2020: however, area employers stress an on-
going need for highly skilled computer-operated machinery workers. This need is voiced by employers
nationally. Yet once jobs are filled in these very high paying positions, future turn-over will be slow, so
the need may be more short term than long term. In Montana, construction jobs have been hit hard by
the recession, accounting for a 30% loss in pre-recession job levels: Montana’s Department of Labor and
Industry projects it will take until well after 2020 for this sector to rebound.
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MONTANA STATEWIDE INDUSTRY GROWTH PROJECTIONS BY YEAR2
2 Source: Montana Department of Labor & Industry Research and Analysis Bureau
Healthcare
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TABLE 2. ASSOCIATE DEGREE HIRING COMPARED TO OTHERS: MONTANA DEPARTMENT OF LABOR & INDUSTRY ANALYSIS
Education/Training Category Percentof Jobs Recession Change
Annual Job Growth 2010-2012
Annual Job Growth 2010-2020
Yearsto Peak
Shortto Moderate On-the-Job Training
Long-Term On-the-Job Training or Work Experience
Associate or VocationalDegree
Bachelor's Degree or Higher
55%
16%
11%
19%
(15,959)
(7,415)
286
(78)
2,514
445
283
608
2,537
802
477
841
2016
2020
no losses
2011
Table 2 points to the value of associate and certificate degrees during recessionary times. There were
no losses evident during the recession among workers with associate or certificate training, as compared
to high level losses for workers with only secondary education or on-the-job training. Going forward,
local employers interviewed for this study noted that employees with associate and certificate degrees
are their highest need and that they would be likely to favor associate/certificate degree-holding
applicants over those they might typically have hired and given short term on-the-job training.
FASTEST GROWING AND REBOUNDING JOBS: SUMMARY FINDINGS FROM LOCAL EMPLOYERS
Regional two year degree and certificate job growth will be strongest in the medical and health care
field. This echoes national trends reported here based on Bureau of Labor Statistics data and created
due to the country’s aging population: ten out of the 20 fastest growing occupations across all
industries, 2008-2019, are in health care. Business representatives in the area health care industry point
to on-going, significant need for certified medical assistants, licensed practical nurses, and in jobs such
as nutrition, physical therapy, home health assistants and surgical tech assistants. Area health care
providers also see high on-going need for medical records and health information specialists – IT jobs for
which there are currently not enough qualified applicants. As the need to work with medical records
and government insurance/claims grows, area health care providers are looking for individuals who
combine expertise in medical records and business office skills. These individuals must be able to pass
national certification examinations in medical coding: currently, the health care providers are offering in
house training, often for up to four months, because they cannot find individuals with the level of
training needed. Individuals who had what might be a dual certification in office administration and
medical records could be highly sought after and well compensated.
Culinary arts jobs are a constant and significant need, based on high turnover in the field coupled with
the presence of over 300 restaurants in the Gallatin Valley alone and the larger number of restaurants
and resorts in the Greater Yellowstone area. Based on employer interviews, there is locally strong need
for line cooks, institutional/cafeteria cooks, and kitchen preparatory staff. There is also high need for
restaurant managers. Hospitality employers are also in need of trained front desk and management
people: a single Bozeman hotel would be likely to hire as many as twelve summer workers out of a
Gallatin College hospitality program and five or six year round workers. They seek young adults who
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can present themselves well, converse and communicate effectively, follow through and complete work
assignments, and who can be reliable.
Business assistance jobs ranging from administrative assistants to clerks, bank tellers, and other
similar occupations will come back from the recession beginning in 2012. (See Table 1.) All businesses
contacted in the area state they currently need a skilled office/administrative work force, and offered
unanimous appeals for job applicants who have essential knowledge and skills in the basics: writing
letters and emails in correct format and with excellent grammar; communicating appropriately over the
phone and in person; and even in dressing appropriately. In fact, general workforce preparation is much
sought: employers want Gallatin College to teach students the importance of a good work ethic,
workplace behavior, job follow-through, appearance and presentation, basic communications,
punctuality, and reliability. A one year certificate in essential office skills such as these would be widely
appreciated by employers and would help them identify prospective high-quality employees. Many
report on-going shortages, and even more: employers now have on-going “revolving door issues” when
they must continuously dismiss employees for lack of essential skills and abilities.
IT will continue to grow as a substantial need, but not necessarily within high technology companies
in the area. Next to medical jobs, local employers suggest that these will be among the fastest growing
employment need n the region. While a company such as Right Now Technology looks nationally and
internationally for entry level employees and does not see a need to recruit from prospective Gallatin
College graduates, other employers ranging from banks to hospitals seek trained and certified IT
personnel. These jobs are likely to combine IT knowledge with the field-specific content: for example,
medical information IT, or bank information IT, or insurance IT. As with many of the jobs in the medical
field that would likely be addressed by Gallatin College programs, employers are now providing in-house
training because they cannot find employees who have received the level of training needed. Some
technology degree areas that had been on the table for use-needs analysis in this study, including web
design and visual communications, were not seen as important as field-specific I.T. support,
programming, and networking. This suggests what could be a basic I.T. certification followed by field-
specific content in a second year or more advanced program.
Area manufacturers need skilled technically trained workers. Manufacturers see a current, significant
gap between students who only have high school diplomas and those with four year degrees, and are
enthusiastic about the opportunity to see a work force develop that has the skills that could come from
a two year program. Machining technology is a significant need. So are computer numeric controlled
(CNC) machine technology, and industrial systems machining. These are highly skilled jobs, often paying
up to $80,000 a year within the Gallatin Valley, and require expertise and training beyond basic skills.
Currently, employers are likely to advertise statewide or beyond for employees, and positions are often
empty for long periods of time. Manufacturers cannot expand their businesses because of a lack of such
skilled employees. This type of training program would allow them the chance to grow their local work
force and build their businesses. However, the important caveat is that workers in these jobs stay, so
once local positions are filled, Gallatin College graduates would most likely need to look beyond the
Gallatin Valley. The good news is that national data shows employers everywhere are looking for this
type of highly trained manufacturing workers.
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There are also unique hospitality-related opportunities. For example, a number of those in the
hospitality field see unique niche opportunities that may lead to the development of certificate(s). For
example, there are opportunities for certificate programs such as in guiding. There is no area fly fishing
guide school program of significance3, yet area employers annually seek many employees – and often
recruit nationally for employees - who have a combination of knowledge and experience in fishing and
rivers, first aid and safety, interpersonal skills and communications ability, leadership and responsibility,
and regional natural history.
STUDENT INTERESTS: SUMMARY FINDINGS FROM AREA STUDENTS
• Both traditional and alternative students are interested in more program opportunities from
Gallatin College. There is a sizable number of high school students in both Park and Gallatin
counties who would seriously consider two year programs offered by Gallatin College as an
alternative to four year degrees or as a stepping stone to eventually undertaking four year
programs; many don’t know enough about the programs and others seek the type of medical,
IT, culinary/hospitality and manufacturing programs being considered. Alternative students, in
particular, emphasize the need for quality instruction and high standards to merit their time and
money. On-line instruction would be helpful, according to those interviewed, but not essential
and not for all courses. Flexible course times, including evenings and weekends, would be more
important to accommodate students who work and raise families.
• 80% would be very interested in attending Gallatin College for programs if it offered flexible
scheduling
• 78% would be very interested in attending Gallatin College if they could obtain financial aid.
• 65% would be very interested Gallatin College if they knew local employers preferred to hire
Gallatin College graduates.
• 65% of students surveyed would definitely prefer evening and weekend classes to weekday
classes.
• 44% would be very interested in attending Gallatin College because they would have the
opportunity to continue on for further study at MSU.
• 40% would be very interested if there were on-line courses offered.
3 There is a private guide school in western Montana (Clarks Fork.) Several area outfitters and hospitality firms are
interested in partnering with Gallatin College with the goal of creating such a program.
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Traditional and Alternative Student Interests
in Prospective Gallatin College Programs
60%
50%
40%
30%
20%
10%
0%
Traditional and Alternative Student Interests in Prospective
Gallatin College Programs
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PART 1: EMPLOYMENT TRENDS ANALYSIS FOR GALLATIN AND PARK COUNTIES
The degree and certificate programs studied on behalf of Gallatin College are in fields as follows listed
here. Those identified as needed in the Gallatin Valley are highlighted in bold.
MEDICAL INDUSTRY
Medical assistant/technician
Health care administration
Medical records and coding
Medical office technology
BUSINESS
Accounting
H.R. management
Human resources substance abuse
Administrative assistant
Loan Clerk/General Clerk
Secretary
Office manager
Logistics manager4
HOSPITALITY INDUSTRY
Restaurant and catering management
Institutional management
Resort management
Food service management
Gaming management
Culinary arts
Hospitality technology
Hospitality and food accounting
TECHNOLOGY INDUSTRY
Database management
I.T. support
I.T. networking
I.T. programming technology I.T. web design and management
I.T. systems security
Visual communications
MANUFACTURING INDUSTRY
Electronics technology
Industrial systems technology
Welding technology
Machining technology
Computer numeric controlled machine
technology
Computer engineering
Industrial systems machining
Tooling technology
Plastics manufacturing technology
Pharmaceutical manufacturing
Sustainability technology
4 Logistics management is a fast growing new
occupation that has not been formally classified for
education requirement by the Bureau of Labor
Statistics. The BLS does note that while bachelor’s
degrees are preferred, associate degrees may be
accepted.
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According to the Montana Department of Labor & Industry, Research and Analysis Bureau, a number of
these job classifications will be among the fastest growing occupations in the state over the next seven
years.5 Several related job types are included in the fastest growing jobs in the state. These related job
types, not listed above, are listed in italics.
TABLE 3. FASTEST GROWING OCCUPATIONS 2008-2018: MONTANA DEPARTMENT OF LABOR &
INDUSTRY
Rank in
projected
growth rate
2008-2018
Statewide,
Montana
Occupations Requiring
Associate or Certificate
Degrees
2008 2018 Percent
Change6
Current
number of
statewide
job
openings
Calculated
number of
statewide job
openings,
2018, based on
% change from
2010
1. Physical therapist
assistants7
80 110 28% -- --
4. Cardiovascular
technologists
140 170 25% 10 12.5
5. Radiation technologists 70 90 25% 20 25
7. Surgical technologies 280 350 24% 20 25
9. Respiratory therapist 310 380 22% 10 12.5
17. Medical records and
health information
technicians
870 1030 18% 40 47
24. Medical and clinical
laboratory technicians
270 310 15% -- --
26. Radiology technicians
and technologists
790 910 15% 20 23
28. Medical transcriptionists 480 540 14% 10 11
29. Welders, cutters,
solderers and brazers
1340 1530 14% 50 57
32. Licensed practical and
vocational nurses
3100 3500 13% 300 339
33. Computer support
specialists
1280 1430 12% 80 89
There are 12 occupations among the 50 fastest growing occupations listed by the state of Montana that
require the two year or certificate degrees considered by Gallatin College. The largest area is the inter-
related set of medical jobs that range from practical nurses to medical records and the numerous types
5 Decennial data has as its baseline 2008, going through 2018.
6 The national average percent change is 10.12% for the 2008-2018 employment projection series. In Montana,
thirty seven job types that require associate or certificate degrees are anticipate to grow at faster than this rate. 7 Numerous types of health care assistants are among the top growing job types. We have listed all that are
included in the Department of Labor and Industry data sets that would potentially be supported by training as a
medical health assistant.
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of technician jobs. Technical training had not been on the list for direct consideration, but the Labor
data sets show that employer needs in this will grow rapidly into the foreseeable future: as the next
section of the report will show, area employers reinforced this viewpoint.
While the above chart breaks out computer support specialists as a relative small area of growth, it does
not capture the full range of computer and I.T. related jobs for which area employers seek qualified employees. The medical records need is significant within both Gallatin and Park counties. So too are
other I.T. related jobs in electronics repairs and electronics equipment (the 20th ranked fastest growing
need, above) and in welding and other related manufacturing and metalworking areas.
TWO YEAR AND CERTIFICATE PROGRAMS AS PRECURSORS TO 4-YEAR COLLEGE EDUCATION
This study assessed if students will continue from possible certificate and associate degree programs to
four year bachelor’s degree programs. According to the Bureau of Labor Statistics, a number of the jobs
for which preparatory certificate and associate programs are being considered are “foundational” in
that individuals employed in these jobs seeking career advancement will likely go on for additional
education. For example, medical assistants often go back to school to become registered nurses.
Medical records specialists may return to school for additional business administration training and
move up in medical office or practice administration. Computer control machine operators (electronics
tech) often go on for additional college degrees in physics or engineering. I.T. support and networkers
may return for business training, or enter marketing (related to communications I.T.) or seek training
both in I.T. and the subject matter of the field they work within. For example, it will be increasingly
common for individuals to be certified in both I.T. and credentialed in medical records.
Area restaurant and resort owners would like to see both two year and four year culinary arts programs
at Gallatin College and MSU, and/or a mix of certificates and associate programs in culinary arts,
restaurant management, and hotel management. They seek individuals who are able to move up career
paths from line cooks to executive chefs and restaurant managers, who are committed to staying in the
area and who can help them grow their restaurants and hotels.
CERTIFICATION AND CREDENTIALING
In describing the educational requirements and standards for many of the jobs for which Gallatin
College would prepare the workforce, the Bureau of Labor Statistics Occupational Handbook for 2010-11
places repeated emphasis on professional certification and credentials. The importance of this was
reinforced by a number of business community interviewees, who noted that they will always consider
applications who have certifications as more qualified than those without.
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ANNUAL JOB OPENINGS IN MONTANA 2008-2018 BY OCCUPATION INCLUDING POSITIONS
CREATED AND POSITIONS VACATED
Despite employer caution coming out of the recession, Montana currently has a high number of annual
job openings for many of the occupations for which Gallatin College degrees and certificates would
serve as preparation, based on statewide estimates done by the Department of Labor & Industry.
TABLE 4. PROJECTED ANNUAL OPENINGS: MONTANA RESEARCH & ANALYSIS BUREAU,
MONTANA DEPARTMENT OF LABOR AND INDUSTRY
Occupation Number of Annual Openings in Montana
Business/General Administration
General Office Clerks8 164
Loan Clerks/Assistants 13
Tellers 141
Information and Record Clerks 643
TOTAL ANNUAL OPENINGS 961
Health Care
Health Technologists and Technicians 383
Nurses Aides 246
Licensed Practical Nurses 126
Medical Records Keepers 40
Surgical Technologists 16
OT/PT Assistants 13
TOTAL ANNUAL OPENINGS 824
8 Occupations listed in italics may not require associate or certificate degrees but BLS data suggests that employers often prefer applicants with certification or other post secondary education.
Sectors with the Most Annual Open
Postions Within the State of Montana
Manufacturing 19% Administrative
Support
31%
Culinary
Arts/Hospitality
23% Health Care 27%
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Culinary Arts/Hospitality
Food Preparation Workers 188
Restaurant Cooks 162
Hotel Desk Clerks 114
Institutional and Cafeteria Cooks 74
Fast Food Cooks 62
First Line Restaurant/Food Supervisors 43
Short Order Cooks 22
Lodging Managers 18 Food Service Managers 15
Chefs and Head Cooks 8
TOTAL ANNUAL OPENINGS 706
Manufacturing
Vehicle and Mobile Equipment Mechanics 253
Metalworkers, Plastics Workers 101
Assemblers and Fabricators 66
Electrical and Electronic Equipment Mechanics 49
Welders, Cutters, Solderers, Braziers 47
Industrial Machinery Mechanics 24
Machinists 21
Machine Tool Setters and Operators 10
Precision Machine Setters and Operators 4
TOTAL ANNUAL OPENINGS 575
Information Technology
Computer Specialists 229
Computer Support Specialists 54
Network Administrators 35
Computer Analysts 33
Network Systems and Data Communications Administrators 21
TOTAL ANNUAL OPENINGS 372
MEAN ANNUAL WAGES BY OCCUPATION: BUREAU OF LABOR STATISTICS, SOUTHWESTERN
MONTANA
Mean annual wages differ significantly between industry groups and occupations. Culinary arts jobs are
among the lowest paying of all those studied, which relates directly to the high level of turn-over in the
field. Overall, I.T. jobs are the highest paying, followed by many manufacturing jobs, and then by
healthcare technician occupations.
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TABLE 5. SOUTHWEST MONTANA NONMETROPOLITAN AREA: 2010 OCCUPATIONAL
EMPLOYMENT AND WAGE ESTIMATES FOR JOBS WITH ASSOCIATE/CERTIFICATE DEGREES
Business/General Administration
General Office Clerks9 $24,210
Loan Clerks/Assistants $39,750
Tellers $23,560
Information and Record Clerks $23,040
Administrative assistants $28,950
AVERAGE $27,920
Health Care
Health Technologists and Technicians $52,840
Nurses Aides $23,080
Licensed Practical Nurses $35,030
Medical Records Keepers $28,160
Surgical Technologists $38,850
OT/PT Assistants $21,830
AVERAGE $33,299
Culinary and Hospitality
Food Preparation Workers $20,380
Restaurant Cooks $21,160
Hotel Desk Clerks $20,380
Institutional and Cafeteria Cooks $24,720
Fast Food Cooks $18,620
First Line Restaurant/Food Supervisors $29,740
Short Order Cooks $20,390
Lodging Managers $32,690
Food Service Managers $50,350
Chefs and Head Cooks $48,570
AVERAGE $28,700
Manufacturing
Vehicle and Mobile Equipment Mechanics $36,720
Metalworkers, Plastics Workers $21,170
Assemblers and Fabricators $24,600
Electrical and Electronic Equipment Mechanics $47,530
Welders, Cutters, Solderers, Braziers $36,500
Industrial Machinery Mechanics $42,990
Machinists $34,530
Machine Tool Setters and Operators $40,420
Precision Machine Setters and Operators $43,010
AVERAGE $36,387
I.T.
Computer Specialists $57,020
Computer Support Specialists $41,580
Network Administrators $53,900
Computer Analysts $64,080
Network Systems and Data Communications Administrators $50,830
AVERAGE $47,392
9 Occupations listed in italics may not require associate or certificate degrees but BLS data suggests that employers often prefer applicants with certification or other post secondary education.
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US JOB GROWTH PROJECTIONS, 2008-2018 FOR POSITIONS REQUIRING CERTIFICATION OR
ASSOCIATE DEGREES CONSIDERED BY GALLATIN COLLEGE
While many Gallatin College students will stay in the Gallatin Valley and in Montana, the value of their
degree and overall education is also important in the larger national context. In most industries and
occupations, national job growth projections mirror those for Montana, however national projections
show less need for specialized manufacturing jobs than are evident statewide in Montana.
PROJECTED NATIONAL GROWTH IN OCCUPATIONS
Culinary Arts Jobs:
% Growth through 2018
18% 16% 14% 12% 10% 8% 6% 4% 2% 0%
16%
10%
6% 0% 1% 7% 5% Percent Growth through 2018
Machining and Manufacturing
Jobs: % Growth Through 2018
8%
6%
4%
2%
0%
-2%
-4%
-6%
-8%
-10%
7% 7%
3%
-5% -8%
Maching and
Manufacturing
Jobs
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40% 35% 30% 25% 20% 15% 10% 5% 0%
Medical Assistance Jobs:
% Growth Through 2018
38% 35% 31% 25%
18% 21%
Medical Assistance
Positions
60% 50%
40% 30% 20%
I.T. and MIS Jobs: % Growth
Through 2018
53%
10%
0%
23% 14% 17%
I.T. and MIS Jobs
30% 25% 20% 15% 10%
Administrative Support
Positions: % Growth Through
2018
27%
Administrative 5% 11% 5% 0% 4% 4% 4% Support Positions:
% Growth Through
2018
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DETAILED GROWTH BY OCCUPATION TYPE: US DEPARTMENT OF LABOR OCCUPATIONAL DATA
Culinary Arts: Line Cooks,
Kitchen Prep.
Certification is generally
required for certain types
of chefs, including pastry
and home-service cooks.
Foodservice Management
Professional certification
(FMP) is offered via the
National Restaurant
Education Foundation.
Employment increase: nationally and overall, these jobs are anticipated to increase by 6%
through 2018.
Culinary Arts Jobs:
% Growth through 2018
20%
15%
10% 16%
5% 6% 0% 1% 7% 10% 5%
0% Percent Growth through 2018
Line cook, line chef and kitchen prep jobs are expected to remain consistently plentiful as the
majority of the jobs are part time and are held by young workers (under age 35) who frequently
migrate to other higher paying positions and to full time occupations. While the number of jobs
will increase only moderately, the turn over within this field creates continuous need for new
workers. These jobs exist throughout the restaurant industry and resort/hospitality industry
and in local grocery stores, schools, hospitals and extended care facilities. There is high turn-
over, so entry-level job seekers generally find employment. However, individuals seeking full
time positions at high-end restaurants may encounter competition as the number of applicants
exceeds the number of job openings.
On average, restaurant cooks jobs are expected to grow at 8%, which is the national average for
all job growth. Nationally, employment of short-order cooks is expected to grow by less than
1% and employment of kitchen prep and food preparation workers is expected to grow more
slowly than the average for all occupations. As restaurants and quick-service eating places find
more efficient ways of preparing meals, such as at central kitchens that serve multiple outlets or
wholesale and distribution facilities, food preparation will become simpler. However, the need
for institutional cooks – hired by hospitals and schools – will grow faster than average and the
area presence of numerous resorts and tourism destination will likely mean continued high
demand for entry-level positions where there is high seasonal turn over.
Food service manager positions are expected to increase slowly, at about 5%, but may grow
higher locally due to seasonal needs of resorts.
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Manufacturing, machine
technology, industrial
systems machining,
machinery maintenance.
State apprenticeship
boards certify tool and die
makers as journey
workers after they have
completed a licensed
program.
Some welding positions
require general
certifications in welding or
certifications in specific
skills such as inspection or
robotic welding. The
American Welding Society
certification courses are
offered at many welding
schools. The Institute for
Printed Circuits offers
certifications and training
in soldering.
Employment: limited increase with some decrease.
8%
6%
4%
2%
0% Maching and Manufacturing
-2% Jobs
-4%
-6%
-8%
-10%
Computer control programmers and operators use computer numerically controlled (CNC)
machines to produce a wide variety of products, from automobile engines to computer
keyboards. A growing number of computer control programmers and more skilled operators
receive their formal training from community or technical colleges including postsecondary
courses in mechanical drawing, mathematics, blueprint reading, computer programming, or
electronics. Jobs are in specialty machine shops, and automotive metalworking. All of the
occupations in this area are anticipated to grow at slightly lower than the national average, or
7%, through 2018.
Machinist jobs are anticipated to decline nationally by about 5% by 2018, however the presence
of custom machine shop businesses in the region may result in higher-than-average
employment to support the growth projections of these companies. That said, these are stable
and long term jobs where there is low employee turnover, so once positions are filled there may
be lower future job growth. Welding job opportunities are expected to be good for skilled
welders because some employers are reporting difficulty finding qualified workers, hovering
nationally about 3% growth. Job prospects for welders will vary with the welder’s skill level.
Prospects should be good for welders trained in the latest technologies. Welding schools report
that graduates have little difficulty finding work, and many welding employers report difficulty
finding properly skilled welders. Tool and die makers are among the most highly skilled workers
in manufacturing. While employment in this job category is projected to decline moderately at a
national level, job opportunities should be excellent, as many employers report difficulty finding
qualified applicants. Nationally, the number of workers receiving training in this occupation is
expected to continue to be fewer than the number of openings created each year by tool and
die makers who retire or transfer to other occupations. A major factor limiting the number of
people entering the occupation is that many young people who have the educational and
personal qualifications necessary to learn tool and die making usually prefer to attend college or
do not wish to enter production occupations. Overall employment is anticipated to decline by
8% by 2018.
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Medical Assistants,
Records, OT Assistants,
Nursing Aides/Assistants,
Surgical Technologists
The National Board for
Respiratory Care (NBRC) offers the Certified
Respiratory Therapist (CRT)
credentials. Surgical
Technologists professional
certification from the
National Board of Surgical
Technology and Surgical
Assisting by graduating from
a CAAHEP-accredited
program and passing a
national certification
examination.
The American Academy of
Professional Coders (AAPC)
offers coding credentials.
The Board of Medical
Specialty Coding (BMSC) and
Professional Association of
Health care Coding
Specialists (PAHCS) both
offer credentialing in
specialty coding. The
National Cancer Registrars
Association (NCRA) offers a
credential as a Certified
Tumor Registrar (CTR).
Nursing aides must complete
a minimum of 75 hours of
State-approved training and
pass a competency
evaluation. Aides who
complete the program are
known as certified nurse
assistants (CNAs) and are
placed on the State registry
of nurse aides.
Employment increase: nationally and overall, these jobs are anticipated to grow at a rate much
faster than average through 2018.
Medical Assistance Jobs:
% Growth Through 2018
40%
35% 38% 30% 35%
25% 31% 20% 25%
15% 18% 21% 10% 5%
0% Medical Assistance Positions
Nationally, medical assistant jobs are anticipated to grow by 38% through 2018. Employment is
anticipated to be nearly as high across all major employers: hospitals, universities and school
districts, physician offices, outpatient care centers, and offices of other health care
professionals. Occupational therapist aide and assistant jobs are anticipated to grow rapidly,
at about 30-31% by 2018. Physical therapy assistant and aide jobs are anticipated to grow by
35% as changes in insurance coverage will allow patients more access to P.T. and increase
demand for service, and as physical therapists increase reliance on assistants and aides to
reduce costs. Jobs will be in hospitals and individual practices, as well as in long term care
facilities and home health care. Nursing assistants/aide positions are anticipated to grow at
18%, with employment by residential care facilities growing at 19%. Respiratory therapist
positions are anticipated to grow at 21%, with growth in demand coming from growth in the
middle-aged and elderly population and from increasing requirements in case management,
disease prevention, emergency care, and early detection of pulmonary disorders. Surgical
technicians/technologist positions will grow by 25%.
Medical records technicians and clerk positions will grow at about 20% through 2018.
Technicians that demonstrate a strong understanding of technology and computer software will
be in particularly high demand. Positions will be in hospitals, extended care facilities, outpatient
facilities, physician offices, and government. As new requirements increase the number of
medical tests, treatments and procedures to be performed, needs for these employees will
escalate.
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IT Support, Programming,
Networking
Administrators, Computer
security specialists, Web
management,
telecommunications
specialists, computer
support administrators.
Locally, this general occupation group may
include management
information system
directors (MIS), though
nationally these positions
typically require
bachelor’s degrees.
Certifications are offered
through product vendors,
computer associations,
and other training
institutions.
I.T. and MIS Jobs: % Growth
Through 2018
60% 50%
40% 53% 30% 20% 10% 23% 14% 17% I.T. and MIS Jobs 0%
Employment of computer systems administrators is expected to increase by 23 percent from
2008 to 2018. Demand for these workers will increase as firms continue to invest in new
technologies. The increasing adoption of mobile technologies means that more establishments
will use the Internet to conduct business online. This growth translates into a need for systems
administrators who can help organizations use technology to communicate with employees,
clients, and consumers. Growth will also be driven by the increasing need for information
security. As cyber attacks become more sophisticated, demand will increase for workers with
security skills.
Employment of network systems and data communications analysts is projected to increase by
53 percent from 2008 to 2018. The growing reliance on wireless networks will result in a need
for many more of these workers. Demand for Web administrators and Web developers will also
be strong, at 23%. More of these workers will be needed to accommodate the increasing
amount of data sent over the Internet, as well as the growing number of Internet users. In
addition, as the number of services provided over the Internet expands, Web administrators
and developers will continue to see employment increases.
Computer support specialists provide technical assistance, support, and advice to individuals
and organizations that depend on information technology. They work within organizations that
use computer systems, for computer hardware or software vendors, or for third-party
organizations that provide support services on a contract basis, such as help-desk service firms.
Support specialists are usually differentiated between technical support specialists and help-
desk technicians. Job growth will be fastest in several industries that rely heavily on technology
including financial services (data processing) and healthcare. Job growth is anticipated at 14%.
Management information systems (MIS) managers manage computing resources for their
organizations. This occupation is anticipated to grow at 17%. MIS manager often work under
the chief information officer and plan and ensure the availability, continuity, and security of
data and information technology services in their organizations. Businesses seek MIS workers
who have taken courses such as finance, marketing, accounting, and management, as well as
systems design, networking, database management, and systems security.
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Administrative
Assistance, Secretaries,
Clerks, Tellers, Loan
Assistants
Certification is offered by
the International
Association of
Administrative
Professionals; National
Association of Legal
Secretaries (NALS), Inc.;
Legal Secretaries
International, Inc; and
International Virtual
Assistants Association
(IVAA). Prominent
designations include the
Certified Professional
Secretary (CPS) and the
Certified Administrative
Professional (CAP).
Administrative assistance is expected to grow at about as fast as average. Administrative
assistants will grow at about 11%, while slower than average growth is anticipated for
secretarial positions. However, high growth is anticipated for medical secretaries.
Administrative Support Positions: % Growth
Through 2018
30% 25%
20% 27%
15% 10%
5% 11% 5% 4% 4% 4% Administrative Support
0% Positions: % Growth Through
2018
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PART 2. EMPLOYER NEEDS
HEALTH CARE INDUSTRY
Health care providers in Gallatin and Park counties were among the most enthusiastic responders to this
study. Their need for qualified workers is constant, and has remained high throughout the recession.
They do not have difficulties hiring registered nurses10 – many of whom
come to them from MSU - and overall, their turn-over rates are far lower
than the national average for health care providers. Some, such as Bozeman
Deaconess, are practically overwhelmed by the number of applications for
work: the hospital receives as many as 175 applications a week.
Trends in health care are causing area hospitals and long term health care
providers to look for differently-qualified applicants than they now see. The
first key trend is in the need for health information specialists, an occupation
that is viewed as continuing to grow. Currently, area health care providers
are having a difficult time filling positions for medical records management:
this critical area requires both certification and a two year associate degree,
not now available in the region. According to Bozeman Deaconess, the
continued move to computerized medical records combined with what will
almost certainly be increased reporting and coding needs as health care
insurance evolves requires a level of training that simply can’t be found.
Another health care provider in the region that has worked to recruit
medical records specialists from elsewhere in the country has found the cost
of such recruitment to be high and has seen too much turn-over as the
generally young employees they recruited from outside the state have
moved on to other locations or have moved back to their home
communities. Some area providers have opted to recruit from their office
administration staff, and bear the brunt of training these employees.
The next priority of health care providers was not anticipated; that is licensed practical nurses who may
also work as medical assistants. Again, this is due to changes in the health care system. As the cost of
health care provision continues to escalate, hospitals are looking for ways to reduce their reliance on
registered nurses. This is seen as a growing trend, and area providers would prefer to hire practical
nurses for medical assistant jobs who have two year degrees or one year certificates as opposed to high
school diplomas, as is now often the case.
All areas of medical assistance are high priority for area health care providers. The most difficult
positions to fill are surgical tech jobs, and area hospitals often end up working with temporary
placement firms and temporary employees because they cannot find qualified individuals for full time
10 While the larger health care providers noted no difficulties in finding and hiring qualified RNs, others stressed
that it is difficult to find experienced local RNs who will stay with them over time.
“Because of the move to
electronic medical records
we’ll continue to see more
need for coding. Qualified
employees in this is really
important because they handle
insurance and Medicare and
more and more specialty
coding. If MSU could combine
medical records training and
business office skill training, it
would be wonderful It is the
major area where we cannot
find people.” – Area health
care provider.
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work. Other positions that are difficult to fill are respiratory therapists, radiology technicians, ultrasound
technicians and home health care providers. Of note, smaller and more rural health care providers in
the area note that they and others in Montana need therapists who have the ability to work
in a variety of areas – for example, radiology combined with ultrasound.
They often have to send new hires out for training to enable them to be
“less specialized” and more able to take on a number of therapy jobs.
Hiring local employees would be favored. Currently, area health care
providers spend considerable resources recruiting from out of the area
because of a lack of a qualified resident workforce. As one H.R.
director said, “We try to recruit locally. We would absolutely recruit
from Gallatin College graduates. We would much rather hire someone
from this area, someone who knows Montana. Any time we move
someone here we run the risk of them not liking it. If it’s a choice, all
things being equal, we’ll hire locally rather than bring someone in from another state. And in addition,
there is something to be said for hiring new grads because we can train them right into our culture.”
Another HR recruiter commented that “it’s nice to find someone locally with experience because the
training is easier. And, it would be wonderful to have continuing education available through Gallatin
College. Medical staffs need on-going courses and certification, and there isn’t much here to offer.”
There was a high level of enthusiasm for the opportunity to work with MSU in designing training
programs that would help ensure that the future workforce has the training and skills necessary for
these jobs. Area hospitals would like to work with MSU and Gallatin College in shaping a practical
nursing/certified medical assistant program. However, those in HR hiring stress that there is a need to
also work with area high schools. As one HR recruiter said, “Kids think it is a big challenge to go into the
medical field. We and Gallatin College together need to get into the high schools to talk up the full
range of medical jobs.”
How many positions are out there to be filled? In rural hospitals and with smaller health care providers,
HR specialists estimate that they need at least one qualified hire a year in each of the therapy/tech
areas, but that turn-over may diminish if they can hire locally as opposed to searching for people who
may move into the area and then leave. “We want long term people who bring a passion to this,” said
one interviewee. Larger health care providers in Bozeman are more likely to need a number of qualified
individuals for each slot per year because these entry level positions often have more churn than other
jobs: many certificate-holding employees stay for a couple of years and then go back for additional
training in the medical field. For information technology jobs such as medical records specialists, the
need is for several qualified individuals per year per health care provider, at least in the short term.
Area hospitals predict that the annual need for qualified hires will continue to grow for a number of
years and then stabilize. They also stress that professional certification should be a part of any degree
or certificate program. Currently, hospitals provide their coders with pre-certification training on-line,
which can take up to six months, and provide training for jobs such as hospice and home health care
assistants, which takes up to 120 hours.
“The area is growing, and there
is an aging population. The
patient level is increasing. The
need for LPNs will grow.” –
Area health care provider.
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“We search hard to find
employees to fit what we want
and then we train them, and
right now we have to offer a lot
of training and courses – a
whole library of courses. We
do struggle to train effectively.
If people came to us having
had some basic classes it would
be wonderful, because we do
like to hire local people. There
is always an opening in at least
one of the businesses here in
Bozeman that needs someone
like this who could come out of
Gallatin College.” –Insurance
company executive.
GENERAL BUSINESS
Area businesses face the same dilemma as area health care providers looking for medical records
specialists, medical assistants and practical nurses: hire over-qualified college graduates or under-
qualified high school graduates because of a lack of a local workforce with two year degrees or
certificates. High school graduates are largely found to be lacking in essential, basic skills needed for
many jobs and haven’t mastered basics such as communications skills, basic writing skills, and even job
punctuality and appearance. But college graduates are seeking higher paying jobs and career paths that
are beyond what area employers can currently offer. Hence, the need for basic administrative training –
a two year degree for administrative professionals – is significant.
None of the region’s banks require four-year degrees for entry level positions, and when individuals with
bachelors’ degrees apply, in the words of one H.R. professional, “they want to step right into a loan
officer program.” A two year degree would give applicants for general banking positions a step up in
landing basic jobs, whereas four year graduates are often
turned away because of over-qualification. And, as one
bank officer noted, “if people are pursuing a two year
degree, they could work part time in the field at the same
time, which would be a mutual benefit.”
The biggest trending need that bankers see is for entry level
personnel with a combination of administrative and I.T.
skills and knowledge. Because of specific compliance issues
in the financial field such as for F.D.I.C., banks are
increasingly looking for applicants who have some basic
experience – for example, has worked part time as a teller
– and who has bank-related I.T. experience. Would
applicants with a Gallatin College associate degree that
combined administration and I.T. be preferred when jobs
open? “Absolutely. For the first two levels of entry, it
would definitely help,” said one H.R. specialist from a
Bozeman bank. “And, because banks tend to promote from
within, individuals who come with these skills “would have
a very good chance of moving up.”
The I.T. need is interesting. Area banks – and other
businesses – see a growing need for applicants with dual
training – I.T. and basic administration, for example. As one business leader said, “In the fourteen years
I have been here, without question the most difficult position to fill – and it is getting harder – is in I.T.
The reason it is so difficult to fill is that we don’t just look for people with I.T. We want people who have
knowledge and sklls in it but just as much knowledge and capacity in something else as well.”
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“One of the major problems
those of us in the restaurant
business have is the lack of job
applicants who have culinary
ability. There is a huge lack of
trained people who can execute
more difficult culinary
techniques. Right now there is
high turnover. But if you have
someone who is trained and
committed to an industry and
they are going to advance
themselves and improve their
culinary resume. When you don’t
have training programs you don’t
have that commitment: adding
an accredited program would
have great impact. With a local
program, graduates could
establish themselves and make
$65,000 as a sous chef, or go on
and make $150,000 as an
executive chef here in the
Valley.” – Bozeman restaurant
owner.
Area banks and insurance companies note that there is no regional training program to prepare a local
workforce for the combination of I.T. and content-specific skills. Insurance companies, for example, are
looking for people who can move up to account executives, beginning in an account assistant role. The
only “model” program from which area companies have been able to recruit students is at Miles
Community College which has an insurance curriculum that the statewide insurance association helped
design and is available on-line. Area employers would like to see either a variation of it or possibly the
Miles Community College program itself be offered together with live
instruction that includes basic business, basic accounting, and
customer relations along with computer skills.
As in the health field, there is far less turn over in Bozeman than in
other cities, especially with employees who are residents as opposed
to young transplants to the area. There are more openings due to
retirements of long time staff than due to expansion of area
businesses, though there is hope for expansion after the recession.
Training in administration, financial services and I.T. combined would
be eagerly sought after by area employers. But basic level training is
also needed. “Customer service training in itself is important. There
are such important things to teach, like how to let things roll off, how
to relate more to a customer. And people coming into these jobs
need to be able to know how to present themselves, know how to
dress, how to talk with people. Most people coming in for jobs – and
they may have degrees – don’t know how to interview.”
CULINARY ARTS
Bozeman’s restaurant owners have the greatest difficulty of
businesses in any sector studied in finding and retaining qualified
culinary staff and restaurant management teams. From line cooks to
restaurant general managers – they need every qualified person they
can find. With over 300 restaurants in the Bozeman area, plus resorts,
the hospital, University, and school districts, the need for trained chefs
is far higher than Montana’s statewide occupational hiring outlooks
suggest.
One local restaurant owner hypothesizes that every restaurant in the
area would annually hire at least one Gallatin College program
graduate, and that the hotels and resorts would annually hire five or six graduates. Another notes that
he currently hires ten to fifteen MSU students from other degree programs every year, and would
welcome the chance to hire students who came out of culinary arts programs. Another restaurant
owner suggests that MSU/Gallatin College could become the headquarters of culinary training in the
state, and should offer either a four year degree program or a number of certificate and two year
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programs that could be combined to provide a comprehensive training foundation. (One employer
noted that Central Wyoming College, in Jackson Hole, offers a combination of two year programs in
culinary arts and hotel management that works closely with Jackson Hole resorts and restaurants and
provides many of their employees. A local program could potentially do the same for Bozeman and the
Greater Yellowstone area.)
HOSPITALITY
Hospitality businesses are interested in hiring as many prospective Gallatin College hospitality/culinary
arts graduates as they can. They find that it is currently hard to meet their franchises’ national
standards for employee educational attainment because of lack of training opportunities for local
students. Area full service hotels and motels support the idea of a culinary program as they now often
fill the same cook positions two to three times a year due to lack of skilled employees. They are also
interested in restaurant managers, and overall hotel staff.
Hospitality businesses in the region including those in Yellowstone Park face also the same needs as the
financial services businesses in the area. They need trained general administrators with some basic
accounting skills and some IT capacity who are also trained in customer service and general
communications: many currently hire MSU students coming out of general business programs who are
overqualified for positions. Most hospitality businesses are looking for general and floor manager
positions, front desk managers, or basic retail management. “We look for general administrative or
management experience with a background in basic financials.”
In this field, basic accountability is the top desired knowledge/skill set. Employers are having a difficult
time finding hourly employees and first level supervisors who are accountable and who show up on time
and stay on the job. They feel this is the biggest issue facing their businesses in this region, and that it is
an issue that did not previously exist. “New employees are not of the same quality as we saw 10 years
ago. We have seen a real lack of accountability. They haven’t even been taught the basics – showing up
on time, following through on the job. Most are not getting relevant work experience in their off-time
to support their academic learning. I am not seeing the same work ethic we used to see – not long ago -
at all. Even the resumes are sloppy. Their communication skills are poor – they haven’t been taught any
of this. They don’t even know where they have applied for jobs. If you are lucky today, here in
Bozeman, you will see 10 out of 75 resumes that may show a qualified applicant. Even references don’t
matter: many are giving fake references. You would have thought the quality of the applicant would go
up in our area, but instead there is a total lack of professionalism.”
One business leader whose company recruits individuals for jobs in Yellowstone and West Yellowstone
noted extreme difficulty of keeping the type of employees who would normally be expected to have
associate or certificate degrees on the job. “We’re at the point where management/basic management
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turn-over is initiated by us because of lack of quality – and these are for positions with some college or
even four year college degrees. A few years ago our turn-over was three to four percent. Now, because
of lack of quality in the people who have applied, it is seventeen to twenty percent.” This problem
would be substantially relieved, many noted, if there were applicants who were graduates of Gallatin
College programs who sought long term career paths in the region.
Another resort/hospitality employer agreed. “Our need is for staff to be given the instruction to
understand how to take care of our guests. Customer service is the most essential training need. We
need people who have good overall administrative training and skills.” This person went on to detail
changes in the resort industry that are leading to less seasonal hourly employment and more long-term
investment in local/resident employees who move up through the ranks. “More and more we are
moving to a year round operation – meetings and conferences in the summer, skiing in the winter. So
we focus on getting people with the right knowledge mixed with basic experience who can grow and
move up the ranks. We are becoming very committed to hiring from within. But even to fill seven
hundred seasonal positions we go through some 2,500 resumes, because people lack the academic
training and basic areas of knowledge we seek. Attrition is also very high – thirty to forty percent a year
– when we hire from outside the area. So we’d be very excited to work with Gallatin College to use and
even help shape some of these programs. We’d like to get to the point of grooming people who come in
with entry level jobs so they stay and move up and so attrition and seasonal hires from outside the area
are reduced. We could be a good customer for Gallatin College, and if the right classes were offered at
the right time, we would end up sending our people who we want to see progress there for additional
training.”
Within the Bozeman area and throughout Montana, guiding is an industry that needs to recruit qualified
personnel and is struggling to find the right people in a narrow niche of the hospitality market. Like the
other hospitality businesses, guide businesses need people who have “good and savvy people skills,
administration and general or basic marketing, and IT. We need people who can manage web sites,
manage social media, manage the retail operation, be able to do basic accounting, and be great with
people.”
But the area needs go beyond this. Bozeman businesses continue to strive to draw the recreational
tourism business to the area, and need to hire individuals for seasonal and year round jobs who have a
mix of basic business, customer service, and guide experience. This involves knowledge of the sport and
also CPR and back country first aid, GPS and even a knowledge of the area environment and ecosystem.
This combination of skills was mentioned as welcomed and needed by resort operators and even more
so by area guiding businesses, who feel there is an opportunity for Gallatin College to offer a guide
certification program that would provide a skilled workforce for area businesses that now frequently
recruit from throughout the US. The Fishing Outfitters of Montana has been trying to establish a
certificate program but has been unable to pull together the range of courses needed.
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Gallatin College Workforce Needs Analysis Report ArtsMarket, Inc. Page 30
WELDING, MACHINING AND CONSTRUCTION TECHNOLOGY
If this analysis sounds the same drum in every section, it is because employer needs are the same across
virtually every industry the researchers studied: essential work skills.
One of the primary needs of companies in the machine technology industries is the same as those of the
financial, hospitality, and health businesses in the area: “We’re looking for people with customer
service knowledge, sales ability, basic math, and marketing.” As leaders from this field described their
needs, many put general administration personnel with IT experience at the top of the list. As one
individual said, “I can train anyone to fix a furnace, but on my own I can’t train attitude, good work ethic,
good customer rapport – and this is what we can no longer find. How do I teach listening skills? How do
I teach appearance? I don’t know how to teach a new employee not to show up at a customer’s place in
ripped and torn clothes. And then there are basic management skills. As a business owner, how do I
train people in all of these?”
That said, area employers are finding it very difficult to find a workforce skilled in construction
technology. Jobs are going unfilled. Individuals hired are under-qualified. In rare cases, but examples
nonetheless, businesses are unable to expand. “We’re seeing a strong sales projection for next year,”
one noted, “and we will be looking to hire one person. But we can’t find anyone who is trained in CNC
(computer numeric controls) machinery. We’ll post all over the state.”
Machine tech business leaders stress that the needs of their field are very different today than even a
decade ago. They find that local high school graduates are “completely unprepared for the construction
trades, and don’t even know that the construction trades are vastly different from the old blue collar
jobs.” Qualified applicants today know trigonometry and electrical theory – subjects usually associated
with four year college degrees rather than known by high school students who go directly into trades.
“Area students definitely need post-secondary training to get jobs in this field,” one business owner said,
“and they don’t realize they can’t just come into these jobs any more right out of high school. A two
year degree would definitely help them fare better. Within ten years, a guy with some post secondary
education like an associate degree would be running crews, and I would hire that person in a heartbeat.
There is a strong need.”
Area resorts have difficulty finding skilled computer-basic mechanics. Lift maintenance is one of the
specialized areas of CNC tech need for ski resorts in the area, along with vehicle maintenance. “We
could really benefit if there was a training program for some of the specialized welding and equipment
operations that ski resorts need. We cannot find people, locally, who have this training. Specialized
mechanics for the heavy equipment needed and lift mechanisms, and licensed electricians – we can’t
find people who are trained. We could hire people annually if they were trained in the welding and
machining and construction tech fields.”
Another business owner who recruits applicants who have graduated from two year computer
numerical control programs as a part of machining associate degrees noted that “we simply cannot get
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Gallatin College Workforce Needs Analysis Report ArtsMarket, Inc. Page 31
the caliber of applicants we need. High school students don’t have enough training, and four year
college graduates have too much or the wrong kind of training.”
How big is the need for students with welding or machining tech degrees? “You simply cannot make
enough graduates fast enough.” One business owner noted that area businesses have not been able to
expand because they cannot find qualified personnel. Overall, local businesses would likely employ 6-8
CNC trained students a year for a number of years.
COMPUTER TECHNOLOGY
While Bozeman has developed a reputation as a center for computer technology, its computer tech
firms do not need or anticipate looking to a local workforce of computer technologists. Current and
anticipated hiring is national and even international in scope, from individuals who have computer
science and computer engineering degrees and advanced experience. Even interns hired by these firms
often have master’s degrees.
However, these businesses need general administrative and clerical staffs, and their need for qualified
individuals in these facets of their businesses is growing.
SUMMARY QUANTIFICATION OF OCCUPATIONS WITH THE GREATEST NUMBER OF OPENINGS,
MOST JOBS, GREATEST NEEDS VOICED BY LOCAL BUSINESSES
Area employers were asked to quantify their anticipated workforce needs. According to them,
workforce needs will include:
1) Cooks, including line cooks, sous chefs, food prep workers, managers. Annual estimated need:
300+ graduates.
2) Hospitality staff and guides. Estimated annual need: 200+ year round; as many as 400 seasonal
graduates.
3) Medical assistants and techs and practical nurses. High immediate and long term need. Annual
estimated need: 150+ graduates.
4) Medical records specialists with general administrative and I.T. experience and coding
certification. High immediate and long term need. Annual estimated need: 75 + graduates.
5) General administration personnel with IT experience and field-specific knowledge – i.e. banking,
insurance, hospitality. High immediate and long term need, high numbers of employees across
all fields. Annual estimated need: 200+ graduates.
6) CNC Machine technicians. Narrow but pressing immediate and long term need. Annual
estimated need: 6 – 10 graduates. Other machine tech annual needs: up to 10 graduates.
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Gallatin College Workforce Needs Analysis Report ArtsMarket, Inc. Page 32
PART 3. STUDENT INTERESTS
ALTERNATIVE STUDENTS
Alternative students have greater urgency and need in their consideration of Gallatin College than
traditional high school seniors or graduates. Alternative students include adults who are returning to
school or considering post-secondary education for the first time as a way to gain specific skills needed
for employment. This study’s review of alternative students included a round table discussion/focus
group with a group of adults who either have considered returning to school for a certificate or
associate degree or who are already enrolled in at least one class at Gallatin College, and an on-line
survey.
Focus Group Findings
• Certification – in any field studied – is important to these students.
• They want to know that the areas they study are areas in which there are local jobs.
• They want flexibility in course schedules so they can juggle jobs and their families.
• They want a program with “liaisons for grown-ups” – not programs, support and/or
communications geared to younger students. But they don’t want “a support group.”
• Alternative students who have tried on-line classes have found them deficient and are reluctant
to take such courses if they were offered at Gallatin College. This is because they feel that local
employers want students who have “local” training and hands-on experience that combines
MSU experience and local internships; and because due to poor prior experiences with on-line
learning, they want to be assured of good quality faculty who will be available to work with
them.
• Alternative students are very cost-benefit oriented. They want to be sure that if they spend the
money and time to get a degree in a specific subject area there will be practically the assurance
of local employment in that area.
• Other alternative students want Gallatin College courses to offer tutors.
• Alternative students want to attend classes on the campus of MSU.
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Gallatin College Workforce Needs Analysis Report ArtsMarket, Inc. Page 33
TRADITIONAL HIGH SCHOOL STUDENTS
• There is high interest in Gallatin College.
• There is even higher interest in the opportunity to continue on from an associate degree
program into a four year degree program.
• Less than half the area high school students have any real understanding of the range of
associate degree options.
• Students not considering associate degrees are most likely to become interested in certificates
and one-year learning options. Students considering four year colleges are unlikely to be
interested, at this point in their lives, in one-year certificates: they appear to be interested in
Gallatin College more as a stepping stone to four year college than as a place to achieve an
associate degree linked to employment opportunities.
• The highest level of interest is in business administration and culinary jobs, followed by medical
and IT.
• These students want to be able to work part time while attending school for a degree or
certificate, and want flexibility including evening courses. On-line learning is not widely sought,
but a combination of on-line and person-to-person learning is of interest.
SURVEY RESULTS
1. NATURE OF THE RESPONDENTS
Respondents
Adults 23%
Alternative High School
Seniors
23%
Traditional High School
Seniors
54%
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Gallatin College Workforce Needs Analysis Report ArtsMarket, Inc. Page 34
2. RESPONDENTS’ TOP CAREER INTERESTS
3. RESPONDENTS’ LEVEL OF FAMILIARITY WITH THE KIND OF JOBS THEY COULD BE ELIGIBLE FOR
WITH AN ASSOCIATE DEGREE OR CERTIFICATE.
Level of Familiarity with Jobs Requiring
Associate or Certificate Degrees
Not Very Aware
A Little Aware Level of Familiarity
Pretty Familiar
0% 10% 20% 30% 40% 50%
Traditional and Alternative Student Interests
in Prospective Gallatin College Programs
60%
50%
40%
30%
20%
10%
0%
Traditional and Alternative Student Interests in Prospective
Gallatin College Programs
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Gallatin College Workforce Needs Analysis Report ArtsMarket, Inc. Page 35
Alternative
Students: Transfer
to 4-Year
University?
60%
50%
40%
30%
20%
10%
0%
Yes No
4. RESPONDENTS’ INTEREST LEVEL IN GALLATIN COLLEGE IF IT OFFERS TRAINING FOR JOBS
THEY SEEK.
5. INTEREST IN PURSUING AN ASSOCIATE DEGREE FOR TRANSFER INTO FOUR YEAR
UNIVERSITY.
Level of Interest in Gallatin College
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Level of Interest in Gallatin College
Very Interested Somewhat Not Very Not at All Interested Interested Interested
Traditional
Students:
Transfer to 4-Year
University?
80%
60%
40%
20%
0%
Yes No
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Gallatin College Workforce Needs Analysis Report ArtsMarket, Inc. Page 36
6. BEST TIME FOR CLASSES
7. FULL OR PART TIME
All Respondents:
Schedule Flexibility
Alternative Students:
Schedule Flexibility
Evenings Weekends Monday-Friday Evenings Weekends Monday-Friday
35% 37% 47%
56%
9% 16%
Part Time
69%
All Respondents: Full
or Part Time Course
Load
Alternative Students:
Full or Part Time
Course Load
Part Time
45%
Full Time
31%
Full
Time
55%
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Gallatin College Workforce Needs Analysis Report ArtsMarket, Inc. Page 37
7. TYPE OF INSTRUCTION SOUGHT
8. LOCATION: MSU OR COMMUNITY
Face to
Face
54%
On-Line
8%
All Respondents:
Instruction Methods
Alternative Students:
Instruction Methods
Both 47%
Face to
Face
45%
Both
38%
On-Line 8%
MSU
Campus
90%
All Respondents:
Location Preference
for Classes
Alternative Students:
Location Preference
Else-
where
10%
Else- where
37%
MSU Campus
80%
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Gallatin College Workforce Needs Analysis Report ArtsMarket, Inc. Page 38
9. FOR ADULTS CONSIDERING RETURNING TO GALLATIN COLLEGE, WOULD YOU SEEK A CAREER
CHANGE AFTER COMPLETING A TWO YEAR OR CERTIFICATE PROGRAM?
10. RESPONDENTS INTERESTED IN RECEIVING INFORMATION FROM GALLATIN COLLEGE.
Adults: Career Change After
Associate/Certificate Program?
60%
50%
40%
30%
20%
10%
0%
Yes No
No
28%
Yes
72%
Want Gallatin College Information
48
DRAFT Scope of Work
PO Box 1728 840 Helena Ave.
Helena, MT 59624-1728 “Building a Stronger Montana” Phone (406)-444-2840
TO: Brit Fontenot, City of Bozeman; Stephanie Grey, Gallatin County; Daryl Schliem, Bozeman
Chamber of Commerce
FROM: Barbara Wagner, Chief Economist, Montana Dept. of Labor and Industry,
CONTACT: bwagner@mt.gov or (406) 444-5474
DATE: November 8, 2018
ABOUT: Workforce Needs Assessment and Facilitate Community Discussions
Glossary:
MTDLI – Montana Department of Labor & Industry
BJS – Bozeman Job Service
City – City of Bozeman
Problem Statement:
Employers, local economic developers, and the local workforce training system would like to know if the
workforce in the Bozeman area will continue to support their economic growth. Low unemployment rates
suggest that future workers will need to be recruited from outside the labor force or outside the area.
Graduating high school and college students need to be retained within the community. Employers want
graduates to have the necessary skills needed for the job, as well as desiring the soft skills learned through work
experience.
Goals of the Agreement:
1) Develop an economic and workforce report describing the current economic conditions in the Bozeman
economic region, identify the future workforce needs, and determine if sufficient people with the right
skills exist in the region to fill future jobs.
a) Identify supply and demand gaps for graduates of Gallatin College compared to the Bozeman
economic region.
b) If workforce skillsets do not exist, provide data to identify potential constraints that are impacting
attraction and/or labor force participation.
c) Provide a summary of strategies used in other communities that address opportunities and concerns
identified by the data.
d) Compare compensation, job flexibility, and amenity levels in Bozeman to similar MT cities and
locations outside of Montana that are potential competitors for workforce.
e) Identify whether turnover rates in the Bozeman area are higher or lower than normal,
understanding that lateral movement of workers between firms has been identified as positive
contributor to innovation and knowledge transfer between firms within knowledge-based
economies like Silicon Valley.
f) Provide information on career interests of existing high school students if available, helping to
identify local business/industry opportunity to increase partnerships with schools for work-based
learning opportunities. Conversely, data has potential to serve business and industry in broader
attraction strategies.
49
Montana Department of Labor and Industry Memorandum (Page 2 of 4)
g) To the extent possible using existing data, provide information on workers and students leaving the
area to gain insight into why they are not remaining in Bozeman. Also, provide existing data on new
migrants to the area to identify trends in recruiting new workers from elsewhere.
2) Present the gathered research and information in a user-friendly report prepared by MTDLI. Provide
presentations or other communication to local stakeholder groups to foster understanding and use of
the research in workforce development.
3) In phase two of the project, facilitate community discussion informed by the data to identify
opportunities to issues faced by the Bozeman-area economy, and develop a suggested outcomes and
policy summary based on the discussion of community members.
a) Identify ways in which BJS and MTDLI can continue to provide workforce training and development
to the community in an ongoing positive manner.
Objective of the Agreement/Deliverables:
1. Task: Identify the geographical areas to be included in the report as the Bozeman economic region using
existing data on worker commuting with consideration to geographies used by available economic
geographies.
Deliverable: Emily or Barb send email by Oct. 19 with suggested region and rationale for inclusion of
communities.
2. Task: Meeting between Gallatin College and Amy Watson regarding supply and demand report for
Gallatin College to identify what additional questions they may have about gaps in their community.
a. Currently, MTDLI has data from 2014 forward, but does not have data on Gallatin College prior
to that point. Conversations between Amy (MTDLI) and Stephanie (Gallatin College) resulted in
agreement that additional data is not needed to meet needs.
Deliverable: Gallatin College-specific report delivered by MTDLI by end of November. Meeting between
MTDLI and Gallatin College to discuss report. (Please note that these costs are not included in the bid.
MTDLI will provide this information as a part of their normal scope of work.)
3. Task: Provide economic report Bozeman economic region using geography defined by task 1, and
including additional information requested in task 2. Report will include:
a. Economic information including macroeconomic trends, industry growth patterns over the last
ten-, five-, and one-year timeframes, regional projections adjusted for Bozeman economic
region, job turnover rates, occupations that are rapidly growing, educational and skill needs of
in-demand jobs, mean wages paid, other available information on compensation and flexible
work environments, growth in target occupations, and other information as appropriate.
b. Workforce information including migration patterns, retention of students, retention of existing
workers, barriers to labor force participation, identification of populations not in the labor force
or unemployed (if possible), occupations where supply is not meeting demand, and the supply
and demand gaps for occupations. Data will reflect job demand at all education/training levels.
50
Montana Department of Labor and Industry Memorandum (Page 3 of 4)
c. Quality of life and cost data as available from existing data, such as housing prices, rental costs,
commuting times, daycare availability, prices for other necessities, and other available data.
Quality of life and cost data will be compared with rural areas, other mid-size cities, and larger
cities that might compete with Bozeman for workers or businesses.
d. Comparative data from other similar economies that may compete with Bozeman for workers.
Deliverable: Report designed with easy-to-read graphics and plain language. Executive summary details
important points and suggested improvement areas. Deliverable expected to take roughly 400 hours (10
weeks) of economist time, including writing, and 100 hours (2.5 weeks) of graphic design.
4. Task: Review of job posting from Bozeman region to identify any occupations not captured in
projections information, such as new and emerging occupations.
Deliverable: If occupations are identified, they will be listed in the report as potential topics for
conversations with regional employers. The economic report will only utilize existing data on
occupational demand, with new and emerging occupations identified as needed in phase 2 of the
projects.
5. Task: Explore existing data sources for useful information on career interests of students and future
workers to highlight potential mis-matches between interest areas and workforce needs. This
information may be helpful in phase two to underscore the need for work-based learning initiatives by
local employers to increase interest in their industry.
Deliverable: Data sources will be explored, and economists will report back to group on usefulness of
existing data sources to understand career interests.
6. Task: Highlight problematic trends and offer information on best practices used by other communities
to address similar issues.
Deliverable: Include potential best practices that may be appropriate for Bozeman within economic
report.
7. Task: Provide public presentations to share information to stakeholder groups.
Deliverable: Presentations to stakeholder groups at mutually agreed upon dates and times to share
knowledge in report and foster community discussions.
8. Task: Organize and facilitate stakeholder discussion groups to identify opportunities for community to
respond to and capitalize on data highlighted in the report.
51
Montana Department of Labor and Industry Memorandum (Page 4 of 4)
Deliverable: MTDLI will facilitate 1-5 community meetings for stakeholders to discuss opportunities for
engagement on identified issues. Discussions and outcomes of meeting will be recorded in a brief
report.
Administration:
• Total bid amount for the project is not to exceed $17,000.
• Bid includes $500 of printing, with quality similar to Labor Day Report. Additional printing, covers, or
changes in quality should be discussed between partners.
• Bid price does not include administrative costs or worker benefits as these would be incurred by the
Department as a part of their normal scope of work. Bid includes costs of work that would not normally
be completed as a part of MTDLI’s normal scope of work.
• Stakeholders will be identified by City, and City will provide invite lists and contact information for
individuals invited to community discussions.
• City of Bozeman and Gallatin College may be asked to use professional networks to access data that may
be of interest. No specific needs are known at this time, but may become relevant as research
progresses.
• MTDLI will post the report on the Local Labor Market information website
(www.lmi.mt.gov/publications) , and may use the report with discussions in other communities about
the use of data and developing workforce discussions. The clients will also have full rights of copyright
and publication.
• Branding of report will be shared between City of Bozeman, Gallatin College, and Bozeman Chamber of
Commerce, with authorship by MTDLI.
Timeline:
October 11, 2018 – Preliminary meeting to discuss scope of work between City and MTDLI.
October 19, 2018 – Deadline for phone call between MTDLI/Gallatin College, definition of Bozeman workforce
area
October 26, 2018 – Draft scope of work finalized and contract amount agreed upon.
November 2018 – Report on Gallatin County workforce outcomes and geographic location of graduates
compared to other MUS schools.
February 2019 – Draft of economic report out for review. City, Chamber, and Gallatin College will have two to
three weeks for review.
March 2019 – Final economic report published. Presentations to stakeholder groups.
April 2019 – Launch of phase two communication with stakeholders.
52
PO Box 1728 840 Helena Ave.
Helena, MT 59624-1728 “Building a Stronger Montana” Phone (406)-444-2840
TO: City of Bozeman
FROM: Emily Klungtvedt, Economist, Montana Dept. of Labor and Industry
CONTACT: emklungtvedt@mt.gov or (406) 582-9232
DATE: October 19, 2018
ABOUT: Proposed economic region to be included in the economic report
Bozeman’s Economic Region
After reviewing Bozeman’s commuting patterns from the U.S. Census Bureau’s On-the-Map tool, we propose
using Gallatin County and Park County as Bozeman’s economic region. The census tract that includes Madison
county’s portion of Big Sky should also be included when available and appropriate.
Commuting Patterns – Where do Bozeman residents work?
Of the 19,993 employed people who live in Bozeman, 59.2% work in Bozeman, 3.8% in Four Corners, 2.2% in
Belgrade, 0.6% in King Arthur Park, and 0.5% in Gallatin Gateway. The remaining 33.7% commute elsewhere.
Census tracts were analyzed to illustrate where Bozeman residents
commute. By census tract, 84.5% of Bozeman residents work
within the 25 census tracts shown in figure 1. These census tracts
include most of Gallatin county (except for the NW portion of the
county), the eastern portion of Madison county that includes part of
Big Sky, and a small portion of Park County that includes most of
Livingston.
81.5% of Bozeman residents work within Gallatin county. 1.7%
commute to the Madison county census tract that includes a portion
of Big Sky. In total 2.3% of Bozeman residents commute to Big Sky,
partially on the Gallatin side and partially on the Madison side. 1.1%
of Bozeman residents commute to two census tracts that include
most of Livingston. 0.9% of Bozeman residents specifically commute
to Livingston.
About 10% of Bozeman residents commute to Yellowstone county,
Lewis and Clark county, Cascade county, Missoula county, Silver Bow
county, or Flathead county. These counties will not be included in
Bozeman’s economic region.
Commuting Patterns – Where do Bozeman workers live?
There are 27,976 people who work in Bozeman. 42.3% of these workers also live in Bozeman, 5.6% in Belgrade,
2.4% in Four Corners, 1.1% in King Arthur Park, and 0.7% in Gallatin Gateway. 47.9% of Bozeman’s workers live
outside of these five city (or census-designated place) limits.
Figure 1: Where Bozeman residents work
(top 25 census tracts)
Source: U.S. Census Bureau. On-the-Map.
53
Montana Department of Labor and Industry Memorandum (Page 2 of 3)
By census tract, 82.3% of Bozeman workers
commute in from the top 25 census tracts
shown in Figure 2. 79.4% of Bozeman workers
commute from somewhere within Gallatin
county. About 2.6% commute from the middle
section of Park county, which includes
Livingston (1.5% commute specifically from
Livingston). 0.4% commute from the
Broadwater county census tract that excludes
Townsend. And 0.3% commute from Lewis and
Clark county (Helena). There were no census
tracts in Madison county were included in these
top 25 census tracts.
About 10% of Bozeman workers commute from
Lewis and Clark, Yellowstone, Silver Bow,
Missoula, Cascade, or Flathead county.
Why include Gallatin County in Bozeman’s economic region?
Gallatin county is proposed to be included in Bozeman’s
economic region for two reasons. First, Bozeman
commuters either live or work in all sections of this
county. Second, Gallatin county’s commuting patterns
are similar to Bozeman’s commuting patterns. Of the
46,000 employed people who live in Gallatin county, 83.1%
commute to work in the same census tracts that Bozeman
residents primarily work/live. Of the 47,000 people who
work in Gallatin county, 81.4% live in the same census
tracts where Bozeman workers primarily work/live.
Why include Park County in Bozeman’s
economic region?
Only 1.4% of Bozeman residents work in Park county, and
3.0% of Bozeman workers live in Park county. Although this
share is small it’s still about 1,100 people who commute
between the two areas with the potential grow. Like
Gallatin county, Park county’s commuting patterns are
similar to Bozeman’s commuting patterns. 66.4% of Park county’s residents work in the same census tracts that
Bozeman primarily commutes to/from, and 70.3% of Park county’s workers live in those census tracts. Although
the largest share of Park county residents live and work in Park county, Gallatin county and Park county share
workers and residents and have similar enough commuting patterns to suggest that Park county is an important
component to Bozeman’s economic region.
Figure 2: Where Bozeman workers live (top 25 census tracts)
Source: U.S. Census Bureau. On-the-Map.
Figure 3: Gallatin County’s commuting patterns (top 25
census tracts) – Left map shows where Gallatin county
residents commute. Right map shows where Gallatin
county workers live.
Source: U.S. Census Bureau. One-the-Map.
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Montana Department of Labor and Industry Memorandum (Page 3 of 3)
Why include only one census tract from Madison county?
Madison county does not have as similar commuting patterns to Bozeman as
Gallatin and Park counties. Only 37.6% of Madison county’s residents
commute to Bozeman’s top 25 census tracts, and 47.8% of Madison county’s
workers live in Bozeman’s top census tracts. The only portion of Madison
county that is relevant to Bozeman’s commuters is the census tract that
contains Big Sky (“Census Tract 1 – Madison County”). 72.9% of Census Tract 1’s
residents commute to Bozeman’s top census tracts, and 70.5% of Census Tract
1’s workers live in Bozeman’s top census tracts. Bozeman’s residents tend to
commute to Big Sky for work more than Big Sky’s residents commute to
Bozeman for work. Figure five shows the location of Census Tract 1 (outline in
yellow/orange) and the location of Big Sky (in purple).
Summary
Because of commuting patterns, and the location and availability of workers,
Gallatin county and Park county are proposed to be included in the economic
region for Bozeman’s economic report. Local data is most available at the
county level so focusing the analysis on these counties should help provide
access to as much information as possible. Because Big Sky appears to be important in Bozeman’s economic
region, Census Tract 1 in Madison county will be included when available and appropriate.
Figure 4: Park County’s commuting patterns (top 25 census tracts) – Left map shows where Park county
residents commute. Right map shows where Park county workers live.
Source: U.S. Census Bureau. On-the-Map.
Figure 5: Location of Madison
county’s Census Tract 1 and Big
Sky.
Source: U.S. Census Bureau. On-
the-Map.
55
Professional Services Agreement for a Workforce Needs Assessment FY 2018 – FY 2019
Page 1 of 10
PROFESSIONAL SERVICES AGREEMENT
THIS AGREEMENT is made and entered into this _____ day of ____________, 2018, by
and between the CITY OF BOZEMAN, MONTANA, a self-governing municipal corporation
organized and existing under its Charter and the laws of the State of Montana, 121 North Rouse Street,
Bozeman, Montana, with a mailing address of PO Box 1230, Bozeman, MT 59771, hereinafter
referred to as “City,” and, the MONTANA DEPARTMENT OF LABOR AND INDUSTRY,
Helena, Montana, hereinafter referred to as “Contractor.”
In consideration of the mutual covenants and agreements herein contained, the receipt and
sufficiency whereof being hereby acknowledged, the parties hereto agree as follows:
1. Purpose: City agrees to enter this Agreement with Contractor to perform for City
services described in the Scope of Services attached hereto as Exhibit A and by this reference made
a part hereof.
2. Term/Effective Date: This Agreement is effective upon the date of its execution and
will terminate on the 30th day of June, 2019.
3. Scope of Services: Contractor will perform the work and provide the services in
accordance with the requirements of the Scope of Services attached hereto as Exhibit A. For conflicts
between this Agreement and the Scope of Services, unless specifically provided otherwise, the
Agreement governs.
4. Payment: City agrees to pay Contractor the amount specified in the Scope of Services
attached hereto as Exhibit A. Any alteration or deviation from the described services that involves
additional costs above the Agreement amount will be performed by Contractor after written request
by the City, and will become an additional charge over and above the amount listed in the Scope of
Services. The City must agree in writing upon any additional charges.
5. Contractor’s Representations: To induce City to enter into this Agreement,
Contractor makes the following representations:
a. Contractor has familiarized itself with the nature and extent of this Agreement, the
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Scope of Services, and with all local conditions and federal, state and local laws, ordinances, rules,
and regulations that in any manner may affect cost, progress or performance of the Scope of Services.
b. Contractor represents and warrants to City that it has the experience and ability to
perform the services required by this Agreement; that it will perform said services in a professional,
competent and timely manner and with diligence and skill; that it has the power to enter into and
perform this Agreement and grant the rights granted in it; and that its performance of this Agreement
shall not infringe upon or violate the rights of any third party, whether rights of copyright, trademark,
privacy, publicity, libel, slander or any other rights of any nature whatsoever, or violate any federal,
state and municipal laws. The City will not determine or exercise control as to general procedures or
formats necessary to have these services meet this warranty.
6. Independent Contractor Status/Labor Relations: The parties agree that Contractor
is an independent contractor for purposes of this Agreement and is not to be considered an employee
of the City for any purpose. Contractor is not subject to the terms and provisions of the City’s
personnel policies handbook and may not be considered a City employee for workers’ compensation
or any other purpose. Contractor is not authorized to represent the City or otherwise bind the City in
any dealings between Contractor and any third parties.
Contractor shall comply with the applicable requirements of the Workers’ Compensation Act,
Title 39, Chapter 71, MCA, and the Occupational Disease Act of Montana, Title 39, Chapter 71,
MCA. Contractor shall maintain workers’ compensation coverage for all members and employees of
Contractor’s business, except for those members who are exempted by law.
Contractor shall furnish the City with copies showing one of the following: (1) a binder for
workers’ compensation coverage by an insurer licensed and authorized to provide workers’
compensation insurance in the State of Montana; or (2) proof of exemption from workers’
compensation granted by law for independent contractors.
In the event that, during the term of this Agreement, any labor problems or disputes of any
type arise or materialize which in turn cause any services to cease for any period of time, Contractor
specifically agrees to take immediate steps, at its own expense and without expectation of
reimbursement from City, to alleviate or resolve all such labor problems or disputes. The specific
steps Contractor shall take shall be left to the discretion of Contractor; provided, however, that
Contractor shall bear all costs of any related legal action. Contractor shall provide immediate relief
to the City so as to permit the services to continue at no additional cost to City.
Contractor shall indemnify, defend, and hold the City harmless from any and all claims,
demands, costs, expenses, damages, and liabilities arising out of, resulting from, or occurring in
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connection with any labor problems or disputes or any delays or stoppages of work associated with
such problems or disputes.
7. Indemnity/Waiver of Claims/Insurance: For other than professional services
rendered, to the fullest extent permitted by law, Contractor agrees to release, defend, indemnify, and
hold harmless the City, its agents, representatives, employees, and officers (collectively referred to
for purposes of this Section as the City) from and against any and all claims, demands, actions, fees
and costs (including attorney’s fees and the costs and fees of expert witness and consultants), losses,
expenses, liabilities (including liability where activity is inherently or intrinsically dangerous) or
damages of whatever kind or nature connected therewith and without limit and without regard to the
cause or causes thereof or the negligence of any party or parties that may be asserted against,
recovered from or suffered by the City occasioned by, growing or arising out of or resulting from or
in any way related to: (i) the negligent, reckless, or intentional misconduct of the Contractor; or (ii)
any negligent, reckless, or intentional misconduct of any of the Contractor’s agents.
For the professional services rendered, to the fullest extent permitted by law, Contractor
agrees to indemnify and hold the City harmless against claims, demands, suits, damages, losses, and
expenses, including reasonable defense attorney fees, to the extent caused by the negligence or willful
misconduct of the Contractor or Contractor’s agents or employees.
Such obligations shall not be construed to negate, abridge, or reduce other rights or obligations
of indemnity that would otherwise exist. The indemnification obligations of this Section must not be
construed to negate, abridge, or reduce any common-law or statutory rights of the indemnitee(s)
which would otherwise exist as to such indemnitee(s).
Contractor’s indemnity under this Section shall be without regard to and without any right to
contribution from any insurance maintained by City.
Should any indemnitee described herein be required to bring an action against the Contractor
to assert its right to defense or indemnification under this Agreement or under the Contractor’s
applicable insurance policies required below the indemnitee shall be entitled to recover reasonable
costs and attorney fees incurred in asserting its right to indemnification or defense but only if a court
of competent jurisdiction determines the Contractor was obligated to defend the claim(s) or was
obligated to indemnify the indemnitee for a claim(s) or any portion(s) thereof.
In the event of an action filed against City resulting from the City’s performance under this
Agreement, the City may elect to represent itself and incur all costs and expenses of suit.
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Contractor also waives any and all claims and recourse against the City or its officers, agents
or employees, including the right of contribution for loss or damage to person or property arising
from, growing out of, or in any way connected with or incident to the performance of this Agreement
except “responsibility for his own fraud, for willful injury to the person or property of another, or for
violation of law, whether willful or negligent” as per 28-2-702, MCA.
These obligations shall survive termination of this Agreement and the services performed
hereunder.
In addition to and independent from the above, Contractor shall at Contractor’s expense secure
insurance coverage through an insurance company or companies duly licensed and authorized to
conduct insurance business in Montana which insures the liabilities and obligations specifically
assumed by the Contractor in this Section. The insurance coverage shall not contain any exclusion
for liabilities specifically assumed by the Contractor in subsection (a) of this Section.
The insurance shall cover and apply to all claims, demands, suits, damages, losses, and
expenses that may be asserted or claimed against, recovered from, or suffered by the City without
limit and without regard to the cause therefore and which is acceptable to the City and Contractor
shall furnish to the City an accompanying certificate of insurance and accompanying endorsements
in amounts not less than as follows:
• Workers’ Compensation – statutory;
• Employers’ Liability - $1,000,000 per occurrence; $2,000,000 annual aggregate;
• Commercial General Liability - $1,000,000 per occurrence; $2,000,000 annual
aggregate;
• Automobile Liability - $1,000,000 property damage/bodily injury per accident; and
• Professional Liability - $1,000,000 per claim; $2,000,000 annual aggregate.
The above amounts shall be exclusive of defense costs. The City of Bozeman, its officers,
agents, and employees, shall be endorsed as an additional or named insured on a primary non-
contributory basis on both the Commercial General and Automobile Liability policies. The insurance
and required endorsements must be in a form suitable to City and shall include no less than a thirty
(30) day notice of cancellation or non-renewal. The City must approve all insurance coverage and
endorsements prior to the Contractor commencing work. Contractor shall notify City within two (2)
business days of Contractor’s receipt of notice that any required insurance coverage will be terminated
or Contractor’s decision to terminate any required insurance coverage for any reason.
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The City must approve all insurance coverage and endorsements prior to the Contractor
commencing work.
8. Termination for Contractor’s Fault:
a. If Contractor refuses or fails to timely do the work, or any part thereof, or fails
to perform any of its obligations under this Agreement, or otherwise breaches any terms or
conditions of this Agreement, the City may, by written notice, terminate this Agreement and
the Contractor’s right to proceed with all or any part of the work (“Termination Notice Due
to Contractor’s Fault”). The City may then take over the work and complete it, either with its
own resources or by re-letting the contract to any other third party.
b. In the event of a termination pursuant to this Section 8, Contractor shall be
entitled to payment only for those services Contractor actually rendered.
c. Any termination provided for by this Section 8 shall be in addition to any other
remedies to which the City may be entitled under the law or at equity.
d. In the event of termination under this Section 8, Contractor shall, under no
circumstances, be entitled to claim or recover consequential, special, punitive, lost business
opportunity, lost productivity, field office overhead, general conditions costs, or lost profits
damages of any nature arising, or claimed to have arisen, as a result of the termination.
9. Termination for City’s Convenience:
a. Should conditions arise which, in the sole opinion and discretion of the City,
make it advisable to the City to cease performance under this Agreement City may terminate
this Agreement by written notice to Contractor (“Notice of Termination for City’s
Convenience”). The termination shall be effective in the manner specified in the Notice of
Termination for City’s Convenience and shall be without prejudice to any claims that the City
may otherwise have against Contractor.
b. Upon receipt of the Notice of Termination for City’s Convenience, unless
otherwise directed in the Notice, the Contractor shall immediately cease performance under
this Agreement and make every reasonable effort to refrain from continuing work, incurring
additional expenses or costs under this Agreement and shall immediately cancel all existing
orders or contracts upon terms satisfactory to the City. Contractor shall do only such work as
may be necessary to preserve, protect, and maintain work already completed or immediately
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in progress.
c. In the event of a termination pursuant to this Section 9, Contractor is entitled
to payment only for those services Contractor actually rendered on or before the receipt of the
Notice of Termination for City’s Convenience.
d. The compensation described in Section 9(c) is the sole compensation due to
Contractor for its performance of this Agreement. Contractor shall, under no circumstances,
be entitled to claim or recover consequential, special, punitive, lost business opportunity, lost
productivity, field office overhead, general conditions costs, or lost profits damages of any
nature arising, or claimed to have arisen, as a result of the termination.
10. Limitation on Contractor’s Damages; Time for Asserting Claim:
a. In the event of a claim for damages by Contractor under this Agreement,
Contractor’s damages shall be limited to contract damages and Contractor hereby expressly
waives any right to claim or recover consequential, special, punitive, lost business
opportunity, lost productivity, field office overhead, general conditions costs, or lost profits
damages of any nature or kind.
b. In the event Contractor wants to assert a claim for damages of any kind or
nature, Contractor shall provide City with written notice of its claim, the facts and
circumstances surrounding and giving rise to the claim, and the total amount of damages
sought by the claim, within thirty (30) days of the facts and circumstances giving rise to the
claim. In the event Contractor fails to provide such notice, Contractor shall waive all rights
to assert such claim.
11. Representatives:
a. City’s Representative: The City’s Representative for the purpose of this
Agreement shall be Brit Fontenot, Director of Economic Development or such other
individual as City shall designate in writing. Whenever approval or authorization from or
communication or submission to City is required by this Agreement, such communication or
submission shall be directed to the City’s Representative and approvals or authorizations shall
be issued only by such Representative; provided, however, that in exigent circumstances when
City’s Representative is not available, Contractor may direct its communication or submission
to other designated City personnel or agents as listed above and may receive approvals or
authorization from such persons.
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b. Contractor’s Representative: The Contractor’s Representative for the
purpose of this Agreement shall be Barbara Wagner, Chief Economist, Montana
Department of Labor and Industry, or such other individual as Contractor shall designate
in writing. Whenever direction to or communication with Contractor is required by this
Agreement, such direction or communication shall be directed to Contractor’s Representative;
provided, however, that in exigent circumstances when Contractor’s Representative is not
available, City may direct its direction or communication to other designated Contractor
personnel or agents.
12. Permits: Contractor shall provide all notices, comply with all applicable laws,
ordinances, rules, and regulations, obtain all necessary permits, licenses, including a City of Bozeman
business license, and inspections from applicable governmental authorities, and pay all fees and
charges in connection therewith.
13 Laws and Regulations: Contractor shall comply fully with all applicable state and
federal laws, regulations, and municipal ordinances including, but not limited to, all workers’
compensation laws, all environmental laws including, but not limited to, the generation and disposal
of hazardous waste, the Occupational Safety and Health Act (OSHA), the safety rules, codes, and
provisions of the Montana Safety Act in Title 50, Chapter 71, MCA, all applicable City, County, and
State building and electrical codes, the Americans with Disabilities Act, and all non-discrimination,
affirmative action, and utilization of minority and small business statutes and regulations.
14. Nondiscrimination: The Contractor agrees that all hiring by Contractor of persons
performing this Agreement shall be on the basis of merit and qualifications. The Contractor will have
a policy to provide equal employment opportunity in accordance with all applicable state and federal
anti-discrimination laws, regulations, and contracts. The Contractor will not refuse employment to a
person, bar a person from employment, or discriminate against a person in compensation or in a term,
condition, or privilege of employment because of race, color, religion, creed, political ideas, sex, age,
marital status, national origin, actual or perceived sexual orientation, gender identity, physical or
mental disability, except when the reasonable demands of the position require an age, physical or
mental disability, marital status or sex distinction. The Contractor shall be subject to and comply
with Title VI of the Civil Rights Act of 1964; Section 140, Title 2, United States Code, and all
regulations promulgated thereunder. The Contractor shall require these nondiscrimination terms of
its subcontractors providing services under this agreement.
15. Intoxicants; DOT Drug and Alcohol Regulations/Safety and Training: Contractor
shall not permit or suffer the introduction or use of any intoxicants, including alcohol or illegal drugs,
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by any employee or agent engaged in services to the City under this Agreement while on City property
or in the performance of any activities under this Agreement. Contractor acknowledges it is aware of
and shall comply with its responsibilities and obligations under the U.S. Department of Transportation
(DOT) regulations governing anti-drug and alcohol misuse prevention plans and related testing. City
shall have the right to request proof of such compliance and Contractor shall be obligated to furnish
such proof.
The Contractor shall be responsible for instructing and training the Contractor's employees
and agents in proper and specified work methods and procedures. The Contractor shall provide
continuous inspection and supervision of the work performed. The Contractor is responsible for
instructing his employees and agents in safe work practices.
16. Modification and Assignability: This Agreement may not be enlarged, modified or
altered except by written agreement signed by both parties hereto. The Contractor may not
subcontract or assign Contractor’s rights, including the right to compensation or duties arising
hereunder, without the prior written consent of City. Any subcontractor or assignee will be bound by
all of the terms and conditions of this Agreement.
17. Reports/Accountability/Public Information: Contractor agrees to develop and/or
provide documentation as requested by the City demonstrating Contractor’s compliance with the
requirements of this Agreement. Contractor shall allow the City, its auditors, and other persons
authorized by the City to inspect and copy its books and records for the purpose of verifying that the
reimbursement of monies distributed to Contractor pursuant to this Agreement was used in
compliance with this Agreement and all applicable provisions of federal, state, and local law. The
Contractor shall not issue any statements, releases or information for public dissemination without
prior approval of the City.
18. Non-Waiver: A waiver by either party any default or breach by the other party of any
terms or conditions of this Agreement does not limit the other party’s right to enforce such term or
conditions or to pursue any available legal or equitable rights in the event of any subsequent default
or breach.
19. Attorney’s Fees and Costs: In the event it becomes necessary for either Party to retain
an attorney to enforce any of the terms or conditions of this Agreement or to give any notice required
herein, then the prevailing Party or the Party giving notice shall be entitled to reasonable attorney's
fees and costs, including fees, salary, and costs of in-house counsel to include City Attorney.
20. Taxes: Contractor is obligated to pay all taxes of any kind or nature and make all
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appropriate employee withholdings.
21. Dispute Resolution:
a. Any claim, controversy, or dispute between the parties, their agents,
employees, or representatives shall be resolved first by negotiation between senior-level
personnel from each party duly authorized to execute settlement agreements. Upon mutual
agreement of the parties, the parties may invite an independent, disinterested mediator to assist
in the negotiated settlement discussions.
b. If the parties are unable to resolve the dispute within thirty (30) days from the
date the dispute was first raised, then such dispute may only be resolved in a court of
competent jurisdiction in compliance with the Applicable Law provisions of this Agreement.
22. Survival: Contractor’s indemnification shall survive the termination or expiration of
this Agreement for the maximum period allowed under applicable law.
23. Headings: The headings used in this Agreement are for convenience only and are not
be construed as a part of the Agreement or as a limitation on the scope of the particular paragraphs to
which they refer.
24. Severability: If any portion of this Agreement is held to be void or unenforceable, the
balance thereof shall continue in effect.
25. Applicable Law: The parties agree that this Agreement is governed in all respects by
the laws of the State of Montana.
26. Binding Effect: This Agreement is binding upon and inures to the benefit of the heirs,
legal representatives, successors, and assigns of the parties.
27. No Third-Party Beneficiary: This Agreement is for the exclusive benefit of the
parties, does not constitute a third-party beneficiary agreement, and may not be relied upon or
enforced by a third party.
28. Counterparts: This Agreement may be executed in counterparts, which together
constitute one instrument.
29. Integration: This Agreement and all Exhibits attached hereto constitute the entire
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agreement of the parties. Covenants or representations not contained therein or made a part thereof
by reference, are not binding upon the parties. There are no understandings between the parties other
than as set forth in this Agreement. All communications, either verbal or written, made prior to the
date of this Agreement are hereby abrogated and withdrawn unless specifically made a part of this
Agreement by reference.
30. Extensions: this Agreement may, upon mutual agreement, be extended for a period
of one year by written agreement of the Parties. In no case, however, may this Agreement run longer
than twelve months.
**** END OF AGREEMENT EXCEPT FOR SIGNATURES ****
IN WITNESS WHEREOF, the parties hereto have executed this instrument the day and year
first above written.
CITY OF BOZEMAN, MONTANA MONTANA DEPARTMENT OF LABOR
AND INDUSTRY
CONTRACTOR (Type Name Above)
By________________________________ By__________________________________
Andrea Surratt, City Manager
Print Name:
Print Title: ____________________________
APPROVED AS TO FORM:
By_______________________________
Greg Sullivan, Bozeman City Attorney
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