Where the jobs are expected to be over the next ten years. Pick up to three areas to compare. Nevada County is counted inside the North Valley–Northern Mountains region.
Note: statewide figures cover 2024–2034; the regional figures cover 2023–2033. Growth rates are close enough to compare, but the years are not identical.
Every occupation in the EDD 2023–2033 projections (2024–2034 statewide), with outlook checks, local training options and BLS work requirements. Pick an area to score and display; hover the score, growth or wage for the other areas. Click a column to sort.
Job growth: EDD projected change in jobs over ten years (2023–2033; 2024–2034 statewide). All U.S. jobs are projected to grow 3.5% (2025–2035). Average or faster = 3%+, faster = 4%+, much faster = 9%+.
Outlook score (0–5): how many of five checks the job passes: openings at or above the area median, growth of 3%+, median wage at or above the area living wage, entry education of an associate degree or less, and resilience. The overall-area score uses the five local areas combined (total jobs, change and openings; average median wage vs. the $25.85 average living wage).
Resilience: no BLS AI/automation flag, and either the job is spread across industries (Good or Great: no industry over 30%, or 4+ industries each employ 5%+) or its main industry adds these jobs at 3%+ through 2035.
National averages for each job, not one employer’s requirements; accommodations can change a lot. BLS publishes this for about 216 of the 693 jobs here.
Filtered Results:
Middle-skill jobs from the 2025 Center of Excellence focus lists for 10 inland community colleges, plus jobs added because they match a Calbright or ETPL program (tagged “Added: training match”), in three parts: the job outlook (six pass/fail checks), the community college route, and Eligible Training Provider List (ETPL) programs that WIOA can fund. Hover any cell for the details.
The six checks (green text = pass, red text = miss). Each job gets an Outlook score for Greater Sacramento and one for Far North. Columns that differ by area show two lines: GS = Greater Sacramento, FN = Far North; they sort by the average of the two. The score filter and “Median wage ≥ $21.39” keep a job if either area meets it.
Openings rate: openings a year per 100 jobs, at or above the subregion median (steady hiring and turnover)
Growth: COE projected job change 2025–2030 is 1.5% or more. All U.S. jobs are projected to grow 3.5% over 2025–2035 (BLS); 1.5% is the five-year equivalent of 3% over ten years. Colors: red shrinking, yellow 0–1.49% (slower than average), plain 1.5–1.99% (average), green 2–4.49% (faster), green chip 4.5%+ (much faster).
Median wage: at or above the subregion living wage, so the job can lead to a living wage even if it starts below it
Entry path: typical entry education is an associate degree or less
Spread (part of Resilience): how widely the job is spread across industries nationally (BLS National Employment Matrix, 2035). Great no single industry has more than 30% of the job (about 1 in 10 jobs); Good 4+ industries each employ 5%+ of it; Concentrated otherwise. Concentrated is not the same as risky: nurses and electricians are concentrated in large, steady industries. It means skills carry over to fewer kinds of employers.
Industry base (part of Resilience): the job’s largest industry nationally and the change in these jobs there, 2025–2035, colored against the 3.5% national average (yellow 0–2.99%, plain 3–3.99%, green 4–8.99%, green chip 9%+, red shrinking). A red AI tag means BLS flags AI or automation as shrinking the job’s share.
Resilience check: passes when there is no AI flag, and Spread is Good or Great or the industry base grows 3%+. Shown as pass/miss under the industry base.
Local supply gap: 1.5+ openings a year for each estimated local graduate, or openings with no local graduates. Graduates are certificates and associate and bachelor’s degrees from subregion colleges and universities, matched to jobs through the NCES program-to-occupation crosswalk. A program that feeds several jobs is split evenly among them, so counts are estimates. If no local graduates matched the job, the check shows “No data” and the score is out of 5 instead of 6. Apprenticeships and non-accredited schools (like many CDL programs) are not included, so trades and trucking can look more undersupplied than they are.
Entry wage: not scored. Entry-level (25th percentile) hourly wage from the 2025 COE college profiles, the middle value across the subregion’s colleges that list the job; green when it already meets the living wage. Colleges only list their focus jobs, so some rows show “—”.
Employer minimum: not scored. From the BLS Occupational Requirements Survey 2025 (national, released Jan. 2026): the minimum education level required for the largest share of workers, with its share, then the next level up and its share (for example, physical therapist assistants: Associate’s 72%, next Bachelor’s 23%). ORS tracks certificates separately from degree levels, so a certificate/award job usually shows HS diploma here. The last line shows the share of workers who needed an educational certificate and a license or certification. Hover for the full breakdown and prior work experience. ORS publishes about 225 detailed jobs, so many rows show “Not published”.
Physical demands and Environmental conditions: not scored; collapsed by default (use the button in each section heading to expand). From the BLS Occupational Requirements Survey 2025, national estimates. Physical demands: strength level for the largest share of workers, average hours a day standing or walking (rounded to the half hour), the typical heaviest lift (half of workers lift more, half less) with how much the heaviest-lifting 1 in 10 workers handle underneath, and the share of workers required to work in low postures, climb ladders or scaffolds, or drive. Environmental conditions: share of workers exposed to each condition at any frequency (hover for seldom/occasionally/frequently/constantly); loud noise = loud plus very loud. Darker shading = more workers. Collapsed, the sections show a short summary and the exposures that affect 25%+ of workers. Only the 87 jobs ORS publishes have data.
CC program filters: two groups. Type (Certificate, Associate’s, Other) and Location (Online elsewhere, Calbright, or one of the five local colleges). Within a group, a program can match any checked box; when both groups have boxes checked, a program must match both (for example, Certificate + Butte College shows only Butte certificates). Jobs with no matching program are hidden, and only matching programs are listed. Other = skills awards, bachelor’s, or no award type listed. Online programs from the ETPL list are typed by their program name.
Added: training match: jobs that are not on the COE focus lists but match at least one Calbright program, or an ETPL program that is online or in person in Greater Sacramento or North Valley–Northern Mountains. They use the same COE 2025–2030 demand data for Greater Sacramento and Far North, BLS and ORS data, and local graduate counts (recomputed with the same sources), so they are scored the same way. COE college-profile entry wages exist only for focus jobs, so Entry wage is blank for them. Many are bachelor’s-level jobs (software developers, data scientists, HR specialists) and will miss the Entry path check.
Wage and education filters: “Median wage ≥ $21.39/hr” uses the fixed Far North living wage figure for either subregion; “Entry path ≤ associate” keeps jobs that pass that check.
Also shown: community college programs that train for the job: local programs at colleges with campuses in AFWD’s counties (Butte College, Feather River College, Lassen College, Sierra College including its Nevada County campuses, and Yuba College) with the award types offered (certificates with unit or hour ranges, associate degrees; noncredit certificates are shown as Certificate with hours; “Certificate of Achievement” is shown as Certificate), matching Calbright College programs (from the Calbright 2026–27 Academic Catalog: noncredit Certificate of Competency, online, self-paced, no tuition, fees or textbooks; matched to the jobs each program says it prepares for; only 5 jobs on this list have one, since most Calbright programs, such as HR, project management, data analysis and cybersecurity, train for jobs not on these focus lists), and online community college programs elsewhere in California that are on the ETPL. Programs use the colleges’ own program names from 2021–24 award data, matched to jobs through the community college TOP-to-CIP crosswalk and the NCES CIP-to-SOC crosswalk. An asterisk (*) marks a federal category name used where no college-coded match was found. Some broad programs link to many jobs. The list of occupations comes from the Center of Excellence focus occupations for the 10 inland colleges.
Eligible training providers: programs from California’s ETPL (approved programs list, September 2026), matched to each job by program name. Shows in-person or hybrid programs in the Greater Sacramento and North Valley–Northern Mountains area (the three nearest to an AFWD office first, the rest on hover), plus the two lowest-cost online programs, with total listed cost. The ETPL list has no occupation codes, so matches are based on program titles; confirm details and current approval in CalJOBS before referring a customer.
Filtered Results:
Ranked from BLS Employment Projections skills data (2025, built from O*NET 30.0 importance ratings), weighted by jobs in the five local areas: Sacramento, Yuba City, Chico, Redding and North Valley–Northern Mountains. It shows what each job requires day to day. It is not a count of current job postings, so each list also has an “Employers also ask for” box with licenses and requirements from state agencies and employer research.
Customize your resume’s skills and job duties to match what employers are generally looking for.
Tailor your resume for specific applications and occupations with these tools.
Skill score: how important the skill is to the job, from 1 (not important) to 5 (extremely important), averaged across the jobs.
Skill importance: percentage of jobs that rate the skill 3 (“important”) or higher.
Job group specific the job group rates this skill at least half a point higher than the average local job. It is more particular to that kind of work than to most jobs.
Top 10 transferable skills are ordered by skill importance: the share of all local jobs ( occupations, jobs) that rate the skill 3 or higher.
Job group lists are ordered by skill score. The two measures can disagree. In construction labor and helpers, organizing and planning has a skill score of 3.6 because painters and cement masons rate it about 4, but drywall and insulation installers rate it under 3, so its skill importance is 84%. Stamina scores just above 3 in nearly every construction job, so its skill importance is 100% but its skill score is only 3.5.
Job group specific: traits like staying calm, adaptability and attention to detail rate high in almost every job, so they top most lists. They still matter, but the tag points out the skills that set a job group apart.
Where scores come from: BLS rates 104 detailed O*NET items for each job. This page groups them into 40 plain-language skills (for example, “Active listening” = O*NET Active Listening, Oral Comprehension and Speech Recognition) and averages them.
Weighting: each job counts by its 2023 jobs across the five local areas (EDD), so large jobs like cashiers or carpenters count more than small ones.
Not included: O*NET work-context ratings about decisions and email (they measure how often, not how important). Food safety, licenses and specific software are not in the BLS skill set; see “Employers also ask for.”
Skills rated important or higher in the most local jobs. These carry from one job to the next.
Search any job by its official name or by a common job title (from O*NET’s 54,000 alternate titles). You’ll get the top 15 skills for that job, SHL assessments that can show employers you have them, and training options to build them.