Jefferson County, Oregon

• Income gap: Households earn meaningfully less than the national median, which directly affects retail demand, housing absorption, and tax base.
• Talent gap: Bachelor's-or-higher attainment trails the national average by 14.5 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 42 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Manufacturing employs 1,196 workers (27.0% of the top displayed sectors), at an average wage of $62,446.
• Wage stratification: Health Care and Social Assistance averages $68,611 while Accommodation and Food Services averages $25,845, a 2.7x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Crop Production concentrates at 7.65x the national norm, top-decile concentration, the kind of signature sector that defines a region's economic identity to site selectors.
• Cluster depth: 7 sub-sectors register LQ ≥ 1.5, suggesting an interconnected industrial base rather than reliance on a single employer or sector.
• Attraction whitespace: 8 sub-sectors register LQ < 0.5, candidates for diversification or recruitment depending on labor-market fit.

• In line with national: Home value to income ratio of 4.9x sits near the ~4.1x national average; affordability is neither a clear advantage nor a recruitment friction.
• High home ownership: 72.0% owner-occupied; rental supply may be tight for incoming workers.
• Elevated vacancy: 16.9% vacancy rate; potential opportunity for redevelopment or repositioning.
• Broadly affordable rents: All 5 HUD Fair Market Rent bedroom tiers sit below the 30%-of-median-income affordability threshold (~$1,906/mo), a clear cost-of-living advantage for workforce attraction.

• Succession risk is real: 23.3% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Strong participation: 76.9% labor force participation among working-age residents indicates an engaged, available workforce.
• Talent pipeline: 6 local institutions feed the workforce; the top three combined produce 21,110 annual credentials.

Jefferson County shows strong potential for crop production attraction, with a 7.65x concentration and 188 jobs in this sub-sector, it ranks in the top decile nationally. Near-term succession risk is elevated, with 23.3% of the working-age population within 10 years of retirement age.

The interconnected base across crop production, support activities for agriculture and forestry, and gasoline stations and fuel dealers creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.

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