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Michigan Construction Workforce Campaign Sets Foundation

One year ago, MichiganConstruction.com was launched to promote the construction industry. Started and funded by construction employers, Michigan’s premiere construction branding campaign has generated over 34-million media impressions delivered to television broadcast media markets and social media platforms throughout Michigan.

“Our focus is on Michigan’s construction industry,” says Dan DeGraaf, CEO of the Michigan Concrete Association who spearheads the MichiganConstruction campaign. He sees that the only way for the construction industry to compete for the best-and-brightest, is to unify in an effort to show people how cool it is to work in construction.

MichiganConstruction­­ produced three TV commercials that does just that.  The latest shows how kids can go from video gaming directly to construction.

Heather Smith, Marketing Director of the MichiganConstruction campaign says, “The trick is capturing interest generated from the ads and connecting those job seekers with our construction employers.”  This campaign drives and captures interest with cutting edge inbound digital marketing tools utilizing branded web-based and social media technology.

The MichiganConstruction campaign paved the way for the creation of the Michigan Construction Foundation.

Formed as a 501(c)(3) nonprofit corporation, the Construction Foundation seeks to promote a positive image for Michigan’s construction industry to attract, recruit, educate, train and support new workers.

Brindley Byrd now serves as Executive Director of the Michigan Construction Foundation.  Working with their employer partners,  MichiganConstruction designed a framework to build an effective organization, serving as an industry intermediary, to integrate and align Michigan’s workforce development system.

“Michigan’s construction industry offers such opportunity for people to get good paying jobs,” Byrd says thinking about why he is excited to be part of this effort.  “MichiganConstruction easily connects job seekers with the many construction job, education and training options across the state.” Today’s construction industry needs workers with the right skills, qualifications and character to build a better Michigan.

For more information, contact Heather Smith at heather@MichiganConstruction.com.

Clearinghouse Puts Transportation Resources at Your Fingertips

The Midwest Transportation Workforce Center (MTWC) recently launched its new, searchable database of transportation workforce resources. With over 1300 entries, the search feature is accessed by clicking on “Clearinghouse” in the top menu of the MTWC website. Here, you will find listings of a variety of resources including pre-apprenticeship programs, internships, educational opportunities, professional development opportunities, scholarships, summer programs, and workforce development initiatives across the nine-state MTWC region, and beyond.

While the website, with its varied content devoted to growing the transportation pipeline, is a first stop for people seeking transportation workforce information, the indexing of resources in this new database will help users find what they are looking for more readily.

The Clearinghouse is a resource for educators looking for transportation curricula or programs, industry or workforce professionals looking for successful practices, or parents who are looking for summer programs for their budding transportation professional. So, if you are looking for Supply Chain programs in the region, or K-12 programs that target girls, we can help.

“Our vision for a Clearinghouse is that it will help us capture and define the collective work we are doing in this region. These transportation resources span the continuum from K-12 career awareness through professional development across all transportation occupations. With this database, we can determine where the gaps are and where we need to improve career pathways.  As our communities prepare for the future of the transportation workforce, this kind of information will form a fundamental baseline for these planning discussions. We will be ready,” said Maria Hart, MTWC Program Manager.

The MTWC website is a one-stop for all things related to the transportation talent pipeline in the Midwest. With MTWC, you can connect with your peers, share best practices, read about others’ successes, and help define and develop the Midwest strategy for transportation talent development.

Please click here to explore the most comprehensive compilation of the region’s transportation workforce development initiatives, programs, and resources.

Make Sure Your Resources Are Listed

The MTWC Clearinghouse is always growing and improving. This launch is only the beginning. Help us build this network. To get your resource listed, please complete the MTWC Clearinghouse submission form. Or, send information along with a website link by email to Maria Hart at maria.hart@wisc.edu.

Transcripts of Apprenticeship Webinar and Call Available

The transcript of the MTWC webinar, “Why all the momentum for Registered Apprenticeships? What are they?” held December 8th is now available for download on the MTWC website. Here, you can also view the recording of the webinar as well as download the presentation slides and other helpful resource materials.

After the webinar, a follow-up call was scheduled to allow more time to ask questions of the panel of experts about registered apprenticeship programs. The transcript of this call is also available on the website.

Illinois Workforce Innovation Board Developing Trucking Industry Best Practices

The Illinois Workforce Innovation Board reconvened its Transportation, Distribution and Logistics (TDL) Task Force in the interest of addressing the widespread truck driver shortage and retention problem. The Task Force, which began meetings in October 2016, is developing and will recommend data-driven strategies derived from best practices in training and industry to address root causes of the shortage.

The Illinois TDL Task Force welcomes any ideas or practices that you wish to share from your state. Please email Maria Hart, MTWC Program Manager and TDL Task Force Member, at maria.hart@wisc.edu by February 15, 2017.

Seven Things You Didn’t Know About Transportation Apprenticeships

Apprenticeship offers an “earn-while-you-learn” pathway to career development for people new to the workforce. Industries, such as heavy construction, have been successfully utilizing apprenticeship to develop talent and maintain a robust workforce for many decades.

More recently, a variety of new approaches and innovations have changed what apprenticeship programs look like and have expanded the number and variety of job roles for which apprenticeship can be applied. This is especially true for the Transportation industry.

Meeting the needs of a rapidly evolving industry has been challenging for today’s employers in the Transportation industry. Business leaders are helping to identify talent gaps and build resources, like apprenticeship programs, to grow the pipeline of talent entering the Transportation workforce.

“Transportation Industry apprenticeships are increasing in demand, thanks to the competent training and mentoring fostered by employer partnerships, with community colleges and technical institutions leading the way,” said Jay O’Connor, Public Service Administrator at the Illinois Department of Employment Security.

(1) This is not your grandfather’s apprenticeship.

Dr. Thomas Ritchie, Program Manager with the U.S. Department of Labor (DOL), notes that the apprenticeship paradigm has changed drastically in recent years. “It is not your grandfather’s apprenticeship,” he said. But, as Ritchie also noted at the October 2016 Workforce Development Summit of the Federal Transit Administration, work needs to be done to change the perception of what apprentices are. Today, apprenticeship programs cover a wide range of non-traditional industries, with Transportation being one of the newcomers to the field.

“Apprenticeships are experiencing a modern renaissance in America because the earn-while-learn model is a win-win proposition for workers looking to punch their ticket to the middle-class and for employers looking to grow and thrive in our modern global economy.” — U.S. Secretary of Labor Thomas E. Perez

(2) Companies that sponsor apprentices receive measurable improvements to their bottom line.

Apprenticeship is a proven talent development strategy that answers the skills gap, builds loyalty, reduces turn-over rates, and helps increase productivity, according to Dr. Rebecca Lake, Dean of Workforce and Economic Development at Harper College. Employers that utilize apprentices report higher productivity, higher retention rates and a substantial return on investment.

“The Registered Apprenticeship program we have developed ensures that the transition into new careers n trucking is smooth. It has enabled us to attract and retain safe and productive drivers.” ~ Duane Boswell, Vice president of driver recruiting, TMC Transportation.

(3) There is training and support available in every state to develop and grow apprenticeship programs.

apprenticeshipusa

The U.S. Department of Labor awarded the American Apprenticeship Grants totaling $175 million in 2015 to expand apprenticeship programs. Then, in October 2016, an additional $50.5 million in grants were awarded to help 37 states expand apprenticeship programs.

An example of state-level support can be seen at the Illinois Department of Employment Security, which supports ALL bona fide apprenticeship and pre-apprenticeship programs. There are over 120 partnerships listed on their Apprenticeship web sites at for job seekers, and for employers and trades.

There are also opportunities to offset the costs of running an apprenticeship program. Grants are available through the U.S. Department of Education and the GI Bill Program. President Obama set a goal of 700,000 Registered Apprenticeships in the U.S. by 2020, and currently there are about 500,000.

For information on resources available read, “The Federal Resources Playbook for Registered Apprenticeship.”

(4) Membership has its benefits for sponsors of Registered Apprenticeship programs.

Any employer with a Registered Apprenticeship program can be part of their local workforce investment board, which sets policy and determines where funding goes.

(5) Apprenticeship programs can be sponsored by Community Colleges.

Select community colleges have become sponsors of Registered Apprenticeship programs in the U.S. and more are following suit. This emerging model reduces the administrative burden and streamlines the process for all of the participating companies.

“It’s win-win-win,” said Melissa MacGregor, Manager of Workforce Grants at Harper College in the northwest suburbs of Chicago, IL. “The students get training and certification and have no debt when they graduate. The companies get young employees with the skills the company is specifically seeking. And, the community colleges create partnerships with industry and attract more students that they wouldn’t otherwise have enrolled; very desirable students, who stay for the duration and complete what they’ve started.”

For more information about options available to community colleges, visit the Registered Apprenticeship College Consortium website.

(6) Mentoring an apprentice raises employee morale.

Not only does apprenticeship facilitate the transfer of knowledge from experienced employees to the apprentices, it also has been shown to boost workplace morale.
According to Lake, apprenticeship works particularly well when an employee who is nearing retirement is assigned as a mentor to an apprentice. The two-to-three-year timeframe of an apprenticeship allows that important knowledge transfer to take place before the older employee is lost to retirement.

But, beyond being an investment in maintaining organizational knowledge, employers also find that it fosters employee engagement by demonstrating to the mentor that his or her experience is valued. Further, mentoring is an effective way to instill the company mission among the employees, since mentors transmit values as well as expertise.

(7) Transportation apprenticeships span a wide range of careers.

Transportation apprenticeships can be found in:

Maritime

Careers in this area include such occupations as Marine Electrical, Maritime Welding, Marine Mechanical, and Marine Engineering.
“The registered apprenticeship pathway is the gold standard for the shipbuilding, repair, maintenance and modernization sector of the maritime and transportation industry,” according to Barbara Murray, Director and Principal Investigator for the National Science Foundation Southeast Maritime and Transportation (SMART) Center. “Apprentices leave college with a certificate or degree debt-free, with valuable industry credentials, on-the-job experience, and years of earning full-time pay and benefits. It’s an incomparable route for students to start on a great career path and for employers to grow their own workforce.”
One example includes the Paul Hall Center for Maritime Training and Education, which, since 2003, has used a Registered Apprenticeship program to prepare over 3,000 U.S. Mariners. This is the largest program of its kind for entry-level seafarers in the U.S. Participants who complete the training and graduate in good standing from the program are guaranteed jobs as Merchant Marines. Students may also receive college credit recommendations for successfully completing certain sanctioned courses. In addition to licenses and post-secondary credit, the program also offers a complete high school equivalency program (GED), adult basic education and study skills, and English as a second language (ESOL).

Logistics

Harper College in Illinois is launching a Registered Apprenticeship program in Supply Chain Management in January 2017. Apprentices will work three days a week and attend classes two days a week. After two-and-a-half years, the apprentice earns an A.A.S. degree in Manufacturing Technology with a Specialization in Supply Chain Management-Logistics with up to six industry recognized credentials from the Council of Supply Chain Management Professionals.

Trucking

Hiring military Veterans is a focus of J.B. Hunt, a company that has committed to employing 10,000 Veterans by 2020. As a Registered Apprenticeship Program provider, the company offers the CDL-A Hiring Program and the Military Finisher Program. The first caters to Veterans who are interested in pursuing professional driving as their civilian career, while the latter is a fast track program for those who have experience driving heavy equipment during their service time.
Through the CDL-A and Military Finisher programs, Veterans are paid a stable income while they complete orientation, driving school, and behind-the-wheel training. They assume their responsibilities at either a local or regional Dedicated Contract Services or Intermodal fleet. As a participant in the 12-month J. B. Hunt National Apprenticeship Program, one may also be eligible to receive a GI Bill Monthly Housing Allowance (MHA) payment from the VA in addition to his or her paycheck.

Heavy Construction- Operating Engineers

Apprenticeship for construction careers building transportation infrastructure have been around for decades. Instruction leading to a journeyman credential can be offered at a community college or a union or non-union training facility.

Transit

Occupations in this area include Transit Coach Operator, Bus Maintenance, Rail Vehicle Maintenance, Elevator-Escalator Maintenance, and Signals Maintenance.

More apprentice opportunities are planned in this sector. Under the Transit Apprenticeship Initiative organized by the Transportation Learning Center, participating agencies will build or expand apprenticeship programs.

 

Apprenticeship provides industry leaders with a unique opportunity to directly influence and shape the future of their workforce. In a time when many industries are struggling with a diminishing talent pool due to attrition from retirement and a lack of visibility among new employees entering the workforce, new models of apprenticeship offer an ideal solution for transferring knowledge, growing career awareness, and attracting talent.

Taking the Lead in Supply Chain Talent, Tri-State Region Creates Partnerships to Build Capability

Painting the picture of what supply chain management encompasses and then creating a vision of a career in this field in the minds of young people is part of what is making the career pathway initiative, Supply Chain OKI, successful. Another key contributor to the initiative’s success comes from the numerous collaborative partnerships created across the region. Supply Chain OKI is building programs that develop skilled supply chain professionals and help retain that talent within the industry. Led by Partners for a Competitive Workforce, the initiative represents adjacent areas of Ohio, Kentucky, and Indiana, a tri-state region from which the initiative gets the “OKI” in its name. Read more

WEBINAR – Transfer the Knowledge Before it Walks Out the Door

Wednesday, September 14, 2016
1:00 p.m. Eastern Time

Register

Download the Flyer

PRESENTATION DESCRIPTION: As workforce members continue to depart organizations, with them goes a significant amount of critical knowledge that is essential to conducting the public’s business within their former organization. As organizations prepare for the potential departure of valuable staff, a major concern is how to preserve the knowledge that these seasoned employees have amassed. Various types of knowledge retention strategies can be utilized so that critical knowledge does not “walk out the door.” This presentation will illustrate an overall strategy and associated tactics to enable an agency to systematically capture and transfer knowledge.

TARGET AUDIENCE: Organizational management, HR staff, and supervisors.

Grailing Jones

Industry Leader Grailing Jones Helps Raise Awareness of Transportation Career Possibilities

Instead of sitting at his desk and emailing potential collaborators, Grailing Jones, Schneider Employment Network Development Director, has traveled around the country to personally meet with interested parties who have aims similar to his. Through these interpersonal interactions, he has reached a diverse array of groups that are involved in recruiting a new wave of workers for the transportation industry.

Jones has been doing all of this in an attempt to address hurdles to gaining new employees in the transportation industry. According to Jones, the biggest problem facing the transportation industry today is the lack of awareness about the positives for those pursuing a career in the field.

“The greatest barrier, to me, is the awareness of possibilities in the industry, and it’s shocking, but people don’t know about the pay rates in the industry either,” Jones said. Read more

Taking Recruitment on the Road with the High Wage Highway Program

In an effort to directly reach people who may have never considered a career in trucking, the High Wage Highway program bring new trucks to county fairs, car shows, and car races. The program, put together by non-profit, Northwest Wisconsin CEP, invites men, women and children to climb into trucks to break down the incorrect stereotypes that are commonly associated with careers in the transportation field, according to Northwest Wisconsin CEP, employer resource consultant, Tasha Hagberg.

“The biggest difference with High Wage Highway is that it allows people to envision themselves in the role of a truck driver by climbing inside of the cabs of the new trucks, and getting to see really how beautiful they are and how livable they are,” Hagberg said. Read more

Family-Owned Business Adjusts Hiring Process to Meet Needs of Changing Workforce

Ozinga, a fourth-generation, family-owned business that provides concrete, materials, energy and logistics solutions, reinvented their hiring process from the ground up starting in 2014 in order to best serve a rapidly changing workforce.

The company, founded in 1928, launched their Born to Build campaign in the spring of 2015, which quickly spread through social media. The original post of the video has already received roughly 3,600 likes, 280 comments, 1,700 shares and nearly 260,000 views. Those numbers continue to grow. Read more