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New AAS in Logistics Engineering Technology Fills Talent Gap in Emerging TDL Occupations

If you ask most companies in shipping or logistics if it is possible to hire someone with an associate degree who knows logistics, engineering, and information technology, they will tell you that such graduates do not exist, and they would be right. But, graduates with this unique set of skills will be hitting the workforce in just two years thanks to a new AAS program coming out of Columbus State Community College in Columbus, Ohio where the first class of students have enrolled in the degree program and begun their instruction this fall.

“I was excited to see this degree was being created. It fills a gap that has been out there for some time,” said Jeremy Banta, Lead Faculty for the Supply Chain Management program at Columbus State.

The new AAS degree in Logistics Engineering Technology (LET) was formed after collecting input from area employers who helped the college identify the skills and knowledge requirements for this evolving occupation. The degree brings together core competencies in accounting and finance, communication, information technology (IT), leadership, and logistics. It also brings in technical knowledge from industrial engineering technology and electro-mechanical engineering technology.

“What we’ve recognized is it’s difficult to find the right people with the right skill sets,” said Brandon Andrews, Senior Corporate Learning & Development Manager at Intelligrated, which is part of Honeywell. “We’re looking for a certain level of aptitude or proficiency before we bring them on.”

Andrews points out that the increasingly automated logistics field relies on sophisticated systems representing investments in the tens of millions of dollars. His company does not hire inexperienced people to run or maintain such systems. They are looking for well-trained people who have chosen the occupation and who are prepared with the training they need to get up to speed quickly.

“The Logistics Engineering Technology program at Columbus State encompasses the more technical aspects together with the operations piece and how the systems all interact with the facility, as a whole,” said Andrews.

The goal of the AAS program is to have students graduate with an understanding of the fundamentals of IT and computer science, principals of engineering, and fundamentals of logistics so they can talk to all these groups.

“The main rationale for the degree is to combine logistics with engineering technologies,” said Tara Sheffer, Grant Coordinator at Columbus State. “We know logistics is changing, we know distribution is changing, we know there is a skills gap.”

The new degree program was developed with a grant from the National Science Foundation (NSF) Advanced Technological Education (ATE) program, which specifically aims to help community colleges develop academic programs for the education of technicians for high-technology fields important to the nation’s economy.

“Columbus State recognized early on that most students in the Supply Chain Management degree program were returning adults,” said Banta. To accommodate these students, 50 to 75 percent of the courses for the LET degree can be completed online.

Industry partnerships were key to the development of this degree program. They will also be key to future evolution of this program, which is slated to include a work study component and internship requirement.

Columbus State is also working to develop a third phase to this program, referred to as a “two plus two plus two” pathway. In this model, students embark on a career pathway beginning the last two years of high school. Then, they complete a two-year degree program at a community college followed by two years at a university to earn a bachelor’s degree.

As they move forward, the college will continuously work to identify and predict emerging technologies and trends affecting logistics occupations. Their goal is to continuously update the curriculum to meet evolving needs within the workforce.

“I always joke that an English professor does not necessarily have to be out in industry to see what’s new going on in their area. But, we do,” said Banta. “At least once a week we’re taking a tour, talking to an industry leader, or attending a conference so we can hear about what is new out there and what gaps need to be filled. For instance, a lot of employers right now are saying soft skills are a problem. Employees know how to do regression analysis, but they don’t know how to write an email.”

For more information about the degree program, visit the Columbus State website. Information about the curriculum and how it was developed may be found on the Columbus State website page for the grant project. To learn more about collaborating with Columbus State, contact Tara Sheffer at tsheffer@cscc.edu.

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.

Logistics Internship Program Converts Students into Employees

Going into its third year, the Conexus Intern Program has grown from 30 companies employing 84 students in 2015 to more than 80 companies and more than 260 students expected in the summer of 2017. Conexus Indiana is a non-profit consortium of the state’s advanced manufacturers and logistics (AML) industries.

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.

Community College Sponsored Apprenticeships Fill the Talent Pipeline without all the Paperwork

In January, students will be sitting down for their first class of Supply Chain Management 101, part of the curriculum of the newly launched Logistics/Supply Chain Management Registered Apprenticeship program at Harper College in Palatine, Illinois. The next day, the students will go to work where they will start applying their classroom-acquired knowledge to the real-world applications provided by the companies that employ them.

In the spring of 2019, these students will graduate with an Associate of Applied Science (AAS) degree in Manufacturing Technology with a specialization in Supply Chain Management – Logistics. Additionally, they will have acquired up to seven industry recognized credentials earned through the Council of Supply Chain Management Professionals (CSCMP) and a Department of Labor (DoL) certification that they are fully qualified for their occupation. At the same time, the companies, having paid the students’ wages and tuition throughout this process, will gain highly qualified employees ready to hit the ground running with a specialized understanding of how the principals are applied at their organization. Read more

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

Events

Accelerate Conference & Expo

Join your transportation, logistics, and supply chain peers at the Accelerate! Conference & Expo, sponsored by the Women in Trucking Association. Discover how gender diversity can have a positive impact on your career and your company’s success!

30+ Educational Sessions on critical transportation issues and trends, along with perspectives of the positive impact women can have on the industry.

Expand Your Network with your peers, providers, and other key transportation stakeholders who have an interest in gender diversity.

Find Solutions and Build Business in this intimate, integrated conference and exhibition setting.

Who Will Attend?

Anyone who believes the gender balance should be changed in the industry should attend and participate in the Accelerate! Conference & Expo. Many members will participate, ranging from trucking companies and 3PLs to manufacturers, retailers, truck driving schools, and financial, insurance, health & fitness services.