Combine the career readiness that apprenticeship provides with the astoundingly high retention rates of 87-93% of employees who complete apprenticeship programs, and it is clear why more companies are turning to groups like TransPORTs and FASTPORTS, for assistance in getting new programs up and running for an increasing number of occupations.
What if companies could reliably prevent a particular type of loss that costs them millions of dollars annually? That’s exactly what trucking companies can do with some straightforward strategies in onboarding and retaining truck drivers. Industry data and our own research and surveys have helped Strategic Programs, Inc. identify ways to improve driver retention, especially within the first year.
With the new year, the Midwest Transportation Workforce Center (MTWC) 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.
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.
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 […]
A career in Supply Chain Management can encompass a lot of different jobs. Many people understand that a logistics coordinator works in Supply Chain Management, but not everyone immediately sees that the field includes sales people, truck drivers, and warehouse managers among many other roles. Supply Chain OKI involves business members, government agencies, chambers of commerce, community organizations, port authorities, and educational institutions to build talent capability so employers will have the talent they need to fill positions. Ultimately, the goal is to establish a process for potential employees to gain the skills they need to get good paying jobs with career advancement opportunities.
September 11-17 is National Truck Driver Appreciation Week in 2016.
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.
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.
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