hi-tec conference july 23, 2009 scottsdale, az. ashok agrawal dean of mathematics, science,...
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PRE-EMPLOYMENT PROGRAMS:BENEFITS TO EMPLOYERS, EMPLOYEES AND COLLEGES
HI-TEC ConferenceJuly 23, 2009Scottsdale, AZ
Ashok AgrawalDean of Mathematics, Science, Engineering & TechnologyDirector of The Emerson Center for Engineering and Manufacturing
Becky EppsProject ManagerWorkforce & Community Development/Center for Business Industry and Labor
Amy SondermanProject AssistantEmerson Center for Engineering and Manufacturing
Largest Community College District in Missouri 4 campuses:
Florissant Valley Forest Park Meramec Wildwood
3 education centers: Downtown Education Center South County Education Center Harrison Northside Education Center
Over 100,000 credit and non-credit students attending in 2008
ST. LOUIS COMMUNITY COLLEGE
ST. LOUIS COMMUNITY COLLEGE PARTNERS
The Emerson Center for Engineering and Manufacturing
Workforce and Community Development
Engineering and Technology Department
INDUSTRY PARTNERS
Boeing Corporation
AmerenUE
AT&T
THE EMERSON CENTER FOR ENGINEERING AND MANUFACTURING
Located on the Florissant Valley campus of St. Louis Community College
PLANNING THE EMERSON CENTER
Began in 1996 Missouri’s RTEC Initiative Centers of Excellence Gap Analysis, Needs
Assessment
PUBLIC-PRIVATE PARTNERSHIP 2.1 million from the state of Missouri $1.5 million in donations from Emerson,
Boeing, AT&T, Patriot Machines, UGS, Carr Lane and individuals
WHAT MAKES THE EMERSON CENTER FOR ENGINEERING AND MANUFACTURING UNIQUE?
Transforming the Engineering and Technology Department Partnering with WCD Outreach to K-12 students and teachers Competing for state and federal grants
Connecting with regional and national institutions Globalizing our activities Fostering innovations and entrepreneurship Serving Professional and Community OrganizationsThe “Go-to” Place for the
Community
TRANSFORMING THE ENGINEERING AND TECHNOLOGY DEPARTMENT
Day, Evening and Weekend Classes Credit and Non-credit Classes Sixteen-week and short-term
courses On-campus and Off-site Standard and Customized Classes Experiential Credit Credits for Apprenticeship Training
Limited only by: Needs, Critical mass of students &Our Expertise
GRANTS AND DONATIONS
League for Innovation —one of 15 original CCTI “Exemplary” sites
NSF—ATE grant for $800,000 DOL—President’s High Growth Grant for
$1M+ DOL—Community Based Grant for $1.2
M AT&T—Aspire (math) Grant for $85,000 Ameren UE–$130,000 scholarship grant Numerous $10K to $20K grants for
small projects
“SHOW ME JOBS”
PARTNERING WITH WCDBoeing — SMAR Pre-employment Training
Ameren UE— Linemen Pre-apprentice Training Program
Chrysler/GM/UAW— Incumbent Worker Training Program for Skills Upgrade
AT&T— Training Office Workers for Higher Paying Technical Positions
Industrial Maintenance Technology—Training for Unemployed and Skills Upgrade
St. Louis Community CollegeWorkforce and Community Development
“Leadership and Responsiveness in Workforce Development”
Workforce and Community Development (WCD), a division of St. Louis Community College, collaborates with business, civic and community-based organizations to provide economic opportunity through workforce education and training designed to maximize individual and organizational performance. WCD provides access to services beyond the traditional college setting by engaging students and workers in the workplace and in the community
WCD’S MISSION
WCD’S COMPONENTS
Workforce and Community
Development
Center for Business, Industry &
Labor (1984)
Employment & Training
Center (1980)
Community Workforce
Partnerships (1997)
History McDonnell Douglas Outplacement Center (1989-1999)
Voluntary Improvement Program (1992-2001)
New Jobs Training Project (1992-1998)
Missouri Customized Training (1989-current)
BOEING PRE-EMPLOYMENT PARTNERSHIP
Based in St. Louis $32.4 Billion in annual revenues 16,000 employees in Missouri (over 70,000
worldwide) 2nd largest employer in Missouri
(Source: St. Louis Business Journal Book of Lists 2006)
BOEING INTEGRATED DEFENSE SYSTEMS (BOEING ST. LOUIS)
C-17 Globemaster III F/A – 18 E/F Super Hornet F-15 E Eagle Future Global Systems (FCS) Munitions T-45 Goshawk
KEY PRODUCTS PRODUCED IN PART AND/OR ASSEMBLED IN ST. LOUIS
Typically work with: Electronic and written information such as work
instructions and reference material (blueprints, sketches, or drawings)
Measuring devices and instruments Materials such as metals, composites, plastics, and
sealants Hand tools such as files, wrenches, and power
screwdrivers Hand held power tools such as rivet guns and drill motors Component parts with close tolerance fits
SHEET METAL ASSEMBLER RIVETER (SMAR)
Identify key skills (SMAR position) Recruit and identify participants Facility set-up Develop curriculum
TRAINING PROGRAM DEVELOPMENT
Profile SMAR positionWith the assistance of the local WorkKeys® Service Center the position was profiled to determine the necessary skills required to perform the job
IDENTIFY KEY SKILLS
RECRUIT AND IDENTIFY PARTICIPANTS
All candidates funneled through the St. Louis City/County Missouri Career Centers
Resumes reviewed and candidates interviewed
WorkKeys® testing sessions held, participants must obtain the pre-determined scores: Applied Math (4) Locating Information (5)
Reading for information (5) Observation (5) Teamwork (3)
Space allocated for classroom and lab at STLCC-FV (Emerson Center)
Startup equipment and portable tools donated by Boeing
FACILITY SET UP
STLCC instructional designers developed simulations of Boeing on-line systems: Work instructions Blueprints Reference documents
STLCC developed and delivered team building module
CURRICULUM CHANGES
SHEET METAL ASSEMBLER RIVETER (SMAR) TRAINING
Basic Math Hand Tools Measuring Devices Blueprint Reading Process Specifications
Participants must maintain 80% scoring throughout for successful completion
208 Hours of classroom training covering: Abbreviations & Aircraft Terminology Rivets Screws – Bolts – Fasteners Aircraft Sealing Power Tools Team Dynamics
SMAR TRAINING
Boeing conducts Train-the-Trainer service
Boeing / SLCC to conduct the training Trainers employed by STLCC
Boeing defines exit criteria: Competency mastery of each
component, attendance, mastery within acceptable time limits
TRAINING
Grants Certificate of Completion
Maintains Candidate Pool and Database
STLCC
10 courses completed (as of March 30, 2009)
823 tested/assessed (356 took all 5) 153 attained min. levels for all 5
WorkKeys assessments 102 started training 90 completed training 59 hired
BOEING PRE-EMPLOYMENT OUTCOMES
$1.2 Million Community Based Job Training Grant
THE NEXT STEPS
St. Louis Aerospace Institute
Community Based Job Training Grant - Initial Partners St. Louis Community College Industry (Boeing, GKN) Local WIBs - St. Louis Agency on Training &
Employment - St. Louis County Workforce Development
Local School Districts Community Based Organization (Better
FamilyLife)
ST. LOUIS AEROSPACE INSTITUTE
AEROSPACE INSTITUTE PATHWAYS
Aerospace Industry FundamentalsAircraft Assembly Metal Structures
Aircraft AssemblyElectrical
Aircraft AssemblyMechanical
Aircraft AssemblyComposites
Composite Fabrication
AMEREN PRE-EMPLOYMENT PARTNERSHIP
AmerenUE is the St. Louis metro area’s electric utility. They also provide electric and natural gas service to other areas of Missouri.
Ameren’s challenges: Ongoing shortage of line workers nationwide Retirements outpacing apprentices Retaining journeymen in the metro area Less diversity in younger line workers than in older
line workers Less than 50% pass rate for pre-employment test Less than 50% pass rate for Physical Evaluations
STLCC SOLUTIONS
Create a pre-employment program to provide pole climbing basics and refresh key concepts on Ameren’s pre-employment CAST test
Find competent climbers without Ameren incurring hiring costs
Focus recruitment on St. Louis city/county residents through the Missouri Career Centers
Identify key skills for successful line worker applicants
Recruit and identify participants
Facility set-up Develop curriculum
TRAINING PROGRAM DEVELOPMENT
IDENTIFY KEY SKILLS
Pre-employment Construction and Skilled Trades Test (CAST) already mapped to WorkKeys® to level 5 Reading for Information, Locating Information and Applied Math
Successful applicants must enjoy physical challenges, have no fear of heights
Be willing to work in any weather
RECRUIT AND IDENTIFY PARTICIPANTS
Missouri Career Centers: Work with dislocated workers,
underemployed Work with community based
organizations Collect and screen resumes Hold information sessions, screening
interviews Administer WorkKeys® testing Select 30 candidates and 10 alternates
RECRUIT AND IDENTIFY PARTICIPANTS
More than 1200 resumes screened for June 2009 program offering.
More than 200 invited to information sessions.
WorkKeys® testing for 117 participants.
FACILITY SET-UP
Ameren provided: 15 utility poles and replacement as needed 15 fall restraints and safety straps 20 sets of belts and climbing hooks 20 safety harnesses Hard hats, glasses, gloves, ankle guards, etc.
as needed. Ropes, cross arms, hand lines, etc.
CURRICULUM DEVELOPMENT
STLCC developed pole climbing instruction with Ameren’s cooperation.
STLCC instructors developed reading comprehension, test taking skills, graphic arithmetic, basic math review, mechanical concepts and stamina curriculum.
STLCC hired Ameren retirees to teach pole climbing, instructors for remediation and for stamina training.
HIRING
Ameren retains all decision-making and control over hiring process.
Successful participants take the CAST test upon completion. Passing the CAST tests leads to an
interview with AmerenSuccessful interview leads to a five day
physical evaluation at Ameren’s training facility Passing EV’s with high rating leads to background
check and drug screening. Successful screening leads to a job offer from Ameren.
OUTCOMES FROM PILOT PROGRAM27 began the program21 finished the program14 passed the CAST test13 attended Physical Evaluations 6 successfully completed EV’s 4 offered linemen positions (2 others chose
not to be linemen) 8 considered for other entry level positions
with the company
LESSONS LEARNED FROM PILOT PROGRAM
Use a video to provide a realistic job preview at information sessions
Reading score is best predictor of success Stamina is a problem at EV’s Instructors need instructing Guessing is detrimental on the CAST test Participants need lots of timed tasks to
prepare for the CAST test.
AT&T CUSTOMIZED PROGRAM
A series of 7 electronics courses over 14 months for current employees who wish to transfer to higher paying technical fields
Paid for by AT&T and billed by contact hours regardless of enrollment numbers
In progress for more than 15 years More than 1000 employees have been
enrolled
OTHER CUSTOMIZED COURSES 2008-2009
GKN Aerospace Solid Modeling Ameren Three Phase Power Industrial Maintenance Technology Series for
Hussmann and Pepsi Machine Operation (CNC and manual) and
Welding for The Manufacturing Training Alliance
310 individuals served
BENEFITS TO EMPLOYERS
Assistance with recruiting and screening applicants
Pool of qualified applicants for hard to fill positions
No hiring costs incurred until competency has been established
BENEFITS TO POTENTIAL EMPLOYEES Career counseling Preparation for hiring process Skills for high-paying, high-demand careers No cost to participants
BENEFITS TO COMMUNITY COLLEGES Recognition and publicity Opportunity to promote other college
programs and degrees to applicant pool Fulfillment of mission statement Team building across many college units
QUESTIONS, IDEAS AND SUGGESTIONS
THANK YOU FOR ATTENDING
Contact information:
Ashok Agrawal: [email protected]
Becky Epps: [email protected]
Amy Sonderman: [email protected]