Apprenticeships: Recruitment, Engagement and Retention AMCA Spring Meetings

Career & Technical Centers Job Centers From the National Governors Association report, State Sector Strategies: Coming of Age: Implications for State Workforce Policymakers

Shared Problem Shrinking Talent Pool Trading (Stealing) Workers Aging Workforce Insufficient Pipeline Growing Economy/Demand

Local Solution Industry-led apprenticeship programs Best of the “old” (proven approach) + Innovation Still marries classroom training with hands-on training; employees apply new learning on the job as they go Competency-based vs. time-based Group-sponsored or Individual Established curriculum / nationally recognized credentials “Plug and play” programs; Ready-made OJT Checklists Grant $$ to cover up to offset training costs Matt: work together

Five Core Components Employer Involvement Is Integral Employer is the foundation for the RA program and must be directly involved and provider of OJT. Structured On-the-Job Training (OJT) with Mentoring Minimum of 2,000 hours Structured and Supervised Job Related Education 144 hours recommended per year Parallel | Front-loaded | Segmented Options Rewards for Skill Gains Increases in skills brings about increases in earnings. National Occupational Credential Nationally recognized credential showing job proficiency. Sponsor certifies individual is fully competent for career.

Apprenticeships: Good For Business Helps recruit and develop a highly skilled workforce Improves productivity and the bottom line Reduces turnover costs and improves employee retention Creates industry-driven and flexible training solutions National credentials provide standardization and quality control Potential brand/product improvement via more engaged workforce Selling point to customers: a highly-trained, certified workforce Opportunities to offset training costs (tuition, OJT, tax credits)

Recruitment Skills gap – not enough “ready made” candidates Provides a structure to enable companies to hire those with potential and develop their skills Attractive “learn while you earn” model Recruit better candidates with internal career pathways Growth opportunities – not a dead end job Particularly important with millennials

Engagement 25% of manufacturing workers are engaged at work—8% lower than the national average Millennials are now the largest generation in the US workforce (35%) # expected to rise dramatically as more boomers retire and more graduates start their careers. Some predictions are as high as 75% of the workforce by 2030! Manufacturing employee engagement lags behind the national average 25% of manufacturing workers are engaged at work. This is eight percentage points lower than the national average of 33% employee engagement, In 2015, millennials became the largest generation in the US workforce. In 2017, their share of the workforce increased to 35%. That number is expected to continue to rise dramatically as more boomers retire and more graduates start their careers. Some predictions are as high as 75% of the workforce by 2030! More employee feedback more often practical framework to help you measure and enhance employee engagement Blending of generations – mentors leaders have an obligation to coach and develop people. It is not just training, but walking the floor with them, seeing what good practice is, seeing what could be better practice, and giving them feedback on how to move forward. For the present and future, leaders have to get better at coaching and developing others and be intentional in their efforts to do so. Apprenticeships deliver real returns for businesses and the economy by boosting employee engagement and, consequently, productivity and competitiveness.

Engagement Apprenticeships Deliver real returns for businesses by boosting employee engagement Provide a practical framework to enhance employee engagement Facilitate the blending of generations – mentors Give employee feedback more often; intentional coaching/development Define internal career pathways Define competencies and related progression steps Accelerate learning = OJT + RTI Manufacturing employee engagement lags behind the national average 25% of manufacturing workers are engaged at work. This is eight percentage points lower than the national average of 33% employee engagement, In 2015, millennials became the largest generation in the US workforce. In 2017, their share of the workforce increased to 35%. That number is expected to continue to rise dramatically as more boomers retire and more graduates start their careers. Some predictions are as high as 75% of the workforce by 2030! More employee feedback more often practical framework to help you measure and enhance employee engagement Blending of generations – mentors leaders have an obligation to coach and develop people. It is not just training, but walking the floor with them, seeing what good practice is, seeing what could be better practice, and giving them feedback on how to move forward. For the present and future, leaders have to get better at coaching and developing others and be intentional in their efforts to do so. Apprenticeships deliver real returns for businesses and the economy by boosting employee engagement and, consequently, productivity and competitiveness.

Retention CFO: “What if I SPEND all this time and money to train them and then they LEAVE?” CEO: “What if you DON’T TRAIN them and they STAY?”

Retention Apprenticeships reduce turnover 91% of apprentices were still employed 9 months after completion Increases employee loyalty Demonstrate company commitment to employee development Retention

Apprenticeship Trends The apprenticeship model is leading the way in preparing American workers to compete in today’s economy.

Apprenticeship Trends Registered Competency-based Industry Credentials Group-sponsored - Makes it easier for small companies - Sponsors: community colleges, sector partnerships, assns Pre-apprenticeship Industry-recognized Apprenticeship Program (IRAP) Shorter-term Stackable

RA vs. IRAP Registered Recognized OJT Instruction Safety Industry Credentials Instruction Safety Earn$ OJT Quality New hires Career advancement Cross-training

RA vs. IRAP Registered Recognized New hires Career advancement Cross-training This Photo by Unknown Author is licensed under CC BY-SA

The Ecosystem Everyone can be an apprentice!

Apprenticeship Resources President’s Task Force Support Tools Technical assistance Funding https://www.dol.gov/apprenticeship/industry/advanced-manufacturing.htm Apprenticeship Resources

Q&A Discussion

Thank you! Jessica A. Borza Mahoning Valley Manufacturers Coalition Executive Director Thomas P. Miller & Associates Strategic Advisor jborza@tpma-inc.com 330.853.7906