1. Norse Consulting Amanda Allen Scott Becker Max Colaner Johna Johns Christine Kohrs Ann Steward Terry Stickels

2.  Establish a strategic staffing plan for three specific positions:  toolmakers, maintenance mechanics, and automation technicians  Create a system to identify internal talent

3.  Begin targeted recruiting (Now)  Utilize government entities (Now)  Develop referral program (3-6 months)  Start career development (3-6 months)  Implement internal marketing campaign (6-12 months)

4.  Contact employees from competing organizations  Use social media  LinkedIn- machinist groups  Machinistjobs.com  Show them the Johnson Controls’ advantage  What benefits can Johnson Controls offer them that their current employer does not? Begin Targeted Recruiting

5.  One Stop Northern KY, Office of Employment and training, and Super Jobs One Stop Northern KYOffice of Employment and training  Assist employers with recruiting and screening candidates  Employer can register online or contact by phone  Access to post available positions  Opportunity to participate in local job fairs

6.  Employees earn a bonus for referring a potential employee  Referral bonus would be given at time of hire and when referral has been with Johnson Controls for 6 months  Rewards should be substantial enough to motivate employees, while fitting into Johnson Controls' budget.

7.  Reiterate employee benefits consistently  Preexisting  100% tuition reimbursement  Employee empowerment  Wages  Promotion opportunities  Potential  Referral program  Career development

8.  Educate employees of current and potential job openings  Lead to career development  Identify internal employees who have promotion potential  Communicate career paths with employees  Provide development opportunities  Maintain performance appraisals

9.  All are time and money savers  Not much work to get them implemented  Most take a great deal of leg work away from HR

10.  Encourage job shadowing (2-5 year plan)  Begin training programs (2-5+ year plan)  Develop apprenticeship program (5+ year plan)

11.  Target local high school and college students  Hold educational visits for teachers and guidance counselors  Modern manufacturing  Invite college students already enrolled in a related program  Select candidates that would be interested in job shadowing opportunity

12.  Students would shadow a knowledgeable and skilled employee  8 week period  Once a week for 2 hours  16 week period  Biweekly for 2 hours

13. Three options for training program 1. Employee development from phased retirement 2. Mentoring program 3. Project based training

14.  One on One relationship  Would start 12-24 months before retirement  Retiree helps develop newer employee’s knowledge, skills, and abilities while they are phasing out of the company into retirement  Incentive would be provided for retiree

15.  One on one relationship  Volunteer position- can start anytime  Mentor would be trained appropriately  Mentor would use their expertise to help protégé advance their career, enhance their knowledge, and build their networks  Incentive would be provided for Mentor

16.  Workgroup relationship  Can be voluntary or selected by supervisors  Would start when projects become available  Establish workgroups that consist of veterans and newer employees  Work on suitable projects that can further knowledge, skills, and abilities of newer employees

17.  Create a competitive program  Example: http://kytech.ky.gov/flash357.pdfhttp://kytech.ky.gov/flash357.pdf  Work with colleges and technical schools to create relationships  Work with the Kentucky Cabinet of Labor for development of program

19.  Options can be initiated:  Now  3-12 months from now  2-5 years from now  Options can be ongoing  Keep reiterating benefits of programs that can help Johnson Controls get quality employees and candidates

20. Thank you!