The Manufacturing Predicament

One excellent example of the former is the state of California’s “I Built It-Youth” campaign, a statewide effort to begin training California’s future skilled workforce to help rebuild the state’s infrastructure. The campaign is a collaboration between the California Department of Industrial Relations and the California Department of Education that is designed to promote careers in the construction trades to junior and senior high students through apprenticeship opportunities and foster participation in the state’s economic recovery process to prepare them to join the next generation of skilled workers in California.

Another program that teams government with educators is “Max & Ben’s Manufacturing Adventures,” which features two 13-year-old boys presenting on a website their tours of local manufacturing facilities in video format. Funded through a community-based job training grant from the Department of Labor, the program was conceived and executed by Western Technical College (La Crosse, WI).

The Manufacturing Institute recently launched the National Association of Manufacturing-endorsed Skills Certification System that targets deficits in education and training. These credentials validate the skills and competencies needed in entry-level manufacturing jobs, combining both technical and non-technical skills to succeed in the manufacturing environment. The system currently is deployed in four states, with 20 additional states in the planning phases for implementation.

Then there is the case in which an entire high school is established to prepare students for manufacturing careers. The Chicago Manufacturing Renaissance Council (CMRC) founded such an institution in 2007 when the doors opened to Austin Polytechnical Academy in the Windy City. CMRC is a coalition of business, labor, government and community leaders working to make Chicago the global leader in advanced manufacturing. Among its missions: Improve the public’s perception of manufacturing, and support education, training and access to careers in manufacturing. Thus was born Austin Polytechnical Academy, which educates students in all aspects of manufacturing, from skilled production and engineering to management and company ownership. The school features the same computerized, high-tech equipment used by modern manufacturers today. In 2010, 23 Austin students earned nationally-recognized machining certifications from the National Institute for Metalworking Skills (NIMS).

As the Austin Polytechnical program illustrates, change is most likely to happen one school district at a time with the support from local manufacturers who will need to hire local graduates. For example, employers in Naperville, IL, have worked with the local Indian Prairie school district to encourage the development and implementation of a new engineering and technology track within the high schools.

Similar grassroots and less formal activities with the local education community can work as well. Manufacturers should consider offering factory tours to local elementary and middle school classes. Ideally, a young, energetic worker will lead a tour of the plant. When students see a clean, modern facility full of sophisticated machinery, it will leave a lasting, positive impression. Manufacturing equipment suppliers should consider donating equipment to local trade or vocational schools to support manufacturing courses. Manufacturers also should be willing to advise local instructors and counselors at community colleges or high schools on available job opportunities and skill requirements, and participate in curriculum planning.

Revive Apprenticeships and In-House Training
Companies should invest time and dollars to conduct programs such as internships and apprenticeships that reach out to specific individuals already considering manufacturing careers. Advanced Technology Services proactively recruits young workers while they are in high school or a technical school. The initiative employs students as interns and then, after graduation, hires them on full-time at which time they go through an intensive training program.

Climax Portable Machine Tools (Newberg, OR) conducts a multi-faceted internship program as well. It recruits students between the ages of 17 and 20 to participate in a learning experience not found in the classroom. The Climax program even involves first aid training and a community service project that, the firm says, is designed to “impact our business and their professional growth.”

Climax also uses its experienced, highly-skilled workforce in training roles. The company offers a cross-training program that features senior machinists training and acting as mentors to junior employees, and established an in-house training program to help reverse the attrition of highly trained machinists and to keep them current with the new skills necessary.

Similarly, precision sheet metal job shop BEGNEAUD Manufacturing (Lafayette, LA) conducts an in-house apprenticeship program that introduces employees to every metalworking process at the company on a rotating basis. BEGNEAUD also partners an experienced operator with the younger employee for each specific practice. Informing young people of such substantial, hands-on learning opportunities is yet another effective way to foster interest in a manufacturing career.

Foster a Positive Image
All of the campaigns and programs described here, plus showcasing the career opportunities and wage potential, can help change young people’s minds about manufacturing – if they hear about them. That’s why the industry must constantly inform the editorial media, including the vast and growing social media universe, about these initiatives and available career paths. These media outlets can help tell the story to the younger population, as well as influentials such as educators and parents, that dream jobs really are there for the taking.

In fact, that’s one of the missions of NBT, which uses some of its resources to drive local and national public awareness campaigns that spread the message that manufacturing is a viable career option. NBT is not alone in spreading this gospel. Entities such as The Manufacturing Institute, SME and others are quite proactive in this area. Educational institutions also promote their special initiatives that may include their hosting of manufacturing camps, ties to “Dream It. Do It.”, or the introduction of robotics to their curricula.

The Alabama Construction Recruitment Institute (ACRI) took the effort to an even higher level. In late 2010 it retained Mike Rowe, prominent host of “Dirty Jobs” on the Discovery Channel and a long-time voice for the need of skilled workers, to help convey the message in the state. In a new public service announcement, Rowe speaks directly to Alabama teens and their parents about the growing need for skilled tradesmen such as electricians, pipefitters, boilermakers and steel workers. “A third of Alabama’s skilled tradesmen are over 50, and they’re retiring fast,” Rowe says. “Guess who’s replacing them? No one.”

ACRI executive director Tim Alford said the “root of the problem is public relations. We found there are so many misconceptions about these jobs, often perceived only as minimum wage, seasonal, dangerous or without a career ladder. Nothing could be further from the truth.”

IN CONCLUSION
The message is clear. The goals are attainable. The economic climate is warming in a positive way. Many in the industry are encouraged by the progress being made. For example, in the NBT poll cited earlier, parents were asked if they would support having a young factory worker in their family. More than half (56 percent) actually would recommend their child pursue a career in manufacturing or another kind of industrial trade.

Knowing so many parents will back their children in this career path is truly welcome news. However, a significant amount of work remains to be done – as, conversely, 44 percent of parents currently are not supportive. The industry needs to convince them, their children and others in this great country that manufacturing is an honorable and fulfilling career.