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Presented at the SRN Regional Meeting “Materials and Manpower for the Future” March 8-9 2011 by

THE U.S. Department of Labor ’ s Employment and Training Administration “ Assisting Industry in Developing Workforce Solutions ”. Presented at the SRN Regional Meeting “Materials and Manpower for the Future” March 8-9 2011 by Ronald M. Johnson, State Director

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Presented at the SRN Regional Meeting “Materials and Manpower for the Future” March 8-9 2011 by

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  1. THE U.S. Department of Labor’s Employment and Training Administration“Assisting Industry in Developing Workforce Solutions” Presented at the SRN Regional Meeting “Materials and Manpower for the Future” March 8-9 2011 by Ronald M. Johnson, State Director South Carolina Office of Apprenticeship

  2. The Future of Gear Manufacturing (The Challenge) • A shortage of technically capable gear people • An aging workforce and a lack of young people with interest in the industry • Retaining institutional knowledge and passing it to a new generation of workers • Perception of the gear industry and manufacturing in general • Education needs for the industry • People without jobs……jobs without people

  3. The Workforce GapPeople without Jobs; Jobs without People

  4. The Future of Gear Manufacturing (Ideas for meeting the Challenge) Recruit and attract qualified workers Change the identity of the industry Engage parents and educational institutions Upgrade skills and create life long learning opportunities Offer incentives to attract workers Export jobs, import workers or “grow your own” Find potential employees with the aptitude and interest Diversify the workforce…go where the demographics take you

  5. The Future of Gear Manufacturing (Public System Assistance) Apprenticeship Programs Articulated training plans agreed to by all participating parties (Apprenticeship Standards and Trade Schedules) Supervised, paid, on-the-job learning (OJL) with coordinated job related education (JRE) Customized by the employer to meet broad industry standards Awards a recognized, portable credential to the Sponsor and the apprentice Community and Technical Colleges Assess and evaluate potential workers and provide pre-employment education and training Responds to the needs of the industry and the community Customized education to meet industry’s needs – credentialing educational achievement The Workforce Investment System Evaluate and retrain unemployed, underemployed workers Responds to the needs of local industry and the community Customized assessment and evaluation – resources to assist in placement

  6. Registered Apprenticeship Business Sponsors in SC:

  7. Benefits of Registered Apprenticeship to the Employer • “Grow your own” skilled workforce (export, import or train your own) • Wages paid according to skill level • Access to community based resources • Reduced turnover, Better retention • Higher productivity and morale • Credentialed workers for building business profile • Worker accountability • In South Carolina employer/sponsors receive a $1,000 direct tax credit for each apprentice employed • In Washington state, at least 15 percent of the labor for all public works building projects with budgets greater than $1 million must include registered apprentices.

  8. Benefits of Registered Apprenticeship to the Community • Builds a skill base in demand occupations • Blends the training of workers through OJL and classroom (practical and theoretical); businesses and education system benefit • Trained and educated workers attract business • Creates job-based training opportunities for workers but keeps them in school – credentials work and education • Nurtures relationships between workforce development partners • Technical assistance available at no charge from an Apprenticeship expert

  9. Want more information? Call Your Local Apprenticeship Representative Visit www.doleta.gov/oa Contact me: Ronald M. Johnson South Carolina State Director johnson.ronald@dol.gov

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