1 / 17
Télécharger la présentation

MechaFORCE: Registered Internship Manufacturing Program

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. MechaFORCE: Registered Internship Manufacturing Program Gale Tenen Spak, PhD Associate Vice President. Continuing Professional Education New Jersey Institute of Technology (NJIT) spak@njit.edu November, 2016 Newport, RI

  2. NJ Manufacturer-Driven Program for Talent, Career & Educational Pathway Development • Manufacturing’s resurgence in US not yet assured. • Select pro-active NJ manufacturers believed resurgence possible through adaptation of German Apprenticeship model (e.g. Baumer, GEA Mechanical, Sandvik Coromant, Stryker, German American Chamber of Commerce, Siemens & Festo Didactic). • Companies empower NJIT to implement approach to develop mechatronics professionals as exemplar of today’s “spotless, safe & sustainable” manufacturing environment. • Program initially called MechaFORCE (MFP) & designed to infuse industry-driven mechatronics skills into new Career and Educational Pathway to overcome workforce shortages.

  3. NJ Manufacturing Situation • $31.8 billion in contribution by manufacturing to NJ’s Gross National Product, making up 63% of all output. • NJ manufacturing wages exceed by 18% those in NJ finance, insurance & real estate. • Annual income of NJ manufacturing workers is $80,000 & among the highest in State. • 250,000 NJ’ians employed in manufacturing. • 70% of remaining 11,000 NJ manufacturers cannot find skilled labor. • 2016 NJ manufacturing jobs = 5,100, first full year increase since continuous declines began in 1992

  4. Why NJIT? • Manufacturing in university’s DNA, since founding in 1881 in Newark, NJ which once was 4th largest US manufacturing city. • 1 of 3 NJ public research universities & designated as US “Innovation and Economic Prosperity University” for excellence in talent development, innovation, and place. • ~12,000 student; STEM comprehensive,128 Bachelors to PhD degrees & sole NJ college with Bachelor’s compatible with German Apprenticeship model. • Since 1955, Continuing Professional Education (CPE) is NJIT’s Talent Development arm & since 2011 hosts Advanced Manufacturing Talent Network (M-NJ) funded by NJ.

  5. Beginning Challenge -- 2014 Appropriately adapt German Dual Skills/Apprenticeship Model to NJ in environment where there is unfamiliarity with model, where meaning of apprenticeship differs in NJ vs Germany & where most remaining firms are craft manufacturers with <5 workers.

  6. Opportunity & Focus in 2014 • Leveraged desperation of NJ manufacturers for talent & their access to funding (lacking among educators) to pay for staff dedicated to launching MFP. • Operated via MFP Advisory Board with majority seats held by companies familiar with German dual skills model. • Companies identified skills & competencies needed for one future-facing manufacturing occupation: Mechatronics. • Educators, also on MFP Advisory Board, dedicated to revising existing NJ mechatronics degrees to conform with employer’s needs & to include: • On & off-ramps leading to 60-credit Associate Degree & 130-credit NJIT Bachelor’s degree. • Courses taught covered topics compatible with industry-valued credentials (eg NIMS, Siemens & ISA). • Encouraged local high schools & community colleges in 8 of NJ 21 counties to offer MFP curricula to develop talent pipeline. • Enrollees expected to be part-time learners.

  7. By April 2016 MFP Hit Road Block • Partners had begun searching for silver lining in NJ’s reality of tiny firms: --Smallness of NJ’s firms could make for nimbleness & superiority in customizing batch orders for larger firms on- & off-shoring. • Questions arose whether focus on mechatronics too narrow. • MFP ineffective in attracting students & training providers to offer training & education following “road-map”. “What’s in it for me???” • Companies did not see fast enough ROI to continue providing support. • MFP’s existence depended on funds provided by companies to permit hiring of dedicated professional to implement.

  8. Where Program Stands Today • With flexibility & continuous improvement, MechaFORCE: Registered Internship Manufacturing Program (M-RIM) emerged from MFP lessons to meet both short & long-term talent acquisition goals & to enable pipeline development for wider variety of manufacturing occupations. • Progress/change enabled by ability to hire dedicated Manager, albeit part-time, still funded by industry.

  9. Secret Sauce: Build M-RIM by Linking 4 Existing Infrastructures with NJIT Assets • ApprenticeshipUSA, US Department of Labor. • NJ Advanced Manufacturing Talent Network (M-NJ), under NJIT stewardship. • Manufacturing Institute’s Dream It./Do It (DIDI) Program, already part of M-NJ. • Cooperative (Collegiate) Education & Internship Association—NJ Chapter (NJCEIA).

  10. #1 -- US Department of Labor ApprenticeshipUSA: M-RIM’s New Underlying Model • Like German approach, model is employer-driven & requires learners undergo on-the-job training plus classroom instruction. • Employees called Apprentices or, as M-RIM prefers, Registered Interns (RI’s). • Has flexible training strategy that is customizable to needs of every type business & can be integrated into current training & human resource development strategies. • Mantra is “earn and learn” where RI’s receive paycheck from day #1, so wages earned concurrent with learning on job & in classrooms.

  11. US Department of Labor “ApprenticeshipUSA” Model, continued • >400,000 apprentices participate annually in ~20,000 RI programs across US. • Of 20,000 RI programs, several hundred in manufacturing occupations, each with existing & employer-driven standardized curriculum. • Encourages 3rd party to be intermediary or “Sponsor” of RI Program to ease paperwork/reporting etc. burden on companies. • NJ ApprenticeshipUSA Office, with 4 FT staff, available to help M-RIM.

  12. #2 -- ManufactureNJ: NJ Advanced Manufacturing Talent Network (M-NJ) as M-RIM’s Intermediary Sponsor • Proposed in 2011 & operated by NJIT with NJ State funds, M-NJ connects NJ manufacturers to educators & public workforce system. • Focuses on creating & sustaining high quality, employer-driven partnerships which give manufacturers upper hand with government & educators to set funding priorities & enacting supportive policies to help them remain in NJ. • Has FT Director, 3 PT managers including new professional dedicated to M-RIM & access to NJ Labor staff.

  13. #3 -- Dream It/Do It (DIDI) Program as M-RIM’s Strategy to Meet Longer-term Talent Acquisition • DIDI, now in 30 States, & in NJ since 2012 due to M-NJ. • Youngsters, teachers, parents & guidance counselors in K-12 gain access to national support & resources to aid efforts to attract students into manufacturing careers. • Has fully-conceived & locally-tailorable marketing collaterals & in- & after-school exercises to help change youngster’s perception of manufacturing to safe, spotless & sustainable from dangerous, dirty & dead-end. • In 2015, US network successfully engaged: 426,000 students. 76,000 influencers (parents and educators) & 8,600 manufacturers. • DIDI staff from Washington DC-Based Manufacturing Institute available to help M-RIM.

  14. #4 -- Cooperative (Collegiate) Education & Internship Association (NJCEIA) as M-RIM’s Strategy to Meet Shorter-term Talent Acquisition • NJCEIA encourages NJ colleges to adopt concept of Cooperative Education (Co-Ed) & Internships. • Builds partnerships among & provides support to all NJ Cooperative Education colleges & employers. • Fully-staffed college “Career Development Services Offices” work with 18-22 undergraduates & older alumni seeking Internships. • These offices willing to help M-RIM shape variation of their internship programs to be consistent with ApprenticeshipUSA standards.

  15. M-RIM: Remaining True to Core Objectives but With Strength from Linked Infrastructures • Program remains focused on hands-on learning plus formal education from NJ educational institutions—essence of German model. • Formal education based on existing ApprenticeshipUSA industry-driven curricula which M-RIM makes available to faculty across NJ K-12 schools & 2- & 4-year colleges. • Hands-on learning occurs at participating companies. • M-RIM’s capacity to help companies maximized by DIDI to build longer-term talent pipeline (DIDI), by NJCEIA to meet shorter term talent needs, & M-NJ (as RI Sponsor) to ease company’s administrative burden. • Management of complexity of linking existing infrastructures & growing M-RIM facilitated by dedicated staff & NJIT.

More Related