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Pre-Employment programs: BENEFITS TO Employers, employees and colleges

Pre-Employment programs: BENEFITS TO Employers, employees and colleges

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Pre-Employment programs: BENEFITS TO Employers, employees and colleges

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  1. HI-TEC Conference July 23, 2009 Scottsdale, AZ Pre-Employment programs:BENEFITS TO Employers, employees and colleges

  2. Ashok Agrawal Dean of Mathematics, Science, Engineering & Technology Director of The Emerson Center for Engineering and Manufacturing Becky Epps Project Manager Workforce & Community Development/Center for Business Industry and Labor Amy Sonderman Project Assistant Emerson Center for Engineering and Manufacturing

  3. Largest Community College District in Missouri • 4 campuses: • Florissant Valley • Forest Park • Meramec • Wildwood • 3 education centers: • Downtown Education Center • South County Education Center • Harrison Northside Education Center • Over 100,000 credit and non-credit students attending in 2008 St. Louis Community College

  4. The Emerson Center for Engineering and Manufacturing • Workforce and Community Development • Engineering and Technology Department St. Louis Community College partners

  5. Boeing Corporation • AmerenUE • AT&T IndustryPartners

  6. The Emerson Center for Engineering and Manufacturing Located on the Florissant Valley campus of St. Louis Community College

  7. Began in 1996 • Missouri’s RTEC Initiative • Centers of Excellence • Gap Analysis, Needs Assessment Planning the Emerson Center

  8. 2.1 million from the state of Missouri • $1.5 million in donations from Emerson, Boeing, AT&T, Patriot Machines, UGS, Carr Lane and individuals Public-Private Partnership

  9. What makes the Emerson Center for Engineering and Manufacturing Unique? • Connecting with regional and national institutions • Globalizing our activities • Fostering innovations and entrepreneurship • Serving Professional and Community Organizations • Transforming the Engineering and Technology Department • Partnering with WCD • Outreach to K-12 students and teachers • Competing for state and federal grants The “Go-to” Place for the Community

  10. Day, Evening and Weekend Classes • Credit and Non-credit Classes • Sixteen-week and short-term courses • On-campus and Off-site • Standard and Customized Classes • Experiential Credit • Credits for Apprenticeship Training Transforming the Engineering and Technology Department • Limited only by: Needs, Critical mass of students & • Our Expertise

  11. League for Innovation —one of 15 original CCTI “Exemplary” sites • NSF—ATE grant for $800,000 • DOL—President’s High Growth Grant for $1M+ • DOL—Community Based Grant for $1.2 M • AT&T—Aspire (math) Grant for $85,000 • Ameren UE–$130,000 scholarship grant • Numerous $10K to $20K grants for small projects Grants and Donations

  12. “Show Me Jobs”

  13. Partnering with WCD Boeing —SMAR Pre-employment Training Ameren UE— Linemen Pre-apprentice Training Program Chrysler/GM/UAW—Incumbent Worker Training Program for Skills Upgrade AT&T— Training Office Workers for Higher Paying Technical Positions Industrial Maintenance Technology—Trainingfor Unemployed and Skills Upgrade

  14. St. Louis Community CollegeWorkforce and Community Development “Leadership and Responsiveness in Workforce Development”

  15. Workforce and Community Development (WCD), a division of St. Louis Community College, collaborates with business, civic and community-based organizations to provide economic opportunity through workforce education and training designed to maximize individual and organizational performance. WCD provides access to services beyond the traditional college setting by engaging students and workers in the workplace and in the community WCD’s Mission

  16. Employment & Training Center (1980) Wcd’s components Center for Business, Industry & Labor (1984) Community Workforce Partnerships (1997) Workforce and Community Development

  17. History • McDonnell Douglas Outplacement Center (1989-1999) • Voluntary Improvement Program (1992-2001) • New Jobs Training Project (1992-1998) • Missouri Customized Training (1989-current) Boeing Pre-employment Partnership

  18. Based in St. Louis • $32.4 Billion in annual revenues • 16,000 employees in Missouri (over 70,000 worldwide) • 2nd largest employer in Missouri (Source: St. Louis Business Journal Book of Lists 2006) Boeing Integrated Defense Systems (Boeing St. Louis)

  19. C-17 Globemaster III • F/A – 18 E/F Super Hornet • F-15 E Eagle • Future Global Systems (FCS) • Munitions • T-45 Goshawk Key products produced in part and/or assembled in St. Louis

  20. Typically work with: • Electronic and written information such as work instructions and reference material (blueprints, sketches, or drawings) • Measuring devices and instruments • Materials such as metals, composites, plastics, and sealants • Hand tools such as files, wrenches, and power screwdrivers • Hand held power tools such as rivet guns and drill motors • Component parts with close tolerance fits Sheet Metal Assembler Riveter (SMAR)

  21. Training Program Development • Identify key skills (SMAR position) • Recruit and identify participants • Facility set-up • Develop curriculum

  22. Identify key skills Profile SMAR positionWith the assistance of the local WorkKeys® Service Center the position was profiled to determine the necessary skills required to perform the job

  23. All candidates funneled through the St. Louis City/County Missouri Career Centers • Resumes reviewed and candidates interviewed • WorkKeys® testing sessions held, participants must obtain the pre-determined scores: • Applied Math (4) Locating Information (5) Reading for information (5) Observation (5) Teamwork (3) Recruit and identify participants

  24. Space allocated for classroom and lab at STLCC-FV (Emerson Center) • Startup equipment and portable tools donated by Boeing Facility Set Up

  25. STLCC instructional designers developed simulations of Boeing on-line systems: • Work instructions • Blueprints • Reference documents • STLCC developed and delivered team building module Curriculum Changes

  26. 208 Hours of classroom training covering: • Basic Math • Hand Tools • Measuring Devices • Blueprint Reading • Process Specifications • Participants must maintain 80% scoring throughout for successful completion • Abbreviations & Aircraft Terminology • Rivets • Screws – Bolts – Fasteners • Aircraft Sealing Power Tools • Team Dynamics Sheet Metal Assembler Riveter (SMAR) Training

  27. smar tRAINING

  28. Boeing conducts Train-the-Trainer service • Boeing / SLCC to conduct the training • Trainers employed by STLCC • Boeing defines exit criteria: • Competency mastery of each component, attendance, mastery within acceptable time limits Training

  29. Grants Certificate of Completion • Maintains Candidate Pool and Database STLCC

  30. 10 courses completed (as of March 30, 2009) • 823 tested/assessed (356 took all 5) • 153 attained min. levels for all 5 WorkKeys assessments • 102 started training • 90 completed training • 59 hired Boeing Pre-Employment outcomes

  31. $1.2 Million Community Based Job Training Grant The next steps St. Louis Aerospace Institute

  32. Community Based Job Training Grant - Initial Partners • St. Louis Community College • Industry (Boeing, GKN) • Local WIBs • - St. Louis Agency on Training & Employment - St. Louis County Workforce Development • Local School Districts • Community Based Organization (Better FamilyLife) St. Louis Aerospace Institute

  33. aerospace institute pathways

  34. AmerenUE is the St. Louis metro area’s electric utility. They also provide electric and natural gas service to other areas of Missouri. Ameren’s challenges: • Ongoing shortage of line workers nationwide • Retirements outpacing apprentices • Retaining journeymen in the metro area • Less diversity in younger line workers than in older line workers • Less than 50% pass rate for pre-employment test • Less than 50% pass rate for Physical Evaluations Ameren pre-employment partnership

  35. Create a pre-employment program to provide pole climbing basics and refresh key concepts on Ameren’s pre-employment CAST test • Find competent climbers without Ameren incurring hiring costs • Focus recruitment on St. Louis city/county residents through the Missouri Career Centers Stlcc solutions

  36. Training Program Development • Identify key skills for successful line worker applicants • Recruit and identify participants • Facility set-up • Develop curriculum

  37. Pre-employment Construction and Skilled Trades Test (CAST) already mapped to WorkKeys® to level 5 Reading for Information, Locating Information and Applied Math • Successful applicants must enjoy physical challenges, have no fear of heights • Be willing to work in any weather Identify key skills

  38. Missouri Career Centers: • Work with dislocated workers, underemployed • Work with community based organizations • Collect and screen resumes • Hold information sessions, screening interviews • Administer WorkKeys® testing • Select 30 candidates and 10 alternates Recruit and identify participants

  39. More than 1200 resumes screened for June 2009 program offering. More than 200 invited to information sessions. WorkKeys® testing for 117 participants. Recruit and identify participants

  40. Ameren provided: • 15 utility poles and replacement as needed • 15 fall restraints and safety straps • 20 sets of belts and climbing hooks • 20 safety harnesses • Hard hats, glasses, gloves, ankle guards, etc. as needed. • Ropes, cross arms, hand lines, etc. Facility set-up

  41. STLCC developed pole climbing instruction with Ameren’s cooperation. • STLCC instructors developed reading comprehension, test taking skills, graphic arithmetic, basic math review, mechanical concepts and stamina curriculum. • STLCC hired Ameren retirees to teach pole climbing, instructors for remediation and for stamina training. Curriculum development

  42. Ameren retains all decision-making and control over hiring process. • Successful participants take the CAST test upon completion. • Passing the CAST tests leads to an interview with Ameren • Successful interview leads to a five day physical evaluation at Ameren’s training facility • Passing EV’s with high rating leads to background check and drug screening. • Successful screening leads to a job offer from Ameren. Hiring

  43. 27 began the program 21 finished the program 14 passed the CAST test 13 attended Physical Evaluations 6 successfully completed EV’s 4 offered linemen positions (2 others chose not to be linemen) 8 considered for other entry level positions with the company Outcomes from pilot program

  44. Use a video to provide a realistic job preview at information sessions • Reading score is best predictor of success • Stamina is a problem at EV’s • Instructors need instructing • Guessing is detrimental on the CAST test • Participants need lots of timed tasks to prepare for the CAST test. Lessons learned from pilot program

  45. A series of 7 electronics courses over 14 months for current employees who wish to transfer to higher paying technical fields • Paid for by AT&T and billed by contact hours regardless of enrollment numbers • In progress for more than 15 years • More than 1000 employees have been enrolled AT&T customized program

  46. GKN Aerospace Solid Modeling • Ameren Three Phase Power • Industrial Maintenance Technology Series for Hussmann and Pepsi • Machine Operation (CNC and manual) and Welding for The Manufacturing Training Alliance • 310 individuals served Other customized courses 2008-2009

  47. Assistance with recruiting and screening applicants • Pool of qualified applicants for hard to fill positions • No hiring costs incurred until competency has been established Benefits to employers

  48. Career counseling • Preparation for hiring process • Skills for high-paying, high-demand careers • No cost to participants Benefits to potential employees

  49. Recognition and publicity • Opportunity to promote other college programs and degrees to applicant pool • Fulfillment of mission statement • Team building across many college units Benefits to community colleges