M-Powered: A Sector Solution to the Race of Our Lives

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1 National Network of Sector Partners 2007 National Conference Digging Deep, Reaching High: Collaboration for Quality Jobs, Competitive Industry, and an Inclusive Economy Denver, Colorado, November 13 15, 2007 M-Powered: A Sector Solution to the Race of Our Lives Wednesday, November 14, 2007 Breakout Session A 9:30 11:00 AM Room 207 Presenter: Richard Kelly, Program Director, W: 763/ Rich.Kelly@HennepinTech.edu 1820 Xenium Lane, Plymouth, Minnesota 55441

2 Key Characteristics: Sector Initiatives 1. Focus intensively on an individual and multiple employers in the industry, over a sustained period of time. 2. Are led by a workforce intermediary with credibility in the industry. 3. Create new pathways for low wage workers into the industry, and up to good jobs and careers. 4. Achieve systemic changes that are win-win for employers, workers, and the community. Jack Mills, National Network of Sector Partners NOTES: FOCUS: Small, metal manufacturers in the Minneapolis metro area M-Powered represents a culture-shift in solving the workforce shortage. A Sector Solution to a Key Problem The Problem: The Workforce Demand: Growing demand for highly skilled workers in the Metalforming Industry Advanced Technology requires a workforce with new skills and a commitment to ongoing learning and continuous upgrading of current skills and knowledge Aging workforce is creating increased demand to replace seasoned and skilled workers Low wage jobs have gone overseas. Very limited demand in low skilled, minimum wage category The Solution: M-Powered is a consortium of community champions, manufacturing industry leaders, and training partners, strategically collaborating to create a fast-track training solution to build a globally competitive workforce for the Minnesota manufacturing industry. Sector strategies are industry-specific, regional approaches to employers needs for skilled workers and workers needs for good jobs. Within the M-Powered initiative, manufacturers share a common need for skilled workers who want to build careers in the manufacturing industry. Industry & community partners then align the necessary resources to meet the needs of the dual customers: the employer and the worker (entry level and incumbent)

3 Operations Structure: Design/Development: Hennepin Technical College Convene Board meetings Conduct research Target occupations Design services Determine new needs Obtain start-up resources Operations: HIRED Provide programmatic services to worker and employers Coordinate activities to produce outcomes Obtain resources for sustainability Bring about system change The 9-12 months Training Series: 1. Ladder 2. Interest 3. Assessment 4. Selection 5. Level I is a 96 hour course preparing students to enter the metal manufacturing field with acquired basic skills in: Shop Math Print Reading Measuring Tools Hand Tools Shop Safety Metallurgy Employment / Life Skills Successful completion is measured by the student's ability to determine whether a part has been manufactured to customer requirements & specifications within a safe, effective work environment, and demonstration of progressive and consistent employability skills. 6. Level II, On-the-Job-Training (OJT): Upon successful completion of Level I, students will competitively interview for a structured 90 day paid OJT to gain applied knowledge and skills with a partner manufacturing company. 7. Level III, Specialized Lab: follows OJT with a 72 hour lab intensive course, specializing in the area of choice: Metal Stamping / Sheet Metal Fabrication Welding Machining / CNC Operator Drug Free Program: the illegal use of drugs and alcohol are not endorsed by this program. All graduating students should expect that employers reserve the right to perform random drug testing. Critical Success Factors DEMAND-DRIVEN; EMPLOYER-FOCUSED! Convener Coordination: HIRED and HTC share role of project management.

4 Partner Involvement: Can t be achieved alone. Regional Approach: Affects the greater metropolitan area of the Twin Cities. Meets the needs of employers and employees. YOU CAN T PICK YOUR BATTLES; YOU NEED TO FIGHT ALL OF THEM AT ONCE. Culture change is required of all participants: 1. Partners in the manufacturing sector. a. Cultural change in the way they hire, b. track, c. And account. Is labor a cost, or an investment? 2. CBO Organizations a. Cultural change in the way they select, b. assess, c. track d. and how long they maintain contact. 3. Colleges a. Cultural change in the way they schedule classes, b. finance programs, c. counsel life-long learners, d. measure program success, e. Part-time, working adults. 4. State Agencies a. Workforce development is economic development b. Funding models finding ways to work with small business. It s where the action is. c. Short term job focus vs. long-term career focus. M-Powered Board Meeting Frequently Involve Overcoming Challenges Requiring Simultaneous Culture Change By Everyone. Future Challenges The Battles Yet To Come 1. Reaching into the K-12 School Systems. We need a model. 2. Expand to additional schools, counties. a. Metropolitan Manufacturing Sector Initiative MMSI i. St. Paul College serving Ramsey and Washington counties.

5 ii. Anoka College serving Anoka county iii. Convener Local WIB 3. Future Funding, sustainability.

6 Other factors that affected success in the program: Transportation Child care/custody Drug use/criminal background issues Work ethic Attendance Job history Attitude/motivation Changes we have made in testing after the pilot Added computer literacy test. Eliminated career aptitude survey, Bennett Mechanical Aptitude, and writing/ English section of Accuplacer Improved Advising Reading and Math tutoring for student with low test scores; prep course at ABE for manufacturing students with low test scores Final exam in class is the outcome measure.