Skills on Purpose Creating the Next Generation of Manufacturers Lessons from Large Manufacturing Firms: How to Assure Future Talent Friday, July 24, 2:00 3:00pm ET
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Welcome (continued) Materials: The presentation will be available for download at the end of the webinar, and an accessible version will be posted to the PCRN (cte.ed.gov/initiatives/skills-on-purpose). Recording: A transcript and captioned recording of this webinar will be posted to the PCRN (cte.ed.gov/initiatives/skills-on-purpose) Evaluation: Please take a moment to give us your feedback about today's webinar. A link to the participant survey will be available at the end of the webinar. Questions: Send content questions through the Q&A feature in the bottom right of the screen. July 27, 2015 3
Johan Uvin Acting Assistant Secretary Office of Career, Technical, and Adult Education July 27, 2015 4
Welcome and Introduction Secretary Arne Duncan United States Secretary of Education July 27, 2015 5
John Colborn Director, Skills for America s Future Aspen Institute July 27, 2015 6
Pooja Anand & Shujath Ali Head of Strategic Projects for Talent Acquisition, U.S./Americas, Siemens Head of Traction Business Segment, Siemens July 27, 2015 7
Siemens U.S.A. Workforce Development Siemens U.S.A. Workforce Development
About Our Company Siemens Corporation is a U.S. subsidiary of Siemens AG, a global technology powerhouse that has stood for engineering excellence, innovation, and quality for more than 165 years. With 343,000 employees in more than 190 countries, 50,000 of them in the United States, Siemens reported worldwide revenue of approximately $98 billion in fiscal 2014. 289 major production and manufacturing plants worldwide 84 in United States Siemens Divisions: Power & Gas, Wind Power & Renewables, Energy Management, Building Technologies, Mobility, Digital Factory, Process Industries & Drives, Healthcare, Financial Services
Siemens Manufacturing Facilities in the U.S. Ohio: 9 Indiana: 2 Illinois: 6 Michigan: 1 Iowa: 1 Wisconsin: 1 California: 4 Arizona: 1 Texas: 8 Oklahoma: 2 Kansas: 1 Kentucky: 2 Tennessee: 3 Alabama: 3 Arkansas: 3 Louisiana: 1 Missouri: 2 Mississippi: 1 Massachusetts: 2 Connecticut: 1 New York: 1 New Jersey: 3 Maryland: 3 Delaware: 1 Pennsylvania: 10 Virginia: 1 North Carolina: 5 South Carolina: 2 Georgia: 3 Florida: 1
Workforce Development at Siemens U.S.A. There is a growing shortage of technically skilled shop floor talent and current model of working with local agencies is no longer a viable solution and comes at high cost Why? How? What? Through a collaboration between HR (Talent Acquisition, Talent Management and HRBC) and Business (Plant Management) to collectively - Establish Goal - Define the Problem - Determine Solution Pathway Establishment of hiring and training practices at Siemens Advanced Manufacturing facilities to ensure a longterm, sustainable, workforce pipeline
Title and Content Layout with List About Siemens GA400 Plant in Alpharetta, Georgia Summary U.S. headquarters for Drive Technologies and Customer Services. 40-acre site acquired in 1990; two plant expansions in 1993 and 1996. Approximately 700 employees representing more than ~50 nationalities Our team manufactures: Traction drives used for transportation (light rail vehicles, locomotives and transit buses) and mining applications (trucks, shovels and draglines) Low-voltage drives for water, wastewater, paper and metals industries in the NAFTA market Highlights Proud to make the propulsion systems for the new Atlanta Streetcars. World-class safety performance - ISO 9001/14001 and OHSAS 18001 certification Fully capable testing facility for drives Service and repair facility for traction inverters Remote response capabilities Quality First. Safety Always. July 27, 2015 12
Workforce Development at Siemens GA 400 7. Sustainability Partnerships Education Government Community Business 6. School Programs Work-Study program Apprenticeship program Solutions 1. Requisite Hard Skills Technical & Workplace Fundamentals 2. Requisite Soft Skills Professionalism & Communications 5. Academics High school curriculum Technical College Programs 4. Project Team Ownership Active participation by Ops, Comm, & HR 3. Workforce Needs Job skills & certifications
Engaging with the Local High School High School Work-Study: Readiness Partnership with the GA DoE and Forsyth County Schools Developed teaching curriculum for a three-year Integrated Manufacturing Pathway program at South Forsyth High School. Three courses are: Foundations of Manufacturing Robotics and Automated Systems Production Enterprises + Work-Based Learning
Manufacturing Pathways Program Framework Quarterly Meetings with high school leadership and school System End-of-the-year focus groups with each class A real project from our Materials Department was presented to the 2 nd -year students (Robotics). Completed and presented at a Siemens Town Hall Meeting with all Operations employees Visit the classes periodically; plant tours for first-year students Course #1 Introduction to Manufacturing #2 Robotics and Automated Systems #3 Production Enterprises #4 Work Based Learning 2013-2014 Enrollment 2014-2015 2015-2016 50 50 50-24 24-24 24 - - 3
High School Internship Program Framework Eight-week program Structured to provide students with projects that will be value added for both the student and Siemens Provide two training workshops for interns: How to Create a Resume and Behavioral Interviewing Presentation Skills At the end of the assignment, interns report to leadership (Siemens and school) their accomplishments and benefits of being a Siemens intern School Year No. of Interns 2012-2013 1 2013-2014 4 2014-2015 4 July 27, 2015 16
Engaging the Community Electrathon Forsyth Race (2 nd Annual). Provided mentor to help build the car; employees participated onsite at the event (judging and manned a Siemens tent) Participated in mock Interviews with the five Forsyth County high schools, preparing students for good employment interview skills Sharing best practices through Plant Tours Member of the Forsyth County School Engineering/Manufacturing Advisory Council Meeting Forsyth County Global Skills Roadshow July 27, 2015 17
Key Takeaways Team engagement, Management buy-in and strong HR support required for success Important to have a specific, real need for the initiative Able to work at our own pace and capacity based on our needs and timeline Strong partnerships with the school system and other businesses are a must
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Dennis Dio Parker The Advanced Manufacturing Technician Program and the Advanced Manufacturing Career Pathways, Toyota College Partner Programs July 27, 2015 20
AMT B The Advanced Manufacturing Technician Program and the Advanced Manufacturing Career Pathways AMT B AME B AMB B July 28, 2015 21
What s the Problem? Not enough skilled technicians 2011 Deloitte study estimates that the U.S. is short 600,000 skilled technicians. The gap is expected to increase. This stops factories! New technicians are not work ready Weak education, technical, and workplace efficiency skills. Low work values. This is a competitive disadvantage in the global market. Aging technical workforce Replacement need is arriving now. Current workforce age distribution is significantly unbalanced. This is a perfect storm. The U.S. is entering a technical workforce crisis. July 27, 2015 22
What Is AMT? At its core, AMT is a Career Pathway The TOYOTA Multiskilled Technician Path July 27, 2015 23
3 Core Components All of Equal Importance Technology Professional Behaviors Lean Manufacturing (Mfg. Core Exercises) Work Study Program 2 years 8 hrs/day 5 days/week 5 straight semesters Teaching Method Daily Expectation Reinforcement Feedback Correction Teaching Method Traditional Classroom & Lab Technical Core July 27, 2015 24
Why AMT? AMT is an effort to secure a reliable and consistent pipeline of global quality technical talent to sustain and improve advanced manufacturing operations in the United States. AMT is one answer to help the United States sustain global leadership in manufacturing and to protect the contribution of manufacturing to the national quality of life. July 27, 2015 25
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Results To Date 100% job placement of 2-year graduates 100% AMT pass rate on Toyota s tough technical test Required to pass one of 4 test areas < 50% of experienced job applicants pass (not AMTs those applying for employment) Most that do pass do so in just one area. Over 50% of AMT pass all 4 areas. 100% pass 3 of 4 areas 100% completion of Lean Manufacturing Core Training estimated to be worth $10,000 on the market (free to AMT students). No other 2-year graduate programs teach this. No direct applicants have this complete training/knowledge. 100% of AMT s developed in Professional Behaviors Attendance/Initiative/Diligence/Interpersonal relations/teamwork/verbal & Written Communication Not structured part of any 2-year degree program July 27, 2015 34
Brief (Very!) History Developed from Toyota s principles of: Safety / Quality / Productivity / Cost Continuous Improvement Respect for People 4th Phase of a 27-Year Continuous Improvement Process in Education (AMT phase started in 2010) Made in America (developed in the USA) Goal is to produce the best new technicians in the world. Toyota in Japan is benchmarking AMT as a company best practice July 27, 2015 35
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