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Feeding the Employee Pipeline: WCEDA Panel Discussion on Efforts to Create a Viable Workforce for the Future

A panel discussion entitled “Feeding the Employee Pipeline,” was organized and presented by the Walworth County Economic Development Alliance (WCEDA) on Thursday, March 19, 2015 at the Geneva National Golf Club.

The purpose of this panel presentation was to bring together educators and industry leaders to better understand the present shortage of a skilled workforce and its future implication, to learn about the solutions and initiatives currently in place that address that shortage, and find out how collaborative efforts are essential for creating a viable workforce. Barry Butters, Director of Education and Training at Precision Plus, was invited to be a panelist.

Derek D'AuriaDerek D’Auria , Executive Director of WCEDA, moderated the discussion. In his introduction, D’Auria referred to data collected for a Harvard University study, which indicate that 33% of jobs in the future (as early as 2018) will require a 4-year degree, 57% will require a technical skill, and 10% of jobs will be able to be filled with unskilled employees. He also pointed out that currently in Wisconsin, 65% of all high school graduates set off go to a 4-year college after high school graduation, but that only 25% earn a bachelor ‘s degree, leaving the rest typically with a lot of debt, and resorting to part-time jobs.

Karen BurnsFirst to address the audience was Karen Burns, Manager of the Walworth County Job Center. Burns summarized all the programs that are available at this agency—from learning interviewing soft skills, to working on resumes, to lining up candidates with programs, to working in conjunction with Gateway Technical College and employers.

Dennis WintersThe second speaker was Dennis Winters, Chief Economist, Wisconsin Department of Workforce Development. Winters presented several slides showing a growing disparity between jobs and the workforce, and the implications, should the situation remain status quo. He contrasted the job seeker position from 50 or 60 years ago, with the one from today, by saying “You can’t expect now to finish high school and run a machine: understand technology, run it, and don’t break it!”

Winters also spoke about the “Wisconsin Fast Forward” program, a blueprint for prosperity, based on employer-need base training. He emphasized the importance of postsecondary training and continuous improvement, and concluded with the following statement: “Education and training must be part of your lifestyle for the rest of your life.”

Barry ButtersBarry Butters, Director of Education and Training at Precision Plus., was the first panelist to speak. He pointed out that a manufacturing company can expand their brick and mortar and get new equipment, but without people to run it, the expansion is senseless. Given this situation, Mike Reader, President and Owner of the company, hired Butters to build an awareness campaign to make this happen. As an example, Precision Plus has established internship and youth apprenticeship programs, actively participates in several career and technical education (CTE) committees at the high school and college level, and has sponsored industry field trips for students. Butters also teaches an engineering design and development (EDD) course through Elkhorn Area High School and regularly engages with other companies to encourage their involvement.

Joanne PellaThe next panelist was JoAnne Pella, Career Advisor of Elkhorn Area High School (EAHS). Pella outlined the programs that are in place at the school, such as co-ops, career panels, that will guarantee that all students be exposed to academic career pathway guidance. By mandate, all students will have to have gone through career guidance. She pointed out, however, these initiatives have been long in place at EAHS, and each added option only enhances their existing program. Pella also talked about a career advisor consortium, held at Gateway Technical College, where advisors from several high schools in the area meet once a month to review their programs and exchange ideas.

Debbie DavidsonDebbie Davidson, Vice President of Workforce and Economic Development at Gateway Technical College, talked about the initiatives in place at the school that address the needs of employers in the area. She particularly talked about their CNC Boot Camp program, which has been offered to adults for several years, but to entering high school seniors just for the last three years, with great success. Students go to school during the summer for six weeks. Then, during the fall semester, they attend school in the morning and Gateway in the afternoon. In the spring, they split their day by attending school and participating in a paid internship at a local manufacturing facility. At the end of the program, students not only have a high school diploma, but also a Lean Six Sigma Yellow Belt, a Manufacturing Skills Standard Council (MSSC) Safety Certification, 15 Gateway school credits, and six months work experience to put on their resume.

Davidson mentioned that through a collaborative effort, which included Precision Plus, the CNC Boot Camp will be offered at the school’s Elkhorn Campus as of July of 2015.

Kevin PaluchKevin Paluch, Vice President of the Geneva National Golf Resort, addressed the shortage of properly trained hospitality/culinary arts employees. Due to the nature and the location of the business, the company generally hires a short-term workforce that may not be best prepared to provide a superior experience for their clients. He also alluded to an earnings threshold that will determine whether the younger generation (less than 25 years of age) chooses to work or stay at home. The incentive to go beyond that threshold depends on their qualifications and ability to perform hospitality and culinary jobs properly. Paluch reiterated the need for schools to expand on this type of training.

Rich GruberRich Gruber, Vice President of Mercy Health System spoke about what his group has done to address the skills shortage. In an entity that employs about 6,500 people, there are regularly 1,500 jobs to open, and these include a range of occupations, from health care to plumbing to food service. Proactively, the organization has established several programs within the system, such as a residency program for primary care physicians, and certified nurse assistant (CNA) program that works with local high schools and colleges. This year alone, Mercy Health System will have graduated over 900 CNAs.

Gruber also spoke about options for junior high and high school students: “The earlier they are exposed to career choices, the better,” he suggested. Schools must be able to provide tools to explore different careers as early as 6th or 7th grade. “Capturing inquisitive minds is essential,” he added. Gruber made clear, however, this could not happen without collaboration and constant conversation with schools at all levels, as well as with fellow health systems, and observed solutions need to be fueled by creativity and outside-the-box thinking by all the partners involved.

Bob KopykdlowsiBob Kopykdlowsi , Principal of Badger High School, then addressed the perception issue experienced by many parents and the community at large. He stated that convincing parents that a 4-year degree may not be the only career path available for their students, presented a hurdle, and he suggested that typically the community does not recognize alternate career paths as viable. His school offers many options for children to explore career opportunities.

Tristan SteinerTristan Steiner, a senior at Badger High School, spoke about his experience from a student-perspective. Tristan has always been interested in math and science, but did not know how to apply his interest to a career choice he would not regret later. Beginning in his sophomore year, Tristan was able to get a taste of different careers options by taking targeted classes, which eventually led him to realize that he would like to become an electrical engineer with a focus in renewable energy sources. Tristan also had the opportunity be an intern at Precision Plus, where he was able to experience a number of aspects of the business. Being able to study the design of parts and programs for machines, confirmed the choice he made was valid.

The program then opened up to questions and comments that explored topics such as externships–or teachers going into the field to experience the environment, the importance of schools having advisory committees to drive their curricula, the advantages of going to a 2-year college before joining a 4-year institution, and changing the mindset of the community.

WCEDA - Program Feeding the Employee Pipeline
A video of the entire presentation is available below:

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