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Synergy Ensures Success Presentation

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  • Introduce speaker panel.
  • Provide short background on self Determine background of audience
  • BP and the union discussed the issue off and on since mid 1990s Around 2005, BP reviewed its’ current workforce and found the average age was 50 with large numbers retiring by 2012 BP craft lines required dual discipline employees and recent hiring efforts only finding single discipline craftsmen either electricians (trade apprenticeships) or instrument technicians (2 year colleges) machinists or millwrights (trade apprenticeships) Only viable solution was to create customized training Instrument and Electrical Technician Machinist-Millwright Pipe Fitter-Welder
  • Complimentary programs- Local community colleges closed technical classes due to lack of enrollement. Price war- all companies competing for same workers; no growth in craft pool.
  • Assembled a joint team to create multiple mechanical apprenticeships at the BP Texas City Site Best solution was to create customized curricula Instrument and Electrical Technician Machinist-Millwright Pipe Fitter-Welder Examined both independent style programs and government regulated programs
  • US DOL, ETA vs. non-DOL program Independent in-house program no guidelines no reporting NO accreditation BP and USW sought the US DOL ETA approval for it’s programs government standards and guidelines provide national recognition for the apprentices standards and guidelines are time-tested and based on existing crafts and trades promotes partnership of company, labor union, & colleges provides monetary benefits to military veterans requires application and approval process requires periodic reports and audits requires maintaining adequate records
  • US Department of Labor Employment and Training Administration Office of Apprenticeship John V. Ladd 202.693.2796 http://www.doleta.gov/OA/
  • Apprentices receive a combination of classroom and lab training at the College of the Mainland plus “On-the-Job-Learning” in the plants. The classroom/lab training follows a curriculum and the OJL is a structured rotation through different stations in the plant. 4 current apprenticeships Instrument and Electrical Technician Machinist-Millwright Pipe Fitter-Welder Heavy Equipment Operator Classroom and lab training 360 hr/yr 4 years 1440 hrs total Much higher than a typical craft apprenticeship Attend 1 day per week (10 hours) with pay On-the-job-learning 1640 hr/yr 4 years 6560 hrs total Apprentices assigned to a regular work schedule (4/10s) Total training 2000 hr/yr 4 years 8000 hrs total *Heavy Equipment Operator program will be handled differently due to crane certification requirements, and is currently under development
  • Apprentices 10 per year per craft is desired Currently 20 each; approx 60 on site today
  • Develop curriculum (lesson plans, labs, tests) Screen, test and hire apprentices Enroll apprentices with the US DOL ETA Enroll veterans for VA benefits Provide initial basic safety training Order books, materials and supplies Monitor classroom progress Provide individualized tutoring as needed Monitor work related progress Facilitate On-the-Job communication provide Mentor training provide Apprentice conflict resolution instruction resolve conflicts to promote a safe work environment Schedule related training from other parties Schedule vacations, time off, etc. around both work and school
  • College of the Mainland selected to create a unique curriculum must meet specific objectives for petro-chemical plant maintenance Development Team-- utilizes a professional writer and subject matter experts (SME) Apprenticeship Coordinator (SME) COM Instructor (SME) COM Designer/Developer
  • Coordinator identifies required learning Designer creates learning objectives Coordinator and Instructor review and approve objectives Designer creates lesson from objectives, using texts and input from SMEs Coordinator and Instructor review lessons, provide feedback Designer uses feedback to adjusts lessons Instructor delivers training, provides feedback Designer makes final adjustments

Transcript

  • 1. Oct. 29-November 1, 2008 ACCT Community College Leadership Congress New York, NY Synergy Ensures Success Combating Poverty through Education
  • 2.
    • College of the Mainland Board of Trustees
    • Mrs. Bennie Matthews
      • Board Chair
    • Mr. Don Criss
      • Trustee
    • Dr. Annette Jenkins
      • Trustee
    • Mr. Clemon Prevost
      • Trustee
    • Mr. Ralph Holm
    • Vice Chair
    • Mrs. Rosalie Kettler
    • Secretary
    • Mr. Nick Stepchinski
    • Trustee
  • 3. BP / USW Apprenticeship Program Resurrecting Plant Apprenticeships
      • BP - British Petroleum (Texas City, TX)
      • USW - United Steel Workers International Union
  • 4. Key Reasons BP Supported Apprenticeships
      • Average age of maintenance workers– 50
      • Retirement guidelines changing at the end of 2012
        • Pension reform Act
      • Decline in skilled craftsmen in Gulf Coast area
        • Emphasis on College education
        • Eliminated High School vocational training
      • Unable to hire dual discipline crafts people
        • ElectriciansInstrumentation
        • MachinistMillwright
        • Pipe fitterWelder
      • Desire to upskill incumbent workers
        • Utilize Apprenticeship curriculum
  • 5. Possible Solutions for BP
    • Use complimentary programs for remedies
      • Local Technical Programs
      • Trade Schools
    • Increase pay scale to beat competitors
      • Price war
    • Create independent program
  • 6. Best Solution
    • Create proprietary programs
    • Use US DOL guidelines
    • Implement joint team to create multiple apprenticeships
      • BP Texas City
      • USW Refinery Bargaining unit
      • USW Chemicals Bargaining unit
    • Develop customized curricula
  • 7. US Department of Labor, Employment & Training Administration Program
    • DOL Pros
    • Government standards and guidelines based on time-tested skills
    • Provides national recognition
    • Military Veterans can receive monetary benefits
    • DOL Cons
    • Application and approval process
    • Periodic reports
    • Record maintenance
  • 8.
    • Texas Office of Apprenticeship
    • John V. Ladd
    • 202.693.2796
    • http://www.doleta.gov/OA/
    US Department of Labor, Employment & Training Administration Program
  • 9. US Department of Labor Standard Criteria
    • Classroom and Lab Training
    • 144 hr/yr @ 4 years = 576 Total hrs
    • Full time employment on the Job Learning
    • 1856 hr/yr @ 4 years = 7424 Total hrs
    • *Part Time Employment Guidelines are available from DOL
  • 10. BP Craft Apprenticeships
    • Classroom and Lab Training
    • 360 hr/yr @ 4 years = 1440 Total hrs
    • On the Job Learning
    • 1640 hr/yr @ 4 years = 6560 Total hrs
    • Total Training
    • 2000 hr/yr @ 4 years = 8000 Total hrs
    • * Classroom/Lab hours are much higher than a typical craft apprenticeship
  • 11. Program Layout
    • Four year programs
    • Maintenance 410 schedule
    • Apprentices attend school 1 day a week for 36 weeks a year at COM
    • Apprentices work with qualified Mentor for the rest of their work week.
      • Rotate through various areas of site
    • Apprentices are given a comprehensive progression exam to advance to the next year.
    • Compensation prorated on Journeyman Rate
      • 72%, 80%, 86%, 94% and 100%
  • 12. Program Management
  • 13. BP’s Program Management *JATC-Joint Apprenticeship Training Committee Apprentices Craft Mentors Maintenance Supervisors (4) Apprenticeship Logistics Coordinator Apprenticeship Coordinators Maintenance Training Supervisor L&D Manager JATC
  • 14. Logistics & Development
  • 15. Initial Logistics
    • Curriculum development (lesson plans, labs, tests) ( COM is contracted to assist in this effort )
    • Hire Apprentices
    • Register Apprentices with US DOL ETA
    • Enroll Veterans for VA Benefits
    • Provide initial basic safety training
  • 16. Program Logistics
    • Monitor classroom progress
    • Individualized tutoring
    • Monitor On-the-Job related progress
    • Facilitate Interpersonal communication
    • Schedule related external training
    • Schedule vacation, time off etc.
  • 17. Curriculum Development Team
    • BP Apprenticeship Coordinator / Subject Matter Expert (SME)
    • College of the Mainland Instructor (SME)
    • College of the Mainland Designer/Developer
  • 18. Curriculum Development Process
    • DOL approved learning objectives
    • BP Coordinator identifies required learning resource, i.e., text book, Lab materials etc.
    • College of the Mainland Designer creates objectives
    • BP Coordinator and Instructor review & approve objectives
    • College of the Mainland Designer creates lessons from objectives, using texts & input from SMEs
    • BP Coordinator and Instructor review lessons & give feedback
    • College of the Mainland Designer adjusts lessons according to feedback
    • College of the mainland Instructor delivers training
    • College of the Mainland Designer makes final adjustments
  • 19. BP Apprenticeship Staffing Results
    • 19 IE, second year
      • Start Date, September 2006
    • 19 Machinist, second year
      • Start Date, April 2007
    • 18 Pipe Fitter, first year
      • Start Date, August 2007
    • 4 Heavy Equipment, first year
      • Started June 2008
    • New Classes Started August 2008
      • 10 Apprentices for each discipline for a total of 30
  • 20. Benefits to BP
    • Building Staffing Levels
    • Developing dual discipline craftsmen
    • Providing premier training
    • Skill knowledge sharing
    • Up-skilling incumbent employees
    • Improved Mechanical Bid Rights
      • Structured Training
      • Bidders add value faster
    • Apprentices more productive in short period of time
    • Recruit first generation employees.
    • Increased the diversity of the work force.
  • 21. How did the joint efforts of BP and COM support “Combating Poverty Through Education”?
    • BP lowed their entrance requirements into the apprenticeship program to a minimum high school diploma or GED. This enabled more under privileged and economically challenged persons an opportunity to gain employment into a well paying job in industry while attending College of the Mainland to learn their craft.
  • 22.
    • College of the Mainland provides training and subject matter experts to support these programs. COM’s support of these programs created an avenue to success from its institution to big business and industry. COM’s efforts also help industry and big businesses address another burning issue, “Diversity”. COM’s involvement assist in providing minorities and women the opportunity to gain employment in places that where historically in the past, male dominated.
    • In Conclusion:
    • The joint efforts of College of the Mainland, industry, and its local businesses, is a “win, win, win”  for all.
  • 23.
    • Questions or comments please
    • Contacts:
    • Clemon Prevost
    • [email_address]