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
Oct. 29-November 1, 2008 ACCT Community College Leadership Congress New York, NY Synergy Ensures Success Combating Poverty through Education
Apprentices more productive in short period of time
Recruit first generation employees.
Increased the diversity of the work force.
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.
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.
The joint efforts of College of the Mainland, industry, and its local businesses, is a “win, win, win” for all.