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Ensuring a Robust and Sustainable Aerospace Workforce                 Governor’s Aerospace InitiativeObjective: Develop an...
PARTNERS•   Industry - TIMCO, Purolator Facet, FedEx, Triumph Group, Cessna,    Atlantic-Aero, Honda Aero and Honda Aircra...
CHRONOLOGY• 12/20/11 – Scope problem. Update 2009 survey data using the  Aerospace Forum members.• 1/20/12 - Steering Comm...
PRIORITIZED JOB REQUIREMENTS•   Generic, Entry Level Job Requirements were developed for:     –   Machinist     –   Assemb...
SELECTION PROCESS•   Applies at Workforce Development website – initial online screen•   Self schedules 1st level assessme...
CONCERNS & ISSUES•   Demand is increasing; don’t want to leave the Piedmont to do entry    level hiring•   Industry has ne...
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Governor’s Aerospace Initiative

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Transcript of "Governor’s Aerospace Initiative"

  1. 1. Ensuring a Robust and Sustainable Aerospace Workforce Governor’s Aerospace InitiativeObjective: Develop an aerospace industry-ready workforce Three Pronged Approach – Industry, Educational System, Government Cooperative approach to a shared problem Collaborate vs. Compete Majority seeking entry level people Standardize – non-traditional programs Develop an attractive business environment in the State
  2. 2. PARTNERS• Industry - TIMCO, Purolator Facet, FedEx, Triumph Group, Cessna, Atlantic-Aero, Honda Aero and Honda Aircraft• Schools – Davidson, Randolph, GTCC, Forsyth, Montgomery, Surry and Piedmont with additional support from other NCCCS schools• Government – Workforce Development
  3. 3. CHRONOLOGY• 12/20/11 – Scope problem. Update 2009 survey data using the Aerospace Forum members.• 1/20/12 - Steering Committee. Go for critical mass locally; focus on standardized, initial training; go from student to employee quickly; and handle additional training as an employee• 3/14/12 – Mtg w/Workforce Development & industry reps• 4/10/12 - Survey instrument sent out to local industry group to develop generic, entry level job requirements and prioritize needs• 5/18/12 – Mtg w/industry reps, Workforce Development and reps from numerous NCCCS schools in Piedmont to review data and introduce concept• 7/2012 – NCCCS contingent led by Davidson CC presented a Fast Track training framework & internship concept• 8/13/12 – Finalize internship/co-op program and course dates
  4. 4. PRIORITIZED JOB REQUIREMENTS• Generic, Entry Level Job Requirements were developed for: – Machinist – Assembly Technician – Quality – Sheet Metal Fabrication – Composite Technician – Welding – Interiors – Avionics Laser focus on majority’s need: Machinists Program – 8 to 10 weeks followed by indigenous in-house/NCCCS training and/or internship/co-op Initial forecast – 200 through Fast Track training & 100 through curricula in 1 year Some State funding targeted for Long Term unemployed Collaborative recruiting effort using schools, industry and Workforce Development
  5. 5. SELECTION PROCESS• Applies at Workforce Development website – initial online screen• Self schedules 1st level assessment; machinist orientation; and testing• Attends machinist training orientation and completes assessment• Candidate passes testing above 12th grade level – goes to 2nd level assessment and testing• 2nd Assessment & testing complete, scores compiled and candidates are ranked• Top candidates go through a 3rd assessment w/Employer/Industry interview panel• Final ranking & selection based on class size• Candidates that didn’t make the cut are prepared for next cycle or other options
  6. 6. CONCERNS & ISSUES• Demand is increasing; don’t want to leave the Piedmont to do entry level hiring• Industry has new machinery, increased program activity, and new contracts - palpable sense of urgency• NCCCS – Curricula vs. continuing education – Recruiting students• Support STEM program - develop links K-12 through College system• Fast Track training – rapid response to a common set of needed skills; address generic needs; screen, assess and test• Goals: – Shorten initial training – basic, soft skills & discipline specific – Provide consistency and standardization for employers – Modularize training framework that can be used across disciplines by NCCCS – Move people through the pipeline quickly – Develop a consistent & sustainable feeder system
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